For our client, a leading manufacturer of power generators, we are hiring a Technical Sales Engineer with 2–3 years of experience.
The ideal candidate will handle the full sales cycle, provide technical support to clients, and recommend tailored generator solutions based on customer needs.
Key Responsibilities:
Identify and pursue new sales opportunities.
Understand client requirements and recommend suitable generator models.
Prepare and deliver technical proposals and quotations.
Provide pre- and post-sales support.
Collaborate with internal teams to deliver customized solutions.
Attend industry events to promote products.
Maintain accurate sales reports and records.
Requirements:
Bachelor’s degree in Mechanical, Electrical, or Power Engineering.
2–3 years of technical sales experience (preferably in power generation).
Strong understanding of power generators and applications.
In today’s competitive market, managing your people efficiently is critical for success. But without the right data, even the best HR strategies can fall short. Tracking key HR metrics helps business owners make informed decisions, reduce costs, improve employee satisfaction, and strengthen company culture.
At APLUS HR Consultancy, we strongly recommend you monitor these 10 important HR metrics to protect and grow your business:
1. Employee Turnover Rate
Employee turnover rate measures the number of employees who leave your company during a specific period, whether voluntarily or involuntarily. A high turnover rate can indicate dissatisfaction, poor management practices, lack of growth opportunities, or cultural issues. Tracking this metric allows you to identify root causes early and create strategies to retain your best talent — saving money on recruitment and training costs.
Tip: Aim for a turnover rate lower than your industry average to stay competitive.
2. Absenteeism Rate
Absenteeism rate shows how often employees are absent from work without a valid reason. Frequent absenteeism can affect team productivity, increase workload for other employees, and hurt company morale. By monitoring this rate, you can identify if absenteeism is due to poor engagement, health issues, or workplace dissatisfaction, and implement corrective measures.
Tip: Offering flexible working hours or wellness programs can help reduce absenteeism.
3. Time to Hire
Time to hire is the number of days between posting a job opening and signing the employment contract with a candidate. Long hiring processes can result in losing top talent to competitors. By tracking this metric, you can assess the efficiency of your recruitment process and make necessary improvements to attract and hire faster.
Tip: Streamline interviews and decision-making to shorten your time to hire.
4. Cost per Hire
Cost per hire refers to the total expense involved in hiring a new employee. This includes advertising costs, recruiter fees, candidate assessments, onboarding, and training expenses. Tracking this metric helps you manage your recruitment budget wisely and find ways to optimize hiring costs without compromising candidate quality.
Tip: Investing in a strong employer brand can lower your cost per hire over time.
5. Employee Productivity
Employee productivity measures the output of employees over a set period, often compared against goals or targets. High productivity means your team is working effectively, while low productivity may highlight issues such as poor training, low morale, or unclear expectations. Monitoring productivity helps you recognize top performers and identify teams or individuals who may need support.
Tip: Clear goal-setting and regular feedback can significantly boost productivity levels.
6. Training Expenses per Employee
Training expenses per employee measure how much you invest in developing each employee’s skills and knowledge. While training involves costs, it’s an important investment that leads to higher productivity, better job satisfaction, and improved employee retention. Tracking this metric ensures your training budget is effective and aligned with your business goals.
Tip: Focus on training programs that have a direct impact on your company’s performance.
7. Employee Satisfaction
Employee satisfaction reflects how happy and fulfilled your employees feel at work. Satisfied employees are more likely to stay longer, perform better, and promote a positive workplace culture. You can measure satisfaction through regular surveys, feedback sessions, and one-on-one interviews.
Tip: Take action based on survey results — employees appreciate when their voice leads to real changes.
8. Employee Engagement
Employee engagement measures the emotional commitment employees have toward their work and your company. Engaged employees are motivated, innovative, and willing to go the extra mile. Tracking engagement levels helps you create strategies to boost morale and loyalty, which in turn impacts business results positively.
Tip: Recognition programs and career development opportunities can significantly boost engagement.
9. Performance Metrics
Performance metrics evaluate how well employees achieve their set goals and contribute to company objectives. By consistently measuring performance, you can identify high performers, reward success, address underperformance early, and align everyone towards shared goals.
Tip: Set clear, measurable KPIs (Key Performance Indicators) for every role in your company.
10. Retention Rate
Retention rate measures the percentage of employees who stay with your company over a given period. A high retention rate suggests a healthy workplace culture, effective management, and good job satisfaction. Retention is critical because replacing employees is expensive and disruptive.
Tip: Focus on career growth, fair pay, and work-life balance to improve retention.
Why Tracking HR Metrics is Critical for Your Business
Tracking HR metrics is not just about numbers — it’s about understanding your workforce and building a strong, future-proof company. With these insights, you can:
Reduce hiring and training costs
Build a stronger, more loyal team
Improve employee satisfaction and engagement
Boost productivity and overall business performance
Make smarter, data-driven HR decisions
At APLUS HR Consultancy, we help businesses like yours track and analyze the right HR metrics. We design customized HR solutions that match your company’s size, industry, and specific needs — whether you’re a startup, SME, or large corporation.
Ready to take control of your HR performance?
Contact APLUS HR Consultancy Today! We are your trusted HR partner in Egypt, helping businesses thrive through strategic and tailored HR solutions.
Call us or Message us now for a free consultation!
Employee turnover is one of the biggest challenges facing business owners in Egypt and around the world. Whether you’re running a small startup or managing a large corporation, losing a key employee can disrupt your operations, lower team morale, and increase costs related to recruitment and training. But what if you could prevent this loss before it happens? Recognizing the early warning signs of an employee preparing to resign allows you to take proactive steps to re-engage them and retain top talent.
In this article, we explore 10 common signs your employee may be planning to leave. These insights are based on real-life HR case studies and our 25 years of consulting experience with businesses across various industries in Egypt. We’ll also offer practical advice on what you, as a business owner, can do to prevent resignation and create a more engaged, loyal workforce.
If you’re searching for terms like how to reduce employee turnover, signs of employee resignation, or HR consulting in Egypt, this guide is designed for you.
10 common signs your employee may be planning to leave:
1. Frequent Secret Calls Employees who are planning to leave often take more personal calls than usual. These calls may be taken in private, outside the office, or in hushed tones. This behavior may indicate ongoing conversations with recruiters, job interviews, or discussions about offers.
Action Step: Track if the behavior becomes a pattern. Consider scheduling a casual one-on-one meeting to check in.
2. A Sudden “Glow” or Excitement A noticeable change in attitude — appearing happier, more confident, or even dressing better — can be a clue. This “glow” often results from a new job offer or positive feedback from another employer.
Action Step: Ask your employee what’s new or exciting in their life. Build trust to keep communication open.
3. Changes in Attendance When punctual employees start arriving late or leaving early without explanation, it’s a strong sign their focus is shifting. It may be due to interviews or simply a lack of motivation.
Action Step: Monitor attendance trends and follow up discreetly with questions about workload and satisfaction.
4. Private Online Meetings You notice blocked-off calendar slots labeled “personal” or “busy,” or the employee frequently joins video calls in private areas. These might be job interviews or initial onboarding sessions with a new employer.
Action Step: Respect privacy, but keep an eye on repeated patterns. Ensure your team meetings stay collaborative.
5. Lack of Engagement in Projects Disengagement shows through missed deadlines, lack of ideas, and minimal participation. If a once-active employee now avoids responsibilities, it’s time to act.
Action Step: Assign them a new challenge and ask for their input. Sometimes, they just need re-engagement.
6. Drop in Performance Sloppy work, lower productivity, and repeated mistakes signal decreased motivation. This can be especially damaging if the employee handles critical tasks.
Action Step: Conduct a performance review and discuss potential support or development needs.
7. Avoidance of Future Conversations Employees thinking of leaving don’t ask about bonuses, career paths, or team plans. They stop attending development meetings and avoid long-term discussions.
Action Step: Ask, “Where do you see yourself with us next year?” and explore if their goals align with your company’s path.
8. Withholding Information Suddenly, they stop updating documentation, become less transparent, or hesitate to delegate. This may be their way of distancing from future responsibilities.
Action Step: Promote knowledge sharing and cross-training to reduce information silos.
9. Emotional Withdrawal If someone who used to engage with their team is now distant, avoids social interactions, or seems emotionally checked out, they may be preparing to leave.
Action Step: Check in on their mental well-being. Emotional withdrawal can also be a sign of burnout.
10. Changes in Appearance An employee suddenly dressing more formally, especially on specific weekdays, could indicate job interviews. While appearance alone isn’t a sure sign, combined with other behaviors, it adds up.
Action Step: Observe changes respectfully and look for other accompanying signs.
How to Prevent Employee Resignation
Spotting the warning signs of employee resignation is only the first step. The real key lies in creating a work environment where people feel valued, supported, and motivated to stay. When employees feel invisible or disconnected from the company’s mission, they begin exploring other opportunities. On the other hand, a culture that promotes trust, recognition, and growth can dramatically reduce turnover and build long-term loyalty.
Understanding the root causes behind employee disengagement is crucial. It’s often not about salary alone. Factors like poor management, lack of appreciation, limited growth opportunities, and weak communication channels play a major role in an employee’s decision to leave.
Here’s how you can proactively prevent resignation and improve retention:
1. Build a Culture of Appreciation Recognize both small and large achievements. Employees who feel appreciated are far more likely to stay committed.
2. Foster Two-Way Communication Encourage regular feedback — not just top-down, but also bottom-up. Make it easy for employees to voice concerns and ideas.
3. Conduct Stay Interviews Don’t wait for the exit interview to find out why employees are unhappy. Regular check-ins help address problems before they escalate.
4. Provide Career Development Plans Help your employees map out their growth within your company. Provide training, mentorship, and clear career paths.
5. Address Burnout Early Pay attention to workloads and signs of stress. Create a healthy work-life balance and support mental well-being.
6. Empower Managers to Lead Effectively Train your managers on leadership, emotional intelligence, and conflict resolution. A great manager is often the reason employees stay.
7. Align Values and Purpose Ensure your company’s mission is clear and inspiring. Employees want to work where they feel their contributions matter.
8. Customize Retention Strategies Use employee data and insights to build tailored retention plans. Different generations and roles may require different approaches.
Need Support?
If you’ve noticed these signs in your team, now is the perfect time to take action. Our experienced consultants are ready to help.
📞 Contact us today for a free HR consultation and let’s discuss how we can support your business.
We are looking for a SolidWorks Engineer with a mechanical engineering background and 2-3 years of experience. You will design, develop, and optimize mechanical components using SolidWorks, while collaborating with cross-functional teams to ensure project success.
Key Responsibilities:
Create 3D models, assemblies, and detailed drawings in SolidWorks.
Managing human resources is one of the most important — and often most complex — parts of running a successful business. Whether you own a small business, lead a startup, or manage a large enterprise in Egypt, HR tasks can quickly become overwhelming, especially if you’re doing everything manually.
From hiring and onboarding to payroll and performance reviews, the traditional HR process is full of repetitive work that takes up valuable time. Worse, manual systems often lead to errors, delays, and compliance risks — which can be costly in the long run.
That’s why more and more companies are turning to HR automation.
At [Your Company Name], we help business owners simplify and digitize their HR functions. In this blog, we’ll walk you through 7 key areas of HR you can automate to save time, reduce costs, improve compliance, and give your employees a better experience.
Why Should You Automate HR Processes?
Let’s start with the basics. HR automation means using software to handle repetitive and routine tasks. Instead of relying on spreadsheets, paper forms, and manual processes, automated systems take care of these tasks in the background — quickly, accurately, and without human error.
Here’s what HR automation can help you achieve:
Time savings – Spend less time on admin and more on strategic work
Error reduction – Automation eliminates common human mistakes
Cost efficiency – Reduce the need for extra staff or overtime
Compliance – Stay up to date with Egyptian labor laws and social insurance requirements
Scalability – Easily manage HR as your team grows
Employee satisfaction – Offer smoother, faster HR services to your team
Now, let’s look at the top 7 HR functions you can automate in your company.
1. Recruitment
Recruiting new employees takes a lot of time — from writing job ads to scheduling interviews. Automating this process can make hiring faster and more efficient.
What You Can Automate:
Job Postings: Automatically publish job ads on multiple platforms like Wuzzuf, LinkedIn, and Facebook with one click.
Resume Screening: Use filters and keyword searches to quickly sort through large volumes of applications.
Interview Scheduling: Let candidates select their preferred time slots using online scheduling tools.
Pro Tip:
Automation helps you focus on selecting the best talent, not just managing paperwork. It also improves the candidate experience by making the process faster and smoother.
2. Onboarding
A strong onboarding process helps new hires feel confident and supported. But onboarding can involve dozens of small tasks — from paperwork to training. Automating these tasks creates a seamless and professional experience.
What You Can Automate:
Welcome Emails & Information Packs: Automatically send introductions, company policies, and login details before the first day.
Document Collection: Allow new employees to upload IDs, bank details, and signed contracts through a secure online portal.
Onboarding Task Lists: Create task checklists (e.g., IT setup, training sessions) and track progress in real-time.
Pro Tip:
Employees who experience smooth onboarding are 69% more likely to stay with the company for 3+ years. Automation can make that difference.
3. Employee Management
Once employees are onboard, managing their day-to-day activities and performance is an ongoing task. Automation can bring structure and visibility to these processes.
What You Can Automate:
Attendance & Time Tracking: Use digital systems to log working hours, breaks, and remote check-ins.
Leave Management: Let employees request vacation, sick leave, or personal time off through a self-service portal.
Performance Reviews: Automatically schedule reviews, send feedback forms, and store performance data.
Pro Tip:
Digitized employee management improves accountability and gives managers real-time insights into team performance.
4. Payroll
Manual payroll is one of the riskiest parts of HR — one wrong number can lead to compliance problems, delayed payments, and unhappy staff. Automating payroll ensures every employee gets paid the right amount on time, every time.
What You Can Automate:
Salary Calculations: Automatically include base salary, overtime, deductions, and bonuses.
Payslip Generation: Email employees their payslips each month with full breakdowns.
Tax & Insurance Compliance: Apply social insurance and tax rules according to Egyptian labor law.
Pro Tip:
Automated payroll systems reduce payroll processing time by up to 80% and help you avoid penalties for late payments or reporting errors.
5. Employee Communication
Keeping employees informed is a must — but it’s also time-consuming. With automated communication tools, you can ensure everyone receives the right messages without flooding your inbox.
What You Can Automate:
Company Announcements: Schedule and send updates to employees instantly via email or internal platforms.
HR Chatbots: Use chatbots to answer frequently asked HR questions like “How many vacation days do I have?”
Automated Surveys: Collect employee feedback or engagement data at regular intervals.
Pro Tip:
Clear, consistent communication builds a positive workplace culture and boosts employee engagement — even in large teams.
6. Data Management
As your business grows, keeping track of employee information, documents, and reports becomes harder. A centralized digital system helps you organize everything in one place.
What You Can Automate:
Employee Recordkeeping: Store personal info, contracts, certificates, and more in secure, searchable databases.
Self-Service Updates: Let employees update their own contact info, banking details, and more.
Reports & Analytics: Generate instant reports on turnover, attendance, overtime, etc., with one click.
Pro Tip:
Automated data systems give you better control over your HR information — and reduce risk during labor inspections or audits.
7. Training & Development
Training your team regularly is essential to keeping them engaged and skilled. But tracking who completed what training — and when — can be a nightmare without automation.
What You Can Automate:
Training Assignments: Automatically assign required courses based on department or role.
Progress Tracking: Monitor course completion and attendance through dashboards.
Feedback Collection: Send post-training surveys to measure quality and impact.
Pro Tip:
Investing in automated training systems helps you close skill gaps faster and supports career growth, which leads to better retention.
Summary: Transform Your HR with Automation
To stay competitive in today’s market, your HR systems must evolve. Automation allows you to:
Focus on strategy instead of admin
Improve accuracy and compliance
Deliver a better experience to employees
Grow your business without growing your workload
No matter your company size or industry, HR automation helps you work smarter — not harder.
Location: Badr City, Cairo, Egypt Industry: Heavy Industry Experience: Min. 3 Years Employment Type: Full-Time
Job Summary:
We are seeking an experienced Mechanical Engineer with 3 years of experience in heavy industry. This role involves designing, maintaining, and optimizing industrial machinery and equipment to ensure efficient operations and continuous improvement. Knowledge of diesel engines is required.
Key Responsibilities:
Design & Development: Create and test mechanical systems and components for heavy industry applications.
Maintenance & Troubleshooting: Oversee maintenance, repair, and optimization of machinery, with a focus on diagnosing and resolving diesel engine issues.
Project Management: Lead engineering projects from initiation to completion, ensuring they are delivered on time and within budget.
Process Improvement: Identify areas for operational improvement and implement solutions to enhance efficiency and reliability.
Safety & Compliance: Ensure all work complies with health, safety, and environmental regulations.
Qualifications:
Bachelor’s degree in Mechanical Engineering.
3 years of experience in the heavy industry.
Strong knowledge and hands-on experience with diesel engines.
Proficiency in CAD software.
Strong problem-solving, project management, and communication skills.
Solid understanding of safety regulations in heavy industry.
Location: 10th of Ramadan – On-site / Physically Present
Employment Type: Full-time
Job Summary
We are looking for a talented Odoo Developer with 5+ years of experience to work on-site at our office. The ideal candidate will be responsible for customizing and maintaining Odoo systems across various departments.
Responsibilities
Develop and customize Odoo modules (Sales, Inventory, HR, Accounting, etc.)
Design and implement new features based on business needs
Integrate Odoo with third-party systems using APIs
Troubleshoot issues and resolve system bugs
Maintain technical documentation for all custom developments
Collaborate with internal teams to deliver user-friendly solutions
Provide technical support and user training when needed
Requirements
Minimum of 5 years of proven experience in Odoo development
Strong knowledge of Python, XML, and PostgreSQL
Familiarity with front-end technologies (HTML, CSS, JavaScript)
Experience with Odoo Enterprise and Community editions
Good problem-solving skills and attention to detail
Strong leadership is the engine that drives successful businesses. But not all leadership is good leadership. Some managers may appear efficient or confident on the surface, yet their actions create deep harm within teams. This is what we call toxic leadership.
In Egypt’s fast-paced business world, many small and large companies overlook the signs of toxic leadership until serious damage is already done. Employees start leaving, morale drops, and the work culture shifts from collaborative to chaotic. In this article, we explore what toxic leadership really means, how it silently hurts your business, and the steps you can take to fix it before it’s too late.
What Is Toxic Leadership?
Toxic leaders are individuals in authority who negatively impact their team, often without even realizing it. These leaders prioritize their own power, control, or ego over team success and employee well-being.
Common behaviors of toxic leaders include:
Micromanaging every decision
Blaming others instead of taking responsibility
Ignoring feedback and input
Playing favorites or creating division among team members
Disrespecting boundaries and work-life balance
This type of leadership creates fear, frustration, and low morale, leading to long-term consequences for both employees and the business.
The True Cost of Toxic Leadership
At first, the impact of toxic leadership may seem small, but over time, the damage grows:
1. Employee Burnout A toxic leader creates constant pressure and fear. Employees feel anxious, unmotivated, and emotionally drained. This leads to burnout and poor performance.
2. High Turnover Good employees leave when they feel undervalued or mistreated. This creates extra hiring costs and loss of knowledge.
3. Team Conflict and Poor Communication Toxic leaders often cause division, gossip, and mistrust. Communication breaks down, and teamwork suffers.
4. Loss of Productivity When the focus shifts to survival rather than collaboration, productivity drops. Deadlines are missed. Errors increase.
5. Legal and Compliance Risks In Egypt, labor law violations linked to harassment, discrimination, or unsafe work environments can lead to serious legal trouble and financial penalties.
How to Spot Toxic Leadership Early
Recognizing the signs early can prevent long-term harm. Watch for these red flags:
High absenteeism or resignations from one team
Employees avoiding meetings or not speaking up
Poor performance despite skilled staff
Employees reporting stress, burnout, or unfair treatment
Frequent team conflicts or complaints
These warning signs are your chance to act before the damage deepens.
Practical Steps for Business Owners
Toxic leadership is not always intentional—but it must be addressed. Here’s what you can do:
1. Conduct an HR Audit Evaluate team dynamics, manager behavior, and employee feedback to understand what’s really happening.
2. Provide Leadership Coaching and Training Invest in skill development to help managers lead with empathy, fairness, and clarity.
3. Create Safe Communication Channels Encourage employees to speak up without fear. Use anonymous surveys or third-party HR consultants.
4. Set Clear Policies and Consequences Outline acceptable leadership behaviors and disciplinary actions in your employee handbook.
5. Take Action Quickly Don’t delay once toxic behavior is confirmed. Reassign roles, issue warnings, or terminate if needed.
Good Leadership Is a Business Priority
Toxic leadership is more than a personality issue—it’s a business risk. It affects people, performance, and profit. But with the right actions and expert HR guidance, you can fix the damage, rebuild trust, and lead your company toward long-term success.
Don’t wait for things to fall apart. Start building a healthier leadership culture today.
