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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 firstname.lastname@example.org
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.
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.
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 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 email@example.com