The human resource is one of the most important assets owned by organizations, so it has become necessary for organizations to keep pace with the continuous development in the business environment and to compete to attract employees with the best competencies. That should be done following best practices in the field of human resources management due to the critical impact the process has on achieving the organization’s goals and plans.

1- Job Description Guide
The job description is the basic building block of all human resources processes, as it is the base for selection and recruitment processes, training and development processes, job performance appraisals and other human resources processes. So, while preparing the job description guide, we are keen to accurately analyze the job based on information that simulates the actual nature of that job through questionnaires, interviews and field visits to determine job tasks and job filling requirements.

2- Dictionary of functional competencies
Job competencies refer the set of knowledge, skills, traits and behaviors that the employee must possess to perform his duties efficiently and effectively. The application of the job competencies system helps to implement the organization’s strategy and achieve its goals. We seek to prepare a dictionary of job competencies for the organization in a way that helps to develop the job performance of its employees, improve organizational culture and enhance its core values, and help to implement all human resources processes such as recruitment, training, development and job performance evaluation.

3. Assessment plan of Human Resources Needs
For organizations to achieve their strategies and operational plans, all necessary resources, including funding, human resources and equipment must be available; human resources are one of the most important of these. Therefore, we seek to accurately determine the human resources needs in each organizational unit according to the actual or expected workload in order to rationalize human resources costs while maintaining the level of performance targeted by the organization.

4- Job Classification and Evaluation Plan
Organizations aim to determine the relative importance of jobs through the process of job classification and evaluation after analyzing all the elements related to the job and then determining the job functional structure. We help organization determine the actual value of a job and its importance for the organization compared to all other jobs; that helps the organization achieve internal justice and consequently facilitates designing a system of job grades that can be reflected by the different job levels and their link to benefits and compensation.

5- Benefits and Compensation.
One of the most important elements of attracting and retaining employees is benefits and compensation; these are usually set according to a set criteria that includes such items as how it compares to the situation in labor market in order to attract human resources with distinguished competencies and talents. We work to develop the system of benefits and compensation in accordance with the best practices in order to achieve the aspirations of the organization in terms of attracting and retaining employees.

6- Job placement
Job placement is an important practical step to implement the developed systems of human resources. We follow tightly defined steps for the success of the placement process and according to specific and clear criteria; In the process, we seek to reduce the objections and resistance that may occur from some employees to the process of assigning them to the new job titles and career ladder while working objectively and credibly to ensure that the placement process is carried out successfully.

7- Career Path Plan
The career path plan is designed to find opportunities for the career development of employees; that helps to align the objectives of the organization with the goals of employees by providing the future needs of talents required for work and determining the training path to develop employees according to their future career paths and to increase employee retention; thus saving in costs of employee replacement and attracting the necessary talents. We seek to build career path plans that contribute to achieving the organization’s goals in terms of providing the future talents it needs while creating Career development opportunities to provide an attractive work environment.

8- Identify training needs
Organizations seek to improve and develop their employees’ performance by accurately identifying the actual training needs in order to bridge the gaps between the expected performance and the actual performance. Reliance is made on documented data regarding the actual job tasks and duties of employees, and on the capabilities and skills required based on the job description and on the scientific and accurate analysis of the data in order to determine the actual training needs of employees