Statement of Qualifications

Index

Statement of Qualifications 3
List of Services in Human Capital 26
Client Sample List 27
Sample Saudi Clients 28
Our consulting
approach always Our Human Capital Team 34
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

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 has extensive experience in developing HR Policies & procedures

Leading Point is a based on the International HR tools and techniques, where as Leading Point
UK registered Benchmarks with Local, regional and international best practices to develop the
Management
most suitable policies and streamlined procedures for our clients.
Advisory Firm,
registered in
• The benchmarking process itself involves an in-depth analysis of the industry to
England & Wales
under the measure the impact of each policy against the specific nature of the industry.
registration number
06405487
With authority to
provide
management
consulting services
 Statement of Qualifications

HR Policies & Procedures scope

Our Hr Policies & Procedures address the following areas

PERSONAL CONDUCT EMPLOYEE BENEFITS EMPLOYMENT

• Behavior of Employees • Disclosure of Benefits • Equal Employment
Opportunity.
• Personal Appearance • Vacations
• Productive Work
• Personal Finances • Holidays
Environment/Harassment
• Customer Relations • Lunch Facilities
• Hiring
Leading Point is a
UK registered • Communication • Educational
• Employment Agreements
Management Systems Assistance
Advisory Firm, • Orientation and Training
• Conflicts of Interest • Employee Counseling
registered in
• Medical Procedures
England & Wales • Confidentiality • Recognition/Service
under the Awards • Introductory Period
registration number • Disciplinary Procedure
06405487 • Company Products/ • Promotion
• Drugs, Narcotics,
Services
With authority to Alcohol • Hours of Work
provide • Relocation
management • Outside Employment
consulting services • Athletic &
• Layoff and Recall
Recreational
Programs • Termination of Employment
• Retirement
 Statement of Qualifications

HR Policies & Procedures scope

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

PAY PRACTICE ABSENCE from WORK

• Salary Administration • Attendance/Punctuality
• Performance Appraisals • Short-Term Absences
• Severance Pay • Leaves of Absence
Leading Point is a • Job Evaluation • Rest Breaks
UK registered
Management • Pay Procedures • Meal Breaks
Advisory Firm,
registered in
England & Wales MISCELLANEOUS WORK AREAS
under the
registration number • Personnel Records • Employee Safety
06405487
• Community Affairs • Maintenance
With authority to
provide • Suggestion Program • Personal Property
management
consulting services • Dispute Resolution • Parking
• Security
• Smoking, Drugs
 Statement of Qualifications

HR Policies & Procedures scope

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

PERSONNEL RESPONSIBILITIES REIMBURSEMENT of EXPENSES

• Model Cover • Travel
• CEO's Letter • Per diems
• Functions of the HR Manual • Automobile Usage
Leading Point is a
UK registered
• Employee Supervision • Business Entertaining
Management • Personnel Manager • Meal Reimbursement
Advisory Firm,
registered in • Employer-Employee Relations • Clubs/Civic Organizations
England & Wales
under the • Employment-at-Will • Trade/Professional Assn.
registration number
06405487
With authority to
provide
management
consulting services
 Statement of Qualifications

Incentive Schemes

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
Years of experience methodologies were developed to meet our specific client needs in terms of
in the FMCG bonuses and other types of incentives.
industry in the GCC
countries with • Our approach is mainly based on the industry practice in addition to our
proven record of
internal analysis process that we undertake for each assignment, after
clients that
integrates with our understanding the clients top management aspirations and strategies we
international blend develop a comprehensive incentive scheme that meets the specific needs of our
of services provided
clients, we also provide an automated sheet to calculate the incentives based
to our esteemed
clients. 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

• Leading Point developed a tool called the Salary Allocation Model (SAM) where
We provide in depth as each job is evaluated according to the roles, responsibilities, duties and
services for the authorities associated with the job taking into consideration the Competency
FMCG industry
framework of the Job, based on a grading point analysis for each job category,
starting from the
development of the result is benchmarked with the industry best practice to determine the
operational KPIs suitable pay and salary structure in addition to the suitable compensation for
down to the each job category.
integration in a
score card level, our
unique tools have
proven to endure an
efficiency in cutting
cost and saving time
 Statement of Qualifications

Competency Frameworks

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 Process

Leading Point is
operating in several • Leading Point is using one of the most advanced tools for the development of
service lines directly
competency frameworks ( The Squarian Approach)
addressing client
needs, mainly our
concentration is on:
1- strategy
Assessment

Development
Competency
Analysis
2- Operations
3- Organization The Squarian
4- Finance Approach
5- Technology

Behaviors
Statement of Qualifications

Competency Frameworks

Mission Vision Objectives

Values

Core competencies

Competencies
Behavioral Technical

Personal Management Business General Specific

Performance Training and Recruitment Compensation Career

Evaluation Development and Selection System Development
System 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
Tactical
Strategic actions
Vision and enabling
Internal
Customer
Goals Business Process strategy
execution
Learning and
Growth
 Statement of Qualifications

Executive Coaching

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.
 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 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
 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.

• 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.

• 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.

• 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 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.

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

• 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:

• 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
 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.

• 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

Understand
Implement the
Corporate
Organization
Strategy
Restructuring

Identify Organization Review

ERP Organization
Requirements
Restructuring Structure
& BPI

Develop Document
To- Be As-Is
Situation Situation
 Statement of Qualifications

Business Process Re-engineering

Level 1: Processes

Develop and
Market and Perform Procure Provide
Improve Manufacture Manage
Sell Products Order Materials & Customer
Products Products Logistics
/ Services Mgmt Services Services
/Services

Level 2: Level 3: Activities Activity

Sub-processes Supported
by ERP

S
S
Prepare Detailed Review and Approve
Define Bus.
Strategy
Profit Center Budget Budget

Manage Customer Credit Exposure

Yes Prepare Detailed
S
Activity Cost Center
Enter/Authorize Orders
Is Planning
Activ. Related?
Budget

No Prepare Detailed S
Manage Delivery Schedule Cost Center Budget

Manage / Track Orders Yes Rev. Tactical Goals

Report Fin. Forecast Based on Significant
Performance
Budget vs. Actual Variances & Expenditure Limits
Data Observed?
based on Actuals

Pack/Ship Orders No
Compare Actual to
Budget for Input to Variances
Yes End
and Trends
Subsequent Budget
No
Bill & Collect Revenue
Observed?
Cycle

Activity not
Supported by
ERP
Statement of Qualifications

Change Management

Denial Commitment
Help people notice Help people improve
the urgent need to productivity, morale,
change and under- and sustain
stand purpose. performance.

Resistance Exploration
Help people share Help people be
experiences and innovative
concerns and move and create
beyond them. 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:

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

Client/Consultant Consultant as
z Consultant as z
Teaming
expert coach and facilitator
z Consultant-driven z Client-driven
solutions Knowledge Transfer solutions

Sustainable
Contract
z Limited client z Collaborative effort

Results
involvement between clients and
consultants
z Sustainable results Leave Behind
z Sustainable results
based on informal Methodology
training and client based on explicit
expertise training and new
skill sets of client
z No change Joint Knowledge
Transfer Sessions
personnel
capability left
z Significant change
behind
capability left
behind
List of HC Services
Our range of human capital 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
Sample Clients in the Globe

Marwan Samadi,
Senior partner
Human Capital Services
Leading Point Ltd
Tel +96626606668
Fax +96626601544
UK +44 (77) 72788621
KSA +966 (56) 5110903
JO +962 (79) 6888868
Syria: :+9 63 (932) 888868
Qatar: +974 (5) 871134
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 Human Capital Experience
Main focus of consulting work 1- Job Analysis
„ Main focus areas of Marwan are in the Organization and Human
Capital services, Marwan has extensive experience in the 2- Job Evaluation
Organization and HC arena managing projects in Europe, Middle East
and the US. 3- Competency Frameworks
Professional Background 4- Knowledge Management
„ Marwan has a proven track record in the consulting arena, with more 5- Change Management
than 13 years of experience starting with the World Bank as a capacity
building Manager and then moving to Deloitte & Touche as the Human 6- BPR
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.
7- Organization Restructuring
„ Marwan is a certified Professional Facilitator from the IAF in the UK 8- Capacity Building
and holds a SPHR from SHRM, he also has to diplomas in strategic
management and participatory rapid appraisals and is a certified 9- Compensation & Benefits
management consultant.
„ Education: 10- Incentive Schemes
• 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, 12- Succession Planning
1996
• Bachelors' degree in Financial Management from Yarmouk 13- Performance Mgt Systems
University
 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.
Human Capital Experience
Main focus of consulting work 1- Job Analysis
„ Asad has extensive experience in the Information System
development in Pakistan and Saudi Arabia . Also he has extensive 2- Job Evaluation
experience in business analysis, balanced scorecards formulation &
implementation, business process reengineering and performance 3- Competency Frameworks
management.
4- Change Management
Professional Background
5- BPR
Asad Naqvi, „ Asad developed many business plans in consultation for multinational
Counslatant companies and developed the performance management for several 6- Organization Restructuring
originations. Asad managed several projects in developing &
Leading Point Ltd
implementing balanced scorecards, business planning, information 7- Compensation & Benefits
Tel +96626606668 systems strategies and plans, feasibility studies, systems analysis and
Fax +96626601544 design, and ERP implementation project management. Asad has more 8- Incentive Schemes
than fifteen years international and multinational work experience in
different industries in Pakistan & Saudi Arabia. And he is a Certified 9- HR Policies & Procedures
Mob: +966 506656377 Information Systems Auditor (CISA).
10- Performance Mgt Systems
„ Education: 11- HRMS
MBA- Master of Business Administration, from IBA - University of Karachi.
Bachelor of Commerce from University of Karachi.
 Our Team in Saudi Arabia

Fadi Abdulhadi

Fadi is a consultant with Leading Point KSA. Fadi is responsible for

organization structuring in Saudi Arabia. Human Capital Experience
1- Job Analysis
Maim focus of consulting work
„ Fadi has extensive consulting experience in organization 2- Job Evaluation
development for public and private organizations in Jordan and Saudi
Arabia. Fadi specialized in Business Process Reengineering, 3- Competency Frameworks
Performance Measurement Systems and Human Recourses
Development & Motivation Systems. In addition to Quality, 4- Change Management
Environmental, Occupational Health and Safety Management Systems
design in accordance with ISO 9001, ISO 14001, OHSAS 18001, ISO 5- BPR
Fadi Abdulhadi 22000 and HACCP international standards.
Counslatant 6- Organization Restructuring
Leading Point Ltd Professional Background
7- Capacity Building
„ Fadi has over seven years of experience as consultant to different
Tel +96626606668 governmental and private organizations. Fadi has been involved in
Fax +96626601544 many projects in business process reengineering, quality management
8- Compensation & Benefits
system with several organizations in Jordan and Saudi Arabia.
9- HR Policies & Procedures
Mob: +966 544401915 „ Education:
• Bachelor degree in Industrial Engineering from University of 10- Performance Mgt Systems
Jordan.
 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 Human Capital Experience
Services and organization development in Saudi Arabia.
1- Job Analysis
Main focus of consulting work
„ Main focus areas of Moataz are in the Organization and Human 2- Job Evaluation
Capital services, Moataz has experience in the Organization and HC
arena managing projects in different organizations in Saudi Arabia. 3- Competency Frameworks

Professional Background 4- BPR

„ Moataz has experience in developing Job descriptions , organisation 5- Organization Restructuring
Moataz Al-Hilou structure, HR manuals, Competency framework, strategic planning,
Senior Business Analyst business process reengineering. Also Moataz has experience in 6- Compensation & Benefits
designing and delivering many training courses in soft skills for private
Leading Point Ltd and public sectors. Moataz has more than 2 years of professional
experience in developing human resources and organisations and
7- Incentive Schemes
Tel +96626606668 comes from an engineering background.
Fax +96626601544 8- HR Policies & Procedures
„ Education:
• Bachelor degree in Industrial and Systems Engineering from King
Mob: +966 504316353 Fahad University of Petroleum and Minerals, Saudi Arabia,
Dhahran, 2006.
 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. Human Capital Experience
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 2- BPR
organizations in Saudi Arabia.
3- Organization Restructuring
Professional Background
4- Compensation & Benefits
„ Shadi has experience in developing Job descriptions , organisation
structure, recruitment function. Shadi was part of the team responsible 5- HR Policies & Procedures
Shadi Feirak for developing Job descriptions for one of the leading banks in Saudi
Senior Business Analyst Arabia. In addition to his experience in the field of operating and 6- Succession Planning
developing the recruitment function for group of companies. He also
Leading Point Ltd has experience in the field of process mapping and business process
re-engineering. Shadi has more than 2 years of professional
7- Manpower planning
Tel +96626606668 experience in Human Resources, business and comes from an
Fax +96626601544 engineering background. 8- Recruitment
„ Education:
Mob: +966 504633533 • 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.
 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 Human Capital Experience
organization development in Saudi Arabia.
1- Job Analysis
Main focus of consulting work
„ Main focus areas of Mazen are in the Organization and Human Capital 2- Job Evaluation
services, Mazen has experience in the Organization and HC arena
managing projects in different organizations in Saudi Arabia. 3- Competency Frameworks

Professional Background 4- Change Management

„ Mazen has experience in developing Job descriptions , organisation 5- BPR
Mazen Homsi structure, HR manuals, Competency framework, business process
Business Analyst reengineering. Mazen has a professional experience in developing 6- Organization Restructuring
human resources and organisations and comes from an engineering
Leading Point Ltd background.
7- Incentive Schemes
„ Education:
Tel +96626606668
Fax +96626601544 • Bachelor degree in Industrial and Systems Engineering from King 8- HR Policies & Procedures
Fahad University of Petroleum and Minerals, Saudi Arabia,
Dhahran, 2007.
Mob: +966 564131871
 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. Human Capital Experience
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 4- Change Management

„ Wael has experience in developing organisation structure, HR 5- BPR
manuals, Competency framework, business process reengineering.
Wael has a professional experience in developing human resources 6- Organization Restructuring
Wael Nassief and organisations and comes from an engineering background.
Business Analyst 7- HR Policies & Procedures
Leading Point Ltd „ Education:
• Bachelor degree in Industrial and Systems Engineering from King
Tel +96626606668 Fahad University of Petroleum and Minerals, Saudi Arabia,
Fax +96626601544 Dhahran, 2007.

Mob: +966 505670953

 Our Team in Saudi Arabia

Ghassan Al-Dhabi

Ghassan is a Recruitment and Manpower analyst with Leading point KSA,

in Saudi Arabia. Human Capital Experience
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 2- Job Evaluation
companies in different industries in Saudi Arabia.
3- BPR
Professional Background
4- Organization Restructuring
„ Ghassan has experience in developing recruitment function. He also
has experience in the field of process mapping and business process 5- Recruitment
Ghassan Al-Dhabi re-engineering.
Business Analyst „ Education:
Leading Point Ltd • Bachelor degree in Industrial and Systems Engineering from King
Fahad University of Petroleum and Minerals, Saudi Arabia,
Tel +96626606668 Dhahran, 2008.
Fax +96626601544

Mob: +966 556657557

 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. 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 2- Job Evaluation
leading group of companies in Saudi Arabia.
3- Competency Frameworks

Professional Background 4- HR Policies & Procedures

„ Reda has experience in developing HR manuals, Job description and 5- HRMS
Reda Zaidan analysing and integration between IT and business practices.
Business Analyst „ Education: 6- HRIS
Leading Point Ltd • Bachelor degree in Management Information System from King
Fahad University of Petroleum and Minerals, Saudi Arabia,
Tel +96626606668 Dhahran, 2008.
Fax +96626601544

Mob: +966 569400525

 Our Human Capital Team

Tariq Awwad

Tariq Awwad, MS Human Capital Experience

Tariq Awwad is a manager with Leading point Amman, Tareq is 1- Job Analysis
responsible for human capital and organization structuring in the
MENA Region 2- Job Evaluation
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 4- Change Management
Organization, Reengineering and HC arena
Professional Background 5- BPR
Tariq Awwad
Manager „ Tariq has extensive experience in conducting human capital and 6- Organization Restructuring
organizational development projects, business plans,
Leading Point Ltd organizational assessment and development. Tareq was part of the 7- Capacity Building
streamlining team responsible for streamlining and restructuring
Tel +96265549333 different governmental departments in Jordan. In addition to his
Fax +96265543335 8- Compensation & Benefits
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 9-HR Policies & Procedures
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
 Our Human Capital Team

Aya Aldisi

Aya Aldisi, MS
Human Capital Experience
Aya Aldis, currently holds a consultant position at Leading 1- Job Analysis
Point Amman, Ms. AlDisi has experience in the field of
human capital, organization restructuring and job 2- Job Evaluation
description.
3- Competency Frameworks
4- Change Management
Professional Background
5- BPR
Aya Aldisi Ms. AlDisi has professional background in HR, business
Senior Consultant 6- Organization Restructuring
plans, feasibility studies together with organizational
Leading Point Ltd assessment and development; In addition,. of Assisted in 7- Compensation & Benefits
conducting a number of market research studies in both
Tel +96265549333
Fax +96265543335 Jordan and Syria, where an immense number of 8- Incentive Schemes
questionnaires were passed.
9- HR Policies & Procedures
Education
Ms. AlDisi has Graduated form the University of North
Carolina at Charlotte and presently holds a Bachelors
Degree in Economics (with Honours).
 Our Human Capital Team

Eman Balout

Eman Balout, MS
Human Capital Experience
Ms. Balout is a senior consultant at Leading Point Amman
1- Job Analysis
Eman is responsible for building operational policies and
procedures manuals, organization structures, human 2- Job Evaluation
resources, and job descriptions.
3- Competency Frameworks
Main focus areas of Eman is developing operational policies
& procedures manuals, market research and public sector 4- BPR
reform. 5- Organization Restructuring
Eman Balout
Senior Consultant Professional Background
6- Compensation & Benefits
Leading Point Ltd Ms. Balout has participating in preparing different
government institutions for King Abdullah II Award for 7- Incentive Schemes
Tel +96265549333 Excellence in Government Performance and Transparency
Fax +96265543335 8- HR Policies & Procedures
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