Mohamed Ashraf Zaghloul is seeking a career to apply his HR background and experience. He has a B.Sc. in Chemical Engineering and has worked as an HR Generalist and Coordinator. He has extensive training in HR areas like organization development, recruitment, compensation, and performance management. He also has technical skills in areas like Six Sigma and quality management. Additionally, he has strong leadership, communication, and interpersonal skills developed through extracurricular activities with student groups.
Addasu perthnasoedd: dod â threftadaeth ddiwylliannol a phobl at ei gilydd me...RCAHMW
This short presentation is concerned with some of the important changes that impact upon cultural heritage in the contemporary world, and is based on the work being undertaken by RICHES – Renewal, Innovation, and Change: Heritage and European Society – a research project funded by the European Commission’s Seventh Framework Programme. The project’s main objective is to reduce the distance between people and culture, recalibrating the relationship between heritage professionals and heritage users in order to maximise cultural creativity and ensure that all of Europe can benefit from the social and economic potential of cultural heritage.
Cultural Heritage is made, held, collected, curated, exhibited, or simply exists in many arenas. In this context, it is possible to speak of the ‘decentring’ of culture and cultural heritage away from institutional structures towards the individual. Undeniably, the nature of the change brought about by the pace and scope of developments in digital technology is unprecedented. With the advent of digitisation and the migration from the analogue to the digital, what demands have arisen in relation to how we understand, collect and make available Europe’s cultural heritage? In what ways is the individual forcing a rethinking of the institution and how can the latter renew and remake themselves? What hierarchies of knowledge, expertise and authority in cultural heritage are being disrupted, transformed or undermined by the digital? Beyond this, the talk will consider how citizens can play a co-creative role in cultural heritage, the significance of identity and ‘belonging’, and the importance of cultural heritage as a force in economic development. Researchers as well as policy makers, funding bodies and managers of cultural heritage institutions and sector professionals are all challenged by these questions as they engage with the transmission and exploitation of cultural heritage. The talk will present evidence and recommendations emerging from the research undertaken and is located within the broad context of debates and discussion about the value, preservation, promotion and future of Europe’s cultural heritage.
Addasu perthnasoedd: dod â threftadaeth ddiwylliannol a phobl at ei gilydd me...RCAHMW
This short presentation is concerned with some of the important changes that impact upon cultural heritage in the contemporary world, and is based on the work being undertaken by RICHES – Renewal, Innovation, and Change: Heritage and European Society – a research project funded by the European Commission’s Seventh Framework Programme. The project’s main objective is to reduce the distance between people and culture, recalibrating the relationship between heritage professionals and heritage users in order to maximise cultural creativity and ensure that all of Europe can benefit from the social and economic potential of cultural heritage.
Cultural Heritage is made, held, collected, curated, exhibited, or simply exists in many arenas. In this context, it is possible to speak of the ‘decentring’ of culture and cultural heritage away from institutional structures towards the individual. Undeniably, the nature of the change brought about by the pace and scope of developments in digital technology is unprecedented. With the advent of digitisation and the migration from the analogue to the digital, what demands have arisen in relation to how we understand, collect and make available Europe’s cultural heritage? In what ways is the individual forcing a rethinking of the institution and how can the latter renew and remake themselves? What hierarchies of knowledge, expertise and authority in cultural heritage are being disrupted, transformed or undermined by the digital? Beyond this, the talk will consider how citizens can play a co-creative role in cultural heritage, the significance of identity and ‘belonging’, and the importance of cultural heritage as a force in economic development. Researchers as well as policy makers, funding bodies and managers of cultural heritage institutions and sector professionals are all challenged by these questions as they engage with the transmission and exploitation of cultural heritage. The talk will present evidence and recommendations emerging from the research undertaken and is located within the broad context of debates and discussion about the value, preservation, promotion and future of Europe’s cultural heritage.
A talk from RIPE NCC Regional Meeting in Dubrovnik, 2011
This presentation is a from a second part of Running an IXP Workshop. See
http://www.ripe.net/ripe/meetings/regional-meetings/dubrovnik-2011/workshops-and-tutorials for full programme.
New Testament Survey no.27: Paul - Second Letter to TimothyClive Ashby
As part of the New Testament Survey Course, Session 27 provides an overview of the Apostle Paul's second letter to his close friend, Timothy. This is a very personal and most likely Paul's final letter before being executed in Rome. It contains a profound message of perseverance through struggle, and living to fulfill God's calling upon your life. (Course taught at Harare Theological College - 2016).
Learning Barriers. A program to change teacher’s attitude towards inclusion
Olga Mayzel (Russia), Ana Lucía Novales (Guatemala), Carolina Ross (Chile).
web: http://nashideti.trizmoscow.org/
Seeking a challenging position that leverages my strong analytical and communication skills combined with versatile knowledge and experiences in different aspects of business, where I can strategically capitalize on my skills, competencies and professional knowledge to make an impactful and significant difference to the place where I belong.
Recruitment:
o Preparing the yearly manpower plan.
o Receiving hiring requests & comparing it to manpower plan.
o Making calibration with managers to determine the required criteria.
o Advertising & posting the required vacancies through several channels.
o Developing a pool of qualified candidates in advance of need.
o Research and recommend new sources for recruiting candidates.
o Build networks to find qualified candidates.
o Going through the interviewing & selection process (screening, filtering, conducting 1st & 2nd interviews….etc.)
o Following up medical & legal check for selected candidates.
o Conduct regular calibration with managers to determine the effectiveness of recruiting plans and implementation.
o Monitor and maintain employment records such as rehiring, transfers and promotions.
o Represent the company in all HR events (i.e. Employment Fairs, Career Conference...etc.).
Organizational Development:
o Making job descriptions, Orientation Program, policies & procedures
o Issuing full new Performance Appraisal System.
o Developing Organizational Charts.
o Participate in - SAP implementation.
o Making proposals for implementing Balanced Score Card.
o Working on HAY grading system.
o Developing motivation plan for company employees.
Training:
o Issue TNA according to Performance Appraisal & department’s needs.
o Establishing yearly Training Plan according to TNA.
o Handling the Training Plan (implementation & evaluation).
o Communicating with external training providers to implement specific trainings.
o Communicating with SIG Training Academy the implementation of soft skills & technical trainings.
1. Page 1 of 3
MohamedAshraf Zaghloul
Address: Villa 6, Dist.6, El-Obour City, Cairo, Egypt
Tele: +2 02 448 23 053 Mobile: +2 010 045 432 92
E-mail: mohamed.zaghloul@cpg.com.eg
Objective:
Seeking a promising career in which I can apply my HR background in creating value to my
workplace by ensuring Continuous Improvement & Equity besides having more and more experience.
Education:
● Chemical Engineering B.Sc. , (Jan. 2012)
● Higher Technological Institute in 10th
of Ramadan City
● Graduation Project: Theoretical Project: Maleic Anhydride Production
Practical Project: Brackish Water Treatment by R.O (Reverse Osmosis) Unit
High School Education,
● Al Nasr School ( K.S.A – Jeddah)
Work Experiences:
Egyptian for Starch & Glucose Manufacturing Co. – Americana Group (May.2015 – Current)
HR Generalist, Responsible For:
* Organization Development:
- Establishing & Updating Work Structure & Job Descriptions.
- Set Job Matrix based on Job Evaluations.
- Set Organization Competency Matrix.
* Recruitment:
- Set Recruitment Plan based on Man Power Plan
- Sourcing, Screening & Interviewing for vacancies of Staff, Supervisory & Middle Management
Levels.
- Coordinating for Technical Interviews.
- Set the Job Offers & Negotiate with selected Candidates.
* Training:
- Analyze the potentialities among all employees.
- Set Behavioral Training Need Analysis based on Specified Core & Functional Competencies for
each department.
- Set Technical Training Need Analysis based on Technical Objectives for each Department.
- Coordinate with Training Providers to set Training Programs for Employees.
* Compensation & Benefit:
- Established Salary Structure based on Job Matrix with compare to Market Salary Structure using
“Hay Tool”.
- Made studies on how to decrease the gaps between Current Salaries and Market Salaries.
- Identify Key Persons & Key Positions to prioritize salaries adjustment actions.
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* Performance Management:
- Set Performance Appraisal system to measure Competencies using “SHL” Competency Matrix.
* Culture Improvement:
- Organize competitions to empower employees & enhance Continuous Improvement Culture; like
“KAIZEN” and “5S”.
Cairo Poultry Company – Americana Group ((May.2014 – May.2015)
HR Coordinator – Organization Development.
Courses & Summer Trainings:
Summer Trainings
Ceramica Cleopatra Group
Pachin for Paints
(May. 2008)
(May. 2009)
Cairo Company for Petroleum Refining
Water Egypt Company for Water Treatment Technology.
(May. 2010)
(May. 2011)
Technical Skills Courses:
Expert Training Center:
SIX SIGMA for process and business improvement – Yellow Belt (May.2014)
and good awareness of Green Belt.
LOGIC Training Center:
Applied Total Quality Management Diploma (Hold) (Feb.2015: Feb.2016)
Soft Skills Courses:
Zedny for Interpersonal Skills:
● Interpersonal Skills (Time Management – Leadership – Mind Mapping– (Oct. 2007)
Planning)
● Communication Skills (Mar.2009)
● Human Resources Management (May2010)
● Creativity Skills (Dec.2010)
● NGO's "Non-Governmental Organizations" Management (Jun. 2011)
American University in Cairo:
● ICGE (International Conference on Global Economy) – Marketing (Jan.2010)
& Public Relation Conference
Global Next Association:
How to Build a Life. (Sept.2011)
Extracurricular Activities:
Together Club: (2006 – 2011)
Together club is a student community oriented by awaking students by the benefits of the student's
activities & all the soft skills gained by those activities.
3. Page 3 of 3
Operations Team member (2006-2007)
H.R Team leader (2007-2008)
Marketing Team member (2008-2009)
High Board effective member (2009-2011)
Led a workshop for calibrating the behaviors of Orphan Children and implemented it on
children at “Bent Masr” Orphan’s house
Class Graduation Ceremony: (2008)
Supervisor inOrganizingCommitteeof the graduationceremonyofHigherTechnological Institute.
New Students Reception: (2007-2008)
Supervisor in New Students Reception team.
Higher Technological Institute Music Team: (2008-2010)
Joined the music team for three successive years, led the music team & got the 1st
position
two times, 3rd
position one time at musical competition arranged by the ministry of Higher
Education in field of Qanun's playing .
Social Psychology & Children Developmental Psychology (Knowledge).
” Kottab “ Team for Children Character Building Education
Founder Team member (2011)
H.R Team leader (2011-Current)
ComputerSkills:
● Excellent command of MS Office & internet
LanguageSkills:
● Arabic: Native Language
● English: Excellent (Spoken & Written)
Hobbies:
● Equestrian, Reading about positive-parenting, Social Psychology & Children Developmental Psychology
& Play music on Qanun.
● Own a Cattery for Breeding Cats “Al Andalus Cattery”.
Personal Data:
● Date of birth : 5th
of Apr. 1988 • Driving License : Valid
● Marital Status : Single ● Military Status : Completed