Ayman Mosaad Shabana is seeking a challenging position in human resources or administration that allows him to expand his experience. He has a law degree from Mansoura University and over 10 years of experience as an HR supervisor and specialist. His responsibilities have included managing attendance, payroll, recruitment, employee files, and ensuring compliance with labor laws in Egypt. He has strong communication, research, and computer skills and is motivated to take on new challenges.
This presentation was part of my lesson plan on the topic of SELECTION.
Business Studies-Pedagogy of Commerce
Staffing is the chapter and the most important topic in Business studies. It is one of the major managerial process. This is termed as the management of staffing function. In the simplest terms, staffing is ‘putting people to jobs’. It begins with workforce planning and includes different other function like recruitment, selection, training, development, promotion, compensation and performance appraisal of work force. In other words, staffing is that part of the process of management which is concerned with obtaining, utilising and maintaining a satisfactory and satisfied work force.
We’ve compiled a list of questions that we’re commonly asked by our clients about automatic enrolment, and answered them on the following slides.
From 'What is automatic enrolment,and does it apply to me?' to 'How do I choose the right pension supplier?' you'll find the most frequently asked questions - and the answers you need.
This presentation was part of my lesson plan on the topic of SELECTION.
Business Studies-Pedagogy of Commerce
Staffing is the chapter and the most important topic in Business studies. It is one of the major managerial process. This is termed as the management of staffing function. In the simplest terms, staffing is ‘putting people to jobs’. It begins with workforce planning and includes different other function like recruitment, selection, training, development, promotion, compensation and performance appraisal of work force. In other words, staffing is that part of the process of management which is concerned with obtaining, utilising and maintaining a satisfactory and satisfied work force.
We’ve compiled a list of questions that we’re commonly asked by our clients about automatic enrolment, and answered them on the following slides.
From 'What is automatic enrolment,and does it apply to me?' to 'How do I choose the right pension supplier?' you'll find the most frequently asked questions - and the answers you need.
Top 5 Labor and Employment Law Trends for 2017Snag
Between a new president taking office, big labor and employment law changes and overtime regulations (on, then off), 2017 is sure to be a year of change for hourly employers.
The temporary (for now) blocking of the new overtime regulations, growth of Ban the Box legislation, newly-released Form I-9 and recent developments under the Americans with Disabilities Act and Family (ADA) and Medical Leave Act (FMLA) are making it increasingly difficult to stay compliant in an ever-changing employment landscape
Check out our “Top 5 Labor and Employment Law Trends for 2017” webinar presentation, featuring Ogletree Deakins, the nation’s leading labor and employment law firm to:
-- Learn how the top five labor and employment law trends will impact the way you screen, hire and manage workers in 2017
-- Understand your options now that a federal judge has temporarily blocked the new wage & hour/overtime law from taking effect on December 1, 2016
-- Find out how new Form I-9 and Ban the Box employment legislation will affect your current hiring processes
-- See how technology can help you ensure 100% screening and hiring compliance across all of your locations
A recruiting strategy is formal plan of action involving an organization's attempts to successfully identify, recruit, and hire high-quality candidates for the purpose of filling its open positions.
Latest Jobs - ECIL Recruitment Notification 2017 OfficialDatta Sirish Kumar
ECIL has now 11 job vacancies available for various posts as per the official notification for ECIL Careers 2017. Last date of applying for job is 31st August 2017.
Top 5 Labor and Employment Law Trends for 2017Snag
Between a new president taking office, big labor and employment law changes and overtime regulations (on, then off), 2017 is sure to be a year of change for hourly employers.
The temporary (for now) blocking of the new overtime regulations, growth of Ban the Box legislation, newly-released Form I-9 and recent developments under the Americans with Disabilities Act and Family (ADA) and Medical Leave Act (FMLA) are making it increasingly difficult to stay compliant in an ever-changing employment landscape
Check out our “Top 5 Labor and Employment Law Trends for 2017” webinar presentation, featuring Ogletree Deakins, the nation’s leading labor and employment law firm to:
-- Learn how the top five labor and employment law trends will impact the way you screen, hire and manage workers in 2017
-- Understand your options now that a federal judge has temporarily blocked the new wage & hour/overtime law from taking effect on December 1, 2016
-- Find out how new Form I-9 and Ban the Box employment legislation will affect your current hiring processes
-- See how technology can help you ensure 100% screening and hiring compliance across all of your locations
A recruiting strategy is formal plan of action involving an organization's attempts to successfully identify, recruit, and hire high-quality candidates for the purpose of filling its open positions.
Latest Jobs - ECIL Recruitment Notification 2017 OfficialDatta Sirish Kumar
ECIL has now 11 job vacancies available for various posts as per the official notification for ECIL Careers 2017. Last date of applying for job is 31st August 2017.
As an HR Generalist, Allow me to brief you shortly on my professional background, I have managed a career in HR and Administration in Modern Tobacco & Universal Tobacco Corporation UAE, ACTED related to UNICEF, and the European Delegation in Jordan. In Human Resources department, I performed a wide array of duties like managing employee’s records in HR, I was also in charge of managing Admin Department. I used different types of software (web-based) for these tasks such as edel-hrm and other software for renting of houses.
Drive human resources related initiatives in an assigned the staff /specialty by utilizing broad knowledge across a spectrum of HR requirements including employee relations, compensation, performance management, business analytics, talent acquisition and training and development.
I have had other employment experience in corporate sales, from which I gained so much experience especially in interpersonal skills and communications skills. And finally, I have a bachelor in Business Administration and some quite good skill’s in computer and software, I am organized and I look forward to continue a stable career in HR and administrative duties and ready to go the extra mile.
1. Ayman Mosaad Shabana
Mansoura - Egypt
Mobile: 01000762488
E-Mail: aymanshabana83@gmail.com
Objective:
Seeking a challenging position in a multinational organization in the field of Human Resource or
Administration that will utilize my education, work experience, and will allow me to expand my
experience and skills.
Educational Qualification:
Faculty of law, Mansoura University
Overall Grade good
Work Experience:
2008 – Till Now: The Arab Dairy Products Co. (Full time job):
Activity: Dairy Products.(FMCG)
Position: Supervisor
Duties & responsibilities:
HR Personnel Supervisor From 1/2013 till now
• Organize the work shifts with the head of departments according to labor law and in accordance with
both sales and production plan.
• Follow up the attendance for all employees of the company in all work shifts (computerized).
• To ensure implement the penalties policy according to both the labor law and the internal policies of
the company (computerized).
• Follow up all of internal and external missions according to company procedures (computerized).
• Planning annual leave for all employees according to labor law and the internal policies of the
company (computerized).
• Ensure implementing the labor law concern the employment of women, sick leave, work injury, Hajj
vacation, army recall …..
• Ensure implementing the labor law concern continued and non-continued absence.
• Employee’s files.
• Organize and make fingerprint for all employee in company
• Prepare the Monthly attendance allowance for Sales Rep. and Sales drivers
• Prepare Monthly Misconducts for all employee in the company includes ( absence – lateness –
penalties – Sick leaves ) according to labor law and the internal policies of the company
(computerized).
• Follow up the continued and non-continued absence for employees and send ( Worn بالفصل انذار ) to
continued absence ( 5 days continued absence ) and follow up with social insurance to end service and
invalid the fingerprint from all fingerprint machines in the company according to labor law.
2. • Prepare the settlement for all termination employees and send it to payroll section
• Stop the finger print for all termination employees from all finger print machines in the company
• Follow up and solving all finger print machines problems
• Follow up and solving any problems for attendance and payroll program ( Right Soft ) and connection
with technical support in the company to solving the problem
• Follow up and guide the employees to get sick leave approved by the government agency, through the
work of an official letter from the company to be presented to the medical committee at government
hospitals.
• Processing and follow up the value of sick leaves that has been deducted from Social insurance
according to labor law.
• Responsible for employees files and maintain them.
• Advising line managers and employees on labor law and the employer’s own.
• Developing new personnel forms for approval.
• Follow up on the annual contract renewals.
HR Senior specialist From 1-2001 to 12-2012
Social Insurance
• Preparing employees Social Insurance documents and align with the legal department
• Take the necessary legal action according to labor law of the insurance company's employees and by
providing a form (1 ) and other required personnel files to the Office of Social Insurance.
• Prepare form (2) and submitted to the social insurance office twice a year to review and conformity on
the part of the social insurance office at the actual numbers shown in the company.
• Take all legal proceedings in accordance with the labor law to end the social insurance for terminated
employees in company for any one of the reasons for the termination, by submitting Form (6) and all
other required documents to termination.
Work injuries
• commits the employer or supervisor of the work to inform the police about every incident of a workers
incapable of work during the 48 hours from the date of his absence from work and the communication
is having on (1) the patient's name (2) address (3) a summary of the incident and circumstances and a
part of the injured and the destination of the transfer of the patient to treatment..
• notify the relevant fund all cases happen between the workers as soon as they occur
• Take the injured to a place determined by the General Authority for Health Insurance
• notify the competent treatment of injury arising from the situation of stress or fatigue from work as
they happen
• Pay of compensation in all cases of work injury without the need for the receipt of the result of the
police investigation except in cases of injury resulting from road accidents by making the
compensation for the Paying and receipt of the result of this investigation
Recruitment
• Manage communications between applicants and hiring managers.
• Responsible for manage and making interviews with hiring manager.
• Research and recommend new sources for recruiting.
• Interviewing and make job offers - up to 30 new recruits per month.
3. • Use various techniques in order to source potential employees (headhunting and networking via Social
Media platforms).
• Ensure job descriptions for recruited vacancies include the right skills and competencies needed to do
the job.
• Work with hiring managers to develop job descriptions and announcements, post advertisements in a
variety of online recruiting sources as well as Head hunting. Recommend creative and alternative
advertising venues and strategies.
• Review online applications, evaluate qualifications, conduct prescreen interviews to analyze.
• candidate experience and fit, coordinate pre-employment tests if required in the hiring agreements,
and develop a short list of potential candidates.
• Present fully-screened qualified candidates to hiring managers in a timely manner and coordinate
interviews.
• Participate in the offer process including negotiating offers with candidates.
• Build and maintain database of qualified professionals to rapidly respond to talent management needs.
• Establishing and implementing new internal recruitment procedures.
• Create exist interviews to know the reasons to reduce percentage of turn over.
HR & Administrative Affairs Specialist ( From 11-2008 to 12-2010 )
Reception of new employees and do their own administrative matters such as: -
• Inform the various departments so that each of them the appropriate procedures
• Adding the names of new employees in the company files
• A private company identity card
• Office
• Office Supplies
• Clothes Cupboards
• Clothes (uniforms) Company
• Account in the computer system and any of the Information Systems
• Security tools
• Access keys and any keys Offices
• Any special tools to work
• Any entry permits car
• Any other permits required to work
• Any contributions in the transport lines (bus or car)
• This is in addition to the legal matters for the appointment of a new employee, such as a work permit
and Social Security, and others.
• Clarify the organizational structure
• Clarify the company's culture
• Clarify the company's strategy (short) and then clarify management objectives
• Clarify what is expected of the employee
• Clarify the method of evaluation of staff
• Focus on the definition of staff and other departments and personnel as needed
• Complete any permits or any administrative things or work tools depending on the nature of work and
regulations of the company
4. • follow-up to the special needs of all current employees of the company and any tools written follow-
up imaging machines, maintenance and follow-up PCs workers and renewal of maintenance and
replacement in case if it is required
• Provide all the special needs of workers and succession drinks in coordination with Supervisor
Services Company
Training:
Training in Hassan Elshehemy Legal Office from May 2007 to October 2008.
Training in Sameh Zoaezaa Legal Office from Jan 2007 to May 2007.
Technical Report Writing February 2010: (Avanti Management Consulting)
Social Insurance Training Course 2010 (Social Insurance Institute).
Labor law in CAM
Language Ability:
Native language: Arabic.
First language: Good Command of English (Written, Reading and Spoken).
Computer Ability:
Excellent Knowledge of MS Office
Excellent Knowledge of the Internet and Social Media
Personal Skills:
Excellent Communications Skills.
Excellent Presentation Skills.
Advanced Research Abilities.
Advanced Analysis Skills.
Self-Motivated.
Very active and can work normally under very high stress.
Able to work in a group or individually.
Ability to work with and handle blue collars.
Attention to details.
Good knowledge of labor law.
Personal Information:
Birth Date and Place: 6th
Jun 1985, Mansoura, Egypt.
Nationality: Egyptian.
Religion: Muslim.
Marital Status: Married.
Military Status: exempted.
''Thank you for taking my C.V. into consideration"