Moataz El Demerdash

Striving for excellence is my benchmark. I'm committed to delivering only the best, and that demands continuous effort and dedication. It's not just a goal, but a standard I hold myself to. #Hrconsol #consultancy #hr #strategicHR #performancemanagement #hubna #hrconsol

٥٠٣

٣٠ تعليق

HR Business Partner vs. HR Manager: Which Role is Essential for Your Organization? Determining whether your organization requires an HR Manager or an HR Business Partner is contingent upon your business's specific needs and strategic objectives. Typically, an HR Business Partner should be considered if your organization is focused on transformation and growth, necessitating a professional who collaborates closely with senior management to align the human resources function with the long-term goals of the business. Conversely, if your business primarily requires management of the day-to-day operations of the human resources function, an HR Manager would be the more appropriate choice. Although there is an overlap between the roles of HR Business Partner and HR Manager, HR Business Partners generally maintain a more strategic focus, while HR Managers are responsible for overseeing daily HR operations. Unfortunately, many organizations still undervalue the role of an HR Business Partner concerning its responsibilities, compensation, or standing within the company. Some managers do not fully understand the capabilities of an HR Business Partner; they merely appreciate the title and incorporate it into their job hierarchy, leading to misconceptions about the intended role of HR. This lack of understanding and business insight results in the HR Business Partner position being undervalued, failing to recognize its potential to add value and become a creator of value rather than a mere cost. If an organization views employees as liabilities, it will fail to appreciate the value creation potential that employees bring. Therefore, managers must have a thorough understanding of each position before deciding to incorporate them into the organization. Misalignment can give rise to further issues, and value may not be added. As the Head of HR, ensuring this alignment is your foremost responsibility. #hr #humanresources #employeeexperience #talent #hiring #leaders #people #leadership #jobs #jobseekers #culture #culturematters #business #growth #branding #strategy #hrstrategy #interviews #tips #linkedin #linkedinconnections #talentnexa #aach

٣٥

٢ تعليق

#organizationaldevelopment #organizationalgrowth #Organizationsuccess #competencies The competencies of organizational development include skills in change management, leadership development, team facilitation, conflict resolution, data analysis, and organizational design. The cycle of organizational development is: 1- Leadership Initiatives 2- Bottom-Up Diagnosis 3- Situation Awareness 4- OD Interventions 5- Change Management For the success of an organization, it is mandatory to implement and compliance the organizational development cycle. #organizationsuccess #ODcycle

٤

Organizational development through planned changes in organizations in line with the speed of change and the conditions and factors in the internal environment…

٥٢

٥ تعليق

Conduct Surveys and Focus Groups to Understand what your Employees Value Most. It Helps Tailor your Rewards Program to Meet Employees' Preferences. #Understand_Your_People #TotalRewards_Tips

١٥

٥ تعليق

Introduction to Six Sigma in Arabic.

٢

١ تعليق واحد

7 Steps to Succeed by Aligning KPIs with Strategic Objectives: Achieving success in your business requires a clear alignment between your Key Performance Indicators (KPIs) and strategic objectives. Here’s a roadmap to help you get there: #Define_Clear_Strategic_Objectives Start with a focused vision of what your business aims to achieve—whether it’s market growth, increased profitability, customer satisfaction, or operational efficiency. #Identify_Relevant_KPIs Choose KPIs that directly measure progress toward your objectives. For instance, if your goal is customer satisfaction, track metrics like Net Promoter Score (NPS) and Customer Retention Rate. #Set_SMART_Goals Ensure your KPIs follow the SMART framework: Specific, Measurable, Achievable, Relevant, and Time-bound. This keeps your objectives actionable and results-focused. #Cascade_KPIs_Across_Teams Align individual and departmental KPIs with overarching goals. For example, if your strategic goal is revenue growth, your sales team can focus on Lead Conversion Rate, while marketing can track Cost per Lead. #Leverage_Data_and_Technology Use analytics tools and dashboards to monitor KPIs in real-time. Data-driven insights will help you spot trends, identify roadblocks, and make timely adjustments. #Regularly_Review_and_Adjust Periodically review your KPIs to ensure they remain relevant as market conditions or strategic priorities change. Adjust them as needed to stay aligned with your business goals. #Celebrate_Success_and_Learn_from_Gaps Recognize and reward achievements to boost morale. Analyze underperformance to identify improvement areas, fostering a culture of continuous growth. #Recognition is the most important step for sustained success if you dont recognize you dont sustain as simple as that. What KPIs are you aligning with your objectives today? Let’s discuss! 🚀

١١

١ تعليق واحد

#Leadership_Management_Skill Leadership is the ability to influence or guide people, while Management is the ability to control day-to-day processes and keep people on track to achieve goals.  Blending Leadership and Management Skills are impactful.

٦٤

٢ تعليق

Model #41: Transformational Leadership Model We have talked about the situational and servant leadership models. Here is another one that focuses on 4 key elements that can help you make a transformation within your team or organization. #Management_Models #Management_Principles #Transformational_Leadership

٢

The Strategic HR Roadmap Generator™ combines expert insights from decades of human capital practices with advanced algorithmic technology to deliver customized recommendations. It generates a dynamic roadmap tailored to each organization's unique characteristics, offering best practices that align with their current needs. #strategicobjectives

٤

Ever wondered what makes the HR engine run? 🚀 From strategists to problem-solvers, here's a breakdown of HR roles and how they shape your workplace! 🌟 𝟭. 𝗖𝗵𝗶𝗲𝗳 𝗛𝘂𝗺𝗮𝗻 𝗥𝗲𝘀𝗼𝘂𝗿𝗰𝗲𝘀 𝗢𝗳𝗳𝗶𝗰𝗲𝗿 (𝗖𝗛𝗥𝗢): The CHRO oversees all HR functions, advising top management on talent management, organizational culture, and workforce planning. 𝟮. 𝗩𝗶𝗰𝗲 𝗣𝗿𝗲𝘀𝗶𝗱𝗲𝗻𝘁 𝗼𝗳 𝗛𝘂𝗺𝗮𝗻 𝗥𝗲𝘀𝗼𝘂𝗿𝗰𝗲𝘀: Reporting to the CEO or CHRO, they lead HR strategies including recruitment, compensation, benefits, and employee relations. 𝟯. 𝗗𝗶𝗿𝗲𝗰𝘁𝗼𝗿 𝗼𝗳 𝗛𝘂𝗺𝗮𝗻 𝗥𝗲𝘀𝗼𝘂𝗿𝗰𝗲𝘀: They manage HR teams, ensuring effective execution of HR initiatives within departments or business units. 𝟰. 𝗛𝗥 𝗠𝗮𝗻𝗮𝗴𝗲𝗿: Responsible for day-to-day HR operations, including recruitment, employee relations, and compliance with employment laws. 𝟱. 𝗛𝗥 𝗕𝘂𝘀𝗶𝗻𝗲𝘀𝘀 𝗣𝗮𝗿𝘁𝗻𝗲𝗿: Collaborates with business leaders to align HR initiatives with organizational goals, focusing on workforce planning and talent development. 𝟲. 𝗛𝗥 𝗚𝗲𝗻𝗲𝗿𝗮𝗹𝗶𝘀𝘁: Handles diverse HR tasks such as recruitment, onboarding, performance management, and HR administration. 𝟳. 𝗛𝗥 𝗦𝗽𝗲𝗰𝗶𝗮𝗹𝗶𝘀𝘁: Provides expertise in specific HR areas like compensation, benefits, training, or employee relations. 𝟴. 𝗛𝗥 𝗖𝗼𝗼𝗿𝗱𝗶𝗻𝗮𝘁𝗼𝗿: Offers administrative support by scheduling interviews, maintaining records, and coordinating HR activities. 𝟵. 𝗛𝗥 𝗔𝗱𝗺𝗶𝗻𝗶𝘀𝘁𝗿𝗮𝘁𝗼𝗿: Manages clerical tasks such as data entry, filing, and responding to HR inquiries. 𝟭𝟬. 𝗛𝗥 𝗔𝘀𝘀𝗶𝘀𝘁𝗮𝗻𝘁: Provides entry-level support with tasks like organizing files, scheduling meetings, and assisting in basic HR processes. This hierarchy reflects a progression from roles with broad strategic responsibilities at the top to positions primarily focused on administrative tasks and support functions at the bottom #HR #HRGeneralist #HRmanager #CHRO #Linkedin

١٤٢

٦ تعليق

Why #KPIs is important ? KPIs play a crucial role in driving #performance, aligning efforts, and enabling #organizations to make informed #decisions to achieve their #objectives. They provide a framework for setting goals, monitoring #progress, and continuously improving performance.

٢٨

١ تعليق واحد

Let's review #Connection the Fifth key to the #EngagementMAGIC by DecisionWise #EmployeeEngagement A sense of belonging and connection to colleagues and the organization significantly influences employee engagement and commitment, as highlighted in engagement surveys showing high scores for workplace relationships. Examples of Connection at Work

٨

#HR هناك ثلاث أنواع هامة من المخاطر في كل قطاعات العمل يجب معرفتها #Preventable_Risks A preventable risk is defined as an internal risk that originates within an organization and holds the potential to be easily avoided or eliminated. Preventable risks can lead to negative consequences if not properly addressed. Proactive measures can be implemented to mitigate these risks and minimize their adverse outcomes through diligent monitoring of business operations and establishing clear employee expectations. #Strategy_Risks Although preventable risks tend to result in negative consequences, strategy risks are not always detrimental and can play a significant role in business operations. An example of a strategy risk is when an organization buys and trades stocks. Stocks are inherently inconsistent and unpredictable, but when managed effectively, they can yield substantial rewards that outweigh the associated risks. #External_Risks Lastly, external risks are defined as risks that occur beyond the organization's boundaries and are beyond its control. These risks encompass a broad spectrum, ranging from natural disasters to economic downturns. Given their unpreventable nature, organizations must prioritize assessing and mitigating these risks to minimize their potential impact.

٣

٢ تعليق

The business strategy must mark the path of the organization; it is the backbone on which the balance of the other elements depends. It is an indispensable roadmap for a company’s success.

١

Key Performance Indicators (KPIs) are measurable values that organizations use to evaluate their success in achieving key business objectives. KPIs are often used at multiple levels within an organization to assess the performance of individual employees, departments, and the organization as a whole. ## Types of KPIs: 1. **Financial KPIs**: Measure financial performance. -**Revenue Growth**: The increase in a company's sales over a specific period. - **Profit Margin**: The amount by which revenue from sales exceeds costs. - **Return on Investment (ROI)**: Measures the gain or loss generated relative to the investment's cost. 2. **Customer KPIs**: Assess customer satisfaction and retention. - **Customer Satisfaction (CSAT)**: Measures customer happiness with a product, service, or interaction. - **Net Promoter Score (NPS)**: Indicates the likelihood of customers recommending your product or service. - **Customer Retention Rate**: The percentage of customers who continue to do business with a company over a certain period. 3. **Operational KPIs**: Focus on internal processes and efficiency. - **Cycle Time**: The time it takes to complete a specific process. - **First Pass Yield (FPY)**: The percentage of products that pass through a process without requiring any rework. - **Capacity Utilization Rate**: Measures how much of a company's potential output is being used. 4. **Employee Performance KPIs**: Track employee performance and development. - **Employee Turnover Rate**: The rate at which employees leave a company. - **Training Effectiveness**: Assesses how well employee training programs improve skills and knowledge. - **Employee Productivity**: Measures the output of an employee over a specific period. 5. **Project Management KPIs**: Measure project progress and success. - **On-Time Completion Rate**: The percentage of projects completed on or before the scheduled deadline. - **Budget Variance**: The difference between the planned budget and actual expenditure. - **Scope Changes**: Number of changes made to a project’s scope after it has started. ## How to Choose Effective KPIs: 1. **Align with Business Objectives**: KPIs should reflect the key goals of the organization. 2. **Be Specific and Measurable**: KPIs need to be quantifiable to track progress effectively. 3. **Be Achievable and Realistic**: KPIs should be set within the realistic capacity of the organization. 4. **Be Time-Bound**: KPIs should be tracked within a specific timeframe to monitor progress. 5. **Be Relevant**: They must be relevant to the specific team, department, or organization’s needs. ## Monitoring and Evaluating KPIs: - Regularly review and adjust KPIs to ensure they remain aligned with changing business goals - Use data visualization tools (like dashboards) to provide a clear and accessible overview of KPI performance. Ensure transparent communication about KPI's across the Organization.

٣

𝗗𝗮𝘃𝗲 𝗨𝗹𝗿𝗶𝗰𝗵 𝗠𝗼𝗱𝗲𝗹 is the best perspective to the 𝗛𝗥 𝗕𝘂𝘀𝗶𝗻𝗲𝘀𝘀 𝗣𝗮𝗿𝘁𝗻𝗲𝗿 𝗥𝗼𝗹𝗲 1-Strategic Partner: HR professionals should align HR strategies and initiatives with the organization's overall business strategy. They need to understand the business context, anticipate future needs, and proactively contribute to strategic decision-making. By acting as strategic partners, HR professionals help drive organizational success and achieve business objectives. 2-Administrative Expert: In addition to strategic contributions, HR professionals must also excel in administrative tasks and processes. This role involves managing HR operations efficiently, ensuring compliance with laws and regulations, and delivering HR services effectively. By maintaining high standards in administrative tasks, HR professionals create a solid foundation for strategic HR initiatives. 3-Employee Champion: HR professionals serve as advocates for employees, promoting a positive work environment, and advocating for employee needs and interests. They play a key role in fostering employee engagement, satisfaction, and well-being. By championing employee interests, HR professionals contribute to a culture of trust, collaboration, and high performance. 4-Change Agent: In today's dynamic business environment, change is inevitable. HR professionals must embrace their role as change agents, leading and facilitating organizational change initiatives. This involves helping employees navigate transitions, building change management capabilities, and driving cultural transformation. By effectively managing change, HR professionals help organizations adapt and thrive in a rapidly evolving landscape.

٢٦

١ تعليق واحد

Some ideas to promote a learning ecosystem in your company based on 4 pillars.

١