Organization Design and Development Workshop:

Why do some good companies go bad and others thrive?

Did you ever ask yourself why do some corporate giants fail to change?

 1  70% of change efforts fall short of desired results!

McKinsey Global Institute
The problem today is not an inability to take change action but an inability to take appropriate action, organization leaders seek solutions in the wrong place. The biggest challenge to most of the successful companies happen when they face big changes in their environment, they often fail to respond effectively.

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Unfortunately some ultimately manage to recover usually after painful losses but many don’t.
                                                                                                                             Harvard Business review

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Is your company complacent?4

Some describe complacency in business – where organizations are uneager to improve and change – as a silent business killer that strikes without warning and can bring even the biggest and the brightest companies to their knees.
Don’t you think it may happen? It does, every day. It happens to small and big businesses. It does not care of your size or history. You should be ready and well equipped; however, you should not start making changes in your company until you have a good understanding of your current organization. But take care that your need and desire to change should not create a false sense of urgency that leads to a lot of energized actions, but driven by anxiety, anger and frustration. Make sure that your sense of urgency does not divert your focus to win.
 Remember always “keep your eye on the ball” 

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Competency Based Interviews

 

Why competency based interviews should be in your recruitment toolkit?

Have you ever asked yourself what are the reasons behind your employee turnover level? … Some say it is due to failure to retain employees and others say it is due to bad hiring.

Let’s have a look on some statistical insights:

Gear-01 of employee turnover is due to bad hiring decisions. (Harvard Business Review)

Gear-02 of employers said they experienced negative effects of bad hires in 2012. Of these employers,

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National Business Research Institute

Gear-01 The average cost of a bad hiring decision equals to 30% of the individual’s first-year potential earnings.

US Department of Labor & Statistics

Does this ring a bell and ask for a quick and correct action?

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Worth the work

Bad hires can cause a lot of problems and cost your company time, money, and other resources as shown in the statistical data; therefore you need to re-visit your recruitment tools immediately to minimize and eliminate bad hiring losses.

There are a lot of published research articles, books, and courses aimed to enlighten the importance of competency based interviews. As a busy human resource practitioner you may not have the time to read them all, synthesize their recommendations, and translate them into usable practices to improve retention. That’s why JOBMASTER prepared this workshop—to summarize the latest research findings on competency based interviews and put those findings into action by actually practicing real life interviews.

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The key to better hiring is to focus on competencies               rather than credentials

You may have been recruiting employees with the right degrees and experience, yet you may surprisingly sense that they do not fit with the organization and/or the job. Clearly something is missing. You need to get beyond candidates credentials to gauge which candidates were truly capable of doing the work the positions required. Hence, you need to implement a system to define and measure which employees possessed the competencies needed for specific roles.

Do you consider assessing candidates’ competencies in the interviews?  .. No worries, our CBI workshop will assist you develop competency based interviews and help you conducting them.


Workshop overviewBlog-11

The workshop will enrich your knowledge and skills in conducting competency interviews. It brings you a combination of the theory, best practices and an actual interviewing experience in one place.

It will assist you understanding the nature of a competency that clusters all the related measurable abilities, skills, knowledge, expertise, commitments, and personality traits that enable a person to act or perform successfully in a job or situation within an organization. Understanding competencies plays a vital role in affecting and forming the base for other HR functions other than the recruitment.

You will get to know all the assessment tools you will need to include in your recruitment toolkit. During the workshop you will deepen your experience and skills on, first, the basic interview process that you should go through in any type of interview. And second on how to start and end your competency based recruitment process from preparing for the interview to closing and assessing the candidates’ competencies.

Learn more about these two processes and how they differ from each other during our coming workshop…


Putting knowledge into practiceBlog-12

Having doubts on the applicability of the learnt tools and practices when they are placed in action?

Because we always believe that learning comes by practice, we prepared a real life set up for a competency based interview scene where you are one of its players. You will have the opportunity to play different roles in the interview.  Giving you the chance to gain a more comprehensive experience about how to run real competency based interview where you can observe and analyze the interview from different perspectives from each role you had played.

During this practice, you will be supported by JOBMASTER expert consultants who will assist you and provide you with feedback on the spot.

You should always note that the key for your organization’s success lies in your hands. The bad hires key is in the hands of your recruiters. And as a result, the workshop provides your recruiters with the opportunity to minimize hiring mistakes.

And remember that the training is not your final destination; you need to ask yourself what is next? What is your plan? …

To join our next round of CBI Workshop this March, Contact us now at hrlearning@jobmastergroup.com.

INTERNATIONAL CONFERENCE TO DISCUSS THE ROLE OF HUMAN CAPITAL IN EGYPT’S ECONOMIC DEVELOPMENT

Cairo to welcome international HR leaders from AXA Insurance, General Motors, DHL, GE Energy, Air France KLM and Schneider Electric

Cairo, 19 Jan 2016 – A new conference to discuss the role of human resources in the economic development of Egypt will take place in Cairo from 15-16 March at the Fairmont Heliopolis Hotel.

Speakers include HR leaders from leading national, regional and international employers such as AXA Insurance, General Motors, DHL, GE Energy, Samcrete, Emaar Hospitality and Vodafone. The conference will explore how human resource strategy is a key enabler to creating value and improving business performance.

 Rania Salah, Head of Talent & People Capabilities at Vodafone Egypt, will be a speaker at the conference, commented: “In the dynamic, challenging business environment we have nowadays, acquiring and developing the best calibre becomes a must for business success. Setting people strategy is as important as setting the business strategy.”

 The event is organised by Informa, the world’s largest conference provider, in association with SHRM, the US headquartered global HR association that represents 275,000 members in 160 countries. Brad Boyson, Executive Director MENA at SHRM said: “SHRM is the largest HR membership association in the world, and we very excited to bring direct-from-SHRM content to an HR conference in Cairo, for the first time.”

 A key theme of the conference is talent retention and how Egypt can resist the ‘brain-drain’ to stop losing talent to overseas companies. Speaking with personal experience, as an Egyptian who left to develop her career in France, Hanan Darwish, is now HR SVP at Schneider Electric. She commented: “In a vulnerable market like Egypt is today, the situation is chaotic and we are in danger of losing key talent. All organisations should be considering how they can adopt the latest thinking on HR to hold the helm when the sea is high. A key issue in the country is how to build and retain our talent pool to build the future of Egypt. To do this, there are essential HR strategies that Egyptian companies must learn and put into practice”

 The conference will feature innovative and cutting edge presentations that explore the latest international ideas for motivating employees. Flying in from Amsterdam, Guido Helmerhorst, Innovation Technology and Learning Lead at Air France KLM will present on the strategies the airline is using globally to engage employees through gamification and virtual reality. “When retaining and engaging talent are your core HR challenges you simply cannot ignore the number of people playing video games or games on their mobile phones, and how motivated they are when they are playing them. This is particularly relevant to the millennial generation. We all know that in Egypt this is a huge talent pool.’”

 The conference has been developed by Informa in conjunction with leading Egyptian HR services organisation JOBMASTER, whose CEO Hisham El Badawy said: “JOBMASTER is proud to be the strategic partner of Egypt’s first top international HR conference and exhibition. It will be a valuable event for all professionals & service providers involved in HR, people and organisational development.”

 For media enquiries:

JOBMASTER (Cairo)

Sherwat Samy

Project Coordinator
ssamy@jobmastergroup.com

+2 02 251 7064 1/2/3/6/7

About HR Leaders Egypt

Egyptian companies and government agencies are increasingly embracing international best practices for strategic workforce planning, engagement and talent management. HR Leaders focuses on Egypt’s specific opportunities to gain competitive advantage through effective HR strategy. It will also explore the unique challenges of implementing HR strategies effectively in the country.

The keys themes of the conference will be the role of human capital strategies in driving business value and engaging and retaining top Egyptian talent.

For further information about visit www.hrleadersegypt.com

About Informa

Informa, formerly known in the region as IIR Middle East, has over two decades of regional experience in organising and managing all types of business events including top quality conferences or training courses. Based in the UAE with offices in Dubai and Abu Dhabi, Informa is an international company with some 100 offices around the world employing over 6,000 people in global events, academic publishing and business intelligence.

For further information about Informa visit www.informa-mea.com

 About JOBMASTER Human Capital Solution:

 Since its establishment in 1995 by a group of young entrepreneurs, JOBMASTER accelerated growth into becoming one of the leading Human Capital Solutions providers in the MENA region and maintaining that leadership position, by gaining rapid acclaim from our enhanced knowledge and accumulated practical experience in the Human Resources field, in the addition to our diversified portfolio that covers a wide range of HR services from HR Consultancy Projects, Compensation & Benefits, HR Learning & Development, Recruitment Solutions as well as People’s Assessment.

For further information about JOBMASTER visit www.jobmastergroup.com

 

Competency Modeling Frameworks

As a service provider to the human resource (HR) profession, JOBMASTER  is committed to empowering HR professionals with the proper tools and resources needed to succeed.

Competence Models Importance   

With more than 275,000 members in over 160 countries, the Society for Human Resource Management (SHRM) recognizes that successful HR professionals use both experBlog-01tise and experience to carry out organizational strategy and to achieve organizational goals. To accomplish these duties, HR professionals must develop and use their functional and leadership competencies.
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Competency model is designed to serve as a resource and key component for HR professionals in various human resource functions such as recruitment and hiring, training and development, and performance management.

The Society for Human Resource Management (SHRM) conducted a survey of HR professionals to learn more about what human capital issues and challenges they think will be the most important in shaping the workplace and the HR profession in the coming decade. One of the survey questions was “To Make HR More Strategic, What Are the Key Actions Your Organization Is Currently Taking and Should Take in the Next 10 years?” Developing competencies is seen as a second key aspect in making HR more strategic now and in the next 10 years.

Are you ready to build your competency model and make your HR more strategic?


Deepen your Expertise and Skills  

The workshop will provide you with diverse experience. It is designed to deepen your knowledge about the competency modeling frameworks, to deliver practical expertise of it, and to assist you in actually building a competency model.

Why competency Model?                                                                                              

Competency model has several benefits and winning partners, one of which the individual/employee. According to the survey of HR professionals conducted by (SHRM) when asked about the tactics they believe are most effective in attracting, retaining and rewarding the best employees in organizations, they believe that having clear job purpose will attract, satisfy, and retain employees.

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When employees are aware of their competencies – observable abilities, skills, knowledge defined in terms of the behaviors needed for successful job performance – performance expectations become clear and their achievements will support the organizational goals. Let’s discover more of the winning partners in the coming workshop!


Workshop Overview   

Blog-06The workshop will highlight on the “Competency-based HR management” which is a human resources management approach that standardizes and integrates all HR activities based on competencies that support organizational goals. When created correctly, it is important to be applied on other functions as it acts as a base for performance management, succession planning, and others.

Because we practically approach the topic, you will get to know why do some competency modeling projects fail and the challenges you may face in building and applying your competency model.


Building your competency Model    Blog-04

Like a builder, you will be supported with the tools and the resources needed to build your competency model along with the know-how.

Throughout the workshop you will get to know how to draw the model; its components, types of competencies needed to layer your model, number of competencies per position, the criteria of selectingmthe competencies, and the sources for variety of competencies.

And throughout the workshop you go through a process that takes you step by step to in the route of creating a competency model.

Sounds tough… No… There is always room for play while learning!

Experiential learning

Because we believe that learning comes by doing, we decided to make your learning experience more distinguished and fruitful.
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There will be a board game, a case study with a lot of scenarios that will accompany you during the workshop to practically apply what you have learnt.

And some ice breakers and energizers to maintain an energetic environment.

Keep in mind that your aim out of this workshop is not limited on learning the concept but to “Put competencies in place to make it a business project, not an HR project,” said by Bettina A. Deynes, SHRM-SCP, SHRM’s vice president of HR and diversity during “SHRM Live,” SHRM’s first-ever virtual event on 9th of December.

And remember that the training is not your final target; you need to ask yourself what is next? What is your plan? ..

Register now at : http://www.jobmastergroup.com/contact/

Contact us at: hrlearning@jobmastergroup.com

Exclusive Back-to-Back HR workshops in Egypt By HR Guru Robert Mosley

Cairo-Egypt, JOBMASTER hosted 2 back-to-back HR workshops “Job Evaluation, Grading and Leveling workshop” and “Compensation and Reward Management workshop” from the 11th to 19th of January 2016. Throughout the two workshops participants were able to understand the main components of job analysis and how to establish a framework and how to manage the total compensation and reward system in their companies.

JOBMASTER understands the importance of human capital of any business, always looking for ways to enhance the HR community in the region. Exclusive in Egypt, JOBMASTER in collaboration with Robert Mosley gave out two workshops.

The first workshop took place on 4 consecutive days; participants worked in teams to get to know how to use job analysis to understand job roles and accountabilities, getting to know the link between job analysis and job evaluation, and grading and performance management and got hands on experience on evaluating jobs and acquired practical skills in the application of job evaluation systems

The second workshop took place on the following 4 days discussing grading and salary structures. This workshop also gave access to various tools and techniques as well as the latest trends and developments to attract and retain employees in the company. Also tackled how participants could support their companies to have an inclusively effective HR strategy.

After both successful workshops with 20 different participants from different companies and backgrounds, JOBMASTER is hosting Robert Mosley again in November with “Performance Management and Performance Appraisal”

Register Now to Save your seat with the Early Bird Rate at hrlearning@jobmastergroup.com

“In HR, courses help us learn something that might be slightly different from our direct field and knowledge that we will not learn through our routine, that it enriches our career. I’ve attended with JOBMASTER several courses before. When I apply to one of their courses I don’t feel any risk. I think they are very selective when it comes to designing a course or choosing an instructor, they know what they are doing.”  Mohamed ELMeligy – Site HR Manager in Orascom

About Robert Mosley

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Robert Mosley

Robert Mosley is recognized as one of the leading global experts on compensation and benefits, and is also a leading expert in the more general field of human resources and performance management. His main areas of expertise and specialism are in the fields of job analysis, job descriptions, job evaluation, grading schemes, pay structures, allowances, bonuses and incentives, industrial relations and collective agreements, e-HR systems, performance management, performance appraisals, and all issues on compensation and benefits globally, especially in the GCC and Asia.

Robert has nearly 30 years of experience in HR and C&B. He became a recognized expert on HR issues in several industries, and did HR consulting work in over 20 countries, mainly in the areas of compensation and total rewards. Over the past six years he has developed a very successful specialist consulting practice with over 200 clients. His two main areas of specialism are working with clients in the Middle East region, and in the global aviation industry.

More about JOBMASTERHigh res-Red-01

Founded in 1995 by a group of young entrepreneurs, JOBMASTER initially started as a pioneering recruitment firm serving the Egyptian market from entry to executive levels.

Gaining rapid acclaim throughout the years, from our enhanced knowledge and accumulated practical experience in the Human Resource field, in addition to our diversified exposure, JOBMASTER accelerated its growth into becoming one of the leading Human Capital Solutions providers in Egypt.

JOBMASTER Professional Team is committed to provide the highest quality Human Capital services. By maintaining a meticulous eye on the human resources market updates and best practices, we increase the efficiency and the effectiveness of our partners’ organizations, and assure boosting a solid partnership with our large pool of major local and multinational clients, through a variety of customized solutions

For more information Contact as at:

hrlearning@jobmastergroup.com

And Follow us at:

https://www.facebook.com/JOBMASTER-Learning-and-Development-1479185425721345/

For All Details about our 2016 Workshops:

http://bit.ly/jmcal-2016

The Learning World

The only source of knowledge is EXPERIENCE ~ Albert Einstein

When analyzing this sentence, it totally makes sense; you never learn how to drive unless you actually drive a car, not only taking the class!

And this actually goes on everything we want to learn in our lives. If we chose the model of absorbing all the information we want to learn about; we may stay where we are OR remember scattered pieces and not be able to use them properly.

From an HR perspective; people actually learn for 3 main objectives; improve their level of Self-Awareness, increase their Skills in a specific area and increase their Motivation in performing their jobs.

Self-Awareness; is to know more about your role, responsibilities and how your actions are affecting other people while a Skill is any human ability to do something and Motivation is the willingness or desire to perform your job with positive manners.

These are the objectives; but the question is: “Will the traditional workshops/trainings actually cover all these objectives?” The answer is NO. And the reason is going back to our quote; the secret is in the EXPERIENCE….

Simply the experience we mean here is; learning by doing, this modern learning approach that organizations are leaning to nowadays, transforming all academic workbooks into a fun journey. This is called: Experiential Learning.

In JOBMASTER, we are gradually shifting our workshops to be conducted with the Experiential Learning Approaches, mixing between; gamification, puzzle, exercises…etc.

As TRAINING Departments are evolving to being LEARNING Departments; our learning approach should change too accordingly; in order to cope with the various generations & mindsets that exist in every workplace.

Over the coming weeks we’ll be tacking more Learning Approaches

JOBMASTER is participating in HR Summit and Expo 2015, in Dubai from 16th to 18th of November.

JOBMASTER Supports Region’s Largest HR Event

As part of their ongoing commitment to Human Capital Solutions across the region, JOBMASTER is proud to support the HR Summit & Expo 2015.
JOBMASTER will also be exhibiting at the event, where HR professionals will have the opportunity to gain access to JOBMASTER’s latest resources, research and insights to help drive and accelerate their organisation’s growth.

Priyanka  Ravindran says, “We are excited to have JOBMASTER on board. There is a strong alignment between the show and their vision to promote high-impact HR leaders and professionals throughout the region.”

JOBMASTER continues to actively support the HR Summit & Expo 2015, which is in its 12th year, and is considered to be the largest networking and educational event for HR professionals in the region. The event will see more than 3,000 HR professionals attending to discuss the latest trends in people management, learn about best business practices and meet the world’s influencers in HR and business management.