Latest / DEWA Podcasts / DEWA Achieved a six-star rating (Outstanding-level) at the International Best Practice Competition through adopting data-driven methodology to measure training effectiveness practice -Return on Investment (ROI)

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DEWA Achieved a six-star rating (Outstanding-level) at the International Best Practice Competition through adopting data-driven methodology to measure training effectiveness practice -Return on Investment (ROI) · DEWA Podcasts

• 0:00
  Welcome to today's episode, where we explore
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  the intersection of business excellence and human
• 0:06
  capital. Yeah. Today, we're looking at a remarkable
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  achievement from Dubai Electricity and Water
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  Authority, or DIWA. Hmm. They recently secured
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  a highly prestigious six -star rating at the
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  International Best Practice Competition. That's
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  right. The competition is organized by the Center
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  for Organizational Excellence Research in New
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  Zealand. They're, you know, a global leader in
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  benchmarking. Wow. Diwa earned this top -tier
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  recognition for their data -driven methodology.
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  It basically measures the return on investment
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  from employee training. And the scale of this
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  initiative is truly impressive. Oh, definitely.
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  They applied the five stages of the Philips ROI
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  methodology across 1 ,365 training programs.
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  This involved over 12 ,000 employees. Right.
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  By isolating the impact of training, Diwa recorded
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  an amazing return. They saw a return of 3 .51
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  dirhams for every single dirham invested in their
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  training programs in 2025. To understand the
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  strategic vision behind this, let's share the
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  exact words of His Excellency Saeed Mohammed
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  Altair. He's the MD and CEO of Diwa. Okay. He
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  stated that Diwa invests in its employees as
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  key pillars of organizational excellence. It's
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  driven by a belief that human capital is the
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  primary driver of innovation and development.
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  Absolutely. The data -driven methodology for
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  measuring training effectiveness enhances their
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  ability to design aligned training programs.
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  It also enables them to measure their impact
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  with, you know, precision and transparency. This
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  contributes directly to improving organizational
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  efficiency and productivity. Right. The methodology
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  also enables data -driven decision -making and
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  helps direct training investments. This strengthens
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  the readiness of talent to meet future requirements
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  and strategic objectives. That perfectly captures
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  the strategic value of their approach. Yeah,
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  it really does. Diwa has already delivered more
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  than 200 ,000 training hours. But clearly this
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  isn't just about tracking time spent in a classroom.
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  Exactly. It's about a fundamental shift in how
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  corporate learning is actually utilized. Exactly.
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  As Dr. Yusuf Al -Akraf, Executive Vice President
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  of Business Support and Human Resources at DEWA,
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  explained, the methodology transforms training
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  evaluation. It goes from a standalone learning
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  activity into an institutional tool for performance
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  improvement. Wow, yeah. By leveraging data, DEWA
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  can identify skill gaps and measure the impact
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  of training programs. Then they develop learning
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  plans that are closely aligned with strategic
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  priorities. Achieving a six -star rating truly
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  underscores Diwa's leadership in linking human
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  capital investment with tangible business results.
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  It proves that a mature human resources ecosystem
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  can, you know, drive the sustainability of high
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  performance. Now, here's a question we'd like
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  you to think about. Okay. How can your organization
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  transform its own training evaluations? How can
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  they go from standard learning activities into
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  strategic tools for measurable business impact?