Mahmoud Salah Ahmed Elkhalfawy, Shoupra, Cairo, Egypt

tele : +201019310654 \ 0224318064

Email : Mahmoudsh014567@gmail.com

Objective: owned a high ambition and autonomy that makes me achieve a lot of

goals and access to position which helps me to execute a great

success for the place I came from

Education: Helwan university, Faculty of Engineering, Mechanical Department

(2015 \ 2020)

General Egyptian Certificate of Secondary Education, Eltawfikya

School, Grade 94.3

(2015)

Courses: Career key at American university in Egypt (2016)

Make your move to Hr career at Hr leaders (2016)

How to make robot at shoupra faculty of engineering (2015)

Student activities and charity:

former Hr member at rescale team

volunteer in resala association

Language:

English: conduct English communication

Italy: fair

Qualifications:

worked as Hrm member at rescale team (2016)

neural linguistic programming at (u.s) embassy

volunteer as Hrm at teens club

Finished (how to write cv and interview skills) training at via club

personal skills: #calm #presentable

#up to speed #good leader

#good planer #self-learning

#working under stress #Time management

#culture awareness #committed

#persuasive #decision maker

My weakness:

first time to apply for Hr head, so I will assist by people who have

experience in Hr field

looking to the better and height ambition makes me

put people around me under stress, so I put time

plan which help me to spread equality

reason for apply:

because I have an experience about how to providing trainings for all committees

and organize the internal events and I want to learn how to become a flexibility

and creative person, also in order to benefit the members and make rescale one

of the biggest student activities

Strategic pillars:

vision: promote excellence in people by delivering innovation Hr program and

strategies and make healthy working environment

Mission: To apply system for Hr committee, raise the sprit between members

and commitment, develop internal communication, enhance

competitiveness and provide them with intensive training

Goals:

Put up a shared vision through rescale team

Submit and maintain relationships among members.

Ensuring to gain loyalty and Build calibers for the upcoming years

Maintain mutual respect.

Develop the standard of creativity and innovation

Make a strong database of all Hr documentation system to be used for

upcoming years.

Decrease the weakness and increasing the strength point.

Develop effective analysis

SWOT Analysis

Strength

-built calibers are able to take responsibility for

rescale

-high sprit and work under stress which strength

relations among the members

-achieve great events especially (opening and

closing...)

-good base for Hr science

Weakness

-few members throughout rescale’16

-lack of training (interviews and recruitment

system…)

-not to apply time table

-so many heads had changed

-poor selection of member

-didn’t execute all events and workshops

Opportunity

-great reputation that can attract a lot of

applicants to our activity

-good training plan

-existing members that have the passion

in order to learn Hr

-good relations with the collage administration

-Qm foundation committee

Threats

- political crisis

- lack of experience

-delay and change in appointments under

emergency circumstances

-no money for printed documentation tools

Job description

Hr committee job description:

1. evaluate rescale member

2. Coordinate our meetings and other committees and outing

3. Develop and execute an effective evaluation (members, events…) and

ensure quality

4. Provide a full update database

5. ensure investment in member

6. keep good interaction between (members ,participants…)

7. Maintain an effective documentation system (for member, meetings,

events…)

8. Make full performance management cycle

9. Make TNA and provide needed training to the members

10. Cares about minutes-of-meetings

11. Set the year theme and values, and extend these values between members

member’s job descriptions:

-resolve member’s troubles in coordinating with Hr head and the committee’S

head

-encourage member in committees and put motivation plan

-evaluate performance appraisal during the year

-mange man power in meetings and events

-interview participant in coordination with head

-turn in M.o.M to the Hr head and the committee’s member

-arrangement an individual meetings with member to solve any problem

-attend and announce all the meetings during the year

-putting quality plans for event

-set disciplinary and grievance procedures

-make absenteeism and attendance plan and put feedback system

-prepare evaluation templates for everything

-analyze all documentation sheets and solve it by executing

solutions

-prepare the year code of contact

recruitment & criteria analysis:

recruitment: 1. member’s recruitment:

target applicant member (50), the recruitment methods (online recruitment,

collage visits) then the interview will take place in two steps:

the first step (assessment interview) each one is going to happen with ten (10)

applicant and according to this assessment the accepted members will take

place into second interview (one-one interview) with accepted member at first

phase, then the member who acquires the required criteria will accept with our

team

2. participant’s recruitment:

target participant will be determined with pm (project manager)

criteria analysis:

1. member’s criteria (minimum required) (7-10) : #responsible #secret keeper

#committed #positive thinker

#self-awareness #good listener

#fair #dealing with different people

#creativity #flexibility

member’s criteria (advanced required) (2-3) : #good presenter #sociable

#conduct English communication #accepts diversity

2. participant’s criteria: #good learning #good communicator

#committed #ethical

Number of required Hr member: -(18)

Each committee has Hr member except (Hr committee)

Each project has Hr member in coordination with Hr head

Hr member function:

committees projects

Function: -Hr member’s job description -selecting and contacting numbers -member will be exchange after one semester

Member: (10 – 12)

Function: - Hr member’s job description

except (call and interview participant) -make workshop group -organize work shop during section in coordination with public relation members

Member: (4 - 6)

New ideas:

C.O.C preparing before members arrive

Using info graphic

Compensation system:

1. best committees and best members will be announced every 4 weeks on the

Facebook page

2. best member will be announced every semester on a general meeting

3. man of events will be announced after each event

Ice breaking system

Member site:

1. this site will be used to upload all documentation sheets (feedback,

evaluation, member profiles…)

2. every member has own id and password

3. this site will work in coordination with IT head

4. it will be uploaded all database about Hr and committees on it

5. member evaluation is uploaded every 2 weeks

Hr ceremony:

-It is a training which aims to develop Hr members and made them

able to become leaders and calibers for upcoming year, and this will

be through: 1. give intensive training

2. clarify Hr function

3.increase communication skills

4. provide problem-solving techniques

-all rescale member can attend

-this week will take place in February

-Hr member will start prepare for this week

Evaluation system:

Evaluation for members & heads

1.Every meeting will have a filled M.O.M from as mentioned

2.there is an evaluation form to get the feedback of our participants

3.accroding to president’s plan , my members in collaboration with heads of the

committees will report me with progress performance of the committee he is

assigned to , within one report every two weeks

4.accroding to president’s plan , I will make a general for progress every three

weeks and submit it to president and high board members

5.there are evaluation form for : -heads

-members

-participant

Feedback

After the evaluation, the situation will be examined to identify the probable

causes for gaps in performance. The training evaluation information. (about,

members, participant) will be provided to the instructors’ trainees, correction

and improvement of trainees’ activities. The Hr member will follow it up so as

to ensure effective implementation of the feedback report at every stage

Rules

Point system:

-each member will have 3 points every month and the 1 fault equal 1 point

-the member who will keep the three point, he\she will be rewarded

-the member who will exceed the three point in a month will be punished

-best member will be selected due to points he scored

-this system will be applied to all committees

C.O.C

Hiring and firing system

Ethics

Reward:

Best member will take a simple gift and head in other committees will

do that, so that will generate competition and keep all the team spirit

high

Punishment:

I don’t prefer punishing members for not doing volunteering

work but in case of breaking ethics would be formal warning

Extra tasks

2 yellow cards

Red card

Develop committees:

Make TNA for the rescale members

-general: presentation, communication, leadership,

planning, fundraising, social media management, human resources

management

-specific: according to what the member asks for

Making performance management cycle

Work on the internal awareness campaign

Communication system:

-The channel of Orders or inquiries should be from the member to his head then his vice then the president and so on for all committees.

-Tasks will be sent for each member in formal mails as well as formal posts on

FB group and if the member doesn’t see it a phone call will be executed to

inform him in suitable time.

Making the spirit of competition in order to achieve a good work

Every 2-month coordinate outing, in order that morale high

Make motivation plan

Operation plan:

Training phase

1. trainings required for the heads: -leadership and team work

-communication skills

-interview skills

-how to give feedback

-management

2. Trainings required for members: -Hr member will make TNA for each committee and discuss it with the committee’s head

Interview phase

1. Member interview

-it will pass through two process:

a-) assessment

b-) one-one interview

2. Participant interview

-it will pass through one-one interview

Preparation phase

1. I will attend all meetings in the trainings and orientation

2. I will follow up with member after each meeting

3. I will make individuals meetings with member

4. I will know what happened in each meeting through M.O.M

Time plan:

Trainings heads will start before the beginning of season

Training Hr member will end before meetings in other committees

Time plan will be discussed in details in the first board meeting

1st Hr meeting will consists: -talking about rescale

-rescale’s structure

-difference between vision and mission

-what are the human resources and job description

-every member will know his position and committee that he responsible about

it

2st Hr meeting will consist: -communication skills

-C.O.C

-motivation and punishment system

The previous meeting will be prepared before other committee’s

meetings