Training:

• Overseeing and managing our Learning and Development Academy activities
• Identifying and assessing future and current training needs through job analysis, career paths, annual performance appraisals through priorities needs assessments, performance evaluations outcomes. in consultation with line managers and stakeholder feedback
• Monitoring training program effectiveness, manages budgets, and stay updated on training trends.
• Developing and implementing the training and development plan and strategies that address performance needs and expectations in alignment with organizational goals and objectives.
• Leading a team of professionals, including trainers, instructional designers and coordinators, to deliver high-quality training programs.
• Designing, developing and delivering training programs using various learning techniques and formats, including Simulation-based, classroom, e-learning trainings, and workshops.
• Evaluating training effectiveness through assessments, surveys and feedback to measure learning outcomes and make continuous improvements.
• Managing the training budget, resources and logistics to ensure efficient and effective delivery of training programs.
• Providing insightful training practices to reach the established performance target goals

Organization Development:

• Developing and implementing organization-wide strategies and initiatives to improve employee engagement, performance, and overall organizational effectiveness.
• Planning and leading short and long term planning for OD programs.
• Conducting comprehensive organizational assessments to identify areas for improvement and develop action plans to address these issues.
• Designing and facilitating workshops, training programs, and team-building activities that promote employee development and collaboration.
• Leading change management initiatives, including communication plans, to ensure smooth implementation of organizational changes
• Providing coaching and guidance to managers and employees on organizational development matters, including performance management and career development.
• Staying up-to-date with industry trends and best practices in organizational development and implement relevant strategies and interventions.
• Overseeing all the activities of own team to ensure high performance levels and efficient implementation.
• Developing the approach to talent management and succession planning and to coordinate the contributions of key stakeholders to ensure effective implementation.
• Identify and assess future and current training needs through job analysis, career paths, annual performance appraisals and consultation with line managers
• Monitoring and evaluating training program’s effectiveness, success and ROI periodically and report on them.
• Setting the team objectives in correlation with the department objectives, provide coaching and action plans required to achieve objectives.
• Establishing continuous feedback loop communications with both employees and senior management to provide and receive constructive development plan information
• Developing efficient systems for collecting performance data and recommending best practices that boost performance.
• Create and oversee the implementation of the procedures that support and enhance employee performance as per the company’s objectives
• Establishing a two-way communication channel to receive employee feedback and modify development policies and standards accordingly
• Determining and resolving workplace issues that prevent optimal performance, such as individual grievances or poor departmental structures

Performance Management:

• Creating the organizational critical success factors , departmental key results area and employees performance standard indicators that will be used to measure and evaluate the performance of employees, teams and the organization
• Communicating those performance standards clearly and consistently to employees , senior managers and stakeholders
• Communicating with the stakeholders effectively and efficiently, to ensure that they are informed, engaged and satisfied with the performance management process and system
• Developing and implementing “Goal setting program “ and involving the employees and managers in setting their own objectives, and provide them with the necessary resources, support and guidance to achieve their objectives
• Managing performance review meetings on frequent basis , collecting, analyzing and comparing the performance review results with the performance standards and objectives
• Implementing different methods and tools to monitor performance, such as dashboards, reports, surveys, feedback forms, observations, interviews and audits
• Identifying , addressing and solving any performance gaps, issues or risks that may arise
• Providing constructive and objective feedback to the employees and developing performance improvement plan if needed
• Recognizing and rewarding the performance successes and employees contributions
•  Identifying and implementing the performance improvement actions, initiatives and plans that enhances the performance results, outcomes and standards
• Overseeing performance feedback, data and indicators to diagnose the performance problems, root causes and solutions
• Promoting and fostering performance learning and development culture for continuous performance improvement.
• Overseeing the annual appraisal process, monitoring compliance with the timetable and working with the Head of Departments to ensure consistency of quality in appraisal documentation
• Refining the overall organizational performance strategy and incorporate new practices in alignment with set performance goals.
• Identifying overarching company performance and development goals
• Gathering and assessing business intelligence and the necessary data to assess employee performance and identify individual and departmental workplace issues and development barriers
• Developing a research-based performance efficiency reports, present them to senior leadership, and suggest performance management changes as necessary
• Explaining to employees the methodology of current or upcoming performance practices thoroughly and professionally and follow up with them to ensure organization-wide understanding