In smaller organizations, project based practices are usually easier to implement, require a minimal budget and yet contribute to the process of organizational change toward sustainability.

1. HRM Strategic Plan
Learning Intervention
2020-2023
SUPERVISED BY PRESENTED BY
DR. REHAM H. MOAWAD LAMEES H. EL-GHAZOLY

2. Purpose of Business
Strategy
TO MAKE INFORMED BUSINESS
DECISIONS VIA DEFINED REPORTING
TO ENHANCE MARKET SHARE TO 35%,
BY 2021.
TO BUILD A MANAGEMENT SYSTEM FOR
THE BUSINESS.
TO MAKE INFORMED BUSINESS
DECISIONS VIA DEFINED REPORTING &
ANALYSIS, TO CORPORATE BEST
PRACTICES.
& ANALYSIS, TO CORPORATE BEST
PRACTICES
Marketing & Business
Performance
COMPANY BACKGROUND
Company Description
About the Owners.
Industry Description.
Item 1 Item 2 Item 3 Item 4
40
30
20
10
0
Market Share 20%
Net Profit 25%
4,643,000

3. Mission
Bridge Egypt construction service will continuously,
Deliver Value and Quality in every product with the
fastest service in the industry with competitive prices and
Improve the quality of the local product to prove that the
Egyptian product has the international standards of
manufacturing the building accessories. In addition to,
credible and commit to long term and healthy
partenerships.
Vision
By staying true to this mission, we will realize
our vision of being the supplier of choice for
our contractor customers and being known as
the biggest company in Africa and Middle East.
“Create and nurture positive Employee &
Customer Relationships”.
Philosophy

4. Integrity
Taking personal and professional
responsibility for our actions,
maintaining a consistently high level of
performance.
To have a clear vision of our goals and
find the best solutions with fewest steps to
achieve maximum efficiency in each
product, function and company.
Honesty & trust are central to guide each
daily decision to take to assure the best
interest of our partners internally &
externally.
Accountability
Efficiency
Core Value

5. Company has a Day-to-
day operation can’t
consider as a strategy,
the transformation It may
not that easily.
The leadership team does
not have the key
priorities.
They are trying to do 100
things, rather than do 15
critical things well.
Unclear Vision &
Strategy
The employees don’t
have a clear
understanding of what
their responsibilities
and role in it.”
Internal & individual
equity issue.
Job Titles & Total
Rewards are not
based on driving the
change we need.
Lack of
Organization
Alignment
The strategic, operational,
& financial plans are not
Conflict makes the team
Resources may not be
aligned.”
spend too much time &
effort creating plans
instead of getting value
from the planning
process.
allocated again priorities
& the company’s best
opportunities.”
Disjointed Planning
&Processes
Conflict between
employees due to the
absence of the board’s
leadership skills & the
lack of a clear system.
Data is of poor quality &
Unskilled employees
there is no exciting to
reports or e-mail to
communicate
asked to do “one-man
show”
Inability to Adapt
Performance
Current Situation

6. STRENGTH
Supplier for major
companies & government
projects.
Accreditation certificates.
Reputation.
Quality of products.
Relation network
Quality of service
Product knowledge.
WEAKNESS
Lack of leadership skills
Lack of management depth
Internal equity issues
Pay Rate Gap
Team conflict
Rushing to make a decision
Cash flow
Shallow skills base
Competitor cuts prices
Missing to managerial
expertise
OPPORTUNITIES
New product.
Diversify of business
Enter new market.
Customer loyalty.
Market segment
Product development
Advantage of new trends
Encouraging small
business
New channels of importing.
Learning and Development
THREATS
Value chain climbing
Competitor cuts prices
Risk of importing
New entry competitor.
New technology.
Inflation and changes in
consumer demand
Row material's price
Loss of major customers.
Loss of suppliers.
Trading relationships

7. Grant support for small businesses.
Trading Relationships & Changes of taxes.
The war between the USA & China is slowing down the import process.
Political Factors
Row material's Price.
Decline of the interest rate in Egypt.
The expected impact of the abolition of the customer dollar in Egypt.
Inflation & changes in consumer demand.
Economic Factors
Demographic trends.
The impact of Lacking of quality & efficiency of technical education out-puts.
Attitudes toward any products imported from China
Social Factors
Emerging technologies & Productivity-improving tools.
Variety of digital marketing channels (LinkedIn, Facebook….)
Technological Factors
P
E
T
S

8. Yes
INCREASE SALES
REVENUE
COST
LEADERSHIP
INCREASE
SHAREHOLDER-
VALUE
TRAINING BOARD
LEADERSHIP
SKILLS
NEW HIRING
DEVELOPING &
SUSTAINING
EMPLOYEE
ENGAGEMENT.
PRODUCT
DEVELOPMENT
Improve
management KPIs
LOGISTICS’
TRANSPORTATION
TRUCK BIGGER
WAREHOUSE
IMPROVE
EFFICIENCY &
PRODUCTIVITY
INCREASE
MARKET SHARE
MARKET
SEGMENT
NEW
PRODUCTS
INCREASE
CUSTOMER-
RETENTION
Strategic Road Map
Align employees
with strategy
FINANCIAL
PERSPECTIVE
CUSTOMER PER-
SPECTIVE
INTERNAL-
BUSINESS-
PROCESS
PERSPECTIVE
LEARNING AND
GROWTH PER-
SPECTIVE

9. Increase storage capacity
Increase productivity
Increase product availability
New market.
Decrease transportation costn &
Objectives
Express delivery.
50% increasing of Inventory
Measures
Turnover by 2020
Increase Storage capacityby:50% -2020
Target
Apply value stream to processes.
New product segmentation
Logistics’ (transportation truck &
New resources of importing.
New suppliers.
Initiatives
warehouse.
WS:29%
Objectives
Enhance Sales Revenue by:
2020: 20.400.000.
Sales Revenue
Warehouse turnover
Measures
Target
Net profit by 20%-2020
Gain market share.
New market segment.
Reclaimed materials
Lower value bulk
materials.
Initiatives
WS:40%
Increase customer
Segmentation
Reach content website
Customer Loyalty
Objectives
Employees Productivity
Number of Accounts: 50
Accounts by 2020
Measures
Increase Accounts by: 20% -
2020
Target
Outreach E-mail, digital
marketing(LinkedIn&Facebook).
Well- designed catalogue.
Initiatives
WS: 10%
Training programs &OJT.
Sharing experience.
Ideas Market research report.
Objectives
Employees' Performance
Appraisals.
Productivity.
Measures
Employee Satisfaction
Decrease turnover Percentage.
Increase employees capabilities.
Target
Adapt learning techniques.
Provide training on process
Develop leaders into
Initiatives
improvement tools.
procesimprovement
Facilities.
WS:55%
Balance Scorecard

10. Products&Services
Building and Plaster Accessories
Fixing Gun Systems
Maintenance of gun systems, in sites if need it.
Training for workers includes (how can they use the gun system,
safety roles, and how can they do quick maintenance if they
need).
Affording spare parts of Gun systems
Services Description

11. Acceptable price range with avenge quality of product
High quality of services.
Maintenance of gun systems, inside sites if need it.
Product development (Fastening Gun Systems).
Affording Training for workers about all the functions of Gun systems, & safety roles.
Competitive Advantages

12. 1
2
3
4 6
7
5
Competitive Analysis
products &
services
Price
Quality
of the products
Selection
Reliability &
Stability
Expertise
Location 8
Advertising &
Image

13. Strategies OverallPRODUCT
Cost Leadership
Strategy
SERVICES
Concentration Focus
Quality Strategy
OPERATION
Mass Production
Strategy
CROPERATE
Diversification
Strategy
HUMAN
RESOURCES
learning & developing
Strategy
MARKETING
Paid advertising
Strategy

14. BUSINESS ACTION PLAN
MAY 2020
A large number of
new suppliers
Gathering a large
number of suppliers at
low prices and
acceptable quality
JUNE 2020
Bulk orders
Take advantage of
discounts through bulk
orders to obtain a large
amount of goods.
FEBRUARY 2021
New import resources
Searching for sources
to import raw materials
due to a change in PEST
JUNE 2021
Search for an agency
for insulation materials
Search for a power of
attorney for a foreign
company to obtain the
exclusive agency in
Egypt

15. HUMAN RESOURCES STRATEGY
TAKE THE BUSINESS TO NEW HEIGHTS

16. Gap Analysis
Current workforce
Lack of strategic plan
Continuously altering a
company direction.
The company had no job
descriptions.
There are 14 positions, but only
4 jobs.
Low employee engagement.
Decreased productivity.
High demand and short supply
of certain skill sets.
Loss of key skills and
experience.
Gaps between talent
capabilities and business goals.
Desirable workforce
Provide long-term strategic plan
Workforce champion in business.
Conduct Job Analysis (JDs and Job
Developing managers' workforce
Performance Appraisal and Provide
HR and Line Managers working
Conducting skills inventory.
Leadership skills course Increased
training and recruiting need.
specifications).
and planning skills.
Feedback
together to understand future people
needs.
Recruit the highest quality staff and
support their retention.

17. Enhance the
Boards’
Leadership
HR Priorities & Practices for Cost Leadership Strategy.
Performance
improvement
Hiring the
right people
Competitive
pay and
benefits
Over- all cost leadership Limited Budget

18. Target AgeTarget Life
Stage
•HRM
Performance
Achieving
Business
Result
DevelopingLeadership
Coaching
HRM
Performance
Assessing
Conceptual
& Division
Making
Communication
Organizational
Know-how
Teamwork
Personal
Effectiveness
HRM competency Model

19. THE FORMULATION OF HRM POLICIES
Equity Quality of
Working Life
Performance Working
Conditions
Organization
Learning
Values Expressed in the HRM General Policy:

20. Employees are fit to
contribute to their
maximum capability
HRM Objectives
80%of employees who
engage in a corporate
well-being program
(diet, stress).
Provide training &
educational
opportunities for
employees
HRM Metric
lower absenteeism
Improved productivity
Business Value
WS:5.2%
Employees understand &
Provide accurate & reliable
HR data through regular
managementnreporting to
HRM Objectives
behave in line with
corporate value.
facilitate decision making
100% of employees trained
in value and ethics
90% of employees
responses in
survey employee support of
the company's value.
HRM Metric
Business Value
Mitigation of risk due to
unethical behavior by
employees. Improved
corporate reputation & trust.
WS:13.6%
Recruitment is based on
specific role which is related
to the position requirements.
Description All that exceeds
his job duties is due to
approval or rejection
principles.
HRM Objectives
100% of new & existing
positions have specific Job
Description which provided
by each Head of Department
according to the
department's needs and HR
Manager.
HRM Metric
Improve the efficiency.
Increase employee
retention.
Business Value
WS: 10.2%
Compensation is driven by
equal opportunity.
Compensation is linked to
sustainability
performance.
HRM Objectives
Employees' Performance
Appraisals.
Productivity.
HRM Metric
Ratio of base salary.
75% of employees with
sustainability targets in
annual
Business Value
work plan.
WS:14.4%
Sustainable HRM Scorecard
Values & Ethics
Recruitment
Compensation Well being Development
Invest in people.
HRM Objectives
80%of employees who
engage in a corporate
well-being program (diet,
stress).
Provide training &
educational
opportunities for
employees
HRM Metric
Shareholder value.
Increase sales revenue.
Improve productivity.
Business Value
WS:20%

21. INCREASE SALES
REVENUE
CUTTING COST
INCREASE
SHAREHOLDER-
VALUE
ALIGN
PERFORMANCE
WITH STRATEGY
GOALS
TRAINING
BOARD
LEADERSHIP
SKILLS
DEVELOPING
& SUSTAINING
EMPLOYEE
ENGAGEMENT.
INCREASE
CAPABILITY
INCREASE
QUALITY OF
MANAGEMENT
IMPROVE
COMPENSATION
STRUCTURE
IMPROVE
EFFICIENCY &
PRODUCTIVITY
DEMOGRAPHIC
NEW SALES
STAFF
INCREASE
INNOVATION
INCREASE
EMPLOYEES-
SATISFACTION
Strategic Road Map
IMPROVE
MIDDLE
MANAGERS’
MANAGERIAL
SKILLS
ATTRACT
TALENTED
Required HR Policies &
Practices
HR
STRATEGIC/FIN
ANCIAL
PERSPECTIVE
CUSTOMER PER-
SPECTIVE
INTERNAL-
BUSINESS-
PROCESS
PERSPECTIVE
LEARNING AND
GROWTH PER-
SPECTIVE
Supportive, outsource
training programs, high-
performance practices

22. Helps the company reach its goals.
Ensures effective utilization &
maximum development of human
resources.
Identifies & satisfies the needs of
individuals
Achieves & maintains high morale
amonem ployees.
Provides the organization with well-
trained & well-motivated employees
Enhances employee capabilities to
perform the present job.
Objectives
Appraisal of performance of
employees.
Sales Revenue.
Measures
Increase employees' capacity by: 50%
-2020.
Develop Boards' Members Leadership
skills.
Target
Conduct an effictive manpower
planning.
Recruitment, selection &
Training & development of
employees.
Initiatives
placement of personnel.
WS: 29%
Cost Leadership.
improve the efficiency
of workforce.
Objectives
Cost per hire.
Time of hiring.
Measures
Target
Net profit by 20%-2020
Integrate inclusion into
all HR policies &
practices.
Promote the benefits of
talented workforce
Initiatives
WS: 30%
Talented Workforce;
Innovation
Objectives
& creativity.
Employees Productivity
Experienced Talented
Staff
Employees engagment
level.
Measures
Optimal staff by:
20%- 2020
50%- 2021
90%- 2022.
Target
Attract and hire a divers
talented & engaged
workforce.
Develop talented & engaged
workforce to meet the needs
of customers.
Initiatives
WS: 10.8%
Improve Training output .
Sharing experience.
Increase current employees’ capabilities &
productivity.
Employees Engagement; provide positive
Feedback & a healthy work environment.
Objectives
Employees' Performance Appraisals each 6
months
Productivity.
360 Feedback.
Measures
Employee Satisfaction
Decrease turnover Percentage.
Increase employees capabilities
Foster an environment where employees feel
valued.
Encourage employees to seek opportunities
for continuous improvement.
open communication.
Target
Adapt learning techniques.
Provide training on process
Develop leaders into
Initiatives
improvement tools.
procesimprovement
Facilities.
ws: 55.2%
HRM Balance Scorecard

23. Conduct the first
performance appraisal for
The Boards, Middle
Managers,
Administration & Sales-
Men.
HRM & Departments'
Directors
1-12 TO 1-21-2020
14 employees on-
time performance
Participation in
Staff & Directors
Appraisal.
appraisal.
participation 360
feedback.
KPIS
Job rotation for 2
Employees.
HRM & Direct
Manager
2-2 TO 3-2-2020
Complete training.
Participation in
program.
80% Align training
with strategy.
KPIS
Board's leadership training
Program. Outsourcing
Trainer & HRM
Cost: 10,000LE
2 DAYS FROM
STARTING DATE
7-1-2020
Bridge Egypt's HR Action Plan
Limited budget 1%
(23,215)
Staff participation
feedback
KPIS

24. Complete Managerial Skills
Training Program for 50%
from Middle Managers.
Outsourcing Trainer & HRM
Cost : 7000 LE
2 DAYS FROM
STARTING DATE
7-1-2020
Participation in
program
KPIS
Participation in
50% increase
Reduce
program.
Employees
engagement
miscommunication
KPIS
Employees' Team Building
Program.
HRM
PER ONE DAY 8-1-
2020 Capability
Improvement.
KPIS
Marketing Specialist.
Personal Assistant.
Internal Hiring:
Job Transfer for 2 Jobs
1.
2.
HRM & Business
Development Manager
2 DAYS FROM
STARTING DATE
7-1-2020
Bridge Egypt's HR Action Plan CON.

25. An Office Manager.
3 Sales-Men.
Part-Time Digital
Marketing Specialist.
Warehouse Supervisor.
Truck-Driver.
Hiring the following
Positions:
1.
2.
3.
4.
5.
HRM through
outsources Employment'
Groups (social Media) or
Word of Mouth.
WITHIN 30 DAYS
7-1 TO 8-1-2020
Cost per Hire
Post to hire
onboard time
KPIS
ziro
COST
Hiring Technical
Office Engineer
Hiring the following
Position:
1.
HRM through
outsource (LinkedIn
Job Board)
WITHIN MAX 30
DAYS
7-1 TO 8-1-
2020
14 employees on-
time performance
Appraisal.
Participation in
appraisal.
Staff & Directors
participation 360
feedback.
KPIS
3500 LE
COST
Conduct the second
performance
Appraisal for The
Boards, Middle
Managers,
Administration &
Sales-Men.
HRM &
Departments'
Directors
11-1 TO 12-1-
2020
Cost per Hire
Post to hire to
onboard time
KPIS
Bridge Egypt's HR Action Plan CON.

26. "Focus on the 5 percent who deliver 95 percent of the value"

27. Workforce PlaningW O R K F O R C E
R E A D I N E S S
The key
I D E N T I F Y H I G H
P E R F O R M I N G
I D E N T I F Y H I G H
P O T E N T I A L
I N D I V I D U A L S
I D E N T I F Y
T R A I N I N G N E E D S

28. Analysis of the current formation of the workforce
Qualitative
Learning & development
needs.
Employee engagement.
Work life stages.
(new to the workforce,
early -, mid-, end-career
workers).
Individual worker.
Intentions to stay or leave.
Quantitative
Positions
Positions
Resignation
Recruitment
Diversity
information; Job
Descriptions & Employees'
Data.
Qualifications: Job
Descriptions
Skills: Job Description &
Skills Inventory

29. Office Boy
Marketing & Business
Development
Department
Organizational Chart
BRIDGE EGYPT
Financial & Administration
Department
Financial
Manager
OPERATION
DIRECTOR
Warehouse
Supervisor
Marketing
Specialist
Sales
ManagerOperation
Manager HR Manager
Marketing
Specialist
Digital Marketing
Specialist
Operation
Department
Sales DIRECTOR
Sales Department
Marketing & Business
Development Director
Accounting
Manager
Marketing & Business
Development Manager
HR Specialist
Warehouse
Supervisor
Truck Driver
Marga Dunlop
Risk Manager
Account
Manager
Personal
Assistant
Office
Manager
Key Account Manager
Account
Manager
Account
Manager
Account
Manager
Account
Manager
Accountant
Assistant

30. External
Organizational
Workforce
Forecasting
Flow Analysis for 2020
Supply Analysis Techniques
INFLOW
NEW HIRE 7
TOTAL 7
OUTFLOW
TERMINATION 4
TOTAL 4
Current Staff
14
Identifying the Causes that will Drive
Demand:
The Managerial Judgment
Forecasting HRM Demand
Numbers of
position
1
1
1
1
3
1
1
1
1
1
1
13
HR SPECIALIST
WAREHOUSE
SUPERVISOR
TRUCK DRIVER
KEY ACCOUNT
MANAGER
ACCOUNT MANAGER
PERSONNEL
ASSISTANT
TECHNICAL OFFICE
ENGINEER
MARKETING
SPECIALIST
DIGITAL MARKETING
SPECIALIST
FINANCIAL MANAGER
ACCOUNTANT
ASSISTANT
Human Resources NeedsDepartment
Operation
Sales
Business
Development
Finance

31. 1
2
3
4 6
75
Familiarize with
the Company & the
jobs.
Determine uses of
job Analysis
Identify jobs to be
Analyzed
Determine sources
of job data
Data collection
instrument design
Choice of method
for data collection
-Job Description.
-Job Specication.
-Job Performance standards.
-Job redesign.
-Designing HRIS.
-Changing HR systems (e.g.,
compensation).
Organization change(e.g.,
redesigning workow in plant.
Job Analysis & Talent Management Process
Phase 1
Preparation for Job
Analysis
Phase 2
Collection of Job Analysis
Information
Phase 3
Use of Job Analysis
Information
Phases of Job Analysis

32. Internal External
Check resumes posted
online.
Selection which
Candidate pool narrows
until one person is selected
to fill the role.
Productive Interview.
Extending the job offer.
Job posting.
Skill banks
Employee referrals.
Recruiting & Placement

33. Recruitment KPIs
3 MONTHS
80%
3000 LE
300
HIGH
Long-Term
KPIs
Performance of
hires
Turnover of hires
Absenteeism per
hire.
Training cost
Short-term
KPIs
Time to recruit 7
Applicants.
Selection/Acceptance
rates.
Cost per Applicant
hired.
Quantity of applicants.
Quality of Applicants.
BY 2020 75%
BY 2021 85%
BY 2022 100%
10-15%
10%
17,000 LE
Recruits sources
KPIs
Recruiter
KPIs
Number of processed
applications.
Number of hires.
Applicant reactions.
Eventual success on
the job by those hired
by a recruiter..
2
7
ACCEPTABLE
SATISFIED
4000 LE
2000 LE
300
3.3%
Sources
KPIs
Total cost.
Cost per hire.
Number of applicants
generated.
Yield ratios
Cost of Recruitment
The cost of Job Posting via LinkedIn per 3 months is:
Qualified applicant/ total applicants = 10/300= 3.3%

34. Interview Stage
Interviewers are usually trying to learn
three things:
First, HR want to know how the candidate
behaved in a real-world situation.
Second, they want to understand the
measurable value he/she added to that
situation.
Finally, they are trying to learn how candidate
define something like “pressure at work”
— a concept different people might interpret
differently…”
Real case

35. Orientation Road Map
Pre-Boarding Ramp up
Orientation&
Training Evaluation
DAY5- DAY29
On-The-job
Training .
DAY 1- DAY 5
✓ Review Role & Responsibilities
✓ Make introductions to key people &
co-workers.
✓ Start training on individual tools
✓ Train on company Back ground,
product & competition.
DAY 30
Assess knowledge:
✓ Products
✓Competitors.
✓ Identify knowledge gaps
THE DAY BEFORE FIRST
DAY.
Welcome email
✓Give instructions on office arrival.
✓Information about dress code.
✓ Information about Paperwork.
HRM& Direct
Manager.
HRM
HRM& Direct
Manager.
Direct Manager.

36. Re-conceiving The Challenge of Change
Training, Training & Training

37. Strategic training development initiatives
Objectives
Diversify the learning portfolio Employee engagement.
Expand who is trained.
Accelerate the pace of employee learning.
Improve customer service.
Provide Development opportunities & communicate to
employees.
Capture and share knowledge.
Align training with the company's strategy direction.
Implications
Facilitate information learning.
Provide more personalized learning opportunities.
Train customers & employees.Offer more training
opportunities to Non-managerial.
Identify needs & provide a high- quality
Reduce the time to develop training programs.
Ensure that employees have products &
Ensure that employees have skill needed.
Ensure that employees understand their roles and
empower decision-making.
Ensure that employees have opportunity to develop.
Ensure that employees understand career opportunities &
personal growth opportunity.
Provide methods to make information available (website)
Ensure that the work environment supports learning &
transfer of training.
Dedicate physical space to encourage teamwork,
collaboration, creativity & knowledge sharing.
Ensure that employees understand the importance of
learning & managers, peers & directors of training
development & learning.
learning solutions.
services knowledge.

38. Implications of business strategy for training
KEY
PERFORMANCE
Efficiency.
Productivity.
TRAINING
IMPLICATIONS
Stress management
Time management
Cross-training
Objectives
Product Cost
leadership
ACTION
Cost reducing.
Market Segment
Current skills
develop work force
Team building.
Cross-training.
OJT
Improve qualityService Differentiation
Focus Quality
Corporate
Diversification
New Products.
Innovation
Creating new
jobs w& tasks
Integrate training
Team building.
Identify capabilities.
systems

39. ORGANIZATIONAL TRAINING GAP
Standard
Long-term strategic plan.
Strong infrastructure.
Sufficient Resources for Training.
Workforce champion in business.
High level of Managers' Management skills.
Performance Appraisal and
Provide Feedback.
Effective compensation and
Benefit plan.
Productive Workforce
Board's with high level of leadership skills
" If you believe that training is expensive, it is because you do not know what
ignorance costs."
Actual
Lack of strategic plan
Limited budget.
Invest in products more than manpower
Lack of performance standard.
Low employee engagement.
There are 14 positions, but only 4 jobs.
Continuously altering a
Company direction.
High demand and short supply of certain skill sets.
Absence of key skills & experience.
Designing Effective Training Systems.
Raymond Noel.

40. 1-5-2020
To 3-5-2020
Some of Line Managers
Leadership Skills
Training Methods
Inputs
Presentation Methods (Lectures) OJT, Job Rotation & Coaching
Cognitive
Return on investment.
Building effective team.
Strategic thinking
Vision
Communication management plan.
New channels.
Monthly Newsletter Schedule.
New Accounts.
Conducting email.
Proper meeting with customers
Leading change.
Leading people.
Business Acumen.
Building coalitions leading people
leadership Role.
Management competencies
Analyze data.
Products & services Knowledge.
Writing e-mail.
Researching for new customer.
Work closely with the sales team.
brand awareness.
Write a newsletter.
Company's head office Company's head office
Location
Company's head office
Outdoor meetings
Participation
Outsource
-Sales Manager &
Accounting manager
Marketing specialist
Trainees
Training Source
Training Content
Duration
outputs
Board of directors
3 boards directors
Presentation Methods( Lectures)
1-5-2020
TO 7-5-2020
Outsource
Management Skills
1-5-220
T0 1-6-202
Marketing Role
Marketing Manager
Marketing Specialist
HRM Training Plan 2020

41. 10,000LE
-Long term plan.
-Employees satisfaction.
-Productivity
Measurement
Fees
7,000 LE
Team performance.
Employees Retention
Number of new accounts

42. PERFORMANCE MANAGEMENT
ENSURE THAT BOARD IS ADDING VALUE
Aim of Performance Management
Total quality management.
•
•
Alignment to strategy.
Resolve Appraisal Problems.
Timing
Performance Appraisal
Forecasting Personnel Needs

43. PERFORMANCE PLAN
Steps Objectives Direction
Increase employees' en-engagement.
Align the strategy goals.
Conducting leadership training programs.
Increase sales revenue by 20% by the end of
2020.
Conduct annual training
program to increase the
per-formance (wherever
arise)
Ongoing performance monitoring.
Ongoing feedback.
Coaching & Support (Training)
Setting SMART Goals Create healthy & Effective workplace.
Improve leaders' productivity.
Develop boards & line managers' leadership skills.
Create Champion workforce
Coaching & Support OJT training.
Conduct Appraisal each 6 month
BARS Method
Assessing performance of the employeesPerformance Appraisal
Continuous Improvement Correction Performance
Employees' retentionRewarding

44. Systems thinking.
Shared vision.
Mental models.
Team learning.
Personal mastery.
Everyone Wins through higher
Employee Engagement & an Improved
Competitive Position.
Create A Learning Culture

45. Invest in people, not in ideas
Total RewordsDIRECTCOMPANSATION IN -DIRECT Benifits

46. ESTABLISH MARKET-
COMPETITIVE PAY PLAN
Incentive Pay
Plans
Group Similar Jobs
into Pay Grades
Salary Survey
Job Evaluation
Point Method
1-Intuitive Approach
2-Compensable factors
Fixed salary
Short-term incentives (cash or
stock bonuses)
Long-term incentives (stock
option) .
Executive benefits & perks
Sales Incentives
Incentives for professional
employees
Individual
Compensation
Overview
Salary & Commission
Combinations
Straight Salary
Straight Commission
Team Compensation
Overview
Price Each Pay
Grade Wage Curve.
Executive compensation
Overview

47. thank you