Lpc Profile 2009

Delivering Enterprise Value

Our Service Lines

Our Industry Lines

Strategy & Operations Customer Relationship Management Human Capital Services Sales & Marketing Corporate Finance Insurance Advisory Services Organization Risk management Mergers & Acquisitions

FMCG “Fast Moving Consumer Goods” Oil & Gas Health Care Public Sector Non Governmental Organizations Telecommunication & Media Financial Markets & Institutions Real Estate Power & utilities

Leading Point is Your Consulting Partner for Prosperity

We enable our Clients to take effective business decisions

Who We R

What We DO

Our People

Leading Point Consulting is an internationally recognized, boutique consulting company, headquartered in the United Kingdom, London, focused on providing a range of management consulting services to medium and large sized companies worldwide. However, we are not your typical consulting firm providing the same set of proven techniques and methodologies for success. We are a constantly growing and evolving team of experts in every imaginable field who become your partners in your business and help you rediscover your firm’s true potential and spot new, previously unimaginable opportunities. We can be there with you at every step of the way of your organization’s journey, from its inception and early development – by helping you to implement your ideas and make them a reality; to the latest stages of its lifecycle – by bringing newfound opportunities and assisting you in reinvigorating the enterprise.

We offer a wide range of consulting services and solutions to organizations in various industries. Our core competence lies in our ability to help Medium and Large sized businesses maximize revenue, generate growth and develop a sustainable competitive edge through our individualized solutions. LPC provide a wide range of services in different functionalities , these include but not limited to the following:  Market and industry research & analysis;  Business strategy,  Financial and marketing planning;  Business process development;  Procurement,  Enterprise resource planning and supply chain management;  Operational improvements;  Optimization of human resources,  Organizational structure  Management systems;  Global outsourcing;  strategic alliances,  cross-cultural communication and integration;  investor and client relations management;  business valuations;  Equity sales and M&A activity.  Feasibility Studies  Insurance Applications  Policies & Procedures  Risk Assessments  Management Audits  Job Evaluations  Performance Management

LPC has a large pool of top quality professional consultants all over the globe with specific expertise in a plethora of areas. We are only as good as our people, so we are committed to hiring and bringing you the best experts in the field. Most of our consultants hold an MBA degree from the world’s top business schools. For each particular project or engagement, we assemble a team of first class multilingual experts in the given industry, function and geographic area, drawing on our global network. Our people are familiar with major local corporations and key community leaders and are well-versed in the intricacies of the region’s professional practices and nuances of local business culture.

We are unique in many ways, from our international and highly educated and experienced staff to our approach to problem solving. Business can often seem like a game of chess, with grandmasters all around making precise and commanding moves with split-second calculations. We help to tip the scales in our clients’ favor by originating bold and unprecedented strategies that are unforeseeable by opponents. We then go even Further by actually helping with the implementation of our advice and essentially moving the heavy pieces on the crowded boards of the market towards check-mate – the client’s ultimate victory.

LPC is an Active Member in Several Global Human Resources Societies

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Eloquence in Arabic, English , French and other languages is a core value among our people, we strive to deliver the best knowledge, results and services to our clients and we share their success as if its our own.

We guarantee that the value we bring to our clients will always exceed our fees

Vision

Mission

Values

F was developed through Our vision continuous years of development and efforts to form a unique vision representing where we want to be in the future, the vision was developed in the last global meeting of Leading Point partners in Amman, Jordan.

Our mission is what we are and how we do it, it is a true resembles of our values and ethics that we abide to be leaders in next practices.

We are committed to helping our clients make distinctive and substantial improvements in their performance, identify the breakthrough opportunities for growth, create a competitive edge and maximize their revenue, profitability and shareholder value.

“ Leaders in Next Practices ” The vision represents the level of technical value and skills to be invested within our creative staff to develop the next practices in different industries, reaching to a level of having unique next practices in the market, serving our clients and helping them achieve their targets and mission.

“Being a recognized firm of ethics and consulting next practices, serving our clients to grow and excel through capitalizing on our consultants intellectual capacity and providing elite management practices with reasonable resources”

Our consultants do more than just leave a client with a book of recommendations. Our consultants work with the client as partners to take the crucial next step in assisting the client’s implementation of those recommendations. This implementation phase is one of the key factors that set Leading Point Consulting apart from other consulting firms. Without helping the client implement recommendations, a consulting firm’s job is only half done Furthermore, LPC knows how to bridge language and cultural barriers - the company can provide all of its services in English and dozens of other languages to its Middle East and international clients. We have considerable expertise in key world regions, especially in the emerging markets of GCC, and a high level of awareness for the specifics and peculiarities of local business. Therefore, we are well positioned to deliver a real value to our clients and to exceed their expectations

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Our Human Capital Services HR Policies & Procedures

Incentive Schemes

The Need

The Need

Businesses are increasingly concerned with the need to develop HR policies & Procedures to regulate the relation between the employee and employer as well as to show the entitlements of each.

Businesses are increasingly concerned with the need to motivate there employees to produce more efficiently and effectively.

Leading Point Process Leading Point has extensive experience in developing HR Policies & procedures based on the International HR tools and techniques, where as Leading Point Benchmarks with Local, regional and international best practices to develop the most suitable policies and streamlined procedures for our clients. The benchmarking process itself involves an indepth analysis of the industry to measure the impact of each policy against the specific nature of the industry.

Leading Point Process Leading Point understands the need to satisfy employees through different motivation tools and techniques, accordingly a pool of automated tools and methodologies were developed to meet our specific client needs in terms of bonuses and other types of incentives. Our approach is mainly based on the industry practice in addition to our internal analysis process that we undertake for each assignment, after understanding the clients top management aspirations and strategies we develop a comprehensive incentive scheme that meets the specific needs of our clients, we also provide an automated sheet to calculate the incentives based on achievements and accomplishments.

We tailor design our deliverables to the needs of our clients providing next practices and tools with professional consultants and subject matter experts. Our design and structure is unique and in line with the ethics and culture of our clients Page | 4

Competency Frameworks

Balance ScoreCard

The Need

The Need

The diversity of job categories and titles among the companies, and the technical value of each job are rapidly growing in the business, Companies are now aware of the need to have competency frameworks to serve as the guideline for assessments, appraisals and evaluations in addition to recruitment and employment.

The high demand to measure the performance of a business is rapidly increasing, whereas most business groups are heading towards unique performance management systems to evaluate there performance against pre-set Key performance indicators to measure the efficiency and affectivity of work.

Leading Point Process

Leading Point Process

Leading Point is using one of the most advanced tools for the development of competency frameworks which is ( The Squarian Approach)

(The Balanced Scorecards)

The Balanced Scorecard Financial

Leading Point invested years of hard work to develop tools and methodologies in the Human

Strategic Vision and

Customer

Goals

Capital Area providing elite HR services to

Tactical actions enabling strategy execution

Internal Business Process

Learning and Growth

our prominent clients and partners

Mission

Objectives

Vision

Values Core competencies

Competencies Behavioral

Pers onal Performanc e Evaluation System

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Manage ment

Training and Developme nt

Technical

Busin ess Recruitmen t and Selection

Gener al

Speci fic

Compensati on System

Career Developme nt Plan

Executive Coaching

360° feedback Evaluations

The Need

The need

Changes in business strategy require new ways of working.

360° feedback is the systematic collection of data from a manager’s colleagues, direct report and one or more bosses, which is then discussed in depth with the manager. It is an increasingly frequent way of helping individuals gain self-insight into their strengths, potential and development opportunities.

Organizations need Leading Point Coaching when: Strategic goals require changes in managerial capability or behavior. Groups of managers have increasing demands made upon them and management capability needs to be improved in order to meet those demands.

Leading Point’s process Like all powerful tools, 360° feedback requires careful handling. Leading Point works closely with our client in establishing, first, the areas in which data needs to be gathered. Often this is closely aligned to a competence framework, itself related to the core business objectives. Collecting 360° data is administratively complex and time-consuming. Therefore, Leading Point strives to minimize this burden, whilst creating a process that can be accommodated by the client given its culture and objectives.

A more developmental culture is needed: managers who have a powerful coaching experience begin to coach their own people more effectively and open feedback becomes the norm.

The Leading Point Process In our view, successful coaching interventions require that managers know themselves well, fully recognize what is required of them, accept deepdown the importance of changing, know what to do in order to change, have the support they need and recognize how to use their strengths to the full. In order to achieve these ends, the Coach acts as: a confidential and neutral sounding board, a challenger, a source of expertise, an in-depth assessor and a provider of accurate and honest feedback. Our emphasis is on long-lasting behavior change: doing things differently. In concrete terms, the individual is helped to: Take stock of themselves, their strengths and weaknesses.

The next step is to process and analyze data in a way which preserves confidentiality and anonymity. For this purpose, Leading Point uses a variety of methods, ranging from collecting verbal comments over the telephone to the use of sophisticated software which can both distribute and collate the relevant documentation via computer discs or email.

    

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Drain thoughts Develop Criteria Design deliverables Deliver Ideas Deploy tools

Leading Point offices in the Middle East are available in the following countries : 1- Jordan - Amman 2- Qatar - Doha 3- Syria - Damascus 4- Saudi Arabia - Jeddah

Assessment Centres

Organization Structures

The Need

Organizations can’t survive without structures, systems and people, in LPC we have developed tools for developing the scenario modelling of organization structures drilled down from the organizations mission and vision to meet the challenges of the dynamic markets our clients exist in. 1. Organization Structures 2. Organization Charts 3. Functional Charts 4. Positional Charts 5. Departmental Charts Job Descriptions • Job Grade • Job Class • Job Level • Job Position • Roles, Responsibilities & Duties • Job Competencies that will Include : • Education • Experience • Skills • Knowledge • Required Training

Organisations face a variety of situations requiring the assessment of the capability and potential of large numbers of people for selection purposes. Positions that become available within the organisation may be filled by internal or external candidates, but in either case, it is critical that all interested parties are given objective consideration.

Leading Point’s Process Leading Point contributes to such situations by enabling the organisation to put in place selection systems which have the greatest likelihood of identifying the key characteristics required for successful performance. These systems are tailored to particular circumstances and are designed to fit closely with existing procedures and processes within the organisation.

Vision Statement : Being recognized as the best Financial Corporation in KSA

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Job evaluation & Job Analysis The Need Job evaluation determines the relative worth of a job as compared with another job or many others. It does not set rates of pay (that’s what job pricing does); rather, it compares jobs with one another or measures them against a standard, so that we can say that the job of plant manager ranks higher than that of clerical. Such information is vital to the organization because it serves as the foundation for many aspects of the human resources program. First, it carries over into the job pricing phase, with the result that jobs of relatively greater value within the firm are compensated more highly than those of relatively less value. Next, job evaluation pinpoints existing wage inequities. Job evaluation exposes situations in which jobs are not being compensated in proportion to their relative value. For instance, if we know that the General manager job is classified higher than the clerical, and if we then discover that the differential in the average rates paid to the two jobs is only $50 per week, we can conclude without question that either the clerical job is being paid too high or the plant manager position is being paid too low.

Job Analysis Process

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Job evaluation Process

Point Method Approach

The Best way to meet your future is to create it Peter Drucker

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Key Performance Indicators “KPI’s”

Developing Organization KPI’s through process reengineering and critical performance measures, to provide unique Value and distinguished Results

The Need Key |Performance Indicators are no longer a luxury an organization practices it is now one of the most critical factors to assess the organizations health and performance.

Leading Point’s Process The leading point process is derived from the industry our clients work within taking into consideration elements related to individuals , units and departments.

The Development Curve of Industry and Company Maturity

100%

Relative Market size of industry

80%

Growing company Strategy: Embryonic company Strategy: Increase customer awareness, milk market

KSF:  

*

KSF : 60%

 

40%



 20%

Milking the innovators Focus on acquiring new customers Focus on high growth customernumber segment Focus on network reach

Focus on customer growth to ensure market relevance Focus on revenue growth for existing customers

Mature company

KPI:   

Subscriber market share Revenue growth Revenue market share

Strategy: Increase profit

KSF:  Focus on high growth customer-

KPI:  Gross margin  ARPU

Penetration

Embryonic

Increase shareholder value

KSF: 

Focus on network reach

0%

Industry maturity stage *KSF – Key Success Factor

Aging company Strategy:

number segment



KPI: 

Relative market size of company

Increase market share

Mature

Growing

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 

Focus on increasing customers within target geographies Minimize cost Focus on products with high profit margin

KPI:  ROI Ageing

•

Compensation & Benefits Manuals

•

Salary Survey Studies

•

Performance Management

•

HR Manuals

•

Organization Structures

•

Job Descriptions

•

Key Performance Indicators Manuals

•

Incentive Scheme Manuals

•

Management By Objectives

•

Authorities Matrices

•

Management Development Programs

We are proud to give our clients

•

Training Needs Assessments

a total solution in Human

•

Business Process Re-engineering

Capital Services, we are confident

•

Manpower Planning

that our Bilingual subject

•

Recruitment & Selection

Matter experts and Human

•

HR Strategy

Capital consultants will not only

•

Coaching

•

exceed your expectations but

Leadership Development Programs

•

deliver first class services with

Reward & Bonus Schemes

•

Job Evaluation & Analysis solutions

unique value

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Sample of our Middle East Clients

Leading Point Management Advisory Services PO Box 427, Jeddah 21411 Kingdom of Saudi Arabia Tahlia Street

Tel: +96626606668 ext 2244 Fax: +96626601544

Marwan I Samadi Senior Partner - GCC Human Capital Services [email protected]

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