HR Basics introduction

 What does Human Resources Management mean &
why is it very important nowadays ?

 Simply is how to manage the human element 
Attract
Develop
Retain

Because if the human
element is like this
The company will be
like this

The human
element is like this
The company will
be like this

to make the Human
element like this
we must
understand this

Planning
System
Design
Recruitment
Performance
Appraisal
Performance
appraisal
Development

English talker
Behavioral skills
Interview skills
System design
Training skills

HR
Functions
Strategic
planning
System design
Needs from
man power
Attracting
Man power
attracting
method
Recruitment &
Selection
Organization
image
Development
Performance
appraisal
Training
programs
Career path
System update
Retaining
Motivation
Favorable
working
environment
Values &
Principles
Compensation
& benefits

Profit
Companies
Foundations
Non Profit
Volunteer
Activities
Associations

System Design
Organization
Structure
Organization
Rules
Organization
Values
Recognition &
Benefits system
Punishment
system
Compensations

General
Manager
Marketing
Dep.
Sales Dep.
Production
Dep.
HR Dep.
Accounting
Dep.
 That is the most known structure in Egypt, that is; it
doesn’t matter what company you work in.

 A structure for
a production company.
 Using by the Multinational production firms.
High board
Branch A
Manger
Production
Section COO
Research &
Development
Officer
Manufacturing
Officer
Marketing
Officer
Sales Team
leader
Branch B
Manger
Administration
& Finance
Section COO
Accounting Dep.
Supervisor
HR Dep.
Supervisor
PR Dep.
Supervisor
Legal Dep.
Supervisor
Planning
committee Head
Branch C
Manger

 To avoid any conflicts, you have to have a kind of rules,
to look organized well such as:

 Refusal or failure to carry out an instruction.
 Violence, assault or dangerous horseplay.
 Damage to the property of the company.
 Sleeping during working hours.
 Smoking or drinking alcohol.
 Eating during work hours.

 Always big firms and multi national companies have
their own values,

 Speed - We’re focused on speed to market. We
pursue the outcomes that matter to our business.
 Simple - We make things simple for our customers,
partners and colleagues.
 Trust - We’re reliable and transparent to deal with.
We deliver for others, and trust others to do likewise.

 Recognition is the other mean of motivating,
and to motivate someone you must define human needs.
Behavioral
Health &
Safety
Social
Financial
Development Future

 Well treated by the manager.
 More space to share ideas & suggestions.
 Appreciation certificates.

Prevention
of some
Benefits
Prevent ion
of Promotion
Sending
Alert letter
before firing
Deduction
of Salary
Firing
Warning

Fixed
pay
Compensation
Types
Variable
Pay

 Recruitment Objectives.
 Recruitment methods.
 Vacancies advertising methods.
 Selection process.
 Job Analysis.
 Interview skills.

 A new established company needs for a staff.

To solve a situation such us employees leaving:
hire better employees.

To gain best result and support the company

 New employees with new ideas.

Looking for young and junior employees by giving them
low salaries.

 By hunting for best employees suggested by the HR
department from other competitors or firms searching
for high performance and quality.

 Using company website to collect a database of
candidates information to use it on staffing.

 Whish help the company to find what it needs with
more choices and available experience, positions and
fields.

 We must say that Recruitment companies now are one
of the most effective recruitment tool which is
specialized in providing the client with best staff in a
short time.

 Depending on a previous relation or work experience
that was impressive.

Job Analysis
Job
Description
Job
Specification

 No one attains the best from the entry level..

 To be a good interviewee.
 You must know how it goes.
 You must learn how to be a player which mean how to
be a good interviewer.

Balanced
First level
Balanced
Fourth level

 Poker face and formal check hands.
 Clear voice with normal tone.
 Start welcoming to lead the conversation.
 Break the ice by asking ice breaking questions.
 Formal set with formal moves.
 Start with telling him Vacancy details.
 Exploring questions.

 Focusing on weakness points.
 Following questions.
 Not satisfied face or impression.
 Acting such as make him feel that he is acting bad and
you want to help him (self confidence).
 Signs of ending an interview.
 Hostile replay (Mocking).

 Interruption.
 Smiley face.
 Encourage the interviewee to answer well by saying yes
or sure to his answers.
 Asking easy questions that he could answer well to
regain his self confidence.
 Giving him some pieces of advice if you see him as
rejected.

 Back again to formality with a cold smile.
 Tell him how are the company appreciate the
employees.
 Asking him about his salary expectations.
 Tell him that you will call him if he is accepted on the
interview in .. Days.
 Wish him luck and shake hand with him to deliver a
message that you both are friends at the end of the day.

 First impression.
 Stress management down after a couple of hours.
 Low voice.
 Focusing on interviewee eyes or the opposite.
 Time management not controlled.
 Switching positions.
 Losing the start.
 Personal feelings.
 Judging according to the interviewee look.
 Mode control.

 Personal skills (Interviewer criteria).
 General knowledge.
 Knowing the companies’ different systems.
 Self development.
 Good command of English.
 Experience.

Development
Techniques
Performance
Appraisal
Performance
Appraisal
Development
Techniques

If opportunity doesn’t knock, Build a door,,
Said by; Milton Berle.

Thank you for your time
Prepared by: Hossam Hassan.
Email: Hossam.HR.Generalist2@hotmail.com
Mobile: 0100-32-80-411

HR Basics introduction

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