Amr Mohamed Ali PMP - PHR - HRA - CIPD

• Manage HR responsibilities, setting policies, procedures, recruitment, PMS.
• HR Analytics ( predictive - prescriptive), Human capital corporate strategic, Human capital, HR Matrix, Score cards.
• HR strategic planning, Organization development Cycle
• Collaborate with HR- HO to evaluate current organizational design of various functions, and provide meaningful recommendations on alternative structures to increase efficiency and productivity
• Manage the KPIs and competencies “core - functional “- based on ERP System-Microsoft dynamic.
• Assess and develop overall TNA “Training Needs Assessment” to achieve manpower requirement and competencies in line with set nationalizing and Staff competency development targets.
• Manpower plan, recruitment, induction program, performance development cycle.
• Performance management system, planning, progress review, evaluation, succession plan
• Evaluate employee performances according to the company goals and set the required need to achieve the desired productivity
• Setting organization structure and development plan to achieve the company's vision.
• Develop frameworks, processes and models to support the activities of Group Strategy.
• Project planning, scope, breakdown structure, implementing KPIs, review and assess.
• Planning and conducting the technical and non-technical training sessions and operational induction sessions for all Talabat operators.
• Work in conjunction with the Sales Heads and senior management to conduct training needs analysis, putting suitable plans in place for gap filling.
• Deal with the key accounts and VIP client, Maintain the relationship between the existing clients
• Increase the company database and make sure to achieve the company’s target & business plan.
• Negotiate, sell promotions, Banners & Ads on our website.
• Do coordination meetings & Training
• Assess and develop overall TNA “Training Needs Assessment” to achieve manpower requirement and competencies in line with set nationalizing and Staff competency development targets.
• Collaborate with HR- HO to evaluate current organizational design of various functions, and provide meaningful recommendations on alternative structures to increase efficiency and productivity
• Manage the KPIs and competencies “core - functional “- based on ERP System-Microsoft dynamic.
• Performance management system, planning, progress review, evaluation, succession plan

• Evaluate training requirements for each division, consulting with department managers, HR and external resources.
• Designing appraisal programs and training materials.
• Manage the KPIs and competencies “core - functional “
• Partner with HR to evaluate current organizational design of various functions, and provide meaningful recommendations on alternative structures to increase efficiency and productivity
• Man power plan, recruitment, induction program, performance development cycle.
• Performance management system, planning, progress review, evaluation, succession plan
• Evaluate employee performances according to the company goals and set the required need to achieve the desired productivity
- project management and designing

• Setting organization structure and development plan to achieve the company's vision
• Evaluate training requirements for each division, consulting with department managers, HR and external resources.
• Recommend opportunities for process improvement, implementation of best practices and introduction of new approaches to increase organizational efficiency and increase employee engagement
• Design and develop innovative and relevant mentoring programs and development programs for leaders, high potentials and high performing individual contributors to help ensure a continuous pipeline of leaders at all levels
• Designed training programs and professional development courses to facilitate meeting organizational goals and individual professional needs.
• Determined potential of training program for future needs of organization.
• Cooperate with human resources department in designing appraisal programs and training materials.
• Researched new and latest techniques for possible inclusion into existing training process

• Developing training and development strategy and plans in line with departmental and organizational strategies and business needs.
• Recommending the basis for developing corporate training programs to meet specific job & technical requirements.

• Running Silatech & Qatar foundation engagements.
• Develop wider area of coverage with NPO & Government organization .
• Train new career advisors.
• Manage the community of new developed advisors .
 Dr. Rachel Awad: Associate Director, Employability-
Tel: +974-4499 3902 Mob: +974-5576 8621

• Conduct orientation sessions and arrange on-the-job training for new hires.
• Evaluate instructor performance and the effectiveness of training programs, providing recommendations for improvement.
• Develop testing and evaluation procedures.
• Conduct or arrange for ongoing technical training and personal development classes for staff members.
• Confer with management and conduct surveys to identify training needs based on projected production processes, changes, and other factors.
• Develop and organize training manuals, multimedia visual aids, and other educational materials.
Reference: Eng.Waleed Serour - original NEN Manager- senior engineer Tel: 002-01114702711
Amany Gharib : NEN al Arish branch general manager- Tel:00201005075689

• Developing training and development strategy and plans in line with departmental and organizational strategies and business needs.
• Managing the effective achievement of training and development objectives through the leadership of the training and development department.
• Preparing and recommending Training and development budget and monitor financial performance versus budget.
 Moataz Ramadan - Director of the Office of the Vice President