BAKEER Development & Integrated Solutions باكير للتطوير والحلول المتكاملة

We develop organizations through integrated solutions that turn challenges into tangible results.

We deliver advisory, development and implementation solutions that combine management and HR development with the smart use of digital technology, helping organizations improve their performance, strengthen their efficiency and achieve their goals.

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Who We Are

BAKEER Development & Integrated Solutions is a firm specialized in management consulting, human resources development, and organizational and technology solutions. We help organizations develop their management systems, strengthen the efficiency of their human and operational resources, and build work practices that are more structured, effective and sustainable.

We begin by understanding the organization's reality and its actual needs, and by analyzing the challenges it faces. We then design practical, interconnected solutions that fit the nature of its business, its goals and its capabilities, and we support their implementation so that they become effective practices in the workplace.

Our services include developing organizational structures, policies and procedures; job analysis and competency building; and developing performance management, training and succession planning systems. We also deploy digital solutions and HR management systems that support the efficiency of administrative processes and help improve the quality of decisions.

We believe that effective organizational development is not achieved by treating problems in isolation, but through the integration of people, management, processes and technology within a system that has clear goals, is practical to apply and measure, and is directed toward sustainable results.

Who We Are — **BAKEER Development & Integrated Solutions** Practical experience, integrated solutions, and sustainable organizational development.

Vision

To be a trusted advisory partner for organizations in developing their management, human and operational capabilities, and in building integrated work systems that support organizational performance and sustainable growth.

Mission

To provide practical, integrated management consulting and development and technology solutions that help organizations diagnose their challenges, develop their human resources and administrative processes, raise their operational efficiency, and turn their goals into results that can be applied and measured.

Core Values

Professionalism: Commitment to professional standards and the quality of deliverables.
Credibility: Offering realistic recommendations grounded in an understanding of needs and capabilities.
Integration: Linking solutions together to create greater organizational value.
Practicality: Focusing on what can be implemented and the tangible impact it delivers.
Partnership: Understanding the client's needs and working alongside them to achieve their goals.
Continuous Improvement: Evolving practices and tools in step with organizations' changing needs.

High Quality Institutional Support

High-quality institutional support, from consulting to implementation and development

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The Challenges We Address

A problem may not begin as an obvious crisis...

It may begin with a delayed decision, overlapping authorities, a procedure that repeats without need, an employee who does not know their responsibilities, or a manager who does not receive the information they need in time.

It may also appear as incomplete policies, performance that does not keep pace with the organization's goals, an HR team that spends its time on daily transactions, or a management that relies on individual judgment instead of clear systems.

But when these details recur and accumulate, they turn into lost time, added costs, weaker control, declining efficiency, operational and administrative risks, and decisions that are slower and less informed.

Is your organization facing some of these challenges?

An unclear vision... and efforts that do not always point toward the goal

Unclear management priorities, or a weak link between them and the organization's goals.
Difficulty turning plans and directions into executable objectives and defined responsibilities.
No clear indicators for measuring performance and tracking results.
Important decisions made without sufficient information or regular follow-up mechanisms.
Difficulty setting development priorities and directing resources to the areas with the greatest impact.

An unclear structure... and overlapping responsibilities

An organizational structure that does not adequately reflect the nature of the business and its needs.
Overlapping roles and authorities across departments and management levels.
Unclear ownership of decisions, execution and follow-up.
Duplicated tasks, or gaps in the distribution of responsibilities.
Work that depends on specific individuals rather than clear institutional systems and procedures.

Too many procedures... and lower operational efficiency

Complex or repetitive procedures that drain time and effort.
Policies and work manuals that are incomplete or not applied consistently.
Different ways of carrying out work across departments or branches.
Weak coordination and task handover between departments.
Recurring errors, manual work and delays in completing transactions.
Difficulty identifying the causes of breakdowns and addressing their roots, instead of dealing with their repeated results.

HR teams absorbed by transactions... and development opportunities left untapped

Employee files and data that are incomplete or scattered across multiple sources.
Recruitment, appointment and onboarding procedures that lack structure and standardization.
Difficulty organizing attendance, leave and shifts, and tracking entitlements.
Delayed procedures, or errors in data and payroll.
Absent policies, or weak application and follow-up of them.
Unclear roles, job descriptions and career paths.
A weak link between performance appraisal, training, development and succession planning.
An HR team preoccupied with daily work at the expense of development and improvement.

Performance that does not reflect potential... and capabilities that need development

Unclear expectations and required results for roles and teams.
A weak link between organizational goals and individual performance.
Gaps in managerial, leadership and professional skills.
Training programs that are not sufficiently tied to business needs.
Difficulty identifying high-potential employees and preparing successor leaders.
No clear paths for growth and career development.
Resistance to change, or difficulty turning new initiatives into stable practices.

Incomplete governance... and risks that are hard to control

Unclear authorities, limits of delegation and accountability mechanisms.
Weak documentation of decisions, policies and procedures.
No regular mechanisms for oversight, follow-up and correcting deviations.
Uneven compliance with policies and with the relevant legal and regulatory requirements.
Difficulty tracing responsibilities and actions when errors or disputes occur.
Reliance on individual practices and judgment instead of clear institutional frameworks.

A lot of data... and little information

Information spread across disconnected files, spreadsheets and systems.
Difficulty accessing accurate, up-to-date data when it is needed.
Reports that give no clear picture of performance or of where problems lie.
Reliance on compiling information by hand before making decisions.
Difficulty following operations and employees across different branches and locations.
Limited use of digital systems to organize HR operations and improve the flow of information.

A growing business... and systems that do not keep pace

Business volume growing without parallel development of structures and procedures.
Headcount or branches increasing beyond the capacity of current management methods.
Continued reliance on individual solutions that do not suit expanding operations.
Difficulty standardizing practices and maintaining execution quality as the organization expands.
The need to develop systems, capabilities and leaders to meet the next stage of the organization's growth.

The problem is not always the people...

Employees may be working at full capacity, and managers may be making great efforts, yet problems persist because roles are unclear, procedures are disconnected, data is disorganized, or follow-up mechanisms do not help detect and fix what is going wrong.

The problem may not lie in who does the work... but in the system through which the work is done.

When an organization's system does not work efficiently, the impact does not stay within a single department. It spreads to other departments, to costs, to the quality of performance, to compliance, to the speed of decision-making and to the organization's ability to grow.

How do we help you address these challenges?

At BAKEER Development & Integrated Solutions, we do not assume that every problem calls for the same service... We begin by understanding the organization's reality, analyzing the causes of its challenges and setting their priorities. We then design the right solutions through management consulting and organizational development, training and capacity building, HR ZONE services that support HR operations, and digital solutions built on the Screen HRM platform within its specialized scope.

Our goal is not to treat symptoms temporarily, but to help develop the systems, practices and capabilities that enable the organization to work more efficiently, monitor its performance and improve its results in a sustainable way.

Would you like to know where the development opportunities begin in your organization?

Request an assessment of your organization's current situation, and let us help you identify the challenges, the priorities and the right solutions.

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Solutions

From diagnosing challenges to designing and implementing solutions

There is no single management system that suits every organization, and organizational development does not begin by choosing a ready-made service. It begins by understanding the organization's reality, diagnosing the challenges it faces and setting its priorities, then designing solutions suited to the nature of its business, its goals and its capabilities.

At BAKEER Development & Integrated Solutions, we connect management and organizational development, people capability building, process improvement and the use of technology to deliver integrated solutions that help organizations raise their efficiency, improve their performance and build work practices that are clearer, more effective and more sustainable.

Management Consulting & Organizational DevelopmentAddressing management and organizational problems, and developing structures, authorities, processes, policies, and HR and performance systems.

HR ZONE: Integrated HR SolutionsTaking over the ongoing operation of an agreed scope of HR operations, according to the organization's needs and the contracted scope of service.

Training & Capability DevelopmentDeveloping leaders, employees and teams, and linking training programs to actual needs, competencies and the required performance levels.

Digital HR SolutionsUsing the cloud-based Screen HRM platform to support the digitization of HR operations and to organize their data and reports, according to the functions the platform actually provides.

Solutions that start from your organization's needs

Whether your organization needs to develop its management systems, improve how it manages its human resources, build its team's capabilities or digitize its operations, the starting point is to understand its reality and set its priorities.

Start by assessing your organization's needs

Request an assessment of your organization's current situation and discuss the development opportunities that suit it.

Manage your human resources without having to build a full HR team

A practical HR outsourcing model that combines consulting expertise + execution + follow-up, using high-standard digital technology to manage day-to-day and strategic HR functions and operations.

What HR outsourcing with HR ZONE means. Consulting expertise: we understand the situation and identify what needs developing. Implementation: we help carry out the agreed procedures and systems. Monitoring: we follow application and help management deal with problems. Development: we develop the system as the company's needs evolve.

What does this mean?

Not every company needs a large, fully integrated HR function in-house ... Some companies need to build the system from scratch, some need to run part of their HR functions, and some need specialist expertise to support their existing team.

That is why HR ZONE offers a flexible model for outsourced (contract-based) HR management, with its scope defined according to the size, needs and current situation of the company, and covering:

Employee Data: Digital employee files, documents, movements and updates.
Attendance and Leave Control: Working hours, shifts, leave, exits and follow-up.
Payroll: Managing, reviewing and reporting on payroll data.
Recruitment and Onboarding: Managing the recruitment stages and onboarding new employees.
Performance and Development Management: Periodic and annual appraisals, goal setting, training and development plans.
Discipline: Documenting issues, cases, incidents and procedures, and following them up.
Assets and Custody: Registering assets, linking them to employees and tracking them.
Reports and Decision Support: Consolidating HR data and turning it into reports that help management.

We do not offer you a standalone HR service... we build with you an integrated system for managing human resources.

Solutions matched to the size and needs of your company across 3 levels:

STARTER

Getting the Fundamentals Right

An integrated digital platform for all operations: Screen HRM
Organizing employee data.
Building the organizational structure
Organizing attendance, overtime and leave.
Payroll and wage management
Controlling day-to-day operations.
Basic reports.

GROWTH

Building and Developing the HR System

All services of the basic level: STARTER
Accelerating the integration of new employees: Onboarding
Managing hiring, termination and resignation processes: Offboarding
Building job descriptions and defining responsibilities and authorities
Defining department performance indicators (KPIs) + incentive methods
Individual employee performance appraisal
Following up on legal affairs and compliance - internal regulations, investigations
Broader, more varied and more detailed reports.

PROFESSIONAL

Managing and Developing HR in a More Integrated Way

All services of the first and second levels: GROWTH + STARTER
Building and monitoring the implementation of the HR management plan
Identifying training needs and the annual training plan
Drafting and designing the set of policies and procedures
Building the organizational culture system: defining company values - implementation programs - employee code of conduct
Programs that strengthen a positive work environment and reduce employee turnover

High Quality Institutional Support

High-quality institutional support, from consulting to implementation and development

Request an assessment of the HR situation in your company

How we turn challenges into solutions.

From Assessment to Improvement

We begin by understanding the organization as it is, not as it is assumed to be. We then identify the problems, their causes and their priorities, design suitable solutions, support their implementation, measure their results, and keep developing them continuously.

Understanding and Diagnosis

Understanding the reality, gathering information, and identifying gaps and root causes.

Design and Implementation

Building solutions suited to the organization, then turning them into applicable procedures and practices.

Measurement and Improvement

Tracking implementation, measuring results, addressing deviations, and improving solutions as needed.

Our Methodology at BAKEER Development & Integrated Solutions

From Assessment to Improvement, six stages: Assess, Diagnose, Design, Implement, Monitor, Improve.

ASSESS Current State Assessment

Where does the organization stand today?

Before proposing any solution, we work to understand the organization's reality: how its business is run, which systems and procedures are in place, how responsibilities are distributed, and what information is available to management for decision-making.

What do the experts do at this stage?

Understand the organization's business, objectives, size and growth stage
Review the organizational structure and the distribution of roles, responsibilities and authorities
Examine the existing policies, procedures and administrative systems
Understand how HR and day-to-day operations are managed
Review the available information, reports and performance indicators
Discuss challenges with management and relevant stakeholders, depending on the scope of work
Identify what works efficiently and what needs review

What are the expected outputs?

A clear picture of the current situation
An initial understanding of strengths and challenges
Documentation of the relevant existing systems and practices
Identification of areas that require deeper analysis

DIAGNOSE Identifying Gaps and Problems

The question this stage answers: What is not working as it should, and why?

Knowing that a problem exists is not enough. We need to distinguish the visible symptoms from the causes behind them, and to identify the gaps between the current situation and where the organization needs to be.

What do we do at this stage?

Compare current practices against the required needs and objectives
Identify shortcomings in structures, authorities, procedures and systems
Analyze the root causes of problems instead of merely treating their effects
Distinguish between administrative, organizational, human and technical problems
Identify the risks of continuing with the current situation
Rank problems by their impact on performance, cost, time and compliance
Identify the gaps that can be addressed directly and those that require broader intervention

What are the expected outputs?

A specific list of priority gaps and problems
An analysis of the causes of problems, to the extent the available data allows
An assessment of each problem's impact on the organization
Identification of development priorities and the required interventions

DESIGN Designing the Right Solution

The question this stage answers: What is the most suitable solution for your organization?

Once the problems, their causes and their priorities are identified, we design solutions that fit the organization's nature, capabilities and resources, defining what should change, how it will be done, who is responsible for it, and how results will be measured.

What do we do at this stage?

Define the development objectives and target outcomes
Weigh the available alternatives and select the suitable solutions
Design the required structures, policies, procedures or systems
Define responsibilities, authorities, and coordination and follow-up mechanisms
Identify training and development needs where required
Define the role of digital solutions where they suit the problem
Prepare an implementation plan covering priorities, phases, responsibilities and resources
Define performance indicators and mechanisms for measuring progress and results

How do the experts choose the type of solution?

The nature of the solution is determined by the actual problem, and may include:

Management consulting and organizational development: when the problem requires developing the structure, authorities, procedures or performance systems
HR ZONE: when the organization needs an agreed scope of HR operations to be run on an ongoing basis
Training and capability development: when gaps appear in skills, competencies or the ability to apply the required practices
Digital HR solutions: when processes need better organization of data, procedures and reports using suitable tools, including Screen HRM within the scope of its capabilities

A single challenge may require combining more than one solution.

What are the expected outputs?

A clear vision of the proposed solution
The scope of work and the required deliverables
An agreed implementation plan and timeline
Identification of responsibilities and the resources needed
Success indicators and follow-up mechanisms

IMPLEMENT Implementing Actions

The question this stage answers: How do we turn the plan into reality?

A solution's value is not realized by merely preparing or approving it, but when it becomes clear procedures and actual practices that employees and managers can apply in their daily work.

What do we do at this stage?

Depending on the nature of the project and the scope of the contract, the work may include:

Prepare documents, policies and procedures, and have them approved in coordination with the client
Develop organizational structures, job descriptions and authority matrices
Assist in applying performance, competency and career development systems
Train managers and employees on the new systems and practices
Support the gradual rollout of solutions according to the work plan
Help the organization manage change and address the challenges that arise during implementation
Prepare the procedures and data needed to use digital solutions where they are included in the project
Transfer knowledge to the client's team to support continuity of application

What are the expected outputs?

Solutions, documents and systems implemented, according to the project scope
Clearer roles, responsibilities and procedures
Managers and employees able to use the new practices
Implementation issues resolved and the necessary adjustments documented
A shift from theoretical plan to practical application

MONITOR Monitoring and Measurement

The question this stage answers: Are the solutions being applied, and are they achieving the required results?

Once implementation begins, we track adherence to the plan, review the available performance indicators and results, and compare what has been achieved against the agreed objectives in order to identify deviations and their causes.

What do we do at this stage?

Track implementation progress against the approved plan
Verify that the new policies and procedures are being applied
Review the performance indicators defined for the project
Analyze deviations, delays and obstacles
Review feedback from management and the employees concerned
Verify the quality of the data used in measurement
Prepare follow-up reports showing what has been achieved and what needs to be addressed
Agree with the client on the necessary corrective actions

What can be measured?

Measurement depends on the nature of the project, and may include:

Time taken to complete procedures and transactions
Level of compliance with approved procedures
Rate of errors or rework
Clarity of responsibilities and speed of decision-making
Completion of the implementation plan within the agreed phases
HR and training performance indicators, where they relate to the project
Extent of use of the new system or practice

No numerical indicators or targets should be set before the baseline situation is understood and agreement is reached on realistic, measurable results.

What are the expected outputs?

Progress and results reports
Identification of the gaps between target and actual results
Corrective actions where needed
Reliable information to support decisions on the next improvements

IMPROVE Continuous Improvement

The question this stage answers: How do we sustain the results and build on them?

Management and organizational solutions are not the end of the work. The organization's objectives, size or operations may change, and the results of implementation may reveal further opportunities for improvement. Monitoring results are therefore used to develop and update the solutions as needed.

What do we do at this stage?

Review implementation results and lessons learned
Identify the required improvements based on data and feedback
Adjust procedures or ways of working when a real need arises
Update policies and documents to reflect the approved changes
Address the new gaps that emerge as the organization expands
Strengthen teams' ability to sustain the improved practices
Identify further development opportunities according to priorities and resources
Reassess when needed to start a new improvement cycle

What are the expected outputs?

Solutions better suited to the organization's changing needs
Updated procedures that address the issues that emerged during implementation
Lessons learned that support future projects
New improvement opportunities built on actual results
Greater ability to sustain and improve results

These six stages are not separate services but one integrated work cycle. Assessment establishes the reality, diagnosis explains the problems, design defines the solution, implementation turns it into practice, monitoring reveals its results, and improvement develops what has been applied.

People + Process + Technology = HR System

Request an assessment of your organization's needs

Digital HR

Screen HRM platform Human Resource Management System All in one screen

Screen HRM is a cloud-based electronic platform (SaaS) that provides a single integrated system managing all employee affairs more easily, faster, and with greater accuracy and professionalism. It is linked to a mobile app and a smart assistant that let employees communicate continuously and smoothly with HR management, and that let senior management review and control all administrative operations and procedures remotely.

The Screen HRM platform enables organizations to manage a wide range of HR processes through an interconnected digital system that brings employee data, work procedures, records, and reports together in a single environment.

An Integrated System of Digital Modules

Technology supports the HR system, but it does not replace consulting, expertise, and implementation.

Explore the platform

What Sets Us Apart?

Practical experience, integrated solutions, and support that goes beyond recommendations to implementation.

We believe the value of consulting lies not in recommendations alone but in its ability to address the organization's real challenges. That is why the team at BAKEER Development & Integrated Solutions combines practical experience with an integrated understanding of management, human resources and operations, and applies the right technology, to help organizations address their challenges, develop their practices and turn solutions into results that can be tracked and measured.