Page 2 - Ewire Winter 2020

In this edition of ewire we hear from Edgo’s HR
manager, Nabeel Al Fayoumi:

2020 has been a tough year for us all, but despite the many obstacles we have heard stories
of resilience, strength and good performance from across the business and many occasions
where challenges have been turned into opportunities.
The Human Resources department have, like all departments,
faced and overcome challenges in 2020. At the beginning of
2020, we created a new, formalized strategy with the main
objective: ‘to grow our business by growing our people and
thus enhancing our organizational capabilities and
strengthening our culture’.
The HR strategy was created after a thorough analysis of our
business, people, and working environment and it consists of
the following 5 pillars:
HR Operations – Brilliant at the basics
Talent Development – Successful development
Staffing – Successful selection
Compensation and benefits – Total rewards practices
Organizational Development – People and culture
The key achievements that transformed the business in 2020 and initiatives which
will continue into next year:
HR processes automation: with the support and help of the IT team, we managed to
automate key processes such as training, talent acquisition, mid-year performance
reviews, attendance tracking and the induction program.
The introduction of the Employee Scholar Program - a best-in-class scholar policy for our
employees to encourage those eligible to develop additional skills and engage in lifelong
learning. The program covers some tuition expenses for classes taken by eligible
employees who are pursuing a degree at an accredited educational institution. The
program is in addition to existing on-the-job and other professional development training
programs.
Development of a new competency framework - we have shared with all people
managers our new competency framework that was created using competencies
created by Korn Ferry, a leading consulting firm, and grouped into behavioral, core and
leadership competencies. Ensuring the right competencies for each role is a success factor
for employee development and talent acquisition.
Although 2020 was very challenging and impacted the pace of the Group’s hiring plan
and process, we have proudly added thirty-one new members to our family and
successfully onboarded them.
In consultation with people managers, we have created and updated job descriptions for
all roles, in line with our vision ensuring they are consistent across all entities.
A new process to identify and develop potential future leaders and senior managers has
been developed to fill business-critical roles. The process and its templates were approved
and will be implemented following the 2020 performance management process.
Thank you all for your patience and help while we have worked to transform our HR
processes. The input from every single one of you was valuable for us and will help us to serve
you better.