Abanoub Tawadros

1- Develop a healthy organizational culture, effective organization communication, enhances organization performance management system.
o Create & draft job descriptions that accurately describe job purpose, scope of responsibility and prerequisites.
o Organize and updates organizational structure manual that includes allocation of approved responsibilities for different functions and processes.
o Conduct surveys to measure employee satisfaction, working environment, tangible, intangible motivators.
o Analyze the survey reports and suggest the suitable actions
o Monitor the annual performance appraisals process.
o Reviews Annual Performance Appraisal results and develop statistical findings and reports.
o Assist in executing the Performance Management process, analyzes results and develops statistical findings and reports.
o Assist in monitoring the development of the individual operating plan process. (Preliminary Workshops, Objectives delivery dates, Meeting with consultants, etc.)
2- Execute programs on employee’s motivation, satisfaction, career development and - succession.
o Search, inspect and evaluate other development programs in different business markets (int’l & local). (E.g. STARS Program, Succession planning program, Rewards & Recognition program, etc.)
o Develop program action plans/ manuals.
o Assist in the implementation of correct procedures and gives feedback.
3- Familiar new employees with jobs, coworkers and organizational policies and services.
4- Act as a change agent providing the support and mechanism to implement major changes to the operations of the business and provide coaching to leaders and executives on organizational growth.
5- Maintain high performance work environment that value interpersonal relationship for better work life balance
o Participate in arranging social events as well as other various employee relation activities.
o Provide new ideas for activities that can contribute to increased interpersonal relationships.
6- Responsible for developing people skills thorough different training programs
o Identify training and development needs within an organization through job analysis, appraisal schemes and regular consultation with business managers and human resources departments;
o Develop, designing and expanding training programs based on the needs of the organization and the individual;
o Organize, conduct and evaluate training programs and activities
o Evaluate training effectiveness.
7- Represent the company in any event or performs other duties as assigned.

 Training is purposefully planned and managed in accordance with the course plan and target competencies and Centre methodology.
 Training maintains high standards on PDU evaluation forms.
 Training is at a level described in the training competences.
 Effective use is made of audio, video and information technologies to achieve lesson aims and to enhance BC's reputation as a progressive ELT provider.
 Reference is made to UK society, customs and traditions during the course where this may facilitate learning, and where appropriate comparison and contrast with Egyptian society may be encouraged to enhance mutual understanding

Recruitment functional area:
•Establishes recruiting requirements by studying organization plans and objectives; meeting with managers to discuss needs.
•Builds applicant sources by researching and contacting community services, colleges, employment agencies, recruiters, media, and internet sites; providing organization information, opportunities, and benefits; making presentations; maintaining rapport.
•Determines applicant requirements by studying job description and job qualifications.
•Attracts applicants by placing job advertisements; contacting recruiters, using newsgroups and job sites.
•Determines applicant qualifications by interviewing applicants; analyzing responses; verifying references; comparing qualifications to job requirements.
•Arranges management interviews by coordinating schedules; arranges travel, lodging, and meals; escorting applicant to interviews; arranging community tours.
•Evaluates applicants by discussing job requirements and applicant qualifications with managers; interviewing applicants on consistent set of qualifications.
•Manages new employee relocation by determining new employee requirements; negotiating with movers; arranging temporary housing; providing community introductions.
•Improves organization attractiveness by recommending new policies and practices; monitoring job offers and compensation practices; emphasizing benefits and perks.
•Manages intern program by conducting orientations; scheduling rotations and assignments; monitoring intern job contributions; coaching interns; advising managers on training and coaching.
•Updates job knowledge by participating in educational opportunities; reading professional publications; maintaining personal networks; participating in professional organizations.
•Accomplishes human resources and organization mission by completing related results as needed.
Training functional area:
•Develop, implement, and monitor training programs within an organization.
•Supervise technical training for staff.
•Conduct orientation sessions.
•Develop multimedia visual aids and presentations.
•Create testing and evaluation processes.
•Prepare and implement training budget.
•Evaluate needs of company and plan training programs accordingly.
•Conduct performance evaluations.
•Provide companies with classroom training, demonstrations, on-the-job training, meetings, conferences, and workshops.
•Provide performance feedback.
•Provide leadership development education.
•Build solid cross-functional relationships.
•Provide logistical support, course development, delivery, evaluation, process measurements, and cost management.
•Plan the implementation and facilitation of activities and events, budget spending, material production and distribution, and other resources to ensure that operations are managed within authorized budgets.
•Assist with the development of strategic plans.
Organization Development area
• Contribute research, analysis and ideas to the development of the Fund’s HR strategy in order to ensure that organizational development initiatives are appropriately integrated and aligned with strategic and business goals.
• Design and deliver OD and change management strategies, processes and interventions that support the Fund’s ambition to be a high performing organization; to include initiatives which foster a high performance culture, where valuing learning, continuous improvement and diversity are the norm.
• Support specific performance improvement initiatives, through the implementation of a new behavioral competency framework and 360 degree feedback process.
• Identify opportunities for performance improvement through, for example, undertaking internal diagnosis, process/system reviews in order to understand barriers and possible solutions; conducting external research into good practice and new ideas.
• Commission and manage additional internal or external resources as and when required in order to ensure cost-effective delivery of agreed OD initiatives.

• Identifying training and development needs within an organisation through job analysis, appraisal schemes and regular consultation with business managers and human resources departments;
• Designing and expanding training and development programmes based on the needs of the organisation and the individual;
• Working in a team to produce programmes that are satisfactory to all relevant parties in an organisation, such as line managers, accountants and senior managers at board level;
• Considering the costs of planned programmes and keeping within budgets as assessing the return on investment of any training or development programme is becoming increasingly important;
• Developing effective induction programmes;
• Conducting appraisals;
• Devising individual learning plans;
• Producing training materials for in-house courses;
• Managing the delivery of training and development programmes and, in a more senior role, devising a training strategy for the organisation;
• Monitoring and reviewing the progress of trainees through questionnaires and discussions with managers;
• Ensuring that statutory training requirements are met;
• Evaluating training and development programmes;
• Amending and revising programmes as necessary, in order to adapt to changes occurring in the work environment;
• Helping line managers and trainers solve specific training problems, either on a one-to-one basis or in groups;
• Keeping up to date with developments in training by reading relevant journals, going to meetings and attending relevant courses;
• Having an understanding of e-learning techniques, and where relevant, being involved in the creation and/or delivery of e-learning packages;
• Researching new technologies and methodologies in workplace learning and presenting this research.

• Recruiting and screening CVs at AmCham Employment fairs.
• Making awareness campaigns for students and career Advising.
• Using the Social media “Facebook page” as a Recruiting tool.

 Lead and motivate their teams.
 Co-ordinate with the HR committee.
 Apply the reward/punishment system.
 Provide motivation to the whole organization.
 Provide training for the whole organization.
 The recruitment of participant’s applications interviews, etc.
 Handling the internal problems of the organization.

 Provide motivation to the whole organization.
 Provide training for the whole organization.
 The recruitment of participants’ applications interviews, etc.
 Handling the internal problems of the organization.