leading point consulting

Index

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

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

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 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.

• 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.


HR Policies & Procedures

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


HR Policies & Procedures scope



EMPLOYMENT

• Equal Employment Opportunity.

• 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

PERSONAL CONDUCT

• Behavior of Employees

• Personal Appearance

• Personal Finances

• Customer Relations

• Communication Systems

• Conflicts of Interest

• Confidentiality

• Disciplinary Procedure

• Drugs, Narcotics, Alcohol

EMPLOYEE BENEFITS

• Disclosure of Benefits

• Vacations

• Holidays

• Lunch Facilities

• Educational Assistance

• Employee Counseling

• Recognition/Service Awards

• Company Products/ Services

• Relocation

• Athletic & Recreational Programs

Our Hr Policies & Procedures address the following areas





Our Hr Policies & Procedures address the following areas “Cont’d”

PAY PRACTICE

• Salary Administration

• Performance Appraisals

• Severance Pay

• Job Evaluation

• Pay Procedures

MISCELLANEOUS

• Personnel Records

• Community Affairs

• Suggestion Program

• Dispute Resolution

ABSENCE from WORK

• Attendance/Punctuality

• Short-Term Absences

• Leaves of Absence

• Rest Breaks

• Meal Breaks

WORK AREAS

• Employee Safety

• Maintenance

• Personal Property

• Parking

• Security

• Smoking, Drugs





Our Hr Policies & Procedures address the following areas “Cont’d”

PERSONNEL RESPONSIBILITIES

• Model Cover

• CEO's Letter

• Functions of the HR Manual

• Employee Supervision

• Personnel Manager

• Employer-Employee Relations

• Employment-at-Will

REIMBURSEMENT of EXPENSES

• Travel

• Per diems

• Automobile Usage

• Business Entertaining

• Meal Reimbursement

• Clubs/Civic Organizations

• Trade/Professional Assn.

The Need

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

• Leading Point Process

• 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.

• 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.

Incentive Schemes


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.

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 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.

Compensation, Benefits & Incentives


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

The Need

• 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.


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

The The SquarianSquarian

ApproachApproach

BehaviorsBehaviors

AssessmentAssessment

Ana

lysi

sA

naly

sis

Com

petency C

ompetency

Developm

entD

evelopment

Competency Frameworks


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

1- strategy

2- Operations

3- Organization

4- Finance

5- Technology

Mission Vision Objectives

Values

Core competencies

CompetenciesTechnicalBehavioral

Personal Management Business General Specific

Performance Evaluation

System

Training and Development

Recruitment and Selection

Compensation System

Career Development

Plan

Competency Frameworks


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 ScorecardFinancial

Learning and Growth

Customer InternalBusiness Process

Tactical actions

enabling strategy

execution

Strategic Vision and

Goals

Performance Management


The Need

• Changes in business strategy require new ways of working.

• Organizations need Leading Point Coaching when:

• Strategic goals require changes in managerial capability or behavior.

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

• 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.


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.

Executive Coaching


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 self-insight into their strengths, potential and development opportunities.

• Specific needs include:

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

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

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


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.

• 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.



• 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.

• 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.



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.

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

• 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.

• 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 valuesof its individual members.

Building Team Effectiveness


Leading Point’s Process

• Leading Point’s work with teams is built around a model of effectiveness whichevaluates 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.

• Seeking to provide individuals with insights into themselves and others.

• Identifying and defining actions and carefully monitoring their progress.

Building Team Effectiveness


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:

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

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

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

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

Individual Assessments



• 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.

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

Individual Assessments


.

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

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 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.

Assessment Centres & Selection Systems


• The NeedJob 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.

Job Evaluation


www.leadingpoint.co.uk/job_evaluation.htmlhttp://

• 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 SystemsQualitative 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 SystemsIn 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.

Job Evaluation


• 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

Project Management Office ( PMO)


Understand CorporateStrategy

Develop To- Be

Situation

Implement the Organization Restructuring

Document As-Is

Situation

Review Organization

Structure

Identify ERP

Requirements

Organization Restructuring

& BPI

Business Process Re-engineering


Provide CustomerServices

Manage Logistics

ManufactureProducts

ProcureMaterials &

Services

Perform Order Mgmt

Market andSell Products/ Services

Develop and Improve Products/Services

Level 1: Processes

Level 2: Sub-processes

Level 3: Activities ActivitySupported

by ERP

Activity notSupported by

ERP

Pack/Ship Orders

Manage / Track Orders

Enter/Authorize Orders

Bill & Collect Revenue

Manage Customer Credit Exposure

Manage Delivery Schedule

S

S

S

SPrepare Detailed

Profit Center Budget

Prepare DetailedCost Center Budget

Review and Approve

Budget

Forecast Based on

Budget vs. ActualData

Rev. Tactical Goals

& Expenditure Limits

based on Actuals

Compare Actual toBudget for Input toSubsequent Budget

Cycle

Prepare Detailed

Activity Cost Center

Budget

Define Bus.Strategy

Is PlanningActiv. Related?

Report Fin.Performance

SignificantVariancesObserved?

Variancesand TrendsObserved?

End

Yes

No

No

Yes

Yes

No


Business Process Re-engineering

DenialHelp people noticethe urgent need to change and under-stand purpose.

ResistanceHelp people shareexperiences and concerns and movebeyond them.

ExplorationHelp people be innovativeand create meaningful change.

CommitmentHelp people improveproductivity, morale,and sustain performance.

“VALLEY OF DESPAIR”

Change Management


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:

Plant Manager Strategic Procurement ManagerChief Financial OfficerHR DirectorMarketing DirectorSupply Chain DirectorNational Sales ManagerOperation Manager

…… etc

Executive Placement


Develop target list

Develop Assignment Brief

Database Search

Application Screening

Competency Based Interviews

Psychometric Testing (optional)

Short-listing

Reference Checks

Client Selection

Direct Search

OLD MODELConsultant as expert

Consultant-driven solutions

Limited client involvement

Sustainable results based on informal training and client expertise

No change capability left behind

NEW MODELConsultant as coach and facilitatorClient-driven solutionsCollaborative effort between clients and consultantsSustainable results based on explicit training and new skill sets of client personnelSignificant change capability left behind

Client/ConsultantTeaming

Knowledge TransferContract

Leave BehindMethodology

Joint KnowledgeTransfer Sessions

Sustainable R

esults

Change Management


List of HC Services

• Compensation & Benefits Manuals

• Salary Survey Studies

• Performance Management

• HR Manuals

• Organization Structures

• Job Descriptions

• Key Performance Indicators Manuals

• Incentive Scheme Manuals

• Management By Objectives

• Authorities Matrices

• Management Development Programs

• Training Needs Assessments

• Business Process Re-engineering

• Manpower Planning

• Recruitment & Selection

• HR Strategy

• Coaching

• Leadership Development Programs

• Reward & Bonus Schemes

• Job Evaluation & Analysis

Our range of human capital services

Sample Clients in the Globe

Human Capital Experience

1- Job Analysis

2- Job Evaluation

3- Competency Frameworks

4- Knowledge Management

5- Change Management

6- BPR

7- Organization Restructuring

8- Capacity Building

9- Compensation & Benefits

10- Incentive Schemes

11- HR Policies & Procedures

12- Succession Planning

13- Performance Mgt Systems

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 workMain 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.

Professional BackgroundMarwan 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 & Companyas the Director of Organization in the ME, then as a senior partner with Leading Point Management Advisory Services in 2007.Marwan is a certified Professional Facilitator from the IAF in the UK and holds a SPHR from SHRM, he also has to diplomas in strategicmanagement and participatory rapid appraisals and is a certifiedmanagement consultant.Education: • PhD, Candidate by 2009 Yale School of Management,

Organizational Behaviors, USA, Connecticut, New Haven• Master Degree in Finance from Princeton University, New Jersey,

1996• Bachelors' degree in Financial Management from Yarmouk

University

Marwan Samadi, CMC, SPHR, CPF, IPT

Our Team in Saudi Arabia

Marwan Samadi, Senior partnerHuman Capital Services

Leading Point Ltd

Tel +96626606668Fax +96626601544

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


1- Job Analysis

2- Job Evaluation



5- BPR






11- HRMS

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

Main focus of consulting workAsad has extensive experience in the Information System development in Pakistan and Saudi Arabia . Also he has extensiveexperience in business analysis, balanced scorecards formulation & implementation, business process reengineering and performance management.

Professional Background

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, informationsystems strategies and plans, feasibility studies, systems analysis and design, and ERP implementation project management. Asad has morethan 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.

Asad Naqvi MBA


Asad Naqvi, Counslatant

Leading Point Ltd

Tel +96626606668Fax +96626601544

Mob: +966 506656377


1- Job Analysis

2- Job Evaluation



5- BPR






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

Maim focus of consulting workFadi 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 Systemsdesign in accordance with ISO 9001, ISO 14001, OHSAS 18001, ISO 22000 and HACCP international standards.

Professional BackgroundFadi 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.

Fadi Abdulhadi


Fadi AbdulhadiCounslatant

Leading Point Ltd

Tel +96626606668Fax +96626601544

Mob: +966 544401915


1- Job Analysis

2- Job Evaluation


4- BPR





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.

Main focus of consulting workMain 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.

Professional BackgroundMoataz 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. Education: • Bachelor degree in Industrial and Systems Engineering from King

Fahad University of Petroleum and Minerals, Saudi Arabia, Dhahran, 2006.

Moataz Al-Hilou,


Moataz Al-HilouSenior Business Analyst

Leading Point Ltd

Tel +96626606668Fax +96626601544

Mob: +966 504316353


1- Job Analysis

2- BPR




6- Succession Planning

7- Manpower planning

8- Recruitment

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

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

Professional BackgroundShadi 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: • Master Degree in Business Administration from American

University of London, 2008 UK, London.• Bachelor degree in Industrial and Systems Engineering from King


Shadi Feirak, MBA


Shadi FeirakSenior Business Analyst

Leading Point Ltd

Tel +96626606668Fax +96626601544

Mob: +966 504633533


1- Job Analysis

2- Job Evaluation



5- BPR




Mazen is a human resources and organization development analyst withLeading point KSA, Mazen is responsible for human capital Services and organization development in Saudi Arabia.

Main focus of consulting workMain 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.

Professional BackgroundMazen 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. Education: • Bachelor degree in Industrial and Systems Engineering from King


Mazen Homsi


Mazen HomsiBusiness Analyst

Leading Point Ltd

Tel +96626606668Fax +96626601544

Mob: +966 564131871


1- Job Analysis



5- BPR



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

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

Professional BackgroundWael 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.

Education: • Bachelor degree in Industrial and Systems Engineering from King


Wael Nassief


Wael NassiefBusiness Analyst

Leading Point Ltd

Tel +96626606668Fax +96626601544

Mob: +966 505670953


1- Job Analysis

2- Job Evaluation

3- BPR


5- Recruitment

Ghassan is a Recruitment and Manpower analyst with Leading point KSA, in Saudi Arabia.

Main focus of consulting workMain 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.

Professional BackgroundGhassan 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


Ghassan Al-Dhabi


Ghassan Al-DhabiBusiness Analyst

Leading Point Ltd

Tel +96626606668Fax +96626601544

Mob: +966 556657557


1- Job Analysis

2- Job Evaluation



5- HRMS

6- HRIS

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

Main focus of consulting workMain 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.

Professional BackgroundReda has experience in developing HR manuals, Job description and analysing and integration between IT and business practices. Education: • Bachelor degree in Management Information System from King


Reda Zaidan


Reda ZaidanBusiness Analyst

Leading Point Ltd

Tel +96626606668Fax +96626601544

Mob: +966 569400525

Tariq Awwad, MS

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

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

Professional BackgroundTariq has extensive experience in conducting human capital and organizational development projects, business plans, organizational assessment and development. Tareq was part of thestreamlining team responsible for streamlining and restructuringdifferent governmental departments in Jordan. In addition to hisexperience in the field of organization restructuring and publicsector 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


1- Job Analysis

2- Job Evaluation



5- BPR




9-HR Policies & Procedures

Tariq Awwad

Our Human Capital Team

Tariq AwwadManager

Leading Point Ltd

Tel +96265549333Fax +96265543335

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.


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).


1- Job Analysis

2- Job Evaluation



5- BPR






Aya AldisiSenior Consultant

Leading Point Ltd

Tel +96265549333Fax +96265543335

Aya Aldisi

Eman Balout, MS

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.

Main focus areas of Eman is developing operational policies & procedures manuals, market research and public sector reform.


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



1- Job Analysis

2- Job Evaluation


4- BPR





Eman BaloutSenior Consultant

Leading Point Ltd

Tel +96265549333Fax +96265543335

Eman Balout

leading point consulting

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