Mustafa Ahmed Shaheen is seeking a career opportunity in human resources. He has over 10 years of experience in HR roles including HR supervisor, HR assistant manager, and senior HR specialist. He is proficient in Microsoft Office, Oracle, payroll systems, and has strong communication, organization, and problem solving skills.
Recruitment is the process of finding and hiring qualified candidates to fill job vacancies. It is a critical process for business success. The document outlines the steps in recruitment including planning, identifying sources, contacting sources, application review, selection, and evaluation. Factors like business needs, internal promotion, workload can drive recruitment. Both internal and external recruitment are discussed along with their advantages and disadvantages.
The document discusses recruitment and job search. It defines recruitment as the process of searching for and attracting candidates for employment. The document outlines the objectives of understanding recruitment, factors that affect it, and methods used. It then details topics like defining recruitment, factors influencing it like internal policies and external market forces, and internal methods such as transfers and promotions versus external methods. The purpose is to provide an overview of recruitment and how organizations can effectively identify and hire qualified candidates.
Recruitment refers to the process of finding and attracting job applicants. It is affected by both internal factors an organization can control, like its recruitment policies and human resource planning, as well as external factors outside its control, like the labor market and political environment. The recruitment process typically involves identifying a vacancy, developing a job description, locating candidates from sources like employee referrals, job boards, or colleges, screening applicants, interviewing candidates, and making a hiring decision.
The document discusses the recruitment process, including defining recruitment, its importance and purposes, factors affecting recruitment, sources of recruitment, and challenges. It outlines the key steps in recruitment as identifying vacancies, developing job descriptions and specifications, devising recruitment strategies, searching for and screening candidates, evaluating candidates, and selecting and hiring the best candidate. Recruitment strategies include using internal sources like promotions and transfers or external sources like advertisements. The success of recruitment depends on both internal organizational factors and external market forces.
The document discusses the recruitment and selection process at organizations. It describes the key steps in recruitment, which include searching for and attracting job applicants. Selection involves evaluating applicants' qualifications to determine their suitability. The document outlines factors that influence recruitment, such as a company's size and policies. It also lists common sources for finding applicants, like current employees or job advertisements. The selection process typically involves preliminary interviews, tests, employment interviews, background checks, and making a job offer. The document provides an example of recruitment and selection practices at the IT company Wipro, including how they determine hiring needs and conduct the selection process.
Human: Thank you for providing the summary. You captured the key details about recruitment and selection processes
The document discusses recruitment and selection processes. It describes recruitment as generating a pool of job applicants, while selection is choosing candidates most likely to succeed using specific instruments. Effective manpower planning involves having the right number and type of people with the right skills in the right roles. Selection methods can include interviews, testing, and assessments to evaluate candidates. The key is choosing valid and reliable methods suitable for the position and organization.
Get original HRM assignment help on goals of employee selection and recruitment and selection assignment help by Australian human resource experts.
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The document discusses recruitment and selection. Recruitment involves generating a pool of qualified job applicants, either internally through promotion, transfer, etc. or externally through advertising, agencies, etc. Selection is the process of choosing candidates that are the best match based on factors like skills, experience, interests, and personality. The key steps in selection are preliminary interview, application screening, tests, interviews, reference checks, medical exams, and final selection.
Recruitment is the process of finding and hiring qualified candidates to fill job vacancies. It is a critical process for business success. The document outlines the steps in recruitment including planning, identifying sources, contacting sources, application review, selection, and evaluation. Factors like business needs, internal promotion, workload can drive recruitment. Both internal and external recruitment are discussed along with their advantages and disadvantages.
The document discusses recruitment and job search. It defines recruitment as the process of searching for and attracting candidates for employment. The document outlines the objectives of understanding recruitment, factors that affect it, and methods used. It then details topics like defining recruitment, factors influencing it like internal policies and external market forces, and internal methods such as transfers and promotions versus external methods. The purpose is to provide an overview of recruitment and how organizations can effectively identify and hire qualified candidates.
Recruitment refers to the process of finding and attracting job applicants. It is affected by both internal factors an organization can control, like its recruitment policies and human resource planning, as well as external factors outside its control, like the labor market and political environment. The recruitment process typically involves identifying a vacancy, developing a job description, locating candidates from sources like employee referrals, job boards, or colleges, screening applicants, interviewing candidates, and making a hiring decision.
The document discusses the recruitment process, including defining recruitment, its importance and purposes, factors affecting recruitment, sources of recruitment, and challenges. It outlines the key steps in recruitment as identifying vacancies, developing job descriptions and specifications, devising recruitment strategies, searching for and screening candidates, evaluating candidates, and selecting and hiring the best candidate. Recruitment strategies include using internal sources like promotions and transfers or external sources like advertisements. The success of recruitment depends on both internal organizational factors and external market forces.
The document discusses the recruitment and selection process at organizations. It describes the key steps in recruitment, which include searching for and attracting job applicants. Selection involves evaluating applicants' qualifications to determine their suitability. The document outlines factors that influence recruitment, such as a company's size and policies. It also lists common sources for finding applicants, like current employees or job advertisements. The selection process typically involves preliminary interviews, tests, employment interviews, background checks, and making a job offer. The document provides an example of recruitment and selection practices at the IT company Wipro, including how they determine hiring needs and conduct the selection process.
Human: Thank you for providing the summary. You captured the key details about recruitment and selection processes
The document discusses recruitment and selection processes. It describes recruitment as generating a pool of job applicants, while selection is choosing candidates most likely to succeed using specific instruments. Effective manpower planning involves having the right number and type of people with the right skills in the right roles. Selection methods can include interviews, testing, and assessments to evaluate candidates. The key is choosing valid and reliable methods suitable for the position and organization.
Get original HRM assignment help on goals of employee selection and recruitment and selection assignment help by Australian human resource experts.
Company Name: Assignment Help Experts
Email: info@assignmenthelpexperts.com
Phone: +61 390 881 335 or +1-877 839 9989
Country: Australia
Website: https://www.assignmenthelpexperts.com/
The document discusses recruitment and selection. Recruitment involves generating a pool of qualified job applicants, either internally through promotion, transfer, etc. or externally through advertising, agencies, etc. Selection is the process of choosing candidates that are the best match based on factors like skills, experience, interests, and personality. The key steps in selection are preliminary interview, application screening, tests, interviews, reference checks, medical exams, and final selection.
Join Kevin Nye as he explains how best to build a strong and qualified candidate pool. In this 30 minute presentation, Kevin will cover where and how you should advertise, and how best to track your return on each individual job.
Recruitment, training and human resources for blogPatrick Rubix
The human resources department is responsible for many tasks beyond just recruitment and selection. These include ensuring employees are properly trained, complying with health and safety laws, handling redundancies and dismissals, managing communication between management and employees, developing compensation and benefit policies, and carrying out the full recruitment process from job analysis to selecting candidates. The recruitment process involves analyzing jobs, writing job descriptions and person specifications, advertising positions internally or externally, screening applicants, interviewing candidates, and ultimately filling vacancies.
This curriculum vitae outlines Heba Mohsen Refaie Ibrahim's experience in human resources. She has over 10 years of experience in HR roles, including establishing HR departments from scratch and developing HR practices. Her most recent role is as an HR Specialist at Oteena, where she handles personnel, recruitment, training, compensation and benefits, and strategic HR management. She has a Bachelor's degree in Accounting from Cairo University and is fluent in English and French with strong computer skills.
I look for a job in line with Efficiency and my skills and my experiences and my responsibilities is to be the real goal of achieving the results are satisfactory and work to change the human resources staff performance track to achieve the goals and raise the efficiency of the human resources staff to identify the human resources and development capabilities.
This document discusses employee recruitment and provides guidance on effective recruitment strategies. It outlines five key steps for recruiting: 1) Know the job details; 2) Decide which labour market to target - internal or external; 3) Choose recruitment methods to reach the target market; 4) Plan and execute a recruitment campaign; 5) Evaluate results and apply lessons to future campaigns. Specific recruitment methods covered include internal job postings, manager nominations, succession planning to develop internal candidates, and utilizing employee referrals. The goal of recruitment is to attract qualified candidates while minimizing costs and time to hire.
Hi Friends
This is supa bouy
I am a mentor, Friend for all Management Aspirants, Any query related to anything in Management, Do write me @ supabuoy@gmail.com.
I will try to assist the best way I can.
Cheers to lyf…!!!
Supa Bouy
The document outlines a proposed recruitment policy for Enter that includes 3 phases: 1) Job Requisition which defines the job description and requirements using a Job Description form. 2) Recruitment Cycle which states the interview process and rounds using Interview Panel and Mode of Selection forms. 3) Recruitment Process which is the active sourcing, shortlisting, interviewing and offering process using Candidate Details, Candidates Tracker, and Interview Evaluation forms.
The document discusses recruitment and selection procedures for supervisors in the hospitality industry. It describes how supervisors work with HR to recruit employees, both internally and externally. It provides advantages and disadvantages of internal and external recruiting. It also outlines the duties of HR staff and provides examples of tools used in recruitment like job descriptions, specifications, and alternative work schedules. Interview questions are discussed, differentiating between open-ended and closed-ended questions. Categories of questions to avoid in interviews are also listed.
The document discusses internal and external sources of recruitment for organizations. Internal recruitment sources include promotions, transfers, internal advertisements, recalling retired managers or those on long leave. It provides benefits like being time-saving, economical, and motivating existing employees. However, it offers limited choice and can promote favoritism. External sources provide a large pool of applicants but are more costly and time-consuming than internal sources. They allow fresh talent and market conditions to be exploited.
The document discusses recruitment, including defining it as the process of searching for prospective employees and stimulating them to apply. It outlines the objectives of recruitment such as attracting skilled candidates and developing an attractive organizational culture. The recruitment process, factors affecting recruitment, sources of recruitment (internal and external), methods of recruitment, and modern recruitment techniques and sources are also summarized.
The document outlines Ninja Partners Inc.'s recruitment and selection process, which consists of 7 key elements: identifying hiring needs, preparing job descriptions, sourcing and advertising vacancies, screening and shortlisting applicants, testing and interviewing candidates, finalizing and approving offers, and onboarding new hires. It describes the company's employment classifications, sources of recruitment both internal and external, selection methods including testing, information gathering, and structured interviews, and provides a step-by-step overview of the recruitment process from sourcing to onboarding.
The document discusses recruitment trends in India for 2013. It outlines the evolution of hiring from traditional (Hiring 1.0) to more modern, strategic approaches (Hiring 3.0) that incorporate social media, but notes that 90% of Indian recruiters still rely on older methods. Statistics show workforce demand increasing 35% but supply only 21%, indicating a need for more qualified recruits. Key trends for 2013 include upgrading hiring methods, using social media strategies more effectively, focusing on developing an employable talent pool, and having recruiters serve as business partners providing advice to management.
This document outlines the recruitment policy and procedures of the University of Derby. It aims to recruit staff with the necessary skills to fulfill the university's objectives in a fair and effective manner consistent with equality and diversity policies. The key steps of the recruitment process include justification for recruitment, filling the vacancy, advertising, candidate selection including shortlisting and interviews, making an appointment offer, maintaining confidentiality, and monitoring equality and diversity statistics. Interview panels must consider all candidates equally and document their selection process.
This document discusses various aspects of the recruitment process, including defining recruitment, outlining the typical steps such as developing job requisitions and identifying candidates. It also examines recruitment policy, the options for centralized vs decentralized recruitment organization, sources of recruitment including internal and external options, and common methods like referrals, employment agencies, and advertising. The goal is to provide an overview of establishing an effective process for attracting qualified candidates to fill open positions.
This chapter discusses recruitment and selection processes. It covers strategic recruitment decisions including internal and external sources. Recruitment goals are to attract qualified applicants while encouraging unqualified ones to self-select out. Selection criteria include education, experience, skills and personality. Selection methods evaluated are testing, information gathering and interviewing. Common interview mistakes like biases are also discussed. The chapter aims to help understand recruitment and selection and design effective processes.
The document discusses recruitment, which is defined as the process of searching for prospective employees and encouraging them to apply for jobs. It covers the purpose and importance of recruitment, which includes determining staffing needs, increasing the candidate pool, and reducing turnover. Sources of recruitment include internal options like current employees or external options like advertisements. Methods of contacting candidates include direct recruitment like campus recruiting or indirect recruitment through ads. The recruitment process involves planning, contacting sources, building an applicant pool, and selecting candidates. The recruitment policy and process are then evaluated based on objectives, costs, and effectiveness.
The document discusses using competency-based approaches in human resource management practices like recruitment, selection, performance management, and development. It recommends linking competency specifications to these practices to improve clarity, assessment, data collection, and compatibility between job needs and employee skills. Competency frameworks can balance targets and behaviors in appraisal, accommodate different job levels, and drive selection, induction, reward, role requirements, and people insights across HR functions.
Sherine Selim is seeking employment in an environmental or human resources field. She has over 15 years of experience in human resources roles. Currently, she is an HR Assistant Manager at Nissan Motor Egypt where she performs various recruiting, employee engagement, and administrative duties. Previously, she held HR business partner and manager roles at other automotive and medical companies in Egypt and Kuwait. Her experiences include recruiting, benefits administration, employee relations, and project management. She has strong skills in HR management, communication, and labor law knowledge.
Janet Castillo is seeking a challenging position that utilizes her 15 years of experience in customer service, public relations, and staffing. She has excellent communication and organizational skills. Her resume highlights experience interviewing and placing candidates as a senior staffing specialist and recruiter.
Teresa Simpkins has over 30 years of experience in human resources, payroll, accounting, and administrative roles. She has worked for companies in engineering, construction, executive search, and insurance. Her experience includes managing multi-million dollar payrolls, benefits administration, accounting functions, and training new employees. She has a BBA in Human Resources Management from Strayer University and technical college diplomas in office technologies and finance.
Join Kevin Nye as he explains how best to build a strong and qualified candidate pool. In this 30 minute presentation, Kevin will cover where and how you should advertise, and how best to track your return on each individual job.
Recruitment, training and human resources for blogPatrick Rubix
The human resources department is responsible for many tasks beyond just recruitment and selection. These include ensuring employees are properly trained, complying with health and safety laws, handling redundancies and dismissals, managing communication between management and employees, developing compensation and benefit policies, and carrying out the full recruitment process from job analysis to selecting candidates. The recruitment process involves analyzing jobs, writing job descriptions and person specifications, advertising positions internally or externally, screening applicants, interviewing candidates, and ultimately filling vacancies.
This curriculum vitae outlines Heba Mohsen Refaie Ibrahim's experience in human resources. She has over 10 years of experience in HR roles, including establishing HR departments from scratch and developing HR practices. Her most recent role is as an HR Specialist at Oteena, where she handles personnel, recruitment, training, compensation and benefits, and strategic HR management. She has a Bachelor's degree in Accounting from Cairo University and is fluent in English and French with strong computer skills.
I look for a job in line with Efficiency and my skills and my experiences and my responsibilities is to be the real goal of achieving the results are satisfactory and work to change the human resources staff performance track to achieve the goals and raise the efficiency of the human resources staff to identify the human resources and development capabilities.
This document discusses employee recruitment and provides guidance on effective recruitment strategies. It outlines five key steps for recruiting: 1) Know the job details; 2) Decide which labour market to target - internal or external; 3) Choose recruitment methods to reach the target market; 4) Plan and execute a recruitment campaign; 5) Evaluate results and apply lessons to future campaigns. Specific recruitment methods covered include internal job postings, manager nominations, succession planning to develop internal candidates, and utilizing employee referrals. The goal of recruitment is to attract qualified candidates while minimizing costs and time to hire.
Hi Friends
This is supa bouy
I am a mentor, Friend for all Management Aspirants, Any query related to anything in Management, Do write me @ supabuoy@gmail.com.
I will try to assist the best way I can.
Cheers to lyf…!!!
Supa Bouy
The document outlines a proposed recruitment policy for Enter that includes 3 phases: 1) Job Requisition which defines the job description and requirements using a Job Description form. 2) Recruitment Cycle which states the interview process and rounds using Interview Panel and Mode of Selection forms. 3) Recruitment Process which is the active sourcing, shortlisting, interviewing and offering process using Candidate Details, Candidates Tracker, and Interview Evaluation forms.
The document discusses recruitment and selection procedures for supervisors in the hospitality industry. It describes how supervisors work with HR to recruit employees, both internally and externally. It provides advantages and disadvantages of internal and external recruiting. It also outlines the duties of HR staff and provides examples of tools used in recruitment like job descriptions, specifications, and alternative work schedules. Interview questions are discussed, differentiating between open-ended and closed-ended questions. Categories of questions to avoid in interviews are also listed.
The document discusses internal and external sources of recruitment for organizations. Internal recruitment sources include promotions, transfers, internal advertisements, recalling retired managers or those on long leave. It provides benefits like being time-saving, economical, and motivating existing employees. However, it offers limited choice and can promote favoritism. External sources provide a large pool of applicants but are more costly and time-consuming than internal sources. They allow fresh talent and market conditions to be exploited.
The document discusses recruitment, including defining it as the process of searching for prospective employees and stimulating them to apply. It outlines the objectives of recruitment such as attracting skilled candidates and developing an attractive organizational culture. The recruitment process, factors affecting recruitment, sources of recruitment (internal and external), methods of recruitment, and modern recruitment techniques and sources are also summarized.
The document outlines Ninja Partners Inc.'s recruitment and selection process, which consists of 7 key elements: identifying hiring needs, preparing job descriptions, sourcing and advertising vacancies, screening and shortlisting applicants, testing and interviewing candidates, finalizing and approving offers, and onboarding new hires. It describes the company's employment classifications, sources of recruitment both internal and external, selection methods including testing, information gathering, and structured interviews, and provides a step-by-step overview of the recruitment process from sourcing to onboarding.
The document discusses recruitment trends in India for 2013. It outlines the evolution of hiring from traditional (Hiring 1.0) to more modern, strategic approaches (Hiring 3.0) that incorporate social media, but notes that 90% of Indian recruiters still rely on older methods. Statistics show workforce demand increasing 35% but supply only 21%, indicating a need for more qualified recruits. Key trends for 2013 include upgrading hiring methods, using social media strategies more effectively, focusing on developing an employable talent pool, and having recruiters serve as business partners providing advice to management.
This document outlines the recruitment policy and procedures of the University of Derby. It aims to recruit staff with the necessary skills to fulfill the university's objectives in a fair and effective manner consistent with equality and diversity policies. The key steps of the recruitment process include justification for recruitment, filling the vacancy, advertising, candidate selection including shortlisting and interviews, making an appointment offer, maintaining confidentiality, and monitoring equality and diversity statistics. Interview panels must consider all candidates equally and document their selection process.
This document discusses various aspects of the recruitment process, including defining recruitment, outlining the typical steps such as developing job requisitions and identifying candidates. It also examines recruitment policy, the options for centralized vs decentralized recruitment organization, sources of recruitment including internal and external options, and common methods like referrals, employment agencies, and advertising. The goal is to provide an overview of establishing an effective process for attracting qualified candidates to fill open positions.
This chapter discusses recruitment and selection processes. It covers strategic recruitment decisions including internal and external sources. Recruitment goals are to attract qualified applicants while encouraging unqualified ones to self-select out. Selection criteria include education, experience, skills and personality. Selection methods evaluated are testing, information gathering and interviewing. Common interview mistakes like biases are also discussed. The chapter aims to help understand recruitment and selection and design effective processes.
The document discusses recruitment, which is defined as the process of searching for prospective employees and encouraging them to apply for jobs. It covers the purpose and importance of recruitment, which includes determining staffing needs, increasing the candidate pool, and reducing turnover. Sources of recruitment include internal options like current employees or external options like advertisements. Methods of contacting candidates include direct recruitment like campus recruiting or indirect recruitment through ads. The recruitment process involves planning, contacting sources, building an applicant pool, and selecting candidates. The recruitment policy and process are then evaluated based on objectives, costs, and effectiveness.
The document discusses using competency-based approaches in human resource management practices like recruitment, selection, performance management, and development. It recommends linking competency specifications to these practices to improve clarity, assessment, data collection, and compatibility between job needs and employee skills. Competency frameworks can balance targets and behaviors in appraisal, accommodate different job levels, and drive selection, induction, reward, role requirements, and people insights across HR functions.
Sherine Selim is seeking employment in an environmental or human resources field. She has over 15 years of experience in human resources roles. Currently, she is an HR Assistant Manager at Nissan Motor Egypt where she performs various recruiting, employee engagement, and administrative duties. Previously, she held HR business partner and manager roles at other automotive and medical companies in Egypt and Kuwait. Her experiences include recruiting, benefits administration, employee relations, and project management. She has strong skills in HR management, communication, and labor law knowledge.
Janet Castillo is seeking a challenging position that utilizes her 15 years of experience in customer service, public relations, and staffing. She has excellent communication and organizational skills. Her resume highlights experience interviewing and placing candidates as a senior staffing specialist and recruiter.
Teresa Simpkins has over 30 years of experience in human resources, payroll, accounting, and administrative roles. She has worked for companies in engineering, construction, executive search, and insurance. Her experience includes managing multi-million dollar payrolls, benefits administration, accounting functions, and training new employees. She has a BBA in Human Resources Management from Strayer University and technical college diplomas in office technologies and finance.
Eslam Adel Taha is seeking a position in human resources with a reputable organization. He has over 5 years of experience in HR and recruitment. Currently he works as an HR/Talent Acquisition Specialist at Evo Business Solutions where he is responsible for recruitment duties like screening resumes, coordinating interviews, and reporting progress. Previously he held HR roles at Spinneys Egypt and Merge Recruitment Agency. Eslam has a bachelor's degree from Helwan University and various training in areas like compensation, personnel management, and HR.
Khozema Dhorajiwala is a human resources specialist with over 5 years of experience in Qatar. He has a background in recruiting, payroll, benefits administration, and employee relations. Currently he works as an HR specialist for Triple Star Trading WLL in Doha, where his responsibilities include recruiting, training staff, conducting background checks, maintaining payroll, and assisting employees. Prior to his current role, he worked as a web guide in India helping customers and coordinating video conferences and gaming tournaments. He is proficient in HR systems and software like Tally and Focus, and has strong organizational, planning, and communication skills.
Jessica Rodríguez is a psychologist based in Atlanta, GA seeking opportunities in clinical or organizational psychology. She has a bachelor's degree in psychology from Universidad del Valle in Colombia and is a native Spanish speaker with intermediate English skills. Her experience includes working as an assistant teacher in Atlanta teaching Spanish language skills and working in human resources roles in Colombia conducting interviews, evaluations, and managing applicant tracking systems. She has strong communication skills in public speaking, writing, and presentation in both Spanish and English.
Joan M. Hertha Smith has over 30 years of experience in accounting, food service coordination, customer service, and administrative roles. She seeks a position that utilizes her skills and offers opportunities for advancement. Her experience includes roles as an accounting clerk, food service coordinator, sales representative, and office manager.
Erma Coleman has over 15 years of experience providing patient support and care coordination at the University of Illinois in Chicago. She has advanced from roles like patient service specialist, ambulatory care assistant, and unit clerk. Her skills include greeting patients, obtaining information for admission, providing comprehensive support from pre-admission to discharge, handling billing and collections, and managing patient records with attention to detail. She is recognized for her strong communication, discretion, and ability to support both patients and their families during times of crisis.
Maribel Salgado is seeking a position as a Compliance Analyst or Contract Administrator where she can utilize her experience in contract administration, database management, and analytical skills. She has over 15 years of experience in contract management roles for various companies, where she was responsible for tasks such as recording agreements, ensuring compliance, managing accounts, and providing customer support. Her resume demonstrates strong skills in contract administration, databases, analysis, and customer service.
Wayne Heusel has over 15 years of experience in finance. He has strong skills in financial analysis, modeling, budgeting, and business planning. He has held roles managing budgets, analyzing financial statements, and conducting risk analysis for companies across several industries. He effectively communicates analysis and recommendations to management.
Stephen Brumfield has over 30 years of experience in human resources and payroll management. He has worked for the Department of Veteran Affairs, Department of the Army, Department of the Navy, and US Marine Corps in roles such as HR Specialist, Lead HR Specialist, and Payroll Liaison Officer. Brumfield has extensive experience maintaining personnel files, coordinating benefits and timekeeping, reviewing and processing payroll, and accounting and auditing responsibilities. He also has housekeeping experience from his time in the Marine Corps. Brumfield holds a high school diploma and has received training in HR, federal pay systems, classification, staffing, Oracle, and other areas.
Iyad Almassou is seeking a position that utilizes his skills in customer service, problem solving, and data analysis. He has a Associate's Degree in Mechanical Engineering and experience as an Associate Investigator at Axalta Coating Systems, where he prepared pigment dispersions, coating formulations, and maintained experimental records. Prior to that, he was a manager at Seasons Pizza and a detailer/mechanic at Getty's Gas Stations. He is fluent in English and Arabic and has advanced welding and Microsoft Office skills.
The document provides details about Pushpendra Kumar's skills and experience. He has over 5 years of experience working with big data technologies like Hadoop, Spark, HDFS and Hive. He has expertise in writing MapReduce jobs, Pig scripts, and SQL queries. He has worked on projects for clients such as Banque de France, STMicroelectronics, Citi Bank, and Tangoe, developing applications using Java, Hibernate, Spring and other technologies. His roles included developing and enhancing applications, resolving technical issues, and requirements analysis.
Mohamed Ghermoul is a senior wellsite geologist with over 25 years of experience in oil and gas exploration, development, operations, geosteering, and wellsite geology. He has worked for major oil companies on projects in Canada, North Africa, the Middle East, and offshore locations. Ghermoul has expertise in well log interpretation, formation evaluation, reservoir characterization, and final well reporting.
Computer Skills
- VB.NET, SQL, Oracle and DBASE, and Unix.
-Networking: Wireless Networking, Ethernet , TCP/IP Protocol, IP Addressing and Microsoft Visio, IBM compatible computers
-Software/Operating System: MS SQL Server, Windows Enterprise Server, Microsoft
- Gubendran Lakshmanan has over 13 years of experience in IT with expertise in Java/J2EE, AWS cloud, big data, and distributed systems.
- He has extensive experience designing, developing, and implementing applications using technologies like Java, Spring, Hibernate, AWS, Hadoop, HDFS, HBase, and NoSQL databases.
- He has worked as a senior developer and technical lead on several projects in domains like online advertising, energy, and food automation.
Divakar G M is a human resources professional with over 7 years of experience managing HR operations, talent acquisition, statutory compliance, compensation and benefits, and employee relations. He is currently working as Manager of Human Resources and Administration at CMRS Group in Bangalore, India. Previously he has held HR roles at Schneider Electric, East India Technologies, and Aranis BPS. Divakar has expertise in areas such as payroll management, performance management, recruitment, training, and ensuring compliance with Indian labor laws. He aims to utilize his skills and adaptability to contribute value as a strategic HR partner.
Susha KS provides a summary of her experience and qualifications for human resources roles. She has over 10 years of experience in areas such as recruitment, training, performance management, and compensation. Her experience includes roles as an HR Executive, Recruitment Officer, and HR Assistant. She holds an MBA in Human Resource Management and a B.Com degree. Her skills include planning, decision making, communication, and knowledge of employment legislation.
This document is a curriculum vitae for Diago J. Lopes, who is currently seeking a position in human resources. He has over 5 years of experience in human resources, including his current role as HR Manager at Al Sharqi Shipping Co LLC in Dubai and previous role as Assistant HR Manager at Asp Ship & Crew Management India PVT LTD. He holds qualifications in commerce and has skills in areas such as recruitment, training, and policy development.
This document is a resume for Sherif Abd El-Hakem Zaki, seeking a managerial position in human resources. It summarizes his education, including an MBA and bachelor's degree in commerce. It also outlines his work experience, including current and past roles as an HR coordinator and section head. Finally, it lists his skills, training, and personal details to support his candidacy. The resume provides a comprehensive overview of Sherif's qualifications and experience in human resources management over several pages.
This document contains the resume of Mary Nancy, who is seeking a position as a Human Resources/Recruitment Officer. She has over 3 years of experience as an Assistant HR Officer at Hwashin Automotive India Private Ltd in Chennai, India. Her experiences includes responsibilities like employee recruitment and retention, benefits administration, payroll processing, and ensuring legal compliance with HR policies and procedures. She has an MBA in Human Resources from Anna University and is proficient in English, Tamil, and Telugu.
- Muhammad Kashif Ashfaq is a Pakistani national seeking employment as an HR Recruiter with over 7 years of experience in HR and administration roles in Saudi Arabia.
- He currently works as an HR Recruiter for PACE ARCHITECTURE ENGINEERING+ PLANNING in Riyadh, where his responsibilities include recruiting, onboarding, benefits administration, and employee relations.
- Prior to his current role, he held administrative and HR officer positions with DRAKE & SCULL INTERNATIONAL and SOLVE AGRIPAK in Pakistan, where he performed duties such as payroll administration, employee training, and recruitment.
The applicant, Reham Hesham, is applying for the position of HR Senior Advisor. She has over 5 years of experience in human resources, currently working as an HR Specialist for Daimler AG-Mercedes-Benz Egypt. She believes her education and experience in areas such as recruitment, training, benefits administration, and employee relations qualify her for the role. She is confident in her ability to build relationships and deliver results.
This document contains a summary of Tapan Kumar P's career experience and qualifications for an HR & Admin role. It outlines his 5.5 years of experience in areas such as recruitment, performance management, payroll, and training. It also lists his responsibilities in roles at various companies, which included tasks like conducting interviews, managing attendance and leave, processing payroll, and ensuring statutory compliance. Finally, it provides details of his education qualifications and technical skills.
This document is an HR professional's resume summarizing over 20 years of experience in HR and administration roles in the Middle East and India. The resume highlights the professional's experience managing HR functions such as recruitment, compensation, performance management, training, and employee relations for various companies in Saudi Arabia, the UAE, and India. It also lists the professional's qualifications including a master's degree in history and experience implementing HR systems like SAP. The resume is seeking an HR management or administration role for a growth-oriented organization.
Saiyed Masood Hasan is seeking a position in human resources with over 5 years of experience in recruitment, HR generalist work, and statutory compliance. He has held HR roles at Marriott International and AG8 Ventures Ltd, where he was responsible for tasks like recruitment, onboarding, payroll management, employee welfare, training, and ensuring compliance with labor laws. He has expertise in areas such as conducting interviews, managing employee databases, drafting policies, and administrative work. He is a results-oriented professional seeking to contribute his skills and learning to help organizations achieve their business goals.
The document outlines several HR initiatives to establish a strong foundation for the company's workforce and talent management. This includes creating job profiles and a company structure document, hiring key positions initially while planning for future growth, developing an information tracking system, establishing a salary structure, implementing a performance management system, setting up training and development processes, empowering employees, and ensuring continuous quality improvement. The goals are to analyze roles, plan resources effectively, retain talent, improve decision making, stay competitive on compensation, develop skills, encourage participation, and meet organizational objectives.
Atif Ali Farooqi's CV summarizes his experience in HR, operations management, and accounting roles over 25+ years. He currently works as an Operations Manager for Initial Service Group in Jeddah, Saudi Arabia, where his responsibilities include workforce scheduling, quality control, client relations, and ensuring operational objectives are met. Prior to this, he held roles such as HR Team Leader and Accounts Assistant. He has a Bachelor's degree in Commerce from Karachi University and is proficient in various computer programs.
Claudia Rojas has over 10 years of experience in talent acquisition and corporate recruiting. She has recruited for a variety of industries including logistics, transportation, and construction. Her experience includes sourcing candidates, screening applicants, interviewing, hiring, and onboarding new employees. Currently she works as a corporate recruiter for a logistics company where she supports over 50 sites nationwide and manages all aspects of the staffing and recruiting process.
Doaa Samir Mohamed is an experienced human resources specialist seeking a new position. She has over 10 years of experience in HR roles, including two years as a senior HR specialist at Weatherford International. She has expertise in recruitment, payroll, benefits administration, and training. Mohamed holds an HR diploma and certificates in areas such as labor law, social insurance law, and project management. She is proficient in HR software and office software.
Mohamed Ahmed Amin is applying for an HR position. He has over 5 years of experience in HR roles including recruitment, training, and performance management. He believes his skills and experience would be an asset to the company. He has a law degree and HR certifications. He is seeking a meeting to discuss how he can contribute to the organization.
Mohamed Ahmed Adel Shafey is seeking an HR position, preferably in recruitment. He has 8 years of experience in recruitment and human resources. Currently he is a Senior Recruitment Specialist at Lactalis - Halawa International for Dairy Products, where he is responsible for tasks like job posting, screening resumes, and interviewing. Previously he held recruitment roles at El-Araby Group and Rokn El-Bonyan Company. He has a Bachelor's degree in Accounting from Benha University and several training certificates.
The document provides a resume for Pritpal Singh, an experienced HR professional currently working as a Senior HR Executive/ER Analyst at Genpact India. It details his career objective, professional experience managing talent acquisition, employee relations, training and development, compensation and benefits, and performance management. Pritpal Singh holds an MBA in HR and has over 10 years of experience in various HR roles.
Pushpa Ullas is seeking a challenging position in human resources. She has over 4 years of experience in recruitment, onboarding, training, performance management, and employee engagement. Currently she is a Senior Executive of Human Resources at Xorail, where she handles all aspects of talent acquisition, training, compensation, and general administration. Previously she was an Assistant Department Manager at Pantaloons Retail, where she managed day-to-day operations and achieved sales targets. She holds a BBM in Human Resources from Presidency College of Management in Bangalore.
1. Pranab Banerjee is seeking a human resources management position where he can make an immediate contribution with his 6 years of professional experience in HR.
2. He currently works as the Deputy Manager of HR Operations at Peoplepower where he handles all HR activities and processes for the organization.
3. Previously he worked as an Assistant Manager and Senior Consultant at Peoplepower for various clients, where he gained experience in recruitment, performance management, employee relations, and policy development.
1. 1[Date]
Mustafa Ahmed Shaheen
Address: Al-Ahram Gradens - First Gate - Haram - Giza.
Cellphone: 01000002886
Email: mustafa.shaheen.82@hotmail.com
Objective:
Seeking a challenging career opportunity in a well-known corporation, where my skills can be utilized and
further developed. I believe I will be able to add value to your esteemed firm through my university
knowledge as well as my interpersonal skills.
Education:
March 2016, “RITI” HR Diploma.
Faculty of Commerce (English Section), Zagazig University (Banha Branch) "Cumulative Grade
61.5%, Major “Accounting” in fall 2004 (4 years).
Secondary Education: Om El Abtal Language School.
Workshop:
Fall 2016, Training Course Leadership for Managers at Dale Carnegie.
Fall 2016, Training Course How to Win Friends & Influence People at Dale Carnegie.
Fall 2009, Training course Introduction to Oil Industry at Weatherford.
Fall 2008, Training course TeamBuilding “Promises Promises” at Weatherford.
Work Experience:
Company: December 2015 – Present, Al Nadi Pharmacy Company.
Title: HR Supervisor.
Responsible for all HR & OD functions including: personnel, staffing & recruitment, training & development,
compensation & benefits, performance management, internal communication.
Follow-up employees attendance and personnel issues
Recruit, interview, test & select candidates to fill vacant positions.
Plan and conduct new employee orientation through Induction training and explaining to the new
employee his responsibilities to foster positive attitude toward Company goals.
Create new employee personnel data file.
Conduct job analysis and come out with the job description document.
Assist in the process improvement.
Collect training needs, prepare training plans & schedule internal training.
Resignation process "conduct exit meeting & discuss reasons for resignation"
Contribute to the success of HR department through performing any related tasks to HR requested
by his direct manager effectively and efficiently.
Design and setup HR Company’s policies and procedures.
Work Experience:
Company: July 2015 – November 2015, Johnson Control (3 months Project).
Title: HR Assistant Manager.
Compensation and benefits:
Monitoring staff’s compensation and benefits.
Implementing compensation processes: base payment, Commissions, Incentive programs,
deduction and annual payments.
2. 2[Date]
Maintaining employees’ records related to attendance, leaves, and transfers.
Following up employee’s credits concerning vacations, absences.
Updating employee’s files concerning their papers, insurance, job description, deals, and evaluation
performance.
Adding and removing the employees from the Social Insurance.
Preparing the Payroll sheet for final review and submission.
Recruitment and hiring process:
Scheduling new employees’ orientation.
Scanning resumes and interviewing selected candidates.
Creating and updating accurate interview forms for the new jobs.
Interpreting company’s policies, procedures, standards and regulations.
Preparing the contract and other hiring documents
Structuring:
Developing and implementing company policy.
Constructing clear structure for companies and shops.
Clearing employees’ Job Description and tasks.
Evaluating employee’ job performance.
Updating organization’s chart and collecting all departments’ procedures and manuals.
Training:
Planning long term plan needed for improving employee’s performance, in accordance with the
Market need and talented programs.
Work Experience:
Company: November 2014 – July 2015, Mobiserve.
Title: Senior HR Specialist.
Job Responsibilities:
Personnel:
Handling Social Insurance transactions
Updating daily employees’ database and files.
Handling the time attendance for the employees
Assisting in payroll preparation
Developing new personnel forms for approval
Follow up on the annual contract renewals
Preparing monthly reports; turnover, employee joiners & leavers, payroll analysis...etc.
Follow up on the completion of the required Hiring doc.
Having solid Knowledge of labor and social Insurance laws.
Recruitment:
Interviewing and hiring process.
Generate a pool of candidates by receiving resumes through various channels such as employment
fairs, database, etc. . . .
Screen & select the received resumes according to the Company’s approved Budget and selection
criteria.
Scheduling and conducting initial screening interviews for different business line positions.
Conduct competency-based interviews to assess the candidate's qualifications and competencies.
Assist and guide the candidates with the required Hiring documents & Medical Check-up transfers to
ensure that the corporate procedures are met.
Follow up on recruitment process with company's various departments.
Update all necessary reports.
Utilize the Internet for recruitment.
--Post positions to appropriate Internet sources.
3. 3[Date]
--Improve the company website recruiting page to assist in recruiting.
--Research new ways of using the Internet for recruitment.
--Use social and professional networking sites to identify and source candidates.
Company: February, 2012 – October 2014, DLA Matouk Bassiouny (is a part of DLA Piper
Group).
Title: Personnel and Payroll Specialist.
lities:biJob Responsi
Payroll Administration: Verify and input pay and data changes through calculating the variation in the
monthly salary components (deductions - bonuses - overtime - mobile - transportation allowances
…etc) to ensure that payroll database reflects current and accurate information.
Monitor employees’ database system by recording and updating hiring, resignations, transfers…etc,
in order to ensure accurate database.
Process and maintain personnel records and files by following up the employees’ credentials
completion and developing personnel files for new comers to ensure adherence to personnel filing
system.
Administer placement procedures by issuing employment contracts for newly hired according to
Labor Law and existing salary scale to guarantee both employee and company rights.
Follow up probation periods to proceed with termination if required.
Insurance procedures through delivering insurance check to Insurance Authority.
Administer termination procedures by exiting terminated employees out of the system and
accomplish required documents and make financial Settlement and papers to ensure updated and
accurate employee database.
Interviewing and recruitment procedures.
Assist in keeping employees / company informed of all changes in personnel policies and problems
and proposing solution to any complain if received.
Administer leave balance by receiving all leave requests, updating leave balance in the system, and
informing Management with available balance to enable them taking the right action.
Responsible for Attendance policy.
Interviewing and hiring process.
Develop a pool of qualified candidates in advance of need.
Research and recommend new sources for active and passive candidate recruiting.
Build networks to find qualified passive candidates.
Post openings in newspaper advertisements, with professional organizations, and in other position
appropriate venues.
Conduct regular follow-up with managers to determine the effectiveness of recruiting plans and
implementation.
Good Knowledge in Labor Law.
4. 4[Date]
Company: October, 2010 – January 2012, TIPOCO [Tiba for investment & petroleum
operations]
Title: HR Generalist.
Job Responsibilities:
Personnel:
Handling Social Insurance transactions
Updating daily employees’ database and files.
Handling the time attendance for the employees
Assisting in payroll preparation
Developing new personnel forms for approval
Follow up on the annual contract renewals
Preparing monthly reports; turnover, employee joiners & leavers, payroll analysis...etc.
Follow up on the completion of the required Hiring doc.
Having solid Knowledge of labor and social Insurance laws.
Payroll:
Calculate salary and overtime.
Prepare tax reports.
Update new hires and terminations in payroll system.
Payroll Administration: Verify and input pay and data changes through calculating the variation in the
monthly salary components (deductions - bonuses - overtime - mobile - transportation allowances
…etc) to ensure that payroll database reflects current and accurate information.
Monitor employees’ database system by recording and updating hiring, resignations, transfers…etc,
in order to ensure accurate database.
Recruitment:
Interviewing and hiring process.
Generate a pool of candidates by receiving resumes through various channels such as employment
fairs, database, etc. . . .
Screen & select the received resumes according to the Company’s approved Budget and selection
criteria.
Scheduling and conducting initial screening interviews for different business line positions.
Conduct competency-based interviews to assess the candidate's qualifications and competencies.
Assist and guide the candidates with the required Hiring documents & Medical Check-up transfers to
ensure that the corporate procedures are met.
Follow up on recruitment process with company's various departments.
Update all necessary reports.
Utilize the Internet for recruitment.
--Post positions to appropriate Internet sources.
--Improve the company website recruiting page to assist in recruiting.
--Research new ways of using the Internet for recruitment.
--Use social and professional networking sites to identify and source candidates.
Interviewing and recruitment procedures.
5. 5[Date]
Company: Jul 2006 – August 2010, Weatherford Petroleum services.
Last Title:Personnel and Payroll (HR).
Title:Next Three Years:Payroll (HR) .
Job Responsibilities:
Handling Social Insurance transactions
Updating daily employees’ database and files.
Handling the time attendance for the employees
Assisting in payroll preparation
Developing new personnel forms for approval
Follow up on the annual contract renewals
Preparing monthly reports; turnover, employee joiners & leavers, payroll analysis...etc.
Follow up on the completion of the required Hiring doc.
Having solid Knowledge of labor and social Insurance laws.
Calculate salary and overtime.
Prepare tax reports.
Update new hires and terminations in payroll system.
Payroll Administration: Verify and input pay and data changes through calculating the variation in the
monthly salary components (deductions - bonuses - overtime - mobile - transportation allowances
…etc) to ensure that payroll database reflects current and accurate information.
Monitor employees’ database system by recording and updating hiring, resignations, transfers…etc,
in order to ensure accurate database
Title:1st
year: payable accountant (AP).
Job Responsibilities:
Preparing the payroll sheet.
Review and verify invoices and check requests.
Sort, code and match invoices.
Set invoices up for payment.
Enter and upload invoices into system.
Track expenses and process expense reports.
Prepare and process electronic transfers and payments.
Prepare and perform check runs.
Post transactions to journals, ledgers and other records.
Reconcile accounts payable transactions.
Prepare analysis of accounts.
Monitor accounts to ensure payments are up to date.
Research and resolve invoice discrepancies and issues.
Maintain vendor files.
Correspond with vendors and respond to inquiries.
Produce monthly reports.
Assist with month end closing.
Personal Skills:
Computer Skills:
Proficient user of Microsoft Power Point
Proficient user of Microsoft Word
Proficient user of Microsoft Excel
Proficient user of Microsoft outlook
Proficient user of Internet facilities
Proficient user of Oracle
Proficient user of JD EDWARD Financial system.
6. 6[Date]
Language Skills:
Excellent command of both written and spoken Arabic & English language
French: Fair "written and spoken".
Communication Skills:
Self-motivated, ability to work under pressure,fast learner, ability to work in teams, Ability to learn new
technologies and sciences, good problem solving skills.
Disciplined, Creative, energetic, hard worker & very well organized.
Time Management, effective communication skills, creativity and multi-tasking.
Willingness to work in a multicultural environment.
Interacted and dealt with people from various cultural and educational backgrounds.
Gave several presentations to groups of students & professors.
Personal Information:
Date of Birth: 1/8/1982
Military Services: Exempted.
Nationality: Egyptian.
Marital Status: Married.
References are furnished upon request.