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?

   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?

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:

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

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

                   

National Business Research Institute

 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?

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.

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.

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Workshop overview

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…

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Putting knowledge into practice

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 expertise 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.

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?

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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.

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!

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Workshop Overview   

The 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.

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Building your competency Model    

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.

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 9^th 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 11^th to 19^th 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

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 JOBMASTER

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.

Employee Engagement

The term Employee Engagement usually sounds simpler than how it actually is, engagement is not just satisfaction; it’s a more holistic approach that includes a number of factors and drivers behind it.

The basic components of employee engagement are more or less the same across all organizations: trust, fairness, respect, communication, etc. are universal. However, the specific elements that matter the most differ from one company to another.

Research shows that building a highly engaged workforce takes a combination of many things, each   of them impacts people in a different way. Employee Engagement could be clustered into many factors….

Engagement with your manager; how you feel about your boss, whether you are being treated fairly or not, receiving feedback, coaching and generally, the mutual respect and the relationship between both of you.

This is a very important factor, towards being fully engaged at work; however it is not the only factor, unlike the old saying “people leave managers, not organizations” Research proved that it is no longer true, when people leave; it is usually a combination of different elements that cause turnover. A bad manager can force someone to leave, but usually, there are many other factors that create low performance or a departure.

Engagement with the organization; is another drive for being engaged, but how is it measured? It is usually measured by; how the employees are satisfied with the organization’s values, the upper management, the strategy, and the organizational leadership as a whole.

Other factors affect engagement and their importance differs from one organization to another, like Competencies; do employees have the skills required to perform their jobs? Do managers display the behaviors needed to motivate, empower and lead their employees? Do employees get evaluated according to clarified and communicated benchmarks?

Last but not least is Strategic Alignment; does the organization have a clear strategy and a clear set of goals? Do employees understand the strategy and goals? Do employees understand how the work they do contributes to the organization’s success?

In JOBMASTER, we believe that, Compensation and Benefits could be a crucial drive for Employee Engagement. “Employees who are satisfied with their pay level and benefits are more satisfied with their jobs and have higher loyalty to their organization”

JOBMASTER Annual Salary & Benefits Survey has been prepared based on our experience and deep understanding of the Egyptian Trends, it is an extensive report that is able to match benefits and salaries offered to similar job positions including more than 450 jobs, across almost 14 business sectors and with the participation of more than 100 large companies and SME’s on the survey on an annual basis. Annual updates are applied, to the survey taking into consideration the changing market changes and trends.

Using this comprehensive market benchmarking process, for various benefits and pay structures; enables organizations to ensure Fairness and Employee Engagement.

Competency Based HRM Applications

The more standardized the work is, the more easy and efficient the flow goes. Imagine dividing each job into technical and non-technical requirements and summarizing them into a list of competencies, to be your benchmark for any HR Application.

At JOBMASTER Human Capital Solutions, Competency Model is applied across all functions, beside the efficiency of working by a standardized competency framework; it also ensures consistency and fairness among employees.

The most frequent competency based applications are; Selection and Hiring, Performance Management, Succession Planning and Assessment Centers.

In Selection and Hiring: Every organization needs to ensure its hiring the suitable candidates and in the right positions, traditional interviews nowadays are a low prediction indicator for the candidate’s future job performance; conducting a systematic behavioral interviews; like Competency Behavioral Interviews (CBIs) are proved one of the most effective recruitment approaches to evaluate the candidate’s qualifications.

In Performance Management: When trying a new restaurant, every person has his/her own evaluating factors for the place; some care about the food, some about the theme and architecture while others look for the good service and staff. The main point is that everyone has his own evaluating scale, to measure any performance.

That’s how Performance Management works inside any organization; each department has its own functional competencies, from these competencies; KPI’s (Key Performance Indicators) are created, to measure the actual performance of employees upon them.

In Assessment Centers: set of simulation exercises are designed and conducted to measure individual competencies, which is required for the organization’s success. People Assessment is mostly used for either; decisions or development.

In Succession Planning: Competencies required for key positions, matching pool of talents with key positions and development plan needed to achieve required competencies.

The more the business grows the more complicated its applications get, being able to select & evaluate with standardized benchmarks will encourage better performance, and align employees to work towards a well communicated organizational objective through a clear cascaded strategy.

10 Reasons Why you should work in a Competency Based Organization

1) Fairness in performance evaluation

Based on competencies required from each role, key performance indicators are generated; to support a more specific objective assessment for strengths and target areas for development

 2) Outlines employee and career development

Providing development tools for enhancing employees’ skills and training milestones are recorded and acknowledged by the organization, organization ensures funding training activities that are goal-oriented and productive

3) Role clarification that leads to more employee involvement and empowerment

Each role has its detailed description, that entails the competencies required, understanding your job well; encourages you to work better and be more empowered

4) Proper promotional paths within the organization

Identify success criteria and performance excellence required to be successful in each role, and constantly ensure professional development and succession planning across all organization

5) Sets clear performance expectations for employees

Clarifies job standards required; to be successful in a specific role, and out of functional competencies, a reference resource should be offered for all the day-to-day requirements

6) Translates the organization’s vision and values into expected employee behavior

Core competencies are elicited from the company’s vision and strategy to shape the behaviors of all the employees, out of the core competencies, all employees should have an expected behavior reflecting the company’s values

7) Improves the overall organizational performance

As each employee knows what is required from him/her precisely, and on what scale they will be evaluated; employees should be more productive and accountable, that will gradually create work efficiencies and professionalism

8) Provides a mechanism for the recognition of employees’ abilities

Records the employee’s acquisition of the skills, knowledge, and other behaviors relating to each task, documenting any evidence for positive attitudes in the employee’s performance evaluation form

9) Improves communication between employee and management

Now there is a commonly used language inside the organization called “Competencies” employees and managers are being able to effectively interact in terms of competencies required from each job; enabling them to make better decisions and work more effectively

10) Increases the potential for job satisfaction

Fair evaluation, clarified roles, better communication and recognition of employee abilities; all these are enough factors to increase job satisfaction

Competency Based Human Resource Management

The foundation of any company lies within its vision, mission, core values and strategy.

Vision represents what an organization’s future goals are, mission provides guidelines on what an organization is supposed to do, to reach this vision, and core values shape how to reach the what.

The Competency Based Human Resources Management is an approach that standardizes and integrates all HR activities based on competencies that support organizational goals.

Competencies are any observable abilities, skills, knowledge, motivations or traits defined in terms of the behaviors needed for successful job performance.

From the competency framework, the main types of competencies are created, and they consist of core, functional and leadership competencies.

Core Competencies, are fundamental to the organizational success and are applied across the whole organization from the board of directors, and middle management, down to fresh graduates and juniors. These competencies decide how organizations want to shape their employees, the company’s image and its professional characteristics. They are one of the company’s strengths, competitive advantage and could affect its profitability and growth.

Functional Competencies are the Business’ Front Wheel Competencies, no vehicle can function or move forward without its front wheels; the same goes for business, no organization can perform without its Functional or its Job Specific Competencies. These competencies drive high performance and quality results for each function in the organization. It can be technical or non-technical knowledge, skills, and abilities required to fulfill job tasks, duties or responsibilities.

Leadership competencies are basically leadership skills and behaviors that contribute to superior performance, used to assess an individual’s ability and skills to be a leader. By using a competency-based approach to leadership, organizations can better identify and develop their next generation of leaders.

Finally, applying the Competency Based HRM in any organization is the most effective approach nowadays; as competencies act as an effective benchmark for measuring employees’ qualifications and suitability of filling a specific position.

Applying the approach across the organization, should lead to more fairness in evaluation, proper career development, improve hiring decision, increase operating effectiveness and most important to supporting the achievement of strategic and business goals.

Over the coming weeks, we’ll be tackling more Competency Based Applications

petency Based Applications

Recruit and Evaluate

Talent Management is a vital practice in any firm, it refers to applying a management to hire and sustain talents. Yet, for Talent Management to actually happen, as a prerequisite “Recruitment” must take place.

Recruitment, in essence, is Talent Acquisition, Staffing, Hiring, or People resourcing; but what do all these terms actually mean? Well, simply put, it is “The process of attracting individuals on a timely basis, in sufficient numbers and selecting the most appropriate qualifications and characteristics required.” While this process may seem straightforward, it is not an easy one to undertake, it requires time, patience, resources and a skill for picking the matching criteria.

At JOBMASTER Human Capital Solutions, our recruitment of candidates begins with search for talents. This typically is conducted through a well-developed process, which starts with planning and forecasting demands, and ends with reviewing the entire process periodically. In between the initial and final steps, there is a lot of planning, aligning, analyzing, and strategizing, in order to yield
optimal results.

With that being said, the process of hiring candidates, will lack efficiency if there isn’t proper and continuous monitoring, through performance management systems. Constant evaluations and recordings of the candidates’ performance is a must.

There is immeasurable value that the Performance Management System process provides, including: analyzing the business and culture, designing the process accordingly, validating from HR and Top Management, and finally, implementation which is aligned with the organization’s policies. The Performance Management must be developed subsequent to the Recruitment, to ensure consistency of decisions and long term productivity.

The Vocational Service Leadership Award from Rotary International and Rotary Kasr El Nile Club

Last Week, Our CEO Hisham El Badawy, was awarded the Vocational Service Leadership award by Rotary International President Representative – PDG Nimrod Kapwele, for promoting the advancement of Vocational Service and Rotary’s Commitment to the highest ethical standards in businesses and professions for JOBMASTER’s efforts in organizing the “Mostakbalna في Baladna” Employment Fair.

JOBMASTER has been collaborating with the Rotary Club of Kasr El-Nil in holding the “Mostakbalna في Baladna” Employment Fair for 6 consecutive years, committed to serving society by contributing to social progress and development of youth in Egypt.

JOBMASTER Recruitment Solution Team was awarded by Rotary Kasr El-Nile Club Last Friday 13th of May 2015, presented by Ms. Nevine Abdel Khalek, the Head of the District Vocational Committee for their extensive efforts to serve the Vocational Needs of the Egyptian Market.

To make sure that the event meets its ultimate goal, part of the event proceeds are channeled to fund the club’s various social and charity projects. These projects include: The Children’s Right to Sight, the Concentrated Language Encounter (CLE), School Renovation Projects, Medical Caravans and more.

“Mostakbalna في Baladna” has become a “mark your calendar” event to which many companies, individuals and Rotary Club members expect each year. This is because we believe that best results are achieved when merging professional goa

ls with charitable events.

Join us Now in our Continuing Success with our 7^th Rotary “Mostakbalna في  Baladna” Employment Fair this November, 2015

Contact us: employment.fair@jobmastergroup.com

The Role of IT Solutions in the HR Industry through the Practical Eye of a Professional

A name isn’t just a word, it’s meant to be thought provoking, and encouraging to pursue the reason behind its use.
A perfect example of this is the word “Solutions”, which often provokes a sense of problem solving and finding an “Answer”. When the opportunity arises, in which one sales a problem, typically you find yourself feeling proud, yet it is nothing compared to the achievement of solving problems related to technology.

Where ever there is a “Problem”, there is a “Solution”

Today, IT solutions play a vital role in all industries; it improves communication both internally within an organization and externally across the market. It facilitates business applications, and provides a competitive edge to a business. Yet the question of whether or not IT solutions has the same level of impact in the HR industries is always on our minds.

The obvious answer to the question is that it definitely does. Nowadays, Human Resources has evolved significantly since it was established; it evolved from simply being a support department in the organization to an entire industry. As such, with the evolution of Human Resources so has the need for IT solutions to create an advanced HR industry.

Nonetheless, in order to better understand the role of IT in such a critical field, lets take a look at the effect of IT solutions in the practical sense of the business.

At JOBMASTER Human Capital Solutions, we operate in the 4 main pillars of human resources; HR Consultancy, People Assessment, Recruitment Solutions and HR Learning & Development.

Based on the business need and the nature of the service, the IT Team plays a different role to facilitate the delivery and ensure the quality of the services provided to our clients.

In HR Consultancy

The Term HR Consultancy is a comprehensive one, it covers the main strategic aspects of the HR services that can be provided to organizations to help them build the correct foundation of their business. It includes; compensation and benefits, Organization Design, Job Profiling, Competency Modeling, Processes, Job Evaluation and much more. However, the largest impact of the IT role can be found in the Annual Salary Survey and KPI (Key Performance Indicators) Systems. And here is how

• Annual Salary & Benefits Survey System

Generating an Annual Salary & Benefits Survey can be a complicated and overwhelming job. At JOBMASTER we handle enormous amounts of data across industries, sectors and types of companies covering the whole Egyptian market. The IT steps in by providing an automated system that helps minimize time consumed on data gathering and compilation, increase client engagement through an interactive user interface, and utilize Human Resources & time spent on administrative processes. It also ensures rapid execution and analysis that allows us to get reliable & accurate response information to decision makers in the shortest possible time with the minimum errors.

• KPI System

KPIs or (Key Performance Indicators) are a type of performance measurement, used by an organization to evaluate its success through employee’s performance based on specific competencies previously set by the organization. The IT here plays a role in creating an interactive, comprehensive platform that facilitates for each employee to input their own performance data and allows managers to monitor performance curves giving the employee the sense of fairness and transparency come the time for appraisals.

In People Assessment

IT is involved in creating a system that compliments Assessment Centers that are mainly utilized for several HR purposes such as Hiring, Promotion, and Development & Succession Planning. This system or application facilitates the entire process speeding up the preparation time, saving human and physical resources, creating a comprehensive database of all candidates information enabling us to benchmark market norms. It also allows remote scoring, consistency in outcome reports as well as facilitating the delivery of mass projects in the fastest possible time.

In Recruitment Solutions

A powerful recruitment provider is defined by it’s database and enriching a job seeker database requires having an easy website or platform that is user friendly to employers and job seekers

• For Job Seekers

The IT’s main responsibility is to create a simple registration interface, with flexibility to search for different jobs across different sectors, industries and levels and help the job seeker find their desired job in the easiest way possible

• For Employers

To serve our clients, our main IT responsibility is to ensure the simple use for any employer in order to help them fulfill their recruitment needs through our many features and back office support

In HR Learning & Development 

Technology and Online Presence has a strong impact on any Learning Institution. At JOBMASTER we utilize our online presence by sharing knowledge and expertise with the HR community. Tools are developed to ensure that our workshops attendees get the most value out of our intakes by implementing a continuous learning approach; which means that your learning does not end with the workshop. We stay in constant contact with our attendees beyond the days of our workshops through e-mail, social media and blogs.

Generally IT solutions have a great impact on the HR Industry, as it translates the business requirements into design, applications, road maps and useful information; that reflects the advancement of the industry as a whole.

Interview with our international expert Sylvia Baumgartner

Our international Expert Sylvia Baumgartner

JOBAMSTER – we had the opportunity to sit down with one of our international organizational development consultants Sylvia Baumgartner. Sylvia is the constructor of both the Organization Design workshop and the Business Driven HR workshop; she combines commercial, management, and HR expertise with exceptional qualifications, credentials, and testimonials as a developer.

Throughout the interview we asked Sylvia a few questions regarding the future of the HR industry in Egypt and the Middle East; here is what she had to say.

Q1: Where do you think HR, as a profession is going in 2015?

A: 2015 gives quite a big challenge to HR from the perspective of how we are preparing our leaders and managers to cope with people ranging in such a wide generational gap. There is also the pressure around the move towards working more strategically but we are not getting to the point where we are developing the capacity we need for the future. The role for strategic HR is if we are being strategic then we are building the capability of the people and what they can do and how they can do it not only for today but also for the longer term strategy

Q2: How does Organization Development fit in all that?

A: Organization Development looks at the organization’s performance. If you think about it, in the US, OD does not report to the HR department, it reports into the CEO’s office or in the top office because you are looking at the early indicators that something is off with the performance. You might suddenly find that the productivity is down or shot up. And if OD are working from the perspective of using data to analyze they will be able to track why something has happened making room for improvement or to continue a trend of growing, and so what they have to realize is they are not just people practitioners, they are actually looking out for the organization the way the HR is looking out for the people.

Q3: How do you think the Middle East is evolving in the HR industry?

A: It is hard to talk about the Middle East as one entity, but a lot of work is being done to create really strong foundational practices in HR, everything along the employee life cycle. There is also less pressure for organizations to perform at the level that you see in Europe because at the moment there is enough capital; the downside of that is that we could also start to form a culture of entitlement, people will be expecting things that cannot always fulfilled in Europe and America.

Q4: What is your experienced from the candidates in the Egyptian market, what is your perspective about the HR industry?

A: People are incredibly open to learning. It feels like it is still much harder to challenge leaders, and maybe it’s because of cultural aspects. It feels like the people and processes are becoming more sophisticated than what I was expecting. People feel quite worried about developing processes that really would compete on the international market quite well, I think if we could add around the whole change piece, which is one place that could be strengthened and focused on to move forward.

Q5: Could you describe briefly your experience with JOBMASTER in general?

A: My impression from your clients is of a professional organization and actually quite a high level of trust for the professionalism that is coming from JOBMASTER. So in my opinion there has been a professionalism that is very nice and an openness to try new things and to offer new things to the market place, so I am hoping that actually they become recognized as the leader for that because I think that they hold that well.

Hello Jobs | Our 2015 Employment Fairs

Join Us now in our 2015 Employment Fairs and get to meet your next leaders face-to-face!

Contact Us Now:

employment.fair@jobmastergroup.com

A PARTNERSHIP FOR DEVELOPMENT

JOBMASTER worked with one of the largest commercial Governmental Banks in Egypt to assess and develop a comprehensive leadership development program that will help promote their employees to the vacant branch manager positions. Unlike most cases where the focus is on hiring external consultants to do the work, this unique opportunity was about JOBMASTER giving the HR team stretch assignments and supporting them along their way to develop into internal experts.

In the initial phase, JOBMASTER discussed with the client about what it would take to make this special collaboration a success. We agreed that despite the extra efforts that HR will need to exert, utilizing their internal capacity would bring greater impact because HR is in a better position to communicate with business leaders and to truly become a business-partner.

JOBMASTER used a step-by-step approach over the course of four months to help the HR team to design and organize their own development center, and to cater their specific selection needs. Our Assessment Center helped the client to identify the candidates who fit with the job role as well as their corporate culture, values and vision from a pole of 2500 applicants.

HR LEARNING & DEVELOPMENT 2015 Workshops

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HR For Non-HR Effective Manpower Planning Talent Management, Acquisition & Succession Planing Competency Modeling Frameworks Job Evaluation Grading & Leveling Organization Design Business Driven HR Recruitment & Staffing Performance Appraisals Employee Engagement & Internal Communication Compensation & Reward Management Managing the Training Function Competency Based Interview & Selection Organization Development

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DID YOU HEAR?!

JOBMASTER has a couple of exciting announcements:

Our first exciting announcement is that JOBMASTER’s follow up service Mr.KOL is now ready to help you. Mr.KOL will be supporting you through your practical learning experience, throughout and after your workshop. He will be there with you every step of the way, answering your questions and giving you the knowledge you will need beyond the days of the workshop.

Our second announcement is that, as of March, JOBMASTER HR LEARNING & DEVELOPMENT has launched its certification program for the following topics:

• Competency Based Interview & Selection
• Job Profiling
• Competency Modeling Frameworks
• Recruitment & Staffing
• Performance Appraisals

With JOBMASTER’s Certification you’ll get 5 Main Benefits..

Contact us now for more information hrlearning@jobmastergroup.com

Pay & Benefits: A Snapshot Amongst Uncertainty

Organisations in Egypt are facing high inflation and an intense war for talent resulting in large pay variances. The geopolitical uncertainty and unclear economic direction left local businesses struggling to retain top talent.

Many clients from different industries including; Cement, Steel Manufacturing, Medical Supply, and Real Estate Management & Development who are seeking to grow quickly, both domestically and regionally, suffered from talent shortage in the ocean of unemployment. The clients approached JOBMASTER to help in revisiting the salary plans in response to the decreased revenues and increased cost pressures. JOBMASTER partnered with the clients to improve productivity through workforce planning, good performance management processes focusing on variable pay, investment in skills development programs and increased employee engagement and organization structuring on different managerial levels.

We help our clients spot and groom future leaders.

An international financing company based in KSA who values business sustainability and pays special attention to strategic long-term people development partnered with JOBMASTER to benefit from our Development Center services. JOBMASTER offered the client’s employees a full picture of their strengths, weaknesses and potential and generate comprehensive and in-depth feedback reports that are invaluable to the future development of these employees.

JOBMASTER helped the client create his own Development Center by selecting the relevant competencies to measure, and choosing the best-fit exercises from a wide spectrum of alternatives, ranging from case studies, role-plays, to psychometric  tests and simulations.

Based on the results of the Development Center, each talent created an individual development plan together with the HR, a coach or their line manager. These development plans provided excellent basis for coaching and assignment planning. JOBMASTER also facilitated the continuous monitoring of the talents’ development progress so as to guarantee ROI.

Unique characteristics of JOBMASTER’s Assessment Center

JOBMASTER worked with one of the largest commercial Banks in Egypt to assess and develop a comprehensive leadership development program that will help promote their employees to the vacant branch manager positions. Unlike most cases where the focus is on hiring consultants to do the work, this unique opportunity was about JOBMASTER giving the HR team stretch assignments and supporting them along their way to develop into internal consultants.

In the initial phase, JOBMASTER discussed with the client about what it would take to make this special collaboration a success. We agreed that despite the extra efforts that HR will need to pay, utilizing their internal capacity would bring greater impact because HR is in a better position to communicate with business leaders and to truly become a business-partner.

JOBMASTER used a step-by-step approach over the course of four months to help the HR team to design and organize their own development center, and to cater their specific selection needs. Our Assessment Center helped the client to identify the candidates who fit with the job role as well as their corporate culture, values and vision from a pole of 2500 applicants.

Talent Management Model

Talent Management Model does not differ much from football; the concepts are pretty much one and the same. A football coach usually monitors random matches in order to identify the best player in the field, but what constitutes ‘the best?’ Well, it all comes down to whether or not the player has potential in terms of talent and passion, such that, one day, they may become the coach themselves.

Thanks to the work of HR Professionals, talent management model has been broken down into easy-to-understand concepts: Identify, Develop, and Sustain your talents. JOBMASTER’s Consultants can take you through all these phases, from recognizing your potentials to nourishing this Talent professionally.

• In the identification phase, in order to identify any potential talent, firstly, you should consider the technical and non technical competences of the candidates before they are included in the talent pool.

• This is to be followed with the talent analysis. Filtered candidates are mapped on the talent matrix comparing performance, assessment outcomes and potentiality to finalize the individuals in the talent pool.

• During the development of talent, the candidate will have a Personal Development Plan (PDP) in order to capitalize on all available development tools.

• In the Implementation and Monitoring phase, the PDP is implemented. Each stakeholder performs the role outlined in the previous phase.

• And finally, an evaluation is of the candidate’s commitment and progress is reviewed to determine whether he/she will remain in the pool for the next cycle or will be excluded.

Applying the Talent Management Model, helps you understand your employees better, as you become more insightful about their development needs, career aspirations, strengths and weaknesses, abilities, likes and dislikes. It is therefore, easier to determine what motivates whom and this helps a lot in the job enrichment process.

Have the competitive edge of knowing your employees better!

For more about our Talent Management Solutions, contact us now businessdevelopment@jobmastergroup.com

Hire Like Google And Facebook: Competency Based Interview Probe Your Candidates Beyond Their Technical Ability

Hire Like Google And Facebook:

Competency Based Interview Probe Your Candidates Beyond Their Technical Ability

In a recent New York Times interview with Laszlo Bock – the Vice President for People Operations at Google – Laszlo said that GPAs and test scores are worthless criteria for hiring and that almost 14 percent of some Google teams consist of people without any college education. While good grades don’t hurt and specialized skill sets are required for many jobs, there are some hiring attributes – or what we call 21st century skills – that make prospective employees more desirable to employers all over the world: leadership, personal and intellectual humility, the ability to attribute some purpose to your work, and the ability to take ownership of the task at hand. Bock mused that while you can train new employees for many technical abilities, a candidate without these personal characteristics was a non-starter.

This information makes us wonder how companies like Facebook and Google probe for the skills they look for and hire the talent profiles they need?, as the 21^st century skills are very difficult to assess, and very difficult to reduce these skills into discrete qualifications and quantifiable metrics in the same way we assess recognized degrees and numerical grades. It’s clear that we need 21^st century methods to assess 21^st century skills.

Well structured competency based interviews are among the most commonly used style of interviews nowadays. Employers all over the world use competency based interviewing to evaluate a candidate’s level of competence across the key competencies of the role: can a candidate think innovatively? Collaborate with other team members? Assimilate feedback and coaching? Will the candidate be adaptable to new environments and successfully integrate with teams?

Competency based interviews can predict employee performance on the job by providing the employer with certain selection tools and procedures; These tools can be tailored to a particular job in a particular organization, and are statistically calibrated to provide reliable predictive results (i.e., candidates who score highly on these tests also tend to perform well after they’re hired). Also the probing for  21st century skills provide an extremely valuable lens through which companies can define what to teach and not teach a new hire on the job.

We’d like to hear about your experiences hiring for 21st century skills.

 http://hrlearning.jobmastergroup.com

Connecting the Dots to Effective Performance Management Systems

Starting with exploring the uses and benefits of Performance Management Systems, our participants were immediately engaged and excited to go more in depth into the topic and learn how to effectively apply it in their organizations.

 

 

 

 

Similar to our other Workshops, easy and simple teaching techniques as well as team-based interactive exercises highly increased the level of understanding and engagement of the participants; allowing them to work together and with the facilitator, solve problems and present their outcomes to the whole group.

As the workshop went on, participants were provided with a large amount of information covering the whole Performance Management Cycle. However, the collaborative nature of the workshop helped them link all the elements together and understand how to use the tools provided in each phase of the cycle.

To achieve the ultimate learning experience, our workshops Methodology is mainly based on Listening, Seeing, Interacting, Transferring and JEC (JOBMASTER’s Experiential Case). 

The JEC is a real-life simulation exercise with realistic problems that occur in a Sample Company. In this case, our participants were asked to analyze the current situation of a company and create a comprehensive Performance Management System through working in teams, interacting with other teams, setting courses of action, brainstorming and experience real life obstacles and attempting to solve them. And finally, the participants had time to present and discuss their outcomes, giving them the confidence to go back to their organizations and apply the system.

JOBMASTER HR Learning & Development is continuing its Practical Learning journey with more Workshops to come.

For Registration to any of our upcoming workshops contact us at:

businessdevelopment@jobmastergroup.com  

Practical Learning made possible with JOBMASTER’s Expert Consultants at the Competency Modeling Workshop

On the 1st of September at the Dusit Thani Lakeview Hotel,our Expert Consultants shared with a group of HR Professionals a unique learning experience, providing them with first-hand practical knowledge and know – how about how to understand and apply the Competency Modeling Concept effectively in their organizations.

The practical nature of the Workshop allows our participants to get a realistic feel of the workplace challenges and difficulties of managing a workforce without a reliable and transparent method of measuring performance.

The Competency Model allows HR professionals to translate their company’s Vision and Mission into measurable competencies, in order to be applied on all HR tasks such as Recruitment & Selection, Career Development & Promotion and finally Dismissal & Termination based on a consistent and fair process.

Our participants were able to grasp all these elements of the Competency Modeling concept through engaging lecturing from our instructors, practical group activities as well as a comprehensive case study.

Learn More about our Upcoming Workshops in Practical HR here:

http://bit.ly/JOBMASTERhrworkshops

Your First Interview

Jobs In Egypt

Going to your first interview might be the hardest thing that you have to do. The anxiety of what will happen, how the conversation will go, what could be done to break the ice. Moreover an interview is mainly a character test. The interviewer would want to know how you would react on a certain moment. Everything count, your body language, how fast did you answer and even how smart you are in impressing the person sitting across the room.

Attending many interviews is a way of gaining experience as by the 5^th one you would know how it goes and also how you could react in many situations. JOBMASTER group are experts in making you look good in your interview, avoiding many hassles that you could face, making sure that most importantly you are at the correct interview, a place where your dreams could come true. With each silly mistake done in an interview experience points are gained. Each mistake done will not happen again as “fool me once shame on you, fool me twice shame on me.”

Please share the mistakes that you did in an interview before and how you overcame it. Also any awkward situations happened in an interview that now seems funny for you.

JOBMASTER Group…. Empowering you!!!!

Talent Management

I can still vividly remember my first day at my first job says:  “ Thea Green” founder and CEO of Nails Inc. I’d managed to secure work experience at Tatler and I was focused to make a good first impression. It was immediate challenge but one I relished. Eventually I was offered a permanent role but I’ve never forgotten the feeling of hoping someone would recognize how hard I was working and give me a chance.

That’s why when I launched my first Nail Inc bar, I knew I wanted to put recruitment of young people at the heart of my business. Today, our fast growing international business serves more than 10,000 customers a week. That isn’t possible without enthusiastic, passionate and motivated workforce.

My policy is to recruit from a broad background and consider young people from the broadest range of academic achievements. We’ve found that the individual’s outlook and commitment to the company is important. Once you’ve found them, invest in them so they grow their career with you.

But finding the right people can be challenging. Young people are struggling to find employment, and there is a disconnect between their knowledge and the skills that a business needs.

 Often we’ve found that young people don’t have basic skills, from timekeeping and the dress code to knowing how to interact with customers. We’ve also encountered issues with self-confidence. Young people aren’t immune to the constant message that finding and keeping a job is hard and that they might not be prepared. That’s why businesses should encourage and nurture talent. If recruits are confident you trust and need them, they will flourish.

I believe we all have responsibility to help, which is why this year I became an ambassador for lifeskills , a programme created by Barclayswith education professionals to bring together schools, businesses and young people.

One element of the programme I believe in passionately is work experience. Indeed, business can learn as much from having a young person join them as that young person does. From a business perspective you can learn how to manage a young person at entry level. The skills they have could support your growth in the years to come. I’ve hired some of our work experience candidates on a permanent basis and many have gone on to be some of my brightest and best managers. However, business leaders must planto ensure they get the best out of their placements. Think about management, there should be a dedicated person in your team that has the responsibility of delegating tasks and providing feedback. Have tasks ready before the young person arrives to ensure you’re making the most of their time and that the tasks will benefit the wider teams. Expose them to as many as possible and go through their work with them. An exit lunch or meeting can benefit both parties.

Growing talent is a key strategy for Nails Inc, which is why it should be thought about from the top down. I work closely with work experience candidates. It’s an investment of time, but it pays for itself in the insights and infectious enthusiasm of those just starting out. Ensure this commitment is reflected throughout your business including working with work experience candidates as part of staff evaluation. I understand that the idea of offering work experience can feel like a distraction from everyday business. But for me, the benefits of work experience can outweigh any negative. Not only will you be doing your part to help the next generation, but you could learn ways of unlocking growth for your business.

Thea Green, founder and CEO, Nails, Inc.   Source: HR Magazine

Competency Modeling

 Steve Whiddett and Sarah Hollyforde, co-authors of our Competencies Toolkit, argue that:

‘Many organizations develop a competency/behavior framework with a view to managing performance and progression more effectively. However, many managers and individuals find it hard to use the frameworks to help achieve their goals and, therefore, the goals of the organization.’

The most common reasons for this are that people do not see the benefit of the framework and are not trained adequately; there are no clear links to what the business is aiming to achieve; and many frameworks are a mix of different concepts, which makes them unwieldy.

The authors suggest the following simple steps to check whether a competency framework is fit for purpose:

1.       Communicate the purpose – The first step is to find out if employees understand what the purpose is. If they don’t understand how behaviors contribute to personal and organizational success, there is little point in updating or developing the framework.

2.       Identify key themes – Even if staff is clear about the purpose of the framework, it still needs   the organization’s aspirations (goals, values, business plans, and so on). If people aren’t all working towards these aspirations then some individual efforts are likely to be diversions from organizational success.

3.       Get conditions right – The organization’s procedures need to support the framework, and the culture, resourcing and management structures must be supportive too. if conditions inhibit behaviors then change the conditions or change the behaviors.

4.       Tackle the root cause –behavior is also influenced by underpinning characteristics (knowledge, skills and attitude). One underdeveloped characteristic, such as communication skills, can affect much different behavior. If managers don’t understand this distinction they may focus on trying to improve the behavior without tackling the root cause.

5.       Keep it simple – There are two key elements to ease of use – language and structure. However ‘perfect’ the framework, if it’s too complicated, long or detailed it won’t be used. The language has to be meaningful to the people who use it. Train, don’t blame – Once the structure has been tidied up, make sure that everyone who uses the framework is trained in how to use it. A framework is a tool and, as with any tool, if users don’t know how to use it, it will fall into disuse or fail to meet its full potential

Unemployment in Egypt

“Recruiting the finest will only lead to success”, a say that many companies might have forgotten. Recently finding a company that can deliver qualified and well trained employees has became tough and tougher. How legit is the recruiting agency that you are interviewing? How trained are the candidates they offer? What tools did they use to get you the qualified employees?

Most companies use the old routine in selecting their employees, wasting a lot of time and energy in finding and training them.  despite hiring a the wrong recruiting company might lead to:, Wasting your time, Limited Number of Jobs due to lack of resources, Restrictive Guidelines, Lack of Attention, The Cost of Recruiting and Communication Issues.

With that being said, Egypt’s unemployment rate climbed 0.7 percent reaching 13.3 percent of the country’s total labor force, according to the Central Agency for Public Mobilization and Statistics (CAPMAS). According to CAPMAS the number of working Egyptians reached 23.6 million, with the total labor force registering 27.2 millions.

 Never the less fine Recruiting agencies are available to make sure that qualified and trained employees are working for the contracted company. One of the most trusted Human capital organizations is JOBMASTER Group.

Established in 1995, JOBMASTER accelerated growth into becoming one of the leading HumanCapital Solutions providers in the MENA region by gaining rapid praise from enhanced knowledge and accumulated practical experience in the Human Resources field. Founded by a group of young entrepreneurs, JOBMASTER initially started as a pioneering recruitment firm serving the Egyptian market from entry to executive levels; promising to provide high quality tailored services to clients ensures permanent delivery of expert, and high quality services on a regional basis.

 JOBMASTER Team can present the highest quality Human Capital services, while providing premier level of professionalism. This is done by maintaining a careful eye on the human resources market updates and best practices, offering variety of vacancies in Egypt, Jobs in Egypt and many Employment fairs held all over the year; Were they could reach as many candidates as possible.

Recruiting agencies with reputation like JOBMASTER and others could influence the employment rate of Egypt, as with the human intellect they have, and with the wide Data base of employers they possess, they could solve a lot problems that governmental and private sector have. Imagine if most companies headed towards using qualified recruiting agencies, promising quality employers that will make the job done. The work flow of each organization using such system will be always is a positive boom. Having the resources, heart, team and cooperation will always lead to victory and domination of your market.