Khaled Ahmed Noby

Daltex

• Od Section HeadFull Time

  Oct 2024 - Present -9 months

  Egypt , Giza

  • Job Details:Human Resources Information System (HRIS) - Update employee data in the HR system for changes like new hires, transfers, promotions, etc., and prepare reports. - Track actual execution and completion dates for transfers by communicating with HR staff and recording updates. - Collaborate with the system programmer to monitor necessary updates in employee tracking and recruitment. - Record and review the workforce plan at the beginning of each season. Manpower Plan - Assist in preparing the annual manpower plan and budget, reviewing files related to salaries and insurance costs with supervisors. - Monitor workforce plan implementation by reviewing appointment approvals to prevent deviations. Job Analysis & Job Description (JDS) - Review job analysis models and final reports for accuracy, submitting them for approval. - Ensure new employees receive their job descriptions and confirm receipt. - Standardize job titles and descriptions across sectors. Workload Analysis - Monitor workload analysis results and discuss findings with supervisors and sector heads. Organizational Chart - Monthly review of organizational structures and ensure updates are implemented. Training Programs - Support and monitor training program implementation, reviewing all related data and updating attendance records. Performance Management System (PMS) - Review performance indicators and collaborate on performance evaluations. Orientation and Onboarding - Schedule orientation programs and update materials, sending welcome emails to new hires and ensuring they have necessary resources. Forms - Update and evaluate HR forms, securing necessary approvals. Policies & Procedures - Collaborate on creating and updating HR policies as needed and provide periodic statistical reports.
• Senior OD SpecialistFull Time

  Oct 2023 - Sep 2024 -11 months

  Egypt , Giza

  • Job Details:Job Analysis & Job Descriptions  Prepare job analysis models after ensuring that they match the actual reality, and a final report of the analysis results and direct observations of structures and job descriptions is generated for review and approval for implementation.  Prepare, update, and complete All components of the job description are included (the general purpose of the job, tasks, authorities, competencies, qualifications, performance indicators, work environment, etc.), resulting from job analysis processes and presented to the direct manager for review.  Receive specific job descriptions for new employees after obtaining the necessary signatures and confirming their acknowledgment of receipt of a copy.  Identify tasks for new positions that are created in the organizational structure and prepare new job descriptions for these newly created jobs, along with updating any current job descriptions in coordination with various sectors and departments.  Unify and consolidate tasks for similar jobs within the company to standardize job titles and create a specific job description card that can be referenced when needed. Organizational Chart  Update all organizational structures of the company monthly according to any changes in the structural and functional data of the employees in the company. Training Programs  implement and coordinate with the relevant parties of targeted training programs in the company (both technical and administrative—internal and external)  Record All data related to training programs (cost, number of hours, number of days, number of trainees, executing entity) and attendance data of employees for training programs is logged into the training database.  create and record Results of the evaluation of training programs are at the end of each program, with results extracted and presented to the direct supervisor.