Syrian TelecomRima KOUSARima.kousa@mail.sy.ppt

ITU Regional Workshop on Strategic HR Management Cairo – Egypt, 13-17 April 2008 ITU Regional Workshop on Strategic HR Management Cairo – Egypt, 13-17 April 2008 Syrian Telecom Rima KOUSA Rima.kousa@mail.sy Syrian Case studyThe role of HR in Syrian Telecom restructuringHR Strategic objectives Syrian Telecom has gone through a re-engineering restructuring process to meet the rapid changing in ICT sector and to promote the competitive environment in telecommunication market. The strategic objectives of STE were formulated based on its vision and mission statement and goals. The strategic objectives for STE’s cover the various aspects of its functionality and have five dimensions: The market dimension, The quality dimension, The financial dimension, The customer care dimension, and The human resources dimension. Background The STE corporate Human Resources Strategic Objectives are to: Improve productivity. Recruit qualified personnel. Allocate Customer Care resources. Provide more responsibilities and exposure for the best qualified employees. Human Resources Strategic Objectives Develop employees’ commitment and team spirit. Put in place an effective employee appraisal system. Establish a career planning process. Allocate employees according to manpower planning design. Improve training and re-skilling efficiency of existing workforce. Human Resources Strategic Objectives To accomplish these goals an organizational restructuring and transformational process took place at the beginning of last year. The Organization Design of the Human Resources defines the mission and roles, the HR activities and the interactions of the HR function with other STE functions. Organizational Restructuring The Mission of the HR function is “to develop implement capabilities to attract, develop and retain the human resources required to ensure the fulfillment of STE’s objectives”. The Organizational Design was designed to cover the activities of HR according to the fo