Leading Point Consulting

Statement of Qualifications Index

Our consulting approach always starts with a mutual understanding of the clients needs, the needs are facilitated through a well developed work plan that describes each phase, activities, objective and deliverables

Statement of Qualifications

3

List of Services in Human Capital

26

Client Sample List

27

Sample Saudi Clients

28

Our Human Capital Team

34

Statement of Qualifications HR Policies & Procedures The Need •

Businesses are increasingly concerned with the need to develop HR policies & Procedures to regulate the relation between the employee and employer as well as to show the entitlements of each.

Leading Point Process

Leading Point is a UK registered Management Advisory Firm, registered in England & Wales under the registration number 06405487 With authority to provide management consulting services

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Leading Point has extensive experience in developing HR Policies & procedures based on the International HR tools and techniques, where as Leading Point Benchmarks with Local, regional and international best practices to develop the most suitable policies and streamlined procedures for our clients.

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The benchmarking process itself involves an in-depth analysis of the industry to measure the impact of each policy against the specific nature of the industry.

Statement of Qualifications HR Policies & Procedures scope Our Hr Policies & Procedures address the following areas

Leading Point is a UK registered Management Advisory Firm, registered in England & Wales under the registration number 06405487 With authority to provide management consulting services

PERSONAL CONDUCT

EMPLOYEE BENEFITS

EMPLOYMENT

• Behavior of Employees

• Disclosure of Benefits

• Personal Appearance

• Vacations

• Equal Employment Opportunity.

• Personal Finances

• Holidays

• Customer Relations

• Lunch Facilities

• Communication Systems

• Educational Assistance

• Conflicts of Interest

• Employee Counseling

• Confidentiality

• Recognition/Service Awards

• Disciplinary Procedure • Drugs, Narcotics, Alcohol

• Company Products/ Services • Relocation • Athletic & Recreational Programs

• Productive Work Environment/Harassment • Hiring • Employment Agreements • Orientation and Training • Medical Procedures • Introductory Period • Promotion • Hours of Work • Outside Employment • Layoff and Recall • Termination of Employment • Retirement

Statement of Qualifications HR Policies & Procedures scope Our Hr Policies & Procedures address the following areas “Cont’d”

Leading Point is a UK registered Management Advisory Firm, registered in England & Wales under the registration number 06405487 With authority to provide management consulting services

PAY PRACTICE

ABSENCE from WORK

• Salary Administration

• Attendance/Punctuality

• Performance Appraisals

• Short-Term Absences

• Severance Pay

• Leaves of Absence

• Job Evaluation

• Rest Breaks

• Pay Procedures

• Meal Breaks

MISCELLANEOUS

WORK AREAS

• Personnel Records

• Employee Safety

• Community Affairs

• Maintenance

• Suggestion Program

• Personal Property

• Dispute Resolution

• Parking • Security • Smoking, Drugs

Statement of Qualifications HR Policies & Procedures scope Our Hr Policies & Procedures address the following areas “Cont’d”

Leading Point is a UK registered Management Advisory Firm, registered in England & Wales under the registration number 06405487 With authority to provide management consulting services

PERSONNEL RESPONSIBILITIES

REIMBURSEMENT of EXPENSES

• Model Cover

• Travel

• CEO's Letter

• Per diems

• Functions of the HR Manual

• Automobile Usage

• Employee Supervision

• Business Entertaining

• Personnel Manager

• Meal Reimbursement

• Employer-Employee Relations

• Clubs/Civic Organizations

• Employment-at-Will

• Trade/Professional Assn.

Statement of Qualifications Incentive Schemes The Need

Years of experience in the FMCG industry in the GCC countries with proven record of clients that integrates with our international blend of services provided to our esteemed clients.

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Businesses are increasingly concerned with the need to motivate there employees to produce more efficiently and effectively.

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Leading Point Process

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Leading Point understands the need to satisfy employees through different motivation tools and techniques, accordingly a pool of automated tools and methodologies were developed to meet our specific client needs in terms of bonuses and other types of incentives.

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Our approach is mainly based on the industry practice in addition to our internal analysis process that we undertake for each assignment, after understanding the clients top management aspirations and strategies we develop a comprehensive incentive scheme that meets the specific needs of our clients, we also provide an automated sheet to calculate the incentives based on achievements and accomplishments.

Statement of Qualifications Compensation, Benefits & Incentives The Need •

All types of businesses are in need of a well organised and developed salary scale with systematic managerial levels and functions associated with a compensation guideline that will attract qualified calibre for the business.

Leading Point Process • We provide in depth services for the FMCG industry starting from the development of operational KPIs down to the integration in a score card level, our unique tools have proven to endure an efficiency in cutting cost and saving time

Leading Point developed a tool called the Salary Allocation Model (SAM) where as each job is evaluated according to the roles, responsibilities, duties and authorities associated with the job taking into consideration the Competency framework of the Job, based on a grading point analysis for each job category, the result is benchmarked with the industry best practice to determine the suitable pay and salary structure in addition to the suitable compensation for each job category.

Statement of Qualifications Competency Frameworks The Need •

2- Operations 3- Organization 4- Finance 5- Technology

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Leading Point is using one of the most advanced tools for the development of competency frameworks ( The Squarian Approach)

Assessment The Squarian Approach

Behaviors

Competency Development

1- strategy

Leading Point Process

Analysis

Leading Point is operating in several service lines directly addressing client needs, mainly our concentration is on:

The diversity of job categories and titles among the companies, and the technical value of each job are rapidly growing in the business, Companies are now aware of the need to have competency frameworks to serve as the guideline for assessments, appraisals and evaluations in addition to recruitment and employment.

Statement of Qualifications Competency Frameworks Mission

Objectives

Vision

Values Core competencies Competencies Behavioral

Technical

Personal Management Business

Performance Evaluation System

Training and Development

Recruitment and Selection

General

Specific

Compensation System

Career Development Plan

Statement of Qualifications Performance Management The Need •

The high demand to measure the performance of a business is rapidly increasing, whereas most business groups are heading towards unique performance management systems to evaluate there performance against pre-set Key performance indicators to measure the efficiency and affectivity of work.

Leading Point Process (The Balanced Scorecards)

The Balanced Scorecard Financial

Strategic Vision and Goals

Customer

Internal Business Process

Learning and Growth

Tactical actions enabling strategy execution

Statement of Qualifications Executive Coaching The Need •

Changes in business strategy require new ways of working.

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Organizations need Leading Point Coaching when:

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Strategic goals require changes in managerial capability or behavior.

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Groups of managers have increasing demands made upon them and management capability needs to be improved in order to meet those demands.

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A more developmental culture is needed: managers who have a powerful coaching experience begin to coach their own people more effectively and open feedback becomes the norm.

Statement of Qualifications Executive Coaching The Leading Point Process •

In our view, successful coaching interventions require that managers know themselves well, fully recognize what is required of them, accept deep-down the importance of changing, know what to do in order to change, have the support they need and recognize how to use their strengths to the full. In order to achieve these ends, the Coach acts as: a confidential and neutral sounding board, a challenger, a source of expertise, an in-depth assessor and a provider of accurate and honest feedback. Our emphasis is on long-lasting behavior change: doing things differently. In concrete terms, the individual is helped to: Take stock of themselves, their strengths and weaknesses.

Statement of Qualifications 360º Feedback Evaluation The need •

360° feedback is the systematic collection of data from a manager’s colleagues, direct report and one or more bosses, which is then discussed in depth with the manager. It is an increasingly frequent way of helping individuals gain selfinsight into their strengths, potential and development opportunities.

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Specific needs include:

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Obtaining additional information and perceptions about individual managers, to be used alongside other data, as part of a tailored development program.

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Establishing a baseline level of skills, to be re-assessed after an intensive program of coaching.

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As part of a performance management process, to be considered with performance review data

Statement of Qualifications 360º Feedback Evaluation Leading Point’s process •

Like all powerful tools, 360° feedback requires careful handling. Leading Point works closely with our client in establishing, first, the areas in which data needs to be gathered. Often this is closely aligned to a competence framework, itself related to the core business objectives. Collecting 360° data is administratively complex and time-consuming. Therefore, Leading Point strives to minimize this burden, whilst creating a process that can be accommodated by the client given its culture and objectives.

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The next step is to process and analyze data in a way which preserves confidentiality and anonymity. For this purpose, Leading Point uses a variety of methods, ranging from collecting verbal comments over the telephone to the use of sophisticated software which can both distribute and collate the relevant documentation via computer discs or e-mail.

Statement of Qualifications 360º Feedback Evaluation •

Once data is collated into a report, the final step is to review this with an individual in a way which is helpful, challenging and constructive. The result is normally a high-quality action plan constructed by the individual in consultation with Leading Point.

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Our overall philosophy is that detailed and specific comments provide the richest development data, and all our 360° feedback processes have text-rich data at their heart. In addition, we are able to aggregate data across an organisation, which can provide sharp insights into collective strengths and weaknesses. These can be the basis of a range of organisation development or training initiatives.

Statement of Qualifications Building Team Effectiveness The Need •

There are a number of situations where a team needs to step back and look at how it is operating in order to prove its effectiveness. this can include the following: •

A newly established team usually needs help in understanding how it is going to go forward.

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The integration of new people into a team frequently requires a fresh look at how the group of individuals will work together.

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In establishing and achieving goals, there is often a need for teams to understand their individual and collective values and personal styles as well as the impact these have on the team’s effectiveness.

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Specific aspects of team effectiveness can need addressing. For example, a top management team seeking to initiate cultural change within an organisation needs to identify its own values as a collective and the values of its individual members.

Statement of Qualifications Building Team Effectiveness Leading Point’s Process •

Leading Point’s work with teams is built around a model of effectiveness which evaluates a team’s goals, processes, relationships and roles. In our view, for successful interventions, teams need to address each of these dimensions. Additionally, our work seeks to create real change in teams by: •

Operating a series of interventions to ensure change is properly embedded in the workings of the team.

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Seeking to provide individuals with insights into themselves and others.

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Identifying and defining actions and carefully monitoring their progress.

Statement of Qualifications Individual Assessments The Need •

Developing an organisation requires an accurate understanding of its people, particularly at senior levels. In moving an organisation forward it is vital to:

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Assess the strengths, weaknesses and potential of key managers to ensure that the capability exists to achieve strategic objectives.

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Select the right people who can meet the demands of key roles, both at present and in the future.

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Assess the development and training needs of staff both on an individual and a company-wide basis.

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Ensure that processes are initiated which address the development needs of individual staff and key team

Statement of Qualifications Individual Assessments Leading Point’s Process •

Leading Point’s psychological assessment process involves an in-depth interview of three to four hours duration combined with psychometric tools. These are used flexibly as our assessments are more about judgment than measurement. The results are discussed with the person thus giving them the opportunity to explore and comment on the results. Our approach is to understand people in the whole and in the context of the organisation, particular job demands and the way in which these are changing.

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We also help improve the assessment capability of senior managers by offering training in the above approach.

Statement of Qualifications Organization Restructuring .

Organization Structures Organization Charts Functional Charts Positional Charts Departmental Charts Job Descriptions • Job Grade • Job Class • Job Level • Job Position • Roles, Responsibilities & Duties • Job Competencies that will Include : • Education • Experience • Skills • Knowledge • Required Training

Statement of Qualifications Assessment Centres & Selection Systems The Need •

Organisations face a variety of situations requiring the assessment of the capability and potential of large numbers of people for selection purposes. Positions that become available within the organisation may be filled by internal or external candidates, but in either case, it is critical that all interested parties are given objective consideration.

Leading Point’s Process •

Leading Point contributes to such situations by enabling the organisation to put in place selection systems which have the greatest likelihood of identifying the key characteristics required for successful performance. These systems are tailored to particular circumstances and are designed to fit closely with existing procedures and processes within the organisation.

Statement of Qualifications Job Evaluation • The Need Job evaluation determines the relative worth of a job as compared with another job or many others. It does not set rates of pay (that’s what job pricing does); rather, it compares jobs with one another or measures them against a standard, so that we can say that the job of plant manager ranks higher than that of clerical. Such information is vital to the organization because it serves as the foundation for many aspects of the human resources program. First, it carries over into the job pricing phase, with the result that jobs of relatively greater value within the firm are compensated more highly than those of relatively less value. Next, job evaluation pinpoints existing wage inequities. Job evaluation exposes situations in which jobs are not being compensated in proportion to their relative value. For instance, if we know that the General manager job is classified higher than the clerical, and if we then discover that the differential in the average rates paid to the two jobs is only $50 per week, we can conclude without question that either the clerical job is being paid too high or the plant manager position is being paid too low.

http://www.leadingpoint.co.uk/job_evaluation.html

Statement of Qualifications Job Evaluation • Leading Point Process Leading Point deploys different techniques in designing and delivering Job Evaluation Assignments, the most suitable being determined by the characteristics of the organization, including its size, the number of jobs involved, the time available for the study, the past experience of those responsible for the effort, and other organizational traditions. 1. Qualitative Systems Qualitative methods of job evaluation are distinguished by the fact that they involve the analysis of jobs as a whole. There is no attempt to isolate the components that comprise the position. Essentially there are two qualitative systems. 2. Quantitative Systems In large-scale organizations, job evaluations are usually so complex and involves so many jobs such that using a qualitative process is impractical. In such cases, one of two quantitative approaches is usually selected. Both of these approaches break the jobs down into compensable parts so that it becomes possible to evaluate the total worth of a job.

Statement of Qualifications Project Management Office ( PMO) • Leading Point Process Leading Point deploys different techniques in running a PMO office, our role and responsibilities lies in the following areas: • 1- defining the project charter • Developing the project team • Setting the project initiative office • Liaison with project partners • Follow up on all project initiatives • Develop and design project reports for parties • Coordinate all project requirements • Lead a team of professional towards the shared goals of different parties

Statement of Qualifications Business Process Re-engineering

Implement the Organization Restructuring

Understand Corporate Strategy

Organization Restructuring & BPI

Identify ERP Requirements

Develop To- Be Situation

Review Organization Structure

Document As-Is Situation

Statement of Qualifications Business Process Re-engineering Level 1: Processes Develop and Improve Products /Services

Market and Sell Products / Services

Perform Order Mgmt

Procure Materials & Services

Level 2: Sub-processes

Manufacture Products

Provide Customer Services

Manage Logistics

Level 3: Activities

Activity Supported by ERP

S

S

Prepare Detailed

Define Bus. Strategy

Is Planning Activ. Related?

Yes

No

Manage Delivery Schedule Manage / Track Orders Report Fin. Performance

Budget

Profit Center Budget

Manage Customer Credit Exposure Enter/Authorize Orders

Review and Approve

Forecast Based on Budget vs. Actual Data

Prepare Detailed

S

Activity Cost Center Budget

Prepare Detailed S Cost Center Budget

Significant Variances Observed?

Rev. Tactical Goals & Expenditure Limits based on Actuals

No

Pack/Ship Orders Bill & Collect Revenue

Yes

Compare Actual to Budget for Input to Subsequent Budget Cycle

Activity not Supported by ERP

Variances and Trends Observed?

Yes End No

Statement of Qualifications Change Management

Denial

Commitment

Help people notice the urgent need to change and understand purpose.

Help people improve productivity, morale, and sustain performance.

Resistance

Exploration

Help people share experiences and concerns and move beyond them.

Help people be innovative and create meaningful change.

“VALLEY OF DESPAIR”

Statement of Qualifications Executive Placement

We have successful stories in providing Executive Placement projects for the Different industries in the ME region for critical positions in executive and senior executive management levels such as:

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Plant Manager Strategic Procurement Manager Chief Financial Officer HR Director Marketing Director Supply Chain Director National Sales Manager Operation Manager …… etc

Statement of Qualifications Executive Placement

Develop Assignment Brief Develop target list Database Search

Direct Search

Application Screening Competency Based Interviews Psychometric Testing (optional) Short-listing Reference Checks Client Selection

Statement of Qualifications Change Management

OLD MODEL Consultant as expert

z

Consultant-driven solutions

z

Limited client involvement

z

Sustainable results based on informal training and client expertise

z

No change capability left behind

Client/Consultant Teaming

Knowledge Transfer Contract

Leave Behind Methodology

z

Consultant as coach and facilitator

z

Client-driven solutions

z

Collaborative effort between clients and consultants

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Sustainable results based on explicit training and new skill sets of client personnel

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Significant change capability left behind

Joint Knowledge Transfer Sessions

Sustainable Results

z

NEW MODEL

List of HC Services Our range of human capital services

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Compensation & Benefits Manuals

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Management Development Programs

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Salary Survey Studies

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Performance Management

Training Needs Assessments

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HR Manuals

Business Process Reengineering

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Organization Structures

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Manpower Planning

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Job Descriptions

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Recruitment & Selection

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Key Performance Indicators Manuals

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HR Strategy

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Coaching

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Incentive Scheme Manuals

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Leadership Development Programs

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Management By Objectives

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Reward & Bonus Schemes

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Job Evaluation & Analysis

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Authorities Matrices

Sample Clients in the Globe

Our Team in Saudi Arabia Marwan Samadi, CMC, SPHR, CPF, IPT Marwan Samadi is a senior partner with Leading point UK, Marwan is the senior Human Capital Services partner responsible for the MENA Region

Main focus of consulting work „ Main focus areas of Marwan are in the Organization and Human Capital services, Marwan has extensive experience in the Organization and HC arena managing projects in Europe, Middle East and the US. Marwan Samadi, Senior partner Human Capital Services Leading Point Ltd

Tel +96626606668 Fax +96626601544 UK KSA JO Syria: Qatar:

+44 (77) 72788621 +966 (56) 5110903 +962 (79) 6888868 :+9 63 (932) 888868 +974 (5) 871134

Human Capital Experience 1- Job Analysis 2- Job Evaluation 3- Competency Frameworks

Professional Background

4- Knowledge Management

„ Marwan has a proven track record in the consulting arena, with more than 13 years of experience starting with the World Bank as a capacity building Manager and then moving to Deloitte & Touche as the Human Capital Leader for the Me Region, and then to McKinsey & Company as the Director of Organization in the ME, then as a senior partner with Leading Point Management Advisory Services in 2007.

5- Change Management

„ Marwan is a certified Professional Facilitator from the IAF in the UK and holds a SPHR from SHRM, he also has to diplomas in strategic management and participatory rapid appraisals and is a certified management consultant.

8- Capacity Building

„ Education:

10- Incentive Schemes

6- BPR 7- Organization Restructuring

9- Compensation & Benefits

• PhD, Candidate by 2009 Yale School of Management, Organizational Behaviors, USA, Connecticut, New Haven

11- HR Policies & Procedures

• Master Degree in Finance from Princeton University, New Jersey, 1996

12- Succession Planning

• Bachelors' degree in Financial Management from Yarmouk University

13- Performance Mgt Systems

Our Team in Saudi Arabia Asad Naqvi MBA •

Asad Naqvi is a consultant with Leading Point KSA, Asad is responsible for human capital and information systems development.

Main focus of consulting work „

Asad has extensive experience in the Information System development in Pakistan and Saudi Arabia . Also he has extensive experience in business analysis, balanced scorecards formulation & implementation, business process reengineering and performance management.

Professional Background Asad Naqvi, Counslatant

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Leading Point Ltd Tel +96626606668 Fax +96626601544

Mob: +966 506656377

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Human Capital Experience 1- Job Analysis 2- Job Evaluation 3- Competency Frameworks 4- Change Management 5- BPR

Asad developed many business plans in consultation for multinational companies and developed the performance management for several originations. Asad managed several projects in developing & implementing balanced scorecards, business planning, information systems strategies and plans, feasibility studies, systems analysis and design, and ERP implementation project management. Asad has more than fifteen years international and multinational work experience in different industries in Pakistan & Saudi Arabia. And he is a Certified Information Systems Auditor (CISA). Education:

MBA- Master of Business Administration, from IBA - University of Karachi. Bachelor of Commerce from University of Karachi.

6- Organization Restructuring 7- Compensation & Benefits 8- Incentive Schemes 9- HR Policies & Procedures 10- Performance Mgt Systems 11- HRMS

Our Team in Saudi Arabia Fadi Abdulhadi Fadi is a consultant with Leading Point KSA. Fadi is responsible for organization structuring in Saudi Arabia.

Maim focus of consulting work

Fadi Abdulhadi Counslatant Leading Point Ltd Tel +96626606668 Fax +96626601544

Mob: +966 544401915

„ Fadi has extensive consulting experience in organization development for public and private organizations in Jordan and Saudi Arabia. Fadi specialized in Business Process Reengineering, Performance Measurement Systems and Human Recourses Development & Motivation Systems. In addition to Quality, Environmental, Occupational Health and Safety Management Systems design in accordance with ISO 9001, ISO 14001, OHSAS 18001, ISO 22000 and HACCP international standards.

Human Capital Experience 1- Job Analysis 2- Job Evaluation 3- Competency Frameworks 4- Change Management 5- BPR 6- Organization Restructuring

Professional Background „ Fadi has over seven years of experience as consultant to different governmental and private organizations. Fadi has been involved in many projects in business process reengineering, quality management system with several organizations in Jordan and Saudi Arabia. „ Education: • Bachelor degree in Industrial Engineering from University of Jordan.

7- Capacity Building 8- Compensation & Benefits 9- HR Policies & Procedures 10- Performance Mgt Systems

Our Team in Saudi Arabia Moataz Al-Hilou, Moataz is a senior human resources and organization development analyst with Leading point KSA, Moataz is responsible for human capital Services and organization development in Saudi Arabia.

Human Capital Experience 1- Job Analysis

Main focus of consulting work

Moataz Al-Hilou Senior Business Analyst Leading Point Ltd Tel +96626606668 Fax +96626601544

Mob: +966 504316353

„ Main focus areas of Moataz are in the Organization and Human Capital services, Moataz has experience in the Organization and HC arena managing projects in different organizations in Saudi Arabia.

2- Job Evaluation

Professional Background

4- BPR

„ Moataz has experience in developing Job descriptions , organisation structure, HR manuals, Competency framework, strategic planning, business process reengineering. Also Moataz has experience in designing and delivering many training courses in soft skills for private and public sectors. Moataz has more than 2 years of professional experience in developing human resources and organisations and comes from an engineering background.

5- Organization Restructuring

„ Education: • Bachelor degree in Industrial and Systems Engineering from King Fahad University of Petroleum and Minerals, Saudi Arabia, Dhahran, 2006.

3- Competency Frameworks

6- Compensation & Benefits 7- Incentive Schemes 8- HR Policies & Procedures

Our Team in Saudi Arabia Shadi Feirak, MBA Shadi is a senior analyst with Leading point KSA, Shadi is the Senior Recruitment and Manpower Analyst in Saudi Arabia.

Main focus of consulting work

1- Job Analysis

„ Main focus areas of Shadi are in the Recruitment and Manpower Planning. Shadi has extensive experience in recruiting for different organizations in Saudi Arabia.

2- BPR

Professional Background Shadi Feirak Senior Business Analyst Leading Point Ltd Tel +96626606668 Fax +96626601544

„ Shadi has experience in developing Job descriptions , organisation structure, recruitment function. Shadi was part of the team responsible for developing Job descriptions for one of the leading banks in Saudi Arabia. In addition to his experience in the field of operating and developing the recruitment function for group of companies. He also has experience in the field of process mapping and business process re-engineering. Shadi has more than 2 years of professional experience in Human Resources, business and comes from an engineering background. „ Education:

Mob: +966 504633533

Human Capital Experience

• Master Degree in Business Administration from American University of London, 2008 UK, London. • Bachelor degree in Industrial and Systems Engineering from King Fahad University of Petroleum and Minerals, Saudi Arabia, Dhahran, 2006.

3- Organization Restructuring 4- Compensation & Benefits 5- HR Policies & Procedures 6- Succession Planning 7- Manpower planning 8- Recruitment

Our Team in Saudi Arabia Mazen Homsi Mazen is a human resources and organization development analyst with Leading point KSA, Mazen is responsible for human capital Services and organization development in Saudi Arabia.

Human Capital Experience 1- Job Analysis

Main focus of consulting work

Mazen Homsi Business Analyst Leading Point Ltd Tel +96626606668 Fax +96626601544

Mob: +966 564131871

„ Main focus areas of Mazen are in the Organization and Human Capital services, Mazen has experience in the Organization and HC arena managing projects in different organizations in Saudi Arabia.

2- Job Evaluation

Professional Background

4- Change Management

„ Mazen has experience in developing Job descriptions , organisation structure, HR manuals, Competency framework, business process reengineering. Mazen has a professional experience in developing human resources and organisations and comes from an engineering background.

5- BPR

„ Education: • Bachelor degree in Industrial and Systems Engineering from King Fahad University of Petroleum and Minerals, Saudi Arabia, Dhahran, 2007.

3- Competency Frameworks

6- Organization Restructuring 7- Incentive Schemes 8- HR Policies & Procedures

Our Team in Saudi Arabia Wael Nassief Wael is a Change Management analyst with Leading point KSA, Wael is responsible for organization structuring in Saudi Arabia.

Main focus of consulting work

1- Job Analysis

„ Main focus areas of Wael are in the Organization and Human Capital services, Wael specialized in Business Process Reengineering .

3- Competency Frameworks

Professional Background

Wael Nassief Business Analyst Leading Point Ltd Tel +96626606668 Fax +96626601544

Mob: +966 505670953

Human Capital Experience

„ Wael has experience in developing organisation structure, HR manuals, Competency framework, business process reengineering. Wael has a professional experience in developing human resources and organisations and comes from an engineering background.

4- Change Management 5- BPR 6- Organization Restructuring 7- HR Policies & Procedures

„ Education: • Bachelor degree in Industrial and Systems Engineering from King Fahad University of Petroleum and Minerals, Saudi Arabia, Dhahran, 2007.

Our Team in Saudi Arabia Ghassan Al-Dhabi Ghassan is a Recruitment and Manpower analyst with Leading point KSA, in Saudi Arabia.

Main focus of consulting work

1- Job Analysis

„ Main focus areas of Ghassan are in the Recruitment and Manpower Planning. Ghassan has extensive experience in recruiting for different companies in different industries in Saudi Arabia.

2- Job Evaluation

Professional Background Ghassan Al-Dhabi Business Analyst Leading Point Ltd Tel +96626606668 Fax +96626601544

Mob: +966 556657557

Human Capital Experience

„ Ghassan has experience in developing recruitment function. He also has experience in the field of process mapping and business process re-engineering. „ Education: • Bachelor degree in Industrial and Systems Engineering from King Fahad University of Petroleum and Minerals, Saudi Arabia, Dhahran, 2008.

3- BPR 4- Organization Restructuring 5- Recruitment

Our Team in Saudi Arabia Reda Zaidan Reda is a business analyst with Leading point KSA, Reda is responsible for human capital Services and HRMS in Saudi Arabia.

Reda Zaidan Business Analyst Leading Point Ltd Tel +96626606668 Fax +96626601544

Mob: +966 569400525

Human Capital Experience

Main focus of consulting work

1- Job Analysis

„ Main focus areas of Reda are in the Organization and Human Capital services, Reda has experience in the HC and HRMS arena in a leading group of companies in Saudi Arabia.

2- Job Evaluation

Professional Background

4- HR Policies & Procedures

„ Reda has experience in developing HR manuals, Job description and analysing and integration between IT and business practices.

5- HRMS

„ Education:

6- HRIS

• Bachelor degree in Management Information System from King Fahad University of Petroleum and Minerals, Saudi Arabia, Dhahran, 2008.

3- Competency Frameworks

Our Human Capital Team Tariq Awwad Tariq Awwad, MS

Tariq Awwad Manager Leading Point Ltd Tel +96265549333 Fax +96265543335

Human Capital Experience

Tariq Awwad is a manager with Leading point Amman, Tareq is responsible for human capital and organization structuring in the MENA Region

1- Job Analysis

Main focus of consulting work

3- Competency Frameworks

„ Main focus areas of Tareq are in the Organization and Human Capital services, Tareq has extensive experience in the Organization, Reengineering and HC arena

4- Change Management

Professional Background „ Tariq has extensive experience in conducting human capital and organizational development projects, business plans, organizational assessment and development. Tareq was part of the streamlining team responsible for streamlining and restructuring different governmental departments in Jordan. In addition to his experience in the field of organization restructuring and public sector reform. He also has broad experience in the field of process mapping and business process re-engineering. Tareq has more than 8 years of professional experience in management, consulting, business and comes from an engineering background. „ Education: • Master Degree in Engineering Management from Syracuse University, New York, 2002 • Bachelors' degree in Mechanical Engineering from Jordan University of Science and Technology

2- Job Evaluation

5- BPR 6- Organization Restructuring 7- Capacity Building 8- Compensation & Benefits 9-HR Policies & Procedures

Our Human Capital Team Aya Aldisi Aya Aldisi, MS Aya Aldis, currently holds a consultant position at Leading Point Amman, Ms. AlDisi has experience in the field of human capital, organization restructuring and job description.

Human Capital Experience 1- Job Analysis 2- Job Evaluation 3- Competency Frameworks 4- Change Management

Professional Background Aya Aldisi Senior Consultant Leading Point Ltd Tel +96265549333 Fax +96265543335

Ms. AlDisi has professional background in HR, business plans, feasibility studies together with organizational assessment and development; In addition,. of Assisted in conducting a number of market research studies in both Jordan and Syria, where an immense number of questionnaires were passed. Education Ms. AlDisi has Graduated form the University of North Carolina at Charlotte and presently holds a Bachelors Degree in Economics (with Honours).

5- BPR 6- Organization Restructuring 7- Compensation & Benefits 8- Incentive Schemes 9- HR Policies & Procedures

Our Human Capital Team Eman Balout Eman Balout, MS Human Capital Experience Ms. Balout is a senior consultant at Leading Point Amman Eman is responsible for building operational policies and procedures manuals, organization structures, human resources, and job descriptions.

1- Job Analysis 2- Job Evaluation 3- Competency Frameworks

Main focus areas of Eman is developing operational policies & procedures manuals, market research and public sector reform. Eman Balout Senior Consultant Leading Point Ltd Tel +96265549333 Fax +96265543335

Professional Background Ms. Balout has participating in preparing different government institutions for King Abdullah II Award for Excellence in Government Performance and Transparency some of them is Amman Grater Municipality. Ms. Balout was the Team Leader for Mystery Shopper Study for Municipality of Greater Amman second Award. Education M.Sc. in Transformation Management from Buckingham University. Bachelors’ Degree in Public Administration

4- BPR 5- Organization Restructuring 6- Compensation & Benefits 7- Incentive Schemes 8- HR Policies & Procedures