Jadarat-portfolio
Transcript of Jadarat-portfolio
Dec, 1, 2014 Presented to:
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Jadarat Services Portfolio
Jadarat Consultancy
Jadarat Learning
Jadarat Solutions
JadaratResearch
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Jadarat Services Portfolio
Jadarat Research
Jadarat Solutions
Jadarat Learning
Enterprenure Leadership
Professional Certificates
Executive Leadership
IT
Transformation
HR
Deploma
Organization Excellence
Sales & Marketing
Leadership Programs
Jadarat Consultancy
Performance Management
Assessment Center
Competency Framework
Innovation Managment
Strategy Making
Investors in People
Exellence
Readiness
Talent Management
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Jadarat Learning
Jadarat Consultancy
Jadarat Solutions
JadaratResearch
Jadarat Learning
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1. Learning Approach
Jadarat Learning
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Jadarat Learning Approach
Learning Design
Learning Delivery
Blended Learning
Technology Enablement
Personalized Learning
Learning InterventionsAssessment
Center
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Blended Learning Approach
ntify Z
Learning Events Learning Practices Venues Country/ City
Identify the learning type whether it is course, public speach, technical workship, private gathering or discussion group, etc.
Identify the learning practices to be used within this eveny,which might include role playing, case studies, visual and audio aids, etc.
Select the venue that most suits the objective. The venue could be in
Jadarat premises, client premises, open area, hotel, airport, ect.
Some courses at certain countries or cities, either to have some site visits to be away from the working pressure.
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Jadarat Competency-Based Learning
Identify
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Design
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Identify the Learning
Objectives
Identify Competencies
to be Assessed
Assess Competency
Level
DesignLearning Practices
Design Appropriate
Learning Program
Design Learning
Objectives
Deliver
3Unlearn Apply Learning
PracticesReflect
Evaluate
4Evaluate Learning
Experience
Evaluate Learning
Objectives
Provide Life Time Support
Identify Learning
Style
Calculate Return on Learning
Assess Aspirations
Design Program Content
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Learning Interventions
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Learning Style Model
The Dunn and Dunn Learning Styles Model
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Jadarat Technology Enablement
OnlineAssessments
Gamification
Smart Applications
Jadarat Academy
Onlune AssessmentsEach deligate should conduct online assements. Jadarat provides access to tens af assessments for different purposes.
GamificationJadarat applies game mechanics and game design techniques to engage and motivate people to achieve their learning goals.
Technology Enablement
Smart ApplicationsJadarat uses smart applications in the filed of leadership and innovation to help customers learn at their convinece using their smart phones.
Jadarat AcademyJadarat Academy is an off-the-shelf training courses that can be run on demand according to customer needs.
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Jadarat Learning
Jadarat
Learning
Enterprenure
Leadership
Professional Certificates
Executive Leadership
IT Transformation
HR
Deploma
Organization Excellence
Sales & Marketing
Leadership Programs
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Leadership Programs
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Executives Leadership Program
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Program Administration
Selection
Scheduling
Efficiency
Incentives
Program Content
Designers
Theory
Relevance
Excercises
Program Delivery
Instructor
Interventions
Aids
Tools
Evaluation Quality Standards: Utility – Feasibility- Propriety - Accuracy
Evaluating Efforts Evaluating Results
Participants’ Reaction
Knowledge
Skills
Attitude
Aspiration
Leaders’ Gains
Personal
Professional
Degree of Change
Sustainability of Change
Leadership Output
Team
Organization
Government
Society
Corporate Commitment (+), External Challenges (-)Corporate Resources (+), Internal Barriers (-)
Evaluation Boundaries: The Mandate, Objectives and Specifics
Learning Evaluation Model
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Jadarat Consulting
Jadarat ConsultancyJadarat
Learning
Jadarat Solutions
JadaratResearch
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Jadarat Consultancy Profile
Jadarat Consultancy
Performance Management
Assessment Center
Competency Framework
Innovation Managment
Strategy Making
Investors in People
Exellence
Readiness
Excellence Readiness
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Talent Management
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LEADERSHIP PROCESSES
RESOURCES
POLICY & STRATEGY
PEOPLE MANAGEMENT
BUSINESS RESULTS
IMPACT ON SOCIETY
CUSTOMER SATISFACTION
PEOPLE SATISFACTION
Enablers Results
Excellence Readiness Model
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LEA
DER
SHIP
SUST
AIN
AB
LE S
UC
CES
UN
IVER
SAL
WEL
L-B
EIN
G
KEY
BU
SIN
ESS
RES
ULT
S
CU
STO
MER
VA
LUES
PEOPLE VALUES
STRATEGIC PLANNING
PARTNER VALUES
VALUES AND PROCESS FLOW
EXTERNAL ENVIRONMENT
Business Excellence Value Chain
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Results:
Relevance and usability
Scope
Integrity
Segmentation
Performance
Trends
Targets
Comparisons
Causes
Approach:
Sound
Integrated
Assess and Refine:
Measurement
Learning and Creativity
Innovation and Improvement
Deployment:
Implemented
Systematic
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The RADAR Model
Gap Analysis
Roadmap forC2E/ R4E
Start the Journey
Monitor the Progress
Sustain the Changes
SET THE PROGRAM’S SCOPE1
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Excellence Readiness Program Overview
1. Set the program scope, goals, stakeholders, and objectives.
2. Where are we now? Conduct the gap analysis and self assessment
3. Identify the Roadmap, and the final destination (C2E, R4E, Awards)
4. Start the journey, to prepare the team, and close the areas for improvement
5. Monitor the progress, and provide continuous support
6. Make sure that the achieved results are repeatable and sustainable
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Excellence Readiness Program Objectives
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Hel[ you to get
regional and
international awards
Awards
Achieve sustainable
results through leadership,
strategy, HR, IT, and
partnerships
Achieve Results
Build a methodical way to
reach excellence through
systems
Systems
Embed the excellence
culture within the
organization at all levels
Excellence Culture
Team Qualification
Roadmap to ExcellenceCreate a roadmap to
achieve high levels in
EFQM model
Prepare team to champion the
excellence culture and
practices in the organization
Excellence Culture, Roadmap to Excellence, Systems & Methodologies, Technical Support, Award Participation
Jadarat Consultancy Profile
Talent Management
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With
Jadarat Consultancy
Performance Management
Assessment Center
Competency Framework
Innovation Managment
Strategy Making
Investors in People
Exellence
Readiness
Talent Management
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From People Management to Talent Management
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Talent Management Program Objectives
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strengthening lasting
relationships between the
employee and the
organizations..
Loyalty Growth
Plan and implement
succession plan and
career paths according
to pre-defined maps.
Succession Planning
Align the objectives of
employees with those of
the organization.
Objectives Alignment
Develop the skills,
abilities and
competencies of
talented employees
Talents Development
Competent Leaders
Talents RetentionRetain the distinctive
competencies to
achieve future growth
Build a stream of competent
leaders who are able to excel
to implement the vision of the
organization
Key Positions
TalentPool
Development Needs
Development Plan
ProgramEvaluation
SET THE PROGRAM’S GOALS1
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Talent Management Program Overview
1. Set the program’s goals with the stakeholders.
2. Identify the key positions pool, competency map, and succession plan.
3. Select the potential talents pool, and career path for each candidate based on assessment & selection criteria.
4. Define the training and development needs suitable for each talent.
5. Implement the personal development plan (PDP) with the coach/ mentor.
6. Periodical reporting, talents follow-up and program evaluation and ROI.26
Jadarat Consultancy Profile
Jadarat Consultancy
Performance Management
Assessment Center
Competency Framework
Innovation Managment
Strategy Making
Investors in People
Exellence
Readiness
Investors In People
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Talent Management
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Expected Benefits from Applying IIP
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IIP dovetails well with other quality and performance management tools such as ISO standards, HACCP, EFQM, etc.
Integration
IIP is externally validated,
widely recognized and acts
as an independent stamp for
employees and customers
Standardization
IIP focuses on linking employees’ skills with the overall strategies and objectives to enable proper utilization of people.
Objectives Alignment
IIP offers continual improvement vehicle and a recognized benchmarking
Improvement
Employees Loyalty
EngagementIIP is inclusive, involving all people in all levels and any capacity aiming to enhance engagement, productivity, and overall performance.
Offers methodology for
improving staff management,
reduce attrition/turn over rates
enhance employees loyalty.
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IIP Model in Action
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IIP Accreditation Criteria
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We Help you get accredited and get international recognition through IIP, journey as follows
Golden
Silver
Bronze
Expected Benefits from Applying IIP
Fundamental
76 criteria
126 criteria
176 criteria
37 criteria31
Jadarat Consultancy Profile
Jadarat Consultancy
Performance Management
Assessment Center
Competency Framework
Innovation Managment
Organization
Renovation
Investors in People
Exellence
Readiness
Organization Renovation
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Talent Management
With
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Organization Renovation
Workforce Plan
(D2)
Recruitment Strategy
(D5)
Physical Infrastructure
Strategy &
Implementation Plan (D7)
Programme
Mgt Plan
Organisational Structure
(D1)
Competency Framework
(D3)
Setting PMOBusiness Plan
(D8)
Job Descriptions
(D4)
Performance Management
(D6)
Business Plan &
Programme Mgt
(M3)
Physical
Infrastructure (M2)
Organisational
Framework (M1)
Vision, mission,
values
Formation
One Page
Strategy
Strategic
Plan
Strategy
Formation
Risk
Management
Change
Management
Jadarat Consultancy Profile
Jadarat Consultancy
Performance Management
Assessment Center
Competency Framework
Innovation Managment
Strategy Making
Investors in People
Exellence
Readiness
Innovation Management
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Talent Management
With
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Jadarat Consultancy Profile
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The IMP3prove Assessment Model
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Jadarat Consultancy Profile
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Jadarat Consultancy Profile
Jadarat Consultancy
Performance Management
Assessment Center
Competency Framework
Innovation Managment
Strategy Making
Investors in People
Exellence
Readiness
Assessment Center
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Talent Management
With
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A comprehensive selection might include
Technical Skills
Discipline Understanding
Knowledge & Experience
Capability
Demonstrated competencies
Attributes
Behaviours that infer potential
Motivational Fit
Career Fit
Preferential
Interviewing
Behavioural
Interviewing
Psych Assessment
Behavioural Interview
Resume Screening
Technical Tests
Preferential Interview
Will aspects of the
role motivate them?
Does the role meet their
current career objectives?
Do they have development
potential?
Can they demonstrate the
behaviours for high performance?
Do they have the experience
and understanding necessary?
Do they have the required
technical skills?
Technique Question?
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Four Options to Select from
Whenever needed, select from Jadarat library of psychology & aptitude tests for your candidate.
Option 1: On Demand Tests
Build a website (portal) that has the links to most commonly used aptitude and psychometric tests.
Option 2: Assessment Portal
Whenever you are in need for hiring critical position or promotions, use Jadarat assessment center facilities.
Option 3: Use JAC
Build your own assessment center and enjoy using it whenever you want for multiple purposes.
Option 4: Build TAC
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Matrix of Qualification Requirements
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Sample of an Assessment Day
Note: Each assessment day is customized based on the assessment objective and scope.42
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Enterprise
Assessment
Conduct in-house
organizational
assessments in the
fields of strategic
management,
performance
management,
information
security,
Innovation, Human
Resources
Management, and
EFQM.
Build Your Own
Assessment
Center
Provide full
solution, process,
and training to build
your own
assessment center.
Suitable for
companies of over
than 500
employees
Selection/
Development
Assessments
Predefined or
customer-based
tests for employees
and individuals.
Essential for
recruitment,
screening,
competency-based
assessments and
promotions.
More than 200
different tests are
available.
Professional
Assessment
Approved
assessment
center for
international
professional
certificates in IT,
project
management,
and quality
management.
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Jadarat Assessment Suite
Assessment
Portal
Predefined or
customer-based
tests for employees
and individuals.
Essential for
recruitment,
screening,
competency-based
assessments and
promotions.
More than 200
different tests are
available.
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Jadarat Consultancy Profile
Jadarat Consultancy
Performance Management
Assessment Center
Competency Framework
Innovation Managment
Strategy Making
Investors in People
Exellence
Readiness
Competency Framework
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Talent Management
With
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Competency Framework
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Competency:Family:
Foundation Delivering Creativity & Innovation
Awareness
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Basic Skill
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Practitioner
3
Mastery
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Expert
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• Open to new concepts
• Challenges the standard
approach
• Identifies patterns and
creates new
opportunities
• Identifies options for
change
• Tries out new
approaches and learns
from mistakes
• Develops thoughts into
structured ideas
• Proactively look for new
opportunities
• Develops basic ideas
into reality
• Demonstrates creative
thinking
• Develops new concepts
and ideas and able to
develop them into real
solutions
• Encourages others to
think creatively
• Develops new insights
• Challenges traditional
thinking
• Presents information in
new and engaging ways
• Simplifies complex
models
• Brings together a
number of ideas into an
integrated solution
• Helps others to realise
creativity through a
number of creative
approaches
• Utilises a number of
creative techniques to
help facilitate innovation
across the organisation
• Demonstrates excellent
creative thinking
• Champions innovation
• Develops new ideas that
generate value for both the
NCDR and its customers
• Creates innovative solutions
that can be considered leading
edge
• Sponsors innovative
programmes across the
organisation
• Constantly seeks ways for
innovating and improving
processes
Samples of Competency Definition
THE ABILITY TO PURSUE CREATIVE AND INNOVATIVE SOLUTIONS IN ALL ASPECT OF NCDR ACTIVITY
Creative thinking, Challenges fixed assumptions, Looking beyond standard practice, Developing new and
improved ways of doing things
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Jadarat Consultancy Profile
Jadarat Consultancy
Performance Management
Assessment Center
Competency Framework
Innovation Managment
Strategy Making
Investors in People
Exellence
Readiness
Performance Management
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Talent Management
With
Assure organizational objectives and KPIs are well communicated and unified across executives, managers and staff.
Communication
Embed Accountability into teams and individuals. Monitor progress and reward achievements
Align Objectives to Key Performance Indicators. Align budget with strategy and operation.
Alignment
Benchmark performance with peers, identify improvement areas and change plans
Benchmarking
Provide recommendations for required changes that might be necessary to achieve major performance gains or breakthroughs.
Change
Provide periodical health-check reports to executives regarding key activities, initiatives, projects and operation.
Monitoring
Jadarat Practices in Performance Management
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Accountability
PerformanceProcess
Strategic Themes
KPIDesign
KPIImplementation
Assessment &Review
Performance Management Framework1
2
3
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Jadarat Approach for Performance Management
1. Define the performance management framework including the drivers and impact model.
2. Design the performance management process and the Key responsibilities.
3. Define the Organization’s vision, mission, objectives, and values
4. Design the Key Performance Indicators, based on the model and process
5. Train the team, monitor the implementation throughout the life cycle.
6. Assess the results, and apply changes whenever needed.
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• Strategy-driven • Created by employees • Holistic measurement• Focused on cause-and-effect
relationships• Emphasis is on alignment • Employee ownership • Essential• Decision Support tool
• Administrative / event-driven • Imposed by managers • Focus on Finance • Focus on Lagging not leading
indicators • Emphasis is on control • Employee frustration• Add on• Doesn’t affect decisions
The Traditional Way The Jadarat Way
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The Jadarat Way of Performance Management
• The 3 levels of performance across the organisation will be managed through two processes: Corporate and Individual. As shown in the performance management cycle figure below, both of them are interdependent.
Performance
Management
CycleApril
July
Oct
Nov
Dec Jan
Half Year review
Interim review
Full Year review
Target / objective setting
Performance
Management
Cycle
Monthly performance check meetings all year round
Aug
Feb
Interim review
Approve individual performance results
Approve individual performance results
KPI Target review (prev. year)
Feedback / reward meetings
Feedback / reward meetings
Corporate performance
Department/Section performance
Individual performance
Co
rpo
rate
Pe
rfo
rman
ce
Man
agem
ent
Ind
ivid
ual
Pe
rfo
rman
ce
Man
agem
ent
Performance Development Board
Performance Management Process
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Jadarat Solutions
Jadarat Consultancy
Jadarat Learning
Jadarat Solutions
JadaratResearch
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SAP ByDesign
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Actuate- BIRT 360
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iGrafx
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e-learning Management System
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Jadarat Research
Jadarat Consultancy
Jadarat Learning
Jadarat SolutionsJadarat
Research
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Jadarat Club
Scholarships and discounts for students and graduates with special academic qualifications, remarkable civic participation, or outstanding innovative talents.
Sponsoring a training event allows you to expose your organization, products, and services to an audience of highly talented professionals in the local market.
We are committed to full money back guarantee if the delegate’s satisfaction is less than 90%. We are also committed to provide free of charge life-time follow up and support for every course of Jadarat
Jadarat hosts a bi-monthly meeting for HR directors and consultants to share knowledge about new trends in the field.
Jadarat provides different schemes of memberships for corporate and individuals. Members benefit from discounts, free services.
Jadarat Community
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Who do we work with?
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Who do we work with?
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Who did we work for?
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Thank you for choosing Jadarat International, Please feel free to contact us on
any of the below mentioned information.
Address : 3 Makram Ebeid St., City Centre, Tower A, Nasr City, Cairo, Egypt.
Phone number : +202 26715508
Mobile number : +20 1141524444 Or +20 1018068444
Fax number : +202 22742098
E-mail Address : [email protected]
For sales inquiries: [email protected]
Dubai office number: 00971554041348 - 00971552213099
Abu Dhabi office number: 00971529802998
Contact Info
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