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 image4Vocational 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 RotaryDSC_0051 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

DSC_0482ls with charitable events.

Join us Now in our Continuing Success with our 7th 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.