Consulting

1. Job description guide:

The job description is the basic building block for all human resource operations, as selection and recruitment processes, training and development processes, job performance evaluations and other human resource processes are based on it. Therefore, at Concept Center for Investment Consulting, we are keen when preparing the job description guide to the accurate analysis of the job based on the information that simulates The actual reality of each job through questionnaires, interviews and field visits, to determine the job tasks and the minimum educational qualifications, experience, knowledge and skills necessary for the job.

2. Dictionary of functional competencies:

Job competencies are considered a set of knowledge, skills and behavioral attributes necessary for the employee to perform his duties efficiently and effectively. The application of the job competencies system helps to implement the organization’s strategy and achieve its organizational goals. At Concept Center for Investment Consulting, we seek to prepare a dictionary of job competencies for the organization in a way that helps it develop the job performance of its employees, and improve Organizational culture and the promotion of its core values ​​among employees, in addition to assisting the organization in implementing all human resource processes such as recruitment, recruitment, training and development, and job performance evaluation.

3. Human resource needs assessment plan:

In order for organizations to achieve the goals for which they were established, all necessary resources must be available, including financing, human resources and equipment, and human resources are considered among the most important of these resources. Therefore, we at Concept Center for Investment Consulting seek to accurately determine the needs of human resources in each organizational unit, according to the actual workload, in order to rationalize the costs of human resources 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 classification and job evaluation after analyzing all the elements related to the job and then determining the job structure of the organization, and we seek in the Concept Center for Investment Consulting to determine the actual value of the job and its importance to the organization compared to all jobs, which enables the organization to achieve justice The Ministry of Interior when determining the value of each job and then determining the grading system that will reflect the different job levels and their relationship to salaries and allowances.

5. Salary and allowance scale:

One of the most important elements of attracting and retaining employees is salaries and allowances. Therefore, salaries and allowances are often determined according to what is provided by similar organizations in the labor market in order to attract and attract distinguished talents from human resources. We are working at the Concept Center for Investment Consulting to develop a system of salary scales and allowances in accordance with the best applied practices and to achieve the aspirations of organizations in terms of attracting and retaining employees.

6. Job placement:

Job placement is one of the most important practical steps for applying the developed systems for human resources. At Concept Center for Investment Consulting, we follow practical and carefully studied steps to make the placement process successful according to specific and clear criteria that aim to reduce the objections that may occur from some employees to the process of placing them in job titles and the salary scale. The two new ones while working objectively and credibly in order to achieve the success of the housing process for the organization’s employees.

7. Career path plan:

The career path plan aims to find opportunities for career development for employees, which helps align the goals of the organization with the goals of the employees by providing the future needs of talents necessary for the work of the organization and helps the organization to keep employees from job dropouts, and it also helps to attract and attract the category of young employees at the beginning of the ladder Career Due to the availability of career development opportunities within the organization, and thus saving the costs arising from the job rotation processes and attracting the talents necessary for the organization’s work. Career development for all employees to provide an attractive environment for work within the organization.

8. Determining training needs:

Organizations aim to improve and develop the performance of their employees by accurately identifying training needs in order to bridge the gaps between expected performance and actual performance. At Concept Investment Consulting Center, we are committed to objectivity in our implementation of the studies we are conducting in this field, where we rely on documented data on job tasks and duties The actual employees, and the capabilities and skills required to be available to them based on their job descriptions, the opinions of direct superiors, employee records, and data analysis in a scientific and accurate manner in order to determine the training needs of employees.

9. Training plan:

Successful organizations are keen to invest in their human resources by raising the level of their functional capabilities to reach the highest level of performance, which in turn contributes to achieving the organizations goals, by adopting strategic plans for training that include all employees at various functional levels. The Concept Center for Investment Consulting seeks to prepare training plans that achieve the desired goals and objectives of the training process.