Hany Shaker Abdelsamia Elshohba

1. Developing the Performance Management Cycle: Designing Appraisal Process, Conducting Awareness Campaign, Calibrating Ratings, Preparing Training Needs Analysis and Communicating output for Development & Reward Management.
2. Developed Performance Management System as an integrated approach to ensuring and alignment the corporate objectives with business unit goals across individual goals.
3. Developing the Polices related to the Performance Management and Assessment Center and Develop the Departmental Manual According to the Changes.
4. Launch a Feedback System through (360 Feedback, 180 Feedback) and use the outputs on the development plans.
5. Design (e.g. Talent Management Frameworks, Competency Frameworks, Assessment or Development Intervention Design, Role Profiling, Performance Management Systems).
6. Make Awareness Sessions to our clients about the key principles of Assessment & Development Centers
7. Manage the staff on different types of Assessment/Development Centre Exercises and the competencies typically assessed
8. Develop team to increase their ability to complete the Behavioral Assessment Process (Observe, Record, Classify and Evaluate - or ORCE) effectively for a variety of Exercises
9. Review a candidate report outlining strengths and development needs against individual Competencies and Exercise Types
10. Prepare the succession planning and run a face to face feedback session of development plan
11. Reviewing and maintaining the Organization Structure, and advising accordingly upon hiring/promotion.
12. Coordinating the development and update of Job Descriptions.
13. Developing and Updating Policies & Procedures in order to align all business units and ensuring corporate efficiency.
14. Preparing a Guidelines for Supporting Management Level through brochures and Handbooks
15. Issuing reports for the Department covers various Outcomes.
16. Conduct Sessions for the Integration of the department outcomes with different HR Departments.
(Training on TNA Based on Assessment and performance Result- Recruitment on The effectiveness of selection - Succession Planning for critical Positions)
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1. Using different types of performance management tools (Balanced Score Card, Individual Target Discussion, Management Planning Discussion) in order to assess employees previous year’s performance and ensure understanding of targets for the coming year and thus contributing to the achievement of business objectives.
2. Administering and conducting Employees Surveys and coordinating with the Mother Company to prepare reports and action plans accordingly.
3. Assisting in the preparation of the Manpower Plans, and implementing necessary actions through recruitment, internal transfer or termination to ensure appropriate allocation of human resources.
4. Handling all the Recruitment process, preparing the profile of the required candidate, selecting the recruitment channel, interviewing candidates and preparing all types of assessments needed, negotiating the employment offer with the selected candidate and ensuring a smooth on-boarding and induction process
5. Keeping policies updated, developing new policies upon need and ensuring that all company policies are well understood and followed, in addition to providing support and consultancy to employees based on company policies in any case of dispute.
6. Job postings and advertising events
7. Prospect staff/candidates screening and interviews
8. Employment offers issuance.
9. Prepared HR policies and procedures for publication and implementation.
10. Administrated Performance Appraisal and training processes.
11. Administrated Job Analysis (JA) process for 80+ different titles including form design and analysis
12. Formulated Job Descriptions. / Rewards Management:
13. Bench marked RHI’s salaries and designed a Grading System against Job Master's Salary Survey.
14. Prepared merit increase recommendations based on performance appraisal, compa-ratio and company’s strategy
15. Prepared a detailed comparison of the medical and life Insurance offers from different providers. Chose the offer most suitable offer for the company.
16. Ensured personnel filing compliance with labor law regulations and all hired employees are socially insured.
17. Ensure compliance to labor law in case of employee unsatisfactory performance and termination
rk process.