Performane Management Project

Dr. Reham Adel

Represented by:
- Marwaa Mostafa Ayoub
- Nada Samir Omar

We help you attract, select, place, develop, promote, motivate and retain talent to achieve successful strategy
execution

Content:
-

Part 1 :
o Civilsoft Story
o CivilsoftVision
o Civilsoft Mission
o Civilsoft Values
o Civilsoft Strategies
o Civilsoft Products
o Civilsoft Departments
o Civilsoft Organization Structure

o Human Resource department structure

o Human Resources Department goals
o Human Resources Department Objectives
o Human Resources Competency frame work

Part 3:
o Job analysis diagram for Recruitment Supervisor
o Job analysis table for Recruitment Supervisor
o Job analysis diagram for HR Administrator officer
o Job analysis table for HR Administrator officer
o Job description for Recruitment Supervisor
o Job Description for HR Administration officer
o Appraisal form for Recruitment Supervisor
o Appraisal form for HR Administrator officer
o Development form for Recruitment Supervisor
o Development form HR Administrator officer

Part3:
o Strategic mapping for organization
o Strategic mapping for department
o Strategic mapping for Recruitment Supervisor
o Strategic mapping for HR Administration Officer
o Balance score card for organization and department
o Balance score card for organization and department
o Balance score card for HR Administration Officer
o Balance score card for Recruitment Supervisor

Further Recommendations
References

Our Story:
20 years ago, CivilSoft realized the pressing need for HR and payroll solutions in the Middle East, and thus became the first management software company to
specialize in the field. Our history has given us unbeatable exposure to the market, to a variety of different countries, industries, and organizations, and to the
problems and challenges they face every day.
However, we would rather focus on the solutions to these problems. We have been using the insights that esteemed professionals like yourself have given us over
the years to develop innovative solutions, robust enough to deal with 100% of the scenarios you may face in business. We have built a wonderful team of experts
whose main concern is your success, every step of the way.
So now, at the time when globalization is creating new challenges and complexities, at the time when the role of HR is becoming more strategic than ever, and
when comprehensive talent management has become the core element of success, we are ready, and very excited to help!
With Civil Soft is Our people are our most important asset is no longer a clichs Making it happen is our passion.

Our Vision
To become one of the leading software houses in the world

Our Mission
To provide the client with a complete Human Resource and Payroll Management Solution - that is fast, flexible, reliable and innovative, one-step ahead of
tomorrow.

Our Values
We do not take advantage of others lack of knowledge to sell our product, we do not pretend to know what we really dont, and we do not hide information and
always share our knowledge

Our Strategies:
1) Take Charge take off: Build your own rules. Define your own parameters. Set your own direction. Take-off at an unprecedentedly high speed and have the
system run like an autopilot, assisting you in controlling the organization and allowing you to focus on broader aspects of operation.
2) Look Beyond the symptoms: Identify the pain points and put them right! Gain visibility into what is hindering the growth of your organization.
3) Nurture Your Investment: A company that is here to stay, to learn and develop from you, and for you. A Team of specialists that's available, around the clock,
for your ultimate care and support. We help you make the best out of your investment, and watch the benefits grow, every single day.

Our Products:
A solution that changed the world, that enabled the human race to take off, after being severely limited as to how far they can go. Like the wheel, CivilSoft
Solutions have changed the way you do business, enabling your organization to go further, to grow bigger, through the effective application of Strategic Human
Capital Management.
- Budgeting Software Solution
- Talent Acquisition Software Solution
- Resource Planning & Scheduling Software Solution
- Housing Management Software Solution
- Performance Management Software Solution
- Compensation Management Software Solution
- Succession Planning Software Solution
- Training & Development Software Solution

Our Departments:
ANALYSIS
Develops and maintains requirements documentation. Post project, finalize requirements documentation and archive as appropriate. Our IT team's mission is to
create and deliver IT solutions and services that fit the group's needs and drives the required business results.

DEVELOPMENT AND IMPLEMENTATION

Our IT team's mission is to create and deliver IT solutions and services that fit the group's needs and drives the required business results. The group's IT
professionals provide deployment, maintenance and support for enterprise business applications, technology infrastructure, and desktop computing

USER INTERFACE DESIGN

The Design, Display and Decoration teams create and deliver all of our retail store projects across the region. With creativity as your natural instinct, you will be
expected to add that extra zeal to enhance our creative strengths through a variety of projects.

MARKETING
Our roles are full of variety and you will need to be able to turn your hand to a multitude of tasks from organizing market research and assessing the results of
marketing campaigns to setting up the marketing strategies and leading agencies on the communication campaigns.

ACCOUNTING AND FINANCE

Our objective is to provide top-class accounting services in terms of quality and timeliness. Our accounting teams provide the data on which all the financial
decisions of the group are based. Joining one of our accounting teams you could be responsible for managing a team of qualified professionals, organized by
accounting process. Each accounting team services several different business units, ensuring high quality internal control, providing timely

HUMAN RESOURCES
Working within the Human Resources function, you'll be fundamental to developing and executing our people strategy, which provides the programs, measures
and tools that help our people achieve their full potential. You might develop and implement strategies for performance management

Civilsoft Organization Structure:

Human Resource Department Structure:

Human Resource Department Goals

- Talent Acquisition
- Employer branding and introduction in the Egyptian labor market
- Talent Retention
- Talent Development
- Performance Management using our technology
- Innovative culture and enforcing new behaviors
- Participate in cutting down unnecessary costs
- Effective training plans with transfer of training programs
- Compensation and reward plans

Human Resource Department Objectives

1) Increase the efficiency of vacancies filled with required talents before deadlines
2) Set recruitment plans covering needs of 6 months in advance with coordination of other department managers
3) Spreading connection networks for referrals
4) Headhunting and attracting talented candidates
5) Communicate available recruiting services and hiring options to support faculty and staff hiring
6) Develop a framework for selecting candidates with cooperation of Department managers
7) Develop Employer branding strategies inside and outside Egypt
8) analyze the status employer branding rate and alert incase of any drop downs
9) Develop good retention plans and implementation methods
10) Develop recreation plans for employees and their families
11) Develop rewarding plans for candidates performing in great way '' extraordinary / excellent / good performers)
12) Review development plans per candidate from PMS system periodically
13) Develop a training plan for each employee and revise periodically
14) Align each department training plan with budget set for each department after reviewing training plans
15) Develop training transfer programs to insure the implementation of the training knowledge
16) Periodic training for staff on how to use our PMS system and how to implement results from it

17) Observing the Performance appraisal of both employees and supervisors on the system
18) Setting and ensuring performance review meetings and insuring accuracy and efficiency of the process
19) Linking Development plans from our PMS software system with training and development software system
20) Periodic SWOT analysis for the behaviors and attitudes in the company
21) Develop culture inducing plans, commitment, involvement, and engagement plans
22) Develop team building activities and employee-family programs
23) Observe costs and expenses and keeping records
24) Eliminate unnecessary costs and expenses and set expenditure plans
25) Review and innovate in compensation and rewarding plans
26) Develop out of the box ideas to build a recreation culture for the employees
27) Classify employees for compensation and reward programs and review periodically

Human Resources Department Competencies Framework:

B= Beginner

Team work
Result Oriented
Accountability
Communication
Flexibility
Strategic Thinking
initiative
judgment & decision making
negotiation & influence
planning & organizing
coaching
stress management

I= Intermediate

E= Expert

Recruitment
Supervisor

Recruitment
Specialist

Recruiter
Officer

HR Admin
Supervisor

HR Admin
Specialist

HR Admin
Officer

E
E
E
E
I
I
I
E
E
E
E
E

I
I
I
E
I
I
I
B
I
I
I
I

B
I
B
I
I
I
I
I
I
B
X
I

E
E
E
I
E
I
I
E
I
I
E
E

I
I
I
I
I
B
I
I
B
I
I
I

I
I
I
I
I
X
X
X
B
B
X
X

Culture Fit:
-Show punctuality in appointments, schedule and attendance
-Show modesty, giving credit to others, accepting feedback and understanding self weaknesses.
-Show discipline towards the company's rules and polices, do what one knows is best and do it gladly.
-Prohibit waste of time.
-Persistently show a positive and a can do attitude.
-Hold a positive attitude towards colleagues' success
-Focus on what to give first before expecting things to happen.
-Drive the change aiming at success.
-Build loyalty among Team members.
-Be a self driven person, energetic, and passionate about own work and self development.
-Approach any issue or problem by blaming self first.

Human Resources Department Competencies Description:

Competency

Level

Teamwork

Behavior indicators
Consistently works with others to accomplish goals and tasks
Give and seek input from others

Cooperates with others to

accomplish common goals; works
with employees across the company
to achieve shared goals; treats
others with dignity and respect and
maintains a friendly atmosphere;
values the contributions of others

State personal opinions and areas of disagreement tactfully

Beginner

Listen to and acknowledge the feelings, concerns, opinions, and ideas of others.
Anticipates additional responsibilities to facilitate the achievement of team goals
Attends and actively participates in Company meetings, activities and events.
Support group decisions even if not in total agreement
Provides clear direction and priorities to teams
Delegates responsibility to individuals to make them accountable for successful execution
Credits individual contributions/acknowledges team accomplishments

Intermedi
ate

Resolves conflict among team members sensitively and fairly

Give and receive feedback from peers or other team members in order to perform the task.
Builds loyalty among other team members
Share information, ideas, and suggestions
Provides clear direction and priorities to team
Appropriately involves others in decisions and plans that affect them
Manages and organizes the work of cross functional teams
Volunteers to organize activities or events that are outside job responsibilities

Expert

Realize arising conflict and taking action at Division/ Organization level

Assist others in solving problems and achieving own goals.
Negotiate to achieve a "win-win" outcome
Make procedural suggestions to encourage progress towards goals.

Results Orientation

Clarifies what is expected; establishes clear, specific performance goals, expectations, and priorities.
Find ways to go around obstacles with minimum guidance.

Consistently delivers required

business results; sets and achieves
achievable, yet aggressive, goals;
consistently respond to quality
standards and meets deadlines;
remain focused on own objectives,
departments and companys goals.

Manages own time well in order to complete allocated tasks on time and with high quality
Exhibits a strong sense of urgency about solving problems and accomplishing objectives
Beginner

Considers the implication of proposed course of actions

Pursues organizational objectives with energy and persistence. Sets high
personal standards for performance.
Adapts working methods in order to achieve objectives.
Accepts ownership of and responsibility for own work.

Intermedi

Using resources effectively to accomplish objectives and stays within the established budget.

ate

Measures progress against objectives.

Maintains commitment to goals, in the face of obstacles; seeks to understand reasons for obstacles and to find ways to overcome.
Measures the risks involved while taking a course of action
Assesses group performance against goals and identifies areas of improvement.
Exceeds current expectations and pushes for improved results in own
performance.
Takes on new roles and responsibilities when faced with unexpected changes
Taking decisions through weighing up the cost-benefit and risk implications.
Sets challenging goals for his/her area of responsibility in relation to business opportunities

Expert

Acts entrepreneurially to make performance gains.

Recognizes when others have seta misaligned goals with the companys objectives and provides guidance and coaching
Resolve problems and obstacles quickly and effectively when complex and unique circumstances occur.

Accountability

Takes personal responsibility for own actions.

Responsiblefor the accuracy of work ; completes assigned tasks on time with the expected quality
Notifies supervisor when unable to be met obligationsso that alternative plans can be set.

Accepts full responsibility for selfcontribution as a team member;

displays honesty and truthfulness;
confronts problems quickly;
displays a strong commitment to
organizational success and inspires
others to commit to goal

Beginner

Keeps supervisor and stakeholders informed of changes in schedules and deliverables.

Follows policies and procedures with minimal guidance.
Maintains confidentiality with sensitive information.
Acknowledges and learns from mistakes without blamingothers; recognizes the impact of someones behavior on others.
Takes responsibility for work unit or project outcomes, regardless to either positive or negative results.

Intermedi
ate

Establishes self expectations for the work unit so that goals are reasonable and achievable and projects are set up to succeed.
Inspires others to commit to the goals of the company.
Supports subordinates, provides oversight and takes responsibility for delegated assignments.
Good management of the companys resources (i.e., people, time, money) by using an acceptable amount of resources to accomplish goals/tasks.
Ensures a culture of accountability among others by defining roles and responsibilities
Guides others in the interpretation and application of policies, procedures and guidelines.

Expert

Coaches other leaders on how to gain commitment and buy in to accomplish the companys goals.
Removes obstacles for efficient use of resources.
Sets and symbolizes high ethical standards and maintain self and others accountable for code of conduct.

Communication

Writes basic communications (e.g., an email requesting straightforward information)

Uses appropriate grammar, punctuation, and spelling.

Respectfully listens to others to gain

a full understanding of issues;
understand written material;
presents information in a clear and
brief manner orally and in writing to
ensure others understand his/her

With guidance, applies the Departments style and format guidelines.

Beginner

Provides verbal updates on work assignments/task status to direct supervisors and others as directed.
Speaks clearly and respectfully in a confident manner.
Demonstrates a basic understanding of appropriate non-verbal communication (e.g., makes eye contact).

ideas; appropriately adapts his/her

message, style, and tone to
accommodate a variety of
audiences.

Presents information in own area of expertise to small or moderately-sized groups

Writes complex documents, using clear terminology and a brief format as appropriate.
Prepares routine written communications that are accurate, clear and well-organized.
Makes oral presentations to a variety of audiences of varying size, conveying main ideas and supporting points clearly and briefly.
Adapts style and content of communication of ideas and information
to match the audience.
Intermedi
ate

Uses appropriate communication methods for effective interactions

with a preference towards personal interactions.
Is persuasive and confident in communicating ideas.
Negotiates win-win outcomes by exploring different positions and
building consensus.
Read body language and other non-verbal signs accurately and uses that understanding to structure and give an appropriate response.
Demonstrates the ability to see things from another's perspective.
Understands people behavior in a certain situation; accurately assesses root causes of the individual's behaviors.
Reviews and edits materials prepared by others for grammar, punctuation, spelling, and confirm thestyle and format guidelines.
Communicates persuasively in writing to multiply stakeholders about programs, projects, and proposals.
Takes a lead role in delivering presentations and briefings for high-level internal and external stakeholders.
Responds to difficult/complex questions with ease, responding promptly and accurately in a clear, brief, credible, and courteous manner.

Expert

Presents highly complex information articulately when meeting with key executives or public officials, including issues with high-visibility.
Anticipates and understands people's likely reactions to events or situations.
Uses the understanding of peoples reaction to plan for effective interactions and to foster long-term positive relationships.
Responds to people's concerns in a proactive manner that promotes long term solutions.
Uses various media to share ideas, convey information and obtain feedback clearly.

Initiative

Completes assignments without the need of prompting from supervisor or others.

Digs beneath the obvious to get at the facts, even when not asked to do so

Proactively identifies ways to

contribute to the companys goals
and missions; achieves results
without needing reminders from
others; identifies and takes action to
address problems and opportunities.

Recognizes and acts on present issues without being asked.

Beginner

Successfully completes tasks with minimal guidance from supervisor

Focuses on achieving results, rather than activities that may not add value
Takes action to avoid imminent problem or to capitalize on imminent opportunity.
Goes beyond expectations in the assignment, task, or job description without being asked.
Takes the initiative to complete assignments early; consistently exceeds expectations regarding the timing of deliverables

Intermedi
ate

Demonstrates the Ability to complete even unfamiliar tasks independently by applying the previous gained knowledge
Starts and carries on new projects.
Looks for ways to achieve greater results or add value
Creates opportunities or minimizes potential problems by anticipating and preparing for these inadvance.

Anticipates needs in different situations and takes appropriate action

Gets others involved in supporting efforts and initiatives.
Expert

Coaches others to spontaneously recognize and appropriately act on upcoming

opportunities.
Fosters an environment that anticipates and acts upon potential threats and/or opportunities.

Judgment and
Decision Making

Determines when it is appropriate to make a decision on his or her own and when it is appropriate to seek help.
Recognizes and refers issues that deviate from standard practice to direct supervisor.
Beginner

Applies clear and brief guidelines to resolve routine problems.

Recognizes when information is lacking and seeks out additional information to assist in decision-making.

Analyses problems by evaluating

available information and resources;
develops effective, applicable
solutions to problems which can
help drive the effectiveness of the
Company.

Makes sound and timely decisions about own work based on policy & logic

Intermedi
ate

Analyzes problems effectively and makes appropriate decisions without missing deadlines or causing delays in service
Accurately predicts the outcomes of a variety of alternatives to problems and makes decisionstaking into consideration the future risks and
opportunities.
Demonstrates the ability to cope with uncertainty and an incomplete set of facts to develop an effective solution
Integrates and analyzes complex data from multiple sources; identifies connections between unrelated information.

Expert

Manages a group problem solving process, assisting others in staying focused on the current problem and systematically working through the
issue.
Considers accurate evaluation of the costs, risks, and benefits of alternatives and chooses the best courses of action for which the benefits
outweigh the risks.
Identifies and resolves problems of particular difficulty, sensitivity, or strategic importance thecross organizational.
Demonstrates the ability to manage and handle crises effectively through the application of the crisis management techniques.

Flexibility

Adjusts schedules, tasks, and priorities when necessary

Beginner

Adapts to new ideas and initiatives relevant to own area of work

Applies rules or procedures flexibly.
Seeks direction, responds positively and readily adapts to a change in the work environment.

Adapts to change quickly and

positively; deals effectively with a
variety of people and situations;
appropriately adapts ones thinking
or approach as the situation changes

Responds effectively to multiple demands.

Functions effectively in uncertain or stressful situations.
Intermedi
ate

Balances and prioritizes competing needs and demonstrates/promotes flexibility in a changing environment.
Contributes to shaping business practices and policies
Encourages others to see the positive outcome of doing things differently
Displays a positive attitude in the face of ambiguity/mystery and change.
Realize changes of customer or organizational expectations whichrequire new approaches and takes the necessary steps to meet new standards.
Seeks for best practices inside and outside the Organization to anticipate the change.
Demonstrates the ability to adapt work methods to technology and environment change

Expert

Understands and promotes the Organizations business needs and policies for introducing change
Encourages others to work through situations or issues involving mysteries or setbacks by systematically evaluating options and establishing
appropriate action plans

Helps others adapt effectively to work through different situations when under stress or pressure
Assists with removing of barriers and/or resolves issues that are blocking theprogress of the project
Tracks costs, time and other resource usage at the project level to make necessary adjustment

Stress Management

Completes work assignments during ongoingstressful events

Stays calm in pressurized and demanding situations
Able to handlestressand maintain productivity levels.

The extent to which one can

function productively under varying
degrees of pressure and stress, that
hinder the completion of ones job
duties & responsibilities

Beginner

Responds flexibly to changing circumstances

Realize when unable to cope and asks others for help
Flexible to changes in work priorities and deadline
Maintains personal well-being and achieves a balance between work and home life
Remain focus on key priorities and deliverables, staying flexible in theface of pressure

Intermedi
ate

Maintains work quality even when working under deadlines, fatigue, or opposition
Stays on course even when policy or procedure changes suddenly
Remains productive in times of crisis and critical events
Examines strategies for removing stress effects
Quickly identifies stress factors and uses coping skills necessary to reduce anxiety from stressful situations, feelings or thoughts
Anticipates stressful conflicts and plans ahead

Expert

Provides guidance to others in achieving a healthy work-life balance

Promotes the company to be a flexible organization, responding to the changingneeds
Shows positivity in the face of external pressure, minimizing negativeimpact

Strategic Thinking

Understands how work contributes to the delivery of the company's objectives

Understanding different parts of the organization to accomplish goals and objectives

The ability to analyze the

organization's competitive position
by considering market and industry
trends, existing and potential
customers (internal and external),
and strengths and weaknesses as
compared to competitors

Understands the specific actions needed that contributes into organizational objectives
Considers a wide organization implications on the personal work
Beginner

Considers whether short-term goals will support long-term objectives.

Thinks beyond the work environment and makes decisions in the context of the
total environment.
Projects or thinks about long-term applications of current activities and
anticipates reactions to different initiatives.
Works with a future view while prioritizing self and others work to align with companys objectives

Intermedi
ate

Briefs and prepares the team in order to accomplish goals and objectives
Communicates the companys strategic priorities in a compelling and convincing manner
Balances the teams needs with the wide organizational needs
Identifies collaboration between team priorities and other relevant agendas

Expert

Develops a positive and compelling future visionpotential and demonstrating confidence in the strategic direction of the company

Translates an understanding of the complex and diverse threats and issuesfacing the company into positive action
Proactively involves partners in strategic thinking, incorporating their viewsinto plans and working with them to align strategic priorities
Sets organizational priorities by identifying where time and investment is needed the most
Generates and leads strategic initiatives that reflect the companys position as a regional authority

Planning /Organizing

Plans and prioritizes own workload to meet agreed deadlines

Checks for errors to ensure work is delivered at a high standard the first time
Effectively sets priorities

Establishes a systematic course of

action for self or others to ensure
accomplishment of a specific
objective & determines priorities
and allocates time and resources
effectively

Beg

Works with available resources

Plans to meet time, cost and quality expectations
Organizes and uses resources in an efficient, safe and appropriate manner
Meets all reporting requirements
Establishes priorities, objectives, strategies, action plans and resource requirements

Inter

consistent with the work team task plans and direction

Provides a suitable framework for scheduling and implementing project plans
Monitors progress against plans to ensure time, cost and quality expectations are being met
Establishes a strategic framework for the organization that is consistent with the overall businesses strategy

Expert

Ensures a continuous optimal balance between resources allocation flows, competing priorities and changing goals
Ensures overall resources requirements match business goals and expected contributions to the organizations financial and economic well-being

Coaching

Understands the role of coach and mentor

Understands the coaching and mentoring scheme and workswithin the principles of the scheme

Providing timely guidance and

feedback to help others strengthen
specific knowledge/skill areas
needed to accomplish a task or
solve a problem

BEG

Develops a good rapport building including active listening skillsand empathy

Appreciates diversity and difference
Can demonstrate an understanding of body language matching and mismatching
Understands when self-disclosure is most appropriate
Continues to work effectively as a coach and mentor withinthe Coaching & Mentoring Scheme

Inter

Ability to set aside own answers/problem solving skills toenable the mentee/coachee to develop their own skills
Offers few and well timed suggestions
Ability to construct a learning experience

Expert

Negotiation &
influencing others:

Ability to coach at Strategic Executive level

Constructively works towards a win-win solution during negotiations.
Focuses on achieving value-added results during negotiations

Beginner

Persuades by using concrete examples to make a point.

Identifies and presents information or data that will have a strong effect

Expresses strong negotiation skills,

generates multiple alternatives to a

Adapts arguments to others' needs/interests.

Intermedi

Makes realistic compromises during negotiations.

problem to meet the needs of other

stakeholders; works to achieve winwin outcomes that others can
accept; appropriately utilizes
settlement strategies.

ate

Ability to step back when necessary from the negotiation process while staying focused on the objective
Understands others' complex or underlying needs, motivations, emotions or concerns and adjusts communication effectively.
Recalls others' main points and takes them into account in own communication.
Identifies and targets influence efforts at the real decision makers and those who can influence them.
Seeks out and builds relationships with others who can provide information, career support, potential business, and other forms of help.
Reads signals from diverse listeners to assess when and how to change planned communication approach to effectively deliver message.

Expert

Buildssuccessful initiatives to gain support for ideas.

Engage experts or third parties to influence others.
Develops other indirect strategies to influence others.

Internal Customer :HR Adminstration Specalist

- document new office installation
-report office installation schedule
- request paid HR expenses invoices copy
- request meeting for sudden incidents
- request data and number of newly hired employees for M.I and I.S
- request list with dates for HR supplies needed
- Follow up to get needs information on time

External Customer:Alico medical insurance

Internal Customer: Accounting Officer

- Copies of paid invoices for HR expenses
- record all HR expenses
- send files by email

External Customer: Social Insurance

- prepare data of new employees

- record data of new employees
- eliminate ex- employees
- go visit to insure registrations done
- request invoice copy

- prepare data of new employees

- record data of new employees
- eliminate ex- employees
- go visit to insure registrations done
- request invoice copy

External Customer:GNS AC Maintence Agency

External Customer: Zein PC Maintence Agency

- sent list of needed AC maintenance

- request estimation cost
- request estimation return date and time
- request invoice copy
-follow up on returning schedule
- Call and visit to insuring ACs are fixed

External Customer:Pharo Office Supplies

- give list of need HR supplies
-Check availability of HR Supplies
- Request price list, Quotations, and special offers
-follow up on purchase delivery schedule
- check schedule for replacing defects
-request finial invoice for purchase

- sent list of needed PC maintenance

- request estimation cost
- request estimation return date and time
- request invoice coy
-follow up on returning schedule
- Call and visit to insuring PCs are fixed

All Tasks List of

Tasks summary HR
HR Administration Officer Administration Officer
- sent list of needed AC maintenance
- request estimation cost
- request estimation return date and time
- request invoice copy
-follow up on returning schedule
- Call and visit to insuring ACs are fixed

- sent list of needed PC maintenance

- request estimation cost
- request estimation return date and time
- request invoice coy
-follow up on returning schedule
- Call and visit to insuring PCs are fixed

- give list of need HR supplies

-Check availability of HR Supplies
- Request price list, Quotations, and special
offers
-follow up on purchase delivery schedule
- check schedule for replacing defects
-request finial invoice for purchase

Prepare documents of maintenance

requirements in the branch and send
to maintenance agencies.

Job Responsibilities HR
Administration officer
Preparing accurate documents for requirements
with due dates.

Request maintenance estimation cost,

due dates of fixations documents,
Prepare accurate reports for updates and
estimation total cost invoice copy.

Weight
20%
20%

scheduled dates.

Follow up on maintenance agencies

to insure delivery on time and
accurate fixation of equipments.

Prepare documents of needed HR

supplies, send to supply store.
Request documents of check list for
supplies availabilities, price lists,
quotations, and special offers, and
total cost invoice copy.

Request accurate reports and with figures,

schedules, dates, and data.

20%

Follow up ensuring actions are done as per the

schedule set and report any changes in the
schedules.

20%

Accurate book-keeping of Monterey data and

figures.

10%

Keeping data and figures up to date from the

actions placement

10%

Follow up on shipping schedules for

the supplies, and recalls replacements
schedules.

- prepare data of new employees

- record data of new employees
- eliminate ex- employees
- go visit to insure registrations done
- request invoice copy
- prepare data of new employees
- record data of new employees
- eliminate ex- employees
- go visit to insure registrations done
- request invoice copy

- document new office installation

-report office installation schedule
- request paid HR expenses invoices copy
- request meeting for sudden incidents
- request data and number of newly hired
employees for M.I and I.S
- request list with dates for HR supplies
needed
- Follow up to get needs information on time

- Copies of paid invoices for HR expenses

- record all HR expenses
- send files by email

Update data of company's employees

hired and leaving at the Medical and
Social insurance companies
Request document of invoice
registration or elimination costs copy
from Medical and Social insurance
companies

prepare reports of new office

installation for equipments and
schedules. for HR Administration
specialist
Request reports for HR supplies
needs, new office installations plans ,
updates of employees hired and
terminated periodically

Book-keeping and reporting of HR

expenses invoices copies unpaid to
the Accounting officer

Job Responsibilities HR
Administration officer

General
Measure

specific measure

Goals

Preparing accurate documents

of requirements records with
due dates.
20%

Quantity
Quality
time

no. of documents prepared

no. of errors in the documents
%accurate dates of recording

- accurate requirements for HR supplies

purchases, maintenances requirements ,

Prepare accurate reports for

updates and scheduled dates.
20%

Quality
Time

% of errors in updates
% of late or missed schedules

-insuring office installation are set on

time and preparation of offices for new
employees

Request accurate reports and

with figures, schedules, dates,
and data.
20%

Quantity
Quality
Time

no. of reports received

% errors in reports
% of late or missed reports

- insure that dates sets, costs decided, and

numbers of requests being sent are
accurate and up to date from external
customers
- insure that data given from internal
customers are up to date and accurate

Follow up ensuring actions are

done as per the schedule set and
report any changes in the
schedules.
20%

Time
Quality
Quantity

no. of visits for checking

accomplishments
no. of calls for checking
accomplishments
no. of unaccomplished actions
no. of reports made for changes

- insuring that required items will be

received on time to avoid any delays
might happened due to these delays

Accurate book-keeping of
Monterey data and figures.
10%
Keeping data and figures up to
date from the actions placement
10%

Quantity

Time
Quality

no. of errors in records

no. of missed records

% of updates made per week or

month
% of edited figures or data
% of errors found

- insuring that monetary expenses are

recorded up to date with no rate of errors
that might cause financial wrong
calculations
- maintaining a good quality of data with
regular updates to be flexible with
frequent changes in business processes

Job Description: HR Administration Officer

Job title: Human Resources Administration Officer
Recommended salary grade: D
Division: Human Resources Department
Contract type: Full time

Reports to: Human Resource Administration specialist

Location: Alexandria, Egypt
Date:
Job code:

Job Summary:
Human Resources Administration Officer directs, manages and coordinates the activities and operations within the company including documentations, reports,
book keeping, and also outside the company with external parties as following up, and making requests, in order to ensure organizational effectiveness and
efficiency.

Primary Job Responsibilities:

Preparing accurate documents for requirements with due dates. 20%

Prepare accurate reports for updates and scheduled dates. 20%

Request accurate reports and with figures, schedules, dates, and data. 20%
Follow up ensuring actions are done as per the schedule set and report any changes in the schedules. 20%
Accurate book-keeping of Monterey data and figures. 10%
Keeping data and figures up to date from the actions placement. 10%

Summary of job Tasks

- Prepare documents of maintenance requirements in the branch and send to maintenance agencies.
- Request maintenance estimation cost, due dates of fixations documents, estimation total cost invoice copy.
- Follow up on maintenance agencies to insure delivery on time and accurate fixation of equipment.
- - Prepare documents of needed HR supplies, send to supply store.
- Request documents of check list for supplies availabilities, price lists, quotations, and special offers, and total cost invoice copy.
- Follow up on shipping schedules for the supplies, and recalls replacements schedules.
- Update data of company's employees hired and leaving at the Medical and Social insurance companies
- Request document of invoice registration or elimination costs copy from Medical and Social insurance companies
- prepare reports of new office installation for equipment and schedules. for HR Administration specialist
- Request reports for HR supplies needs, new office installations plans , updates of employees hired and terminated periodically
- Book-keeping and reporting of HR expenses invoices copies unpaid to the Accounting officer

Channel of Communication:
External customers
Supplies Stores
AC Maintenance agency
PC Maintenance agency
Social insurance
Medical insurance agency

Internal Customers
HR Administration Specialist
Accounting officer

Job Requirements:
- Bachelor degree of commerce, briefed accounting section
- Experience of 1year as Office manager, Office administration, or HR administration
- Good commands of business writing as reports and documentations
- Good commands of book keeping methodology and techniques
- perfect command of Microsoft office use as excel and word

Job Competencies:
competency title

Level of
Competency

Team Work

Intermediate

Result Oriented

Intermediate

Competencies Levels Explanations

Provides clear direction and priorities to teams
Delegates responsibility to individuals to make them accountable for successful execution
Credits individual contributions/acknowledges team accomplishments
Resolves conflict among team members sensitively and fairly
Give and receive feedback from peers or other team members in order to perform the task.
Builds loyalty among other team members
Share information, ideas, and suggestions
Provides clear direction and priorities to team
Appropriately involves others in decisions and plans that affect them
Using resources effectively to accomplish objectives and stays within the established budget.
Measures progress against objectives.
Maintains commitment to goals, in the face of obstacles; seeks to understand reasons for obstacles and to find ways to
overcome.
Measures the risks involved while taking a course of action
Assesses group performance against goals and identifies areas of improvement.
Exceeds current expectations and pushes for improved results in own
performance.
Takes on new roles and responsibilities when faced with unexpected changes
Takes responsibility for work unit or project outcomes, regardless to either positive or negative results.
Establishes self expectations for the work unit so that goals are reasonable and achievable and projects are set up to

Intermediate

Accountability

Communication
Intermediate

Flexibility

negotiation &
influence

planning &
organizing

Intermediate

Beginner

succeed.
Inspires others to commit to the goals of the company.
Supports subordinates, provides oversight and takes responsibility for delegated assignments.
Good management of the companys resources (i.e., people, time, money) by using an acceptable amount of resources
to accomplish goals/tasks.
Writes complex documents, using clear terminology and a brief format as appropriate.
Prepares routine written communications that are accurate, clear and well-organized.
Makes oral presentations to a variety of audiences of varying size, conveying main ideas and supporting points clearly
and briefly.
Adapts style and content of communication of ideas and information
to match the audience.
Uses appropriate communication methods for effective interactions
with a preference towards personal interactions.
Is persuasive and confident in communicating ideas.
Negotiates win-win outcomes by exploring different positions and
building consensus.
Read body language and other non-verbal signs accurately and uses that understanding to structure and give an
appropriate response.
Demonstrates the ability to see things from another's perspective.
Understands people behavior in a certain situation; accurately assesses root causes of the individual's behaviors.
Responds effectively to multiple demands.
Functions effectively in uncertain or stressful situations.
Balances and prioritizes competing needs and demonstrates/promotes flexibility in a changing environment.
Contributes to shaping business practices and policies
Encourages others to see the positive outcome of doing things differently
Displays a positive attitude in the face of ambiguity/mystery and change.
Realize changes of customer or organizational expectations which require new approaches and takes the necessary
steps to meet new standards.
Constructively works towards a win-win solution during negotiations.
Focuses on achieving value-added results during negotiations
Persuades by using concrete examples to make a point.
Identifies and presents information or data that will have a strong effect
Adaps arguments to others' needs/interests.
Plans and prioritizes own workload to meet agreed deadlines
Checks for errors to ensure work is delivered at a high standard the first time
Effectively sets priorities
Works with available resources
Plans to meet time, cost and quality expectations

Beginner

Organizes and uses resources in an efficient, safe and appropriate manner

Meets all reporting requirements

Core values:

Candor
Reciprocity
Self- Development
Inspiring and Help others
Ownership
Respect

Culture Fit:
-Show punctuality in appointments, schedule and attendance
-Show modesty, giving credit to others, accepting feedback and understanding self weaknesses.
-Show discipline towards the company's rules and polices, do what one knows is best and do it gladly.
-Prohibit waste of time.
-Persistently show a positive and a can do attitude.
-Hold a positive attitude towards colleagues' success
-Focus on what to give first before expecting things to happen.
-Drive the change aiming at success.
-Build loyalty among Team members.
-Be a self driven person, energetic, and passionate about own work and self development.
-Approach any issue or problem by blaming self first.

HR Manager Signature:

Employee Signature

Next date for reviewing

Performance Self-Appraisal form: HR Administration Officer

I. Employee Information
Date
Branch
Employee Name
Employee Code
Experience level
Last promotion date

II. Employee Education Information

Academic Qualification
before hiring
Academic Qualifications
after hiring
Educational Certificates
before hiring
Educational Certificates
after hiring
Courses / trainings
attended before hiring
Courses / trainings
attended after hiring

III. Work Tasks and Duties

List below the job duties and task you perform or apply, noting that you should rate these duties and tasks according to the rating scales below:
Task and Duty application/ performance scale
~FREQUENTLY: Performs task Daily or Weekly
~OCCASIONALLY: Performs task monthly or Quarterly
~RARELY: Performs task annually
~NOT PERFORMED: Task is no longer performed

Time span:Time spent in performing or applying the task or duty;

ranges: - 1 -3 hours 2-5 hours 3-7 hours 4-8 hours
Prioritization Rank: after filling all the prior columns arrange the tasks
by numbering them from most important to the least ones

Task and Duty performance / application scale

Task and Duties List
Prepare documents of maintenance requirements
in the branch and send to maintenance agencies.
Request maintenance estimation cost, due dates
of fixations documents, estimation total cost
invoice copy.
Follow up on maintenance agencies to insure
delivery on time and accurate fixation of
equipment
Prepare documents of needed HR supplies, send
to supply store.
Request documents of check list for supplies
availabilities, price lists, quotations, and special
offers, and total cost invoice copy.
Follow up on shipping schedules for the supplies,
and recalls replacements schedule
Update data of company's employees hired and
leaving at the Medical and Social insurance
companies
Request document of invoice registration or
elimination costs copy from Medical and Social
insurance companies
Prepare reports of new office installation for
equipment and schedules. for HR Administration
specialist
Request reports for HR supplies needs, new office
installations plans , updates of employees hired
and terminated periodically
Book-keeping and reporting of HR expenses

Time
Span

Frequently Occasionally
Rarely
Not
performed performed performed performed

Prioritization
rank

invoices copies unpaid to the Accounting officer

IIII. Competencies Framework:

Rate the competencies mentioned below according to your application level:

Rating level
Behavior indicators
Provides clear direction and priorities to teams
Delegates responsibility to individuals to make them accountable for
successful execution
Credits individual contributions/acknowledges team accomplishments
Resolves conflict among team members sensitively and fairly
Give and receive feedback from peers or other team members in order to
perform the task.
Builds loyalty among other team members
Share information, ideas, and suggestions
Provides clear direction and priorities to team
Appropriately involves others in decisions and plans that affect them
Using resources effectively to accomplish objectives and stays within the
established budget.
Measures progress against objectives.
Maintains commitment to goals, in the face of obstacles; seeks to
understand reasons for obstacles and to find ways to overcome.
Measures the risks involved while taking a course of action
Assesses group performance against goals and identifies areas of
improvement.
Exceeds current expectations and pushes for improved results in own
performance.
Takes on new roles and responsibilities when faced with unexpected
changes
Takes responsibility for work unit or project outcomes, regardless to
either positive or negative results.
Establishes self expectations for the work unit so that goals are reasonable
and achievable and projects are set up to succeed.
Inspires others to commit to the goals of the company.
Supports subordinates, provides oversight and takes responsibility for
delegated assignments.

None

Bad

Fair

Good

V.Good

Excellent

Good management of the companys resources (i.e., people, time, money)

by using an acceptable amount of resources to accomplish goals/tasks.
Writes complex documents, using clear terminology and a brief format as
appropriate.
Prepares routine written communications that are accurate, clear and wellorganized.
Makes oral presentations to a variety of audiences of varying size,
conveying main ideas and supporting points clearly and briefly.
Adapts style and content of communication of ideas and information
to match the audience.
Uses appropriate communication methods for effective interactions
with a preference towards personal interactions.
Is persuasive and confident in communicating ideas.
Negotiates win-win outcomes by exploring different positions and
building consensus.
Read body language and other non-verbal signs accurately and uses that
understanding to structure and give an appropriate response.
Demonstrates the ability to see things from another's perspective.
Understands people behavior in a certain situation; accurately assesses
root causes of the individual's behaviors.
Responds effectively to multiple demands.
Functions effectively in uncertain or stressful situations.
Balances and prioritizes competing needs and demonstrates/promotes
flexibility in a changing environment.
Contributes to shaping business practices and policies
Encourages others to see the positive outcome of doing things differently
Displays a positive attitude in the face of ambiguity/mystery and change.
Realize changes of customer or organizational expectations whichrequire
new approaches and takes the necessary steps to meet new standards.
Plans and prioritizes own workload to meet agreed deadlines
Checks for errors to ensure work is delivered at a high standard the first
time
Effectively sets priorities
Works with available resources
Plans to meet time, cost and quality expectations
Organizes and uses resources in an efficient, safe and appropriate manner
Meets all reporting requirements
Constructively works towards a win-win solution during negotiations.

Focuses on achieving value-added results during negotiations

Persuades by using concrete examples to make a point.
Identifies and presents information or data that will have a strong effect
Adapts arguments to others' needs/interests.

V. Cultural Fit:
Rate the Characteristics mentioned below according to the scale below:
~FREQUENTLY: Performed daily
~OCCASIONALLY: Performed weekly
~RARELY: Performed monthly
~NOT PERFORMED: not performed

Rating Level
Characteristics
Show punctuality in appointments, schedule and attendance
-Show modesty, giving credit to others, accepting feedback and
understanding self weaknesses.
-Show discipline towards the company's rules and polices, do what
one knows is best and do it gladly.
-Prohibit waste of time.
-Persistently show a positive and a can do attitude.
-Hold a positive attitude towards colleagues' success
-Focus on what to give first before expecting things to happen.
-Drive the change aiming at success.
-Build loyalty among Team members.
-Be a self driven person, energetic, and passionate about own work
and self development.

FREQUENTLY

OCCASIONALLY

RARELY

NOT PERFORMED

VI. Discussion Session:

1. Has the past year been good/bad/satisfactory or otherwise for you, and why?

2. What do you consider to be your most important achievements of the past year?

3. What elements of your job do you find most difficult?

4. What do you like and dislike about working for this organisation?

5.What action could be taken to improve your performance in your current position by you, and/or Company?

VIII. Comments on performance appraisal form

----------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------

Employee Signature

performance appraisal form completing date

Performance Review Development form:

HR Administration Officer
New Objectives

Priority

Training Needs

Priority

Development Needs

Review date

Competency needed

Actions

Employee Signature

duration ( short-term
long-term mediumterm)

Next Review Date

External Customer
Internal Customer

Internal External customers dealing with Recruitment supervisor

External customer
1-Public &private sectors:
participate in org seminars &work shops.
represent company in job fair events.
handling all recruitment events.
present the company as a consultant with educational
organizations.
2-Media:
advertise for new vacancies.

3-Expected employees:
manage recruitment process
create JD+JS for new positions
create pool of qualified candidates.
conduct interviews.
prepare status letter to candidates whether accepted or
not
submit offers to selected candidates

Internal customer
1-General Manager:
prepare annual manpower plans.
arrange for final interviews conduct by general manager.

2-Human Resources Manager:

deliver all facts of recruitment success
develop recruitment plans and policy
review recruitment plans.
update org chart
prepare list of approved candidates.
3-Finance Department:
deliver reports of recruited employees to align with budget.
request for budget for outdoor recruitment events.

4-Recritmentspecalist & his team (recruitment officer)

supervise team
prepare team performance appraisal.

ALL TASKS LIST OF

RECRUITMENT SUPERVISOR

advertise for new vacancies.

participate in org seminars

&work shops.
represent company in job
fair events.
handling all recruitment
events.
present the company as a
consultant with educational
organizations
manage recruitment process
create JD+JS for new
positions
create pool of qualified
candidates.
conduct interviews.
prepare status letter to
candidates whether accepted
or not*submit offers to
selected candidates
deliver all facts of
recruitment success
develop recruitment plans
and policy
review recruitment plans.
update org chart
prepare list of approved
candidates.
deliver reports of recruited
employees to align with
budget.
request for budget for
outdoor recruitment events.

TASKS SUMMARY OF
RECRUITMENT SUPERVISOR

JOB RESPONSIBILITIES OF
RECRUITMENT SUPERVISOR

WEIGHT

Prepare new vacancies for advertisement

when needed.
Handling and presenting company at
different events(job fair +seminars
+workshops +educational org)-(when
required) = employer branding

Prepare new vacancies for advertisement with

due dates.
Prepare events report to HR manager before
due dates

10%
10%

Manage all recruitment process from

conducting interview for qualified
candidates + status letter.
Prepare JD+JS

Matching recruitment process with org goals.

20%

Prepare needed reports from HR

manager about recruitments success, after
each recruitment process.
Report and review recruitment
palns+policy

Report to HR manager about recruitment

plans +policy

20%

Prepare report about recruited employees

after each succeeded recruitment process.
Request for estimated budget for new
candidates before hiring.

Request from finance manager new candidates

budget plans.

20%

prepare annual manpower

plans.
arrange for final interviews
conduct by general
manager.
supervise recruitment
specialist & his team.
prepare team performance
appraisal.

Prepare &arrange for yearly plan after

making necessary interviews.

Prepare accurate upcoming year recruitment

plan.

Manage and prepare recruitment specialist Prepare performance appraisal for recruitment
+his team performance appraisal.
specialist +his team .

10%

10%

JOB RESPONSIBILITIES OF
RECRUITMENT SUPERVISOR

GENERAL
MEASURES

SPECIFIC MEASURE

GOALS

Prepare new vacancies for advertisement with

due dates.
10%
Prepare events report to HR manager before
due dates 10%
Matching recruitment process with org goals.
20%
Report to HR manager about recruitment plans
+policy 20%
Request from finance manager new candidates
budget plans. 20%
Prepare accurate upcoming year recruitment
plan. 10%

QUALITY
TIME

Accurate matching new vacancies &due

dates advertisement requirements.

Quality
Time
Quality.

*No of defect in the advertisements.

*%of accurate due dates
advertisement.
*%of report errors.
*% of accurate due dates.
*% of accurate recruitment process.

Quality
Quantity
Quality

*% of accurate recruitment process.

*no of delayed repot
*%of accurate requested budget

Quality
Time

*% of recruitment process accuracy

matching with org plan.
*no of delayed plan
*no of complained employees about
their performance appraisal.
*% of satisfied employees about
performance appraisal .

Prepare performance appraisals for recruitment Quantity

specialist +his team . 10%
Quality

Prepare after events reports to HR

manager.
Accurate recruitment process with org
goal.
Report to HR manager updated
recruitment plans.
Matching finance budget with recruitment
plans.
Insure upcoming recruitment plans
matching with organization plan.
Accurate team performance appraisal
results.

Job Description: Recruitment Supervisor

JOB TITLE: Recruitment supervisoru
Recommended salary grade: B
Division: Human Resources Department
Contract type: Full time

Reports to: Human Resource Manager

Location: Alexandria, Egypt
Date:
Job code:

Job Summary:
The Recruitment Supervisor is responsible for delivering all facets of recruiting success throughout the organization. This will be achieved through the
development of recruiting plans, employing traditional sourcing strategies and resources as well as developing new, creative recruiting ideas.
The Recruitment Supervisor will play a critical role in ensuring we are hiring the best possible talent.
Job objective: Hiring the right people at the right time at the right place in order to support the organization to acquire, retain and develop the best talent.
Recruitment is the most crucial function of all HR functions.
Manage the recruitment process to ensure that you have the right people, with the required skills, in the right place, at the right time and aligned with
business objectives that will have a great impact on the organizational performance and return on investment that will enhance the employer branding.

Primary Job Responsibilities:

Prepare new vacancies for advertisement with due dates. 10%
Prepare events report to HR manager before due dates 10%
Matching recruitment process with org goals. 20%
Report to HR manager about recruitment plans +policy 20%
Request from finance manager new candidates budget plans. 20%
Prepare accurate upcoming year recruitment plan. 10%
Prepare performance appraisal for recruitment specialist +his team .10%

Summary of job Tasks :

Prepare new vacancies for advertisement when needed.
Handling and presenting company at different events(job fair +seminars +workshops +educational org)-(when required) = employer branding
Manage all recruitment process from conducting interview for qualified candidates + status letter.
Prepare JD+JS
Prepare needed reports from HR manager about recruitments success, after each recruitment process.
Report and review recruitment palns+policy
Prepare report about recruited employees after each succeeded recruitment process.
Request for estimated budget for new candidates before hiring.
Prepare &arrange for yearly plan after making necessary interviews.
Manage and prepare recruitment specialist +his team performance appraisal.

Channel of Communication:
External customers
Media
Public and private sectors.
Expected employees.

Internal Customers
HR manager
General manager .
Finance department
Recruitment specialist and his team (recruitment officer)

Job Requirements:
Related work experience
Minimum 2 yrs. experience working in a recruitment role
IT industry is an asset
Formal education or equivalent
Bachelor's degree in Business Administration or related.
Professional Human Resources certification or a Diploma in Human Resources Management is preferred.

Job Competencies:

Competency

Level

Teamwork

Expert

Results
Orientation

Expert

Accountability
Expert

Communication

Expert

Flexibility
Intermediate
Strategic thinking
Intermediate

Initiative

Intermediate

Behavior indicators
Manages and organizes the work of cross functional teams
Volunteers to organize activities or events that are outside job responsibilities
Realize arising conflict and taking action at Division/ Organization level
Assist others in solving problems and achieving own goals.
Negotiate to achieve a "win-win" outcome
Make procedural suggestions to encourage progress towards goals.
Taking decisions through weighing up the cost-benefit and risk implications.
Sets challenging goals for his/her area of responsibility in relation to business opportunities
Acts entrepreneurially to make performance gains
Ensures a culture of accountability among others by defining roles and responsibilities
Guides others in the interpretation and application of policies, procedures and guidelines.
Coaches other leaders on how to gain commitment and buy in to accomplish the companys goals.
Removes obstacles for efficient use of resources.
Sets and symbolizes high ethical standards and maintain self and others accountable for code of conduct.
Reviews and edits materials prepared by others for grammar, punctuation, spelling, and confirm thestyle and format
guidelines.
Communicates persuasively in writing to multiply stakeholders about programs, projects, and proposals.
Takes a lead role in delivering presentations and briefings for high-level internal and external stakeholders.
Responds to difficult/complex questions with ease, responding promptly and accurately in a clear, brief, credible, and
courteous manner.
Responds effectively to multiple demands.
Functions effectively in uncertain or stressful situations.
Works with a future view while prioritizing self and others work to align with companys objectives
Briefs and prepares the team in order to accomplish goals and objectives
Communicates the companys strategic priorities in a compelling and convincing manner
Balances the teams needs with the wide organizational needs
Identifies collaboration between team priorities and other relevant agendas
Takes the initiative to complete assignments early; consistently exceeds expectations regarding the timing of deliverables
Demonstrates the Ability to complete even unfamiliar tasks independently by applying the previous gained knowledge
Starts and carries on new projects.
Looks for ways to achieve greater results or add value
Creates opportunities or minimizes potential problems by anticipating and preparing for these in advance.
Anticipates needs in different situations and takes appropriate action

Judgment and
decision making
Expert

Negation and
influence
Expert

Planning and
organizing

Coaching and
leadership
Stress
management

Expert

Expert

Expert

Core values:

Candor
Reciprocity
Self- Development
Inspiring and Help others
Ownership
Respect

Manages a group problem solving process, assisting others in staying focused on the current problem and systematically
working through the issue.
Considers accurate evaluation of the costs, risks, and benefits of alternatives and chooses the best courses of action for
which the benefits outweigh the risks.
Identifies and resolves problems of particular difficulty, sensitivity, or strategic importance the cross organizational.
Demonstrates the ability to manage and handle crises effectively through the application of the crisis management
techniques.
Reads signals from diverse listeners to assess when and how to change planned communication approach to effectively
deliver message.
Build ssuccessful initiatives to gain support for ideas.
Engage experts or third parties to influence others.
Develops other indirect strategies to influence others.
Establishes a strategic framework for the organization that is consistent with the overall businesses strategy
Ensures a continuous optimal balance between resources allocation flows, competing priorities and changing goals
Ensures overall resources requirements match business goals and expected contributions to the organizations financial
and economic well-being
Ability to coach at Strategic Executive level
Quickly identifies stress factors and uses coping skills necessary to reduce anxiety from stressful situations, feelings or
thoughts
Anticipates stressful conflicts and plans ahead
Provides guidance to others in achieving a healthy work-life balance
Promotes the company to be a flexible organization, responding to the changing gneeds
Shows positivity in the face of external pressure, minimizing negative impact

Culture Fit:
-Show punctuality in appointments, schedule and attendance
-Show modesty, giving credit to others, accepting feedback and understanding self weaknesses.
-Show discipline towards the company's rules and policies, do what one knows is best and do it gladly.
-Prohibit waste of time.
-Persistently show a positive and a can do attitude.
-Hold a positive attitude towards colleagues' success
-Focus on what to give first before expecting things to happen.
-Drive the change aiming at success.
-Build loyalty among Team members.
-Be a self driven person, energetic, and passionate about own work and self development.
-Approach any issue or problem by blaming self first.

HR Manager Signature:

Employee Signature

Next date for reviewing

Performance Self-Appraisal form: Recruitment Supervisor

I. Employee Information
Date
Branch
Employee Name
Employee Code
Experience level
Last promotion date

II. Employee Education Information

Academic Qualification
before hiring
Academic Qualifications
after hiring
Educational Certificates
before hiring
Educational Certificates
after hiring
Courses / trainings
attended before hiring
Courses / trainings
attended after hiring

III. Work Tasks and Duties

List below the job duties and task you perform or apply, noting that you should rate these duties and tasks according to the rating scales below:
Task and Duty application/ performance scale
~FREQUENTLY: Performs task Daily or Weekly
~OCCASIONALLY: Performs task monthly or Quarterly
~RARELY: Performs task annually
~NOT PERFORMED: Task is no longer performed

Time span:Time spent in performing or applying the task or duty;

ranges: - 1 -3 hours 2-5 hours 3-7 hours 4-8 hours
Prioritization Rank:after filling all the prior columns arrange the tasks by
numbering them from most important to the least ones

Task and Duty performance / application scale

Task and Duties List
Prepare new vacancies for advertisement when
needed.
Handling and presenting company at different
events(job fair +seminars +workshops
+educational org)-(when required) = employer
branding
Manage all recruitment process from conducting
interview for qualified candidates + status letter.
Prepare JD+JS
Prepare needed reports from HR manager about
recruitments success, after each recruitment
process
Report and review recruitment plans +policy
Prepare report about recruited employees after
each succeeded recruitment process
Request for estimated budget for new candidates
before hiring.
Prepare &arrange for yearly plan after making
necessary interviews.
Manage and prepare recruitment specialist +his

Time
Span

Frequently Occasionally
Rarely
Not
performed performed performed performed

Prioritization
rank

team performance app

IIII. Competencies Framework:

Rate the competencies mentioned below according to your application level:

Rating level
Behavior indicators
Manages and organizes the work of cross functional teams
Volunteers to organize activities or events that are outside job responsibilities
Realize arising conflict and taking action at Division/ Organization level
Assist others in solving problems and achieving own goals.
Negotiate to achieve a "win-win" outcome
Make procedural suggestions to encourage progress towards goals.
Taking decisions through weighing up the cost-benefit and risk implications.
Sets challenging goals for his/her area of responsibility in relation to business opportunities
Acts entrepreneurially to make performance gains.
Ensures a culture of accountability among others by defining roles and responsibilities
Guides others in the interpretation and application of policies, procedures and guidelines.
Coaches other leaders on how to gain commitment and buy in to accomplish the
companys goals.
Removes obstacles for efficient use of resources.
Sets and symbolizes high ethical standards and maintain self and others accountable for
code of conduct.
Reviews and edits materials prepared by others for grammar, punctuation, spelling, and
confirm thestyle and format guidelines.
Communicates persuasively in writing to multiply stakeholders about programs, projects,
and proposals.
Takes a lead role in delivering presentations and briefings for high-level internal and
external stakeholders.
Responds to difficult/complex questions with ease, responding promptly and accurately in
a clear, brief, credible, and courteous manner.
Responds effectively to multiple demands.
Functions effectively in uncertain or stressful situations.

None

Bad

Fair

Good

V.Good

Excellent

Manages a group problem solving process, assisting others in staying focused on the
current problem and systematically working through the issue.
Considers accurate evaluation of the costs, risks, and benefits of alternatives and chooses
the best courses of action for which the benefits outweigh the risks.
Identifies and resolves problems of particular difficulty, sensitivity, or strategic
importance thecross organizational.
Demonstrates the ability to manage and handle crises effectively through the application
of the crisis management techniques.
Reads signals from diverse listeners to assess when and how to change planned
communication approach to effectively deliver message.
Buildssuccessful initiatives to gain support for ideas.
Engage experts or third parties to influence others.
Develops other indirect strategies to influence others.

Establishes a strategic framework for the organization that is consistent with the overall
businesses strategy
Ensures a continuous optimal balance between resources allocation flows, competing
priorities and changing goals
Ensures overall resources requirements match business goals and expected contributions to
the organizations financial and economic well-being
Ability to coach at Strategic Executive level
Quickly identifies stress factors and uses coping skills necessary to reduce anxiety from
stressful situations, feelings or thoughts
Anticipates stressful conflicts and plans ahead
Provides guidance to others in achieving a healthy work-life balance
Promotes the company to be a flexible organization, responding to the changingneeds
Shows positivity in the face of external pressure, minimizing negativeimpact

V. Cultural Fit:
Rate the Characteristics mentioned below according to the scale below:
~FREQUENTLY: Performed daily
~OCCASIONALLY: Performed weekly
~RARELY: Performed monthly
~NOT PERFORMED: not performed

Rating Level
Characteristics
Show punctuality in appointments, schedule and attendance
-Show modesty, giving credit to others, accepting feedback and
understanding self weaknesses.
-Show discipline towards the company's rules and polices, do what
one knows is best and do it gladly.
-Prohibit waste of time.
-Persistently show a positive and a can do attitude.
-Hold a positive attitude towards colleagues' success
-Focus on what to give first before expecting things to happen.
-Drive the change aiming at success.
-Build loyalty among Team members.
-Be a self driven person, energetic, and passionate about own work
and self development.

FREQUENTLY

OCCASIONALLY

RARELY

NOT PERFORMED

VI. Discussion Session:

1. Has the past year been good/bad/satisfactory or otherwise for you, and why?

2. What do you consider to be your most important achievements of the past year?

3. What elements of your job do you find most difficult?

4. What do you like and dislike about working for this organisation?

5.What action could be taken to improve your performance in your current position by you, and/or Company?

VIII. Comments on performance appraisal form

----------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------

Employee Signature

performance appraisal form completing date

Performance Review Development form:

Recruitment supervisor
New Objectives

Priority

Training Needs

Priority

Development Needs

Review date

Competency needed

Actions

Employee Signature

duration ( short-term
long-term mediumterm)

Next Review Date

Balance Score Card Tale Summary

Perspective Objective

- increase market share

Measurements

HR
Recruitment
Supervisor

HR Admin
Officer

Actions/ Initiatives

- increase no. of marketing and sales

campaigns
- increase promotions and discount
programs for customers

Lagging

Leading

number of sales deals

improving sales ratio

figures

increase market share

by 5% in 1 year

Operating 3 new
branches with 90%
efficiency

Organization

- Business Expansion

number of opened
branches

increase efficiency of
operating branches

- Employee Retention

employees satisfied
with their jobs

reduce turnover rates

- maintaining HR
financial budget

monitoring department
expenses

- increase talent pool

average no. of talented

known engineers hired
in co.

- maintain efficient
recruitment and selection

hiring employees on
requests dates

- efficient and
satisfactory workplace

office installations and

equipments prepared
before due date by
week

- Assist in maintaining
HR budget financials
budget

reporting day to date

HR expenses

HR
Department

Target

reduction of unnecessary
expenses

increase attraction of
more talented known
engineers to co.
No delays in recruitment
requests and having
efficient recruitment
schedule
ready and satisfactory
workplace for new hiring

reduction of unnecessary
expenses

-purchasing of new branches assets

- hiring efficient staff
- setting operating processes

reduce turnover rate

by 5% within 1 year

- improve compensation and reward

programs
- improve work context and content

reduce department
cost by 10% in 1 year

reduces unnecessary cost of

recruitments, administration, training
and personnel

increase top talented

known engineers
hiring by 2% within 1
year

- headhunt well-known engineers in

competitive companies.

meeting recruitment
requests on due dates
efficiently
reduce duration
spent on office
insulations and
equipments by 3%
within 1 year
reduce department
cost by 10% in 1 year

- seeking colleges and schools for

networks and databases
- keeping up to date CV banks
- ordering reports for equipments and
office installations pre-due date
- following up on installations and
equipments

- seek best prices proposals and offers

- keeping up to date reports of expenses

Recommendations
In our point of view as a working group in CIVIL SOFT Performance Management project , we think that the company
strategy needs to be modified (re formulated i.e. rephrased) in a form to be totally understood for company's employees,
departments, branches ,competitors ,media ,stakeholders,......etc.

It was written on a form to be market's customers attractive ,to be unique differentiated than competitors.

The strategy needs to be more specific, short , brief, to the point ,we here suggest the following strategy to be used "we born
to succeed, to stay, to learn and develop from &to you .
our goals are both your investment& to serve you at ultimate care and support."

References:
1-Michkel Armstrong performance Management
2-CIVI SOFT yearly employee Hand Book
3-www.Civil Soft.com
4-www.investopiedia.
5-www.oracle.com/us/solutions/business-analytics/business-intelligence/strategymanagement/overview/index.html
6- www.oracl performance appraisal form.com
7- www.SAP performance appraisal form .com
8- Lectures PowerPoint's