Hr officer proposal '18 gamal eldien by Gama Eldien

AAPG SC SU | HR O f f i c e r P roposa l

HR Officer 2018 Â© Gamal Eldien

AAPG SC SU | HR O f f i c e r P roposa l

Outlines 1

Personal Information

Vision

Mission

SWOT Analysis

Plan

Members’ Development Plan

Mastering Program

Leadership Development Program

Timeline

New Ideas

• Recruitment • Reviewing and Evaluation systems • Rewards and Competitions • Firing

• Mechanism of plan • Online & Offline Development plan • Required Skills for each committee and Plan to cover them • HR Member Development

HR Officer 2018 © Gamal Eldien

AAPG SC SU | HR O f f i c e r P roposa l

Personal Information Name:

Gamal Eldien Tarek

ID:

10155545

Phone No:

0127-633-1592

E-mail:

Gamaleldientarek@outlook.com

Faculty: Petroleum and Mining Engineering Department:

Petroleum Engineering

Academic Year

2nd

Previous Experience in AAPG 1-Vice-Executive Officer

2-Recruitment Leader

Responsibilities:

Achievements:

-Handling a Coordination of about 100 member or higher. -Monitoring 4 Committees and the path they are following. -Helping every Head to reach his/ her Peak Performance.

• OGIC Organizing plan, Handling problems and deal with the surrounding. • ES3A 3 Organizing, In which a lot of Circumstances were appeared and I have to deal with. • 2 Successful Charity Events. • Large Database for the coordination. • PetroUp2, The event was totally under my supervision and was successful enough.

-Talent Acquisition and Organizing the recruitment. -Motivation and help the Recruiters (about 15). -Deal with about 200 application or higher.

• Application Design of The Hard copy of the Ground Recruitment. • Recruiters Training, Every member has passed training level before interviews. • High Feedback of applicant of the interviews. • Motivation and Sustainable recruiters until the end of the recruitment. • Good Communication between recruiters.

3-HR Member

Responsibilities:

-Conducting Interviews. -Reviewing system by dealing with the Head to find problems and try to solve. -Giving solutions for emergent problems. -Helping the Head and the Officer in what i could do.

Achievements:

• High rate within the Online Recruitment. • Best HR Member for the month. • Positive Feedback of HR Officer and Head •Training new members.

HR Officer 2018 © Gamal Eldien

AAPG SC SU | HR O f f i c e r P roposa l

4-Media Member

-Responsible of a lot of designs. -Achievements: Good Designs restricted to the deadline.

MOOCS

• Critical Thinking-Khan Academy. • Effective Hiring-Lynda. Massive Online Open Courses • Introduction to public speaking-University of WashingtonCoursera. • Becoming a confident Trainer-Open2study by Peter Green and Karen Turnbull. • Learning how to learn-UC San Diego- Dr.Barbra Qakley • Ethical Hacking-Lynda. • Overcome your Public Speaking-Lynda. • Successful Negotiation -University of MICHIGAN- Coursera

A new leader doesn't require a new plan, he only requires a sustainable and a feedback studied Plan. Gamal Eldien

Vision

To Lead The Professionalism

Mission • • • • • • • • • •

Maintain the availability to the vision of President. Maintain sustainable teams. Motivate the whole members and increase the passion. Monitor board members. Discover every competency within the teams. Build Self-learning calipers. Boost the knowledge of every member about how to deal with an interview. Sustain and develop the hiring process, recruitment and reviewing system. Provide the required skills for every committee. Achieve Mastering Program.

New Ideas • Mastering Program • Members Grades • New Board Member Evaluation System Would be clarified in the end.

HR Officer 2018 © Gamal Eldien

AAPG SC SU | HR O f f i c e r P roposa l

Strengths

SWOT Analysis

• Passionate members:

-Reasons: Motivation and believing in the vision of AAPG. -Sustained by: the evaluation system, motivation, rewarding, competitions and building good environment within the team.

• Data availability:

-Reasons: Availability of soft copies of courses. -Sustained by: Propagation of these sources within the team .

Weaknesses

• Bad reputation inside the team:

-Reasons: - Unqualified recruiters who Weren’t aware enough to care about t ethics within the interview. -Absence of the rules of AAPG among members. -Solved by: -“AAPG Ethics” an E-book that would be available for every member to read as there would no excuse for faults. -The content of the book would be noted down by the High Board. The Initial content would be the rights of every member (e.g. the reposition ,Online membership, ...etc) and the ethics you have to respect. -Recruiters would be asked to focus on the ethics within the interview.

• Negligence of member to Sessions.

Threats

• Loss of passion:

Could be solved by:Monitoring and motivation, rewarding and competitions.

• Shortage of knowledge before and Interview: -Could be solved by: -Before every Recruitment All the members would be asked to interview either the HEAD or the Officer and qualified ones only would join the recruitment. (Every Recruitment). -This method would be different of the previous season that it track the efficiency and the quality of the interview not only having a training or not before the interview. -We would stress on the ethics of the interview that every interviewer have to follow.

-Reasons: some sessions aren’t prepared well enough and shortage of workshops. -Solved by: Diving the session into 3 parts 1- what is the skill scientifically 2-How is it related to the committee 3-Workshops (This solution is quoted from the presidential proposal of Mr. Waleed). In addition to high training of the development members.

• Lack of Development.

-Reasons: The Domination of the Development Programs of the most required skills. -Solved by: -Mastery Program which would be illustrated in development. -Working on the other skills that development programs don’t provide. - Integration with The Coordinator.

Opportunities

-Vacation time to flash members' skills Would be illustrated in the development.

-Utilizing the availability of the data sources. HR Officer 2018 © Gamal Eldien

AAPG SC SU | HR O f f i c e r P roposa l

Plan 1- Recruitment -To achieve our vision, Recruiters are not looking for a qualified member as much as a passionate member who has the desire to build himself and learn something valuable. So we have to have a special system of recruitment. There are five stages of recruitment: • Reposition • Hunting • Summer recruitment • 1st term recruitment • 2nd term recruitment

• REPOSITION It will have no time boundary expect the 2 months containing the recruitment. Every member will

have the right to do a reposition from one committee to another if, and only if, he/she has a grade B or a performance higher than 72%. Whenever a member wants to reposition from a committee to another, he/she has to send a message to HR account. We will contact the Head to know more circumstances about his/her decision. After that, the member will have an interview to complete his/her reposition process. -At the beginning of the season, a Non-limited Reposition would be conducted. In which any member could reposition from his/her committee only after filling application and an Interview -An application would be launched. You can choose whether to still in your committee or to do a reposition to a new committee. If you don’t fill the application you won’t still a member anymore and you have to enter an interview to get back your membership. -Duration: Ten days after the final exam 1-week.

• HUNTING Hunting requires a confirmation from both the officer and the head besides the HR officer. Utilizing the large network to fill every committee with the sufficient number of qualified members. -A next step is an interview. • Hunting interviews responsibility: -HR Officer and HR Head: For Qualified Members Hunt. -HR Members: in case that Number of members in the committee is less than required. HR Officer 2018 © Gamal Eldien

AAPG SC SU | HR O f f i c e r P roposa l

• SUMMER RECRUITMENT -It will begin on 25 of July. This is a proposed time and the final decision would contain a discussion with the marketing officer.

First Step: 1- By creating Online Facebook group, in asso-

ciation with our social media team, which will be a source of knowledge for our applicant. What’s new is that: the group would be open for everyone who would like to join or to learn whether he/she filled an application or requested to join. -Candidate will have a week of training on everything he/she needs to learn, beginning with What is AAPG, the jobs description, personal specifications, Interviewing skills and our hiring system. This will give them pqo^ qbd v positive experience whether they are accepted or not. -The Online Group would be launched once the campaign of the recruitment is launched.

2-HR account and Officer would be available for everyone wants to ask a question, talk or ask for something. Second Step:

• After training, we will launch our Online applications to know who decided to join us. •After filling the application, applicants would be added to the group. • A Confirmation message would be sent to applicants on their facebook accounts. It would include the upcoming details, A brief on AAPG, how to master a phone interview and Interview Ethics. -In Case of absence of the facebook account, we would send the applicant a message on is phone and ask him to contact HR Account or AAPG SC SU page. •Applicant who passed the interview would enter a new step which is the Task. A Task would be sent to the applicant with a specified deadline to end it before. -These tasks will be provided by either every Head, every Officer or HR Officer. These tasks would be made accurately to measure passion and commitment. In my point of view, it won’t depend essentially on technical skills. They would focus on basics like decorum for media members. -Tasks measure the potential to learn not the skill. For e.g. HR Task is to give your analytical comments of a 5-minutes interview video (Task can be modified in cooperation of the HR Head). • Members who passed the task would be accepted to join AAPG SUEZ.

Third Step:

• Addition of the new members to the Facebook group. Member of each committee would be asked to guarantee adding all the new members to AAPG SUEZ Group.

HR Officer 2018 © Gamal Eldien

AAPG SC SU | HR O f f i c e r P roposa l

1ST AND 2ND SEMESTERS’ RECRUITMENT It begins at the 1st/2nd semester and ends one week after the Opening day. The Structure of our interviews will be Panel interview. • Panel Interview -The Panel Interview will consist of HR representative, and Hiring manager ,The one who will be responsible of the candidate if he is accepted, e.g. Committee’s Head or the Officer.

• Plan B

- Only if there no one to measure technical part, Panel interview would be conducted by 2 members of the HR team.

• Plan C -Due to the large number of applicant in Case of High Load, High qualified members would conduct a single interview. -During The Recruitment Period: HR account would be available for any questions and the HR officer would be available also. From Filling the application to the Interview:

• Application which we would try to refresh it with a new creative ideas like the idea of the last application of the links. • Data Entry of every filled application day by day to an excel sheet. That would be the responsibility of the head and recruitment leader • Confirmation Message: a facebook message would be sent to every applicant ,who

filled an application, to guide him to how the process would be completed and how to master a phone interview. An e-book containing a brief of AAPG SUEZ would be attached with Interview Ethics book. -In Case of absence of the facebook account, we would send the applicant a message on is phone and ask him to contact HR Account or AAPG SC SU page.

• Recruiter would call the applicant • An Interview Filling application

Setting Appointment

Interview

Decision Data Entry

Confirmation Message HR Officer 2018 © Gamal Eldien

AAPG SC SU | HR O f f i c e r P roposa l

(2) REVIEWING AND EVALUATION SYSTEMS (A) DOCUMENTATION AND REVIEWING SHEETS Our evaluation will be based basically on 4 main sheets in addition of other evaluation techniques.

• Head’s Sheet -It consists of members’ evaluation during a specified

month depending on several criteria (e.g. Work quality, commitment and other personal skills). It also includes some questions about the plan for the month, problems, and the name of the best member...etc. -The communication wouldn’t stop on a sheet. Every month the HR officer would phone every head and get the feedback and focus on how to use that feedback positively.

• Best member’s sheet - It includes Head evaluation and progress during a specified month(s). It will be sent to the best member(s) during the last month (not only to one member of the committee the high-grade members would get the best member sheet also to give their notes and to motivate them as they haven’t got a certificate of this month).

• Performance sheet

- It will be sent monthly to every member in AAPG. It contains members’ evaluation during past month. It will also include his/her evaluation before this month to compare his/ her progress and to notice if there is a sudden drop in his/ her performance. It will also include Activity charts which ease the evaluation more and more through visual aids.

-The sheet would contain more than one tap. Tap for every month’s performance, to ease the self-monitoring for every member for his performance.

• Database We will keep using the same database used last season and we would use the HR control panel whenever it’s available. HR Officer 2018 © Gamal Eldien

AAPG SC SU | HR O f f i c e r P roposa l

(B) END-TO-END EVALUATION SYSTEM

- Every month, we will ask the head to join a meeting with the committee. This meeting will give us a great opportunity to look closer inside the committee and know the problems by asking every member to give us a feedback. We will also provide them a session or a workshop to enrich their knowledge.

• A Random member phone call: every 2 weeks we would call a random member to ask him/her about the work, communication, and problems.

• Best members’ meeting: It would be conducted every month with HR officer, President and Vice president. • Upcoming required meetings: for any problem. • Monthly Report: a report that is sent to the high board. It includes the problems, members with the highest performance, Committees Evaluation and whatever is required. • Room For Development: After every reviewing sheets period, this room would be constructed from the HR officer and the HR head to use the sheets properly utilizing them. It would give solutions for development, solving problems, providing data, Emergent meeting with the Head and what else is required. -Duration of the Room: The proposed duration is 2 days, but it wouldn’t be broken down until all the problems are solved and every head find the value of filling the sheet with a reflected impact.

(C) REWARDING AND COMPETITIONS Our rewarding system will be tangible and intangible. We will reward both leaders and members.

Members

Leaders

• Best member for a month (Certificate). • Best Committee and Coordination (Certificate). • Top 10 member for every semes-

• Best Leader Over the Season (certificate). • Best Head for every month(Certificate) would be awarded for 3 Heads.

ter.(Post and Website area for top 10). Would be with the help of the marketing officer. • New Ideas HR Officer 2018 © Gamal Eldien

AAPG SC SU | HR O f f i c e r P roposa l

Competitions

1. Presentation Day: It would be conducted before the first patch of development programs at the beginning of the first semester in cooperation of the coordinator. If the day reaches its value, we have no problem to repeat it. 2. Best LinkedIn Account (Depending on the criteria of the treasurer and in cooperation with the coordinator) -Time: Summer Vacation for 1 Week. 3. Best Personal Branding: an E-mail sent with attachments of a CV and a Biography. 4. Overcome the fear of the interview: (the name would be modified within discussion among high board) a competition of 5 steps Interviews. It would start by an Online application which requires

your CV to be attached with your answers. 20 Persons would join this competition and then 5 stages of Interview would be conducted. The first stage consists of an interview with 2 HR members, the second stage with previous recruitment leader, the third stage with the HR Head, The fourth stage would be with HR officer and finally of the High board. • In First, Second and Third stages, 5 applicant would be eliminated. That would leads to 5 applicant joining the fourth stage. The final stage would consist of 2 members. • The winner’s Prize would be chosen depending on the discussion with the treasurer.

5. High Performance reward: for every member with a performance rate higher than 98% (Grade A) a free ticket of one event in this period up to 40 LE ,It would be negotiated with Treasurer, would be a reward. This reward would be the price of one event only or a discount of an event with a

higher price. The applicability of this reward would be discussed after the first performance sheets are launched. Notes: -The first 3 competitions are much related to the coordinator. If they were launched by the development program , They would be launched specifically among HR members to unleash their passion. Else If we would launch them in cooperate with the coordinator. 6. Mastering Program Coach(HR Members): The best developed member within the season would present one topic in the mastering program. • Selection would be subjected to the supervision of HR Officer, HR Head and Development Leader. (D) FIRING • If there is no progress and the member shows no desire to continue, we will fire him. • Any Ethics violation would lead to an emergent meeting and if the problems weren’t solved, the member would be fired. • Member who has a grade lower than grade C (lower than 55%) would be fired in the next month if no changes happened and there was no reason for this rate or a real apologize.

HR Officer 2018 © Gamal Eldien

AAPG SC SU | HR O f f i c e r P roposa l

Members' Development Plan - The development plan would have 2 tracks:

The First:

• Technical Skills: (skills related to each committee) Coordinations Officers and the Head of each committee would work on these skills.

The Second

• Personal Soft Skills: HR officer and HR head and HR team would work on these skills. The Mechanism of the Plan

• Online Development:

• Development Leader: Each Head would have the Option to have a development leader or not who

would be responsible of tracking his/her committee development path. This position has only the authority of a member. It requires a Grade A member (Performance higher than 98%) and it may be by selection or by proposals. The position is totally detached from his traditional committee tasks . he would be a member with all duties and a leader in phase with each other. - In case that the Head neglects this option, he would be responsible of the Development path. • Facebook group: would be utilized as every member would be asked to write a post on the group.

• Hangouts Development meeting: a meeting would be conducted by the Development leader every 3 weeks to ask everyone to give a talk of his/her skill or to make a workshop. -Before This meeting: The Head and the Development leader are asked to provide required videos to illustrate how to use the program and the preferred conditions to master the meeting. These videos I would provide. • Youtube Online Channel: It would be filled with vitality to be an Online resource for every one want to learn . It would be Integration of HR Team and Media Team. Media team would be asked to provide a professional template to the video as the Channel would be a professional side representing AAPG externally.

• Offline Development:

• Every meeting we would focus on providing a benefit by existence of either HR representative, Officer or HR Head giving a required skill session. • Leaders would be trained efficiently to give talks and presentations about their committee’s required skills. • The Mastering program would be illustrated. • Due to lack of meetings sometimes, The HR team would ask the head to conduct a meeting for development, engagement among members and reviewing process. This would be the responsibility of the HR Head. HR Officer 2018 © Gamal Eldien

AAPG SC SU | HR O f f i c e r P roposa l

(1) Required Skills for Every Committee: PR

Magazine

• LinkedIn • E-mail Writing •Negotiation Skills

• Editing • Scientific Reports • LinkedIn

Social media

• Social Media Marketing • Content Marketing • Communication skills

• Planning • Communication

• Communication • Using Materials to make requirements

Media

Academy

• Adobe essentials •Inbound Marketing

• Presentation Skills • Time Management • Scientific Writing

• High Programming Languages • Inbound Marketing • Android Development

• Plan for required Skills

-Eliminating the skills which would be covered by the development programs. The remaining skills are (Negotiation skills, Editing, Planning, Communication, Marketing and time management). -Communication skills aren’t eliminated as I consider them a must for all the members within the chapter. • Negotiation, Planning , Time management and Communication would be presented by HR team. Depending on the number of meetings, Every committee would get development sessions. At least one skill a month. -Sessions would be totally in cooperate with the coordinator and if the communication trainer is available, he may help HR Member is his/her session. • After Completing these 4 skills, we would work on the skills of the development programs as some members won’t apply to programs. • Editing and Marketing would be presented by Vice-President and Marketing Officer respectively. They would be Presented to Magazine Team and Marketing Coordination under supervision of the HR officer. •Required Data is accessible and available in soft copies.

2- HR Member • To build a Role-model, I think we should begin with HR mem-

ber who is our interface and the first person any candidate will deal with. There will be online and offline development for HR members. Effective ideas of training HR members from the previous season will be used in this season as well. HR Officer 2018 © Gamal Eldien

AAPG SC SU | HR O f f i c e r P roposa l

• Seeking the concept of Self-learning every HR member will have a specified topic or skill he/she will search for it. -Once the member finished searching, he/she will share his knowledge by Post or Workshops.

We will work on the following skills, theoretically and some of them practically.

Notes:

• Development leader would be responsible for the development entire the committee with the HR Head. • Both are responsible for sending the HR Officer a monthly report of the Development entire the committee. • Coordinations officers are responsible for getting Monthly development report from every committee development leader and send them to the HR Officer. • Skills are Sorted receptively by need and implementation priority

1. Interviewing Skills (New members)

We will keep using Competency and Behavioural-based interviews. HR members will put this skill into action, online, by making a simulation of a real interview with me, the Head, and old members via mobile or Skype. This training will ensure the quality of our interviews, prepare HR members mentally for ground recruitment and focus on the ethics of the Interviewer during the process. • Before Every Recruitment, All the members would be asked to interview either the Head or the Officer and qualified ones only would join the recruitment. Non-qualified ones would join a second Program of developing their Interviewing Skills by the Head or the Officer. • Interview Integrated criteria: one of the Problems we face during every recruitment, so a limitation strategy would be utilized to limit this point to whatever we could. • Limitation Strategy: 1-Every Committee Applicants would be interviewed by 3 members as a maximum. 2-The Same Committee recruiters would conduct a meeting with either the HR head, Recruitment Leader or Hr officer to try to unite the criteria of selection.

• Time & Duration:

-Before every recruitment, we would do a workshop to flourish interviewing skills. -New members would be subjected to a high training program under the supervision of HR officer and HR Head. -The training program would go on through 2 weeks and after that, a test is conducted. Members who haven’t pass the test would join a new development program for 2 weeks.

2. Presentation skills (All members)

• It’s very important skill we should work on. I will be responsible for providing all member with a source of knowledge before practicing. We will put it into action by making all HR members record a video or perform a presentation online and ground. • Every member would record a session to be involved into the data of the Youtube Channel. • Online Presentation Course would be provided. •Implementation: through the 2 weeks of the Interviewing high program, The old members would be divided in to parts within 2 weeks. • Trainers: Interviewing skills trainers who will utilize the week to flourish their Interviewing skills. • Learners: who would utilize the week to learn presentation basics. (Knowledge of Presen14 tation skills to monitor his/her Performance). HR Officer 2018 © Gamal Eldien

AAPG SC SU | HR O f f i c e r P roposa l

• After the Interviewing Program, the whole team would be subjected to a Presentation course utilizing the week they get before to master their skills in this course and to help new members. • No Gap in Efficiency would occur as the 2 teams would be subjected to the same program alternately. • No High load would be presented as every work would contain a funny part and workshop. (These workshops are among HR Head Responsibilities). • Alternation of the trainers would raise the efficiency and provide more experience for new members. 1st Week

Old Members

New Members

2nd Week

3. Critical thinking (All members)

It’s very important for HR member to be aware of this skill especially, logical fallacies. We would provide a course and sufficient data to learn. The course would be followed by a workshop to utilize this skill with highly efficiency. Members would focus on logical fallacies through their training. In addition using them in the interviews.

4. Leadership (All members)

It will be put into action by choosing a different member every month to lead a team (Evaluation or Interview) in addition to development leader.

5. Time management 6. Planning 7. Negotiations 8. Communication

-These skills would be divided between HR members alternately as 3 members as maximum for 1 skill. • The Plan of these skills would be the plan of the HR Head. • There would be a large cooperation with Coordinator and Communication Trainer Through Communication Program.

HR Officer 2018 © Gamal Eldien

AAPG SC SU | HR O f f i c e r P roposa l

Mastering Program Vision: To Unleash the Master inside you - As trainers provide a lot of effort and knowledge for every applicant, this program would focus on what is missing for every member.

• Mastering Program: would focus on your daily required skills and knowledge to help you. -The program would consist of 8 weeks, 4 in each semester with 8 sessions. •Presenters: It would be the responsibility of HR officer, Marketing officer, Secretary, HR Head, Development leader and a qualified member who is the most developed member.(Selection of this member would be in cooperation with HR Head and Development leader. • The Place: of the program would be specified depending on the number of applicants. • Time: Illustrated initially in The timeline and could be adjusted depending on the Midterms time and could be adjusted with Marketing officer depending on the current working campaign or events at this time.

Content 1st Semester •Freelance Essentials

1st

•MOOCS & Technical Sources

• Planning

• Productivity Control

• Negotiations

1st

3rd

2nd

2nd Semester

4th • CV Writing

3rd

2nd

4th

•Marketing Essentials

• Training Essentials

AAPG SC SU | HR O f f i c e r P roposa l

SWOT Analysis Strengths • Highly Related Topics: Reasons: • Relevant topics • New Topics • Qualified Trainers: Reasons: • Limited for HR officer, Marketing and secretary and HR Head and Development leader Sustained by: • High training for before every session • Good Preparation • The first time for some topics: Reasons: • Content doesn’t exist in development program Sustained by: • High training for before every session • Good Preparation for that content • Good Means for members engagement: Reasons: • Participation of a lot of members from different committees Sustained by: • Good Workshops • Room For AAPG International: Reasons: • Participation of the Secretary

Weaknesses • Lack of awareness of Weaknesses Reasons: • a new program Solved by: • Working hard to cover all threats

Opportunities • Large Engagement of Members. Reasons: • Relevant topics so may large number exist • New Topics Sustained by: • High training for before every session • Good Preparation • Good Marketing • Building a Large Brand Reasons: • Powerful Trainers and High value. Sustained by: • High training for before every session • Good Preparation for that content

Threats • Lack of Experience:

Reasons:

• New Program Could be Solved by: • Choosing the Suitable time • Using Good Marketing direction • Proving high quality and product from the first sessions

• Load on HR officer: Reasons:

• Possibility of unavailability of one of the Presenters or Lack of training.

Solved by:

• Involving the Vice-President in a case of the high load on HR officer. • Preparing earlier for the program.

AAPG SC SU | HR O f f i c e r P roposa l

Leadership Program • Depending on the plan of the President, this Program would be totally under the supervision of HR Team. • Duration: 2 Weeks before the elections. • Trainers: HR Officer & HR Head. -It would consist of only one patch all over the season with a good workshop to cover the program target. • Data Source: The Previous Leadership trainer Mr. Ahmed Ismael. • Plan: • Prepare the Course data with HR head at July. • Work on the course until the academic master degree(How To teach the Course). •Utilize the experience of Ex-Leadership trainer. •Create Workshops of proposal Writing and High board simulation under the supervision of the high board. • During the program, Proposal writing and Interviewing skills sessions would be presented to cover all members especially when there is a large number of applicants and a required capacity.

Strengths

SWOT Analysis

• Ex-Experience Of Leadership Trainer. Reasons: • Collaboration of Ex-Trainer • A Unique program along the season: Sustained by: • Good Preparation • Passionate Applicants Reasons: • The simulation program at the end of the program would qualify you mentally to apply in the new season and would give you a large experience. Sustained by: • Encourage a lot of members to apply for the next season

Opportunities

• A lot of applicants: Reasons: • A unique program along the season Sustained by: • High training for before every session • Good Preparation

• Passionate Applicants Reasons: • The simulation program at the end of the program would qualify you mentally to apply in the new season and would give you a large experience Sustained by: • Encourage a lot of members to apply for the next season

Threats • Few Number Of Applicant:

Reasons:

• Low Experience of HR Officer and Head: Reasons:

•The Time is approaching exams Could be Solved by: • Choosing the Suitable time • Using Good Marketing direction • Proving high quality product from the first sessions

Solved by:

• Load on HR officer: Reasons:

Weaknesses

• The First time the program is under supervision of HR • High training for before every session • Good Preparation •Utilizing the Ex-Trainer

•Having The Reviewing system and Mastering Program may consist a load HR Officer.

Solved by:

• Making the session of HR officer in Mastering at the beginning away from the leadership program • Preparing for the Program earlier HR Officer 2018 © Gamal Eldien

AAPG SC SU | HR O f f i c e r P roposa l

Timeline JUNE

• The Online development program for leaders. • Launch Online reposition survey. • Non-limited Reposition zone.

JULY

• Online development for HR old members about critical thinking. • Preparation of required data for recruitment group. • Launch recruitment group. • Getting reports from each head about the current state of the committee (After reposition). • Launch Online recruitment.

AUGUST

• “AAPG Ethics” to be published. • The first reviewing Sheet.

SEPTEMBER

•Online meeting for HR members. •Launch Online development program for members. •Online development for HR new members about interviewing skills, critical thinking and Presentation skills.

OCTOBER

• The Ground development program for leaders. • Ground meeting for HR members program. • Choosing HR Interviewing team and Evaluation team. •Ground recruitment. •Preparing for the mastering program.

NOVEMBER • Ground meeting to discuss our plan for Mastering program. • 1ST semester Mastering program. • New Members training program. DECEMBER • Work on evaluation. • Prepare for the Interview Competition. January • 1-week rest for the team. • Interviewing skills Training program. FEBRUARY •Meeting to discuss our plan for 2nd semester. •Ground recruitment. •Meeting for HR new members. • Preparing and launch 2nd semester Mastering program. MARCH •Ground training for HR new members. • Work on Evaluation. •Leadership Program. •2nd semester Mastering program. APRIL •Outing for HR members. •New members will continue their training. •Prepare and send th final review to the president.

AAPG SC SU | HR O f f i c e r P roposa l

New Ideas • Board Monitoring system:

• Members Grades System

Grades System • For every member

- For every member with performance higher than 98% = Grade A.

than 98% = Grade A.

with performance higher

•For every member with performance higher than 75% = Grade B. • For every member with performance higher than 55% = Grade C. - 20% for Availability and Communication with the high board. - 40% for Efficiency of the work and achieving the plan. - 40% for the Creativity and the development of the members. • For Everyone with 30% or lower, a meeting would be conducted with the officer and the HR officer. • For Everyone with 10% or lower, it would be a mistake.

3 mistakes = Fired! • Any Ethics violation would lead you to an emergent meeting. If there was no persuasive or a realistic reason, the board member would lose his/ her authority and returns to a member of his/her committee. • If there was a reason, you would get 2 mistakes If you have already one mistake, that leads you to have 3 mistakes and you would return to a member.

-For every member with performance higher than 75% = Grade B. - For every member with performance higher than 55% = Grade C. Lower than C, you would get an E-mail to be warned. • For every member with grade A, Availability to attend any Event in this period for Free with a maximum limit of 40 LE. If the Event costs more than 40, we would get a discount of 40 LE and the limit could be negotiated with the Treasurer and the number of the first month Grade A members. • Grades system would help to motivate members and make them feel equality whether the give a high rate or not. As the member get the grade which would equalize among a large area within the same range. A 75%, 90% and 85% would have the same grade.

• Online HR Control Panel -Old idea but the new is its implementation - The project is about to finish from the IT Team. It would provide a panel to provide every detail of members' Performance, grades, sheets,...etc.

The Best Board Member is one with grade A if more than one the HR Officer would have the authority to choose the best. The authority of giving these percentage is the HR officer and the Officer of every coordination. HR Officer 2018 © Gamal Eldien

AAPG SC SU | HR O f f i c e r P roposa l

Work Environement • One of the most important points we have to track deeply is the work environment. • Every member must feel proud of every achievement of AAPG and that could be built by the cooperation and the Integration system. • How to build a Consistent, Integrated and Powerful Work environment is what we would focus on every session we present, every task we request and every program we launch. • The team Spirit of one team with achievement is what we are going to focus until we reach the desired work environment (for e.g. Successful Social Events would be a pride for academy and HR team) • We are not 12 committees only, WE ARE ONE COMMUNITY WITH 12 DIFFERENT SCOPES WORKING FOR ONE SAKE. • Plan for achieving the requested work environment:

• Integration with high board to solve this problem. • Utilizing Every session with a motivation words for members linking between what they do and The Path AAPG works on. • Attendance of President and Vice for many sessions giving small motivation talks. • Availability of officers and good communication among them and members passing the Head to build a Spirit of friends. • Utilizing the Ex-High Board and Ex-Board to build the concept of the community. It’s not a position you own, It’s Faith to the community. •Utilizing the board meeting to build a great engagement among board members.

• I Couldn’t Neglect anyone helped in this proposal.

• Credits to Mr. Muhammed Bassiony, who helped by a conversation of 5 Hours upon which a lot of these ideas are resulted and the proposal is constructed. • In recognition of his efforts, I must thank him. “Thank You Mr. Muhammed”

Finally

AAPG isn’t just an activity you do, It’s the most beneficial act you could do nowadays. Thanks a lot for what I have learned and what I am going to learn.

HR Officer ‘18