Wesam Alissa

Revise, establish and manage HR functionality in both company’s locations with employees of multiple cultural backgrounds; Jordan and UAE. Main projects and tasks being handled are:
• Revise and unify employees’ files both paper copies and online copies
• HR Policies and procedures:
o Assess needed HR policies and brainstorm with management to create culture suitable policies to enhance performance, commitment and discipline
o Finalize, announce and implement company’s policies
o Create company’s bi-law and obtain approvals as required
o Develop and implement HR specific procedures to streamline daily work and ensure consistency in deliverables and methodologies (hiring, vacation- leave requests, payroll processing, onboarding, off boarding)
• Identify a suitable HRMS, implement, train employees and constantly follow up with service provider to ensure efficient system use
• Job Descriptions:
o Identify required job descriptions (JD’s)
o Revise current JD’s and update to match actual role as needed
o Create new JD’s for newly created positions (using multiple resources internally and externally)
o Link JD’s to employees HRMS online profiles for efficient access
• Competencies Framework:
o Identify three major competencies categories company-wide (core, functional and managerial)
o Identify a group of suitable competencies for each category and chose the most suitable for all company functions
o Create Competencies Dictionary: define the required levels for each competency and create; competency main definition and a definition for each of the four levels for each selected competency
o Link suitable competencies levels to each position and list on job descriptions
o Introduce competencies to team members during Performance Management training
• Performance Management:
o Identify required performance management cycle based on functions to create performance based environment
o Build MBO performance management based on 180 degrees feedback to consist of three components; Probationary Period Appraisal, Annual Appraisal and Mid-Year Review
o Create forms, implementation timeline, training material, summary files and results announcement templates
o Train all concerned team managers on how to conduct the different types of appraisals and train employees on how to conduct their part of the 180 degrees feedback cycle
o Conduct Annual Appraisal cycle, discuss findings with CEO, set increase schemes and announce results individually
• Follow up and execute daily HR functions and transactions; attendance, overtime, payroll, etc.
• Maintain up-to-date HR records and files to ensure efficient access and use when required
• Staffing:
o Use multiple resources to fulfill hiring needs; referrals, job portals, online resources and local organizations
o Build relationships with target universities to build pool of suitable candidates
• 360° Feedback:
o Identify the need for confidential feedback cycle and; therefore, the best option was the 360° Feedback cycle
o Identify major areas to assess in the 360° Feedback and build a survey that can be used by different employee levels
o Collect feedback confidentially and prepare individual development reports

Heading the Learning & Development (L&D) section in HR Department and provide minor support in other HR functions as needed. Main tasks handled in the section:

- Training:
o Build individual training plans as per job requirements and follow up on execution
o Build and develop competence based training programs across all company functions
o Conduct training for all company levels and functions (entry, experienced, supervisory and management levels)
o Assess employees upon completion of training through; preparing training-objectives linked surveys, observe application of gained knowledge on-the-job, obtain feedback from direct manager to assess changes in behaviors as needed and conduct open discussion groups with trainees to obtain their feedback of abilities to implement gained knowledge
o Build a pool of competent trainers (Train the Trainers)
o Follow up and coordinate for different training needs of store co-workers on different levels; departmental, store wide, and international training programs
o Ensure training material is available in a language suitable for the targeted audience
o Follow up with direct managers / department managers on employees training progress and achievement of their personal training plan
o Follow up with Line Managers to ensure training objectives are being implemented and put into action
o Liaise with training provides (local providers and other IKEA organizations worldwide)
o Transfer training content to IKEA My Learning platform and build E-learning material

- Development and Performance Management:
o Develop and train all team managers on conducting different types of performance appraisals
o Responsible for the execution of Performance Management System (MBO - Management By Objectives)
o Ensure availability of all L&D related material in suitable languages based on the content and audience
o Revise all sets of competencies; Core, Managerial, Functional/Technical and update to fulfill current business needs and requirements
o Build IKEA Jordan Competencies Dictionary and link to Performance Management System
o Conduct one-on-one development meetings with co-workers based on obtained feedback or observations to ensure adherence to set training and performance objectives

- Selected as part of IKEA Jordan’s Duty Managers team to; manage supervise and operate IKEA store for opening and closing based on set standards and checklists with emphasis on safety and security
- Communicate and live the IKEA Values and ensure all store co-workers are applying in day-to-day interactions
- Ensure training and delivering knowledge on IKEA Concept
- HR Operations support with different functions within the company

Manage Jordan’s unit operation and maintain the performance level of team members as set by their specific roles and KPI’s including budgeting, hiring, initial and continuous training, coaching, mentoring, and building team spirit. Run a diverse team of sales and their support functions.
• Engage & meet with customers to maintain business relations.
• Conduct business presentations & train team members on the proper methods.
• Report to LEVANT Regional Manager and VP monthly & quarterly sales & performance progress vs. budget.
• Build training material continuously for team members based on skills, strength points and areas of development.
• Assign training sessions to team members to prepare & conduct (based on set objectives) in order to improve their knowledge and presentation skills.
• Measure performance against set KPI’s for each role and
• Keep team members on performance track by continuously observing and coaching
• Capitalize on the concept of “Humanize” which is focused on training & mentoring
• Participated in 5th Arab HR Conference presenting “Salary Trends in MENA Region”

Oversee operations, asset management, and staffing for 4 company-owned locations. Deliver corporate development programs to build superior team performance. Manage varied methodologies and techniques that boost confidence, improve individual skills, increase customer retention and revenue generation, and build productive business relationships. Maintain records for compilation in quarterly and half annually sales reports.
• Report directly to VP and CEO level on status of showrooms.
• Conduct new employee orientations
• Lead customer service and communications training programs for 25 staff.
• Efforts to improve performance (including training employees, supervising, observing and evaluating performance) directly linked to sales increases: 100% year over year 2008/2007; 30% YOY 2007/2006.
• Promoted from Showroom Supervisor to Showrooms Manager

Developed new protocols for employee follow up, action plans, employee counseling, interviewing, hiring and training for staff of 40+. Conducted Focus Group meetings to help create better working environment. Tracked wide-ranging business data, including employee attendance record and performance. Used exceptional people management skills to foster cross-department communications.
• Successfully completed two HR-related company sponsored training courses: Performance through People and Foundations for Leadership
• Responsible for orientation and training for new employees.
• Developed high-performance staff acknowledged by management for contributions to service and sales.

Reorganized underperforming store department and returned it to desired standards of service levels. Evaluated staff and made adjustments, implementing individual improvement plans to increase level of service.
• Transformed sluggish unit with lackluster sales into revitalized department accountable for 25% of $15M volume store.

Successfully maintained strong customer base and created business opportunities for water treatment systems. Interpreted and analyzed data. Created marketing strategies, improved client relations, and provided support for customers on-site and over the phone.
• Acted as an Account Manager for Middle Market. Sales Duties included: marketing plans, client relations, monthly sales analysis to insure target sales were met and technical service
• Created Quality management system; procedures and forms to insure the appropriate work flow in the company and the proper tracking
• Played a major role in creating a new training program for all new employees joining the Chemical division
• Performed full system surveys, technical support, submitted Service Reports, and arranged meetings for business reviews quarterly or upon need.
• Attended VSP training course “Versatile Sales Person”

Research & Development Assistant in the National Paints Factories (ranked 23 on the world by total sales) helping the Technical Manager in heading the lab among with a second assistant.
• Managed workplace issues on a daily basis, reporting to department manager
• Fostered productive interdepartmental relations and built consensus to realize completion of projects
• Trained and supervised up to 15 employees in production/lab environment. Provided daily and weekly reports to department manager
• Conducted, supervised and organized all products stability studies
• Dealing with conflict in a work place. Gaining the cooperation of colleagues on a project sound interpersonal communication skills. Ability to positively influence others in the work place. Able to give clear instructions and to transmit ideas that motivate, inspire, sell, and persuade
• Performed instruments calibration periodically
• Conducted Internal Quality Audits

• Chemistry teacher for grades 9th - 11th
• Science teacher for 8th grade