Mostafa Azzam Email & Phone Number

Dubai, Ae

International

International

Senior Faculty and International Facilitator for the following HR certification courses:Strategic Workforce Planning #SWPStrategic Human Resources Business Partner #SHRBPHuman Capital Strategist #HCSAnalytics for Talent Management #ATMSTA (Strategic Talent Acquisition)CEP (Coaching for Engagement and Performance)LDSS (Leadership Development & Succession Strategist)CMHR (Change Management for HR)http://www.hci.org/panel/hr-training-and-education

Gcc And Middle East

International

Human Capital Consulting firm offering HR and Management Consulting, Skills Training, Leadership Development, Graduate Development, Executive Coaching and Career Coaching services to global giants. We transform Business through TALENT!www.mostafaazzam.netWorkshops Delivered Globally:SHRM HR Metrics & Workforce Analytics Cert.SHRM Employee Training & Development Cert.SHRM Strategic Workforce Planning & HR Development Cert. (HRM 1)SHRM Strategic Talent Acquisition & Succession Planning Cert. (HRM 2)SHRM Total Rewards and Employee Engagement & Relations Cert. (HRM 3)SHRM Strategic HR Business Partnership Cert. (HRM 4)HCI Strategic Workforce Planning Cert.HCI Strategic HR Business Partner Cert.HCI Analytics for Talent Management Cert.HCI Human Capital Strategist Cert.HCI Leadership Development & Succession Strategist Cert.HCI Strategic Talent Acquisition Cert.HCI Coaching for Engagement & Performance Cert. HCI Change Management for HR Cert.Certificate in People & Talent Analytics | Building HR Credibility thru DataPeople Analytics BootcampHR Digital Transformation | Moving Beyond AutomationHR Digitalization (e-HRM) | e-Enable Your Recruitment, Learning & Performance StrategiesHR Audit | Assessing the Key Functions of Your HR DepartmentEmployee Engagement, Experience & Well-BeingDeveloping HR Policy & Procedure ManualsStrategic HR | The Essential Business PartnerHR Project Management FundamentalsKey Performance IndicatorsHow to Conduct Performance AppraisalsTalent Management | The Pillars & Enablers of a Successful TM StrategyTechnical Talent Management | The Design & Implementation of Technical Career LaddersThe Gamification of Learning & Instruction | Strategies for SuccessLearning & Development Management | Facilitating Workplace LearningTrain the Trainer | How to be an Effective TrainerBusiness Gamification | Building a Successful Gamification ProgramManagerial & Leadership DevelopmentFist Time SupervisorPresentation Skills

Skopje, Skopski, North Macedonia

Lebanon

- Develop and deliver Professional HR Training in the form of corporate and public AUB workshops- Deliver Management Transformation Consultancy Services to AUB corporate clients- Provide Leadership and Executive Coaching, as and when neededSample workshops delivered:• MANAGERIAL AND LEADERSHIP DEVELOPMENT (AUB Code: INDE 007)• EFFECTIVE TECHNICAL / BUSINESS WRITING SKILLS (AUB Code: INDE 002)• BUSINESS COMMUNICATIONS AND INFORMATION TECHNOLOGY (AUB Code: REST 020)• DECISION ANALYSIS, PROBLEM SOLVING AND CRITICAL REASONING (AUB Code: INDE 037)• STRATEGIC HR: THE ESSENTIAL BUSINESS PARTNER• TRAIN THE TRAINER: HOW TO BE AN EFFECTIVE TRAINER• ON THE JOB TRAINING: A STRUCTURED APPROACH• MENTORING: EMPOWERING PERSONAL AND ORGANIZATIONAL CHANGE

Qatar

In this position, Mostafa's primary role was to ensure the organisation had the right people and the right skill sets to meet its growing needs and deliver strong business performance in light of unprecedented business expectations. Mostafa's main achievements were to:• Ensure a robust Talent Management capability through integrated Talent Acquisition, Development, Deployment & Retention• Drive competence-based organisational L&D with a main focus on Succession Management and Nationalization• Establish a world-class Leadership Development Program and institutionalise it as a strategic business enabler• Establish a state-of-the-art Learning Academy including Strategic Planning, ISO Certification, Program Accreditation, Training Management & Facility Management• Establish an OPM3-based Project Management Centre of Excellence that ensured Organisational Transformation and Capability in the areas of:- Project Management Skills Development- Project Management Knowledge Transfer- Project Management Best Practice• Design an Objective-driven Performance Management System; including process design, implementation, automation & maintenance• Embed Knowledge Management Best Practices within the organisation and sustain them through continual reinforcement• Develop and maintain Strategic Partnerships with local universities through mutual MoUs• Establish comprehensive Staff Development Programs with IDPs for all national employees, including special tracks for high potential successors• Establish Graduate Development Programs and Career Development Paths, in a variety of disciplines, with mid to long-term IDPs for nationals of all disciplines• Establish a Training Vendor Pre-qualification Committee to ensure consistent world-class training quality services & standards

• Led and Coached a team of HR professionals in the designated functions of Learning & Development, OD and Talent Management• Ensured implementation of Performance Management and Career Development processes to monitor and improve employee performance• Managed the Competence Assurance System (CMAS) within the scope of the company’s Integrity Management (IM) and Operating Management System (OMS) Frameworks:The Competence Assurance System (CMAS) provided full training and assessment for individuals to fulfil competence set against comprehensive common standards. The system enabled individuals to match their skills against those needed for their jobs and identified any training needed. It provided training and development to match the required level of competence for their roles. Formal assessment by a trained Assessor ensured compliance with competence standards.The CMAS process comprised 5 basic elements:1. Establish the job profile for a position at a generic level, and site-specific level2. Perform a baseline assessment to determine gaps in skills against job profile3. Attend learning event to close gaps, such as on the job training, classroom or computer-based training4. Undergo assessment, carried out by a trained Assessor through a series of methods, in line with the cmas standards5. Verification of assessments by trained Verifiers, to assure validity of assessment methodology, content and record• Managed the Graduate Development Program as applicable to the needs of the local business• Managed the Manpower & Succession Plan in alignment with the company’s strategic objectives and directives• Managed the L&D Budget within the parameters of cost effectiveness, return on investment, and optimal service quality• Recruited operational team staff (identifying, short listing, interviewing, selecting and extending offers)

Kuwait

• Managed all phases of training from Needs assessment to evaluation & follow-up• Institutionalised a Competency-Based T&D Strategy ensuring Workforce Nationalisation and effective delivery & evaluation of: *In-House/External Training *On-Job Training *Induction Training *Career Development Program *Graduate Development Program *Leadership Development / Succession Program *Mentoring/Coaching Program *E-Learning• Developed an Organisational Competence Profile Dictionary• Developed a Competency-Based Technical & Professional Career Ladder• Led Talent Review, Succession Planning and 360 Degree Assessment processes• Implemented systems for full-scale automation of Training processes• Developed a Competency-Based Talent Management Process that addressed National Talent Identification, Acquisition, Assessment, Development, Deployment & Retention• Institutionalised a Leadership Development Model driven by assessment against a Leadership Competence Profile• Implementated a 5 year Joint National Graduate Development Program in collaboration with CHEVRON SA• Developed an organisational Scholarship Policy• Partnered with line management to identify, develop and implement Staff Development Programs• Developed an Annual Training Plan specific to the regulatory requirements of the business• Delivered Competence Development Workshops• Facilitated Change Management exercises to manage Organisational Change• Managed training implementation and ensured a Preferred Supplier List for the sourcing of L&D solutions• Developed working relationships with vendors & consultants• Contributed towards creating a Continuous Learning Environment & Culture• Set & managed Department Budget• Recruited & managed operational team staff• Acted as Joint Training Advisor to CHEVRON SA and ARAMCO on Joint HRD Programs

Kuwait

HR Advisor - Chevron

Kuwait

Training Advisor - Aramco

Kuwait

• Provided professional full cycle internal capability in the areas of Training Management, Performance Management, Management Development, Behavioural Development, Psychometric Design & Assessment, and Career and Succession Planning• Established a set of well-defined Training Strategies, Policies, Procedures and Guidelines• Conducted Training Needs Analyses, and evaluated and selected external and internal Training Vendors and Providers• Identified and developed processes to provide for long-term Career Development and short-term Skills Development Programs• Set and managed the Annual Training Budget

• Conducted training needs assessment for staff and prioritized training focus• Organised tailored training programs to address persistent organisational needs• Established a wide network of local and international training suppliers• Facilitated targeted “soft skills” training workshops as a certified in-house trainer• Monitored training quality and effectiveness• Managed the In-House Training Program and evaluated internal trainers’ performance***• Conducted Performance Management Workshops to raise staff awareness of the PM System and further embedded it within the organisation through ensuring proper staff alignment• Partnered with the business to set a long term Succession Strategy while tracking and monitoring internal mobility• Conducted Manpower Needs Assessments and Strategic Planning for agreed business areas• Conducted Job Analysis and Description for newly created Role Profiles, compliant with company standards• Updated the Organization Structure of assigned business units in response to ongoing developments and budgetary changes• Enhanced Recruitment & Selection by providing competence-based support in sourcing, screening, selection, placement and on-boarding

• Facilitated vocational qualification workshops for corporate learners, funded mainly by local government and USAID initiatives• Assessed learners vocational competence against agreed upon assurance standards• Ensured learners acquired the requisite competence to undertake their job roles

Ma, Tefl

Activities and Societies: Received a full MA TEFL Fellowship Award by the New York Office of the AUB. Fulfilled the academic.

Diploma, Tefl

DTEFL

Bsc., Engineering

Activities and Societies: Literature, Poetry and Theater TeamEngineering

Gce, General Certificate Of Education

GCE