Activities:

Facilitated 55 percent increase in customer satisfaction and 50 percent

increase in employee job satisfaction in organization formerly unresponsive to
clients, inefficient, bureaucratic, and apathetic, by flattening hierarchy from
10 functional areas to just two, guiding employees to redefine their jobs,
creating efficient work processes, eliminating redundancies, and eradicating

paperwork through improved technology.

Designed and directed change initiative by creating theatrical event to
present a compelling Case for Change, scripted using the voices and stories
from interviews taken throughout organization, and bringing in professional

actors to represent university community.

Deployed employees creative capital and challenged them to create an

organization that if it existed would put you out of business.

Address
deeply
rooted,
beneath-the-surface
systemic

causes

of

organizational problems/conflicts that plague instead of merely tackling

known symptoms.
Reduced cycle time in administrative and service functions up to 80 percent
and cut operating costs by 30 percent throughout bank by traveling to
Wachovia locations in Asia, South America, and Europe to plan, manage, and
implement complete engagement cycle, from initial contact with executives
and project proposals to training delivery to country managers.

OBJECTIVE
A position within a corporate experiential learning and development company

Organizational Leadership
Team Building
Client Relations
Performance Enhancement
Coaching & Facilitation
Alliance Building

STRENGTHS

More than 10 years' management experience in organizational leadership

and relationship building with clients and team members.

More than 8 years as an avid Class IV-V whitewater rafter, with trips to Nepal,
Pakistan, Zimbabwe, Mongolia, Chile, and New Zealand. Skilled in easily

building rapport with individuals from diverse cultures.

A dynamic team leader; able to bring energy, enthusiasm, and humor to

motivate team members to achieve potential and meet objectives.

A highly organized manager and coach; able to quickly assess needs and
provide

tools

to

resolve

difficulties,

enhance

learning,

and

improve

performance.

Key Functions:

Evaluated training requirements for each division, consulting with department

managers, HR and external resources.

Designed training programs and professional development courses to

facilitate meeting organizational goals and individual professional needs.

Estimated costs of training operations and subsequently managed them in

accordance with the budget to ensure maximum return on investments.

Determined potential of training program for future needs of organization.
Assisted human resources department in designing appraisal programs and

training materials.
Researched new and latest techniques for possible inclusion into existing
training process

Designed, developed and delivered training that led to highest-ever increase

in sales in 50-year history of Confidential Large Apparel Company.

As Manager of Training, Development and Customer Service for Confidential,
developed several new training and HR programs that led to significant
increases in morale and performance during a time of intense organizational
change.

Collaborate with management to achieve staffing, training, diversity, sales and

operational goals. Work closely for improvement of performance management,
leadership development and succession planning across the Company and for its
Business Units. Design and develop Training Calendar for managers and sales
persons.

Serve

as

Program

Lead

for

Leadership

Development

Program,

Administrator for KPI Monitoring System, and Continuing supervise changes of

Training effects and properly monitoring HR Matrix Changes.

Direct, manage and facilitate Training program for gradually improvement of

organization and enhance employee productivity.
o Trained more than hundreds sales employees on effective sales
o

process and improvement of business development at their areas.

Design, Develop and conduct 3 days long term Training

on

Professional Microsoft Excel towards 150 employees at corporate

office where cover up basic and professional operations like uses of
formulas, short cut functions, filtering, V-look up, Hyperlink, Dashboard
o

preparation.
Collaborate training programme on Business communication and

corporate etiquette towards 35 managers of 6 business units.

Design and develop yearly training calendar for corporate office and
six business units by job description prepare and identify Key
Performance Indicator (KPI), also analyze Training Needs and setup

proper training for proper person.

To develop training budget for corporate and business units by using
TNA and KPI and identify critical success factors based on training
effectiveness towards business growth also analyze training gap which
is responsible for declining of sales/business.

Organization Development:
o

Preparation and modification of job description more over 150 positions with
identify

individual

Key

Performance

Indicator

(KPI)

which

align

with

departmental KPI and Organizational KPI.

Newly introduce individual KPI monitoring system for corporate head office
where measures 10 departments and 135 employees performance each
month by using Personal KPI Dashboard where identify growth and decline

trends of employees performance record.

Development of KPI Dashboard for

management

departmental

easily

heads

from

where

they

find

committee
out

and

departmental

performance trends and management easily identify their critical success

o

factors for business trends.

To develop different automation system support by IT department such as HR
Matrix, Vehicle tracking system, Bill process automation system, Online
Employee support regarding attendance change, leave, job confirmation,
promotion order etc. by web portal.

Training:
- Identifying training and development needs within organization through job
analysis, appraisal schemes and regular consultation with business managers and
human resources departments.
- Designing and expanding training and development programmes based on both
the organizations and the individual's needs also make training plan monthly,
quarterly.
- Developing effective induction programmes, such as on-boarding programme.
- Producing training materials for in-house courses, such training manual,
presentation, notes etc.
- Monitoring and reviewing the progress of trainees through questionnaires and
discussions with line managers.
- Amending and revising programmes as necessary, in order to adapt to changes
occurring in the work environment.
- Helping line managers and trainers solve specific training problems, either on a
one-to-one basis or in groups.

Talent Management & Recruitment:

o

Establish succession planning strategies for identifying, developing, and

promoting high-potential and high-performing staff.

Develop and lead an organization-wide strategy for recruiting and on

boarding a high quality and diverse workforce.

Implement effective processes for staff screening and selection and conduct

interview process and joining process by using SAP HR Module.

Conduct different incumbents recruitment process (Trainee officer/Trainee
probationer/Internship programme).

Employee Relations:
o

To counsel and coach employees on ER related issues and promote to create

a positive culture within organization.

To establish effective mechanisms to receive and act on staff feedback. Also

oversee all employee relations initiatives within the organization and execute
on the employee relations aspects of proposed changes to the business

structure.
To execute all parts of the business on employee relations matters to ensure
their effective management. Issues include: disciplinarians, grievances and
performance issues.

Research & Development:

o

Contribute to the development of the Human Resource function by

developing an ER strategy that is aligned with business needs

Factors influencing to job satisfaction level of the employees at

VIYELLATEX group.
To find out employee attitude towards their job and its affectivity on the

job level of employees.

To develop manpower planning for upcoming fiscal year by time series

o
o

analysis.
Analysis on pay structure of employees according to job level/grade.
Prepare manpower structure planning for new business wings of this
company.

Audit Programme:
o

Conduct HR audit regarding best business unit (Recruitment audit,

absenteeism audit, organogram update audit)

Conduct audit regarding proper practices of Labor law 2006 at factory

level.
Update audit data to HR portal for observe higher management.

General HR activities like as Shortlist of Resume, Interview Call, Offer

Letter Preparation, Appointment Letter Preparation, Reference Checking,

and Joining of New Incumbents.

Project Work on Factors Influencing

Job

questionnaire survey and interview methods.

Satisfaction

Level

by

Data collection regarding socio economic research & data update for

o
o

research paper.
Report preparation by analysis data using SPSS software.
Conduct different research work (Organizational development,
Manpower analysis, Training evaluation etc.)