Staffing Plan

Plan Vision

The Cooperative Agricultural Association for Farmers of Northern Medina aspires to be a pioneering model in human resource management, by providing an attractive and motivating work environment, attracting distinguished national competencies, and developing human resources to ensure institutional excellence and developmental sustainability.

The vision is to build an integrated functional system that contributes to enhancing institutional performance, raising operational efficiency, and achieving the association's strategic goals, through:

• Excellence in Attracting Competencies: Attracting the best qualified national staff.
• Continuous Development: Advanced training programs to enhance employee efficiency.
• Functional Sustainability: Building a flexible and sustainable organizational structure.
• Innovation at Work: Encouraging creativity and innovation in the work environment.

Staffing Plan Objectives

The staffing plan aims to achieve a set of strategic and operational objectives that contribute to enhancing the association's capabilities and raising performance efficiency, including:

• Identify Future Needs: Forecast the human resources required to support operational expansion based on development and expansion plans.
• Bridge Job Gaps: Analyze gaps between current and target structure and develop practical plans to fill them with suitable competencies.
• Improve Performance Efficiency: Enhance institutional performance by attracting suitable competencies and developing current staff.
• Support Strategic Directions: Align staffing needs with the association's goals and Saudi Vision 2030.
• Develop Human Resources: Empower current staff and develop their skills to meet evolving job requirements.
• Achieve Institutional Sustainability: Build a flexible organizational structure that supports business continuity and ensures performance sustainability.
• Enhance Competitiveness: Attract distinguished competencies to strengthen the association's position in the agricultural sector.

General Framework of the Staffing Plan

The staffing plan consists of several key axes that form an integrated system for human resource management, including:

• Analysis of Current Organizational Structure: Study existing jobs, tasks, and available competencies, identifying strengths and weaknesses.
• Identification of Future Needs: Based on expansion plans, new projects, and future development programs.
• Job Description: Define tasks, responsibilities, qualifications, and required experience for each position precisely.
• Recruitment and Attraction Plan: Strategies to attract and recruit suitable competencies through multiple channels.
• Training and Development Plan: Integrated programs to qualify current staff and enhance their skills in line with job requirements.
• Performance Indicators: A set of indicators to measure the success of the plan in achieving its objectives.
• Implementation Timeline: A specific schedule for implementing all phases of the plan.
• Estimated Budget: Estimate the costs required to implement the plan efficiently.

Current Organizational Structure

The current organizational structure organizes work and distributes responsibilities among various departments and sections, consisting of the following levels:

• General Assembly: The highest authority comprising all members.
• Board of Directors: The supreme executive body responsible for policy-making and strategic decisions.
• CEO / General Manager: Responsible for overseeing daily operations and implementing board decisions.
• Executive Departments: Including Finance, Projects, Marketing, Public Relations, and Human Resources.
• Specialized Committees: Technical and advisory committees supporting the board and executive management.
• Employees: Human resources working across various departments and sections.

The current number of employees is (7) distributed across different departments, aiming to achieve integration between roles and responsibilities to ensure performance efficiency and output quality.

Target Organizational Structure

The developed organizational structure aims to provide the necessary human resources to support operational, administrative, and developmental activities, with a focus on enhancing efficiency, effectiveness, and institutional integration. The target structure consists of:

• Strategic Level: Board of Directors and CEO.
• Executive Level: Executive Directors of various departments.
• Supervisory Level: Department heads and supervisors.
• Operational Level: Specialized staff in various fields.

The target structure aims to increase the number of employees to (25) by the end of 2026, distributed as follows:

• Executive Management: 3 positions.
• Finance Department: 4 positions.
• Projects Department: 5 positions.
• Marketing Department: 4 positions.
• Public Relations Department: 3 positions.
• Human Resources Department: 3 positions.
• IT Department: 3 positions.

Executive Positions

Executive positions include senior leaders responsible for formulating strategies and making key decisions:

• CEO: The highest executive responsible for managing the association, implementing board decisions, and developing institutional performance.
  • Qualifications: Master's in Management or Agriculture, 15 years of leadership experience.
  • Tasks: Strategic leadership, decision making, business development, association representation.
• Deputy CEO for Operations: Responsible for day-to-day operations.
  • Qualifications: Master's in Business Administration, 10 years of operations experience.
  • Tasks: Oversee operations, monitor performance, develop systems.
• CFO: Responsible for financial management, accounting, and financial control.
  • Qualifications: Master's in Accounting or Finance, 12 years experience, CPA certification.
  • Tasks: Financial planning, budgeting, financial reporting, control.

Finance and Accounting Positions

• Finance Manager: Lead the finance department and develop financial systems.
  • Qualifications: Bachelor's in Accounting, 8 years experience, Master's preferred.
  • Tasks: Manage financial operations, prepare financial statements, financial planning.
• Senior Accountant: Supervise daily accounting operations.
  • Qualifications: Bachelor's in Accounting, 5 years experience.
  • Tasks: Journal entries, bank reconciliation, report preparation.
• Payments and Receivables Accountant: Monitor disbursement and collection operations.
  • Qualifications: Bachelor's in Accounting or Diploma, 3 years experience.
  • Tasks: Cash management, payments, receivables, banking follow-up.
• Internal Auditor: Internal control and auditing.
  • Qualifications: Bachelor's in Accounting or Auditing, 5 years experience.
  • Tasks: Internal audit, risk assessment, operational control.

Projects Management Positions

• Projects Manager: Lead the project team and develop investment portfolios.
  • Qualifications: Bachelor's in Engineering or Agriculture, 8 years experience, PMP certified.
  • Tasks: Project planning, execution, monitoring, evaluation, risk management.
• Agricultural Engineer / Project Supervisor: Technical supervision of agricultural projects.
  • Qualifications: Bachelor's in Agriculture, 5 years experience.
  • Tasks: Technical supervision, implementation monitoring, technical reports.
• Farm Operations Supervisor: Manage and operate association farms.
  • Qualifications: Bachelor's in Agriculture, 5 years farm management experience.
  • Tasks: Schedule agricultural operations, manage labor, monitor production.
• Agricultural Products Marketing Supervisor: Promote and market agricultural products.
  • Qualifications: Bachelor's in Marketing or Agriculture, 4 years experience.
  • Tasks: Marketing planning, customer management, market development.
• Projects Coordinator: Administrative coordination between teams.
  • Qualifications: Bachelor's in Business Administration, 3 years experience.
  • Tasks: Administrative coordination, schedule monitoring, report preparation.

Marketing and PR Positions

• Marketing Manager: Lead marketing strategies and enhance brand.
  • Qualifications: Master's in Marketing or Business Administration, 8 years experience.
  • Tasks: Marketing planning, brand management, market analysis, advertising campaigns.
• Digital Marketing Officer: Manage digital channels and e-marketing.
  • Qualifications: Bachelor's in Marketing or IT, 4 years experience.
  • Tasks: Website management, social media, digital marketing campaigns.
• Public Relations Officer: Build and strengthen relationships with internal and external parties.
  • Qualifications: Bachelor's in Public Relations or Media, 4 years experience.
  • Tasks: Institutional relations management, event organization, media communication.
• Social Media Officer: Manage digital content and audience interaction.
  • Qualifications: Bachelor's in Media or Marketing, 3 years experience.
  • Tasks: Social account management, content creation, digital performance analysis.

HR and IT Positions

• HR Manager: Lead human resource management and develop policies.
  • Qualifications: Master's in HR Management, 8 years experience.
  • Tasks: Strategic HR planning, recruitment, development, performance management.
• Recruitment and Training Specialist: Manage recruitment and training operations.
  • Qualifications: Bachelor's in HR or Business Administration, 4 years experience.
  • Tasks: Recruitment processes, training programs, professional development.
• Employee Affairs Specialist: Manage employee affairs, payroll, and benefits.
  • Qualifications: Bachelor's in HR, 3 years experience.
  • Tasks: Employee files, payroll, benefits, administrative procedures.
• IT Manager: Lead technical infrastructure and system development.
  • Qualifications: Master's in IT, 8 years experience.
  • Tasks: Technical systems management, cybersecurity, digital solutions development.
• Systems Developer and Programmer: Develop and maintain systems and applications.
  • Qualifications: Bachelor's in Computer Science, 4 years experience.
  • Tasks: System development, programming, databases, technical support.

Recruitment and Attraction Plan

The recruitment and attraction plan includes strategies and procedures for attracting and recruiting suitable competencies for required positions, including:

• Job Posting:
  • Association website portal.
  • Government employment platforms (Taqat, Jadarat).
  • Social media.
  • Job fairs and exhibitions.
• Evaluation and Selection Processes:
  • Specialized personal interviews.
  • Written and technical tests.
  • Competency and skills assessments.
  • Psychological and behavioral evaluation.
• Recruitment Agencies: Contract with specialized recruitment agencies to attract rare and distinguished competencies.
• Field Training and Qualification Programs: Qualify recent graduates to integrate into the labor market and gain necessary experience.
• Cooperative Recruitment Programs: Collaborate with universities and institutes to provide training and employment opportunities for distinguished graduates.

Training and Development Plan

The training and development plan aims to enhance the efficiency of current and newly recruited human resources, including the following programs:

• Basic Training Programs:
  • New employee qualification programs.
  • Introductory programs to the association and its procedures.
  • Basic work skills programs.
• Specialized Training Programs:
  • Training in agricultural, marketing, and administrative fields.
  • Specialized workshops in governance and finance.
  • Professional certification programs.
• Leadership Development Programs:
  • Leadership and strategic management programs.
  • Communication and negotiation skills workshops.
  • Strategic planning and decision-making programs.
• Continuing Professional Development Programs:
  • Advanced courses in various specializations.
  • Job replacement and internal mobility programs.
  • External scholarships for training in specialized institutions.

Estimated Budget for the Staffing Plan

The budget required to implement the staffing plan has been estimated based on the number of required positions, salaries and benefits, and recruitment and training costs, as follows:

Note: The budget is estimated and subject to adjustment based on operational conditions and economic variables.

Performance Indicators and Evaluation

A set of Key Performance Indicators (KPIs) have been identified to measure the success of the staffing plan, including:

• Recruitment Indicators:
  • Targeted positions fill rate (Target: 90%+).
  • Average time to fill vacant position (Target: 30 days).
  • Acceptance rate for advertised positions (Target: 20%+).
• Job Performance Indicators:
  • Employee retention rate (Target: 85%+).
  • Operational achievement rate (Target: 90%+).
  • Employee satisfaction rate (Target: 80%+).
• Training and Development Indicators:
  • Training hours per employee annually (Target: 40 hours).
  • Return on training investment (Target: 200%+).
  • Percentage of employees with professional certifications (Target: 30%+).

Implementation Timeline for the Staffing Plan

The following timeline has been identified for implementing the staffing plan:

• Phase 1 - Preparation and Planning (Months 1-2):
  • Finalize needs assessment and approve target structure.
  • Prepare updated job descriptions.
  • Approve estimated plan budget.
• Phase 2 - Recruitment and Attraction (Months 3-6):
  • Advertise positions through various channels.
  • Conduct evaluation and interviews.
  • Appoint suitable competencies for vacant positions.
• Phase 3 - Training and Qualification (Months 7-9):
  • Implement basic training programs for new employees.
  • Implement development programs for current staff.
  • Evaluate training program effectiveness.
• Phase 4 - Evaluation and Monitoring (Months 10-12):
  • Measure Key Performance Indicators.
  • Evaluate plan success and prepare reports.
  • Update plan based on results and recommendations.

Executive Summary

The staffing plan of the Cooperative Agricultural Association for Farmers of Northern Medina represents a strategic tool to identify future human resource needs, describe the required skills and competencies, and define the recruitment and training plan needed to support operational expansion and achieve the association's strategic goals.

The plan aims to bridge job gaps, improve performance efficiency, support the association's strategic directions, and empower current staff and develop their skills to meet job requirements, within the framework of Saudi Vision 2030.

Key Objectives:

• Identify future human resource needs.
• Bridge gaps between current and target structure.
• Raise institutional performance efficiency.
• Support the association's strategic directions.
• Empower current staff and develop their skills.

Expected Outcomes:

• Provide 25 jobs by the end of 2026.
• Develop organizational structure in line with best practices.
• Improve operational efficiency and increase productivity.
• Raise employee and member satisfaction levels.
• Enhance the association's position in the agricultural sector.