Lead financial planning, budgeting, and forecasting processes.
Manage financial reporting, tax compliance, audits, and regulatory filings.
Develop strategies to ensure financial health, profitability, and risk management.
Optimize cash flow, capital structure, and funding strategies.
Drive cost reduction, process automation, and financial system improvements.
Partner with the CEO on strategic decisions, mergers, acquisitions, and expansions.
Liaise with investors, banks, auditors, and regulatory bodies.
Requirements:
Bachelor’s degree in Finance, Accounting, or Economics (MBA preferred).
Minimum 15–20 years of progressive financial leadership experience, with at least 5 years in a CFO or equivalent executive role in the retail or financial sector.
Proven track record in financial strategy, capital management, and risk control.
Strong leadership, communication, and decision-making skills.
We are looking for an experienced Odoo Administrator to manage and optimize Odoo ERP system. This role includes training staff, ensuring system upgrades, and acting as the main contact between the company and the Odoo provider.
Key Responsibilities:
Train employees from different departments on using Odoo applications.
Serve as the main liaison with the Odoo supplier for support and customizations.
Maintain, update, and upgrade Odoo modules across various functions.
Create and manage reports and dashboards within the system.
Analyze data and work with Excel and databases for reporting needs.
We are seeking an experienced IT Manager to oversee our IT systems, ERP (Odoo or similar), networks, and hardware. This role ensures smooth daily operations, continuous system improvements, and strong digital security.
Key Responsibilities:
Manage and maintain the company’s Information System, network, and hardware.
Oversee ERP system (Odoo or similar) and ensure proper functionality.
Hire, train, and lead the IT support team.
Upgrade and update software and hardware regularly.
Organize and secure all electronic files, credentials, and access rights.
Ensure websites and social media platforms are running smoothly.
Requirements:
Bachelor’s in IT, Computer Science, or related field.
Minimum 5 years of experience in IT management.
Odoo or similar ERP experience is a must.
Strong leadership, troubleshooting, and technical skills.
In today’s fast-moving business environment, companies across Egypt and beyond are realizing the value of putting their employees first. But how do you truly understand what your team needs, feels, or expects? How can you uncover the silent challenges that affect productivity, morale, and retention?
The answer is simple: employee surveys.
Far from being just a formality, employee surveys are one of the most effective and affordable tools for improving workplace performance, reducing turnover, and building a healthier, more engaged company culture.
In this in-depth guide, you’ll discover:
Why every business needs employee surveys
The benefits of running regular surveys
What questions you should ask (and why)
The most common survey mistakes
Why some companies think surveys don’t work
What to do after collecting employee feedback
How to build a results-driven employee survey with expert help
Why Every Business Needs Employee Surveys
Employee surveys give you direct insight into the thoughts, feelings, and needs of your team. It’s a simple but powerful way to understand how employees perceive their work, leadership, culture, growth opportunities, and more.
Key Benefits of Employee Surveys:
Identify hidden problems before they turn into resignations
Understand what motivates your team and what holds them back
Pinpoint weak areas in communication, management, or company culture
Strengthen decision-making with real employee data
Improve employee retention, satisfaction, and engagement
Many companies in Egypt struggle with high employee turnover, low motivation, and unclear HR strategies. A well-planned employee survey can help you stop guessing and start making data-backed decisions.
Remember: you can’t fix what you can’t see.
Ask the Right Questions
A common mistake many businesses make is using a generic, one-size-fits-all survey. These often produce vague responses or low participation. To gain real insight, you need to ask the right questions.
Here are 5 powerful questions every employee survey should include:
Do you feel supported by your manager and team leaders?
This reveals leadership gaps and support issues that affect performance.
Are you satisfied with your growth and development opportunities here?
Lack of career development is a top reason people leave companies.
How would you describe the communication within your team/department?
Poor communication causes confusion, conflict, and inefficiency.
Do you feel your contributions are recognized and appreciated?
Recognition is directly tied to motivation and engagement.
What’s one thing you would change about your work experience here?
This open-ended question uncovers honest feedback you may not expect.
Customizing these questions to reflect your company’s structure, culture, and goals will give you deeper, more actionable feedback.
Common Mistakes That Make Surveys Useless
A poorly designed or managed survey can do more harm than good. It can damage employee trust, deliver inaccurate data, or lead to inaction.
Here are 3 common mistakes to avoid:
Poorly framed questions – Avoid confusing, vague, or biased questions. Keep them clear and neutral.
No follow-up – If employees don’t see any change after sharing feedback, they lose trust in the process.
Lack of transparency – Share the results (even briefly) and your plan for improvement. This shows you value employee input.
Avoiding these mistakes is essential to building trust and driving real results.
HR Myth: “Employee Surveys Don’t Work”
This is one of the biggest misconceptions we hear from business owners.
The truth is: surveys don’t fail — poor planning fails.
If you send out random questions, never analyze the answers, and take no action, of course it won’t work.
But when employee surveys are done strategically — with clear goals, smart questions, and follow-up plans — they become one of the most effective HR tools you can use.
What to Do After You Get Survey Results
Collecting feedback is only step one. What comes next is where leadership truly begins.
Here’s what your process should look like:
Analyze the results
Look for patterns, repeated issues, and critical feedback. Break it down by department, team, or level if needed.
Communicate with your team
Share a summary of the results. Let employees know they were heard.
Create a realistic action plan
Identify short-term quick wins and long-term improvements.
Assign responsibility and timelines
Make sure managers and leaders are accountable for changes.
Follow up with another survey
Reassess in 3-6 months to measure improvement and keep communication open.
This process builds trust, strengthens culture, and shows your people that feedback leads to change.
Summary
Employee surveys are a strategic tool to identify problems, improve communication, and drive employee engagement. When done correctly, they reveal valuable insights and allow companies to take action that truly improves the work environment and performance.
By avoiding common mistakes and using the right questions, businesses can turn feedback into measurable progress.
Don’t just collect feedback — use it to lead with confidence.
Employee surveys are not a luxury. They are a business necessity.
If you’re serious about improving productivity, retaining top talent, and building a great place to work, start by listening to your people. But don’t stop there — take action.
Want to learn more about how we can help?
Contact us today to build a custom employee survey that drives real results.
We are hiring a Maintenance Engineer with experience in diesel engines. The role involves maintaining, diagnosing, and repairing diesel-powered equipment to ensure smooth operations.
Key Responsibilities:
Perform maintenance and repair of diesel engines.
Troubleshoot mechanical issues and ensure timely fixes.
Follow safety and quality standards during all maintenance work.
Keep records of services and repairs.
Conduct regular inspections to reduce equipment failure.
Requirements:
Diploma or degree in Mechanical Engineering or related field.
2–3 years of experience in diesel engine maintenance.
Good understanding of diesel engine systems and components.
Learn the key differences between Human Resources (HR) and Administration (Admin) and why both functions are essential for business success. An expert guide by a leading HR consulting firm in Egypt.
Introduction
In the world of business, clarity between functions is essential. One of the most common misconceptions we see as an HR consulting firm in Egypt is the confusion between Human Resources (HR) and Administration (Admin). While both roles are essential, they are not interchangeable.
Understanding the difference between HR and Admin helps business owners structure their teams better, improve efficiency, comply with labor laws, and create a productive work environment. In this blog post, we’ll explain the roles, responsibilities, and strategic importance of each function—and why your business needs both.
What is Human Resources (HR)?
Human Resources is a strategic department that focuses on managing your company’s most valuable asset—its people. HR plays a direct role in hiring the right talent, keeping employees engaged, ensuring compliance with labor laws, and helping businesses grow through effective workforce planning.
Key Responsibilities of HR:
Recruitment and onboarding
Payroll, social insurance, and labor law compliance
Employee engagement and retention
Conflict resolution and disciplinary actions
Training and development
Designing KPIs and performance management systems
Organizational development and job structuring
Driving and maintaining company culture
An experienced HR department doesn’t just solve problems—it prevents them.
What is Administration (Admin)?
Administration, on the other hand, refers to the coordination of office operations, logistics, and support functions. Admin ensures that your workplace runs smoothly. While HR focuses on people, Admin focuses on processes.
Key Responsibilities of Admin:
Managing office supplies and equipment
Overseeing facility maintenance
Coordinating travel and accommodations
Maintaining internal records and document control
Handling vendors and service providers
Scheduling meetings and supporting daily operations
Admin roles are often task-based and operational. They are critical to keeping the workplace efficient, but they do not include strategic planning or employee management.
HR vs Admin:
HR (Human Resources)
Admin (Administration)
Manages recruitment and onboarding
Manages office operations and facility services
Handles payroll, benefits, and labor compliance
Coordinates vendors and inventory
Drives employee engagement and conflict resolution
Organizes travel and logistics
Delivers training and employee development
Maintains general document control
Builds and sustains company culture
Supports administrative and operational tasks
Strategic function aligned with business growth
Operational support function
Why the Difference Matters
Many small businesses operate without a dedicated HR department, delegating HR tasks to Admin staff. While this may work temporarily, it often leads to serious problems:
Labor law violations
Poor hiring decisions
Low employee engagement and high turnover
Inadequate training and performance tracking
Lack of HR documentation and structure
By understanding the difference, companies can avoid these pitfalls and invest in the right expertise.
Do You Need HR, Admin, or Both?
The answer is simple: you need both.
Admin ensures the office runs efficiently, but HR ensures your team is performing at its best. Without HR, there’s no structure to manage growth, retain employees, or align people with business strategy.
Whether you’re a startup or a growing enterprise, investing in a professional HR setup is no longer optional—it’s essential.
Final Thoughts
HR and Admin are both vital functions—but they serve different purposes. If your business is mixing them up, you’re likely missing out on growth opportunities and exposing yourself to legal and operational risks.
Investing in the right structure, with clear roles and responsibilities, will save you time, money, and stress.
📩 Contact us today to learn how our HR consulting firm in Egypt can build or upgrade your HR system—designed to help your business thrive.
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!
