Performance and Change Management Manager
Dr. Sulaiman Al-Habib Medical Group
Total years of experience :25 years, 11 Months
• Builds, manages, and ensures implementation and effectiveness of Performance Management and Improvement System.
• Implements a performance management and improvement process that leads to a positive and measurable impact on the HMG system. Coordinates with all HMG departments’ foe performance and quality initiatives to ensure alignment and optimal use of resources.
• Support the Director OE and VP-HR to instill a culture focused on continuous improvement and positive change orientation through the design and delivery of change programs and activities including coaching and mentoring, communication, workshops and training.
• Applies performance management capacity building for all levels of management and employees. Trains and certifies in-house performance trainers for various performance and improvement training programs.
• Increases the performance management and quality improvement capacity of the organization in order to ensure that goals are effectively and efficiently met.
• Adopt a collaborative approach to develop and promote contemporary OD programs across HMG group and form a network of internal “Champions” to be change agent.
• Foster an environment of development and growth and lead and motivate the Performance Management team to achieve optimum performance levels and business strategies and outcomes.
• Develop and implement objective driven performance across HMG.
• Create change management strategies and apply a structured methodology.
• Lead change management activities and identify and manage anticipated resistance.
• Passion for creating successful organization, and helping drive a strong and winning performance based on creativity, teamwork and commitment to deadlines.
• Evaluate performance strategies and programs to measure the achievement of established goals.
• Complies with all HMG policy and procedures, kingdom law/regulations and ensure its effective.
• Applies Human Resources policies and procedures in providing professional guidance and support to colleagues and internal customers on Human Resource Performance related issues. • • Identify suitable methods of encouraging, identifying, rewarding high performance
• Monitor the performance levels and achievement of corporate, departmental and individual goals
• In coordination with Human Capital Development unit, identify the performance and competency gaps in the organization based on Performance Management System
• Implement Mobily’s performance management policies, processes and standards and recommend suitable changes
• Assists in the development of new HR Performance processes, systems or procedures to meet the changing requirements of the Mobily departments.
• Update performance review forms in line with changes in competency dictionary, organizational values (in collaboration with Training & Development Planning) and links to training needs
• Revise and enforce the performance review cycle in line with evolving performance management needs
• Upon request from Employee Relations, review and address employee grievances related to Performance Management
• Participates as a member of the work group including debate on topics related to Reward and Performance.
• Consults with operational areas to seek information and determine if needs are being met in terms of Human Resources Performance services.
• Evaluates and interprets data to produce reports and scenarios to senior management.
• Provide support and advice to line managers on recruitment.
• Prepare manpower plan and cost of hire for each year.
• Check, review and verify vacancies issued by departments against the manpower plan.
• Review and approve ad designs and place ads on different portals and media.
• Solicit cost of ads and recruitment fees from agencies.
• Negotiate and agree best rates from external agents.
• Ensure ads and online presence exhibit brand values as employer of choice.
• Conduct interviews and assessments.
• Participate and represent company in career fairs and events.
• Establish procedures and policies related to training and development of staff.
• Develop career growth and progression plans for applicable job functions.
• Develop annual training calendar and budget by collecting the related training applicable in the Company.
• Disseminate training materials and courses through all possible channels to staff.
• Develop staff to enhance their professional skills and the training function.
• Select the right training centers/vendors and monitor their performance.
• Prepare procedures to measure the quality standards of training function and its product and services.
• Receive and analysis staff annual performance appraisals
• Support other sections in the HRD to increase productivity, efficiency and effectiveness
• Establish procedures and policies related to training and development of staff.
• Develop career growth and progression plans for applicable job functions.
• Develop Bonus and Incentives scheme structures, criteria and policy guidelines for various positions
• Define KPIs for the critical jobs and support functions (mid and senior posts)
• Develop annual training calendar by collecting the related training applicable in the Company.
• Prepare annual training budget and submit to the management with details of justification. Strike a balance between in-house and off-site training.
• Disseminate training materials and courses through all possible channels to staff.
• Maintain and schedule training facilities and equipment (including scheduling, participant notification of course dates, publishing the schedule of open training courses, purchasing and maintaining training equipment, setting up training rooms, etc.
• Market the training function and insure that training services and products reflect organizational philosophy, culture, and brand identity.
• Develop an Employee Retention plan and manage its implementation.
• Develop a Talent identification and management system in the company.
• Develop staff to enhance their professional skills and the training function.
• Select the right training centers/vendors and monitor their performance.
• Prepare procedures to measure the quality standards of training function and its product and services.
• Support other sections in the HRD to increase productivity, efficiency and effectiveness
• Establish training needs and gap analysis for MECL’s staff through job analysis, appraisal schemes and regular consultation with department heads and managers
• Set, managing and controlling the training budget including operations & logistics
• Develop and evaluate training plans and programs based on both the company and the individual's needs.
• Ensuring that training courses are designed and set out in the appropriate format to ensure alignment with MECL requirements
• Produce training materials for in-house courses and devise a training strategy for the organization.
• Follow-up that staff in the various departments are conversant and skilled (I couldn’t understand it, please I need you to explain it verbally)
• Organizes training events and ensuring that training objectives are met
• Conducts and records feedback reports, statistics and evaluations of training programs & trainers
• Records the performance reviews and the talent pipeline
• Supports the development of talent management policies and procedures including management initiatives
• Review and create job descriptions with the alignment of business need
• Support and develop systems related to performance management
Organize and Supervise induction program for newly joined MECL.
• Creating and maintaining excellent communication channels with customers as required.
• Maintain excellent lines of communication with other members of the team.
• Liaise with project partners, when appropriate, for the support of the project.
• Ensure up-to-date and accurate written records and be able to communicate complex information orally and in writing.
• Clear and concise status reports are communicated to both management and project teams.
• Create communication channels and a solid network within E-learning industry and service providers.
• Conduct and deliver presentations for pre-sales and after sales.
• Oversee all diploma programs operations and ensure its effectiveness with the set plans and agenda by institute management
• Manage diploma programs instructors/students and ensure adequate training courses delivery levels are in line with the set KPIs
• Develop and maintain effective communications with the Technical and Vocational Training Corporation
• Responsible for attending and participating in monthly and other meetings and providing observational input
• Develop performance goals and objectives as a part of the overall Quality Assurance plan and monitor achievement of same
• Assist in the creation and implementation of innovative methodologies to improve diploma services and operations
• Designs and teaches various computer courses for senior adults. Creates course outlines
and writes instruction and review handouts for each of the different course.
• Prepares the room and the computers for use before each class; attends to the proper
shut-down of computers after classes.
• Assures that the computer equipment is properly used.
• Trains and supervises volunteer facilitators.
• Supervises use of computer equipment during lab hours.
I was working as technical support for Microsoft front office applications & Operating systems.
Profiles Certified Assessor, Psychometric Assessment Tool