1. UNITED MAINTENANCE & CONTRACTING COMPANY Business Process Reengineering Human Resources Business Processes
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2. Contents Objectives Introduction to Business Process Flows
Human Resources Business Process Flows

3. Objectives
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4. Objectives
The key objectives of the Human Resources processes are as follows:
Provide Yamama personnel with a reference document for an overview and understanding of key Human Resources Development Department processes.
Ensure that human resources activities are conducted effectively and efficiently within a controlled environment.
Facilitate the automation of human resources processes.

5. Introduction to Business Process Flows
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6. Introduction to Business Process Flows
A process is a series of related activities that “flow” through an organization. Processes are not limited to a single function or department and allow a view of activities from their initiation to their conclusion. Process flows allow a diagrammatic view of vital information pertaining to a process, including activities, responsibilities, inputs and outputs. It represents the sequential steps involved in converting a specific input into a required output. Process flows assist in breaking down functional areas to focus on a process view of the organization, aiding in assessing efficiencies and required controls. The human resources business processes have been developed taking into consideration the existing functions at UNIMAC.

7. Process Symbols This symbol starts the process
This symbol represents a group of steps or activities to perform work (i.e. a process).
Activity
This symbol represents an activity to perform work defined in detail. This symbol may represent automated or manual activity.
Decision
This symbol represents a decision. Decisions are typically phased as “yes/no” questions. Look for a “yes” path and a “no” path out of this symbol
This symbol represents information input / output, such as a report or document. This symbol does not always imply hard copy, as some are verbal.
Input / Output
Ref
This symbol represents an off page reference. Indicates a cross-reference with another page of the flowchart
This represents an input or output symbol of “Information Entered into System” or
“Information Received from System”.
Database
End
This symbol concludes the process.

8. Human Resources Process Flow Charts
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9. Human Resources Processes
Yamama Human Resources Development Department will perform the following main functions and processes:
Human Resources Development Department
Human Resources Processes
1.1 Manpower Planning and Recruitment
1.2 Training and Development
1.3 Performance Appraisal
1.4 Succession Planning

10. Manpower Planning and Recruitment
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11. 1.1 Manpower Planning and Recruitment
The following section displays the Manpower Planning Processes as indicated in the following table:
Process Name
Process Number
Manpower Planning
1.1.1
Sourcing
1.1.2
Initial Screening
1.1.3
Selection
1.1.4
Appointment
1.1.5
New Employee Orientation
1.1.6
Probation Period
1.1.7

12. 1.1 Manpower Planning and Recruitment
إدترة الموارد البشرية
Inputs
Manpower Planning
(1.1.1)
Sourcing
(1.1.2)
الفرز الأولي
Selection
(1.1.4)
Appointment
(1.1.5)
New Employee Orientation
(1.1.6)
Probation Period
(1.1.7)
Initial Screening
(1.1.3)
Human Resources Development Department
Outputs

13. 1.1.1 Manpower Planning Inputs Outputs
Combined
Manpower Plan
Estimated
Company’s Strategic Plans, Objectives and Trends
Human Resources
System
3. Collects the departments' manpower plans and budgets
1. Informs all departments to estimate their annual manpower requirements
Human Resources Officer
Respective Department Manager
2. Estimates manpower requirements of every department
4. Reviews the combined manpower plans and budgets and prepares his recommendations
Human Resources Development Department Manager
5. Discusses all estimated manpower requirements with the relevant department managers
Cont 1.1.1
6. Sends the manpower plan and combined budget to the Finance and IT Department
Outputs
Manpower Plan
Combined
Manpower Plan
Estimated

14. 1.1.1 Manpower Planning (Continued)
Inputs
Human Resources System
Human Resources Development Department Manager
Cont 1.1.1
Budget
Finance and IT Department
Outputs

15. 1.1.2 Sourcing Inputs Human Resources Development Department Manager
Job Description
Request to fill a vacant position (R&S 01)
1. Reviews the manpower plan and budget to ensure that the manpower budget has not been surpassed
Yes
Approve Rejection
2. Rejects the request and sends it to the relevant party as per DOA
Yes
End
Has the manpower budget been surpassed?
Human Resources Development Department Manager No
3. Issues a job description request from the related department if the position is new No
Cont 1.1.2
5. Prepares the job announcement contents and all job related information
4. Issues the job description and specifies the competencies and job level after discussion with the respective department manager
Human Resources Officer
Outputs
Job Description

16. 1.1.2 Sourcing (Continued) Inputs Outputs Human Resources Officer
Announcement
6. Posts the job details, timeframe, terms and conditions onto the company's website
Cont 1.1.2
Human Resources Officer
9. Presents the job announcement that contains the job details
7. Contacts the local and international agencies, newspapers and magazines
End
Human Resources Development Department
8. Negotiates with the recruitment agencies/ newspapers and develops the final format of the employment contract
Human Resources Development Department Manager
Yes
Approve Contract No
Outputs

17. 1.1.3 Initial Screening Inputs Outputs Human Resources Officer
Job Applications and C.Vs
(R&S 02)
Company
Website
2. Rejects the applications and keeps them in the Database
End
Employment applications are consistent with job description and criteria
1. Compares job applications vis-à-vis initial screening criteria No
Human Resources Officer
1.1.4
Selection
6. Prepares the final short list of applicants
3. Prepares a list of selected employment applications
Yes
Human Resources Development Department Manager
4. Reviews the list of nominees and issues his recommendations
5. Rejects employment applications and keeps them in the Database
Yes
Approval
Respective Department Manager
End No
Outputs
Human Resources System (Updated)
Human Resources System (Updated)
Final Short List

18. 1.1.4 Selection Inputs Outputs Interviews Committee Candidates
Interview Assessment Form
(R&S 03)
Selection Result
Interview Assessment Form
(R&S 03)
Human Resources
System
2. Sends letter of apology to the candidate
Passed the interview
End No
1. Conducts personal interviews with candidates
Interviews Committee No
4. Sends the list of selected candidates, along with their results of test and interviews
Passed the Test
Yes
Yes
3. Conducts required test
Candidates
6. Selects the suitable candidate
5. Reviews the final selected list and results of interviews and tests
Respective Department Manager
1.1.5 Recruitment
Outputs
Human Resources System (Updated)
Interview Assessment Form
(R&S 03)
Selection Result

19. 1.1.5 Appointment Inputs New Employee Outputs Human Resources Officer
Employment Offer
(R&S 04)
Human Resources
System
HR Development Department / H R Development Department Manager
1. Determines the salary and other benefits for the new employee based on the Structure of Salaries and Benefits in the Company, and discusses that with the related party
1.1.4 Selection
1.1 Employee Record Management
5. Defines the work commencement date
4. Finalizes the employment formalities
3. Sends the employment offer to the new employee
Human Resources Officer
2. Reviews and approves the employment offer as per DOA
Respective Department Manager No
Yes
Accept the Offer
New Employee
Outputs
Human Resources System (Updated)
Employment Offer
Signed
(R&S 04)

20. 1.1.6 New Employee Orientation
Inputs
Orientation Tools or Means
Human Resources Development Department Manager
2. Introduces the new employee to the department managers and section heads
4. Gives an introductory presentation on the Company and its general procedures and regulations
1. Introduce the new employee with orientation tools and means and allocates a dedicated colleague to direct him
3. Ensures that all administrative matters are accomplished
Human Resources Officer
Respective Department Manager
6. Introduces the new employee to the employees at job site
5. Explains job requirements and procedures to the new employee
End
Outputs

21. 1.1.7 Probation Period Inputs Human Resources Officer End
Human Resources System
Probation Period Performance Appraisal Form
(R&S 06)
1. Sends an to the related department manager to start performance appraisal during the 3 months probationary period as of recruitment date.
Human Resources Officer
6. Amend the employee's record
End
5. Fixing the new employee and inform the Human Resources Officer
Has the employee passed the probationary period successfully
Yes
2. Evaluates his performance during the probationary period and sends the evaluation to the relevant employee
Immediate Supervisor
1.7.2 Termination of Services (on desire of Immediate Supervisor)
4. Notify the Human Resources Officer about termination of the services of the employee No
3. Discusses the evaluation with his immediate supervisor
New Employee
Outputs
Human Resources System (Updated)

22. Training and Development
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23. 1.2 Training and Development
The following section displays the Training and Development Processes as indicated in the following table:
Process Name
Process Number
Training Needs Assessment
1.2.1
Training Plan and Budget
1.2.2
Training Delivery
1.2.3
Training Evaluation
1.2.4

24. 1.2 Training and Development
إدترة الموارد البشرية
Inputs
Training Plan and Budget
(1.2.2)
Training Needs Assessment
(1.2.1)
Human Resources Development Department
Training Evaluation
(1.2.4)
Training Delivery
(1.2.3)
Outputs

25. 1.2.1 Training Needs Assessment
Inputs
Human Resources System
Job Description / Performance Appraisal
3. Collate the data
2. Enters the individual training needs in the Human Resources System and collates data
1. Compares individual training requirements vis-à-vis job description and position needs
Human Resources Officer
Human Resources Development Department / Human Resources Development Manager
1.2.2 Training Plan and Budget
6. Translates the training needs analysis into training plan
4. Formulates the final individual training needs
5. discusses and approves the individual training needs for every employee
Respective Department Manager
Outputs
Human Resources System (Updated)

26. 1.2.2 Training Plan and Budget
Inputs
Human Resources System
1. Formulates the initial training plan and budget based on training needs
Human Resources Officer
HR Development Department / HR Development Manager
2. Evaluates and reviews the initial training plan and budget and discusses it with department managers
1.2.3 Implements Training Plan
Yes
Human Resources Department Manager
Approval of initial training plan and budget
3. Reviews and approves the initial training plan and budget as per DOA
Budget
and IT Department
Finance No
Outputs
Human Resources System (Updated)

27. 1.2.3 Training Delivery Inputs Human Resources Officer
Trainees Nominees Form (T&D01)
Human Resources System
4. Sends a statement on training to the trainees including training venue and time
1. Ensures training with the respective department manager and training provider
Human Resources Officer
5. Ascertains attendance of the employee
2. Ensure readiness of employees for training
Respective Department Manager
1.2.4 Program Assessment
6. Conduct training
3. Confirms the training and attendance of the trainer
Training Provider
Outputs

28. 1.2.4 Training Evaluation Inputs Employee Immediate Supervisor
Training Assessment Form (T&D 02)
4. Sends the training evaluation report to Human Resources Development Department
3. Provides presentation for employees on the provided training and participation and acquired knowledge
1. Completes the training evaluation form
Employee
2. Reviews training materials with the trainees and discusses the training in general
Immediate Supervisor
5. Updates the employee's record and collects and analyzes the training evaluation forms
Human Resources Officer
End
Outputs
Training Assessment Forms (T&D02)
Human Resources System (Updated)

29. Performance Appraisal
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30. 1.3 Performance Appraisal
The following section displays the Performance Appraisal Processes as indicated in the following table:
Process Name
Process Number
Setting Performance Objectives
1.3.1
Performance Progress Assessment
1.3.2
Annual Performance Appraisal
1.3.3
Promotion
1.3.4

31. 1.3 Performance Appraisal
إدترة الموارد البشرية
Inputs
Performance Progress Assessment
(1.3.2)
Determining Performance Objective
(1.3.1)
Human Resources Development Department
Promotion
(1.3.4)
Annual Performance Appraisal
(1.3.3)
Outputs

32. 1.3.1 Setting Performance Objectives
Inputs
Human Resources System
1. Informs all departments to start setting up their employees annual objectives
HR Development Department Manager
2. Holds a meeting with his employees to setup the objectives
Respective Department Manager
1.3.2 Performance Progress Assessment
5. Approves the employee's performance objectives, and documents such objectives and measurement criteria
3. Develop, explain and review the department's general objectives and performance measurement criteria for the relevant employees
Immediate Supervisor
4. Sets up his own objectives in line with the general objectives
Employee
Outputs
Human Resources System (Updated)
Objectives and Performance Measures

33. 1.3.2 Performance Progress Assessment
Inputs
Human Resources System
1. Informs department managers to start the performance appraisal process
Human Resources Officer
2. Holds appraisal meetings on periodic basis and if needed, to review the employee's performance
1.3.3 Annual Performance Appraisal
4. Documents the results of continued performance appraisal
Immediate Supervisor
3. Views the continued performance appraisal and agrees on it
Employee
Outputs
Human Resources System (Updated)

34. 1.3.3 Annual Performance Appraisal
Inputs
Performance Appraisal Form
(PA 01)
Performance Appraisal Form
(PA 01)
2. Distributes the annual performance appraisal forms to immediate supervisor
1. Informs immediate mangers to start the annual performance appraisal process
Human Resources Officer
5. Signs the final annual appraisal from and forwards it to Human Recourses Development Department
3. Completes the forms and discusses the agreed performance objectives with the employee
Immediate Supervisor
End
4. Signs the final annual appraisal from
Views the results of annual performance appraisals and agrees on them
Yes
Employee
1.6.2 Grievance No
Outputs
Performance Appraisal Form
(PA 01)

35. 1.3.4 Promotion Inputs End Outputs Respective Department Manager
Promotion Permission
(PA 02)
Performance Appraisal Results and Recommendations
4. Informs the concerned department with the appraisal results
1. Provides recommendations to promote the employee
Respective Department Manager No
Yes
5. Issuance of promotion form to the employee
Employee Promotion
3. Obtains approvals shall be obtained as per DOA
2. Reviews the recommendation vis-à-vis promotion criteria
Human Resources Development Department Manager
6. Updates the employee's personal file (Records)
Employee Affairs Department
End
Outputs
Human Resources System (Updated)
Human Resources System (Updated)
Promotion Permission
(PA 02)

36. Succession Planning
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From the Fill menu, select Picture or texture fill and click Insert from file.
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37. 1.4 Succession Planning
The following section displays the Succession Planning Processes as indicated in the following table:
Process Name
Process Number
Identifying Successors
1.4.1
Developing Successors
1.4.2

38. 1.4 Succession Planning إدترة الموارد البشرية Inputs
Developing Successors
(1.4.2)
Identifying Successors
(1.4.1)
Human Resources Development Department
Outputs

39. 1.4.1 Identifying successors
إدترة الموارد البشرية
Inputs
Successors’ Plan Form
(SP 01)
Does the candidate meets selection criteria
Human Resources Development Department Manager
4. Develops a succession plan in coordination with the respective department manager
Yes
1. Notifies department managers to identify the key positions according to succession criteria No
3. Nominates 2 successors for every key position
2. Identifies the key positions in his department
Respective Department Manager
Yes No
1.4.2 Successors Development
Approval of Succession Plan
Human Resources Department Manager
Outputs
Human Resources System (Updated)
Succession Plan Form
(SP 01)

40. 1.4.2 Developing Successors
إدترة الموارد البشرية
Inputs
Development Plan
1. Defines the development needs of nominated employees and prepares a development plan and discusses it with Human Resources Department Manager
Human Resources Development Department Manager
3. Conducts an annual review of the development plan and submits its opinion to the Human Resources Development Manager
Human Resources Development Department
2. Implements the employee's development plan in coordination with the related department
End
Human Resources Department Manager
Yes
Approval of Development Plan No
Outputs
Successors’
Development Plan
Human Resources System (Updated)
Development Plan