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Jadarat-portfolio

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  1. 1. Dec, 1, 2014 Presented to:
  2. 2. 2 Jadarat Services Portfolio Jadarat Consultancy Jadarat Learning Jadarat Solutions Jadarat Research 2
  3. 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. 4 Jadarat Learning Jadarat Consultancy Jadarat Solutions Jadarat Research Jadarat Learning 4
  5. 5. 1. Learning Approach Jadarat Learning 5
  6. 6. 6 Jadarat Learning Approach Learning Design Learning Delivery Blended Learning Technology Enablement Personalized Learning Learning InterventionsAssessment Center 2 1 6
  7. 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. 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. 9 Learning Interventions 9
  10. 10. Learning Style Model The Dunn and Dunn Learning Styles Model 10
  11. 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. 12. Jadarat Learning Jadarat Learning Enterprenure Leadership Professional Certificates Executive Leadership IT Transformation HR Deploma Organization Excellence Sales & Marketing Leadership Programs 12
  13. 13. Leadership Programs 13
  14. 14. 14 Executives Leadership Program 14
  15. 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. 16 Jadarat Consulting Jadarat ConsultancyJadarat Learning Jadarat Solutions Jadarat Research 16
  17. 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. 18. LEADERSHIP PROCESSES RESOURCES POLICY & STRATEGY PEOPLE MANAGEMENT BUSINESS RESULTS IMPACT ON SOCIETY CUSTOMER SATISFACTION PEOPLE SATISFACTION Enablers Results Excellence Readiness Model 18
  19. 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. 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. 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. 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. 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. 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. 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. 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. 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. 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. 29 IIP Model in Action 29
  30. 30. 30 IIP Accreditation Criteria 30
  31. 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. 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. 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. 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. 35 Jadarat Consultancy Profile 35
  36. 36. 36 The IMP3prove Assessment Model 36
  37. 37. 37 Jadarat Consultancy Profile 37
  38. 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. 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. 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. 41. Matrix of Qualification Requirements 41
  42. 42. Sample of an Assessment Day Note: Each assessment day is customized based on the assessment objective and scope.42
  43. 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. 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. 45 Competency Framework 45
  46. 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. 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. 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. 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. 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. 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. 52 Jadarat Solutions Jadarat Consultancy Jadarat Learning Jadarat Solutions Jadarat Research 52
  53. 53. 53 SAP ByDesign 53
  54. 54. 54 Actuate- BIRT 360 54
  55. 55. 55 iGrafx 55
  56. 56. 56 e-learning Management System 56
  57. 57. 57 Jadarat Research Jadarat Consultancy Jadarat Learning Jadarat SolutionsJadarat Research 57
  58. 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. 59. Who do we work with? 59
  60. 60. Who do we work with? 60
  61. 61. Who did we work for? 61
  62. 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

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