Human Resources Supervisor
Asgatech
Total years of experience :15 years, 2 Months
Main tasks and responsibilities:
1. Recruiting, interviewing, selecting, hiring, and promoting employees in the organization.
2. Developing a pool of qualified candidates in advance to increase the recruitment efficiency.
3. Submit candidate’s offers and follow up until placing.
4. Proactive coordination with departments for interviews.
5. Support HRMs with weekly update on recruitment progress.
6. Recruiting: Advertising and screening resumes from qualified candidates.
7. Conducting initial Screening interviews, both telephone and personal; making hiring recommendations based upon the eligibility criteria provided.
8. Identifies difficult job vacancies and investigates the best recruitment approach for them
9. Responsible for the tracking and coordination of all activities in the new hire process.
10. Conduct orientation to all new hires on a weekly basis.
11. Conduct probation period appraisal for new employees.
12. Responsible for creating and updating the organization chart.
13. Issuing HR letter for the current employees.
14. Conduct retention interviews.
15. Undertake further responsibilities that may evolve in the future.
16. Prepare or maintain employment records related to events such as hiring, termination, leaves, transfers, or promotions, using human resources management system software.
17. Interpret and explain human resources policies, procedures, laws, standards, or regulations.
18. Hire employees and process hiring-related paperwork.
19. Inform job applicants of details such as duties and responsibilities, compensation, benefits, schedules, working conditions, or promotion opportunities.
20. Address employee relations issues, such as harassment allegations, work complaints, or other employee concerns.
21. Maintain current knowledge of Equal Employment Opportunity (EEO) and affirmative action guidelines and laws.
22. Schedule or conduct new employee orientations.
23. Maintain and update human resources documents, such as organizational charts, employee handbooks or directories, or performance evaluation forms.
24. Confer with management to develop or implement personnel policies or procedures.
25. Select qualified job applicants or refer them to managers, making hiring recommendations when appropriate.
• Reviewing the attendance system each month to be applied for the payroll
• Conducting Training Needs Analysis (TNA) for the company’s employees
• Setting yearly training plan for the company based on the TNA
• Handling the recruitment process
• Developing monthly report on the working hours of the technical and presales team
• Orienting new hires into company’s rules, policies and environment
• Setting up the training venue
• Orienting the participants on the activities
• Supervising the activities done by participants
• Giving the participants feedback on their work continually
• Responsible for all logistics for training program which includes:
o Discusses training needs with clients
o Negotiates and prepares proposals with clients
o Schedules the training programs
o Assigns trainers to training programs
o Prepares materials & handouts
o Handles logistics of training venue
o Gathers and analyzes the participants’ evaluation
o Issues invoices
• Makes sales phone calls
• Created database for training materials, clients, activities, and all relevant paperwork
• Participated in Training Needs Analysis system through assessment in conjunction to competencies, attitudes and behavior
• Makes assessments in behavior, attitude and skills for participants in special training programs using specific assessment tools
• Handles clients’ visits
• Participated in conducting gap analysis and identified areas for improvement and development
• Tandems communication skills training programs with certified trainers
• Assisted in conducting job benchmark analysis utilizing specific assessment tools to define the job matrix
GPA: 2.7 (Good)