ELMASRIEN

ELECTRIC

PREPARED BY:
AHMED EID -1
HAYTHAM KHAIR -2
MAZEN ATEF -3
MENA LATIF -4
SAYED RAGAB -5
Company introduction

Values, Vision & Mission

SWOT Analysis

Strategies

Goals

Organization structure
Recruitment steps

Training plan

Developmental &Motivational plan

Performance Appraisal

Sustainability

Compensation& Benefits
Company introduction

 ELMASRIEN ELECTRIC has been a manufacturer of electrical components in Egypt since 1940.

 We had evolved into a global provider of energy, digital and infrastructure solutions with a turnover
of 46.4B Billion $ in 2020.

 We have been listed on the Cairo stock exchange since 2006, we operate in five key business sectors:
Wire & Cable, Electrical Products, Engineering & Construction, Smart Infrastructure and Infrastructure
Investments.

 Our growth has been based on sound financials and a commitment to hiring talented individuals. As well
as empowering businesses and communities, we have been a major contributor to the Egyptian, African
and Middle Eastern economies.
Values
 Integrity.
• Be ethical, honest and transparent
 Customer Satisfaction.
• Offer exceptional customer experience locally & globally
• Offering quality products, services and innovative solutions
 Excellence.
• Strive to excel in every aspect of our business
• Approach challenges with determination to succeed
 Ownership, Commitment and Collaboration.
• Assume responsibility for actions & decisions
• Execute & deliver with sense of urgency
• Demonstrate equality, humility and respect for others
• Collaboration & teamwork
 Innovation.
• Identify , develop and deploy leading edge technology
• Pursue improvement tools
Vision and Mission

 Vision:

To become a worldwide leader in delivering energy, services and value

 Mission:

To deliver efficient integrated energy solutions provided with exceptional expertise

and service to our customers & communities safely and efficiently.
SWOT Analysis
Strengths
o The company has been established in the market for 80 years.
o It’s the market leader in the Egyptian market (the highest market
share).
o Has variety of sectors: Wire & Cable, Electrical Products, Engineering
& Construction, Smart Infrastructure and Infrastructure Investments.
o Has over 22 worldwide production facilities.
o Has more than 2000 employees.
o The company is targeting both public and private sectors.
Opportunities
o The whole market size is always growing.
o The existence of new and virgin markets with weak competition.
o Demand for cables in is expected to increase due to increasing
infrastructure.
o Entry barriers for new competitors are high, as the market needs huge
capital.
Weaknesses
o Lack of focus on the infrastructure sector.
o The turn key projects performed by the company are
limited in Egypt and some countries in Africa only.
o Lack of enough information to identify potential customers
and suppliers.
 
 
Threats
o Instability of the Egyptian economy
o Operating in some high risk countries like Syria and Sudan.
o The dependency on construction industry.
o The different regulations and laws from country to another.
o The instability in the world economy due to the pandemic.
Corporate Level Strategy

 Geographic expansion strategy

The company is following the geographic expansion strategy, we already have

expanded in in Africa and Middle east and Europe, but we aim to expand more in
Europe and Asia to gain access to new markets and to help to secure the future for
our company.
Business Level Strategy

 Cost leadership strategy

The company is using cost leadership strategy in order to establish a competitive

advantage by having the lowest cost of operation in the industry.

The company aims to become the low-cost leader in our industry to increase its
market share and to maintain its position as Market leader.
Functional Strategy

 Marketing:
Provide an accurate assessment of customer product preference.
Maximize cost-effective targeting of advertising campaigns.
Timely reaction to changing market.
 
 Sales:
Increase sales by using our competitive edges.
Entering new markets and gaining new customers.
 
 HR:
Reduce hiring and training expenses by minimizing employee turnover.
Provide extensive training to decrease employees’ errors.
 
 Production:
Maintaining a high level of quality and safety.
Minimize wastage of products.
Reduce delay in demands
Business Exit Strategy

 
 In case of any force majeure or compulsive economical conditions regarding the
business, Our exit strategy will be Liquidation.

 In case of improving economic environment, the company will go with expansion

internally and externally.
Goals

 Increase our Market share by 4 points in the Egyptian market by the end of 2025.

 Increase profitability by 5% by the end of 2025.

 Launch new 5 production facilities by the end of 2030.

Organization structure ( Mechanistic )

CHAIRMAN

Vice- Chairman

CEO CFO CMO COO CCO CHRO

Operation
Manager

Production
Manager
Recruitment steps

 Preparing the job analysis

 Preparing effective job description

 Determining the suitable recruitment sources

 Preparing a job advertising for the required vacancy

 Sorting and making the right shortlist

 Doing the first screening

 Interviewing the best candidates

 Interviews’ feedback and decision

 Reference checks

 Offering the job

Preparing the job analysis

 Review the job requirements.
 Research similar job descriptions.
 Identify the outcomes required for the job.
 Examine the job efficiencies.
 Determine the skills and training required.
 Define the salary bands.
 Continue to evolve the job.

 
Preparing effective job description- Production Manager

Job Title Job Family: Production

Production Manager
Grade: 9
Span of control
Reporting to Operations Manager
 
Supervises Sector heads of Production
Job Summary Smoothing operation of the daily production in the factory

1. Plan and draw up the production schedule

2. Overseeing production processes
Job Duties 3. Organizing the repair and routine maintenance of production
equipment
4. Organizing relevant training sessions

1. Manage the smooth and efficient production of goods.

2. Supervises field staff and subcontractors.
3. Manage budgets and forecasts.

4. Manage human and material resources to meet production targets.

5. Supervise and motivate a team of workers.
Job Responsibilities 6. Supervision and direction of manufacturing facility activities.
7. Manage the status of work control and backlog for work order
submission to work order completion.
Preparing effective job description- Production Manager

- Efficiency rate
- Turnover rate
KPIs/ KRAs - Accuracy percentage
- Punctuality percentage

Qualifications - Bachelor Engineering degree in electricity

- MBA Certification is preferred
- Minimum 10 years of experience in production field

Language - Arabic 70%

- English 80%
- French 70%
- Financial Management ( level 3 )
- Communication skills ( level 4 )
- Project Management ( level 3 )
Competencies - Problem solving ( level 4 )
- People management skills ( level 4 )
Preparing effective job description- Production Engineer

Job Title Job Family: Production

Production Engineer
Grade: 5
Span of control
Reporting to Production sector head
 
Supervises Operators
Job Summary Monitoring the production operations

1. Organize workflow by assigning responsibilities

2. Lead and support operations to resolve technical issues.
3. Organize plant start-up and shut-down schedules to ensure
minimum loss of production time.
Job Duties 4. Plan and organize maintenance.
5. Plan projects or subtasks so they may be tracked and presented.
6. Lead work cells to become a team.
7. Organize and manage manufacturing workflows and resources.

1. Supervising the manufacturing processes, ensuring quality work

is done in a safe, efficient manner.
2. Manage tooling and gauge design and drawings.
3. Manage equipment purchase and installation.
Job Responsibilities 4. Supervise technicians, technologists, analysts, administrative staff
and junior engineers.
5. Supervise operator training.
Preparing effective job description- Production Engineer

- Downtime
- On-time orders
KPIs/ KRAs - Planned vs. actual production time
- Planned vs. actual production costs
- Overall operational effectiveness
Qualifications - Bachelor Degree: Engineering
- A minimum 2 years of experience in production field
- Excellent computer skills
 
Prerequisites - Mechanical/Production Engineering
- Certificate in communication skills
- Time management course
Experience Serving a total of 2 years at minimum
Language - English 75 %

- Reporting skills ( level 2 )

- Computer skills ( level 3 )
Competencies - Communication skills ( level 2 )
- Problem solving ( level 2 )
 Determining the suitable recruitment sources

 There are several recruitment sources that vary on cost and effectiveness but after studying what is
best for the company we had selected the following:

 Our company website

 Professional social media – LinkedIn
 Advertising: Indeed
 Words of mouth – Referral
 Preparing the job advertising

 After determining the right recruitment sources we prepared advertisement for the two required positions.

Production Manager
ELMASRIEN ELECTRIC
10TH Of Ramadan City
 
Job Description:
The Production Manager is responsible for the smooth operation of the daily production in the factory as well as ensuring that the productivity are
achieved and the production plan is implemented with good quality standards. He is responsible for maintaining a clean shop floor with a good
health & safety environment ready for audits and visits at any time.
Duties & Responsibilities:
Plan and draw up the production schedule
Overseeing production processes
Organizing the repair and routine maintenance of production equipment
Organizing relevant training sessions
Manage the smooth and efficient production of goods.
Supervises field staff and subcontractors.
Manage budgets and forecasts.
Manage human and material resources to meet production targets.
Supervise and motivate a team of workers.
Supervision and direction of manufacturing facility activities.
Review worker performance and identify training needs.
Manage the status of work control and backlog for work order submission to work order completion.
Manage overall product quality to ensure all standards and specifications.
Supervising production and administrative staff and monitor the allocation of machine time to each worker per shift.
 Preparing the job advertising

 After determining the right recruitment sources we prepared advertisement for the two required positions.

Job Requirements:

Minimum 10 Years’ experience in production field

Bachelor Engineering degree
MBA Certification is required
Excellent Command of English
Leadership skills
Decision making skills and their implementation
Negotiation skills
Excellent Command of statistical analysis
Communication skills
Ability to manage Audits
Team Work
 
:How to Apply

Please email your updated CV to hr@elmasrien-electric.com with subject

Only qualified individuals will be contacted for an interview
Sorting and shortlisting

 After posting the job advertisement in recruitment channels, we got more than 1000 resumes for both
positions. In order to identify the best candidates, we decided to prepare a shortlist using the Yield
Pyramid after determining certain universities with certain graduation degrees.

 In our case we need to hire one candidate in the position of Production Manager and 4 candidates in
the position of Production Engineer.
 So, the shortlist will be 24 candidates for the Production Manager position and 96 candidates for the
Production Engineer position.
Doing the first screening

 First screening (phone interview)

  The purpose of a phone interview is to make sure that you advance appropriate and qualified
people to the next stage. And that they meet the baseline “must haves” that you and your hiring
manager decided upon at the beginning of the process.
 Interviewing the best candidates

 The candidates would be exposed to three types of testing and interview questions which are:
 Operational and situational questions
 Role specific questions
 Behavioral questions

 All these tests are performed to assess their skills, abilities and knowledge.
 Interviews’ feedback and decision

 It’s important to collect interview feedback quickly. Right after an interview is when information is
fresh in everybody’s mind, and the ability to make a quick decision and get an offer out is a
competitive advantage.
 Reference checks

 
 The reference check step is the last step before making the final decision and it must be taken
seriously by asking the right questions to get the full picture about the candidate before offering the
job.
 Offering the job

 After consulting about the compensation package and benefits it’s time to issue job offer for the
selected candidates.

Q1 Q2 Q3 Q4
Position
Jan Feb Mar Apr May Jun Jul Aug Sep Oct Nov Dec

Production Manager 0 0 0 0 0 0 1 0 0 0 0 0

Production Engineer 0 0 0 0 0 0 2 2 0 0 0 0
 Training plan

 The human resources department of a company is responsible for making sure employees have the
training and development they need to be successful in their roles and to promote the growth of the
company.
 We are using the ADDIE Module to design and perform the training plan which is the main access for
the career development of our Employees.
 ADDIE Module:
- Analysis
- Design
- Development
- Implementation
- Evaluation
 Developmental plan

 Developmental plan for Production Manager

Training Program Budget Time

Risk Management
Financial planning & Budgeting
Coaching & empowerment
People management
Leading with strategic thinking
Advanced management skills
Decision making & problem solving
4000 LE / person- (24 hrs.)
5000 LE/ person- (30 hrs.)
4000 LE / person- (24 hrs.)
4000 LE / person- (24 hrs.)
5000 LE/ person- (30 hrs.)
4000 LE / person- (24 hrs.)
4000 LE / person- (24 hrs.)
Q1- 12 persons per wave
Q1- 10 persons per wave
Q2- 12 persons per wave
Q2- 16 persons per wave
Q3- 16 persons per wave
Q3- 15 persons per wave
Q4- 10 persons per wave

 Developmental plan for Production Engineer

Training Program Budget Time

Communications skills
Time management
Business intelligence
Business writing
Emotional intelligence
3000 LE / person- (24 hrs.)
3500 LE/ person- (30 hrs.)
3500 LE/ person- (24 hrs.)
3000 LE / person- (20 hrs.)
3000 LE / person- (20 hrs.)
Q1- 15 persons per wave
Q1- 10 persons per wave
Q2- 10 persons per wave
Q2- 10 persons per wave
Q4- 15 persons per wave
 Motivational plan

 Production Manager:

 There’ll be a bonus for the best achiever manager in production & performance over the whole region, so tracking them is the key to achieve
welfare for each of them.
 Sharing experiences and success stories with them.
 There will be assignments in Management & Leadership every 3 months, the assignment will encourage them to be motivated, there will be
interviews to select the best candidates.
 The rewards must be worthy , as an example free MBA programs.

 Production Engineer:

 The best Achiever will earn the highest incentives.

 Open new positions in the company, which motive the seniors to enter the interviews to reach the positions.
 The rewards must be worthy, as an example free CPIM.
 Performance Appraisal

 Appraisal is done on Yearly basis.

 The Appraisal methodology used is combination of Management by objectives (MBO) and Graphic
Rating Scale (GRS).
 MBO appraises the required objectives while GRS appraises the employee traits.

 For Production Manager :

Evaluation= ( 60% MBO ) + ( 40% GRS)

 For Production Engineer:

Evaluation= ( 70% MBO ) + ( 30% GRS)
Performance Appraisal- Production Manager

 Management by Objectives.
Performance Appraisal- Production Manager

 Graphic Rating Scale.

 Performance Appraisal- Production Manager

 Final evaluation for Performance

Appraisal.
Performance Appraisal- Production Engineer

 Management by Objectives.
Performance Appraisal- Production Engineer

 Graphic Rating Scale.

 Performance Appraisal- Production Engineer

 Final evaluation for Performance

Appraisal.
Sustainability

 As a global company, ELMASRIEN pursues the highest standard of corporate

responsibility in all what we do – supporting and empowering our employees as well
as local communities, ensuring employee safety and minimizing our environmental
impact. We recognize both the business imperative and the moral obligation to carry
out our operational activities in a socially responsible and environmentally sustainable
manner.
 We aim to align our sustainability initiatives with the UN’s Sustainable Development
Goals (SDGs) of the 2030 Agenda for Sustainable Development. The SDGs are a set
of 17 targets covering sustainable development issues such ending poverty and
hunger, improving healthcare and education, combating climate change and protecting
the environment.
Sustainability

We are committed to continuous assessment and improvement of our sustainability

guidelines, initiatives and activities through:

 Continuous social contribution through improving community relations

 The training and development of all its employees
 Recognizing environmental, social, and economical needs of the communities we
work in and involve in suitable initiatives that utilizes our skills, time, and
financial support
 Developing products and services using sustainable, safe methods of work and
meeting quality standards to continuously improve our output for the benefit of all
stakeholders
Compensation and Benefits- Salaries

 Our Compensation & Benefits system meets the Market.

Production Engineer:
- Salary
Gross salary 4700 LE
Net salary 4060 LE
Annual incremental 10-20% from the basic salary

Production Manager:
- Salary
Gross salary 16000 LE
Net salary 12890 LE
Annual incremental 10-20% from the gross salary
Compensation &Benefits- Pay for performance

 Incentive plan
- We are paying for performance according to position depend on KPI's, show how
we link between individual, team and organization incentive.
 
 Individual incentive:
- We depend on performance appraisal for merit raise and bonus.
 Team incentive:
- We assign some projects that common between department's team or common
employees from different departments that responsible for specific project to allow
them team incentive after achieving goal.
Compensation &Benefits- Pay for performance

 Organization incentive:
- We depend on organization goal achievement to allow the employees profit share,
take in consideration his performance.

Piece Standard Merit Team Profit

Job Title Bonus Recognition
Work Hours Raise incentives Share

Production Manager - - + + + + +

Production Engineer - - + + + + +
Compensation &Benefits- Benefits plan

 Benefits plan

 Medical Insurance
 Pension programs
 Mobile allowance.
 Transportation allowance.
 Life insurance.
 Meal allowance.
 GYM
 Education allowance
 Meal allowance.
 Loans
 Training
Compensation &Benefits- Benefits plan
Compensation &Benefits- Motivation

 We work with Vroom's theory - motivation = E x I x V.

 Expectancy: that effort will lead to high performance.
 Instrumentality: the connection between performance and appropriate reward.
 Valence: pay satisfaction.
Thank You !