My CV / resume highlighting my major consulting projects where I have led with a team under me. Projects include HR Strategy, employee engagement, competency modeling and workplace culture.
Some people are lucky to have good jobs straight out of college and some are not! Are you and / or your loved ones that Lucky?
As Malcolm Gladwell would say Luck = Opportunity + Preparation. Here is something that gives you both.
Resume - Talent Acquisition Leader
Global Talent Acquisition Leader with expertise in building, training, and managing TA Sourcing teams to bring top talent to companies. High expertise in TA Operations and Technologies, including but not limited to the following: CRM, ATS, AI, Social Media/Marketing, Landing Pages, Search Engines, Artificial Intelligence, Digital Interviews, Workday, Workflows, Reporting, Candidate Experience and Job Boards.
Global Talent Acquisition Leadership – 10 years
Strategic Sourcing – 8 years
Recruiter – 6 years
SPEAKING ENGAGEMENTS
ERE, Kennedy Recruitment Conference, Sourcecon (2), Select Minds User Conference, IHRIM Technology Conference, Maine Human Resources Convention
Some people are lucky to have good jobs straight out of college and some are not! Are you and / or your loved ones that Lucky?
As Malcolm Gladwell would say Luck = Opportunity + Preparation. Here is something that gives you both.
Resume - Talent Acquisition Leader
Global Talent Acquisition Leader with expertise in building, training, and managing TA Sourcing teams to bring top talent to companies. High expertise in TA Operations and Technologies, including but not limited to the following: CRM, ATS, AI, Social Media/Marketing, Landing Pages, Search Engines, Artificial Intelligence, Digital Interviews, Workday, Workflows, Reporting, Candidate Experience and Job Boards.
Global Talent Acquisition Leadership – 10 years
Strategic Sourcing – 8 years
Recruiter – 6 years
SPEAKING ENGAGEMENTS
ERE, Kennedy Recruitment Conference, Sourcecon (2), Select Minds User Conference, IHRIM Technology Conference, Maine Human Resources Convention
Seasoned Human Resource Practitioner from XLRI having 17 years of experience in Human Resource and talent management, has worked in global organizations and in global roles that have helped to hone up his relationship and cross-cultural skills. His ability to understand the business has helped him to align the people strategies of the businesses to its ever-evolving needs. He has been able to decode the secret recipe for being a “Great Place to Work” and has helped his organization to be in the league of select few. His ability to attract the right talent has helped him to build organizations that are competitive and agile. His ability to think strategically on current and future talent issues
HR Summit and Expo Africa 2015 - Seminar Presentation by Ronnie Torien HCM St...The HR Observer
Leveraging data and analytics is the next step for HR leaders aiming to transform from administrative passengers to strategic HR leaders capable of driving organisational strategy. However how do you implement talent analytics engine? Which talent analytics engine is best for your organisation? Join this seminar and Q&A session to understand how analytics can work for your organisation.
HR Summit and Expo Africa 2015 - Assessments for high performance workforceThe HR Observer
Presentation by Samantha Carr, Assessment and Business Development Consultant, MAC Assessment & Development.
Scientific and rigorous assessments have been shown to increase productivity significantly, reduce costs and grow the bottom line. Join this session to will learn how to conduct effective job analysis, structured interviews and leverage the best assessment methods for organisational excellence.
Measurement tool strongly related to business results.
We wanted to create a dialogue-tool that is:
Easy to understand
Easy to use for effective dialogue
Easy to convert into action
To ensure optimal working conditions for direct reports.
To create effective leadership and followership.
Seasoned Human Resource Practitioner from XLRI having 17 years of experience in Human Resource and talent management, has worked in global organizations and in global roles that have helped to hone up his relationship and cross-cultural skills. His ability to understand the business has helped him to align the people strategies of the businesses to its ever-evolving needs. He has been able to decode the secret recipe for being a “Great Place to Work” and has helped his organization to be in the league of select few. His ability to attract the right talent has helped him to build organizations that are competitive and agile. His ability to think strategically on current and future talent issues
HR Summit and Expo Africa 2015 - Seminar Presentation by Ronnie Torien HCM St...The HR Observer
Leveraging data and analytics is the next step for HR leaders aiming to transform from administrative passengers to strategic HR leaders capable of driving organisational strategy. However how do you implement talent analytics engine? Which talent analytics engine is best for your organisation? Join this seminar and Q&A session to understand how analytics can work for your organisation.
HR Summit and Expo Africa 2015 - Assessments for high performance workforceThe HR Observer
Presentation by Samantha Carr, Assessment and Business Development Consultant, MAC Assessment & Development.
Scientific and rigorous assessments have been shown to increase productivity significantly, reduce costs and grow the bottom line. Join this session to will learn how to conduct effective job analysis, structured interviews and leverage the best assessment methods for organisational excellence.
Measurement tool strongly related to business results.
We wanted to create a dialogue-tool that is:
Easy to understand
Easy to use for effective dialogue
Easy to convert into action
To ensure optimal working conditions for direct reports.
To create effective leadership and followership.
RBL Omnia combines five of RBL's exclusive, world-class product offerings: RBL Institute, Virtual Academies, OGS, Online Assessments, and a Research Repository to identify, measure, and monitor the highest impact human capability investments.
RBL Omnia combines five of RBL's exclusive, world-class product offerings: RBL Institute, Virtual Academies, OGS, Online Assessments, and a Research Repository to identify, measure, and monitor the highest impact human capability investments.
RBL Omnia combines five of RBL's exclusive, world-class product offerings: RBL Institute, Virtual Academies, OGS, Online Assessments, and a Research Repository to identify, measure, and monitor the highest impact human capability investments.
At Scholar Consultants, a Division of Scholar Worldwide FZE in the UAE, our mission is to build authentic connections between Management and their Human Capital. In this presentation, get to know not only what we do but why you should be working with us!
When training is reactionary, boring, irrelevant and inapplicable to the job, what does an organisation do? It is faced with a dilemma and needs to find a way to justify training spend. Our process to transform your team in one week called SPEEDChange® is the answer to the training that never really brings the ROI. Change In A Week™ when training is simply not enough.
Scholar Consultants and TBH Consulting bring to you a unique, transformational process that manifests the business benefits of Emiratization or Emiratisation. Using Whole-System Transformation methodology of change, we create an Emiratization strategy together with your team through an ideation process that starts to embed a new culture in the organisation.
Scholar Consultants presents its model for what makes organisations most effective: 1. The way change is managed 2. The way HR is allowed to be a business partner 3. The way individual employees stay engaged
Scholar Consultants is bringing to the Middle East region a revolutionary change process that addresses any issue, within any culture for any organisation type using social dynamics of the large group process based on Kathleen Dannemiller's philosophy and Whole-System Transformation by Roland Sullivan.
Know the difference between the failure of Change Management and the success of Organization Development. Why does 70% of Change Management initiatives fail? And what's the answer to turn this around?
How THE One Creates A Better World Through Its Organizational CultureScholar Consultants
Analysis and commentary on one of UAE's Great Places To Work, a company called THE One. What are the best practices which have led to attracting the best talent and enabling employee fulfillment? How have THE One managed to reverse the employee dropout trend? What is THE One doing to create a unique culture that fosters personal achievement? Find out in my article co-authored with the Head of Talent Relations at THE One. Enjoy the show!
Understand the difference between "satisfaction" and "engagement" plus what process I believe will get the most engagement levels for human capital within organisations.
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Falcon stands out as a top-tier P2P Invoice Discounting platform in India, bridging esteemed blue-chip companies and eager investors. Our goal is to transform the investment landscape in India by establishing a comprehensive destination for borrowers and investors with diverse profiles and needs, all while minimizing risk. What sets Falcon apart is the elimination of intermediaries such as commercial banks and depository institutions, allowing investors to enjoy higher yields.
Putting the SPARK into Virtual Training.pptxCynthia Clay
This 60-minute webinar, sponsored by Adobe, was delivered for the Training Mag Network. It explored the five elements of SPARK: Storytelling, Purpose, Action, Relationships, and Kudos. Knowing how to tell a well-structured story is key to building long-term memory. Stating a clear purpose that doesn't take away from the discovery learning process is critical. Ensuring that people move from theory to practical application is imperative. Creating strong social learning is the key to commitment and engagement. Validating and affirming participants' comments is the way to create a positive learning environment.
VAT Registration Outlined In UAE: Benefits and Requirementsuae taxgpt
Vat Registration is a legal obligation for businesses meeting the threshold requirement, helping companies avoid fines and ramifications. Contact now!
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[Note: This is a partial preview. To download this presentation, visit:
https://www.oeconsulting.com.sg/training-presentations]
Sustainability has become an increasingly critical topic as the world recognizes the need to protect our planet and its resources for future generations. Sustainability means meeting our current needs without compromising the ability of future generations to meet theirs. It involves long-term planning and consideration of the consequences of our actions. The goal is to create strategies that ensure the long-term viability of People, Planet, and Profit.
Leading companies such as Nike, Toyota, and Siemens are prioritizing sustainable innovation in their business models, setting an example for others to follow. In this Sustainability training presentation, you will learn key concepts, principles, and practices of sustainability applicable across industries. This training aims to create awareness and educate employees, senior executives, consultants, and other key stakeholders, including investors, policymakers, and supply chain partners, on the importance and implementation of sustainability.
LEARNING OBJECTIVES
1. Develop a comprehensive understanding of the fundamental principles and concepts that form the foundation of sustainability within corporate environments.
2. Explore the sustainability implementation model, focusing on effective measures and reporting strategies to track and communicate sustainability efforts.
3. Identify and define best practices and critical success factors essential for achieving sustainability goals within organizations.
CONTENTS
1. Introduction and Key Concepts of Sustainability
2. Principles and Practices of Sustainability
3. Measures and Reporting in Sustainability
4. Sustainability Implementation & Best Practices
To download the complete presentation, visit: https://www.oeconsulting.com.sg/training-presentations
Premium MEAN Stack Development Solutions for Modern BusinessesSynapseIndia
Stay ahead of the curve with our premium MEAN Stack Development Solutions. Our expert developers utilize MongoDB, Express.js, AngularJS, and Node.js to create modern and responsive web applications. Trust us for cutting-edge solutions that drive your business growth and success.
Know more: https://www.synapseindia.com/technology/mean-stack-development-company.html
Kseniya Leshchenko: Shared development support service model as the way to ma...Lviv Startup Club
Kseniya Leshchenko: Shared development support service model as the way to make small projects with small budgets profitable for the company (UA)
Kyiv PMDay 2024 Summer
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Personal Brand Statement:
As an Army veteran dedicated to lifelong learning, I bring a disciplined, strategic mindset to my pursuits. I am constantly expanding my knowledge to innovate and lead effectively. My journey is driven by a commitment to excellence, and to make a meaningful impact in the world.
"𝑩𝑬𝑮𝑼𝑵 𝑾𝑰𝑻𝑯 𝑻𝑱 𝑰𝑺 𝑯𝑨𝑳𝑭 𝑫𝑶𝑵𝑬"
𝐓𝐉 𝐂𝐨𝐦𝐬 (𝐓𝐉 𝐂𝐨𝐦𝐦𝐮𝐧𝐢𝐜𝐚𝐭𝐢𝐨𝐧𝐬) is a professional event agency that includes experts in the event-organizing market in Vietnam, Korea, and ASEAN countries. We provide unlimited types of events from Music concerts, Fan meetings, and Culture festivals to Corporate events, Internal company events, Golf tournaments, MICE events, and Exhibitions.
𝐓𝐉 𝐂𝐨𝐦𝐬 provides unlimited package services including such as Event organizing, Event planning, Event production, Manpower, PR marketing, Design 2D/3D, VIP protocols, Interpreter agency, etc.
Sports events - Golf competitions/billiards competitions/company sports events: dynamic and challenging
⭐ 𝐅𝐞𝐚𝐭𝐮𝐫𝐞𝐝 𝐩𝐫𝐨𝐣𝐞𝐜𝐭𝐬:
➢ 2024 BAEKHYUN [Lonsdaleite] IN HO CHI MINH
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➢FreenBecky 1st Fan Meeting in Vietnam
➢CHILDREN ART EXHIBITION 2024: BEYOND BARRIERS
➢ WOW K-Music Festival 2023
➢ Winner [CROSS] Tour in HCM
➢ Super Show 9 in HCM with Super Junior
➢ HCMC - Gyeongsangbuk-do Culture and Tourism Festival
➢ Korean Vietnam Partnership - Fair with LG
➢ Korean President visits Samsung Electronics R&D Center
➢ Vietnam Food Expo with Lotte Wellfood
"𝐄𝐯𝐞𝐫𝐲 𝐞𝐯𝐞𝐧𝐭 𝐢𝐬 𝐚 𝐬𝐭𝐨𝐫𝐲, 𝐚 𝐬𝐩𝐞𝐜𝐢𝐚𝐥 𝐣𝐨𝐮𝐫𝐧𝐞𝐲. 𝐖𝐞 𝐚𝐥𝐰𝐚𝐲𝐬 𝐛𝐞𝐥𝐢𝐞𝐯𝐞 𝐭𝐡𝐚𝐭 𝐬𝐡𝐨𝐫𝐭𝐥𝐲 𝐲𝐨𝐮 𝐰𝐢𝐥𝐥 𝐛𝐞 𝐚 𝐩𝐚𝐫𝐭 𝐨𝐟 𝐨𝐮𝐫 𝐬𝐭𝐨𝐫𝐢𝐞𝐬."
Business Valuation Principles for EntrepreneursBen Wann
This insightful presentation is designed to equip entrepreneurs with the essential knowledge and tools needed to accurately value their businesses. Understanding business valuation is crucial for making informed decisions, whether you're seeking investment, planning to sell, or simply want to gauge your company's worth.
RMD24 | Retail media: hoe zet je dit in als je geen AH of Unilever bent? Heid...BBPMedia1
Grote partijen zijn al een tijdje onderweg met retail media. Ondertussen worden in dit domein ook de kansen zichtbaar voor andere spelers in de markt. Maar met die kansen ontstaan ook vragen: Zelf retail media worden of erop adverteren? In welke fase van de funnel past het en hoe integreer je het in een mediaplan? Wat is nu precies het verschil met marketplaces en Programmatic ads? In dit half uur beslechten we de dilemma's en krijg je antwoorden op wanneer het voor jou tijd is om de volgende stap te zetten.
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Consulting Portfolio of Mubeena Mohammed, Founder & CEO, Scholar Consultants
1. !!!!!!!!!!!!!!!!!!!!!Consulting!Portfolio!of!Ms.!Mubeena!Mohammed!
!
!
www.ScholarConsultants.com!! ! !!!!!!!!!M@ScholarConsultants.com!
1!
Ms.$Mubeena$Mohammed,$Founder$&$CEO$
0097150.5597234$
M@ScholarConsultants.com$
www.ScholarConsultants.com$
MISSION!
After 13 years of providing advisory services, Mubeena rebranded her Company in 2014 to meet global
demands for her expertise. As CEO of Scholar Consultants, she aims to create a world-class and flawless
consulting experience for every client. The mission of her Company is to help build authentic connections
between Management and their Human Capital.
EDUCATION$
Hofstra University, New York
• Master of Arts (M.A., 2003), Industrial/Organisational Psychology
• Bachelor of Arts (B.A., 2001), Psychology and Philosophy
Departmental Honours in Psychology
CONSULTING$EXPERIENCE$
Galana Petroleum (galanapetroleum.com)
April 2015-April 2015, Dubai, UAE
Compensation and Benefits Study
Advising the organisation on its pay policy and strategy from a total rewards perspective. A benchmark
study of current job titles was conducted with similar organisations in the region to review the company's
current compensation and benefits structure. This highly confidential study was customized and only
possible through Scholar Consultants' network of professionals and industry specialists. The following
outcomes were delivered:
• Understanding of the organisation’s current compensation structure and key job roles
• Sourcing industry specialists in the sector with knowledge of actual gross salary pay trends
• Structured interviews with benchmark group on compensation trends and job title pay
• Assessing the effects on the current oil prices on compensation trends
• Interpreting industry reports of the UAE and GCC competitive benchmark
• Presenting a comprehensive report comparing the organisation’s pay to the benchmark
• Facilitating top management decisions on the company’s pay strategy and reward structure
2. !!!!!!!!!!!!!!!!!!!!!Consulting!Portfolio!of!Ms.!Mubeena!Mohammed!
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Abu Dhabi Fund for Development (adfd.ae)
November 2014-February 2015, Abu Dhabi, UAE
Training Needs Analysis
Assessment of the entity’s training needs in terms of current gaps in knowledge, skills and abilities and future
needs to meet the company’s vision. Structured interview data was matched with organisational plus
departmental KPI objectives in order to identify needs. Advice and high-level recommendations were
delivered for improving the organisation's Training and Development cycle and performance strategy. The
following were deliverables for the client:
• Training Plan and Matrix for 2015 integrated into the Company’s existed Oracle system
• Internal Knowledge transfer course list to eliminate irrelevant external courses
• External course list for each department and employee based on performance objectives
• Templates for Training Evaluation methodology to judge the relevance of training programs
• Analysis for organisation-wide and per department development strategy to meet future vision
• Presentation and facilitation of new training structure to entire entity for awareness and buy-in
Abu Dhabi Vegetable Oil Company (advocuae.com)
June 2013-August 2014, Abu Dhabi, UAE
Human Resource Strategy and Systems
Overhaul of the company’s entire Human Resource function, which included corporate strategy in line with
business goals and installing HR systems. The mandate was to study the company’s culture and develop
the gamut of HR programs to accommodate business growth plans. I directly delivered these systems using
intense interactive methods with employees from all levels including Labourers and the top Executive
Management team:
• HR Strategy for performance, culture, recruitment relevance to business plans
• Employee engagement process using an online survey and individual interview questionnaires
• Integrated Performance Management System policy and procedures
• Key Performance Indicators Evaluation System and KPI training for Executive Team
Al Ghurair Group (alghurair.com)
November 2013-February 2014, Dubai, UAE
Employee Engagement Survey
Managing the Head Office’s first Employee Engagement Survey to receive a baseline of the workforce’s
perception. Since this was their first survey it was an experiment as much as a test of the organisation’s
receptivity to a survey process. The questions as to making the survey an annual activity, issues that need
to be investigated, and design aspects of the tool were asked in addition to analysing the data. The
following were key activities:
• Facilitation of awareness sessions to Department Heads about 2013 ES Survey
• Creating and administering the 2013 Employee Engagement Survey through SurveyMonkey.com
• Analysis and presentation of results in terms of seven customized employee engagement topics
• Recommending major company-wide action points based on survey results
• Improvement suggestions for future survey design and execution
Abu Dhabi Transmission and Despatch Company (transco.ae)
4. !!!!!!!!!!!!!!!!!!!!!Consulting!Portfolio!of!Ms.!Mubeena!Mohammed!
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Conducting an organisational efficiency study to arrive at a transitional organisation structure for the
Agriculture sector in the Al Ain and Abu Dhabi regions resulting from the latest mandate to merge the
sector with the Food Control Authority. The study required recommendations on how to reduce current
inefficiencies in terms of operations, manpower and technology, and create a more effective organisation
structure. Steps included:
• Group interviews with each department in Abu Dhabi and Al Ain to compare gaps in both regions
• Data collection on current employee numbers and on-site observation of key business processes
• Analysis of core/non-core business and operational inefficiencies corresponding to business volume
• Recommendations for manpower numbers in terms of core business and technical expertise
• Recommendations for outsourcing non core business and technology for process improvement
• Restructure of Agriculture Sector’s core business and corporate services with manpower needs
Abu Dhabi Accountability Authority (adaa.gov.ae)
April 2009-July 2009, Abu Dhabi, UAE
HR-Strategic Competency Framework
Designing of an organisation-wide competency framework for 4 (four) technical service lines and 4 (four)
internal support departments. The framework included Core, Technical, Personal, and Administrative
competencies across 10 (ten) industry-specific job roles ranging from ‘Associate’ to ‘Executive Director’.
The final deliverable included competency clusters, competency behaviours, and level of each behaviour
required for each job role. The approach:
• Facilitating 2 (two) focus groups of top management to uncover core organisational competencies
• Facilitating 8 (eight) focus groups of high-performers for each service to uncover key behaviours
• Reviewing competency behaviours for each service in interviews with Heads of Departments
• Determining competency behaviour levels based on the Institute of Internal Auditors (IIA) model
• Writing a Competency Guide explaining the framework and its use within the HR strategy
TECOM Investments (tecompearlawards.com)
December 2008-April 2009, Dubai, UAE
The TECOM Pearl Awards 2008
Official Assessor and Project Manager for the first annual TECOM Pearl Awards, responsible for supervising
and answering queries regarding scoring process and coordinating duties of the 9-member assessor team,
ensuring consistency in all assessors’ feedback of strengths / areas for improvement given to each
applicant, verifying nominees / winners of 10 awards, and recommending steps for managing future
awards and ceremonies. Project accountabilities included:
• Developing award categories and specific set of criteria for each award
• Managing 145 award submissions and supporting documents from 83 TECOM companies
• Assessing award submissions for Innovation, CSR, and Customer Service award categories
• Planning and conducting site-visits to all shortlisted nominees to verify their submissions
• Writing reports on all winners to justify their award for presentation to the Pearl Award Jury
Dubai Properties Group (dubai-properties.ae)
September 2008-December 2008, Dubai, UAE
Dubai Human Development Award Submission
5. !!!!!!!!!!!!!!!!!!!!!Consulting!Portfolio!of!Ms.!Mubeena!Mohammed!
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Compiling and authoring the organisation’s official submission for the Dubai Human Development Award
(DHDA), given for outstanding achievement in the development of UAE National employees. Steps
included executing a Gap Analysis, creating a roadmap and action plan to cover gaps, and writing the
25-page submission document tailored to the Client’s preferred style and based on the RADAR™ model.
Key project activities are as follows:
• Presentation of the DHDA Award criteria to all Department Heads in the organisation
• Individual meetings with criteria owners including Group CEO to collect evidence, examples, stories
• Gap Analysis in terms of additional evidence the organisation requires to satisfy award criteria
• Facilitation of 2 group workshops for feedback on submission draft and to brainstorm actions
• Writing at least 6 drafts of the submission document, discussed word for word during on-site visits
Nakheel (nakheel.com)
September 2007-August 2008, Dubai, UAE
Corporate Intranet Knowledge Management
Facilitation of focus groups and individual interviews of top level management of the organisation
comprising of the CEO, Division Heads, and Business Unit Heads to uncover gaps in information
communication, examining business processes and authority lines. The key goal was to conduct an
Information Audit to assess what information is valuable for the organisation, how it is used, who owns it,
and where it is transferred. The following deliverables are target results from this initiative:
• Information Map, i.e. a flowchart-type representation of information flow covering top
management
• Identification of information and knowledge gaps
• Format and layout of organisation-wide online intranet based on results of audit
• Knowledge Management / Corporate Information Usage Strategy for Corporate Intranet
• Process steps for subsequent phases of the Information Audit to cover lower organisational levels
Philips (philips.com)
January 2008-March 2008, Dubai, UAE
Employee Engagement Study
Design and execution of 43 individual interviews of a large division of the organisation. The purpose was to
uncover sources of satisfaction, level of employee motivation, and changes required in HR Systems such as
compensation and departmental communication processes. Prioritization of organisational issues and
structured interview tools were designed in a joint effort with an internal group representing the division.
The initiative entailed the following steps:
• In-depth study of the organisation’s goals, structure, and functions of the relevant division
• Study of the job descriptions of all 43 participants of the interview study
• Designing the customized structured interview tool based on priority issues with an internal team
• Conducting one-on-one interviews confidentially and anonymously for 1.5 hours each
• Interpreting results and creating future change plans with the CFO and Regional HR Director
Kraft Foods, EEMA (krafteurope.com)
July 2007-November 2007, Vienna, Austria
Employee Satisfaction Study
6. !!!!!!!!!!!!!!!!!!!!!Consulting!Portfolio!of!Ms.!Mubeena!Mohammed!
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Facilitation of focus groups to uncover sources for low employee satisfaction scores among marketing
professionals in the Eastern Europe and Middle East (EEMA) region. Primary responsibilities were to narrow
down on key priority issues affecting employee satisfaction in the organisation, and guide focus group
moderators in Ukraine, Russia, Romania, and the GCC to elicit feedback on those priority organisational
issues. These deliverables were required during this effort:
• Agenda for focus group sessions in Ukraine, Russia, Romania, and GCC
• Moderation Guidelines on effective group facilitation for focus group moderators
• Meetings with moderators to go over agenda, guidelines, and objectives of the focus group
• Probing moderators during sessions via web conferencing and recording participant responses
• Post-session assessment reviews with all group moderators to analyze participant feedback
• Focus Group Study Report outlining results of key themes and suggestions for improvement
Dubai Educational Council, Government of Dubai (dec.gov.ae)
April 2007-May 2007, Dubai, UAE
Job Analysis for Employee Selection
Creation and development of job descriptions and analyses for 20 (twenty) new departmental positions
without actual jobholders. The mission was to generate an accurate and realistic job preview for
employees that were yet to be selected, and align the responsibilities with competencies created for each
position. These milestones were achieved in this effort:
• Studying the nature of the new positions, and assessing their fit in the overall organisation structure
• Facilitating department heads to re-evaluate content and titles of new jobs based on department
goals
• Creating an original job description format to incorporate competencies required for each job
• Documenting job descriptions based on changes to the structure and content of new jobs
• Ensuring the alignment of new jobs to assessment centres created to validate employee selection
ETA Mechanical and Engineering (etamne.com)
August 2006-December 2006, Dubai, UAE
Job Descriptions for Dubai Quality Award
Documentation of job descriptions for 80 (eighty) technical positions within the Mechanical & Engineering
Division of the company. The primary goal of the exercise is to positively exceed criteria for the Dubai
Quality Award (DQA). The Focus Group method was conceived to elicit relevant job data. The following
are steps undertaken in this effort:
• Derivation of Job Description elements based on study of the DQA criteria
• Customizing the Job Description design in line with strategic Human Resources objectives
• Designing a structured and strategic Focus Group session agenda
• Facilitating focus groups to acquire essential, specific, and relevant information about job positions
• Documenting each position in terms of key elements that describe its scope, impact and results
Federal Foods (federalfoods.com) *
December 2005-April 2006, Dubai, UAE
Business Process and Organisational Re-Structuring
7. !!!!!!!!!!!!!!!!!!!!!Consulting!Portfolio!of!Ms.!Mubeena!Mohammed!
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A Positive Whole-System Transformation (WST) effort that involved intense facilitation of the top team in the
company. The project involved generating ideas from structured interview process from within all sections
of the organisation, and using this data to design a transformational 3-day offsite meeting that ensured a
paradigm shift for the organisation. The change resulted in re-organizing business units and processes to
achieve higher quality and efficiency for the organisation. The following milestones were achieved leading
to the success of the effort:
• Creating an organisational assessment tool
• Conducting an organisational analysis of core issues
• Co-creating a detailed 3-day offsite retreat agenda with a Planning Team
• Facilitating the transformational offsite and recording specific action plans during this event
*Mentored by Roland Sullivan, Editor of Practicing Organisation Development: A Guide for Leading
Change, 4th Edition (Wiley, 2014)
SHORTOTERM$ASSIGNMENTS$
Date Client Scope of Work
Feb 14 –
May 14
FIMX Engineering
(www.fimx.ae)
Organisation structure for expanding nature of business and
department structures
Nov 12 –
Dec 12
Jobscan
(www.jobscan.ae)
Consulting in the areas of leadership coaching, small business growth
strategy for 2013, employee interviews for performance management.
Sep 08 –
Sep 08
Ashridge Leadership
Institute
Life Coach for Ashridge Leadership program, one-on-one coaching
with participants in the 5-day Leadership Development program
organised by the Ashridge Institute.
Nov 08 –
Dec 08
Al Fara’a Group
(alfaraa.com)
Gap Analysis presentations for 3 Companies of the Group, and 1 unified
presentation for the Group General Manager comparing strengths and
areas for improvement for each Company based on criteria for the
Dubai Quality Award (DQA).
Jun 06 –
Jul 06
Panasonic Avionics
(panasonic.aero)
Creating the organisation’s Human Resources Policies and Procedures
manual document based on basic review of policies, adhering to UAE
Labour Law requirements.