Etisalat analyses human capital with new human resources strategy

1- What is strategic management? And the relation with the strategic human resources management 2- How to translate the companys strategy to HR strategy? In order to reach a strategy oriented HRM 3- The strategic HR tools 4- How to implement the system? The first parts Strategic management the process of identifying and executing the organizations strategic plan, by matching the companys capabilities with the demand of the environment, the strategic management include three levels first the strategic planning, strategic execution, and the strategic evaluation. To link the relation between the strategic management and the strategic HRM we have to know the types of strategies which are corporate strategy, Business/ Competitive strategy, and Functional strategy. Then Management needs to know the company strategy and the business (competitive) strategy in order to formulate a strategic plan that implies certain workforce requirements. Given these requirements, human resource management, Strategic human resource management Formulating and executing HR systemsHR policies and activitiesthat produce the employee competencies and behaviors that the company needs to achieve its strategic aims. Most of the HR Professionals call policies and practices (Strategies), to produce the desired skills, competencies, and behaviors. Given these requirements leads us to the Second part, human resource management formulates HR strategies (policies and practices) to produce the desired workforce skills, competencies, and behaviors. Like what are the basic courses of action HR will pursue to ensure that the recruiting, selecting, training, appraising, and compensation system support the companys strategic plan? Managers use several tools to help them translate the companys broad strategic goals into specific human resource management policies and activities. Three important tools include the strategy map, the HR Scorecard, and the digital dashboard. And the most effective way in my opinion is the strategy map A strategic planning tool that shows the big picture of how each departments performance contributes to achieving the companys overall strategic goals. Because simply the HR scorecard it to take the strategy map and then quantify it. So Ill put the case of Etisalat Egypt between your hands: Etisalat's strategy is to develop a significant international footprint and to benefit from economies of scale. With a corporate strategy like that, human resource management plays a big role at Etisalat. Sophisticated engineering and services require more focus on employee selection, training, and compensation than in the average firm, and globalization requires delivering there services globally Etisalat sums up the basic if its HR strategy in several points these include: Acquiring the best workforce in Egypt that was out of mobinil and Vodafone not only by offering higher salaries but also selecting the best in engineering, telecom, and customer service Targeting to be a market leader in human resources activities to follow a living company is a learning company the high tech nature of the company means that employees must be able to learn on continuing basis

ETISALAT UAE

United Arab Emirates: Monday, September 25 - 2006 at 14:43

As a driving force in one of the world's most dynamic telecommunications markets, Etisalat, the UAE's leading telecommunications provider, is maximizing human capital - one of the company's most critical assets.
To achieve this, Etisalat has evaluated a number of integrated tools to map its human resources base and give a comprehensive view of skills and growth opportunities. Oracle today announced that Etisalat has deployed the Oracle Human Resources Management System (HRMS) to complement the company's existing Oracle Financials, Supply Chain, Logistics and Contracts modules of the Oracle E-Business Suite software. Etisalat is the leading telecom operator in the region company in the Middle East, with around than 10,000 employees spread across its many offices in the region. It first implemented modules from Oracle E-Business Suite to give its management team a clear perspective on the financial data, integrated with the activities of its operations arm, thereby enabling faster decision-making and the ability to capitalize on market opportunities. Integrating the Oracle HRMS solution into this existing back-office IT infrastructure will ensure that the employees that power Etisalat's growth can rely on a strong support system to track their personal career growth and development. "Our people are the backbone of Etisalat's strength, and they constitute a strategic investment in the long-term growth of the company," commented AbdulAziz Al Sawaleh, Chief Human Resources Officer. "Enabling us to implement world-class Shared Services systems, linked with compensation schemes, training, analytics and other human resourcelinked activities, the Oracle HRMS solution integrated with Oracle E-Business Suite will deliver speedy returns to our HR team as well as senior management." Employee-related costs can average up to 60% of a company's expenditure, and in a developing market these costs can quickly spiral out of control, impacting bottom-line results. With a clear view of who is on the payroll, their organizational level, competency, employment record and compensation level, management can make quick staffing decisions when considering new projects around the region. "Etisalat is one of the visionary companies in the UAE, with a strong record in international investment as well as robust growth in its home nation," commented Sherif Hamoudah, Director Telecommunications & Transport Industry, Oracle Middle East & Africa. "With a 23% growth in revenue year on year by the close of 2005, Etisalat looked to harness technology to improve the efficiency, effectiveness and productivity of its workforce by supporting staff with programs in-built in the Oracle HRMS solution, to achieve what Oracle knows as Workforce Excellence, and drive further growth in 2006." The project aims to deliver a best-in-class HR function through web technology, which will reduce costs through implementing self-service processes for employees, while empowering their managers to remove the burden from the HR team. With the options of customization either through local language or in-house specialist projects, the Oracle HRMS team has delivered flexibility and time savings across the board, making processes faster and better. Through the integration with Oracle Financials, many of the challenges with salary reimbursement and expenses have been eradicated, speeding up payment, which has a knock-on effect with employee morale. "The Oracle HRMS implementation has been highly successful," concludes AbdulAziz Al

Sawaleh, Chief Human resources Officer. "Fostering leadership and talent in our organization and reducing costs through automation will enable Etisalat to continue its local and international growth initiative."