Human Resources Civil

CURRICULUM VITAE

PERSONAL INFORMATION:

Name : Abdul Mageed Yassien saleh,

Saudi Arabia

Mobile # : +966-**-*******

Office Telephone : +966-**-*******

Fax : +966-*-*******

Email Address : **************@*****.***

Nationality : Sudanese

Marital Status : Married with six (6) children

ACADEMIC QUALIFICATIONS:

-Bachelor of Arts (Honours) 1972 from the University of Khartoum

-Diploma of Job Evaluation – British Government – Ministry of Overseas Development, 1975

-Diploma of Job Evaluation – Royal Institute of Public Administration – London, UK 1975

-Training course, Job Evaluation System in Gulf Area, MEIRC International – Bahrain, 1994

-Training course Hay Job Evaluation on May, 1998 in Dubai, UAE.

-Several Conferences & Seminars in Personnel & Human Resources topics.

LANGUAGE PROFICIENCY:

Arabic and English – Spoken and written (Excellent)

PRACTICAL EXPERIENCE:

- 1972 – 1973 - Assistant Human Resources Officer

- 1973 – 1974 - Human Resources Officer

- 1975 – 1977 - Senior Human Resources Officer

- 1978 – 1982 - Human Resources Administrator

- 1982 – present - Human Resources: Rules, Regulations & Job

Classification Consultant

(Please see the detailed practical experience attached)

CONSULTING AREAS:

-Human Resources Consultant for Nile Transport Cooperation – Sudan (1974 – 1977)

-Human Resources Consultant for Groundnut Oil Company

-Assistant Manager of Job Evaluation and Salary & Benefits Committee for Khartoum Governmental Transportation Company (1975 – 1977)

-Assistant Manager of Job Evaluation, Salary & Benefits Committee for SAHAFA Newspaper Khartoum, Sudan (1977)

PRACTICAL EXPERIENCE:

JOINED CIVIL SERVICES BUREAU – KHARTOUM, SUDAN

JANUARY, 1972

Having been awarded my University degree (Honours) from the University of Khartoum in 1972, I joined the Civil Services Bureau, Ministry of Civil Services and Administrative Reforms, Sudan Government, as an Assistant Human Resources Officer at the Headquarters.

After a short induction period working in various Divisions, I acquired proficiency in the whole Human Resources work including budgeting and the premises of salary structures.

The Civil Services Bureau is the main independent department responsible for the Human Resources activities and financial sides over all of the Sudan Government (Central and Local Government) because the Human Resources work is centralized under the control of the Civil Services Bureau.

The bureau manages the Human Resources work through the officers in the headquarters in addition to the Divisions of Human Resources in the ministries and independent departments of the Sudan Government.

The Human Resources Division in the ministries are mainly a part of the Civil Services Staff with full authorities from the Director General of Civil Services Bureau.

NOVEMBER, 1972

As one of Human Resources teams which was elected to do the work of Human Resources in several key ministries I was then sent to the Ministry of Education to represent the Director General of Civil Services Bureau, at that time.

The Ministry of Education is the largest Ministry since it equals 48% of the total number of the employees of the Sudan Civil Services Bureau.

We were responsible for the whole Human Resources activities i.e., promotions, recruiting, designing terms of works, Human Resources budgeting which consists of basic salaries, annual allowance, new jobs, vacancies and other items related to Human Resources work. We report to the Director General of Ministry of Education to assist him in the Human Resources side, as we were a part of Civil Services Bureau staff.

MARCH, 1973

Under special recommendations from the Ministry of Planning the Director General of Civil Services Bureau selected me to fill the job of Senior Human Resources Officer in the Department of Statistics. I had been given full delegations to carry on the whole Human Resources work. I supervised ten Human Resources officers and about 25 other staff in the Divisions of Human Resources. It was my responsibility to advise the Director General for the Department of Statistics overall Human Resources work and sometimes report directly to the Ministry of Planning. As the Head of Human Resources Division, I had to prepare the suggestions cost of living, annual allowance, other items concerning terms of work… etc… so by position of post the senior Human Resources officer was the head of budget committee over and above the whole Human Resources work which was under my control, and head of sections reported to me.

SEPTEMBER, 1973

Due to the urgent need for a Human Resources officer who had wide knowledge in Human Resources budgeting, the Director General of Civil Services Department called me to supervise one of the budgeting committees during the period of budget preparation for Sudan Civil Services.

The budgeting Department in the Civil Services Bureau controls chapter one of the Government budget which is mainly concerning salaries, cost of living, terms of works, cadres, organizational structures, staffing, annual allowances, grading, creating new jobs etc…etc… so all Ministries and Government Departments report to the Division about matters concerning chapter one of the budget, and it was my responsibility as one of the officers to lead my team according to the policy of the Department.

I reported to the Assistant General Director for budgeting – Civil Service Bureau, and subordinate staff of ten Human Resources inspectors and 15 assistant Human Resources inspectors and about 25 clerical staff.

MARCH, 1975

The Ministry of Civil Services and Administrative Reforms arranged a program for advanced reformation overall the Civil Services activities. It was one of the main items issued in the Third Reformation Conference of Sudan Civil Services that it was found necessary to send four selected Human Resources officer, highly qualified with good experience, to England under the British Government aid for the purpose of studying and selecting the most suitable job evaluation system for the Sudan Civil Services.

Fortunately, I was one of the four selected officers team headed by the Deputy Director General for Civil Services Bureau. A specially designed course was prepared for us in the Royal Institute of Public Administration in London. The course was divided into theoretical and practical programs. The theoretical was held in the Royal Institute while the practical job training was held in the Civil Services Department, Local Government, Birmingham Hospital and the Electricity Council in London.

I had been attached to job evaluation Division of London Borough of Southwark to write full assessments and report about the system of job evaluation used in Local Government of England at the end of my practical program.

THE MAIN ACHIEVEMENT AND ACTIVITIES OVER THE LAST THREE YEARS IN SUDAN CIVIL SERVICES DEPARTMENT (JOB EVALUATION DIVISION)

JULY, 1975 UP TO DECEMBER, 1977

Returned from England after finishing our semi-mission in job evaluation for Sudan Civil Services, I was promoted to Senior Human Resources Officer.

It was one of my responsibilities to report to the Minister of Civil Services and Administrative Reform about the suitable system of job evaluation we selected for Sudan Civil Service.

The report agreed by the Minister and a plan for implementing the system into the Civil Services was issued. The job evaluation Division in the Civil Service Bureau was controlled by the Deputy Director General of the Civil Service Bureau, I was transferred to this Department as First Assistant from July, 1975 to January, 1978, when I left Sudan to work in Saudi Arabia at Grain Silos and Flour Mills Organization, Riyadh as Human Resources Administrator.

The main achievements over this period include:

1-Designing a project for job evaluation system in Sudan Civil Services. This was prepared according to the final agreement of the Minister and based on the points rating system.

2-To create a group evaluation operations with functional responsibilities in every ministry. These groups reported to headquarters of job evaluation section in Civil Service Bureau.

3-Planning and implementing training programmes for all levels of operative job evaluation groups to train them for carrying on their responsibilities in ministries.

4-The setting-up of organizational structures for the ministries and Government Departments for the purpose of job evaluation activities.

5-Designing formats of questionnaires, interviews, job descriptions and job profiling.

6-Final analysis of the data collected for evaluation and selection of suitable area for budget.

7-Methods of evaluating Civil Service posts and kinds of structures needed for explaining to job holders, head of Departments, ministers, labor unions, leader of parties and to give hand-through the period of collecting information.

8-Final report about the scheme of job evaluation had been given to the Minister of Civil Services and Administrative Reforms who passed it to the Council of Ministers headed by the President of the Republic of Sudan.

9-The setting-up of new salary structures for Sudan Civil Services as one of the results of the job evaluation project.

10-Reorganization of the Ministries and Departments and accordingly clear definitions for the responsibilities of Ministries and Department were settled.

11-Responsibility of carrying on the entire results of job evaluation plan over the Civil Services in addition to full authority to continue in evaluating the new cases and solving any problems which may occur according to the rules and regulations.

12-Supervision of about 150 job evaluation groups working in the Ministries and Departments within the programmes of job evaluation headquarters. These group consisted of about 2,000 employees on several grades and scales.

JOINED GRAIN SILOS AND FLOUR MILLS ORGANIZATION, RIYADH, SAUDI ARABIA, JANUARY, 1978 UP TO JANUARY, 1982

I joined Grain Silos and Flour Mills Organization, Saudi Arabia as a Human Resources Administrator from January, 1978 up to January 1982.

The function of Human Resources Administrator is to formulate all personnel activities, including labour relations, Human Resources development, salary and benefits planning and administration, recruiting, developing and maintaining an organizational and Human Resources development..

The major responsibilities were:

1-Implementing a “Human Resources Department System” for all employees including:

a.Current job descriptions

b.Objectives setting

c.Performance appraisal

d.Preparing job descriptions with Head of Departments.

The Heads of Departments are made up from the following trades and professions:

a.Engineering, Civil, Electrical and Mechanical

b.Accounts at all levels

c.Production including Flour Milling, Animal Feed Manufacture, Grain Silo Storage and Flour Storage and Warehousing

The above details are intended to give an indication of the type of work I have been engaged on and the degree of responsibility which it entails.

The Assistant Director General sets the administration policy with instructions from the Board of Directors, and I in my present position has to implement it.

THE MAIN ACHIEVEMENT AND ACTIVITIES AT PRESENT IN SAUDI INDUSTRIAL DEVELOPMENT FUND, RIYADH, SAUDI ARABIA (FROM 1982 UP TO NOW)

I am currently engaged on an employment contract since 1982 with the Saudi Industrial Development Fund (SIDF) as Human Resources Rules, Regulations & Job Classification Consultant (Still on work)

The Fund role is to provide financial assistance to the industrial sector through the Kingdom of Saudi Arabia in the form of loans in addition to the advisory services to investors in the areas of finance, marketing, management and engineering in order to achieve a better utilization of the Kingdom’s resources to develop industry.

The function of the Human Resources Rules, Regulations & Job Classification Consultant is to formulate all Human Resources activities, Salary and Benefits Planning, drawing policies and plans relating to description, classification of SIDF positions, monitoring implementation of procedures for position classification in accordance with the approved policies, reviewing management and Human Resources policies of the Fund in addition of preparing the staff budgeting every Fiscal Year in accordance with job classification policy.

The major duties and responsibilities are:

1-Preparation and implementation of position description and classification policy.

2-Preparation of studies for Assistant Director General Human Resources with regards to Human Resources rules and regulations in connection with classification and organization charts further to partaking in development of performance methods and regular procedures.

3-Rendering assistance and opinion with regard to development of adequate systems and methods for the Fund.

4-Revision of positions description analysis and monitoring variations introduced thereto.

5-Assisting in the drawing of executory procedures for implementation of standardized regulations.

6-Studying and analyzing positions organization charts and envisaging budgets.

7-Rendering opinion and advice with regard to planning and development of personnel, regulations, policies and procedures.

8-Partaking in the preparation of annual budget for Fund staff and positions by revision of prepared positions titles and grade levels.

9-Partaking in the preparation, audit and execution of outstanding performance award.

10-Translation and preparation of personnel memoranda both in Arabic and English.

11-All administrative activities in concern of all Human Resources roles and management authorities including the preparation of salary and compensation surveys, professional studies especially designed to meet the targets and objectives of Human Resources goals in the Fund.

12-Application of information technology systems through all Human Resources activities following the recent hardware and software electronic facilities.

REFERENCE:

References will be provided upon request.

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