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.
Unfortunately some ultimately manage to recover usually after painful losses but many don’t.
Harvard Business review
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.
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”
“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 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
Competency BasedInterview Probe Your Candidates Beyond Their Technical Ability
In a recent New York Times interviewwith 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 21st 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 21st century methods to assess 21st 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.
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: