The document outlines the agenda and goals for an HR department meeting, including discussing the company and HR missions, yearly HR activities, 2018 goals and objectives, executive summaries, HR dashboards, action plans, and employee demographics analysis. Key goals discussed are reducing time to fill positions, strengthening performance management through coaching and feedback, identifying successors, and initiating new benefits programs to retain top talent.

2. Agenda
 Company Mission
 HR Mission
 Over All HR Yearly Activities Mapping
 2018 Goals & Objectives
 Executive Dash Board Summary
 HR Dash Board
 Action Plan 2018 - 2021
 HC Status HC Planning
 Employee Demography Analysis & Risk Areas
 Company Age  Years of Experience % per Grade
 Diversity Attrition Rate

3. Company Mission
 Growth Drivers & Trends In Animal Health
 Building On Core Strengths & Performance
 Investing in Future Growth & Value Creation
 Goal clarity is critical for long-term success
 Delivering sustainable organizational performance
HR Mission

4. Observe/
Assess
Design/
propose
Define
RequirementsOD
10%
DesignPlan
Evaluate
Deliver
Monitor
Train
&
Develop
20 %
Recruit
Deploy
Select
Evaluate
Monitor
Talent
Acquisition
30 %
Evaluate
Report
Coach &
feedback
/adjust
Analyze
Performance
Management
25%
Compensation
Awards
Staff
Relation
Medical &
Health
coverageRetain
15%

5. Global FootprintExecutive Summary – Egypt May 2018.
Q1 Highlights / Lowlights Current Imp. Process/ HR Processes
Work Environment “pulse” – Wins/LossesStatus of HR Blue Chips
 Retaining Program (Monetary & Non-Monetary
benefits to attract talents
 Talent Acquisition Activities & Head count
movements 2018
 Activities Yearly goal setting
 Yearly increment & the bonus review
Renewal of medical contract
Developing, attracting and rewarding employees
 Developing employees and creating future leaders
 Aligning the reward system to evolving requirements
 On-boarding program
 High Attrition Rate
 14 % of company population left due to
compensation
 Low level of goals clarity & continuous coaching

6. Dash board
End 2018
Employee Demographics
Risk of leaving company
Risk
Close to
retirement
Age Head Count Percentage
20 ~ 24.9 0 0%
25 ~ 29.9 8 16%
30 ~ 34.9 11 22%
35 ~ 39.9 5 10%
40 ~ 44.9 10 20%
45 ~ 49.9 9 18%
50 ~ 7 14%
Total 50

7. Dash board

8. Areas of Opportunity
 Hiring High caliber
 Provide Proper Onboarding
 Retain Employees
 Raise their loyalty
 Raise Managers Awareness
 Identify internal successor

9. HR Goals & Objectives-2018
Talent Acquisition
- Focus on hiring Talents and fill position in timely manner
- Direct to in house recruitment , directing saved cost on Company Branding
Objective Current Status Delivery Date One Year Objective 3 Years Objective
 Reduce time to Fill position (create
pool of candidates, network)
 Direct to in house recruitment to
reduce other cost
 Onboarding Program
 3-4 month
 100K/yr
 simple
Induction
 2 month
 On going
 Ongoing – July
2018
 20%
 1.5%
 launch Q3 new hire
 80%
 3%
 100 % ( + function on-
boarding )
Performance Management
- Ensure employees have clear understanding & communication
- Identify & Build Successor Poor
Objective Current Status Delivery Date One Year
Objective
3 Years Objective
Accountability Leader Program
 Continuous Coaching & Feedback –
 Manager Accountability Guide to enable
HM to develop his/her direct , indirect
lead.
 Identify successors
 35 %
 50%
 0%
 Q1 – setting goals
 Mid year review
 3 Managerial level – 1
from each dept. for
future opening
 55%
 75%
 50%
 85%
 85%
 80 %
Retain & Develop Talent - Initiate /Propose new Benefit Program & Developing program
Objective Current Status Delivery Date One Year Objective 3 Years Objective
 Benchmark current benefits Vs
competitors – suggest attractive new
benefits
 Developing Programs ( MBA- On job
training abroad)
 Below
market
 0%
 July 2018 first
review
 Ongoing
 Reach median
 Develop 3 top
talent /yr
 Above Median by
35 %
 Develop 5 yr
Goal 1
Goal 2
Goal 3

10. Talent Acquisition
Reduce time to Fill position
 Raise our Branding
 Participate in recruitment fairs / university campaigns- collect CVs, In addition to
have an initial interview with top attractive candidates on the spot to expedite finding
right calibers
 Intern Programs – supports to find , attract future talents
 Register with several Job boards and social Networks – direct cost in other directions
 Make sure internal recruiter has been well trained to use Company plat form .

11. Talent Acquisition
On Boarding Program – the objective of that program is
1. Retain employees
2. Clarity of his/her duties in the first 90 Days till One year
 Program is designed to take new hire through the company history , mission and the
mandatory training he/she should complete within the first 90 Days
 In addition to the Internal plat forms the company uses
 Big brother/Mentor Program who would be new hire guide beside his direct supervisor
 Clear Plan should be addressed from direct supervisor

12. 12
Accountability Program
Managing Performance through
Goal Clarity / Coaching / Feedback

13.  Continuous Coaching & Feedback
• Hold managers and employees accountable for achieving results
• Promote on-Going performance dialogs - “Check-Ins”
• Shift focus of performance discussions to reaffirm expectations,
goals and continuous development
• Expand on differentiating performance and how to manage
employees not meeting expectations
• Create greater flexibility in managing goals throughout the year
• Provide simpler, easier and more agile tools
Creating Value with and for Our People
Performance Management

14. Continuous Goal Clarity is a Critical Factor in Driving Performance
14
Performance Management

15. Retaining Program
Monetary – Non Monetary
Current Benefit
Base Salary
 Medical coverage for self
 Company Car
Proposed Non-Monetary Plan
 Share holding program – enables to buy company shares by certain percent
which increase their ownership
 Raise the Medical coverage Family ( Spouse & 1 child)
 Company Car – provide an opportunity to own the car after 5 years of service
 Offer to sponsor MBA’s to sign 7 years contract with the company
 On job Training abroad for identified talent

16. Retaining Program
Monetary – Non Monetary
Proposed Monetary Plan
 Raise base salary
 Add Bonus plan as following
Sales : 25% base salary at 100% target & 50 % base salary at 150% target
 Supporting Function & Operation 15 % base salary at 100% target
Approved Plans Action
 An Annex will be prepared for employee to sign and file with the actual contract