HR Section Head
City Glass
Total des années d'expérience :12 years, 7 Mois
• Work Force Planning
• Create Organization Structure.
• Supervising Job analysis and job description process.
• Managing Recruitment and Selection Process.
• Creating and implementing performance Management System.
• Managing Employee relation activities.
• Updating company job descriptions.
• Recruitment and selection for all operation and non-operation stuff in all company districts.
• Responsible for all performance management process.
• Identifying annual training needs according to the company career development system.
• Creating annual training plan and budget.
• Handling all training programs both internal and external.
Responsible for Establishing HR department from scratch so I'm responsible for :
- Job Analysis and Job Description.
- Recruitment and Selection.
- Orientation Program.
- Performance Management
- Training and Development.
• Recruitment and selection.
• Develop job analysis with different methods and job descriptions including duties, KPIs, work conditions and job specifications.
• Participate in developing manpower plan and identifying recruitment needs.
• Build applicant sources by researching and contacting community services, colleges, employment agencies, media, and internet sites.
• Determine applicant requirements by studying job description and job qualifications.
• Screening C.Vs and develop shortlisted candidates and set an appointments to meet them.
• Conduct interviews and evaluate candidates by discussing job requirements and applicant qualifications and chose talent candidates for technical interview.
• Make orientation with new employees, introduce them to other team members and clarify job responsibilities and work condition to them.
• Ensure candidate files are created and all documents are collated.
• Work closely with managers to evaluate new candidates during probation period to decide if he`ll be permanent employee or the employee will be dismissed.
• Performance Appraisal.
• Coordinate with line managers to identify objectives for every subordinate.
• Supervise performance appraisal process and solve any problems found.
• Training and development.
• Identify Training Needs Analysis "TNA" with human resources partners and line managers.
• Design and coordinates training programs based on organizational and employee needs.
• Contact Training companies, Negotiate contracts, including desired training outcomes, fees and expenses and identify the appropriate Offers and Instructors.
• Evaluate training materials prepared by instructors, such as outlines, text, and handouts.
• Monitor training costs to ensure budget is not exceeded, and prepare budget reports to justify expenditures.
• Coordinate the Training room, course materials, attendance and course facilities.
• Evaluate the quality of training courses and ask for Trainees Feedback to implement improvements.
• Coordinate with department's managers to evaluate trainees, Training Impact and trainee's performance.
• Develop job analysis with different methods and job descriptions including duties, KPIs, work conditions and job specifications.
• Identify Training Needs Analysis "TNA" with human resources partners and line managers.
• Participate in developing Training plan with HR Manager.
• Design and coordinates training programs based on organizational and employee needs.
• Contact Training companies, Negotiate contracts, including desired training outcomes, fees and expenses and identify the appropriate Offers and Instructors.
• Evaluate training materials prepared by instructors, such as outlines, text, and handouts.
• Monitor training costs to ensure budget is not exceeded, and prepare budget reports to justify expenditures.
• Coordinate the Training room, course materials, attendance and course facilities.
• Evaluate the quality of training courses and ask for Trainees Feedback to implement improvements.
• Coordinate with department's managers to evaluate trainees, Training Impact and trainee's performance.
Accounting Department