OD & Recruitment Section Head
Ahmed El Sallab
Total years of experience :12 years, 10 Months
Lead & oversee the implementation of Organization Management related activities including: Update company organizational structure, revise job descriptions as per applied methodology, to ensure effective developed identification of responsibilities, objectives, requirements and competencies of the functions.
Coordinate with the department managers to forecast future hiring needs and identify gaps.
Design Selection Matrix for choosing the optimum recruitment channel and recruitment source.
Design and deliver OD and change management strategies, processes and interventions that support the company ambition to be a high performing organization; to include initiatives which
foster a high performance culture, where valuing learning and
continuous improvement are the norm.
Direct, plan, or implement policies, objectives, or activities of organizations to ensure continuing operations, to maximize returns on investments through people.
Manage the performance management system, guide and advise the line management on all related aspects.
Supervise and manage the recruitment and training activities aligned with the HR strategy.
Start the annual performance management cycle and facilitated with the all units directors the evaluation methods and techniques, such as; supporting identification of Key Performance Indicators, handling performance reviews,
calibration sessions, etc. in order to ensure employee performance is monitored/rewarded in a consistent manner, aligned with delivery of organizational objectives and analysis the final result and prepare the Bell curve.
Review the designed employee engagement surveys, review the identified gaps in company culture & employee satisfaction, plan & propose solutions to superior.
1. Lead & oversee the implementation of Organization Management related activities including: Update company organizational structure, revise job descriptions as per applied methodology, to ensure effective developed identification of responsibilities, objectives, requirements and competencies of the functions.
2. Lead the development & implementation of manpower requests with the defined related scope & resources, review HR & technical assessments & oversee recruitments process to ensure organization’s capacity to acquirer & meet company needs & expectations within defined time.
3. Supervise the implementation of development actions & approved succession plans, communicate to superior & related managers the analyzed/ conditions of critical positions and review the assessment of employee’s potentiality to ensure the availability & readiness of internal backups and to improve the professional career development and succession plans.
4. Review the designed employee engagement surveys, review the identified gaps in company culture & employee satisfaction, plan & propose solutions to superior.
5. Manage & ensure implementation of related training process including: scheduling, internal & external communication & arrangements and review monthly training records to ensure effectiveness training planning, updates & execution to match employees & company real needs for developments.
6. Translate objectives of the management into operational objectives, ensuring appropriate implementation.
7. Start the annual performance management cycle and facilitated with the all units directors the evaluation methods and techniques, and analysis the final result and prepare the Bell curve.
1- Directs the needs assessment for training and staff development to enhance the effectiveness of employee performance in achieving the goals and objectives of the company
2- Facilitates communication among employees and management, May guide managers and employees on problem solving, dispute resolution, regulatory compliance and litigation avoidance
3- Provides expertise in strategy development and execution, planning, and facilitation of employee relations efforts
4- Designs and develops HR training programs for management and employees. Develops and maintains instructional programs.
5- Develops learning activities, audio-visual materials, instructor guides, and lesson plans Reviews evaluations of training courses, objectives, and accomplishments
6- Makes assessments of effectiveness of training in terms of employee accomplishments and performance
7- Design and deliver performance improvement solutions including workshops, skills-transfer activities, and instructional materials
8- Participate in the design and responsible for the implementation & continuous improvement of selection system to ensure providing the best fit on time with optimum employment cost
•Participate in the design and responsible for the implementation & continuous improvement of recruitment system to ensure availability of wide pool of talent on time added
•Participate in the design and responsible for the implementation & continuous improvement of selection system to ensure providing the best fit on time with optimum employment cost added
•Coordinate with departments’ heads and provide the needed support and technical assistance to ensure compliance with manpower planning and selection systems added
•Administer all training procedures including collecting needs, training design & plan, contacting providers, training implementation procedures, and impact evaluation added
•Design, administer, and ensure maintaining & improvement of information system to support decision making process, functional evaluation, control, and alignment added
•Formulate and implement Training annual plan & budget with all development projects and results to assure alignment with HR plan and strategy
•Pursue any other activities within the job scope assigned by his direct supervisor
1. Resourcing, Manpower, Succession Planning, Pay, Performance Management & Talent investment decisions
2. Effective management and execution of consultative, communication and employee relations processes, including active promotion of Diversity and Inclusiveness.
3. Deliver individual performance review process with focus on newly emerging sales scorecard, dialogue around Poor Performance & appraisal reviews.
4. Plan and help in the design of structured learning and training events for technical, management and skills development.
5. Plan, manage the learning budget and update Management on budget status to support the decision making process.
6. Plan regular meetings with Managers and Supervisors to determine training and development needs.
7. Ensure all employment policies /processes are readily accessible, communicated and understood by all employees
8. Ensure there is full compliance with local labour legislation Conduct standing meetings with labour office representatives
Blue ocean HR Project it was about building an HR system for a challenging advertising agency thurough creating system and rules for the company process and workflow, it's include :
Organization Design
Recruitment Policy
On-boarding Policy
Personal File Documentation
Attendance Policy
Payroll policy
Benefits policy
Training and Development policy
Performance Management policy
Employee Value Proposition Clause
1.Identify the vacancies to fulfill them with the best candidates
2.Open new recruitment channels to expansion the resources of the C Vs
3.Screen and classify the C vs. to build strong data base
4.Prepare and coordinate interviews schedule for nomination of the suitable candidates
5.Execute phone/face to face interviews for junior & mid level posts to decrease the number of nominated candidates
6.coordinate with the other departments to prepare the facilities for new employees
7.Prepare orientation for new employees to break the ice
1. Training and Development 2. Compensation and benefits 3. Labor law 4. Organizational behavior 5. HR strategic Management