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hatem elbitar
مكافحة العدوي
ادارة المستشفيات
الزمالة المصرية
دكتور اسنان
الهرم الغذائي
ادارة المستشفيات
الغذاء الصحي
دبلومة التغذية
الغذاء
البيطار استشاري
slides
الغذاء والتغذية
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Dr Hatem ElBitar
د حاتم البيطار
أستشاري وجراح أسنان
زميل الزمالة المصرية
محاضر ادارة المستشفيات ومكافحة العدوى
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#دحاتم_البيطار

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1. People Management
Session 2

2. Quick
Recap

3. 1. Organization Strategy (Goals, Mission, Vision & Values)
2. Organization Structure (Chart)
3. Job Analysis
Job Description (JD)
Job Specification (JS)
DTR: Duties, Tasks & Responsibilities
KPIs: Key Performance Indicators
KSA: Knowledge, Skills , Abilities & Attitudes
(Competencies)
Manpower Planning
Recruitment
(Pool / Sourcing)
Selection
(CV, Test, CBI)
Hiring
Training (Orientation)
& Development
Performance App
(PMS)
What?
Objectives
(Results)
KPIs
How?
Competency
(Behaviors)
KBIs
Departmental
Individual
Competency Model
Career Path
Job Evaluation (JE)
(Relative weight)
Salary Structure
+ Incentives
+ Benefits
Total Rewards

4. 1. Organization Strategy (Mission, Vision & Values)
Core (Common , Organizational)
Competencies (3 –5)
Leadership Competencies (3 –5)
Technical Competencies
(3 –5)
Competency Model / Framework
All Levels
All Functions
Quality Focus
Values & Ethics
Communication
Client Focus
Depend on Levels
But not Functions
Result-orientation
Decision Making
Vision & Strategic
Problem Solving
Not Levels
Depend on Functions
Finance: Budgeting,
Financial Analysis
HR: Talent Acquisition,
HRIS
IT: Cyber Security, IT
Infrastructure
Behavioral

HR
Functional

Line MGR

5. Organizational Chart
Structure
Perspective
A. Functional
Structure
B. Divisional
Structure
C. Matrix
Structure
(Combination)

6. Scheduled Classes
Date Titles/Subtitles
Session2 3.TalentAcquisition
3.1WorkforcePlanning
3.2Sourcing
3.3Selection
4.TotalRewards
4.1Compensation&benefitsStructure
4.3ProcessforBuildingaPaystructure

7. Talent Acquisition
Analyze the workforce needed
01
Identify the proper sources of
candidates
Use the proper selection
tools
02
03
Choose the best matching
candidate for vacancies
04

8. Org Strategy
Org Chart
JA
JD JS
Manpower
Planning &
Forecasting
Recruitment
(Pool /
Sourcing)
CV
Screening
Application
Screening
Interview /
Certified Test
Final
Selection
Interview
Selection Process
Hiring
What
Positions
To fill?
How to
Fill
Them?
InsideOutside
HRIS Market
InternalExternal
Job Posting
Rehiring
Succession
Planning
E-Recruitment
Agencies
Employment Fairs
Referrals
Headhunting
College
Walk-ins
Outsourcing
1200 200
1:6
Valid
Reliable
Job-related
Format (Structure)
Structured
(Set of Questions)
Semi-structured
(Mix)
Unstructured
(Conversational)
Content (Question)
Situational
(Hypothetical)
Behavioral
(Past)
STAR
Situation, Task
Action, Result

9. Analyze the workforce needed

10. Identify the proper sources of candidates

11. •Media advertising
•Third-party sources
(recruiting agencies)
•Previous
applications
•Former employees
•Walk-ins
•Internet
External Sources
•Job posting
•Job bidding
•Skill banks and skill
tracking systems
(HRIS)
•Employee referrals
Internal Sources

12. Use the proper selection tools
2. Interviews
3. Tests
1. Application
4. Job offer
Long-Short-Detailed-Weighted
Phone prescreening
•Structured
•Patterned
•Stress
•Behavioral
•Situational
•Group
●Pre-Employment -Background
check-RJP

13. www.youtube.com/watch?v=Qm1eAOzMy8k
Interview Common
Mistakes

14. We’ll be Back @ 8:00 PM

15. Scheduled Classes
Date Titles/Subtitles
Session2 3.TalentAcquisition
3.1WorkforcePlanning
3.2Sourcing
3.3Selection
4.TotalRewards
4.1Compensation&benefitsStructure
4.3ProcessforBuildingaPaystructure

16. Total Rewards
Direct
(Financial)
Indirect
شاك سولف
Fixed
(Time-based)
Variable
(Performance-based)
Incentives
Monthly
Salaries
Hourly
Wages
Allowances
Grants
Overtime
Annual Raise
Bonus
Commission (%)
Profit Share
Merit Raise
ESOP
Employee Stock
Ownership Plan
Financial Non -Financial
Medical Insurance
Training (MBA)
Meals
Housing
Schooling
Tickets
Discounts
Loans
Transportation means
Pension Plan
Flextime
Telecommuting
Compressed workweek
5 X 8 = 40
4 X 10 = 40 (3 days off)
Benefits & Services
Compensation
Benefits
A Attraction
R Retention
M Motivation
A
M
R

17. Salary Structure (Pay Scale)
1.Salary Survey (Market) Q1 (Below) –Q2 (Match) –Q3 (Above)
2.Job Evaluation (Point Method) Quantitative
3.Grading (Grouping similar into pay grades)
4.Pricing (in your organization)
5.Pay Range
Min
Mid
Max
5000
4000
6000

18. 4. Total Rewards
A well structured and effective total reward program consists of:
Total rewards programs must align to, and support the organization’s
strategic direction (vision, mission, values, goals and strategy)
Non-financial
Benefits
Financial
Compensation

19. Process of building a Pay structure
The process of developing a Total Reward program has 4 steps which
yields a structured scheme integrating grades with salaries and
benefits.
2. Job evaluation
3. Grouping Similar Jobs
1. Salary survey
4. Price Each Grade

20. 1. Salary survey

21. 1. Salary Survey

22. 2. Job
evaluation
Point Method

23. Point Method
2. Job evaluation

24. 3. Grouping Similar Jobs
Training Team
leader
Customer Service
Manager
Sales Manager

25. 4. Price Each Grade

26. Let’s Play

27. 3
4
1 2
3
1
2
Let’s
Play
17

28. 3
P
R
4A TTRACTION
1 F 2
M I B
3ESOP T O
R S N
I H U
1T OTALREWARDS
R R
A E
2COM MISSION
S
E
Let’s Play
18

29. What is the muddiest point ??

30. Optional Readings
Hay Group Egypt report by Hay Group 2015 Ben & Comp .
Recruit for success Report , 2014 Free resources by The Employment Network ,

31. Thank you ☺