MenaHR®

MenaHR<sup>®</sup>
MenaHR<sup>®</sup>
MenaHR®
HR System
MenaHR<sup>®</sup>

Every successful organization needs to accredit its success to the most important aspect of their business; the people. Without them, operations would take days to process, costs and errors would increase greatly, and the organization’s vision of success would always be out of reach. MenaHR® and its Talent Management solution, Curio®, will guide you every step of the way to achieve your organization’s goals by attracting, developing, retaining, and motivating employees who will increase productivity and efficiency. From hire to retire, our cloud-based HCIS will streamline communication and simplify the collection and analysis of data throughout your organization to ensure less time is spent on low-value tasks and resources are allocated to where they need to be, and with MenaHR®’s competency-based HR system, you can set the competencies and knowledge you are looking for to make sure that top talent employees are making their way into your organization, and are being trained and developed to perform to their utmost potential. Through digitizing HR, there will be more time to focus on talent management and getting the right people in through the door.

Make Employee Development a Priority

Every organization is aware that finding the right people to fill the right roles is crucial to the success of the business. MenaHR® is here to assist you throughout all core talent management processes, facilitating and streamlining the entire talent acquisition cycle, and to always ensure that your human capital is your top priority for development and improvement. When an organization knows how its employees are feeling and working, they will be able to get proper insights and take action to make sure employees are moving in the right direction.

Our system provides HR professionals with the tools they need to digitally transform their HR processes and give their full attention to sourcing, engaging, developing, training, and retaining their top talent. In order for employees to work consistently and with increased productivity, they need to be comfortable in their work environment and have a clear understanding of what their goals are, how to effectively and efficiently carry out tasks, be aware of their responsibilities and how they ultimately contribute to the organization’s success. Employees need to be constantly assessed and evaluated, and must receive top-quality training in order to overcome any weaknesses. All of this and more can be achieved with MenaHR®, and can help HR teams provide their employees with positive learning experiences, connect HR teams with various departments to keep track of employee data and plan out their career development, identify successors for key positions, and bring about engagement, communication, and collaboration. Once the right people are acquired, HR professionals will be able to focus on talent management to ensure that they are aligning their employees’ individual goals with the organization’s goals.

Digitally Transformed HR

In the days before digital HR, HR professionals were busy with paperwork and the time-consuming, error-filled manual typing of spreadsheets, accumulating paper, costs, and wasted time. Now with MenaHR®, HR professionals can finally do their work at optimum efficiency by focusing on employee development and implementing effective strategies to improve performance and profit. Our full-suite system provides HR professionals and managers with insights and advice for current and future operations, and helps them focus on key objectives to work towards the company’s goals.

With MenaHR®, HR professionals can manage and maintain the entire employee life cycle, and can use the system to organize, manage, automate, and streamline various complex HR processes such as Talent Acquisition, Talent Onboarding, Training and Development, Performance Management, and many more. From the talent pool of candidates you can build to keep all of your top-quality potential employees in one place, managers and HR professionals can accurately locate the right people to fill in a particular role to bring about the long-term transformation of the organization. With our solution, HR teams are now reaching out to top talent who have the exact competencies they need with more accuracy. This gives the organization a competitive edge because of the ease and accuracy with which the processes are managed and completed.

Look Ahead with Our Competency-Based HR System

Competency-based models are a great tool to help HR professionals sift through thousands of applications and decide which candidates have the most potential to be successful future employees at an organization. With MenaHR®’s competency-based HR system, HR teams can define the specific competencies they want to see in their employees to perform to their maximum ability and complete tasks successfully. Once HR managers are aware of these competencies, they have a clear understanding of the types of employees they need and what abilities they need to see in them according to their positions. Additionally, employees will be aware of what the organization is looking for and can take ownership of their competencies to perform their tasks and to further develop their abilities. In turn, HR teams will be able to recognize areas of strength and weakness and accurately identify areas for learning and development. Our system allows you to create your own detailed competency-based model with the competencies you are looking for, helping you with the search for these abilities to produce accurate job postings and consequently matching them to the most suitable candidates in the talent pool. This model also helps HR professionals in performance management, career pathing, succession planning, and many more. This helps direct the organization towards a concrete path and strategic plan for the workforce to follow in order to achieve the organization’s goals.

Curious about Curio®?

Curio® is MenaITech®’s Talent Management Solution, fully equipped with the tools needed to bring out the team’s full potential and empower HR professionals to ensure they succeed in strategically aligning employees’ individual goals with the organization’s goals. Our easy-to-use, cloud-based system keeps the team on track by providing the latest state-of-the-art methodologies and strategic practices that empower Talent Acquisition, Development and Retention processes in organizations. Curio® carries out talent management functions such as performance appraisal, training and development, career pathing, succession planning, and talent acquisition and keeps all functions on a centralized platform to ensure easy access and accurate data entry.

 

  • Performanse Appraisal
  • Training and Development
  • Career Path Planing
  • Succession Planning
  • Talent Acquisition
curio
Succession Planning
Succession Planning

Succession planning is a process that enables HR teams to work towards a long-term goal to success by identifying and preparing the most suitable employees who will be trained and developed in order to one day replace current employees who are holding key positions within the organization. This crucial function focuses on the development of employees to take over critical roles when the time comes because key positions in an organization are hard to replace and when they suddenly leave, it could cause problems for businesses who are unprepared. Our solution ensures the continuity of these crucial roles in a four-step system. First, the HR team identifies the future key positions in their organization and what will be needed to ensure the organization’s growth. Then, they determine the competencies, experience, training, education, performance, years of service, certifications and other factors that employees need in order to become effective successors. Next, the successors with the most potential are selected to be evaluated, and finally those employees who are seen as the most suitable to fill in the role will be continuously assessed and developed through training and functional experiences in preparation for any situation and be able to handle the responsibilities once they take over the key positions. Therefore, this solution not only brings about the careful planning of key position alternatives, but serves as a developmental plan to train those who are next in line for the role to help them become qualified leaders.

Training and Development
Training and Development

Creating a learning and developmental culture in the workplace is an essential aspect of Curio®, helping HR professionals and managers discover employees’ strengths and weaknesses, helping them find ways to further improve their performance. Our solution creates insights on training needs and requests that have been gathered from the training needs analysis pool from different sources such as competency gaps, performance appraisal, career path planning, and succession planning. Employees and managers themselves can submit their own training needs requests which will also make its way to the talent needs analysis pool. The HR teams can determine the necessity with which a training program is required, which employees have the priority of attending such programs, and when they can start attending these programs. Once this is decided, the employee will be linked to the training agenda, and will be assigned with the date, time, place, and name of the training program. The training program can be held in-house, locally in the same country, or internationally, and will include the travel expenses such as per diem, tickets, and accommodation. After attending the training program, trainers, trainees, and the trainees’ manager could go through three stages of evaluation to determine the outcomes of the training, 1) the employee’s feedback on the training program, 2) the trainer’s feedback on the employee and if they have benefitted from the training and 3) the feedback of the employee’s manager. This can help them find out its affects on competency levels, the addition of new knowledge, and ultimately, the impact of the training program. Every year, HR teams can set the training budget based on the different scopes. HR teams can visualize how much each scope has spent from their budget and how much is remaining. HR teams can also set a limit for the budget, and if the budget exceeds the limit, the system will not allow additional transactions to go through because of the restriction placed on the system.

Performance Appraisal
Performance Appraisal

The performance appraisal solution allows managers to regularly assess and evaluate employee’s performance, provide constructive feedback and keep track of their progress based on analytics, and know exactly where employees are on the roadmap to achieving the organization’s goals. Our system helps keep employees engaged and motivated by keeping them aware of their own responsibilities and competencies thus working towards the determined objectives and KPIs, leading them to the path of improvement and growth. With our solution, you can build your own evaluation template, choosing assessment criteria from a list of options, which helps managers and HR teams conduct performance assessment meetings and evaluations, as well as allowing managers and auditors to view or fill in employee assessment forms. It provides a progressive review option, which helps managers view employee progress year-round and see how far along they have come to achieving the objectives. The system also allows employees to complete their own self-appraisal forms. Managers can compare their employees’ assessments with their own assessments and edit as they see fit, and can even send these revised assessments back to the employees for their review and feedback, which encourages communication and discussion between employees and managers. Managers can also recommend the training programs employees may need to take in order to further improve. Once performance scores have been generated, the HR department can determine if the results fit within the normal distribution, and can then choose to apply the appraisal curve in order to display employee performance evaluations in a bell graph, categorizing the results into levels that include top performers, average performers, and below average performers. If employees are dissatisfied with the results, they can object and have a committee determine if the evaluation should be rejected or accepted. If employees’ results show positive change, they can be motivated further by the merit-based compensation system that awards top-talent employees through financial incentives like bonuses and raises.

Career Path Planning
Career Path Planning

The career path planning option gives you an overview of your employees’ progress as they move up the career ladder, moving from one job title to another. Our career path planning solution helps map out an employee’s entire career by providing them with information on how to move onto the next step in their career, and the criteria they need to fulfil in order to take on new opportunities within their organization, and these factors include the competencies, qualifications, years of experience, training courses, performance and years of service which ensure continuous growth and development throughout all stages of their career. The career path planning option also allows employees to create developmental plans, providing a clear outline of all their competencies and any gaps that need to be addressed. This functions as an action plan that enables employees to know their strengths and the areas that need improvement and discover what resources they will need to overcome obstacles and gain the requirements to qualify them for the next stage in their career. But it doesn’t stop here; the career path planning solution is equipped with a pointing system that simplifies and facilitates the monitoring and managing of an employee’s career planning journey. HR professionals can view all employee information through individualized cards that display their data. Upon clicking on one of the employee’s cards, they can select what job positions the employee needs to go through in their career path plan. For each job, there will be specific requirements and criteria that need to be met before the employee can move onto the next stage of their career path. These criteria are in the form of points, and every factor has a specific measurement in the form of passing points that employees need to collect in order to qualify for that factor. The more points an employee collects as they gain qualifications, the closer they are to “unlocking” the next stage of their career path. When they rack up points, it will be added up and shown on the progress bar that measures where they are in their career path and how many points it will take to reach the next position.

Talent Acquisition
Talent Acquisition

When organizations can’t find the right employees to fill the right roles, it can result in a great negative impact on the organization’s goals and increase costs. Any successful organization needs a healthy supply of talented candidates, or talent pipeline, constantly flowing through the doors, and our system does exactly this. Our solution will guarantee the ease and accuracy of the hiring process, providing you with a strategic plan that won’t just fill up vacancies in the organization, but identify top talent applicants who will work towards achieving the organization’s goals, increasing productivity and profit. HR teams and managers start by requesting to hire for internal or external vacancies. These have been validated through the organization’s manpower plan, and if there are no vacancies currently available in the manpower plan, the system will not allow the request to go through. If there are vacancies, this request is approved, and they begin with the talent acquisition process. HR professionals can announce about the vacancy on different social media platforms such as LinkedIn, Twitter, or Facebook. To apply for the vacancies, job-seekers can fill in their online profile, which becomes public to recruiting officers. Their profile can then be easily accessible to the organization, and all applications will be gathered in the solution’s applicant tracking system. Once this has been done, the HR team can easily and quickly screen applicants’ resumes based on the competencies and requirements needed for the job vacancy. Additionally, the CV parsing feature automates the extraction of specific information from the CV and stores it on the applicant profile. When the most suitable candidates have been determined, they will be invited for the interview, and those who pass the interview will be sent a job offer. If the employee is hired, they will progress to the onboarding program. Therefore, our solution helps you throughout all stages of the talent acquisition cycle by allowing the HR team to screen all processes, ranging from attracting to retaining, all while maintaining a rich talent pool that has the drive and determination to progress and achieve the organization’s goals.

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What you need to know!
How can I define the job description and competencies for a job position on MenaHR<sup>®</sup>?
How can I define the job description and competencies for a job position on MenaHR®?

Our system simplifies the process of defining job descriptions and competencies for any job position, so that the job description communicates exactly what is expected of the role to the HR team, managers, and employees. The HR team can select the Job Description option and begin defining the job description elements, which includes the responsibilities, qualifications, and years of experience. Following this, the HR team can define the required competencies that are directly associated with the job description, and the system provides a rating scale for each competency. This scale helps determine how much weight or importance a competency needs to be given in order to meet the requirements of the job. Once the HR team has defined the job description and the competencies required of that job, they can set up the appraisal criteria that will be used in the employee’s evaluation.

How can I carry out the appraisal curve function in my organization?
How can I carry out the appraisal curve function in my organization?

Once employees have been linked to a particular appraisal plan and evaluated by the HR team, their performance evaluations will be locked, meaning there can no longer be any modifications to the evaluation form, and their final performance score will be obtained. If the evaluation results do not match the normal distribution of results, HR professionals can apply the appraisal curve. They can determine the percentage of those employees who will be considered top performers, average performers, and below average performers, as long as all of the percentages add up to 100%. Once the HR team runs the appraisal curve, the results will redistribute and the final results will change. The HR team has the option of rolling back to view previous results.

How can applicants submit an online job application using MenaHR<sup>®</sup>?
How can applicants submit an online job application using MenaHR®?

With our system, it can be done with ease and accuracy. First, HR professionals will need to create a job description for a particular position, aimed at attracting and bringing in new employees. The job position will be posted on the online application website. This will attract potential employees, who will wonder how to upload their resumes to apply for the desired job position. This is why our solution allows employees to send in their job application by creating their own personal profile entering their information such as their personal data, experiences, and competencies, and apply to the job vacancy. Then their application will be sent directly to the right place where the right people will view it and screen it to see if it matches the particular job’s requirements. All the information will be saved on applicant profile so that if they decide to apply for another position, they don’t have to enter all their information again. The organization will be able to access all applicant’s profiles through the application pool, and reach out to them for any position they find a match for.

What is the difference between career path planning and succession planning?
What is the difference between career path planning and succession planning?

Career path planning is an organized and strategic plan that employees progress through in order to reach a specific job position during their employment. Step by step, employees advance to different job positions and roles by following a career map, developed by the HR teams and managers. Succession planning occurs when key positions in the organization might need to be replaced due to their retirement, termination, illness, or passing away. Employees who have the potential to become their successors are trained and developed to replace those key positions to ensure that the organization’s processes will continue to flow smoothly with minimum obstacles no matter what issues arise.

What is the purpose of integrating social media like LinkedIn with the talent acquisition cycle?
What is the purpose of integrating social media like LinkedIn with the talent acquisition cycle?

HR professionals are using social media as a strategic tool to find and attract top talent employees and facilitate the talent acquisition cycle. HR teams can share approved vacancies on social media accounts like LinkedIn, Twitter, and Facebook by using the talent acquisition solution, and applicants can discover job vacancies on the social media accounts and by following the links provided on those accounts, they can apply for the vacancies.

How is the 9-box grid matrix used in Curio<sup>®</sup>?
How is the 9-box grid matrix used in Curio®?

Our grid is a logical assessment tool that is used to measure employees from two dimensions; one being performance and the other being potential that are used to indicate how well an employee is performing at their job, areas of improvement, and can help determine what actions need to be taken based on the results. On the vertical, it measures the potential of the employee, and on the horizontal, it measures the performance of the employee. Where the two boxes of an employee’s performance intersect, it depicts their current workplace situation. Each vertical and horizontal intersection describes the characteristics of the employee’s progress, and even provides suggestions and recommendations of action plans that can be taken to ensure improvement.

How can the HR team inform attendees about details on the training program?
How can the HR team inform attendees about details on the training program?

It can be done very easily and at the click of a few buttons. Once the HR team has selected all the employees who will be attending the training program, they can click the “Notify Employees” option, which will result in a pre-written message notifying the employees that they will be attending the program, and then send the message as an email to the participating employees. In the email, they can include details such as the name of the training program, where and when it will be held, the length and duration of the course, and much more.

How can I carry out appraisal plans for more than one employee in my organization?
How can I carry out appraisal plans for more than one employee in my organization?

It’s time consuming to complete one appraisal plan at a time, especially if the plans are to be created for medium to large enterprises with hundreds of employees. This is why Curio® offers the mass appraisal function that allows you to create a mass appraisal plan that can be linked to any group of employees, meaning that one plan can satisfy the evaluation standards of any group of employees that have similar job descriptions, or can even be linked to a group of employees with different job descriptions. Regardless of whether the groups have similar or different job descriptions, the objectives and competencies will be retrieved from the job description. Optionally, the HR team can determine the weight or importance that will be given to each objective and competency, and carry out the appraisal plan based on the scores or rating given to the objectives and competencies.

How can my organization benefit from the training analysis pool?
How can my organization benefit from the training analysis pool?

The training analysis pool is a great way to identify employees’ career development. There are five sources from where training requests come in to the system, all of which stem from the need to grow and improve in order to achieve the organization’s goals. The sources can be an employee self-request, an organization’s request (either from their manager or part of the employee’s succession plan to take over a key position in the organization), a career path requirement, a result of the employee’s performance evaluation, or could be based on the employee’s competency gaps and need to improve in that area. Therefore, from one of the five sources comes the request for training, and these requests will be sent to the training analysis pool based on the employee’s training needs. The system allows you to view the source that the employee was sent from and what course they will be enrolled in.