Consulting Services

Strategy

To achieve the purpose of their existence, organizations aim at improving their performance through the development of long-term strategic plans and implementation plans to achieve them, including initiatives and work programs. We are keen to work hand-in-hand with representatives of our clients to develop their strategic plans according to a careful analysis of the entity’s work environment and then develop performance indicators and measurable targets for each goal to enable the entity to evaluate the progress in implementing the plan when it is implemented

Governance

Governance aims to increase the efficiency and effectiveness of the management of entities by defining the rules and standards that ensure the protection of the rights of shareholders and stakeholders and clarify policies, procedures, tasks and responsibilities in a way that enhances the concept of governance, and we seek to prepare and develop entities by enhancing governance concepts and controls in accordance with best practices.

Operational Model

The operational model is the link between the entity’s strategy and its organizational design. This model aims to use human and technical capabilities, processes, systems and operational effectiveness in identifying opportunities that ensure continuous improvement and sustainable development in the efficiency and effectiveness of its performance at lower costs. We carefully analyze all aspects of the operational model and develop the organizational structure and change map to reach the appropriate operational model to achieve its strategy.

Human Resources

The human resource is one of the most important assets owned by organizations, so it has become necessary for organizations to keep pace with the continuous development in the business environment and to compete to attract employees with the best competencies. That should be done following best practices in the field of human resources management due to the critical impact the process has on achieving the organization’s goals and plans.

1- Job Description Guide

The job description is the basic building block of all human resources processes, as it is the base of selection and recruitment processes, training and development processes, job performance appraisals and other human resources processes. So, while preparing the job description guide, we are keen to accurately analyze the job based on information that simulates the actual reality of each job through questionnaires, interviews and field visits to determine job tasks and job filling requirements.

2- Competency DictionaryA competency dictionary refers to the set of knowledge, skills, traits, and behaviors that employees are required to possess in order to perform their duties efficiently and effectively. Implementing a competency framework supports the organization in executing its strategy and achieving its objectives. We aim to develop a competency dictionary for the organization in a way that supports the enhancement of employee performance, improves the organizational culture, and reinforces its core values. It also helps in implementing all human resources processes, including recruitment, talent acquisition, training and development, and performance evaluation.

3- Human Resources Needs Assessment PlanFor organizations to successfully achieve their strategies and operational plans, all required resources must be available, including funding, human resources, and equipment. Human resources are considered among the most critical of these resources. Accordingly, we aim to accurately identify the human resource requirements for each organizational unit based on the actual or expected workload. This helps optimize human resource costs while maintaining the target level of performance required by the organization.

4- Job Classification and Evaluation PlanOrganizations aim to determine the relative importance of positions through the process of job classification and evaluation, following a thorough analysis of all elements related to each role and the establishment of its job structure. We seek to identify the actual value and significance of each position within the organization in comparison with all other positions. This enables the organization to achieve internal equity and establish a job grading system that reflects the different job levels and their connection to benefits and compensation.

5- Benefits and Compensation Benefits and compensation are among the most important factors in attracting, recruiting, and retaining employees. Therefore, they are determined based on a range of criteria, including benchmarking, work environment considerations, and labor ma
nd competencies. We work on developing benefns in achieving their goals related to attracting, recruiting, and retaining employees.

5- Benefits and Compensation Benefits and compensation are among the most important factors in attracting, recruiting, and retaining employees. Therefore, they are determined based on a range of criteria, including benchmarking, work environment considerations, and labor ma
nd competencies. We work on developing benefns in achieving their goals related to attracting, recruiting, and retaining employees.

7- Career Path Planning
Career path planning aims to create opportunities for employees’ professional growth and development, helping align the organization’s objectives with employees’ career aspirations. This is achieved by identifying future talent requirements needed for the organization’s operations and defining the appropriate training paths to support employees’ development according to their future career progression. It also contributes to reducing employee turnover and minimizing the costs associated with staff replacement and talent acquisition. We strive to develop career path plans that support the organization in securing the future talents it requires while creating professional growth opportunities that foster an attractive and motivating work environment.

8- Training Needs Assessment Organizations aim to enhance and develop employee performance through the accurate identification of actual training needs in order to bridge the gap between expected performance and actual performance. This process relies on documented data related to employees’ actual job duties and respon
sibilities, as well as the competencies and skills required for their roles based on the job descriptions of their positions. The data is then analyzed in a scientific and accurate manner to identify the employees’ actual training needs.

Business Policies and Procedures

The process of preparing manuals of policies, rules, procedures, and work models aims to develop standards and governing rules to implement operations and determine the responsibilities and mechanisms of implementation. It also contributes to the unification of work methods, which helps to achieve stability in the level of performance. We seek to apply best practices in the preparation and development of manuals of policies, procedures and work models in line with the customer’s work environment, for example, but not limited to, we prepare the following policies and procedures:

• HR policies, procedures and models
• Financial policies, procedures and models
• Procurement and contract policies, procedures and models
• Warehousing and storage Policies, procedures, and models
• Operation and maintenance Policies, procedures and models
• IT policies, procedures and models
• Warehousing and storage Policies, procedures, and models
• Cybersecurity policies and procedures

Our services in other fields

We work with our clients in providing consulting services in various fields according to accurate identification of needs and proposing the best solutions and recommendations in the areas of transformation and maximizing benefit. we, as a leading entity, have a competitive advantage in providing our consulting services to find practical and appropriate solutions for our clients, where we have the technical capabilities and extensive practical experience to provide the best consulting solutions that you need to move forward in achieving your goals.