Abdullah Ib. Melegy Email and Phone Number

 Overall responsibility of man power planning and recruitment's. Developing and implementing disciplinary policies. Developing and implementing employee welfare policies. Coordinating with finance department for processing of payments to employees. Developing the induction programs for the new recruits.

Developing HR planning strategies with line managers by considering immediate and long-term staff requirements, Recruiting staff by preparing job descriptions and job adverts; deciding on how best to advertise, Shortlisting applicants for interview using a variety of selection techniques including psychometric testing Interviewing shortlisted candidates, Advising on pay and other issues, including promotion and benefits; administer payroll and maintain staff records, Interpreting and advising on employment legislation; develop and implement policies on a variety of workplace issues eg disciplinary procedures, absence management, working conditions, performance management and equal opportunities, Listening to grievances and implementing disciplinary procedures and Analyzing training needs in conjunction with line managers; planning and delivering training, including staff inductions and motivation.

* Description about Other Functions:I. Completes salary and wage surveys internal wage and salary studies and recommends salary grade/range assignments based on findings finalizes.II. Directs and participates in gathering data to assist in the development of merit examinations; works with outside entities, internal management staff and employees to develop examination materials and test items.III. Reviews hiring materials for compliance with appropriate provisions of the Merit Employment Code, Department of Personnel Rules, and other applicable laws, rules, regulations and judicial decisions; maintains awareness of current laws, rules, regulations and judicial decisions affecting hiring practices.* Key Responsibilities:A. Responds to inquiries from other personnel staff, employees, management supervisors and the general public on application of Department of Personnel Rules, the Merit Employment Code, and policies and procedures of the office.B. Prepare short list with accepted candidates and send it to the line manager.C. Prepare daily, Weekly and Monthly reports to HR-Director.D. Handle the new hired orientation till completing the necessary hiring documents.E. Prepare contracts for new employees.F. Follow up evaluation forms for the new employees for the probation period.G. Conducts exit interviews to identify reasons for employee's resignations.H. Prepare turn over analysis.I. Prepare annual recruitment plans.J. N) Receive recruitment requests from all departments, evaluate sources for potential calibers.K. Develop the company's organizational charts annually with line managers considering organizational& departmental objectives.L. Modifying any changes in the employees database (New Hires, Promotions, Transfers, rotation sand Resignations) at all charts and informing the concerned departments.M. Participate in design the company Policies.N. Update job Analysis ( job description and job specification .

1- Provide support to supervisors and staff to develop the skills and capabilities of staff.Main Activities Ensure that accurate job descriptions are in place Provide advice and assistance with writing job descriptions Provide advice and assistance when conducting staff performance evaluations Identify training and development opportunities Organize staff training sessions, workshops and activities Process employee requests for outside training while complying with policies and Procedures Provide basic counseling to staff who have performance related obstacles Provide advice and assistance in developing human resource plans Provide staff orientations Access funding for training and write proposals2- Monitor staff performance and attendance activities.Main Activities Monitor daily attendance. Investigate and understand causes for staff absences. Recommend solutions to resolve chronic attendance difficulties. Provide basic counseling to staff who have performance related obstacles. Provide advice and recommendations on disciplinary actions. Monitor scheduled absences such as holidays or travel and coordinate actions toEnsure the staff absence has been adequately covered off to ensure continuity ofServices. Inform affected staff or residents of unexpected absences from work and coordinateActions ensuring the continuity of services such as cancellation of events and locatingKeys.