Training & Development Specialist
Abu Dhabi Food Control Authority
مجموع سنوات الخبرة :26 years, 7 أشهر
Develop and maintain necessary processes, tools, policies and procedures that relate to Training & Development Section.
Develop new job descriptions for the Learning & Development Section.
Develop and execute UAE Nationals Structured On-The-Job Training Plans.
Develop UAE Nationals Career and Succession Plan Policy & Procedures.
Assist in designing the corporate learning and development yearly calendar.
Support, advise and coach T&D team to ensure that learning required to support the organisational requirements is planned, and delivered in a cost effective and efficient way
Provision of HR support, administration and advice as necessary, review and update of employee policies, procedures, handbook;
Advise management concerning personnel, managerial, and marketing policies and practices and their potential effects on organizational effectiveness and efficiency;
Designed & delivered training seminars & workshops for staff & management at all levels, in HR processes, business skills & personal effectiveness;
Assess employee performance;
Identify staff vacancies and recruit, interview and select applicants;
Review current and propose new job descriptions.
Burooj Properties is a subsidiary of Abu Dhabi Islamic Bank. It was established in October 2005 and is engaged in the development of quality residential and commercial real estate projects in the UAE and the MENA (Middle East North Africa) region. My scope of work included the following:
Design; develop and execute Change Management Series that equip employees with needed skills for tackling change;
Plan and execute corporate training calendar that tackle and communicates core business skills, objectives and values;
Develop and execute Career Development Plans for all executive positions;
Create Career Development supporting kit (Coaching, Shadowing, Mentoring and Rotation Booklets)
Recommend and evaluate external training activities and providers;
Review / update Training & Development policy; and Emiratisation policy;
Develop and execute UAE Nationals Career and Personal Development Plans.
Managed the design of corporate values posters;
Managed the design of corporate communication standards;
Designed the campaign that will communicate living Burooj’s Values;
Led the change and launch of corporate training and development e-magazine;
Nakheel is the force turning the vision of Dubai into reality. I was headhunted to create a diverse learning culture that aligns with Nakheel's vision. By analyzing the business plan and current/future project needs, I build programs that increased capabilities and competency at all levels. My scope included the following:
Design and execute corporate learning and development yearly calendar aligned with business strategy;
Conduct specialized training needs assessment to meet diversified projects;
Develop, monitor the implementation of Nakheel's branded training programs, material and manuals;
Manage the service level agreement (SLA) with the training providers;
Select and develop line trainers to execute business training needs;
Contribute in the design and evaluation of the effectiveness of Nakheel's Leadership program;
Create the bone structure of the Graduates development program for Nationals;
Introduce and direct the execution of Nakheel's e-learning portal;
Pilot employees self development program's framework;
Syriatel has been leading the Syrian mobile telecommunication market since its launch in 2000. I was headhunted to lead, design, and implement professional educational and development programs to help meet organizational needs, achieve corporate goals and improve employee skills.
Establish the Academy from scratch, and set relevant strategies, mission, vision, resource planning requirements, and accordingly budget;
Conduct training needs analysis, curriculum design, and setting training objectives;
Create, maintain, monitor, and update training programs and career development material and manuals;
Design, implement, and coordinate supervisory, management, and executive training programs to facilitate growth and succession planning;
Negotiate and contract with vendors for employee participation in external and third party training programs;
Set up and maintain the periodical master training and development plan calendar;
Recruit and develop a group of corporate in-house trainers to direct a wide range of training activities to fulfil the organization's training needs;
Research appropriate training vendors and lead the development and implementation of training curriculum using multiple up-to-date methodologies and world class platforms;
Provide leadership, guidance and direction for the development and implementation of staff learning and training programs.
Establish, evaluate metrics for assessing training effectiveness, and employee performance for periodical and year end evaluation purposes;
Initiate and direct the self, and e-learning learning project tools;
Launch a wide variety of employee identification and communication tools in addition to motivational and development campaigns;
Manage the rotation and the talent identification process.
MTC Vodafone Bahrain, currently branded as Zain, was launched in December 2003 as Bahrain’s second GSM mobile operator, breaking Batelco’s monopoly in Bahrain. I was invited to MTC Vodafone’s team of professionals to plan, develop and implement HR strategies to effectively integrate all HR processes with company operations, and policies in order to support business goals and growth strategies. My areas of focus included the following:
Define goals for all department employees in accordance with their experience, skill set and responsibilities;
Monitor and ensure the realization of employee scope and goals with responsible parties and department heads, and identify areas of weaknesses and suggest appropriate solutions and improvement tools;
Check and approve new position requests or personnel requests of business units in terms of budget and workforce planning; and convey the request to top management with recommendations;
Check and approve consolidated training plan, and additional training or seminar requests of line management to support employees needs or business growth requirements;
Represent the company in agreements with university authorities and third parties for set up and planning of summer training courses and internship programs;
Ensure that transition processes (appointment, improvement, talent identification and fast growth, succession planning, termination and resignation) are performed according to the company policies and in accordance with international HR standards;
Fastlink, currently Zain, is part of the Zain Group of telecom companies currently serving over 32 million active customers across the Middle East and Africa. I joined Fastlink to establish a training department, plan, organize and direct training operations, performs training needs and gap assessment based on set organisational goals and objectives. Following are some of my main focus areas:
Establish the division of training (policies, procedures and job descriptions);
Lead the collection and analysis of training needs and requirements from all departments;
Planned, co-ordinated, and organised in-house, on-line, and on-the-job training programs, locally & abroad;
Develop, and maintain department budget, training policies & procedures, and upgraded Human Resource Department policies and procedures.
Design, facilitate and conduct training programs on a spectrum of core topics, including: Company Procedures, Training Procedures, Interviewing Skills, Communication Skills, Telephone Skills, Customer Services, Time Management, Supervisory Skills, Business Values & Ethics, Stress Management, Anger Management, Team Building, The Art of Motivation, Problem Solving & Decision Making, Positive Work Environment, Empowering Employees, Leadership Skills (Management & Employees), How to Give & Receive Effective Feedback, and Change Management (Management & Employees);
Revise company’s Job Descriptions;
Assess employees and guided career development plans for each position;
Orchestrate monthly and yearly statistical and activity reports.
Train 20 employees to be official internal trainers for the organization.