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SUMMER 2015

EZZ STEEL HUMAN RESOURCES
MANAGEMNT ANALYSIS PROJECT
TO PROF DR.GHADA EL KOT
BY
MOHAMED AHMED
MAHMOUD SAMIR

casting. steelmaking. made to customer and international specifications. wire rod.  Ezz steel is a joint stock manufacturing company with 10500 employees Page | 1 . at 800 tons per employee per year. raw material processing. At the company's long products plants. including three million tons of long products.EZZ Steel Introduction  Ezz steel is the Middle East’s leading producer of high-quality long and flat steel for use in a wide range of end applications. Continuous investment has built the company's overall capacity to 5. Suez. computer-controlled process.8 million tons per year.  Modern. ensuring that steel is always manufactured in line with strict quality standards. combined with unrivalled customer service has created a strong reputation in the region and an ever-growing status in markets around the world. rolling and finishing operations are all part of a continuous. Highly trained personnel in fully automated control pulpits monitor steel production from beginning to end. Dependable products. wire mesh and flat steel products to international quality standards.  Ezz steel has one of the highest levels of productivity in the world. Sadat City and 10th Ramadan City produce a wide range of rebar. purpose-built and fully integrated plants in Alexandria.

You have two employees that are equal in qualifications who would you select and based on what 5. Do you train regularly? Performance appraisal 1. Explain factors affect recruitment process 3. How often do you evaluate employees? 5. Who trains employees? 5. Explain you recruitment process Selecting 1. What do you look for while selecting new employees 4. How do you select employees 3. What are the major criteria to assess the performance of employees? 2. How would you evaluate the results of training? 4. How do you know that you need to hire new employees 5. How are training needs identified? 3. What can you aim to achieve through 360 degree performance appraisal? 3. How do you attract new employees 4. How do you make training effective for employees? 2.Data collected from HR department Recruiting 1. Who evaluates the employees? 4. What are the problems faced when selecting employees Training 1. Who selects the employees 2. Do you sometime fail in performance appraisal decisions? Page | 2 . What are the various internal and external sources of recruitment used? 2.

and external human resources agency .Discussion and Analysis Recruitment and planning  The organization depends on recruitment from within in filling its vacancies providing the employees with career development opportunities.Competition between employees could result in tension in employee –employee relationships  The external recruitment methods used by the firm is mainly two methods .and has larger number candidates(shortlisted ) not applicants.the agency had better knowledge of the market . Page | 3 . the advantages of internal recruitment: Providing career development opportunities for employees.in other words external recruitment is outsourced to grab the following advantages :less time .online based through its website where vacancies are announced . Existing employees fit much more quickly into the organization environment and culture.less costs . Recruitment from within means also that the firm within its recruitment and selection performs succession planning in filling vacant positions .Organizational benefits would include lower cost .less time to fit within the organization culture and no need for orientation .access to best talents .also organizational benefits would include higher motivation of employees towards productivity to get promoted to higher vacant position .

Step 8: Select Hire 9. Step 3: Develop Recruitment Plan 4. Step 9: Finalize Recruitment  What attracts the applicants to the firm is the a attractive compensation package as well as medical benefits .and using these data base to estimate the needed skills in applicants . The firm has a data base that includes all job needed skills and qualifications in job specification .as well as the name of the company as a large and profitable organization Page | 4 .these skills are forwarded to external agency for shortlisting of applicants into candidates  Recruitment process is made up of the following steps 1. Step 7: Conduct Interviews 8. Step 1: Identify Vacancy and Evaluate Need 2. Step 4: Select Search Committee 5.vacancies . Step 5: Post Position and Implement Recruitment Plan 6. Step 6: Review Applicants and Develop Short List 7. Step 2: Develop Position Description 3.

have the delegated responsibility for hiring decisions (as well as other employment related decisions. However. is not gender or culturally biased. Page | 5 . typing speed. and a variety of software packages (at the request of the hiring department). secretarial and assistant positions by assessing skills such as mathematics. during or after the interview.Selection  The accountability for all departmental personnel issues lies with the HR department head/director. but they may be appropriate for certain categories of jobs. Tests may be conducted as part of the interviewing process and can be requested before. it is common to test individuals for clerical. Selection of employees depends on matching the job analysis with candidates .the one having the necessary skills and qualifications are selected  Selection methods used by the HR department Employment tests are not always required. Results of the tests may have a direct impact on selecting a suitable candidate. and software capabilities. it is generally understood that principal investigators.A skills test is limited to job-related skills and abilities. and gives the highest test weightings to the most important job-related skills. For example. as supervisors. Human Resources provides testing for individuals on typing speed and accuracy.

During the selection process.Employees undertake a drug test after passing the tests and interviews a medical examination may be warranted as a condition of employment for the successful candidate. and conducting interviews. Page | 6 . interview techniques .English and accounting .blue collars undertake work sample tests . This can limit his focus when looking over applications and resumes. Staff from Human Resources may participate on selection committees at the invitation of the department to provide advice and guidance on candidate evaluation.other positions requires computerized tests in mathematics . a hiring manager might become too interested in a single quality or talent he expects of a candidate. Tests undertaken for employees before selection differs from one job to another . Physicals related to job duties are arranged by Human Resources at the expense of the hiring department.It is particularly advised that a member of the Human Resources Department be invited to participate in selection committees for positions in higher grades  Major selection problems faced can be summarized as follows 1. Also selection uses interviews Human Resources normally arranges interviews between qualified candidates and the department. the firm uses Personality Tests to measure personality traits in work settings especially in leadership and top management skills .

Appraisal affects training. such as friendliness.accordingly we can expects that employees might see goals and performance standards to be un doable and difficult . Selecting tools usually offer more insight into a candidate's skills and experiences to perform the job.and difficult by employees . compensation. because performance management is continuous and constantly should be done to control the employees' performance. Discussion with HR staff had shown that the organization has set goals as performance standards but viewed to be un doable . require some interviewer observation.this is maybe due to the fact that answers had shown that employees aren’t given the chance to express their opinions and share the process of goal setting . Performance management is much more cyclical process when compared to appraisal.2.Discussion showed little direction sharing and alignment with the overall strategic goals because employees aren’t kept informed about business issues. communication skills and interpersonal skills. and future recruitment. measuring his /her Page | 7 . Someone with loads of talent might negatively affect your work culture if he doesn't have the attitude and personal qualities to blend well with other employees Performance appraisal  Appraisal is done to assess the performance of employees relative to predetermined standards .Appraisal requires the existing of clear standards. fairness in measuring employees' standards and a necessity to communicate the results of the appraisal as feedback to the employees. The indirect qualities.

peers (colleagues). initiative. every type of job can be evaluated. Rating Scales: Rating scales consists of several numerical scales representing job related performance criterions such as dependability. coaching then re-measuring and so on. Each scales ranges from excellent to poor. The total numerical scores are computed and final conclusions are derived. low cost. as well as a self-evaluation  Supervisors and managers are the one responsible for performances appraisal.360-degree feedback will include direct feedback from an employee's subordinates.  360 performance appraisal isn’t applied . easy to use. output. Disadvantages – Rater’s biases Page | 8 . managers don’t provide help or support to employees when needed. large number of employees covered. A major deficiency is noticed within the questionnaire answers. attitude etc. Advantages – Adaptability. attendance.performance. and supervisor(s). Appraisal is recorded and done regularly by supervisors as it's part of their job  The HR responses had stated that performance appraisal methods used in the firm include 1. as they submit appraisal reports to top management and HR to determine the financial incentives or promotional opportunities. giving feedback. no formal training required.

This might lead to expect that compensation depend on other subjective matters other than performance. Advantages – economy. ease of administration. Disadvantages – Raters biases. can training help to improve this performance? Is there a Performance Gap? Page | 9 .2. standardization. Checklist: Under this method. as performance is kept away from the compensation received by employees. use of improper weighs by HR. does not allow rater to give relative ratings  The organization doesn’t apply aligned reward strategy. this would result in low sense of equity and mistrust in appraisal process Training and Skills development  HR department has an annual training program that pays attention to regularly expose employees to skills development and training programs . checklist of statements of traits of employee in the form of Yes or No based questions is prepared.They type of the job would highly affect the training method to be used . limited training required. Here the rater only does the reporting or checking and HR department does the actual evaluation.The firm uses performance analysis to determine the training needs razing the questions : Are the employees performing up to the established standard? If performance is below expectations.

Employees learn in the real work environment and gain experience dealing with the tasks and challenges that they will meet during a normal working day. assumed to be the best method by HR department On-the-job training is training that takes place while employees are actually working. It means that skills can be gained while trainees are carrying out their jobs. On job training methods applied include: Coaching – an experienced member of staff will help trainees learn skills and processes through providing instructions or demonstrations (or both). The business benefits by ensuring that the training is specific to the job. The firm also uses other methods for training like class room lectures mainly held by an external training company Page | 10 . It also does not have to meet the additional costs of providing off-the-job training or losing working time. and Job rotation – this is where members of staff rotate roles or tasks so that they gain experience of a full range of jobs. Monitoring – each trainee is allocated to an established member of staff who acts as a guide and helper. This benefits both employees and the business. Training methods used by the HR department within their annual training program depends mainly on job training.

employees compensation doesn’t depend to a great extent on performance (out of the discussion HR staff said they all receive almost the same profit share and monthly incentives with no regards to individual performance).and difficult by employees .negative employee-employee relationships have negative impacts on achieving the organizational goals 2. employees receive very little feedback from their immediate supervisors . A possible result was the competition between employees could result in tension in employee –employee relationships . less time to fit within the organization culture and no need for orientation. employees aren’t given the chance to express their opinions and share the process of goal setting . 3.Conclusion 1. the advantages of internal recruitment. Organizational benefits would include lower cost. Employee don’t' receive continuous feedback from their immediate supervisors . The organization depends on recruitment from within in filling its vacancies providing the employees with career development opportunities. Organization has set goals as performance standards but viewed to be un doable .employees answers had shown no loyalty towards their employee fellows . little direction sharing and alignment with the overall strategic goals because employees aren’t kept informed about business issues'. Page | 11 .

Onthe-job training methods applied include: Coaching . Managers should link the strategic goals to employees' and job goals and keep employees informed with the overall strategic orientation of the firm  360 degree performance appraisal should be implemented to enhance the performance appraisal process Page | 12 .and Monitoring .The firm also uses other methods for training like class room lectures mainly held by an external training company Recommendations  Performance standards should be reviewed and re placed in a realistic way and with employees' participation to gain acceptance. Employees regularly receive training HR department has an annual training program .the firm uses performance analysis to determine the training needs .