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Mohamed is a proven visionary and a leader by practice who inspired to help and support others to achieve their career path and goals individually. Strategically Mohamed support different multinational & Local organizations to translate varied business strategies into maximum profits when it comes to human development. Through a diversity of exposures in multinational and governmental corporations inside and outside Egypt, Mohamed’s professional Journey includes 17+ years of business & management experience in both industry and academia. Previous employment includes positions in Strategic Initiatives, Management and Decision Support, in HR, Corporate Training Management, and Customer Service Management Fields and his last & current title (GM-Head of Learning, Talent and performance in Misr Banqu) His formal education includes a Master certificate HR certification from Wisconsin business school – Chicago and a holder of CIPD Level 5 in L&D Strategy Mgt. his Practical experience & core knowledge in banking at the last 12 years was mainly in leading successfully teams in L&D, OD and Talent Management projects with a proven track record of accomplishment on floor from scratch in 4 different multinational & governmental banks Mohamed is a hands-on and experienced consultant on formulating L&D, talent Mgt. strategies with a proven record of accomplishment in facilitating and lecturing more than 5000+ training hours in a high branded training institutes & universities in Egypt. Mohamed is an accredited Career coach from International coaching federation(ICF) with a record of 600 + career coaching hour for Fresh Graduates, young juniors & Entrepreneurs.
Mohamed Abbas Group Talent & performance Mgt. Head Banque Misr
Cascading the Misr banque’s corporate strategy in developing & retaining our human capital and preparing our talents and successors into a real tactical objectives to support our business partners to achieve their objectives
1-To Lead the development and implementation of the corporate Learning & Organizational development strategies, plans and policies managing implementation against agreed corporate time frames, budget and reporting against agreed performance measures. 2-To Roll up, develop & implement the strategic direction of ADIB’s talent management process through setting the needed plans, IDP’s and core people planning process and Design & evaluate the execution of the planned activities ( Assessments, development plans, rotational assignments and evaluation process). 3-To Lead the development and implementation of the staff performance management strategy delivering against agreed performance measures and project plans over the lifetime of the strategic framework. 4-To Lead the development and implementation of the core leadership and management development framework and programs that support preparing Short , medium succession plans and talent development for ADIB as well to support reflective leadership and management practice , objective setting and personal development planning. 5-To Lead and Manage the Learning & OD team while implementing the new development tracks of ADIB Academy to ensure fulfilling all the strategic needs of ADIB talent pool and strategic success planning process.
Delivering a Blended Modules in HR Certificate,Diploma (Training,Talent Management & succession Planning)
Delivering Soft & Managerial Skills Training programs
-Responsible for all aspects of Talent Management, Succession Planning Strategies and processes -Implementing Talent Management and Succession Planning program. -Providing expertise on Talent Management and Succession --Planning to be suitable with Misr Banque culture -Initiating and implementing new HR tools to support talent motivation and morale-building. -Preparing periodically reports to Executives and related parties to continuously evaluating Talents' Performance and Career-bath. -Identifying the Gaps between the star performance and the current performance in the talent pool,to design the proper development plans. -selecting the the proper internal & external assessments that suits identifying the talents,as well our culture in Misr Banque. -Design,cascade and follow up the learning&development plans with my team for the selected Employees in the pool. -share the Vice Chairman,board and the HR Director with the last Updates and results for the first wave, planned to finish by 2014. -share the HR director to design,draw and implement the Succession planning for the high potential talent all over Misr Banque Divisions
1-Identifying training and development needs within an organization through job analysis, appraisal schemes. 2-designing and developing training and development programs based on both the organization's and the individual's needs; 3-considering the costs of planned programs and keeping within budgets: assessing the return on investment of any training (ROI ) or development programs is becoming increasingly important; 4-working in a team to produce programs that are satisfactory to all relevant parties in an organization, such as line managers, accountants and senior managers at board level; 5-developing effective induction program for the new employees. 6-devising individual learning plans; 7-producing training materials for in-house courses; 8-managing the delivery of training and development programs and, in a more senior role, devising a training strategy for the organization; 9-Responsible for building the competency frame work for the employees to arise the proper training needs needed to enhance the employees' skills. 10- Following up on the process of selection for the talented skilled employees in the talent &succession planning pool through a professional selection process includes personal assessments and Managerial Assessment
Handling Operations management activities for training projects and managing client accounts as allocated by the business development Team through the following: 1. Assisting with the scheduling of training sessions, and booking / notifying all relevant parties. 2. Taking responsibility for ensuring all training rooms / venues, equipment, catering arrangements, and other requirements are booked up or canceled in advance. 3. Sending out appropriate pre-course information to delegates / managers in advance of training courses. 4. Requesting and compiling all delegates' objectives in advance of training courses. 5. Keeping data of training suppliers and training materials up to date. 6. Ensuring approval of training supplier / course content is obtained in advance. 7. Allocating staff to groups when repeated training sessions are to be conducted. 8. Printing up of training support materials / handouts for training courses, and assisting with the creation or formatting of these where relevant. 9. Assisting in training course set up / clear up before and/or after a training event. 10. Sending out course evaluation (feedback) questionnaires following training courses and compiling / communicating feedback to the training manager. 11. Recording all staff’s training attendance. 12. Keeping training records and files up to date, filing forms. 13. Running standard and custom training reports in HR software as required. 14. Preparation of staff manuals for all new employees. 15. Obtaining training records / certificates of previous training or qualifications
start as a training coordinator then have been promoted to A senior level in the HR & Development Section and my main responsibilities was the following: Budget: 1-Support the implementation of the annual business and marketing plan 2-Support the co-ordination of all regional training activities, building the capacity, financial sustainability and effectiveness of the regional operation 3-Monitor and support reporting on the progress and outcomes of the regional training operation 1-Co-ordinate any funding and grant opportunities to meet both budget and operational targets 2-Implement promotional strategies to secure additional enrolments to meet identified regional training needs 3-Implement new training courses/workshops to meet industry requirements and demands 4-Maintain trainer/assessor files and the approved trainer register to ensure that all contracted trainers/assessors hold the required qualifications and professional industry competency prior to any appointment to deliver a training course/workshop/service on behalf of Cilantro Training Services 5-Ensure the quality of training delivery and assessment is to organizational standards.
Acting as a Manager in the Resturant. Managed a Team that Established a High Standard of Services To Our Clients, Participate in the Creation of The Highest Quality of Products which Helps Us to Reach to the full Customer Satisfaction Concept,
Acting as an assistant manager in charge in kfc resturants, till 2003 then successfuly as a manager, managed and staffed not only business starts up, but also sharing in a sustained corporate growth and got promoted to Restaurant Manager Class A till my quit.
Acting as a Sales Executive, Extensive involvement managing client relationships at all levels compiled and edited comprehensive quality control reports 1 year of management experience on industrial projects
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