Archives February 2025

Here are seven common HR mistakes and how to fix them.

1. Ignoring Compliance Requirements

Employment laws are constantly changing. Failing to comply with labor regulations can result in lawsuits, fines, and reputational damage. Common compliance mistakes include misclassifying employees, not updating contracts, and missing payroll tax deadlines. Additionally, many businesses fail to keep proper employee records, which can lead to disputes and legal complications.

How to Fix It: Conduct regular HR audits, stay updated on labor laws, and use HR software to track compliance requirements. Partnering with an HR consultant can also help ensure your business remains compliant with evolving regulations.

2. Poor Onboarding Process

A weak onboarding process leaves new hires confused and disengaged. If employees don’t get proper training and support from day one, they are more likely to leave within the first few months. A poor onboarding experience results in lower productivity, increased turnover, and wasted hiring costs.

How to Fix It: Standardize onboarding, provide clear job expectations, and assign mentors to guide new hires. Create a structured onboarding program that includes orientation sessions, clear role definitions, and early performance check-ins to help new hires feel welcome and valued.

3. Weak Performance Management

Many companies conduct annual performance reviews but fail to provide ongoing feedback. Employees need clear goals and regular check-ins to stay engaged and productive. Without a structured performance management system, employees may feel undervalued and unmotivated, leading to decreased efficiency.

How to Fix It: Set measurable KPIs, schedule frequent performance discussions, and provide constructive feedback. Utilize performance management tools that allow real-time tracking of employee progress, enabling managers to provide timely support and recognition.

4. No Employee Development Programs

A lack of training and growth opportunities leads to disengaged employees and high turnover. Talented employees will leave if they don’t see career progression. When employees feel stagnant, they often seek opportunities elsewhere, causing businesses to lose top talent.

How to Fix It: Offer skills training, leadership development, and mentorship programs to help employees grow within your company. Encourage professional development by providing tuition reimbursement, workshops, and internal learning resources. Career progression plans should be discussed regularly with employees to align their aspirations with business needs.

5. Poor Workplace Culture

A toxic work environment results in unhappy employees and low morale. If your company tolerates bad behavior, lacks clear values, or has weak leadership, productivity will suffer. Employees who feel disconnected from the company culture are less likely to be engaged and loyal.

How to Fix It: Define your company’s core values, recognize employees’ contributions, and create an inclusive work culture. Promote open communication, establish employee feedback mechanisms, and celebrate team successes. A positive workplace culture attracts top talent and fosters long-term retention.

6. Not Using HR Technology

Relying on outdated manual processes slows down HR operations and increases errors. Payroll mistakes, unorganized recruitment, and poor data tracking cost businesses money and time. Many businesses still rely on spreadsheets and paper-based processes, which can lead to inefficiencies and compliance risks.

How to Fix It: Invest in HR software to automate payroll, recruitment, and performance tracking. It improves efficiency and accuracy. Cloud-based HR solutions allow businesses to manage employee records, payroll, and benefits seamlessly while ensuring data security and compliance.

7. Overworked HR Teams

Many HR teams are overwhelmed with admin work, leaving no time for strategic planning. This leads to burnout and critical HR gaps. When HR professionals are stretched too thin, they may struggle to focus on employee engagement, compliance, and talent management.

How to Fix It: Outsource HR tasks when needed and invest in HR support tools to ease the workload. Consider partnering with HR consultants or outsourcing services to handle repetitive administrative tasks like payroll processing, benefits administration, and compliance tracking. This allows your internal HR team to focus on more strategic initiatives.

The Cost of Ignoring HR Mistakes

Ignoring HR mistakes can have long-term consequences for your business. High employee turnover increases hiring and training costs, while low engagement affects productivity and innovation. Compliance issues can result in legal penalties, and a poor workplace culture can damage your employer brand.

Companies that invest in effective HR management see higher employee retention, improved job satisfaction, and overall business success. Taking proactive steps to fix HR issues today will save your company time, money, and reputation in the long run.

Final Thoughts

HR mistakes can cost your business in lost talent, compliance fines, and decreased productivity. The good news? These issues are fixable. By optimizing your HR processes, investing in the right tools, and focusing on employee growth, you can build a stronger, more successful business.

💡 Need expert HR guidance? Our HR consulting services help businesses streamline HR operations, improve compliance, and build high-performing teams.

Contact us today for a consultation!

FUNCTION: Develops project specification outputs and support documentation as directed by Senior Projects Manager (SPM). Generates AutoCAD drawings as part of each project. Performs site layout and data collection using total station, theodolite and level. Collects and collates drawings for all projects and program phases. Reviews contractor technical submittals and shop drawings. Acts as the custodian for all as-built drawings. Assists project managers on-site with local contractor technical coordination and oversight, as required.

RESPONSIBILITIES:

• Interprets and analyses design briefs and work packages in support of project managers.
• Reviews end-user requirements, investigating parameters and identifying design and delivery options and alternatives in order to make recommendations to project managers.
• Performs basic site surveying and assesses services and utilities requirements as well as infrastructure network impact.
• Prepares technical specifications and assists project managers in their preparation of statements of work and design drawings.
• Reviews contractor shop drawings, contractor submittals, as well as plans, specifications, estimates and calculations and advises project managers on action needed.
• Assists project managers to coordinate with contractors and/or subcontractors, to act as a local communication conduit. Monitors their performance with regards to time and quality of work, in conformity with the contracted design specification.
• Interfaces with project stakeholders, as directed by the Senior Projects Manager.
• Oversees testing, commissioning and start-up activities on projects, as required.
• Designs and details technical engineering solutions for new construction, project variations and in support of Facilities Maintenance.
• Supports the Project Supervisor (Environment, Quality & Safety) in their management of QA/QC programs, reviewing and advising on contractor submittals (QA) and conducting regular site inspections (QC), as required
• Responsible for generating AutoCAD drawings.
• Acts as the custodian for as built drawings, updates as- built drawings and record drawings as directed by the SPM.
• Performs additional engineering duties if required.

QUALIFICATIONS AND EXPERIENCE:

• Four-year university degree, with major coursework in Civil Engineering or related field.
• Professional studies in Land Surveying are required, including the use of Theodolites, Total Station and Levels.
• At least five years of professional engineering design experience, ideally with experience directly supervising contractors on-site.
• Must be fully familiar with the construction industry within the Sinai and Egypt.

SKILLS:

• Must possess a strong working knowledge of Microsoft Project, Word, and Excel.
• Must be fully AutoCAD trained.
• Should possess a robust understanding of local and international.

Location: 10th of Ramadan City

We are seeking an experienced Merchandiser with a strong background in the textile industry to manage product development, sourcing, and order execution. The ideal candidate will work closely with suppliers, buyers, and production teams to ensure timely delivery, quality control, and cost efficiency.

Key Responsibilities:

• Manage the entire merchandising process, from product development to shipment.
• Coordinate with suppliers, manufacturers, and internal teams to ensure smooth execution of orders.
• Source fabrics, trims, and accessories while ensuring cost-effectiveness and quality standards.
• Monitor production schedules and follow up on timely deliveries.
• Conduct quality inspections and ensure adherence to client requirements.
• Maintain strong relationships with vendors and negotiate pricing and contracts.
• Analyze market trends and customer preferences to develop competitive products.
• Handle documentation, approvals, and communication with stakeholders.

Requirements:

• 5-7 years of experience in merchandising within the textile industry.
• Strong knowledge of fabrics, trims, garment construction, and production processes.
• Excellent negotiation, communication, and organizational skills.
• Ability to multitask and work in a fast-paced environment.
• Proficiency in MS Office and ERP systems (preferred).
• Bachelor’s degree in Textile Engineering, Fashion Merchandising, or a related field.

Location: Sheraton, Heliopolis

Responsibilities:

• Greet and welcome guests as soon as they arrive at the office.
• Direct visitors to the appropriate person or department.
• Answer, screen, and forward incoming phone calls.
• Ensure reception area is tidy and presentable, with all necessary stationery and material (e.g. pens, forms, and brochures).
• Provide basic and accurate information in-person and via phone/email.
• Maintain office security by following safety procedures and controlling access via the reception desk (monitor logbook, issue visitor badges).
• Perform other clerical receptionist duties such as filing and transcribing.

Requirements:

• Previous experience in a similar role preferred 2-3 years
• Proficiency in Microsoft Office
• Excellent communication skills
• Ability to multitask and prioritize
• High school diploma or equivalent
• Very good English language spoken and written

Employee engagement is the backbone of a productive and successful business. When employees are engaged, they work harder, stay longer, and contribute to a positive workplace culture. But how do you measure engagement? Tracking the right metrics helps business owners understand employee satisfaction and take action to improve it.

What Are Employee Engagement Metrics?

Employee engagement metrics are measurable indicators that help businesses assess how committed, motivated, and satisfied employees are with their work and workplace. These metrics provide insights into the overall health of an organization’s workforce and highlight areas that need improvement. By tracking engagement metrics, companies can enhance employee experience, boost retention, and increase productivity.

Here are 10 key employee engagement metrics every business owner should monitor:

1. Employee Satisfaction Score (ESS)

Why it matters: Measures overall employee happiness and job satisfaction.

How to track: Use anonymous surveys with direct questions like, “How satisfied are you with your job?” and rate on a scale from 1-10.

Pro Tip: Conduct surveys quarterly to identify trends over time and make improvements proactively.

2. Employee Net Promoter Score (eNPS)

Why it matters: Shows how likely employees are to recommend your company as a workplace.

How to track: Ask employees, “On a scale of 0-10, how likely are you to recommend working here to others?”

Pro Tip: Follow up with employees who provide low scores to understand their concerns and find solutions.

3. Turnover Rate

Why it matters: High turnover signals disengagement and dissatisfaction.

How to track: Divide the number of employees who leave by the total workforce and multiply by 100.

Pro Tip: Compare voluntary and involuntary turnover to pinpoint potential issues in management or work culture.

4. Absenteeism Rate

Why it matters: Frequent absences may indicate low engagement, burnout, or workplace dissatisfaction.

How to track: Measure the total number of unplanned absences divided by total working days.

Pro Tip: Monitor patterns in absenteeism and address potential stressors affecting employees.

5. Productivity Levels

Why it matters: Engaged employees work more efficiently and produce higher-quality results.

How to track: Measure output per employee using key performance indicators (KPIs) relevant to each role.

Pro Tip: Recognize top performers and provide support for employees struggling with productivity.

6. Recognition & Reward Participation

Why it matters: Employees who feel valued are more engaged and motivated.

How to track: Track the number of recognitions given and received, participation in rewards programs, and feedback on appreciation efforts.

Pro Tip: Implement a structured recognition program to consistently celebrate achievements.

7. Work-Life Balance Satisfaction

Why it matters: Poor work-life balance leads to burnout and disengagement.

How to track: Conduct surveys asking employees how they feel about workload, stress levels, and time off policies.

Pro Tip: Offer flexible work arrangements and encourage employees to take breaks.

8. Training & Development Participation

Why it matters: Employees who grow and learn feel more connected and committed.

How to track: Monitor enrollment and completion rates for training programs, workshops, and courses.

Pro Tip: Provide personalized development plans to align with employee career goals.

9. Manager-Employee Feedback Frequency

Why it matters: Regular feedback helps employees feel supported and aligned with company goals.

How to track: Measure the number of 1:1 meetings, performance reviews, and feedback sessions held per employee.

Pro Tip: Train managers to give constructive feedback and foster open communication.

10. Team Collaboration & Engagement

Why it matters: Strong team relationships boost morale and productivity.

How to track: Use employee surveys, track cross-team project participation, and measure collaboration tool usage (e.g., Slack, Microsoft Teams).

Pro Tip: Organize team-building activities to strengthen relationships and improve collaboration.

Tracking employee engagement metrics helps business owners identify problems early, improve workplace culture, and boost retention. By regularly monitoring these key indicators, companies can create a thriving, motivated, and high-performing workforce.

A well-engaged workforce leads to increased productivity, innovation, and overall business success. Employers who invest in tracking and improving these metrics will see long-term benefits, including a more committed team and lower operational costs due to reduced turnover and absenteeism.

Need help improving employee engagement?

Contact us today for expert HR solutions!

Employee onboarding is a crucial process that sets the foundation for success. A well-structured onboarding program helps new hires integrate smoothly into the company, feel confident in their roles, and become productive faster. This guide outlines the key elements of an effective onboarding process and how HR consultation can help businesses improve their onboarding strategies.

Why Onboarding Matters

Effective onboarding leads to:

• Higher employee retention
• Increased job satisfaction
• Faster productivity
• Stronger workplace culture
• Reduced turnover costs

Companies that invest in a strong onboarding process see a significant improvement in employee engagement and long-term success. Studies show that employees who experience a structured onboarding process are 69% more likely to remain with the company for three years. This highlights the importance of creating a seamless and comprehensive onboarding experience.

Key Elements of a Successful Onboarding Process

• 30% – Clear Job Expectations New employees must understand their roles, responsibilities, and performance expectations from day one. Providing a detailed job description and setting measurable goals ensures clarity and alignment with company objectives. A well-defined career progression path also encourages employees to stay motivated and committed to their roles.

• 25% – Proper Training & Support Comprehensive training is essential for employee success. This includes step-by-step guidance, mentoring, and access to resources that help employees build the skills needed to perform their jobs efficiently. Companies should invest in training programs, workshops, and e-learning platforms to ensure continuous development. Assigning a mentor or buddy can also help new hires feel more comfortable and engaged in the workplace.

• 20% – Strong Company Culture Introduction Helping new hires understand and connect with the company’s mission, values, and culture fosters a sense of belonging. Team-building activities, welcome meetings, and open communication contribute to a positive work environment. Encouraging employee participation in company traditions and events strengthens workplace connections and boosts morale.

• 15% – Regular Check-ins & Feedback Frequent check-ins with managers and HR ensure that employees are adjusting well. Constructive feedback and addressing concerns promptly help boost engagement and performance. Managers should schedule one-on-one meetings during the first few weeks and months to discuss progress, challenges, and career aspirations. An open feedback culture builds trust and encourages employees to communicate openly about their experiences.

• 10% – HR & Administrative Setup Ensuring that all paperwork, policies, benefits, IT access, and compliance requirements are completed during the first few days avoids administrative roadblocks and allows employees to focus on their work. Automating onboarding processes with HR software can significantly improve efficiency and reduce paperwork errors. A well-organized HR setup ensures that employees feel supported and can seamlessly transition into their roles.

How HR Consultation Can Improve Onboarding

HR consultation services help businesses design and implement an effective onboarding strategy tailored to their needs. Key benefits include:

• Creating customized onboarding checklists and training programs
• Developing structured orientation sessions
• Implementing employee engagement strategies
• Streamlining HR processes with onboarding software
• Ensuring compliance with labor laws
• Reducing employee turnover through strategic retention efforts

HR consultants bring valuable expertise to organizations, ensuring that onboarding processes are efficient, legally compliant, and aligned with business goals. By leveraging HR professionals’ insights, companies can avoid common onboarding pitfalls and create a positive, lasting impression on new hires.

Final Thoughts

A strong onboarding process directly impacts employee retention, performance, and overall company success. Investing in an effective onboarding strategy can save businesses time and money while fostering a motivated and engaged workforce.

The first few months of a new employee’s journey are critical. Businesses that focus on structured onboarding set their teams up for long-term success, improving overall workplace productivity and employee satisfaction. By prioritizing training, communication, and engagement, companies can create a workplace where employees feel valued and motivated.

Need help improving your onboarding process? Contact us today for expert HR consultation!

In 2025, businesses must stay ahead of HR trends to ensure compliance, enhance employee satisfaction, and improve workplace productivity. Without proper HR policies in place, companies risk legal issues, employee dissatisfaction, and even financial penalties. To keep your business running smoothly, here are 15 essential HR policies you must update or implement in 2025.

1. Remote & Hybrid Work Policy

The workplace has changed dramatically, and remote/hybrid work is here to stay. A clear policy should outline eligibility, expectations, working hours, productivity monitoring, and cybersecurity guidelines for remote employees.

2. AI & Technology Use Policy

With artificial intelligence (AI) and automation becoming part of daily work, organizations must create policies for ethical AI use, data privacy, and responsible handling of AI-generated information to prevent misuse and maintain transparency.

3. Employee Well-being & Mental Health Policy

Burnout and mental health challenges are major concerns in today’s workplace. Companies should establish policies that promote work-life balance, offer mental health support, and provide wellness programs to enhance employee satisfaction and retention.

4. Diversity, Equity & Inclusion (DEI) Policy

A diverse and inclusive workplace leads to innovation and business growth. Employers must create policies ensuring fair treatment, equal opportunities, and bias-free hiring and promotion processes to foster a culture of belonging.

5. Performance Management Policy

Gone are the days of outdated performance reviews. Companies should adopt transparent KPI measurement, continuous feedback systems, and performance improvement plans to help employees grow and excel in their roles.

6. Recruitment & Hiring Ethics Policy

To attract top talent, organizations must adopt fair hiring practices. This includes structured interviews, non-discriminatory selection criteria, and guidelines to prevent hiring biases while ensuring compliance with labor laws.

7. Compensation & Benefits Policy

Competitive salaries and attractive benefits help retain employees. HR teams should regularly review market trends and update policies on salary structures, bonuses, health benefits, retirement plans, and incentives to stay competitive.

8. Code of Conduct & Workplace Ethics Policy

Workplace ethics define a company’s culture. A strong policy should outline expected employee behavior, communication standards, conflict resolution methods, and disciplinary actions for misconduct to maintain professionalism.

9. Social Media Policy

Employees’ online activities can impact a company’s reputation. A social media policy should define responsible use of personal and professional accounts, restrictions on sharing confidential information, and guidelines for brand representation.

10. Harassment & Discrimination Prevention Policy

A safe workplace is a productive one. Companies must establish policies against workplace harassment and discrimination, provide reporting procedures, and conduct regular training to create a respectful and inclusive work environment.

11. Employee Data Protection Policy

With increasing cybersecurity threats, protecting employee data is crucial. Businesses must comply with global and local data protection laws and ensure policies cover data collection, storage, sharing, and access restrictions.

12. Training & Development Policy

Employees expect career growth opportunities. A well-structured policy should include skill development programs, leadership training, mentorship opportunities, and funding for further education to encourage professional growth.

13. Workplace Safety & Health Policy

Whether employees work in an office, factory, or remotely, their safety is a priority. Businesses should implement policies covering emergency procedures, occupational safety guidelines, and health precautions to ensure a safe work environment.

14. Leave & Attendance Policy

Clear leave policies help maintain workforce balance. Employers should define rules for paid time off (PTO), sick leave, parental leave, holidays, and emergency leaves, ensuring fairness and transparency in managing absences.

15. Termination & Exit Procedures Policy

How an employee exits a company is just as important as how they join. A structured policy should include notice period requirements, final paycheck processing, exit interviews, and non-compete clauses to ensure a smooth transition.

Final Thoughts

Keeping up with HR policy updates is no longer optional—it’s a necessity. Businesses that proactively update their policies will attract and retain top talent, stay compliant with labor laws, and build a positive workplace culture.

Are your HR policies ready for 2025? If not, we can help! Contact us today for expert HR consultation and ensure your business stays ahead of the curve.

Managing and resolving conflict requires the ability to quickly reduce stress and bring your emotions into balance. You can ensure that the process is as positive as possible by sticking to the following guidelines:

Listen for what is felt as well as said. When we listen we connect more deeply to our own needs and emotions, and to those of other people. Listening also strengthens us, informs us, and makes it easier for others to hear us when it’s our turn to speak.

Make conflict resolution the priority rather than winning or “being right.” Maintaining and strengthening the relationship, rather than “winning” the argument, should always be your first priority. Be respectful of the other person and his or her viewpoint.

Focus on the present. If you’re holding on to grudges based on past resentments, your ability to see the reality of the current situation will be impaired. Rather than looking to the past and assigning blame, focus on what you can do in the here-and-now to solve the problem.

Pick your battles. Conflicts can be draining, so it’s important to consider whether the issue is really worthy of your time and energy. Maybe you don’t want to surrender a parking space if you’ve been circling for 15 minutes, but if there are dozens of empty spots, arguing over a single space isn’t worth it.

Be willing to forgive. Resolving conflict is impossible if you’re unwilling or unable to forgive. Resolution lies in releasing the urge to punish, which can never compensate for our losses and only adds to our injury by further depleting and draining our lives.

Know when to let something go. If you can’t come to an agreement, agree to disagree. It takes two people to keep an argument going. If a conflict is going nowhere, you can choose to disengage and move on.

Using humor in conflict resolution
Once stress and emotion are brought into balance your capacity for joy, pleasure and playfulness is unleashed. Joy is a deceptively powerful resource. Studies show that you can surmount adversity, as long as you continue to have moments of joy. Humor plays a similar role when facing conflict.

You can avoid many confrontations and resolve arguments and disagreements by communicating in a humorous way. Humor can help you say things that might otherwise be difficult to express without offending someone. However, it’s important that you laugh with the other person, not at them. When humor and play are used to reduce tension and anger, reframe problems, and put the situation into perspective, the conflict can actually become an opportunity for greater connection and intimacy.

Job Brief:

For our customer we are looking for an experienced Senior Store Keeper. The primary responsibilities include storing materials, and efficiently picking and packing orders to maintain stock accuracy and meet service levels.

Job location: Cairo

Responsibilities:

• Prepare and complete orders for delivery or pickup according to schedule (load, pack, wrap, label, ship).
• Receive and process warehouse stock products (pick, unload, label, store).
• Perform inventory controls and maintain high standards for audits.
• Maintain a clean and safe working environment and optimize space utilization.
• Report any discrepancies in inventory to management.
• Communicate and cooperate with the stock keeping manager and other team members.
• Operate and maintain warehouse vehicles and equipment preventively.
• Adhere to quality service standards and comply with all procedures, rules, and regulations.

Requirements and Skills:

• Proven experience as a Store Keeper, with a strong track record in warehouse operations.
• Excellent organizational and time management skills.
• Ability to lift heavy objects and engage in physical labor.
• High school diploma or equivalent.
• Good communication skills and the ability to work well with others.
• Knowledge of warehouse software packages and MS Office proficiency is a plus.

For one of our clients, biggest Garment Manufacturer in Egypt, we are currently hiring a skilled and experienced Pattern Maker. As a Pattern Maker, you will play a vital role in translating design concepts into accurate and well-constructed patterns, ensuring the successful production of high-quality garments.

Responsibilities:

· Create and develop garment patterns based on design specifications, ensuring accuracy, fit, and functionality.

· Collaborate closely with designers, technical designers, and sample makers to understand design requirements and translate them into precise patterns.

· Conduct fittings and make necessary adjustments to patterns to achieve the desired fit and style.

· Collaborate with the production team to ensure efficient and cost-effective pattern utilization during garment manufacturing.

· Stay updated with industry trends, advancements, and innovations in pattern making techniques and technologies.

· Maintain accurate pattern records and documentation for future reference and production consistency.

· Assist in training and mentoring junior pattern makers, sharing your expertise and knowledge to foster their professional growth.

Requirements:

· Minimum of 10 years of experience as a Pattern Maker in the textile or garment manufacturing industry.

· Proficiency in pattern making software, such as Gerber or similar tools.

· Strong knowledge of garment construction, fit, and grading principles.

· Excellent understanding of fabric properties, draping, and garment production processes.

· Attention to detail and ability to ensure accuracy and precision in pattern development.

· Strong problem-solving skills and the ability to provide innovative solutions to pattern-related challenges.

· Excellent communication and interpersonal skills, with the ability to collaborate effectively with cross-functional teams.

JOB LOCATION: 10th of Ramadan