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Mohd Wassem

Phone No.09313032877 E-Mail: mohdwassem@gmail.com nd DOB 22 June 1980

Brief Profile
Human Resource Professional with more than six years of corporate experience. I am a Master in Human Resource & Organizational Development (MHROD) from Delhi School Economics, University of Delhi and graduate in Economics (Hons) from SGTB Khalsa College, University of Delhi. Currently working as a Senior Consultant in the Human Capital Advisory Services with Deloitte. I am trained assessor on psychometric tools including Thomas Profiling and Neuro Linguistic Programing. I also hold certificate in Enterprise Management from IIT, Delhi.

Work Experience
Senior Consultant Human Capital Advisory Services Deloitte Consulting
Responsibilities as a senior consultant Project ExecutionSeventy percent of senior consultants time at Deloitte goes into managing and delivering projects to the satisfaction of clients, thereby increasing the possibilities of repeat business. Some of the project being managed includes:Internal capability building for Deloitte HCAS team:- Member of India One Consulting Team focusing on capability building and creating a common go to market strategy. This is an India-wide initiative focusing on capability building of various teams, each consulting team has a learning champion responsible to drive this initiative at India Level. I am a learning champion for Human Capital Advisory Services in India. 1. a. Brief Description of other projects undertaken for one of the fastest growing automotive component manufacturing company in India HR Strategy Roadmap, Vision and Mission Initiate strategic level discussions and one on one interview with key stakeholders to understand HR vision and mission Crystallized the identified themes and articulated them to create HR vision and mission. Roll out HR Strategy and prioritize initiatives to achieve organization vision and mission. Establishing MDs Office and partnering with sourcing agency on behalf of the client to hire right talent for the profile identified To shadow MD to understand key activities performed and bucketing these activities under different functions To create structure for MDs office after shadowing MD for a substantial time To create job description for unique position identified in the structure. Partnering with sourcing agency to hire right talent Conducting initial assessment of the candidates Leadership Development for creating healthy pipeline of leaders in the organizations Creation of Leadership Competency framework Assessment of identified set of people on leadership competencies Facilitating in creation of individual development plan Organization Design & Structuring, Design of Roles, Design of Job Description To design and develop organization structure and recommend options for new line of business and enable the organization translate its business objectives into results and build alignment across the organization. To study work processes roles & responsibilities with a view to reduce redundancies, wastages & gaps to unlock greater value within each of the functional areas. To benchmark the structure after studying organizations in the similar/related businesses. To create job description for unique position identified in the organization structure. To map the functional competencies for each of the functional areas and facilitate functional competency assessments of key executives through industry expert panels HR Policies and Processes Assessment of current policies, identification of gaps and development of critical policies for the organization in order to make it more competitive to attract, develop and retain talent. Designing key processes for the organization including recruitment & Selection process, induction and on boarding and training & Development Application of competencies in Various HR process for a leading international retail chain in India. Understanding international competency framework and its linkages with other HR processes Conducted 2 days workshop to sensitize employees on the application of competencies Designing of competency based interview guide

Jan 2011~Till Date

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Business Development Apart from managing project, senior consultants are also responsible for business development initiatives to create healthy project pipelines. Some of the big ticket Business Development Initiatives that have been undertaken includes:A privately owned software organization with more than 10000+ employees spread across the globe. A joint venture power company between a state government and major American Power Generating company. A mobile software company with turnover of around 1000 cr. A leading international watch company with multi-brand presence in India. Writing and responding to RFPs on behalf of Deloitte

Lead Consultant and Assistant Professor & Area Head (HR & OB) IILM- Graduate School of Management

Oct 2008~Jan 2011

Brief Description of projects undertaken at IILM as a Lead Consultant. a. Designing Brand ambassador policy and establishing selection criteria for a leading telecom service provider Preparation of the policy document for identifying and selecting student brand ambassador from premiere business schools for a leading telecom company. Identifying selection and evaluation criteria for brand ambassador program. End to end management of the program and selecting students for scholarship and summer and final placement in the organization. b. Identifying best practices in career management for a leading NGO Developing career model for a leading NGO in the world aiming at increasing the average tenure and engagement levels of employees. The project includes suggesting model for career development in social sectors after thorough benchmarking to identify best practices in similar and varied industries. Integrating the new process with other HR practices c. Leadership development workshop for a leading IT and Telecom hardware company Designed and conducted change management workshop for leadership team. Addressed critical issues of interpersonal trust, acceptance to change and people orientation. d. Leadership development workshop for a leading IT and Telecom hardware company Conducted change management workshop for leadership team. Addressed critical issues of interpersonal trust, acceptance to change and people orientation. Brief Description of other responsibilities as Assistant Professor and Area Head Responsible for overall program management, including designing and delivery of HR modules. Appointment of new faculty and appraisal & development of the existing faculty in the area of HR and OB Conducting MDPs and FDPs in the area of HR and OD Lead consultant in HR and OB area, responsible for delivering HR consulting assignments for institute. Delivering lectures in the area of OB, HRM, Leadership and Talent Development and Employee Engagement. Incharge- Alumni engagement and member industry engagement team at IILM- GSM

Lead Executive-Organizational Development (Internal Consultant) Aricent Technologies- Kohlberg Kravis Roberts (KKR) portfolio Company

Aug 2007~Oct 2008

Brief Description of projects undertaken at Aricent Technologies as a Lead Executive- Organizational Development a. Competency Development: Introducing Competency framework at Aricent Technologies: Competency framework for Behavioral, Technical and Techno-Behavioral competencies for different levels was designed and deployed. Integrating newly acquired entities from across the world into Aricent competency framework. b. Leadership Effectiveness and Appreciation Program for Sr. Management (LEAP): Leadership effectiveness and appreciation initiative was created for Sr. Management (AVP+) through 360 degree feedback. Psychometric assessments, creation of Individual Development plans, and organizing workshop to explore and build synergies across organization level development themes c. Reward and Recognition system: Managed the team responsible for moving reward and recognition system from pen and paper to competency based fully automated online system, implemented the system at various entities of Aricent across the globe, including the acquired entities in UK, Germany, South Africa and USA. Moved all thirteen national and international centers from paper and pen recognition format to

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online recognition format, significantly reduced recognition cost at Aricent by creating culture of recognition and changing recognition effort from monetary to non-monetary recognition. Policy Integration: Giving One Face to HR by integrating multiple locational policies and intranet into single HR interface. Common interface was created for national and international employees with the idea of creating uniform global standard at Aricent. Employee Engagement: Part of OD team responsible for driving engagement initiatives. Partnered with business HR and line manager to drive various engagement initiatives and create task force to address priority issues emerging from engagement Surveys, was able to achieve an improved engagement score by ten percentile point in a span of one year. Recruitment and Selection: Partnered with other organizational stakeholder at Aricent technologies for improvement of recruitment, training process and trainee deployment thereby reducing the cost to the client. The process helped in improving the throughput of the process by five times.

Officer-HR NTPC Ltd.:-Maharatna PSU

May 2005~Aug 2007

Brief Description of projects undertaken at NTPC Ltd. a. Competency based PMS: Member of task force responsible at NTPC Ltd for change management initiative of upgrading the Performance appraisal system from confidential report format to competency based performance system, subsequently also partnered for creation of an online platform for administering the system. b. Designing Policies: Designed HR policies for NTPC maiden venture into Hydro Region. The policies were designed after benchmarking best practices in Hydro sector. Existing policies at NTPC were modified /changed to cater to the needs of employees at Hydro Region including six different hydro projects. c. PMS Implementation-planning, rollout of KPAs/KRAs, mid-year Reviews, normalizations, PMS feedback for development of employees. d. HR Initiatives Implementation: Ensure effective implementation of corporate HR initiatives like mentoring, HR audit, Balance Scorecard etc. e. HR Support: HR support to six different plants at NTPC ltd. f. Attrition and Retention: Worked on attrition and retention at Hydro Region of NTPC Ltd.

Other Industrial Exposure Summer Internship Shriram Pistons and Rings Ltd.
Brief Description of projects undertaken a. Studied behavioral pattern of the top management using DISC Profiling b. Identified the behavioral gaps and training needs of top management. c. Identified the stress and its type and compared stress at different levels.

May 2004~July 2004

Dyal Fertilizers- Summer Internship

May 2003~July 2003

Brief Description of projects undertaken a. Evaluated market share of Dyal Fertilizers (Meerut), India. b. Study of rural population, their behavior and factors influencing their decisions. c. Identified the key derivatives that affect the demand of fertilizers in the rural market.

Education
Qualification (Degree Obtained) / Name of the Institute MHROD (Masters in Human resource & Organizational Development) Delhi School Economics, University Of Delhi Enterprise Management Indian Institute of Technology(IIT), Delhi Economics (Hons) SGTB Khalsa College, University Of Delhi Sr. School Certificate Examination (XIIth), CBSE Vivekanand School, Delhi Secondary School Examination (Xth), ICSE Holy Angles School, Ghaziabad Year of Passing 2005 CGPA/ Percentage 67%

2003

NA

2002

54%

1999

67%

1997

81%

Co Curricular Achievements
Rated as Outstanding Performer for 2 consecutive years - FY 2006, 2007 at NTPC Ltd. Nominated for CEOs gold Medal for being amongst the top 3 performing executive trainees Recognized by COO of Aricent Technologies for designing and developing competency based automated reward and recognition system and integrating 13 national and international location the system Consistently scored over 90% in student feedback and got promoted to Area Head (HR and OB) within one years of joining IILM. Successfully mentored three start-up companies including GreyCells Educations, Nynte and a Social Initiative Received Pre Placement Offer (PPO) from Shriram Pistons and Rings limited during summer internship Trained on using Psychometric tools including Thomas Profiling and Neuro Linguistic Programming Member of Student Placement cell of MHROD (2005), DSE Member of Dramatics Society (MASX) of MHROD, DSE