Final exam

HR Project
Employee Journey

Emara, Mazen (GE Healthcare)

 Journey of a talent
Talent process Diagram starting from developing a methodology to determine
job requirements till Exist interview or Retirement.

Job Analysis Competencies Recruiting

- Job description - Technical - Internal recruitment
- Job specification - Behavioural -External recruitment

Interview process
Job offering Onboarding Process
One to one / panel

Development & Compensation and

Exit interview
Appraisal Benefits

Before we start to post job description & specification and competencies, we

will do a questioner internally to know what employees think and expect from
this job (duties) and what are the main requirements for the one who will be
chosen
Job: Business Unit Manager
Company: GE Healthcare
Questionnaire:
 What is the general purpose of this position? Indicate in one or two sentences
the general purpose of the position (or why this job exists).

 Position identification:
o Position title
o Department
o Pay grade
o Reporting structure (reporting to whom, solid or dotted)
o Location
o Working condition (office based or field or a mix) and what is the % in case
mixed

 Education: Check the box that best indicates the minimum training/education
requirements of this job
Bachelor's Degree Doctorate Degree
High School Diploma or GED Master's Degree
 Years of sales & marketing experience needed?
3-5 years 5-7 years

10+ years 15+ years

 What are the mandatory soft skills for applying for that job?
Mention 3-5 skills which are mandatory

 What are the essential duties and responsibilities?

State the main 5-7 responsibilities and duties

 Any preferable certificates or requirements needed?

 From the following competencies which are most important and weight
of each one?
o Organizational management
o People management
o P&L management
o Project management
o Marketing and branding
o Decision making
 o Problem solving
o Distributor management

 Leadership Responsibilities and Reporting Relationships?

select the appropriate one of below that best characterizes this job

Օ Functions as a supervisor over staff employees on a regular basis but is

not a direct supervisor. May assign, schedule, and monitor the work of
staff.

Օ Functions as a first line supervisor over two or more full time staff. Has the
authority to hire, develop, terminate, appraise performance, or strongly
recommend such actions

Օ Functions as a manager of a unit, section or major function and typically

supervises first line supervisors or persons having professional
responsibilities.

Answering above questions, allows us to better post the following job

discerption & specification and competencies
Job discerption
Title Surgery Busines unit manager for North East Africa
Location Cairo, Egypt
Summery Managing Surgery business across North East Africa
(NEA), responsible for all sales, P&L, marketing activities
and distributor management
Division Diagnostic imaging
Reporting to GM Surgery business unit Africa
Working conditions 60% officed based, 40% travel between NEA countries
Pay grade SP Band
Job duties & Business development 50%
Responsibilities  Creates sales projections and sets objectives for
Surgery business unit portfolio
 Responsible for business results (Profit and
Loss, meeting annual plan and achieve +10
points growth for surgery business in NEA)
 Responsible for advancing Company Customer
Service Reputation with external & internal
Customer base “KOLs”
 Develop a plan to reach 45% market share in
NEA surgery market
People development 30%
 Coach and develop team members, help them
to achieve their targets, under the Ethics and
code of conduct of GE Healthcare
 Marketing responsibilities 20%
 Explore and analyze market trends and identify
new opportunities North East Africa region.
 Help marketing team to Develops and executes
full strategic marketing plans and programs for
Surgery business unit portfolio
Job Specifications
Qualifications Bachelor’s degree of pharmaceutical or Biomedical
engineer or nay equivalent degree
Experience Total 10 years of experience within medical devices
multinational companies, with minimum 5 years of people
management experience
Languages Fluent English, French is a plus
MBA & PMP Preferable
 Strong Leadership abilities
 Good business sense/Acumen
Skills  Strong communication skills
 Results and action oriented
 High level of emotion intelligence
 High level of negotiation and Persuasion skills
 Critical thinking and problem-solving abilities

Competencies
Description Level of
professionality
Motivating skills: Ability to encourage and build team Advanced
spirit among staff, bringing about mutual respect and
cooperation
Decision making skills: should have the ability to Expert
analyze information and evaluate results to make the
best decision in solving problems
Administration and Management: Knowledge of Advanced
business and management principles involved in
strategic planning, resource allocation, leadership
technique and coordination of people, resources, and
departments.

Marketing: Knowledge of principles and methods for Intermediate

showing, promoting, and selling products or services.
This includes marketing strategy and tactics, product
demonstration and sales techniques.
Distributor management: to set goals and sales targets Advanced
with GE partners, lead them without authority to deliver
with a high level of integrity and quality, and to handle
and negotiate all pricing discussion
We will start with internal posting, if we don`t find good calibers inside the
organization, then we will go for external job posting looking for external candidates
through all digital platforms (LinkedIn, Wazzaf, Jobzella) and on GE-Health care
official website, job application will be valid for 14 days.

After looking for many applicants, we agree on a shortlisted CVs to be interviewed

through specific interview pathways, 3 levels of interviews:
 First: phone call interview:
Through a third-party recruitment agency, the objective of this step is to filter
applicants based on the employer requirements
 Second: one to one interview.
With direct line manager Africa imaging manager, after the candidate pass,
he/she will go to the next step
 Third: Panel interview.
Panel includes:
 HR NEA director
 Line manager: Imaging manager for NEA
 Dotted line manager: GM Egypt GE Healthcare
 Marketing manager Africa

During all steps of interviews, we have to prepare structured question and drive the
interview in a very structural pathway focusing on some types of questions:
(Situational, Behavioral, Job related)

These questions should be asked to discover the candidate`s competencies and

skills, to determine to what extent he/she will fit this position

Examples of Interview questions:

- Give us an example of a situation, you took risk and failed, what was the
consequences and how did you manage this?
- Give us an example of a situation you had a conflict with one of your peers
and how did you manage it?
- What will be your first 90 days plan if you are appointed to be NEA surgery
business unit manager?
- In this role, you are responsible for a direct (account managers) and indirect
(distributors) models of sales, how you will run the communication through
them, knowing that there might be an area of conflict between both of them?
- Knowing the current situation of COVID-19, how can you run the business,
and what will be your strategy with your team to handle their daily activities?
- Our current market share is 20%, how will you succeed to reach 30% within a
year?
 - Libya and Sudan are part of your region, we have our distributors there
SAMASU group, how will you manage both of them while you are based in
Cairo, specifically during the current COVID-19 situation?

The following step after we agree on the best fit candidate, is to offer him/her a job
offer,

Salary Component Annual Gross (EGP)

Basic Salary (Full Time Equivalent) xxxx

Allowances Annual Gross (EGP)

Transportation xxxxx
Fuel allowance xxxxx

Benefits and Entitlements Annual Gross (EGP)

Annual leave 21 working Days -Social
insurance less than 10 years
Medical insurance AXA
Life disability insurance
Pension plan ISave pension plan

Variable compensation Percentage %

At target bonus payout percentage of 50% of basic annual
annual basic salary

After the candidate accepts the job offer, we start the onboarding process:
The main objective is to introduce the company to the new member, and to walk the
new employee through the history of the organization coming to make him familiar
with the process, products, and his/her colleagues.

Onboarding process will be divided into 2 phases

Phase 1 (before arrival of employee)

Email to officially welcome the new employee after confirmation of Hiring manager
acceptance
Create an onboarding schedule for him/her Hiring manager
Schedule orientation date in office with specific hours and to be Hiring manager
communicated with the new employee
Contact Payroll Department to set up new hire Hiring manager

Phase 2 (at arrival of employee)

 Receive his access card, parking card and handwritten booklet HR
of all his benefits.
Receive his laptop, iPhone, iPad and headphones. Then to IT department
setup his official E-mail and create all needed passwords for all
companies` IT tools
Give a department tour for each company department HR or Hiring
(Socialization) manager
3 hrs. orientation session about company history, departments, HR
business overview
3 days high level product knowledge training Senior member
of his/her team

Development and Appraisal:

using one of IT tools (Workday platform), employee set his/her goals and objectives
for a year with his/her direct manager on his/her workday profile, the progress
towards these goals are reviewed 2 times across the year, first at mid-year
performance discussion and the second is yearend conversation.
Rating based on two parameters:
- (What & How) numbers and behavioral.
- Grade range applied (partially meet, fully meet, exceed)
- During the year there is casual touch points on quarterly basis to discuss help
needed or to share any issues or ideas between both employee and his/her
direct manager
Also, there is another technique: Employee to employee feedback based on:
- What to consider
- What to continue
Both two techniques depend on structural feedback based on clear points of
evaluation, just to avoid any conflicts or problems.

Developmental plans:
Development is a mutual responsibility of both employee and the company to
that, there is a specific touch points meeting across the year to discuss only
career aspiration and what is needed to develop that potential talent.
Example of pathways & methods:
- Enrollment in specific courses ex; (Lean six Sigma, strategic management)
based on his/her career aspiration to be a regional Business director or a
Marketing director
- Mentorship programing: with one of board members or VPs
 - Extra official Regional stretch assignments: to let the talent acquire and
develop skills needed for his/her next regional role
- Coaching by his/her direct manager
- And the employee`s part is to develop one of his team to be his/her successor
as a business unit manager and accordingly he can move ahead.

Finally, the Exit interview when Employee decide to leave outside the company and
how we manage this process:
Examples of exit interview

1. Why did you begin looking for a new job or why you want to leave?
2. Did you feel that you were fully equipped to do your job in the right way?
3. How would you describe the culture of our company?
4. Did you share your concerns with anyone at the company prior to leaving?
5. Were you satisfied with the way you were managed from your line manager?
6. Did you receive constructive feedback to help you improve your performance?
7. Were there a regular one to one touch points between you and your
manager?
8. What Things Could We Have Done Better to keep you?