سلطان النفيعي

تأسيس نظام تقييم الأداء يدويا
العمل على محتويات النظام من وضع منهجيات للأداء كمنهجية تقييم مؤشرات قياس الاداء السنوية واختيار الكفاءات.
منهجية MCS ونماذجها.
العمل على تصميم قائمة الكفاءات القيادية والسلوكية والاساسية والفنية لكل ادارة.
مراجعة اهداف السنوية لكل مدير ادارة والعمل على تسلسلها تدريجياً لفريق العمل.
العمل على تحديد ورش العمل لشرح نظام تقييم الاداء الوظيفي وتحديد الكفاءات الفنية لكل ادارة وتوضيح متطلبات نظام تقييم اداء الوظيفي من اصحاب المصلحة.
مراجعة مؤشرات قياس الاداء المشتركة والاستراتيجية للمنظمة مع الادارة العليا.

Performance appraisal management
Organization structure review and update
JD’s creating and update
Empolyees engagement survey

Lead Performance Management System cycles and facilitate the
process for line managers
Lunched PMP campaign throughout the performance year to cover
the three cycles of the PMP, Planning Cycle, Mid-year review and
Evaluation.
To manage, influence and motivate staff associated with
performance issues.
Contacting the process of 360-degree assessment yearly.
Assisting other HR activities such as; 360 assessments, employee
engagement surveys, Competencies Management & automating PMP
process through Success Factors system.
Generate Reports for reporting and analysis purpose.

Performance Management system

Lead Performance Management System cycles
Lunched PMS campaign throughout the performance year to cover the three cycles of the PMS, Planning Cycle, Mid-year review and Evaluation.
To manage, influence and motivate staff associated with performance issues.

Lead Performance Management System cycles and facilitate the
process for line managers
Lunched PMP campaign throughout the performance year to cover
the three cycles of the PMP, Planning Cycle, Mid-year review and
Evaluation.
To manage, influence and motivate staff associated with
performance issues.
Assisting other HR activities such as; 360 assessments, employee
engagement surveys, Competencies Management & automating PMP
process through Success Factors system.
Generate Reports for reporting and analysis purpose.

 Evaluating the hiring needs for workforce, develop recruitment ads, searching & sourcing via all available channels for the right people, conducting applicant tests, interviewing candidates and performed reference/background checks to determine potential fit for vacancies.
 Participating in developing and executing recruitment policies and processes to ascertain vacancies are filled in an effective and timely manner.
 Organizing behavioral based interviews and conducting assessment tests as well as on-boarding program for the new recruits.

 Building relationship & partnership with our clients “hiring managers” and working on recruitment plan closely with department Mangers/Deans to ensure effective response to the hiring needs.

Working in HR function by assisting departments with their recruitment needs through liaison with senior recruitment team and agencies.
Coordinating prospective candidates, interviewing them and administering offers.
Conducting inductions of new staff.