Services - النشمي للاستشارات

Participating in building human resources strategies that examine the current situation and identify proposals for improvements.
Supporting all human resources activities, by reviewing and advising on human resources policies and HR processes in all business sectors.
Ensuring the optimal use of the human resource and considering it as a capital must develop and retain.
Providing the organizational units’ managers with the operational advice for human resources if necessary.

Identifying the most important career paths.
Identifying the skills and competencies needed for the target career path.
Identifying and evaluating the targeted staff through the necessary career competencies.
Developing and implementing the succession program according to a specific timetable.
Assessing the effectiveness and added value for the succession program, and updating it periodically.

Ensuring compliance and correspondence with the internal regulations and procedures as well as the governmental legislations.
Ensuring that best practices are introduced, and that the competitive advantage of the company is improved by attracting and retaining the talented employees.
Ensuring that there is a clear strategy for human resources management activities that is systematically approached by continuous improvement.
The possibility of auditing a particular human resource activity and providing corrective advice for such activity, such as recruitment or performance evaluation.

Activating the performance management role as an engine to raise employee performance.
Ensuring that employee’s performance and the overall business are aligned in achieving the expected goals.
Confirming that performance evaluation programs aim to develop the human element and the added value they offer to increase performance efficiency.
Carrying the spirit of competition among teams’ members away by honoring the hard working and motivating the others to improve their performance.
Linking the financial benefits and returns for those who deserve by proven evidence.

Studying the nature of the activities then the business model and organizational structure.
Analyzing jobs in different and appropriate methods to reach their components and value factors.
Ensuring that analysis is effective and relatively to duties and responsibilities, and appropriate for job design and objectives.
Creating effective job descriptions that establish performance indicators for those who occupy them.

Recruitment and Talent Acquisition.
Jobs from analysis up to evaluation, including classification and job descriptions.
Performance Management Process.
Team building (experimental training).
Time Management.