Prepared by

Ahmed Sabry

Kareem Wereda

Lubna Youssef

Mahmoud Kandil

Mai Khairy

Marwan Hussien

Mohamed El Zawawy

Human Resources Management

Dr. Nadia El Shafie

"The best way to inspire people to superior performance is to convince them by everything you do and by your everyday attitude that you are wholeheartedly supporting them."  Harold Geneen 

About Mobinil

• The Egyptian Company for Mobile Services (ECMS) is the first global system for mobile communications operator in Egypt.

• Since May 1998, Mobinil has been the leading mobile service provider in Egypt, of coverage extending to more than 99% of the Egyptian population.

Mobinil Vision • To be part of people’s daily lives by providing

reliable and simple services that help people interact and communicate better.

Mobinil Mission To be the leading mobile service provider in Egypt, providing the best quality service to the customers, the best working environment for the employees, top value for shareholders and proudly contributing to the development of the community.

Mobinil Values• Seek excellence

Having passion helps understand customers; offer them the best market offers and best value for money through products and services.

• Friendly Enjoy team-work and success with others by building close relationships while having a sense of professionalism and considering the needs of both customers and employees.

• Dynamic Make difference in the life of customers and the community at large. Confidence and optimism are communicated with passion in a fast moving market and state of the art technology

• Simple Communication is clear and simple, always direct and easy to understand. Effort is exerted for customer satisfaction in the most simple and convenient way

• IntegrityDo what is right and ethical to build trustful image. To treat customers, employees, partners and shareholders with respect and understanding

Mobinil Human Resource Strategy

“When you are reaching for excellence, you have to build a foundation of excellence.”

Mobinil Human Resources Main Objectives• Contribute to the actualization of the company mission and vision.• Selecting the employees who fit most to the company culture • Maintain and develop a quality of work life that makes the company

an attractive place to be employed in • Provide Equal employment opportunity• Contribute to the development of the employees through providing

proper training and motivation• Managing the employees effectively• Maximize job satisfaction and self actualization for employees• Clarify the company policies to all employees• Maintain the policies ethically and responsibly.• Manage change to benefit the company and the employees.

Performance evaluation• Mobinil HR department developed two main tools to evaluate

the employee performance and measure his participation to the personal, departmental and organizational objectives.

• The fist one measures corporate KPIs (key performance indicators) and the second one measures the personal competencies.

• In this presentation we’ll discuss the performance management and evaluation process, & we’ll go in details with the automation of the performance management process.

Performance Management

• Both evaluations are conducted at the start of the year to communicate the set targets to the employees and also at the end to check whether the targets are met; and to evaluate the development of the employee competencies.

• Examples of the competencies measured for Mobinil employee evaluation are: communication skills, interpersonal skills professional attitude, analytical thinking.

Performance Management Automation

Deriving Real Value from Performance Management

Five Rules to Remember

Deriving Real Value from Performance Management: Five Rules to Remember• If your HR department is like most, the deadline for annual performance

appraisals can provoke a sense of fear and apprehension. That’s because many employees—particularly managers—dislike the process of conducting

reviews. They’ve held very few performance discussions throughout the year, they haven’t updated their goals, and they need countless reminders to

finish appraisals. • While an online solution simplifies the follow-up processes, HR needs more

than automation to eliminate the yearly headaches. After all, performance management should be about improving the performance of your employees

so your organization, in turn, can deliver better results. • But do you know how to get the most from your performance management

process?• This year, when the familiar fear hits and you struggle to keep a smile on

your face, remember these five tips about what drives us toward the light at the end of the tunnel.

1. Performance management provides the keys to the castle.

• Of all the initiatives HR conducts, nothing consistently supports the business more than the

performance management process. • Don’t let the administrative aspects overwhelm you.

• You are dealing with your organization’s most critical asset—its people—and the data you obtain

can offer the most accurate measurement possible of your organization’s overall skill and talent.

2. Look to the future.• Too often, we wade through the performance appraisal process believing

our end result is simply the completion of a cycle. Change your perspective.

• Appraisals are more than assessments of the past year—they are starting points for the next year.

• As such, be sure managers devote equal time to creating tasks and high-level goals for the upcoming quarters.

• These objectives serve as guideposts for employees, and they provide the benchmark against which future performance will be measured.

3. Mine the data.• The real value of an automated performance management system is not its

automation alone—it is the inherent ability we gain to aggregate and analyze data. As such, gather performance data for divisions, departments, or the entire company, and use it to optimize talent by making certain that

the right people are in the right positions.

• Help identify the skills that are most in need of development, and alert management to talent deficiencies in a particular segment of the company. And remember: the performance appraisal process is the primary common

ground between HR and the Learning organization.

• By sharing performance data, you give the Learning team insight into results, so your groups can collaborate on more effective learning and

development strategies for the company.

4. Focus on employee development.• Because the purpose of performance management is to shift

the curve to the right and encourage improvement, all employees should have development plans tied to the

performance process.

• These plans can be used to target areas where lower-performing employees need work, or to strengthen overall

skill sets to prepare top performers for advancement.

• Furthermore, by tracking these development plans throughout the year, HR can help align the performance management

process with corporate objectives.

5. Put your competencies to work.• If your company has any type of competency model

established, even at a high level, make sure your competencies do something.

• For example, establish levels of proficiency within a particular competency, so employees in a particular position know what skills are required for promotion. Or define competencies by performance levels—so an employee who receives a “meets expectations” rating has a specific roadmap for development and improvement.

Strengths Weaknesses

Opportunities Challenges

Ability to aggregate and analyze data. simplifies the follow-up processes Ability to share the data with the

learning teams. Online automatic reminders to finish

appraisals.

performance management can drift toward the negative If we get overwhelmed by the

fast and accurate process of the cycle instead of using it as a mean to get the best

out of the performance management process.

All employees should have development plans tied to the performance process, hence, lack of immediate training and development plans to fulfill the gaps

concluded by appraisal lead to demotion of performance improvement.

HR SWOC Analysis

Automation analytical capabilities facilitate identification of the skills that

are most in need of development, and alert management to talent deficiencies in a particular segment of the company.

Performance appraisal, Automation or no Automation…?

Analysis and Conclusion • After going through Mobinil implemented strategy

specially focusing on the HR department, we conclude that Mobinil is aware of the fact that employees are the real capital of every organization.

• Mobinil Human resource department objectives are aligned to the mission and vision of the company contributing to the fulfillment of individual and corporate goals.

Analysis and Conclusion• In today’s competitive business, specially in the tele-

communication market, retaining good employees and acquiring new ones is very important, the HR department must be aware of the value and target of performance management process.

• Performance management data analysis and data mining would be the core of an action plan to solve business challenges.

Thank You