Subject: Human Resources Management
Student name: Mohamed Galal Mohamed
Mohamed
Group: ESL 68 FD.E
RegID : ESL0747
Supervised by Dr. Dalia Hafez
Year: 2022
Agenda:
Company Profile
Vision
Mission
Current Value
During onboard
Onboarding
Pre-onboarding
Organizational culture
Connectivity
Orientation and training schedule
Company Profile:
Asfour Crystal is an Egyptian crystal manufacturing company that produces crystal pieces under
its own name.
The company produces clear and colored crystals for a variety of uses including lighting,
accessories, chandeliers, fashion pieces, figurines, and special projects.
Asfour Crystal was established in 1961 in Cairo, Egypt, and started with a workspace of 2,200
square meters that employed 200 craftsmen and used simple and basic production tools.
At present, Asfour Crystal has expanded to 5 crystal factories covering a total area of more than
1.2 million square meters. More than 2,000 craftsmen and workers are employed in the factories.
Currently, Asfour Crystal is the world's largest crystal producer and exporter, with a production
capacity of 100 tons of crystal per month and exports to more than 50 countries around the
world.
In 2000, Asfour Crystal launched the Fashion Crystal Components division, producing transparent
and colored crystals for the fashion industry in all its sectors, including accessories, apparel,
jewelry, and decor.
Vision:
“Asfour Crystal has dedicated itself to being the benchmark for quality. We aim to
continue to shine in the crystal industry by reaching new heights of excellence, guided
by wise management.”
Mission:
We are committed to working permanently and continuously to
strengthen our leadership locally and globally and to contribute
effectively to Advancement of the national economy.
We strive, through continuous efforts, to advance the crystal industry
and its advanced applications globally by virtue of its leadership in the
industry.
We also seek to develop the company's activities of products and
services by expanding in new and advanced activities related to the
company's current activity.
Current Values:
Quality
Authentication
Executing the onboarding process:
During onboard, HR should prepare basic company orientation for the
new employee that includes company history, company values and
commitment, vision and mission, organization schedule, compensation
and benefits as well as training opportunities. The Export Sales
Manager will be given the necessary trade tools for the job and they
will be advertised in the company so that everyone knows. The KPIs
should be discussed with the direct chain of command, and a meeting
with the team will also take place.
Onboarding Plan
Onboarding : Enhancing clarity and confidence in the new employee.
Applying the equation of proactive Onboarding i.e. self-efficacy + role
clarity + social integration +Knowledge of culture = success.
We use the guiding principles of our qualification plan which should
address four main areas, starting with the most, basic needs and ends
with the most precise needs.
Compliance (Employee Handbook) - The essential aspect of an
employee's job. Compliance includes the company's basic legal rules,
policies and procedures. Dress code, check-in procedures an
government policies
Onboarding Plan
Pre-onboarding, also called pre-preparation, begins once the candidate has accepted
your offer and continues until the first day they join. This is a very crucial time for your
candidates as they are unsure of what lies ahead. Even a simple misunderstanding or
misunderstanding can make candidates question their decision to join your
organization. On the other hand, when candidates are properly managed and kept up
to date with organizational developments, they will start to feel more excited about
their decision to join your organization. During the prep phase, help employees
complete all necessary paperwork. Make sure to give them plenty of time as they may
finish exit assignments at their previous establishment. If they are going to move, see
if they need any help finding a place to live. You can also send them a video or a
document that gives them a brief idea of how your organization will operate and what
their first day will look like.
Onboarding Plan
Organizational culture, and show them how your business practices fit
into that culture. Discuss topics such as leave and attendance, medical
insurance, and payroll policies. If necessary, direct them to parking
spaces, cafeterias and medical facilities. Next, introduce the new
employees to their teammates and other stakeholders. During the end
of the second stage, you can organize a quick meeting with the new
employees to ensure that they are comfortable and adjusting well.
Onboarding Plan
Connectivity - Networking is the key to moving forward in life. Your
new employee knows this and needs To be able to communicate with
other employees for information and collaboration. In the export
business The position of development manager, brief him on the main
departments that are under him and related to him His work as
marketing, supply chain, production and logistics. But more than that,
he should be able to Communicate with others, form relationships, and
give human meaning to appearing at work each day
Welcome email: including a brief profile of the new employee, position,
experience, and employment history. They welcome him to join the
company and wish him success
Orientation and training schedule
subject to the departments from which information is needed and dealt With working
procedures, the figure below shows the orientation program for the new employee.
Date Department Description
Day 1 Hr department The HR department acquaints the employee with the company's policies,
[Link] foud the history of the company, and what are the points that the HR department
can help me with
Day 2 Production Introducing the three departments of the factory, namely gifts, Chandelier,
department Eng. crystal, how to work, manufacturing steps, the features of Asfour Crystal
Abdelsalam products, and the company’s quality
Day 3 Export Director Introduce all export steps in the company, the markets in which the
[Link] company operates, what are the markets to be developed, how to work with
Asfour other departments, and get acquainted with colleagues in the export
department
