Upcoming Training

• Concept of Behavioral Interview
• Behavioral vs Traditional Interview - Predictive Perspective
• Types of Interview, Key Interview Behavior
• Importance of Job Analysis and Critical Incidents for Behavioral Interview planning
• Concept of Various tools and techniques for Behavioral Interview
• Selection of Appropriate Tools for Behavioral Interview
• Behavioral Interview Instruments (tools and techniques) for 
  • Personal Orientation and Behavior
  • Personal and Interpersonal Styles for leadership position
  • Role Based Efficiency
  • Team Effectiveness from the Organization perspective
  • Other Key Behavioral Measurements
• Interdependence of various tools for decision making in selection, promotion and potential identification.
• Effective implementation of Appropriate Tools based on Organization and Group Dynamics

Overview of the Program:

Effective Interviewing! is a powerful and proven interview skills seminar that gives you the ability to make the right hiring decisions – and avoid costly mistakes. We teach competency-based behavioral interviewing, using the recognized principle that past and present behavior is the best predictor of future performance. Whether you're an experienced or novice interviewer, you will benefit from these techniques and will be able to use them immediately in your next interview. The result? You'll have better interviewing skills which lead to better hires and a competitive edge for your company.

Objective: After being Certified Competency Mapping Professional every individual is capable to

• Understand about the concept of Behavioral Interview
• Understand various tools for behavioral interview
• Conduct effective interview to elect the Best FIT for the company
• Take right decision for selection, promotion, or talent identification through behavioral analysis and assessment
• Design and implement behavioral interview system in the organization

Target participants:

• HR Professional
• Talent Management Professional
• Function Head
• Middle and Top Management
• HR Consultant
• Person from Head Hunting Organization
• Assessment center Professional

Session 1:  Developing Competency Models

• Understanding on Hiring the Best Available People , Productivity Maximization , Enhancing the 360-degree Feedback Process , Aligning Behaviour with Organizational Strategies and Values , Various Competency Models 
• Development of the Personal Competency Framework  (Categorization of 45 Competencies),
• The Lancaster Model of Managerial Competencies,
• Transcultural Managerial Competencies
• Planning to Develop a Competency Model

Session 2: Competency-based Talent Management       

• The effect of Competency Models in HRM Systems
• Benefits of Using a Competency-based:
  • Selection System
  • Training and Development System
  • Performance Appraisal System
  • Succession Planning System

Session 3:  Formation of a Competency Framework

• Sources of Competency Information
• Documentation
• Interviews  (BEI, BDI)
• Focus Group Discussion
• Benchmarking
• Established Models
• Management Directed
• Third-party Models
• Unique Role

Session 4:  Competency Mapping and Assessment Centres        

• The Use of Assessment Centres in the Industry
• Types of Exercises  : Off-the-shelf Exercises, Customized Exercises , External Centre , Non-exercise Material
• Ratings by Self and Others , 360-degree Feedback ,  Best Practice ,Tests and Inventories
• Projective Techniques

Session 5: Generic Competency Dictionary        

Mostly used Competencies and its clustering

Session 6: Generic Competency Model for Leadership Role in any Organization

• Competency Clusters for General Leadership Model 
• Behavioural Indicators for each competencies

Overview of the Program:

In today’s diversified and challenging business environment, organizations face a lot of issues and the key to their success is the performance of their human capital, which sets them apart. All organizations understand that their human capital is the key source of competitive advantage. Competency mapping and performance management helps HR professionals to produce bottom line results.

Based on various study, research and interaction with Consulting Firms, it is eminent that :

1. Executives typically pay more attention to competency modeling.
2. Competency models often attempt to distinguish top performers from average performers.
3. Competency models frequently include descriptions of how the competencies change or progress with employee level.
4. Also competency models are usually directly linked to business objectives and strategies.
5. Usually, a finite number of competencies are identified and applied across multiple functions or job families.
6. Hence competency models are frequently used actively to align the HR systems.
7. Competency models are often an organizational development intervention that seeks broad organizational change as opposed to a simple data collection effort.
8. Therefore, understanding the organization where we are associated with and a benchmarking exercise in preparing a competency framework is essential to get future success of each and every business.

Objective: After being Certified Competency Mapping Professional every individual is capable to

•  Understand about Competency Framework and its development
• Assess different competencies
• Develop a Competency Framework Plan for you to use with your teams across the organization
• Develop different competencies for different positions in the organization
• Measure the impact and success of the new Competency Framework
• Assess the challenges for Competency Development and its way out to overcome
• Implement the Competency Framework for their own Organization with Key Metrics to measure, monitor and develop people competencies leading towards Organizational Development

Target participants:

• HR Professional
• Talent Management Professional
• Function Head
• Middle and Top Management
• HR Consultant
• Head Hunting Organization
• Assessment center Professional

Resource Person: Mr. Sumit Bhattacharya, 21+ years of HR Professional in Leadership Role and
XLRI Certified Talent Management Professional having industry exposure across the globe. Having practical experience in Competency mapping with some world renowned Consulting Firm.

Module-1: HR Accounting: History, Concept & Practice

• Development of the concept of Human Resource Accounting
• Historical Score Card of Human Resource Accounting
• Meaning and Definition of Human Resource Accounting
• Importance of Human Resource Accounting
• Objectives of Hunan Resources Accounting
• Limitations of Human Resource Accounting

Module-2: Calculation of Cost & Benefit of HR initiative

• Calculation of Acquisition Cost
• Calculation of Training & Development Cost
• ROI of Training
• Employee Absenteeism
• Calculation of Separation Cost

Module-3: HR Budgeting

• Mathematical Calculation for HR Demand
• Calculation of Cost to Company
• Different Heads for HR Budgeting

Module-4: Valuation of Human Asset

• Valuation of Human Assets
• Types of human assets
• Methods of valuation of human assets
• Cost Based Approach Method:
• Monetary Value based Approach Method:
• Non-Monetary Value based Approach Method:

Module-5: HR Accounting for Decisions Making

• Human Resource Accounting for Management
• Different comparative analysis regarding HR Cost vs Business Cost
  • Cost per hire
  • Absent Rate
  • Turnover Rate
  • Per capita income
  • Per capita expenses
  • ROI per person
  • Utilization %
  • Compensation per taka profit
  • HR Planning & Staffing
• Measuring ROI of Human Resources

Introduction:

The demand for accountability among all business functions has never been greater. Recent events show how vital decisions are about human resources in an increasingly uncertain and interconnected world. A key responsibility of organization leaders, human resource (HR) leaders, and consultants is to articulate the logical connections between progressive HR practices and firm performance, and they need to demonstrate those connections with data. This book provides logic and technology to look inside the “black box” between HR practices and financial/business performance.

Investing in people should be as systematic as investing in any other vital resource, based on logical frameworks and focused on optimization, not simply on reducing costs or mimicking best practices. This argues against the common “peanut-butter” approach to talent investments that spreads the same investments (for example, in training or staffing programs) over the entire organization, in an effort to be fair by being equal. Such approaches engender justifiable skepticism from leaders and employees who are asked to invest in programs or activities because HR—or even the CEO—says that everyone must do it.” That approach is in stark contrast to other resources, such as customers and technology, where investments are targeted where they have the greatest effect. Why not make greater talent investments where they matter most? This “decision science” approach provides the foundation for the techniques we present here.

We emphasize that, ultimately, measurement is valuable when it improves important decisions about talent. That requires not simply more or better measures, but an integrated approach that combines those measures with logic, analytics, and knowledge processes. This Master Class Program on HR Accounting will guide the HR Professionals as well as CEO to identify, measure and analyse the entire Investment scenario as well as Return on Investment of Human Resources.

Objective of the Program: After successful completion of the Program participants will be able to:

1. Calculate the Investment in Human Resources
2. Understand about the concept of Human Resource Accounting
3. Calculate the Cost & Benefit of Human Resource Initiative
4. Conversant on different Models & Methods of HR Accounting
5. Conversant in Human Capital Factor
6. Analyse the HR Accounting Data for decision making purpose
7. Relate HR Accounting data analysis for Business Decisions

Resource Person: Rupak M Nasrullah Zaidi, Certified KPI Professional, OD & HR Practitioner, Business & Management Consultant

Mr. Zaidi is Training, Organization Development and HR specialist having more than 18 years’ experience in different industry. He is a Business Process Reengineering Consultant. He is a senior Fellow of Management & Strategy Institute – USA. He has exposure as KPI consultant at home and abroad. He is a certified KPI Professional from KPI Institute, Australia & also Member of KPI Institute Australia. He has completed Masters in HRM under the University of Dhaka. He has also completed Advance Diploma in NLP from the American NLP Board. He received World Training & Development Leadership Award in 2016. He is a certified Lean Office Professional. He is a Professional International Member of Association for Talent Development [ATD, largest association for training & development worldwide], a member of Certified Professional Trainer Network [CPTN] - Canada & certified Trainer from City & Gild– UK. He is also member of American Management Association (AMA) and Society for Human Resource Management (SHRM) USA. He is also a Management Consultant accredited by Institute of Management Consultant Bangladesh. Mr. Zaidi attended as speakers in International Conferences in Singapore, Malaysia, India, Bangladesh and Nepal. He is also guest faculty for Public & Private Universities in Bangladesh.

Mr. Zaidi has rendered Consultancy Service for Business Management, Business Process Reengineering, Setting KPI, designing effective Performance Management System, Running Assessment Centre, Organization Restructuring, HR Audit, Process Development, and Competency Mapping for Human Resources, Organization Development, for more than 30 organizations at home and abroad. He is an expert Performance Coach for different functions. He has conducted training in different countries including Singapore, Malaysia, India, Nepal, Bangladesh.

He has conducted training in different organization on different soft and hard skill. He is an expert trainer in HR, Operational Excellence, Office Kaizen, Office ‘5 S’, Lean Office, Salesmanship, Organization Development, Organizational Leadership, Team Building, Change management, Negotiation, Customer Service and other soft skills. He has also exposures in Management Consulting. He did consultancy for more than 15 organizations regarding their HR & Compliance Audit. He also did management consultancy for organization restructuring and development, HR Auditing, HR Setup. He also runs Assessment Center for different organization. He is an HR Auditor and also a good motivational speaker.  He worked on Training with renowned multinational, national, group of companies on different topics.

He has contributed in the HR Development in the country through his research based studies, knowledge sharing sessions, analytical paper preparation, information based module and material preparation and sharing. He is now servicing in Power Grid Company of Bangladesh Ltd. as DGM-HR.  He is the Secretary General of Professional Society for Bangladesh [PSB]. He is the fellow member of Bangladesh Society for Human Resources management [BSHRM], member of Worldwide Trainers Forum.

Course Descriptions:

Introduction:

Business is challenging, especially during difficult economic times. It is also extremely competitive and our customers are becoming increasingly discerning. As a result business leaders and senior executives are all looking to improve performance, minimize errors and seek out new and novel ways to gain the edge over their competition. KPIs – when properly understood and used effectively provide a powerful tool in achieving just that.

KPIs are a ubiquitous in modern business. They are everywhere – common almost. And yet businesses that are using KPIs correctly and effectively are not common. Knowing about KPIs and understanding their relevance is ofcourse important and we’ll explore these essential topics in this workshop. But, when push comes to shove KPIs are only really useful if you identify the right ones to measure for your business and only measure those ones. They will only deliver mission critical data if you then use the KPIs and analyze what they tell you on a regular basis to inform and illuminate your decision making.

This workshop is therefore specifically designed to ensure that you design, implement and use KPIs correctly for the maximum impact with the minimum fuss. When used properly KPIs can become the compass that can guide you through even the choppiest of corporate waters leading your business to even greater success and prosperity.

Objective/ Benefit: After completion of this course participants will be able to:

1. Understand the concept and practices of KPI
2. Design and Measure KPI
3. Align KPI in every level
4. Implement KPI Project like KPI Professional
5. Drive Business Performance through KPI based PMS

Day-1: Introduction:

Context:

• Benefits of implementing an Employee Performance Management System
• Prerequisites of an Employee Performance Management System
• Governance for the Employee Performance Management
• Impact areas of an Employee Performance Management System
• Performance Management Cycle

Architecture

• The link between business strategic objectives and day-to-day actions
• Tools and techniques used in performance management
• Visibility and accountability through employee performance management

Implementation project

• ​ Importance of a business case for an implementation project
• Elements of a business case
• Tools and templates used for a business case
• EPMS project plan: objectives, activities, responsibilities, resources, budget

Day-2: Measuring Employee Performance

Establishing performance criteria

• Cascading objectives and KPIs from organizational to departmental and individual level
• Defining and selecting competencies
• Defining and selecting behaviors

Evaluating Employee Performance

• Employee performance evaluation form
• Evaluating KPI results
• Assessing competencies and behaviors
• Rating overall performance

Day-3: Nurturing Employee Performan

Employee Performance Management Cycle

• Employee performance planning
• Mid-year performance review objectives
• Point of contact and support for employees
• Annual Performance Review

Employee performance appraisal meeting

• Preparation for the appraisal meeting
• Feedback techniques
• Active listening
• Performance conversations

Talent management

• Linking performance evaluation to talent management
• Employee performance plans: career path, development plan
• Compensation and benefits

Review and Certification Exam

• Course review
• Certification exam

This is a Certification Program by KPI Institute-Australia. Printed Certificate will be issued from KPI Institute Australia. For details please call 01753881177 or email training.ward@wardbd.net

Session-1: Insight Thought of Corporate Leadership

Discussion Points

• Leader Vs Corporate Leader
• General Competencies for Corporate Leadership
• Self Assessment: Leadership Capacity

• Building Capacity for being successful leader: Approach and way forward

Session-2: Approaches of Corporate Leadership & its Competencies

Discussion Points

• Lead the People
• Lead the Process
• Lead the Performance
• Lead the TEAM
• Lead the Decision
• Lead the situation
• Lead the Leader

• Competencies required for every Approaches of Corporate Leadership

Session-3: See the Leader, Be the Leader

• Realizing Leadership through Objective Structured Practical Exercise [OSPE]

Discussion Points

• Realize Leadership through scenario
• Situation based Leadership Competencies and Challenges
• Relationship of Organizational Values with Leadership Competencies

Session-4: Choice the Shoe

• Individual Exercise to define the Role Profile of Manager and Leader

Discussion Points

• Role of Leader Vs Manager
• Choice the Shoe for the Profile
• Understand the Challenges of ACT as Manager or Leader

Session-5: Employing the power of engaging leadership

• Reinforce learning and relate the appreciation word for every member

Discussion Points

• Engaging People: The Key to Unlocking Commitment
• Building the Foundations for Engaging People
• Knowing the Secrets of Engaging Leaders

• Recognizing Your Existing Skills
• Developing the Courage to Speak Your Mind
• Sensing for Success
• Being Brilliant at Building Commitment

Session-6: Leading People to Peak Performance

Group Exercise regarding lead the performance

Discussion Points

• Being a Great Role Model
• Acting Before Avalanches
• Leading Under-performers Towards Your Peak
• Coaching the Good Towards Greatness

Introduction: 

Effective leadership is an important skill in the professional arena. A skilled leader is a strong communicator, motivator and problem solver. Building teams, motivating employees, assessing client needs and managing conflicts are some of the critical tasks of a leader. Here are some strategies for being a successful leader in the workplace.

Our common and traditional approach to leadership hasn’t significantly evolved since the dawn of the industrial age.  When it comes to managing people in a work environment, we’ve always treated workers like any other input: squeeze as much as much out of them as possible and pay them as little as possible.

This idea was introduced nearly a century ago when the expansion of the US economy largely was based on industrial machinery.  Workers were required to perform relatively unchallenging tasks and were easily replaceable.  Companies motivated workers primarily with money, paying by the piece to reward those who produced the most widgets.

Extensive research confirms that people want to grow and develop in the roles.  They want to feel valued and appreciated by their leaders, and to know their work has significance.  And, just as Abraham Maslow predicted 70 years ago, they seek to feel fulfilled and even maximized by the work they do.

Workplace leadership is failing today largely because it has yet to acknowledge the importance of “emotional currency™” – a form of reward that makes people feel important, supported, valued, developed and appreciated.  In fact, science now has proved that it’s our feelings and emotions that determine our level of engagement in life, what motivates us, and what we care most about. 

Objective:

• To Conduct Self assessment
• To realize the Role Profile of Leader and Manager
• To understand and conceptualize traits of Leadership
• To have dummy practice of Leadership building
• To understand different challenges of Leadership
• To practice for relating different values of the organization with leadership competencies
• Reinforce the Leadership Cycle

Resource Profile:

Mr. Zaidi is Training, Organization Development and HR specialist having more than 17 years’ experience in different industry. He is a Business Process Reengineering Consultant. He has exposure as KPI consultant at home and abroad. He has completed Masters in HRM under the University of Dhaka. He received World Training & Development Leadership Award in 2016. He is Member of KPI Institute Australia. He is a certified Lean Office Professional. He is a Professional International Member of Association for Talent Development [ATD, largest association for training & development worldwide], a member of Certified Professional Trainer Network [CPTN] - Canada & certified Trainer from City & Gild– UK. He is also member of American Management Association (AMA) and Society for Human Resource Management (SHRM) USA. He is also a Management Consultant accredited by Institute of Management Consultant Bangladesh. Mr. Zaidi attended as speakers in International Conferences in Singapore, India and Nepal. He also presented papers in different National and International Conferences. He is also guest faculty for leading Private Universities in Bangladesh.

Mr. Zaidi has rendered Consultancy Service for Business Process Reengineering, Setting KPI, designing effective Performance Management System, Running Assessment Centre, Organization Restructuring, HR Audit, Process Development, Competency Mapping for Human Resources, Organization Development, for more than 30 organizations at home and abroad. He is an expert Performance Coach for different functions. He has conducted training in different countries including Singapore, Malaysia, India, Nepal, Bangladesh.

He has conducted training in different organization on different soft and hard skill. He is an expert trainer in HR, Operational Excellence, Office Kaizen, Office ‘5 S’, Lean Office, Salesmanship, Organization Development, Organizational Leadership, Team Building, Change management, Negotiation, Customer Service and other soft skills. He has also exposures in Management Consulting. He did consultancy for more than 15 organizations regarding their HR & Compliance Audit. He also did management consultancy for organization restructuring and development, HR Auditing, HR Setup. He also runs Assessment Center for different organization. He is an HR Auditor and also a good motivational speaker.  He worked on Training with renowned multinational, national, group of companies on different topics.

He has contributed in the HR Development in the country through his research based studies, knowledge sharing sessions, analytical paper preparation, information based module and material preparation and sharing. He is now servicing in Power Grid Company of Bangladesh Ltd. as DGM-HR.  He is the Secretary General of Professional Society for Bangladesh [PSB]. He is the fellow member of Bangladesh Society for Human Resources management [BSHRM], member of Worldwide Trainers Forum. 

• The world of KPIs
• Understanding KPIs
• KPI typology
• KPI taxonomy
• KPI selection
• KPI alignment
• KPI documentation
• Working with targets
• Data gathering
• Data visualization
• Review & evaluation test

This is a Certification Program from KPI Institute, Australia. For details please call us +8801753881177 [whatsapp available] or email to training.ward@wardbd.net

Contents

Session-1:

• What is Internal Audit?
• Internal Audit- Code of Ethics
• Principles of Audit
• Steps for Standard Audit
• Characteristics & Attributes of a Highly effective Internal Auditor
• HR Audit: Concept
• Objectives & Purpose of HR Audit
• Benefit of HR Audit
• Principles of Effective HR Auditing
• Knowledge, Skills & Attitude of an HR Auditor
• Tasks of an HR Auditor
• Types of HR Audit
• HR Audit Tools
• Approaches of HR Audit
• Scope of HR Audit

Session-2

• Steps/ Stages of HR Audit
• Techniques of Auditing
• Method of HR Audit
• Areas of HR Audit
• Documents for HR Audit
• HR Audit Check List

Session-3

• Specific Task during HR Audit
• Audit of Recruitment Function
• Audit of Personal File
• Audit of Compensation Functions
• Audit of Training Functions
• Audit of Personnel

Session-4

• Audit of Employee Separation Case
• Audit of Disciplinary Case
• Critical areas to be addressed for HR Audit preparation
• HR Audit Report Preparation
• Tips for Facing Audit

Introduction:

An HR audit involves an objective look at the company’s HR policies, practices, procedures and strategies to protect the company, establish best practices and identify opportunities for improvement. An objective review of the company’s “current state” can help you evaluate whether specific practice areas are adequate, legal and/or effective. The results can provide decision-makers with the information necessary to decide what areas need improvement.

An HR audit can be structured to be either comprehensive or specifically focused. There are several types of audits, and each is designed to accomplish different objectives. Some of the more common types are:

Compliance: Focuses on how well the company is complying with policy-procedures, present international and local laws and regulations.

Best Practices: Helps the organization maintain or improve a competitive advantage by comparing its practices with those of companies identified as having exceptional HR practices.

Strategic: Focuses on the strengths and weaknesses of systems and processes to determine whether they align with the HR department’s and/or the company’s strategic plan.

Function-Specific: Focuses on a specific area in the HR function (e.g., payroll, performance management, records retention, etc.).

This workshop will help participants to be conversant in every area of HR Audit Preparation and Conduction.

Target Participants

1. HR Personnel (any level)
2. Internal/ External Auditor
3. Management / HR Consultants
4. Potential HR Personnel

Outcome of the Program: After successful completion of the program, the participants will

1.be an Auditor to conduct HR Audit

2.be an expert to face HR Audit

3.be an HR generalist to perform HR function in a standard and effective way

4. be a consultant for setting standard HR system

Resource Person: Rupak M Nasrullah Zaidi, KPI, OD & HR Practitioner, Business & Management Consultant

Mr. Zaidi is Training, Organization Development and HR specialist having more than 18 years’ experience in different industry. He is a Business Process Reengineering Consultant. He is a senior Fellow of Management & Strategy Institute – USA. He has exposure as KPI consultant at home and abroad. He is Member of KPI Institute Australia. He has completed Masters in HRM under the University of Dhaka. He received World Training & Development Leadership Award in 2016. He is a certified Lean Office Professional. He is a Professional International Member of Association for Talent Development [ATD, largest association for training & development worldwide], a member of Certified Professional Trainer Network [CPTN] - Canada & certified Trainer from City & Gild– UK. He is also member of American Management Association (AMA) and Society for Human Resource Management (SHRM) USA. He is also a Management Consultant accredited by Institute of Management Consultant Bangladesh. Mr. Zaidi attended as speakers in International Conferences in Singapore, Malaysia, India, Bangladesh and Nepal. He is also guest faculty for Public & Private Universities in Bangladesh.

Mr. Zaidi has rendered Consultancy Service for Business Process Reengineering, Setting KPI, designing effective Performance Management System, Running Assessment Centre, Organization Restructuring, HR Audit, Process Development, and Competency Mapping for Human Resources, Organization Development, for more than 30 organizations at home and abroad. He is an expert Performance Coach for different functions. He has conducted training in different countries including Singapore, Malaysia, India, Nepal, Bangladesh.

He has conducted training in different organization on different soft and hard skill. He is an expert trainer in HR, Operational Excellence, Office Kaizen, Office ‘5 S’, Lean Office, Salesmanship, Organization Development, Organizational Leadership, Team Building, Change management, Negotiation, Customer Service and other soft skills. He has also exposures in Management Consulting. He did consultancy for more than 15 organizations regarding their HR & Compliance Audit. He also did management consultancy for organization restructuring and development, HR Auditing, HR Setup. He also runs Assessment Center for different organization. He is an HR Auditor and also a good motivational speaker.  He worked on Training with renowned multinational, national, group of companies on different topics.

He has contributed in the HR Development in the country through his research based studies, knowledge sharing sessions, analytical paper preparation, information based module and material preparation and sharing. He is now servicing in Power Grid Company of Bangladesh Ltd. as DGM-HR.  He is the Secretary General of Professional Society for Bangladesh [PSB]. He is the fellow member of Bangladesh Society for Human Resources management [BSHRM], member of Worldwide Trainers Forum. 

• Introduction
• Optimize Your Talent Strategy 
• Acquire the Right Talent 
• Engage Your People 
• Develop Your Workforce 

Resource Person:  Mr.Abdulhussain Tejani , Senior Faculty, Human Capital Institute-USA

Abdulhussain Tejani is the Managing Director of People Matter DWC LLC based in Dubai. He is also a senior faculty member of HCI, covering the MENA, Africa, and South Asia regions.

A former VP of GEMS Education, as well as HR Director of Merck for the MENA region and eventually the Learning and Development Director at Merck for EEMEA, Abdulhussain brings to the table 24 years of corporate experience.

According to his peers and colleagues, Abdulhussain is admired for his ability to operate at a senior level and yet not lose touch with the front line. A compassionate, empathetic, and professional executive with a common touch, it was this that led him to be recognized and receive the Outstanding Leadership Award for Global HR Excellence from the World Human Resource Development Congress.

His exposure across Europe, Asia, Africa, and North America lends to his ability to be culturally aware and adapt to a world that is evolving and changing rapidly. He counts among his experiences amazing companies like BP, Standard Chartered Bank, TNS, Merck, and GEMS Education.

Apart from being a speaker on the HR Circuit and an HR consultant, Abdulhussain involves himself in a lot of pro bono work with young adults in offering career guidance as well as training them in life skills to prepare them for the real world.

A core family man and a passionate reader with an inner desire to help people grow and develop is how he describes himself.