**Human Resources Plan for Boaz Trading PLC**

*Building a Skilled, Engaged, and Future-Ready Workforce*

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### **1. Recruitment & Talent Acquisition**

**Strategies to Attract Top Talent:**

- **Modern Recruitment Tools**:

- Use AI-powered platforms (e.g., *LinkedIn Talent Insights*) to identify passive candidates.

- Partner with Ethiopian job portals (e.g., *Ethiojobs*) and universities for campus recruitment.

- **Employer Branding**:

- Highlight ESG commitments (e.g., solar projects, women’s empowerment) in job postings.

- Showcase employee testimonials and career growth stories on social media.

- **Diversity & Inclusion**:

- Set a target of 40% female hires in technical roles by 2025.

- Collaborate with NGOs like *Women in Tech Africa* to source underrepresented talent.

**Process:**

1. **Job Posting**: Advertise roles on LinkedIn, Ethiojobs, and industry-specific forums.

2. **Screening**: Use skills-based assessments (e.g., Codility for engineers).

3. **Interviews**: Conduct structured behavioral and technical interviews with cross-functional panels.

4. **Onboarding**: 30-day mentorship program to integrate new hires into company culture.

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### **2. Training & Development**

**Programs to Upskill Workforce:**

- **Technical Training**:

- Certifications: Partner with *Cisco* and *Schneider Electric* for IoT/automation certifications.

- Apprenticeships: 12-month program for recent graduates, combining classroom learning and fieldwork.

- **Leadership Development**:

- **Boaz Leadership Academy**: Rotational assignments in Addis, Hawassa, and future Kenya offices.

- Sponsor EMBA programs at *Addis Ababa University* for high-potential managers.

- **E-Learning**:

- Provide subscriptions to *Coursera* and *Udemy* for self-paced learning.

- Monthly "Tech Tuesdays" workshops on renewable energy trends.

**Metrics**:

- 90% of employees complete annual training hours.

- 50% of managers promoted internally by 2026.

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### **3. Employee Retention Strategies**

**Initiatives to Reduce Turnover (<10%):**

- **Competitive Compensation**:

- Offer salaries 15% above market average for critical roles (e.g., AI engineers).

- Profit-sharing plan: Allocate 5% of annual profits to employee bonuses.

- **Work-Life Balance**:

- Flexible hours and hybrid work options (3 days office, 2 days remote).

- On-site childcare at Addis HQ and subsidized daycare partnerships.

- **Recognition**:

- Quarterly "Innovation Awards" with ETB 50,000 prizes for process improvements.

- Peer-nominated "Culture Champion" awards with paid vacation incentives.

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### **4. Performance Evaluation**

**Systems to Drive Accountability & Growth:**

- **OKR Framework**:

- Set quarterly Objectives and Key Results (OKRs) aligned with company goals (e.g., "Reduce project delivery time by 20%").

- **360-Degree Feedback**:

- Annual reviews incorporating peer, subordinate, and client feedback.

- **Career Pathing**:

- Clear progression tracks (e.g., Technician → Lead Engineer → Project Manager).

- Biannual career development discussions with managers.

**Tools**:

- Implement *BambooHR* for real-time performance tracking.

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### **5. Professional Development**

**Opportunities for Growth:**

- **Mentorship**:

- Pair junior staff with C-suite mentors through the "NextGen Leaders" program.

- **Job Rotations**:

- 6-month rotations between departments (e.g., Solar Division → Industrial Automation).

- **Education Support**:

- Reimburse 75% of tuition for master’s programs in engineering or sustainability.

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### **6. Teamwork & Collaboration**

**Fostering a Collaborative Culture:**

- **Tools**:

- Use *Microsoft Teams* for cross-department projects and *Asana* for task management.

- **Initiatives**:

- Quarterly hackathons to solve operational challenges (e.g., "Reduce e-waste by 30%").

- Annual team-building retreats at Ethiopian heritage sites (e.g., Lalibela).

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### **7. Positive Work Culture**

**Initiatives to Enhance Well-Being & Inclusion:**

- **Wellness Programs**:

- Free gym memberships at *Sabit Gym* and mental health counseling via *ShebaCare*.

- "No-Meeting Fridays" to reduce burnout.

- **Diversity & Inclusion**:

- Mandatory unconscious bias training for hiring managers.

- ERGs (Employee Resource Groups) for women, LGBTQ+, and persons with disabilities.

- **Community Engagement**:

- Paid volunteer days for staff to support *Boaz Green Schools Initiative*.

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### **8. Alignment with Corporate Goals**

- **Sustainability Training**:

- Certify all employees in ISO 14001 (Environmental Management) by 2025.

- **Social Responsibility**:

- Link 10% of executive bonuses to CSR targets (e.g., training 1,000 rural youth).

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### **Key Metrics & Outcomes**

| **Metric** | **2024 Target** | **2026 Goal** |

|---------------------------|-----------------|---------------|

| Employee Retention Rate | 85% | 90% |

| Training Hours/Employee | 40 | 60 |

| Promotion Rate | 20% | 35% |

| Diversity Ratio (Women) | 30% | 40% |

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**Conclusion**

Boaz Trading PLC’s HR strategy integrates talent development, inclusivity, and innovation to drive Ethiopia’s tech transformation. By investing in people, the company aims to achieve 90% retention, 40% female leadership, and a workforce skilled in sustainable technologies by 2026.

**Next Steps**:

- Launch the *Boaz Leadership Academy* in Q1 2024.

- Implement AI-driven recruitment platform by Q3 2024.

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*Empowering People. Powering Progress.*