صدف نوشين

• Developing & designing organizational structures aligned with both short-term and long-term
strategic goals by identifying critical positions and assessing current strengths and weaknesses
within the organization.
• Evaluating existing organizational structures to analyze levels of hierarchy, span of control,
communication flow, workloads, and delegation practices.
• Creating job families by systematically grouping and classifying related job positions to
streamline workforce management, establish compensation structures, and facilitate career
development and progression planning within the organization.
• Conducting workforce supply and demand analysis to forecast needs, assessing gaps, and
determining targeted talent management interventions to ensure the organization has the right
people in place.
• Building job descriptions that allows to develop compensation plans that ensure jobs are
compensated to appropriately reflect their level of responsibility and qualifications in the
organization.
• By using proper job descriptions to determine performance areas where training and
development would be needed when expectations or requirements are not met.
• Identifying the key areas for the employee assessments, creating questionnaires, survey and
case studies that will help the department to collect the data needed to assess employees.
• Implemented a performance management system that fosters an environment where
employees can excel and deliver high-quality work efficiently and effectively.
• Developed and executed a comprehensive human resources plan, along with personnel
management policies and procedures.
• Established policies addressing working conditions, performance management, appraisals