Rawda Awamleh

Working currently on USAID project for status analysis of MOE in Jordan capacity, needed imporovements, and planning for upgrading for the next 5-10 years plan.

HR Development:
 Organizational Structure
 Organizational Needs Analysis
 Assessment of Business Model& Process Enhancement
 Define Department and divisions functional roles.
 Job descriptions, KPI’s, technical track, & career path.
 Positions grades and salary scales
 Competencies Training needs assessment.
 Authority matrix.
 Employees’ satisfaction survey.
 Performance Management System monitoring
 Incentive system for the company (Financial and non-financial)
 HR Automated Systems Consultancy (Policies & Procedures)

Personnel:
 Full-Time Business Support provided to employees.
 Recruitment, & Placement Services
 HR Payroll and Benefits Management
 Tax & Social Security Services.
 Performance Evaluation, Training Needs Assessment & Career-path Management

A. Senior HR Consultancy
 Organization Evaluation & SWOT Analysis.
 Organizational Needs Analysis & employees’ satisfaction survey.
 Process Enhancement
 Project Management
 HR Automated Systems Consultancy (Policies & Procedures)
 Company specific Job & Market related Seminars
 Performance Management System monitoring
 Assessment of Business Model
 Research and Identification of Target Markets
 Advisory of Organizational Structure
 Job descriptions, KPI’s, technical track, & career path.
 Positions grades and salary scales
 Skills & Training needs assessment.


B. Senior Recruitment Consultancy
 Recruiting Plan for the companies
 Recruiting advertisement in Newspaper
 Recruit and hire candidates; as part of EN-CAPS services.
 Focused Talent Placement
 Interim Job Placement
 Executive Head Hunting
 Job Fairs and Career Days

C. EN-CAPS Personnel & Administration
 Full-Time Business Support provided to outsourced employees.
 Recruitment, & Placement Services
 HR Payroll and Benefits Management
 Tax & Social Security Services.
 Performance Evaluation, Training Needs Assessment & Career-path Management
 Responsible for company’s financial payments, invoices, and collections

D. Market Analysis “Market Salary & Compensation Surveys”
 Comprehensive analysis on organizations' salaries and compensation system in the market according to job weights.
 Define weaknesses & gaps in organizations' long term and short term benefits.
 Recommend Improvements in each organization's status.

E. Training
 Training programs on Soft Skills development; Communication, CV writing, supervision, performance management.
 New Employee Induction Training.

 Designing and implementation of HR Policies and Procedures in the company; HR Payroll, Benefits Management, Tax, Social Security Services, Performance Evaluation, Training Needs Assessment & Career-path Management
 In charge of all the records’ administrative features: organizing, filing and streamlining.
 Responsible for all clerical and communication aspects of the Company's in post and outpost.
 Interdepartmental head of records and correspondence liaison officer, researching and writing proposals for prospective sponsors and served as translator.
 Negotiate suppliers’ quotations and related legal documentation for delivery.
 Design project business plan and study