3. Introduction
“Without a strategy, an organization is like a ship without a rudder, going around in a circle” - Joel
Ross and Michael Kami
“SHRM is the art and science of formulating, implementing, and evaluating cross-functional
decisions that enable an organization to achieve its objectives.”
Strategic Human Resource Management:
1. Strategy Formulation stage
2. Strategy Implementation stage
3. Strategy Evaluation stage
4. First: Strategy Formulation stage
First, we defined our Values:
Education that builds innovative generations who are able to lead and develop.
Values should be reflected through Quality, Development, Compassion, Containment, Respect,
Responsibility and Honesty.
Second, we derivate our Vision and Mission from our values:
Vision
To be the leader in quality education in our governorate by providing proper
educational environment, instructors, curriculums and educational services that
considers our values.
Mission
We are developing young people who are open minded, caring, good communicators
and ready to take responsibility for making a difference to the world around them.
5. Goal, Objectives& Tactics
To define our Goals, Objectives and Tactics we had to go through Situational Analysis process in order to
state the Gap Analysis and optimum methods to bridge those gaps.
We’ve mainly performed :
1. PESTEL Analysis
2. SWOT Analysis
Studying External Factors affecting our business model
performance such as Political, Economic, Social,
Technological, Environmental and Legal factors
Studying our Strengths, Weaknesses, Opportunities and Threats.
6. Second: Strategy implementation
Elements of Strategy implements where:
1. Definitive Organization structure
2. Performing Job analysis
3. Manpower Planning
4. Designing and implementation of a Recruitment plan
5. Designing Training and development programs
6. Sustainable development Considerations
7. Compensation and benefits
8. 2- Job Analysis
Homing in all aspects of the job such as:
1. Job title
2. Span of control
3. Duties
4. Responsibilities
5. KPIs
6. Competencies
7. Training program
9. 3- Recruitment plan
1- Job advertising
2- Determining the number of interviews using yield pyramid.
3- Screening of applicants
4- Interviewing
5- Selection of candidates
10. 4- Training & Development programs
1. Career Development Policy
2. Career Development Responsibilities
3. Training
4. Onboarding
5. Training Needs Analysis TNA: Technical skills,
Interpersonal skill and Consulting skills
13. Third: Strategy Evaluation
Elements of Strategy Evaluation:
1. Performance Management
It is continuous process of ensuring the performance of the organization is conforming to the strategic
objectives of our firm. The process will depend on defining clear goals and objectives for each
Employee, provide coaching, and feedback of the results.
2. Performance Appraisal
We’ve chosen Graphic rating scale for performance appraisal.
14. Performance appraisal
1. Technical skills
2. Interpersonal skills
3. Working Environment
4. Management Skills
5. Implementation of Policies
6. Performance of routine
professional obligations
15. Motivation approach
School motivation program as follows:
1. Offer a praise
2. Recognize teachers who go above and beyond expectations
3. Fun events during the mid-year vacation and summer vacation
4. Gift for teachers spending 3, 5, 7, 10 years in the school.
5. Management is available for teaching staff and listen carefully for them.
The school management is planning to expand by adding new branches in the next years.
