Dr.

Ayman Metwally

Unrestricted
 What’s HRD?
It’s part of HRM deals with enhancing
organizational skills from personal perspective

• HRD externally impact the country institutional

setup

• HRD internally impact entire management

towards organizational objectives and investment

• HRD is strongly impacting any progressing

economy seeking for sustainability and
endurance
Unaligned strategy

Individualized Vision
 Legal strict complication that is considered as
obstacle for the investors

 Labor laws inflexibility with different newly

required jobs

 Post revolution recurrence of Parliament stuck

lots of legislations of laws
 Population Growth increase since 1960 till 1990
and increase of labor force and higher educated
graduates
 Nationalization and expansion of Public Sector
 HR planning was oriented towards guaranteed
employment opportunities rather than market
requirements
 Informal Sector and Migration percentage
increase in 1980s
 Different Economic reform strategies in 1990s
like privatization
 21st century and information tech. reform
orientation
Lack of Integration
Lack of collaboration
Resistance to change
 HRD policies have to be formulated in
conjunction with other strategies such as the
educational policies
 This problem results in the mismatch between
educational output and employment demands.
 Education Criteria that lack logical approaches
and problem solving skills and soft skills
 The misallocation of human capital allows
rareness of good job opportunities that result
in increasing the percentage of migration
unfortunately of the very well educated
manpower
Coordination between different entities that
serves the same objective like for example the
vocational education that is run by at least 4
different Ministries:
1- Ministry of Education
2- Ministry of Industry
3- Ministry of Higher Education
4- Ministry of Manpower, Social affairs, and
housing

Resulting in double work, and wrong measures for

assessment and unneeded excess supply
 Lack of information required for defining the
correct supply of manpower and
competences at the required market demand.

 Information polices that guide to accurate

transparent assessment for recommendations
and future plans are lacking
 Informal employment status refers to employees
of informal enterprises as well as wage
employment in formal enterprises, households, or
those with no fixed employer, who are not covered
by social security and/or have no contract.
 It is not recognized, regulated, or protected by
existing legal or regulatory frameworks
 Informal sector manpower constituents are almost
illiterate or at most primary level educated
 Informal sector employment has no policy in
hiring, firing, employment age limitations, or and
employment rights
1- Working on overcoming institutional challenges

2- Integrating policies with the real investment plans and accurate

alignment with strategies

3- Re define the HR planning maps in Egypt as per the market

current requirement

4- Developing flexible educational programs that currently suffers

in Egyptian environment like soft skills and logical and critical
thinking

5- Special focus with certain defined entity upon the vocational

education and technical training
6- Decrease the intensity of Bureaucratic apparatus in different public
entities

7- Decrease the gap between demand and supply and the un needed
surplus in some profession and direct the government investment towards
the more demand profession

8- Maximize the role of social marketing and social initiatives that aims to
enhance the level or human resources and reform the HR policies

9- Allow middlemen roles like recruitment companies , training centers

and vocational workshops education

10- Optimization of subsidizing the higher degrees education allowing

more room to enhance the university capabilities and use those subsidies
in the basic education expansion
 The government initiative that later became we
Telecom started as a telegraph line Cairo and
Alexandria in 1854 built by the British Eastern
Telegraph Company. Egypt's first telephone line
was installed between Cairo and Alexandria in
1881. In 1881, the Egyptian government purchased
the Eastern Telephone Company and created the
Telephone and Telegraph Authority.
On September 18, 2017, Telecom Egypt
launched its mobile service, branded as WE
 We is the holding company for TE data and Egypt
telecom
 1-Attraction and 2-Performance
recruitment management

3-Organizational structure 4-Employees Career path

5-Employees retention 6-Training

Lead to low performance, productivity and customer

satisfaction
Selection and Recruitment:-
 Enhancing psychometric test role in selection
process.
 Early retirement to have the availability to
recruit more qualified and educated calibers .
 Attracted 154 employees from other
competitors.
 Increase minimum wage to 3000 to attract
more educated calibers.
Redesign organization structure.
 Redesign the organizational structure
specially customer service to reach customer
satisfaction.
 Forming new departments with the latest
systems to coop with the international
communications technology.
 Redistribute employees concerning a very
Clear criteria.
 Forming PR department with new effective
responsibilities for serving WE employee's.
Performance management :-
 Set a clear KPI`s for each department .
 Design performance management system(360
degree feedback system for evaluation)
 Match between Intensives and performance

Staff benefits:-
 Enhance medical service with 77 new suppliers.
 Add family members to the medical insurance
 Setting deals with travel Agencies , hotels, gyms,
etc.
Training:-
 Form a professional training department
responsible for (soft and technical skills)
 Facilitate 55 training courses based on a
professional training analysis.
 Encourage employees to complete their
masters (MBA) by offering selected calibers a
scholarships.
 Implement a training protocol with the
Ministry of Education to prepare youth
leaders from school students (Future Leaders
Development Project).
 How to Integrate Sustainable Development
Skills and Values into Educational Reforms -
YouTube