The workforce planning strategy is not limited to recruiting and retaining talent only, but also identifying the future workforce needs of the university. Its importance lies in the stability and development of the organization with the three elements: recruitment, retention, and redistribution of talent. Connected to the university orientation, it is more complex than it appears, primarily because it involves developing the skills and competencies of existing staff to meet market demands that can change over time. Having a backup plan ready in case of any emergency (lack of competency) is crucial for manpower planning.

Office of Human Resources Development and Performance Evaluation

At ISU, continuous learning and development of the abilities and skills of faculty and staff is a major priority, and the university invests its potential in ensuring that all employees have real opportunities to build professional, leadership and technical skills.
Education and training opportunities at the university aim to build the employee’s cognitive skills and develop his abilities in line with the aspirations of the future in building a solid human base that simulates the rapid global development.
The staff at ISU have access to international development programs, the availability of modern learning methods upon request, and the provision of learning trips dedicated to these university educational goals, with the university’s wealth of joint cooperation agreements with many international universities, in addition to the provision of management development programs. And leadership designed according to foundations that take into account the university’s vision and strategy for growth.
In addition to providing opportunities for learning and development, the university attaches great value to ensuring a work culture based on performance, by adhering to internationally approved performance management protocols, including performance reviews, rewards, appreciation and promotion processes, that work at ISU represents a suitable environment for employees to create Their opportunities to build meaningful and globally recognized careers.

Human Resources Information Systems Office

This department provides technical expertise to manage human resources programs. The SULEIMAN system is the main information system of the university, and it is the system of integrated solutions for students, human resources, accounting, and financial data.
Office responsibilities:
Manage/repair systems currently used by HR, incentives, some budget data and a number of functions and processes. This includes the SULEIMAN platform, the new SULEIMAN applications, in addition to the electronic services systems for human resources. Preparing HR, payroll and job reports.
Office services:
Preparing specialized reports using the (crystal) reporting tool. For example, granting powers to each of the deans/managers, each in his field, to work on the lists of their departments.
Preparing other more complex reports for the deanships.
Granting certain powers over the SULEIMAN HR/Accounting system and parts of the budget system to authorized employees according to their managers’ decisions.
Follow-up inquiries and problems faced by users of the SULEIMAN system in human resources / salaries and parts of the budget system and find or suggest appropriate solutions.
Preparing audit reports, and following up with employees to amend data.

Personnel Services Office

The team at the Individual Services Office, with the assistance of ISU staff, completes procedures in a variety of services.