Analyst Plans and Budgets
Saudi electricity company
Total years of experience :12 years, 8 Months
work as a Manpower Analyst and Analyst Plans and Budgets human resources sector,
and This is the most important tasks that I work:
1. Prepare manpower monthly reports for approximately 40K employees, these reports
explain manpower by sector and compare between budgeting and actual with
analysis by charts and justifiable deviations in the hiring and attrition.
2. Introduce studies for the classification of workers (quarterly) by qualification, rank,
years of service, age, and studies requested at a specific time.
3. Highlight on deviations tracks in the workforce and to predict the future of jobs and
the strength of the attrition, according to equations and technology standards to
make it easy decision-making at the administrator.
4. Follow-Up the budgets and vacancies and the possibility of hiring for each
department.
5. Create functional positions on the company's structure based on the availability of
budget requesting departments
6. Prepare the budget of human resources sector.
7. Follow-up budget of human resources sector on a quarterly basis.
Abdulelah Abdullah Al Ediny
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The Budget contains:
• Manpower.
• Operating expenses.
• KPIs.
• Objectives.
I have been involved in several projects at the company level such as:
a. Strategic workforce planning(SWP): This project aims to reach the forecast of the
workforce through 10 years in future, to 40K Employees
b. Project Power Bi with Microsoft: A modern way of decision support.
c. Dealing with SharePoint: for share files with other sectors and display most
important achievements of HR on site (intranet).
I work as a Manpower Analyst and Analyst Plans and Budgets human resources sector,
and This is the most important tasks that I work:
1. Prepare manpower monthly reports for approximately 40K employees, these reports
explain manpower by sector and compare between budgeting and actual with
analysis by charts and justifiable deviations in the hiring and attrition.
2. Introduce studies for the classification of workers (quarterly) by qualification, rank,
years of service, age, and studies requested at a specific time.
3. Highlight on deviations tracks in the workforce and to predict the future of jobs and
the strength of the attrition, according to equations and technology standards to
make it easy decision-making at the administrator.
4. Follow-Up the budgets and vacancies and the possibility of hiring for each
department.
5. Create functional positions on the company's structure based on the availability of
budget requesting departments
v• TrainingatKingFaisalSpecialistHospitalandResearchCenter
(KFSH&RC), Riyadh, March2011-May2011: • In the Department of Information Technology with Website
portal Team and Network Team.
v• IworkfortheSaudiElectricityCompanyunderthenameofanalyst
workforce, Riyadh, Jun 2012 and I am still on the job.