Soft Skills

Our services:

1. Recruitment and selection of talents:

• Develop effective recruitment strategies.
• Manage recruitment processes from advertisement to selection.
• Design advanced interviews and assessments.

2. Developing organizational structures:

• Design and develop organizational structures to improve work efficiency.
• Analyze jobs and develop appropriate job descriptions.

3. Performance management:

• Design performance management systems that motivate employees to achieve organizational goals.
• Providing tools to measure performance and develop performance improvement plans.

4. Training and development:

• Identify training needs and provide customized training programs.
• Develop leadership and professional skills.

5. Compensation and rewards management:

• Design compensation and rewards policies.
• Consulting on salary and benefits packages.

6. Employee relations management:

• Resolving conflicts and improving employee relations.
• Providing consultations on labor policies and legislation.

7. Change management:

• Consulting on implementing institutional change strategies.
• Leadership training on how to manage change and achieve smooth adaptation.

8 Services for preparing and reviewing policies, procedures and work models manuals

Internal regulations and policies mean those regulations that include the detailed rules necessary to implement labor laws and regulations and decisions issued by the Ministry of Labor and other relevant ministries The process of preparing manuals of policies, procedures, and work models aims to achieve a number of goals, such as establishing controls and rules governing the implementation of operations and defining responsibilities and implementation mechanisms, so that they provide a reference for implementing various activities. They also contribute to unifying the method or style of work, which helps achieve consistency in the level of performance.

Does your company need a work policy and procedures?

There is no doubt that any company cannot work without establishing and defining internal policies and procedures that organize work, explain its procedures and the relationships between its parties, and precisely define the responsibilities and roles that fall on employees. This means that the absence of these policies or ignoring their definition exposes the company to a state of administrative confusion and lack of clarity of powers. For each individual within the company,

Which necessarily reflects negatively on the productivity of individuals in the company and thus leads to a state of total failure

The problems that companies suffer from in the absence of clear and specific policies and procedures

• Lack of administrative procedures, confusion and confusion in the documentary cycle
• Not specifying the powers of each individual within the company (financial and administrative powers).
• Failure to specify decision-making and approval powers
• Confusion in procedures and loss of responsibility, leading to difficulty in accountability and determining who is responsible for errors and problems

What we offer to organizations wishing to prepare policy and procedure manuals and business models

9-Preparing or reviewing the organizational structure and organizational guide

Organizations seek to keep pace with the growth and development of their work and enhance performance efficiency through the preparation and development of the organizational structure and guide. Therefore, we aim to help organizations achieve their goals and strategic plans by developing an organizational structure and guide that contributes to raising the level of performance, enhancing efficiency and effectiveness, and achieving integration in work, in addition to Reducing operating costs while maintaining the application of structuring principles.

Does your company need to prepare or review the organizational structure and organizational guide?

If your company suffers from one of the following problems, it needs to review and develop the organizational structure and organizational guide:

• Overlapping competencies between jobs and lack of clarity about the nature of the task specific to each job
• Difficulty defining the responsibilities and tasks for each job
• The job’s scope of supervision is not well defined (the relationship between the boss and his subordinates)
• The absence of the concept of joint work and teamwork and the emergence of internal conflicts and disputes between individuals
• Administrative procedures are irregular and unclear to employees
• High turnover rate (resignations and leaving work)
• Informal organizations form among employees that act as pressure groups against the company’s interests
• There is no clear path for promotion to higher positions within appropriate criteria
• Concentration of powers and work expertise in the hands of some employees or managers in a way that threatens the company

What benefits will accrue to your company from preparing or reviewing the organizational structure and guide?

• At the individual level, preparing a good organizational structure makes the employee more productive and creative, encourages him to continuously develop, and creates in him the desire to continue working for the company.
• At the employee level, preparing a good organizational structure creates a stable and safe work environment, reduces problems and conflicts, and enhances the concepts of participation and teamwork.
• At the company level, preparing a good organizational structure enhances the company’s ability to achieve its planned goals, raises its competitive capabilities, improves its ability to rationally use resources, and increases its readiness to seize opportunities in its field of work.

10 Services for preparing a plan to estimate human resources needs and job placement

In order for organizations to be able to achieve the goals for which they were established, all necessary resources must be available, including financing, human resources, and equipment, and human resources are considered one of the most important of these resources. Therefore, we seek to accurately determine the human resource needs in each organizational unit according to the actual workload in order to rationalize human resource costs while maintaining the level of performance targeted by the organization.

What are the benefits that will accrue to your company from preparing a plan to estimate human resources needs and from completing the job placement process properly:

• Human resource planning helps avoid sudden disruptions in the production line and ensure regular workflow.
• Human resources planning helps fill the human resources deficit with the appropriate elements and at the appropriate cost.
• Human resources planning helps plan the future careers of employees, as this includes determining training, transportation, and entertainment activities.
• Analysis of the available workforce helps determine the reasons for leaving or remaining in service and the extent of their satisfaction with work.
• Reducing the objections that may arise from some employees to the process of placing them in new job titles
• Helping management achieve its goals (greater productivity and lower cost).
• Maintaining existing energies and pushing them to work through incentives, wages, and material and moral benefits, ensuring career advancement and growth.

Preparing the human resources budget in the field of recruitment, training, services or termination of services.

• Achieving integration between the strategic plans of the organization as a whole and the human resources management strategy and various activities.
• Good preparation for recruitment, selection, appointment and training