This document provides an overview of services offered by Jadarat, including Jadarat Consulting, Jadarat Learning, Jadarat Solutions, and Jadarat Research. Jadarat Consulting offers various services including performance management, assessment centers, competency frameworks, innovation management, strategy making, Investors in People excellence, and excellence readiness. Jadarat Learning provides learning programs, professional certificates, and blended learning approaches. Jadarat Solutions and Jadarat Research are also mentioned but no details are provided about their services.

1. Dec, 1, 2014 Presented to:

2. 2
Jadarat Services Portfolio
Jadarat
Consultancy
Jadarat
Learning
Jadarat
Solutions
Jadarat
Research
2

3. 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

4. 4
Jadarat Learning
Jadarat
Consultancy
Jadarat
Solutions
Jadarat
Research
Jadarat
Learning
4

5. 1. Learning Approach
Jadarat Learning
5

6. 6
Jadarat Learning Approach
Learning
Design
Learning
Delivery
Blended
Learning
Technology
Enablement
Personalized
Learning
Learning
InterventionsAssessment
Center
2
1
6

7. 7
Blended Learning Approach
ntifyZ
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.
7

8. 8
Jadarat Competency-Based Learning
Identify
1
Design
2
Identify the
Learning
Objectives
Identify
Competencies
to be
Assessed
Assess
Competency
Level
Design
Learning
Practices
Design
Appropriate
Learning
Program
Design
Learning
Objectives
Deliver
3
Unlearn Apply Learning
Practices
Reflect
Evaluate
4
Evaluate
Learning
Experience
Evaluate
Learning
Objectives
Provide
Life Time
Support
Identify
Learning
Style
Calculate
Return on
Learning
Assess
Aspirations
Design
Program
Content
8

9. 9
Learning Interventions
9

10. Learning Style Model
The Dunn and Dunn Learning Styles Model
10

11. 11
Jadarat Technology Enablement
Online
Assessments
Gamification
Smart
Applications
Jadarat
Academy
Onlune Assessments
Each deligate should conduct online
assements. Jadarat provides access to
tens af assessments for different
purposes.
Gamification
Jadarat applies game mechanics and
game design techniques to engage and
motivate people to achieve their learning
goals.
Technology Enablement
Smart Applications
Jadarat uses smart applications in the
filed of leadership and innovation to help
customers learn at their convinece using
their smart phones.
Jadarat Academy
Jadarat Academy is an off-the-shelf
training courses that can be run on
demand according to customer needs.
11

12. Jadarat Learning
Jadarat
Learning
Enterprenure
Leadership
Professional
Certificates
Executive
Leadership
IT
Transformation
HR
Deploma
Organization
Excellence
Sales &
Marketing
Leadership
Programs
12

13. Leadership Programs
13

14. 14
Executives Leadership Program
14

15. 15
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
15

16. 16
Jadarat Consulting
Jadarat
ConsultancyJadarat
Learning
Jadarat
Solutions
Jadarat
Research
16

17. Jadarat Consultancy Profile
Jadarat
Consultancy
Performance
Management
Assessment
Center
Competency
Framework
Innovation
Managment
Strategy
Making
Investors
in People
Exellence
Readiness
Excellence
Readiness
17
Talent
Management
With

18. LEADERSHIP PROCESSES
RESOURCES
POLICY &
STRATEGY
PEOPLE
MANAGEMENT
BUSINESS
RESULTS
IMPACT ON
SOCIETY
CUSTOMER
SATISFACTION
PEOPLE
SATISFACTION
Enablers Results
Excellence Readiness Model
18

19. LEADERSHIP
SUSTAINABLESUCCES
UNIVERSALWELL-BEING
KEYBUSINESSRESULTS
CUSTOMERVALUES
PEOPLE VALUES
STRATEGIC
PLANNING
PARTNER VALUES
VALUES AND PROCESS FLOW
EXTERNAL ENVIRONMENT
Business Excellence Value Chain
19

20. 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
20
The RADAR Model

21. Gap
Analysis
Roadmap for
C2E/ R4E
Start the
Journey
Monitor the
Progress
Sustain the
Changes
SET THE PROGRAM’S SCOPE1
2
3
45
6
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
21

22. Excellence Readiness Program Objectives
22
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 Excellence
Create 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

23. Jadarat Consultancy Profile
Talent
Management
23
With
Jadarat
Consultancy
Performance
Management
Assessment
Center
Competency
Framework
Innovation
Managment
Strategy
Making
Investors
in People
Exellence
Readiness
Talent
Management

24. 24
From People Management to Talent Management
Name
Posistion
Name
Posistion
Text
Name
Posistion
Name
Posistion
Text
Name
Posistion
Text
Name
Posistion
Name
Posistion
Name
Posistion
Name
Posistion
Text
Name
Posistion
24

25. Talent Management Program Objectives
25
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 Retention
Retain 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

26. Key
Positions
Talent
Pool
Development
Needs
Development
Plan
Program
Evaluation
SET THE PROGRAM’S GOALS1
2
3
45
6
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

27. Jadarat Consultancy Profile
Jadarat
Consultancy
Performance
Management
Assessment
Center
Competency
Framework
Innovation
Managment
Strategy
Making
Investors
in People
Exellence
Readiness
Investors In
People
27
Talent
Management
With

28. Expected Benefits from Applying IIP
28
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
Engagement
IIP 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.

29. 29
IIP Model in Action
29

30. 30
IIP Accreditation Criteria
30

31. 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

32. Jadarat Consultancy Profile
Jadarat
Consultancy
Performance
Management
Assessment
Center
Competency
Framework
Innovation
Managment
Organization
Renovation
Investors
in People
Exellence
Readiness
Organization
Renovation
32
Talent
Management
With

33. 33
Organization Renovation
Workforce Plan
(D2)
Recruitment
Strategy
(D5)
Physical Infrastructure
Strategy &
Implementation Plan (D7)
Programme
Mgt Plan
Organisational
Structure
(D1)
Competency
Framework
(D3)
Setting PMO
Business 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

34. Jadarat Consultancy Profile
Jadarat
Consultancy
Performance
Management
Assessment
Center
Competency
Framework
Innovation
Managment
Strategy
Making
Investors
in People
Exellence
Readiness
Innovation
Management
34
Talent
Management
With

35. 35
Jadarat Consultancy Profile
35

36. 36
The IMP3prove Assessment Model
36

37. 37
Jadarat Consultancy Profile
37

38. Jadarat Consultancy Profile
Jadarat
Consultancy
Performance
Management
Assessment
Center
Competency
Framework
Innovation
Managment
Strategy
Making
Investors
in People
Exellence
Readiness
Assessment
Center
38
Talent
Management
With

39. 39
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?
39

40. 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
40

41. Matrix of Qualification Requirements
41

42. Sample of an Assessment Day
Note: Each assessment day is customized based on the assessment objective and scope.42

43. 43
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.
1 2 3 4 5
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.
43

44. Jadarat Consultancy Profile
Jadarat
Consultancy
Performance
Management
Assessment
Center
Competency
Framework
Innovation
Managment
Strategy
Making
Investors
in People
Exellence
Readiness
Competency
Framework
44
Talent
Management
With

45. 45
Competency Framework
45

46. Competency:Family:
Foundation Delivering Creativity & Innovation
Awareness
1
Basic Skill
2
Practitioner
3
Mastery
4
Expert
5
• 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
46

47. Jadarat Consultancy Profile
Jadarat
Consultancy
Performance
Management
Assessment
Center
Competency
Framework
Innovation
Managment
Strategy
Making
Investors
in People
Exellence
Readiness
Performance
Management
47
Talent
Management
With

48. 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
48
Accountability

49. Performance
Process
Strategic
Themes
KPI
Design
KPI
Implementation
Assessment &
Review
Performance Management Framework
1
2
3
45
6
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.
49

50. • 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
50
The Jadarat Way of Performance Management

51. • 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
Cycle
April
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
Corporate
Performance
Management
Individual
Performance
Management
Performance Development Board
Performance Management Process
51

52. 52
Jadarat Solutions
Jadarat
Consultancy
Jadarat
Learning
Jadarat
Solutions
Jadarat
Research
52

53. 53
SAP ByDesign
53

54. 54
Actuate- BIRT 360
54

55. 55
iGrafx
55

56. 56
e-learning Management System
56

57. 57
Jadarat Research
Jadarat
Consultancy
Jadarat
Learning
Jadarat
SolutionsJadarat
Research
57

58. 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
58

59. Who do we work with?
59

60. Who do we work with?
60

61. Who did we work for?
61

62. 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 : info@jadaratint.com
For sales inquiries: sales@jadaratint.com
Dubai office number: 00971554041348 - 00971552213099
Abu Dhabi office number: 00971529802998
Contact Info
62