Human Resources Management
Dr. Nadia El Shafie
Prepared by
Ahmed Sabry
Kareem Wereda
Lubna Youssef
Mahmoud Kandil
Mai Khairy
Marwan Hussien
Mohamed El Zawawy
"The best way to inspire
people to superior
performance is to convince
them by everything you do
and by your everyday
attitude that you are
wholeheartedly supporting
them."
Harold Geneen
About Mobinil
• The Egyptian Company for Mobile Services (ECMS)
is the first global system for mobile communications
operator in Egypt.
• Since May 1998, Mobinil has been the leading mobile
service provider in Egypt, of coverage extending to
more than 99% of the Egyptian population.
Mobinil Vision
• To be part of people’s daily lives by providing
reliable and simple services that help people interact
and communicate better.
Mobinil Mission
To be the leading mobile service
provider in Egypt, providing the
best quality service to the
customers, the best working
environment for the employees, top
value for shareholders and proudly
contributing to the development of
the community.
•
Seek excellence
Mobinil Values
Having passion helps understand customers; offer them the best market offers and best
value for money through products and services.
•
Friendly
Enjoy team-work and success with others by building close relationships while having a
sense of professionalism and considering the needs of both customers and employees.
•
Dynamic
Make difference in the life of customers and the community at large. Confidence and
optimism are communicated with passion in a fast moving market and state of the art
technology
•
Simple
Communication is clear and simple, always direct and easy to understand. Effort is
exerted for customer satisfaction in the most simple and convenient way
•
Integrity
Do what is right and ethical to build trustful image. To treat customers, employees,
partners and shareholders with respect and understanding
Mobinil Human Resource Strategy
“When you are reaching for excellence, you have to
build a foundation of excellence.”
Mobinil Human Resources Main Objectives
• Contribute to the actualization of the company mission and vision.
• Selecting the employees who fit most to the company culture
• Maintain and develop a quality of work life that makes the company
an attractive place to be employed in
• Provide Equal employment opportunity
• Contribute to the development of the employees through providing
proper training and motivation
• Managing the employees effectively
• Maximize job satisfaction and self actualization for employees
• Clarify the company policies to all employees
• Maintain the policies ethically and responsibly.
• Manage change to benefit the company and the employees.
Performance evaluation
• Mobinil HR department developed two main tools to evaluate
the employee performance and measure his participation to the
personal, departmental and organizational objectives.
• The fist one measures corporate KPIs (key performance
indicators) and the second one measures the personal
competencies.
• In this presentation we’ll discuss the performance management
and evaluation process, & we’ll go in details with the
automation of the performance management process.
Performance Management
• Both evaluations are conducted at the start of the year to
communicate the set targets to the employees and also at the
end to check whether the targets are met; and to evaluate the
development of the employee competencies.
• Examples of the competencies measured for Mobinil employee
evaluation are: communication skills, interpersonal skills
professional attitude, analytical thinking.
Performance Management Automation
Deriving Real Value from Performance Management
Five Rules to Remember
Deriving Real Value from Performance
Management: Five Rules to Remember
• If your HR department is like most, the deadline for annual performance
appraisals can provoke a sense of fear and apprehension. That’s because
many employees—particularly managers—dislike the process of
conducting reviews. They’ve held very few performance discussions
throughout the year, they haven’t updated their goals, and they need
countless reminders to finish appraisals.
• While an online solution simplifies the follow-up processes, HR needs
more than automation to eliminate the yearly headaches. After all,
performance management should be about improving the performance of
your employees so your organization, in turn, can deliver better results.
• But do you know how to get the most from your performance management
process?
• This year, when the familiar fear hits and you struggle to keep a smile on
your face, remember these five tips about what drives us toward the light at
the end of the tunnel.
1. Performance management provides the keys to
the castle.
• Of all the initiatives HR conducts, nothing
consistently supports the business more than the
performance management process.
• Don’t let the administrative aspects overwhelm you.
• You are dealing with your organization’s most
critical asset—its people—and the data you obtain
can offer the most accurate measurement possible of
your organization’s overall skill and talent.
2. Look to the future.
• Too often, we wade through the performance appraisal process believing
our end result is simply the completion of a cycle. Change your
perspective.
• Appraisals are more than assessments of the past year—they are starting
points for the next year.
• As such, be sure managers devote equal time to creating tasks and highlevel goals for the upcoming quarters.
• These objectives serve as guideposts for employees, and they provide the
benchmark against which future performance will be measured.
3. Mine the data.
• The real value of an automated performance management system is not its
automation alone—it is the inherent ability we gain to aggregate and
analyze data. As such, gather performance data for divisions, departments,
or the entire company, and use it to optimize talent by making certain that
the right people are in the right positions.
• Help identify the skills that are most in need of development, and alert
management to talent deficiencies in a particular segment of the company.
And remember: the performance appraisal process is the primary common
ground between HR and the Learning organization.
• By sharing performance data, you give the Learning team insight into
results, so your groups can collaborate on more effective learning and
development strategies for the company.
4. Focus on employee development.
• Because the purpose of performance management is to shift
the curve to the right and encourage improvement, all
employees should have development plans tied to the
performance process.
• These plans can be used to target areas where lowerperforming employees need work, or to strengthen overall skill
sets to prepare top performers for advancement.
• Furthermore, by tracking these development plans throughout
the year, HR can help align the performance management
process with corporate objectives.
5. Put your competencies to work.
• If your company has any type of competency model
established, even at a high level, make sure your competencies
do something.
• For example, establish levels of proficiency within a particular
competency, so employees in a particular position know what
skills are required for promotion. Or define competencies by
performance levels—so an employee who receives a “meets
expectations” rating has a specific roadmap for development
and improvement.
HR SWOC Analysis
Performance appraisal, Automation or no Automation…?
Strengths
 Ability to aggregate and analyze data.
 simplifies the follow-up processes
 Ability to share the data with the
learning teams.
 Online automatic reminders to finish
appraisals.
Opportunities
 Automation
analytical
capabilities
facilitate identification of the skills that
are most in need of development, and
alert management to talent deficiencies
in a particular segment of the company.
Weaknesses
 performance management can drift toward
the negative If we get overwhelmed by the
fast and accurate process of the cycle
instead of using it as a mean to get the best
out of the performance management
process.
Challenges
 All employees should have development
plans tied to the performance process,
hence, lack of immediate training and
development plans to fulfill the gaps
concluded by appraisal lead to demotion of
performance improvement.
Analysis and Conclusion
• After going through Mobinil implemented strategy
specially focusing on the HR department, we
conclude that Mobinil is aware of the fact that
employees are the real capital of every organization.
• Mobinil Human resource department objectives are
aligned to the mission and vision of the company
contributing to the fulfillment of individual and
corporate goals.
Analysis and Conclusion
• In today’s competitive business, specially in the telecommunication market, retaining good employees
and acquiring new ones is very important, the HR
department must be aware of the value and target of
performance management process.
• Performance management data analysis and data
mining would be the core of an action plan to solve
business challenges.
Thank You