sabah mohammed

KEY PERFORMANCE AREAS IN MY CURRENT JOB

 I am in charge of all Human resource functions of 1200 staff in the Domestic Taxes Department.These functions include; Recruitment, Disciplinary, Welfare, Performance Management, Planning and Budgeting, Staff Transfers and Deployments, Talent Management, Organisational Development, Learning and Development, Leave Management etc.

I have 36 employees under my supervision.

I have been developing and coordinating the review and implementation of Human Resource management policies, strategies, and associated benchmarks to suit the constantly changing work environment and addressing the emerging organizational requirements to optimize performance in line with the corporate strategic plan, Management and Board decisions.

 Developing, reviewing and monitoring the implementation of URA’s performance management system and succession planning program assess staff’s skills gaps (training needs) to be incorporated in the employee development programs in line with the HRMM, Management Executive Committee and Board decisions.

 Managing the performance of subordinate staff in accordance with the principles and procedures of the performance management system

 Monitor the organization’s change initiatives, assess and generate periodic reports on the assimilation of change in line with OD practices and Organizational strategy

 Evaluate the workloads in changing work environments, Conduct periodic job analysis, review the organizations schemes of service, person specifications and competence benchmarks and make recommendations on job classification and staffing establishment in line with the corporate strategy.

 Study and evaluate the organization’s functional relationship with the operational organization structures and make recommendations in line with the set standards.

 Review and evaluation of the URA work systems/methods/procedures and make recommendations on the work processes & job designs in line with the Departmental Instructions

Physchometic testing for all new staff

The objective of this project is to provide a Business Technology transformation Platform that supports URA strategic plans. The type of Business Solution and the implementation approach to be practiced is given below:-
Business Technology Solution
 Standard functionality with minimal customization implementation of the licensed Oracle Modules
 New system with advanced technology will serve as the backbone to support the URA ’s business processes
 Implement a long term solution that will continue to develop solutions to address ongoing business changes and new requirements

Robust Implementation Approach and Risk Avoidance
 Strong Implementation Partner
 Deliver a solution based on Oracle EBS modules
Phased Implementation approach, thereby reduce Risk, Application Modules, Business Units & Geography

We have so far completed Phase one (HRMS) and going to phase two of Finance

1. Lead the implementation of the recruitment, deployments and staff transfers functions across the Authority to enable availability of a sufficient workforce that is well matched with the job tasks in the respective business

2. Carry out manpower projections to ensure availability of the right number of people with the right skills, experiences, and competencies in the right jobs at the right time

3. Develop/ review and implement HR policies and make recommendations to senior management and the BOD for amendments whenever such need arises to ensure that URA’s Human Resource Management policies are fair and fully conform to the applicable labour laws.

4. Maintain safe custody of up to date staff leave and other personnel records for easy and quick reference whenever need arises for various administrative reasons.

5. Plan and manage the performance and development of staff under supervision so as to improve their productivity

 Study and evaluate the organization’s functional relationship with the operational organization structures and make recommendations in line with the set standards.
 Evaluate the workloads in changing work environments, Conduct periodic job analysis, review the organizations schemes of service, person specifications and competence benchmarks and make recommendations on job classification and staffing establishment in line with the corporate strategy.

 Monitor the organization’s change initiatives, assess and generate periodic reports on the assimilation of change in line with OD practices and Organizational strategy

Monitor the overall business performance of all the copamies.