Organization Development Executive
Egyptian German Industrial Corporate - EGIC
Total des années d'expérience :15 years, 11 Mois
• Business Process Improvement; Lead process mapping sessions, develop process identification card \[SIPOC\], facilitate voice of the customer - VoC and process validation sessions, identify value added and non-value added activities, develop process SLA, identify process KPI’s and areas of improvement, and develop a final report with gap analysis and final recommendations.
• Responsibility & Accountability Matrix - RACI; Develop Responsibilities & Accountabilities Matrix of each position with workload analysis and tasks/load seasonality.
• HR Processes; Optimize HR processes by identifying non-value added activities and critical to quality to build a new HR system and maintain employees satisfaction.
• Innovation Program; Facilitate the Continues Improvement Program - CIP and manage appropriate rewarding system and branding.
• High Potential List -HIPOs; Lead a yearly talent review Initiatives to identify high potential - high performing employees.
• Promotion Nominees Assessment; Develop and implement Ability & Personality Assessment for promotion nominees with a developmental report.
• Performance Management; Lead semi-annual performance management process, and support line Managers to implement the coaching sessions.
• Competency Framework; Identify a set of competencies of the new titles added to the organizational structure.
• Job Description; Maintain the update of job descriptions for the whole organization.
• Organizational Structure; Conduct quarterly organizational structure audits and update the high level and detailed organizational chart.
• Policies & Procedures; Manage and develop policies and procedures related to OD and different functions of HR.
• Performance Management; Lead the annual performance appraisal process.
• Organizational Structure; Maintain & update the organizational structure on monthly basis.
• Training Needs Assessment; Conduct TNA workshops with various methodologies to enhance employee job performance and overall company performance.
• Training Plan; Lead annual training plan development and implementation,
• Training Budget; Develop an annual training budget, monitor the spending and maintain separate accounts for each department and employee. Suggest alternative cost effective training courses.
• Team Building; Develops team-building exercises and activities.
• Internal Training Academy; Lead the internal training academy project, including designing project guidelines, internal trainers qualification and performance, designing training material, and update existing programs.
• Skills Matrix; Develop Skills Matrix to display employee’s proficiency level in specified skills and gap between the current skills of employee and the required skills of the job.
• Learning Library; Develop and manage L&D library to enrich employees' knowledge and promote a learning organization
•Training Needs Analysis; Conduct TNA with various methodologies
•Skills Matrix; develop Skills Matrix to display employee’s proficiency level in specified skills and gap between the current skills of employee and the required skills of the job.
•Strategic Management; ensure all training and development activities are strategically linked to the organization's mission and vision.
•Budget Management; develop annual training budget, monitor the spending and maintain separate accounts for each department and employee. Suggest alternative cost-effective training courses.
•Training Plan; develop a comprehensive training plan within the located budget and develop an annual training calendar that details what type of training opportunities are being offered.
•External Training; communicate with our partners (qualified training providers) for training implementation in high standards.
•Internal Training; responsible for all internal training system and processes through internal training academy.
•Qualifying Internal Trainers; build the internal network of trainers, organize and develop the process of qualifying internal trainers.
•Training Materials; design & develop new tailored training materials and update existing training materials that are used in the organization.
•Instructor: train the employees on soft skills programs in internal training academy; implement roughly 10% of our internal plan.
•Polices & Procedures; establish the training process, policies, procedures and maintain compliance with policies and procedures.
• Evaluation; evaluate instructor performance, the effectiveness of training programs and training providers. Provide recommendations for improvement.
•Measure Training Results” ROI”; assess employees after 2:3 months from the training to measure the impact of training on performance improvement, employee skills and behaviors, as well as assessing how it affects key performance indicators.
•Continues Improvement; Keep up to date with latest courses & techniques used in training and search on the market for new creative training courses & techniques to maximize L&D effectiveness and suggest innovative ideas to improve the efficiency of work.
•Succession planning; implement 100% of individual development plan -IDP for key successors.
•Marketing; market the available opportunities to employees by communication with managers about the benefits of sending their subordinates to classes and using other promotional strategies.
•Conduct training needs assessment based on performance development plan "PDP".
•Develop and implement an annual training plan and monitor the implementation within the budget allocated.
•Communicate with qualified training providers to find their availability to implement training needed in an appropriate way.
•Responsible for all internal training system elements and processes to qualify internal trainers to enrich internal instructors' database.
•Design & Develop training materials to be used internally.
•Monitor training implementation process to ensure proper process efficiency and continues improvement.
•Evaluate training programs and trainees' performance to ensure training achieved its target.
•Assess the return on investment (ROI) of training programs.
•Manage all equipment that the company uses for training purposes.
•Conduct orientation programs for the newly hired to ensure their full awareness with company profile, vision, mission, strategy, policies, procedures and quality standards.
•Maintain records of personnel-related data (Employees database, Vacation balance, turnover rates etc.).
•Issue the employment contracts
•Assist in governmental related forms “Form 1, Form 6, Form 2.
•Update and maintain employees ‘attendance records.
•Track the employees absent days through the attendance system and inform the employees to submit a signed approved relevant form.
•Prepare all kind of deductions and overtime required documents.
•Handle all employees inquires to maintain employees’ satisfaction
•Creates and update employees profiles
• Follow up production plan.
• Follow up and control raw material plan.
• Coordinate with sales department customer needs.
• Make deviation reports.
• Make scrape reports.