Table of Contents

SECTION 1 – Manpower Planning

• Staff Budget
• Vacant Positions
• Nationalization Program
SECTION 2 – Recruitment

• Recruitment Sources
• Personnel Requisition System
• Orientation Checklists
SECTION 3 – HR Policies and Procedures

• Policies and Procedures

• The Plan

SECTION 4 – HRIS

• Human Resources Information System

SECTION 5 – Salary Structure & Benefits Chart

• Salary Structure
• Benefits Chart
SECTION 6 – Human Resources Office

• Weekly Meeting
• Working Hours
• Correspondence
SECTION 7 – Job Specifications & Job Descriptions

• Job Specifications
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Created by
Farid El Sawaf
VP - Human Resources
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 • Job Descriptions
SECTION 8 – Performance Appraisal System

• The System
SECTION 9 – Training and Development

• Training Needs
• Training Plan

SECTION 10 – Employees Communication

• Newsletter
• Employee Notice Boards
• General Staff Meeting
• Employee Suggestion Scheme

SECTION 11 – Employees Relations

• Employee of the Month Competition

• Best Performer Awards Competition
• First Aid Boxes
SECTION 12 – Termination of Employment

• Terminations
• Resignation
• Employee Turnover Report

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Created by
Farid El Sawaf
VP - Human Resources
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 Manpower Planning

Staff Budget:

A meetings to be arranged with each department head to revise the actual number of
staff that we have now against the budgeted number to know the discrepancies that
we need to hire and when according to the priorities for each department.

Vacant Positions:

A monthly headcount report should be created and supported by a list of all vacant
positions and to be distributed to all Department Heads accordingly, then to follow
up with them according to the priorities for each department.

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Created by
Farid El Sawaf
VP - Human Resources
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 Recruitment

Recruitment Sources:

We have to have several recruitment sources to cover our needs at any time and to
classify these sources according to the staff categories in order to guaranty the
efficient recruiting implementation, candidate inventory to be developed, good
rapport should be kept with potential candidates.

Personnel Requisition System:

It should be implemented at all times not for some cases only; it should be the base
for an effective Manpower planning, General Manager's approval is a must in case of
exceeding the budgeted number of employees or in the case of a new position is
developed or created.

Orientation Checklists:

Orientation checklists forms prove that the employee has underwent the company’s
orientation program; we will create the orientation checklist form to be implemented
in the near future for all the new hires to let them know all the needed information's
about the company history, organization chart, policies and procedures, job related
knowledge/information ….etc.

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Created by
Farid El Sawaf
VP - Human Resources
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 HR Policies and Procedures

Policies and Procedures:

The HR Policies and Procedures are designed to manage the relation between the
employee and the employer; it's the Egyptian Labor Law 12 for year 2003 that
manages the staff benefits and the working conditions of the employment relation, so
it should be clear.

It describes many of employee's responsibilities and outlines the programs developed

by the company to benefit its employees.

One of our objectives is to provide a work environment that is conducive to both

personal and professional growth.

The Plan:

Our HR Policies and Procedures needs to be revised and updated, therefore list of all
the HR Policies and Procedures to be established including the needed forms as well,
it should be legally updated.

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Created by
Farid El Sawaf
VP - Human Resources
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 HRIS

Human Resources Information System:

We need to hire an HR information system to cover the following points:

1- Employees Profile
2- Payroll information
3- Payroll History
4- Vacation Management
5- Misconduct
6- Performance Appraisal
7- Time Keeping
8- Training History and Records
9- Recruitment and Data Base
10- Benefits
11- Medical Management
12- Document Management
13- Change of Status records
14- Planning

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VP - Human Resources
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 15- Career Path

Salary Structure & Benefits Chart

Salary Structure:

A revised Salary Structure should be developed and based on a salary market survey to
know all the salaries and Benefits paid by the competitors in order to attract the
potential staff in the market.

Benefits Chart:

A Benefit Chart has to be developed grouping the employees in a logical manner that
facilitates the calculation of employee benefits, all employees especially the executives
have to be aware of what benefits that company provides, it will help to keep our staff
and reduce the turnover.

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VP - Human Resources
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 Human Resources Office

Weekly Meeting:

A weekly meeting should be held at the end of each week, all HR Department staff
has to attend this meeting to revise the targeted and the achieved work during the
week, then to plan for targeted work for the coming week and to distribute the work
for the concerned HR staff.

Working Hours:

HR office has to be manned at all working hours to ensure the availability of an HR

representative, the working hours to be scheduled for HR office to be available most
of the time during the day.

Correspondence:

It's not necessary to keep applications on files for a maximum period of six months,
Unsuccessful and pending applicants have to be answered; standard letters have to be
used for all, it should be submitted to them in case of acceptance or rejection
including the reasons of rejection, It's necessary to develop reference check
procedures and make sure it will be implemented at all the times.

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Created by
Farid El Sawaf
VP - Human Resources
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 Job Specifications & Job Descriptions

Job Analysis:

The success of every organization is dependent upon the performance of its

employees.
Job Analysis is a process to identify and determine in details the particular job duties
and requirements besides the relative importance of these duties for a given job.
It is the systematic study of jobs to determine the following points:
1- What activities and responsibilities they include?
2- Their relative importance in comparison with other jobs.
3- The personal qualifications necessary for performance of the jobs.
4- The conditions under which the work is performed.

Job Specifications:

Each Department Head in conjunction with the Human Resources Manager should
compile job specifications for all the positions that lies under their supervision, job
specifications form will be created and distributed to all Department Heads then to be
revised and used for the new hires.

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VP - Human Resources
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Job Descriptions:

We have to improve the job description form for all the positions; it's the best tools to
measure the performance appraisal and hiring as well, each Department Head in
conjunction with the Human Resources Manager should compile job description for
the all positions under their supervision.

Performance Appraisal System

The System:

A med year performance appraisal system should be implemented for all the company
staff; the performance appraisal system should cover the following points to be
evaluated:

1- Work knowledge
2- Problem solving and initiative
3- Ability to learn
4- Productivity
5- Quality of work
6- Dependability
7- Creativity
8- Ability to accept change
9- Personal behavior
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Created by
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VP - Human Resources
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10- Punctuality

Training and Development

Training Needs:

After the implementation of employee's performance appraisal system we will

discover the weak points and the gabs that needs to be developed and improved for
our staff, accordingly we will identify the training needs, then training plan to be
established.

Training Plan:

The training plan should include all the training program desired to the company staff
during the year, evaluation for the trained staff should be implemented to know if the
training makes the required effects or not.

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Created by
Farid El Sawaf
VP - Human Resources
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 Employees Communication

Newsletter:

Should be issued each quarter year to inform the staff about the growing of the
company, staff activities, news, new hires, birthdays, events ….etc.

The staff has to share of the newsletter through their contributions.

Employee Notice Boards:

Employee notice boards to be available in employee areas it should be updated on a

regular basis to ensure the news is updated, also it should be attractively presented, it
must include the following :

1- Employee of the month/year with photos.

2- Know your company and company chart with photos.

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VP - Human Resources
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 3- Previous and Coming training with photos.
4- Sports and social activities complemented with the event photos.
5- Message from the owner and CEO.
6- Recognition awards.
7- Promotions.

General Staff Meeting:

Should be held on a monthly basis, it is a strong tool of communication and it is the

occasion where staff meets the management and it is the best time for disseminating
information and make the necessary announcements.

Such meetings should be well prepared, photo shooting has to take place; it is an
effective material for editing the news letters.

Employee Suggestion Scheme:

We have to create the suggestion box, and to develop a scheme for rewarding the
person who develops a good proposition.

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Created by
Farid El Sawaf
VP - Human Resources
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 Employees Relations

Employee of the Month Competition:

This competition will motivate all the staff and improve their performance and
behavior, we will establish the system, procedures and the form, employee of the
month will be recognize during the monthly general meeting by giving certificate and
special bonus.

Best Performer Awards Competition:

This competition will be designed to award the best performer in the company, it will
be yearly award, and the procedures should be issued through the HR Office.

First Aid Boxes:

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VP - Human Resources
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We have to make sure that the number of available boxes is adequate and distributed
in employee areas, Boxes have to be regularly checked by HR for replenishing the
missing items.

Termination of Employment

Terminations:

All the terminations should be investigated through the HR Manager and should be
done according to the Kuwaiti labor law.

Resignation:

Exit Interviews system should be conducted by the Human Resources Manager, we

have to make sure that outcome of interviews is communicated to concerned without
breaking confidentiality.

Employee Turnover Report:

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Created by
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VP - Human Resources
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The departments which show high turnover have to be thoroughly investigated, it is
advisable to calculate the cost per new hire, it will show other department heads how
much it cost us when we lose an employee and therefore they have to exert more
efforts for retaining their employees.

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Farid El Sawaf
VP - Human Resources
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