Free Lance Instructor
Egyptian Banking Institute (EBI)
Total years of experience :24 years, 3 Months
Have Been Certified through a (TOT) Program to be a free lance instructor delivering the following Areas for Middle Management & Junior Level Participants :
HR Training courses :
1-Competency Based interview.
2-Training Needs Assessment.
3-Talent Management & Succession Planning Strategies.
Managerial Courses:
1-All Leadership & General Management Skills for Junior and Middle Managers Level.
Soft Skills :
1-Effective Communication Skills for Junior & Middle Management.
2-Effective Team work & Team Building.
3-Emotional Intelligence & Creative Problem Solving.
4-Effective Presentation Skills.
Identifying training and development needs within the bank through job analysis, appraisal schemes and regular consultation with business managers and outsourcing providers.
designing and developing training and development programmes based on both the ADIB’strategies & directions and the individual's needs that support achieving the strategic goals.
considering the costs of planned programmes and keeping within budgets as assessing the return on investment of any training or development programme is becoming increasingly important;
working in a team to produce programmes that are satisfactory to all relevant parties in the bank, such as business units & support function on different layers from junior staff till seniority level.
developing effective induction programmes.
devising individual learning plans.
Producing training materials for in-house courses.
Managing the delivery of training and development programmes and, in a more senior role, devising a training strategy for the organization.
Ensuring that statutory training requirements are met.
Evaluating training and development programmes.
Amending and revising programmes as necessary, in order to adapt to changes occurring in the bank.
Helping line managers and trainers solve specific training problems, either on a one-to-one basis or in groups.
Keeping up to date with developments in training by contacting outsource providers & consultant to see the new trends & solutions.
Having an understanding of e-learning techniques, and where relevant, being involved in the creation and/or delivery or e-learning packages.
Set the criteria of selection for filtering the best training providers who can deliver the best solutions according to our employees & ADIB’s needs.
Reporting to the HR Director to follow up and supervise the annual plans of training and deliver the full detailed reports on the achievements and amendments needed.
1-Identifying training and development needs within an organisation through job analysis, appraisal schemes.
2-designing and developing training and development programmes based on both the organisation's and the individual's needs;
3-considering the costs of planned programmes and keeping within budgets: assessing the return on investment of any training (ROI ) or development programme is becoming increasingly important;
4-working in a team to produce programmes that are satisfactory to all relevant parties in an organisation, such as line managers, accountants and senior managers at board level;
5-developing effective induction programmes for the new employees.
6-devising individual learning plans;
7-producing training materials for in-house courses;
8-managing the delivery of training and development programmes and, in a more senior role, devising a training strategy for the organisation;
9-Responsible for building the competency frame work for the employees to arise the proper training needs needed to enhance the employees' skills.
10- Following up on the process of selection for the talented skilled employees in the talent &succession planning pool through a professional selection process includes personal assessments and Managerial Assessment
Handling Operations management activities for training projects and managing client accounts as allocated by the besiness development Team through the following :
1. Assisting with the scheduling of training sessions, and booking / notifying all relevant parties.
2. Taking responsibility for ensuring all training rooms / venues, equipment, catering arrangements, and other requirements are booked up or canceled in advance.
3. Sending out appropriate pre-course information to delegates / managers in advance of training courses.
4. Requesting and compiling all delegate’s objectives in advance of training courses.
5. Keeping data of training suppliers and training materials up to date.
6. Ensuring approval of training supplier / course content is obtained in advance.
7. Allocating staff to groups when repeated training sessions are to be conducted.
8. Printing up of training support materials / handouts for training courses, and assisting with the creation or formatting of these where relevant.
9. Assisting in training course set up / clear up before and/or after a training event.
10. Sending out course evaluation (feedback) questionnaires following training courses and compiling / communicating feedback to the training manager.
11. Recording all staff’s training attendance.
12. Keeping training records and files up to date, filing forms.
13. Running standard and custom training reports in HR software as required.
14. Preparation of staff manuals for all new employees.
15. Obtaining training records / certificates of previous training or qualifications
start as a training coordinator then have been promoted to A senior level in the HR & Development Section and my main responsibilities was the following:
Budget:
1-Support the implementation of the annual business and marketing plan
2-Support the co-ordination of all regional training activities, building the capacity, financial sustainability and effectiveness of the regional operation
3-Monitor and support reporting on the progress and outcomes of the regional training
operation
1-Co-ordinate any funding and grant opportunities to meet both budget and operational
targets
2-Implement promotional strategies to secure additional enrolments to meet identified
regional training needs
3-Implement new training courses/workshops to meet industry requirements and
demands
4-Maintain trainer/assessor files and the approved trainer register to ensure that all contracted trainers/assessors hold the required qualifications and professional industry competency prior to any appointment to deliver a training
course/workshop/service on behalf of Cilantro Training Services
5-Ensure the quality of training delivery and assessment is to organisational standards.
1-Attending a pre-flight briefing, during which crew members are assigned their working positions for the upcoming flight (crew are also informed of flight details, the schedule and if there are passengers with any special requirements, for example being diabetic or a nervous flier - such information is vital to cabin crew members as it enables them to react more quickly to any potentially dangerous situations);
2-carrying out pre-flight duties, including checking the safety equipment, ensuring the aircraft is clean and tidy, ensuring that information in the seat pockets is up to date and that all meals and sufficient supplies are on board;
welcoming passengers on board and directing them to their seats;
demonstrating safety procedures and ensuring that all hand luggage is securely stored away;
3-checking all passenger seat belts are secure prior to take-off;
making announcements on behalf of the pilot and answering passenger questions during the flight;
4-selling duty-free goods and advising passengers of any allowance restrictions in force at their destination;
reassuring passengers and ensuring that they follow safety procedures correctly in emergency situations;
5-giving first aid to passengers where necessary;
ensuring passengers disembark safely at the end of a flight;
completing paperwork, including writing a flight report
Business activities:
•taking responsibility for the business performance of the restaurant;
•analysing and planning restaurant sales levels and profitability;
•organising marketing activities, such as promotional events and discount schemes;
•preparing reports at the end of the shift/week, including staff control, food control and sales;
•creating and executing plans for department sales, profit and staff development;
•setting budgets and/or agreeing them with senior management;
•planning and coordinating menus.
Front of house:
•coordinating the entire operation of the restaurant during scheduled shifts;
•managing staff and providing them with feedback;
•responding to customer complaints;
•ensuring that all employees adhere to the company’s uniform standards;
•meeting and greeting customers and organising table reservations;
•advising customers on menu and wine choice;
•recruiting, training and motivating staff;
•organising and supervising the shifts of kitchen, waiting and cleaning staff.
Housekeeping:
•maintaining high standards of quality control, hygiene, and health and safety;
•checking stock levels and ordering supplies;
•preparing cash drawers and providing petty cash as required;
•helping in any area of the restaurant when circumstances dictate.
Acting as an assistant manager in charge in kfc restaurants, till 2003 then
successfully managed and staffed not only business starts up, but also sharing in a sustained corporate growth and got promoted to Restaurant Manager Class B till my quit.
Acting as a Sales Executive,
Extensive involvement managing client relationships at all levels
compiled and edited comprehensive quality control reports
1 year of management experience on industrial projects
A master certification with a high level of practice by doing with the most top executive tier of HR professional within the american banking sector in USA-Wiskinson univeristy-business school of banking
CPLP , Certified professional learning & performance
An Attendance for A (TOT) Program to be a certified as a free lance instructor in the (EBI), and through this workshop i have went through the following : 1-Describe EBI’s long-term strategy and how accreditation supports it. 2-Identify key differences between the old and new needs analysis processes. 3-Describe the steps in the EBI Needs Analysis process. 4-Identify roles and responsibilities for the new needs analysis process. 5-Explain how monitoring financial trends contributes to identifying training needs. 6-Describe methods for gathering information and identifying client needs. 7-Use feedback and past experience to identify training needs. 8-Describe how the annual training plan is developed. 9-Use new forms and checklists to plan and document training needs. 10-Write an annual training plan that reflects the needs of EBI’s customers. 11-Demonstrate compliance with accreditation requirements.
By the end of the 1 Day , i have went through Understand teamwork as an opportunity rather than a threat, Enjoy working with others in a risk free environment and gain their trust, Become more efficient as a team member by knowing your preferred role, Enjoy the exercises and practice team spirit as its best.
in this workshop I have went through the following: 1- Pinpoint the current and Future Business Drivers. 2-Define how success will be measured. 3-Identify the quality and quantity of talent Required to execute Business Drivers. 4- Identify areas for development in your talent Management system and cababilities 5-Deliver a strategy aimed to closing your talent Gabs.
through this certificate i had increased my knowledge on : Training and the investment of the company The appraisal system as a start for training needs assessment Running the meetings and reaching the information needed Use of process maps, system analysis diagrams (Oracle System) for identifying training needs Using job analysis and performance appraisal systems to identify training needs Methods of evaluating training with respect to criteria like participants’ behaviours, training results, and transfer of knowledge to other employees The Matrix of needs & bundling - Turning the needs into a TRAINING PLAN Budgeting the plan and carrying the Cost/Benefit analysis Design of training activities and their integration with other development tools Role of managers in the training process of their employees Cost / benefit analysis - impact evaluation and importance Sourcing of training activities - selection of training providers Getting feedback from participants - debriefing Applying the effectiveness measurement system (ROI)
1-Create compelling goals 2-Establish effective rapport and improve personal and professional relationships 3-Become more persuasive and influential 4-Appreciate different thinking and learning styles 5-Be adaptable and learn quickly and easily 6-Overcome the effects of past negative experiences 7-Boost your confidence and that of others 8-Manage stress and be free to choose your emotions, thoughts and behaviours 9-Change unwanted habits 10-Find creative ways to solve problems
1-CHANGE/STRATEGY; Change in Strategy/ Orientation or even business, Introduction of new technology or operational processes, 2-IMPROVEMENT; Improving existing skills – efficiency, Solving permanent problems related to performance, 3-ON-GOING - Performance Appraisal System; Building the Skills of new recruits – Relocated staff members, Areas of Potential Improvement , Action Plan for next period 4-INVESTMENT; Talent Management Programs, Succession Planning and career Planning/Retention,
by the end of this seminar i was able to : 1-Attend the event as Gary Dessler will share with you his work of the past few years on talent management, and its connections to enterprise strategy and goals, share diversity and multi-cultural talent management ideas with Fons Trompenaars, and 2-explore human capital metrics and ROI, predictive analytics and data integration with Jac Fitz-Enz,Address the foremost challenges facing HR leaders and learn solutions during two intensive days featuring discussions and presentations on the key themes of talent management, succession planning, performance management, culture and diversity, Blue Ocean Strategy and HR metrics and measurement Participate in the interactive discussions to gain in-depth knowledge and practical tools to tackle topical HR issues. 3-Learn how to present human capital data that speaks to the needs of management and guide them in the most effective use of that talent Find solutions to your HR challenges, exchange knowledge and experience with leading HR professionals!
Attending this seminar during 31st May 2010 with the International Author (Peter Senge) and by the end of this workshop i was acknowledged with : recognizing and practicing the key competencies of: - Seeing systems rather than just problems. - Collaborating across boundaries so that all stakeholder interests are respected, social networks are created, and breakthrough innovations may be realized. -Moving from problem-solving to creating by experimenting, evoking inspiration and creativity, and orienting toward possible futures.
Through this Conference we had been invited to attend a public speaker sessions with the most Famous speakers in the leadership perspectives like: Dr. Stephen Covey Author of “The 7 Habits of Highly Effective People” Named the #1 Most Influential Business Book of the Twentieth Century Jonas Ridderstrale One of the World’s best business thinkers and management gurus Author of “Change Management” Bob Nelson Motivational Speaker and Best-selling Author of “1001 Ways to Reward Employees” Andrew Grant Renowned keynote speaker & facilitator on leadership and team development .
During ROI Certification,I learn how to: ■Align programs to target business needs ■Explain the contributions of selected programs ■Earn the respect of senior management/administrators ■Build staff morale ■Justify and defend budgets ■Improve support for programs ■Enhance design and implementation processes ■Identify inefficient programs that need to be redesigned or eliminated ■Identify successful programs that can be implemented in other areas
By the end of the program each participant will: Have analyzed the strengths and weaknesses of their present selling style Be able to describe the psychology of customer needs Be able to describe the key behaviours, or skills, used by effective salespeople in their interactions with customers Have a framework for planning sales calls in terms of these behaviours Have frequently practiced using the skills to develop customer needs in a way that greatly reduces the likelihood of objections Have a strategy for dealing with difficult customers who raise objections or have low reaction levels Have measured objectively their performance compared with the skill model and created an Action Plan for continued development of the skills after the program.
This Topic Covers the Following : 1-show how the effective management of information enhances the managemernt of Organisation,department or project. 2-identify the information management within a department or for a project . 3-Critically appraise the organisation's Capability for managing information.
This Topic Covers the following : 1-Analyse the Competitive Market. 2-Determine Market Segmentation. 3-identify marketing Options in line with the organisational strategy. 4-identify potential barriers to success and analyse success. 5-evaluate marketing options and propose a marketing plan in line with the strategy.
This Topic Has Covered The Following : 1- Describe the Culture & Values as they Apply to the Organization. 2-Descibe How Culture Background shapes the values, attitudes and behaviours of the organizations. 3-Analyse culture and values through the organizations. 4Identify risks to culture and values . 5-Makerecommendations to improve organizational culture and values
I was able to gain through this Course 1-to decide on a desired market position and capture it in the most cost- effectiveway. 2-Teams analyze baseline market research to help them make tactical choices: 3-Go for the high end of the market… or the low end? 4-Pursue a unique niche… or attack a competitor’s stronghold? 5-Build capacity in advance… or wait for the demand to grow? 6-Compete on differentiation… or on price? 7-Defend your achieved
this Course Covered : 1-Getting Ready to train. 2-Working with adults learners. 3-The role of the trainer. 4-Managing a great training session. 5-Dealing with Problems through training sessions.
Tango is a highly-focused business simulation that enables me to explore and experiment with the most important strategic dimensions of building successful knowledge intensive organizations. Up to 6 teams of participants compete in a free market situation for customers and personnel as they attempt to build the market value of their organizations. Each company must identify and continually recreate an evolving strategy while balancing profitability and investment, long and short term goals, and customer and employee expectations.
Participants of all experience levels are able to gain new skills or build on prior experience to: • Read and interpret financial statements. • Identify critical elements affecting profitability. • Analyze financial ratios and key performance indicators, and make priorities accordingly.
course objective: provides a study of human resource management philosophy,principles,policies,programs,procedures and practices,and environmental conditions and trends tat influence the management of people at work. by the end of the course i will provided with the basis of many important human resource management skills and will not only learn the meaning of human resource management like job analysis,performance appraisal,interviewing,training and development, but i will be able to use and apply these techniques on the job,alo the ability to update my knowledge and skills in the exciting and fast moving field.
What prevents teamwork and special cases from our culture – Egypt The difference between groups and high performance teams - types of teams 1-Aspects of creating a high performance team – examples from the movie business 2-The team structure and how it evolves 3-How Do we see ourselves in a Team 4-The members’ roles 16PF – doing the test and getting the results 5-The Team Dynamics and the stages a team goes through 6-The forming, storming, norming & performing model 7-Role of the team leader through the evolution stages of the team 8-A HUGE NUMBER OF GAMES AND EXERCISES.
1-Introduction to management – The start 2-Management roles and personalities 3-Different types of tasks, task allocation styles and follow-up 4-Manager assessment TEST – an employee perspective 5-Middle management within organizational management levels 6-Personality tests of behaviour and management preferences 7-TRUST BUILDING game and feed-back 8-Motivation model for different employee preferences 9-Examples of management practices in motivation and coaching 10-Coaching objectives and styles 11-Coaching process and improvement follow-up 12-Employees performance improvement monitoring 13-The IKEA GAME: Setting the pace of performance improvement.
1-Introduction to management problem solving techniques 2-Identifying an operational problem 3-Analysis of problems and assessment of implications on overall performance 4-Setting development objectives 5-Developing solutions/options for handling problems 6-Using creative thinking techniques – Brief 7-Comparison among options and decision making techniques 8-Setting clear objectives and an action plan 9-Applying some of the basic rules for project management 10-Running a scheduling and budgeting activity 11-Coming up with the plan and using the skills from part 1 to implement 12-Assessment of the impact of the solution
I took this course to : 1-build greater self confidence 2-strengthen people skills 3-enhance communication skills 4-develop greater flexibility 5-develop leadership skills
a course has been taken to enhance my leadership and my managerial skills
this track enhance my Quaification in the training Department Through the most Famous Tracks in Mangement & Training Practices.
in this trac i has been certified from the training& Operation Department to take he responsibility to Manage and Lead a team through the operation Process .
this track was taken in Americana Academy and ths Course Was the first step to me in the Mangement Field by Going through the Concept Of Developing Champions (DC),on How To Lead a Resturant(RAS)
