My more than 7 years managerial experience along with my Phd-HR made me intellectual human capital and causing competitive advantage for the organization, I believe hard working with interactive communication skill, employees empowerment, 360 degree performance appraisal. All of above would enhance the performance to achieve strategic aims of the organization. More over my personality, marvelous communication skill and confidence level(WITHIN THE SOCIAL NORMS) made me first choice for the employers.
Further More, I BELIEVE that HR department is the back bone of the organization which's not only develop the HR bank but also reduce employees turn over by intrinsic and extrinsic motivation and accurate bench marking of performance appraisal so that every employee must give priority to the high performance in the organization. I may not appreciate the nepotism or biased hiring procedures.
I must have to confess that in Pakistan HR departments are at very novice stage or at evolutionary stage, that's why sense of welfare/satisfaction of employees is still alien for the local organizations but we should understand that only satisfied employee would perform well ( in the presence of performance evaluation system).
I also believe that there must have the Job rotation, Job enrichment , Job enlargement for the employees or organizational GROWTH which is also helpful for on-job training , resultantly the approach to not let others learn would be evaporated and employees monopolistic attitude would be controlled.
I would also believe to align the all of departments with the organizational REALISTIC-Objectives/Goals/mission and vision (which would be reviewed and accountable).
All of above is my personal practical exposure which may vary or debatable because human resource is not like the MATHEMATICAL CALCULATION but experimental calculation (which results are not identical but "somehow same")
| Last Resume Update | September 11, 2017 |
| Address | Lahore, Pakistan |
| [email protected] | |
| Phone Number | 0324-2345666 |
Experience
Senior HR-Manager
I Established and lead the standard recruiting and hiring practices and procedures necessary to recruit and hire a superior workforce.
• Organizational departmental planning.
• Performance management and improvement systems.
• Organization development.
• Employment and compliance to regulatory concerns regarding employees.
• Employee on boarding, development, needs assessment, and training & orientation.
• Policy development and documentation.
• Employee relations.
• Chaired any employee selection committees or meetings.
• Company employee and community communication.
• Employee safety, welfare, wellness and health.
• Employee services and counseling.
• Health and safety of the workforce.
• Development of a superior workforce.
• Development of the Human Resources department.
• Development of an employee-oriented company culture that emphasizes quality, continuous improvement, key employee retention and development, and high performance.
• Personal ongoing development.
• Conducted research of all Human Resources policies, programs, and practices to keep management informed of new developments
• Supported the accomplishment of the company's strategic goals
• Prepared periodic reports for management, as necessary or requested, to track strategic goal accomplishment
• Developed and administers programs, procedures, and guidelines to help align the workforce with the strategic goals of the company.
• Participated in executive, management, and company staff meetings and attends other meetings and seminars
• Managed the development and maintenance of the Human Resources sections of the company website, particularly recruiting, culture, and company information.
• Assisted managers with the selection and contracting of external trainer
HR Generalist
• Posses the skill and passion to develop HR department.
• Responsible for payroll preparation and co-ordinate in recruitment selection.
• Ensure HR policies and procedures are up-to-date and maintained appropriately the best HR practices.
• Assisting the Administrator with the maintenance and development of human resource procedures and policies.
• Ensuring accuracy and completeness of employees related data.
• Maintaining the employee status from probation to confirmation, increments, appraisal.
• Maintaining the employees Leave Record.
• To Prepare the Payroll Adjustments, New Appointments and Final Settlements.
• Responsible for recruitment process and to maintain all personnel records.
• Provides payroll information by collecting time and attendance records.
• Submission of employee data reports by assembling, preparing, and analyzing data.
• Maintaining employees information by entering and updating employment and status-change data.
• Contributes to team effort by accomplishing related results as needed.
• Any other duty assigned by the Director or Managers and the Administrator.
Education
Phd-HR(Without Research Thesis)
Indeed, being a managerial career seeker I just had needed the coursework for the further understanding of Latest HR policies and procedures.
M-Phil(HR)