Winning Secrets: How Abu Dhabi Civil Defence Authority took a transformational systems approach to elevating its learning ecosystem

Dr. Nour Hussein Tawfeeq Shakhour, Human Resources Consultant, talks about why and how the Transformational System Approach to Training (T-SAT) methodology was developed, challenges faced, and more.

In high-stakes environments such as the civil defence, training must be rigorous, precise, and impactful. For the Abu Dhabi Civil Defence Authority (ADCDA), this meant overcoming challenges such as resource constraints, change fatigue, and diverse training needs to deliver effective outcomes.

Through the Transformational System Approach to Training (T-SAT), ADCDA redefined its training strategy, integrating technology, feedback, and safety principles to create a scalable and efficient system. This people-focused approach not only enhances operational readiness, but also earned the team a silver win in the 'Excellence in Business Transformation' category at the HR Excellence Awards 2024, Singapore. 

In this interview, Dr. Nour Hussein Tawfeeq Shakhour, Human Resources Consultant, talks about why and how the Transformational System Approach to Training (T-SAT) methodology was developed, challenges faced, and more.

Q What was the motivation that sparked your passion & business case for pursuing your outstanding people strategy? 

Organisations often face challenges when requesting new employees, devices, software, hardware, or buildings. However, the issue of overtraining is seldom debated, as it is commonly believed that training is inherently beneficial and can occur at any time. Many organisations view training as the primary solution to workplace issues, often implementing it haphazardly and without proper planning.

In contrast, civil defence organisations do not have the luxury of treating training as an easy quick fix. Training in civil defence is exceptionally costly and time-consuming, demanding professional settings that extend beyond typical classroom environments. It requires the involvement of experts and consumes substantial resources such as water, foam, electricity, and others which are essential for simulating real-life fire suppression scenarios. The use of expensive simulators and other specialised equipment further adds to the costs.

Given the high stakes in civil defence, where errors can lead to fatal consequences, rigorous training is indispensable. However, the challenge lies in balancing the necessity for comprehensive training with the constraints of cost and resources. Effective training in civil defence organisations must be meticulously planned and executed to address critical competencies without unnecessary expenditure or resource depletion.

Achieving this balance ensures that training remains pivotal, without becoming a financial and logistical burden. By adopting the T-SAT learning ecosystem approach, ADCDA maintains high standards of preparedness and operational excellence.

Q Looking back, can you share a challenge that you overcame in your journey of HR excellence? How did you triumph? 

One of the key challenges we faced during the Transformational System Approach to Training (T- SAT) project was ensuring alignment between the training programmes and the operational requirements of various departments. With diverse roles and responsibilities across the organisation, it was critical to create a unified training system that addressed both individual competency development and the organisation's strategic objectives.

How we triumphed: To overcome this challenge, we adopted a collaborative and structured approach. We engaged stakeholders from all departments early in the process to gain a deep understanding of their unique training needs and operational goals. Using the SAT model, we systematically analysed these requirements, designed tailored training modules, and implemented them with precision.

A major turning point was the integration of feedback loops into the T-SAT process. By collecting real-time feedback from trainees and their supervisors, we continuously refined the training content and delivery methods. Additionally, we leveraged technology to enhance the project’s scalability and ensure consistent delivery of high-quality training programmes across all units.

The result was a training system that not only met organisational needs but also empowered employees with the skills and knowledge required to excel in their roles. This triumph reaffirmed the value of a systematic approach to training and its ability to bridge gaps between strategy and execution in HR excellence.

Q Beyond the recognition, what impact do you hope your feature in the HR Excellence Awards would have on the HR community and manpower landscape?

Beyond the recognition, we hope that our feature in the HR Excellence Awards will inspire the HR community to embrace innovative practices and prioritise people-centric strategies that drive organisational success. By showcasing our journey and achievements, we aim to set an example of how aligning HR initiatives with organisational goals can create a positive and sustainable impact on the manpower landscape.

Additionally, we aspire to encourage collaboration and knowledge-sharing among HR professionals, fostering a culture of continuous improvement and innovation in talent management.

Our recognition also serves as a reminder that investing in the growth, well-being, and empowerment of people is not just a business strategy but a cornerstone for building resilient, adaptable, and future-ready workforces across industries.

Q Could you share some advice you would give to others aspiring to follow in your footsteps? 

The ADCDA T-SAT team strongly recommends the adoption of the following principles to ensure the delivery of high-quality training outcomes. 

• Clarity: Ensuring a clear understanding of the goals behind job analysis and training needs assessment is essential. Any changes affecting these processes can lead to setbacks, unclear curriculum, time management issues, and resource misallocation. 

• Realistic: It is essential that training remains realistic by assessing the actual conditions during job performance or the analysed job, which may not always be feasible due to various operational constraints and circumstances. Therefore, when designing the training curriculum, it is crucial to ensure effective and efficient training implementation to meet the training goals and the designed training course. 

• Flexibility: Flexibility in planning and preparing training, and its feasibility under available resources in all circumstances, is crucial. This flexibility allows training to be conducted as efficiently as possible, providing learners with the maximum amount of information conducive to learning and development in each training session. This reflects positively on both trainees and the training department.  

• Continuous improvement: Continuous improvement is the process of evaluations conducted at all stages of the training system, from its initiation, implementation, duration, to completion, including audit assessments aimed at enhancing and validating cognitive, planning, technical skills, and operational competence throughout the training period and its various modalities (individual/team). These assessments significantly impact training development and unit performance. 

• Training safety: Safety and security in training: Training safety is everyone's responsibility, but it is certainly the duty of managers and supervisors to ensure this, not just those appointed to enforce safety. This requires: 
  • Implementing all types of training in a safe and controlled manner for all participants. Safety is the responsibility of every leader and individual, regardless of rank or position. 
  • Ensuring that all exercises and assessments are conducted correctly, and that necessary security and safety precautions are taken, including managing emergencies during training. Compliance with these principles does not imply compromising procedural integrity or readiness. ADCDA adopts and complies to the following NFPA training Safety standards (NFPA 1403,1403,1451,1670,1408,1407,1410,1584). 

Q Let's talk inspiration! Who has been a driving force behind your success?

Under the visionary leadership and guidance of Brigadier General Salem Abdullah bin Barak Al Dhaheri, Acting Director of the Abu Dhabi Civil Defence Authority, the T-SAT team played a pivotal role in ensuring the remarkable success of this project. Their unwavering commitment, strategic execution, and alignment with the Director's directives exemplified a collective dedication to excellence. This collaborative effort not only drove the project forward but also reinforced the values of innovation, teamwork, and professionalism within the Abu Dhabi Civil Defence Authority.

Read more interviews on why organisations have won trophies for their HR practices - head over to our Winning Secrets section! 

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