GUINEA BISSAU

SNV Netherlands Development Organization, Bissau

  • Human Resources Development; execution of an assessment center for ten professional members of staff. Tests and exercises like the PAPI-i Personality and Preference Inventory, role play, presentation, group test, and a knowledge test.
  • HRM Consultancy and oral reporting to the Managing Director.
  • Written report per individual.

MONGOLIA

Mongolian Star Melchers (MSM) Ltd., Ulan Bator

  • Organizational Development; new organizational chart, and review and adjustment of job house and descriptions.
  • HRM Consultancy and facilitating Directors' meetings and discussions about the new organizational structure and improvements towards a customer oriented approach.
  • Execution of external remuneration benchmark among similar companies; reconfirmation of compensation and development of a salary table based on the Patterson’s methodology.
  • Assessment center for the selection of a HRM Director; several tests and instruments like a role play, presentation and STAR methodology for assessing behavioral competencies.
  • HRM capacity building and on-the-job training of MSM’s HRM Manager and the local HRM consultancy company.

Kazakh Family Development Non-Governmental Organization, Sogoog Bag, Ulaanhus Soum, Bayan Ulgii Province

  • HRM Consultancy and Organizational Development of the NGO and (financial) assistance to Bal Bobek Kindergarten and the newly established Sogoog health clinic via the export of Mongolian traditional felt handicrafts and fund raising in the Netherlands.

International School of Ulaanbaatar (ISU), Ulan Bator

  • Performance management; execution and reporting of a 360 degrees feedback instrument for the Administrative school team.

AUSTRALIA

Duyfkenschool Foundation, Brisbane, Queensland

  • HRM Consultancy in organisational & professional development, recruitment & selection and contracting according to Queensland’s’ labor law of teachers, compensation & benefits in comparison with the CLA for primary education in The Netherlands and Queensland, performance management, and strategic review and planning.
  • HRM Capacity building and coaching.

VIETNAM

SNV Netherlands Development Organization, Region Asia, Hanoi

  • Interim HRM Management for SNV’s programs in Vietnam, Bhutan, Laos and Nepal; delivered HRM services consisted of developing a regional HRD plan, organizing & coordinating the regional HR Advisors meeting in Hanoi, HRM capacity building and coaching management and HR Advisors, selection interviews.

THE NETHERLANDS

Agri-Profocus, Arnhem

  • Developing job descriptions of all staff members in the office in Arnhem and two role descriptions of coordinators and their assistants in some African countries.
  • Development of an organization chart in 3D.
  • HRM Consultancy; job grading, duration of contracting, best practices in performance management, functional communication lines.

ROC Rijn IJssel, Arnhem

  • Performance management policy and instruments; description of an annual cycle for performance management including formats for performance and appraisal interviews, team and individual development plans, performance feedback instruments and the connection to professional development via the Rijn IJssel Academy.
  • Project Management; digital implementation of annual performance management cycle in RAET Medewerker & Ontwikkeling (RMO).
  • HRM Consultancy; Strategic HRD plan and development of educational competencies of teachers.

Hogeschool Arnhem Nijmegen (HAN), Nijmegen

  • Guest teacher and buddy for 2nd year bachelor students HRM studies and bachelor students of the Faculty of Communication; teaching and training in International HRM, HRM Strategy, methodologies and instruments and specifically in assessment centres and job interview & techniques.

ROC Nijmegen, Nijmegen

  • Human Resources Development activities and planning for vocational teachers; coordinating and execution of the CBE professional scan, training needs assessment, coordinating the design of training and workshops enhancing educational competencies, cooperating in the partnership with the HAN and Interstudie NDO.
  • HRM/D Consultancy in regional meetings for HRD professionals.
  • Project management; Strategic Workforce Planning.

Regional Police Corps Utrecht, Utrecht

  • Interim HRM management.
  • Supervision and coaching of the HRM advisors.
  • HRM Consultancy in strategic management meetings, HRM reporting, advice and support to management in implementing HRM policy and instruments.
  • Project management; competency and talent management.
  • Disciplinary and legal investigations.

Wageningen University & Research Centre, Wageningen

  • Career Counsellor.
  • HRM Consultancy to management and employees in developing and implementing HRM strategy, policy and instruments; employment conditions, recruitment & selection, performance & career management, human resources development, implementation of corporate HRM career and development policy.
  • Training & coaching employees in their search for a new job or starting own business, internal and external labour exchange and job-rotation, networking and brokering with companies and organisations, training institutes, recruiters, outplacement and psychological consultants.

Randstad Holding, Diemen

  • Project Management; establishment of regional career centre FlexPunt for Tempo Team Beheer B.V. (recruitment & flexible workforce consulting firm) in Arnhem and network of organisations and companies.
  • Facilitating labour flexibility and external exchange, organising professional seminars, workshops and presentations and execution of job hunting and searching.

ZIMBABWE

SNV Netherlands Development Organization, Harare

  • HRM Consultancy.
    • providing strategic Human Resources Management and Organisational Development advice to Director and managers.
    • Development and implementation of HRM policy.
    • Support in restructuring processes, change management and the facilitation of a learning organization through the implementation of effective learning and feedback mechanisms.
    • Performance & competency management and career management.
  • Organizational development; organisational (re-)design, job descriptions & job grading.
  • Recruitment & selection of (inter)national staff; assessment centres for staffing.
  • Compensation & benefits for national staff conform local labor law, negotiations with Workers Council.
  • Human Resources Development.
    • Designing, managing and evaluating an induction program ‘Orientation into Facilitation and Organisational Development’ for all new advisory staff members (approx. 150).
    • Designing, managing and evaluating an introduction training program (duration 3 months) for new employees.
    • Development of technical training programs with external trainers and subject matter specialists.
    • Designing, management training and evaluating (annual) performance & competency management workshops for managers.
    • Facilitation of a learning organization.
  • HRM Capacity building and coaching of management and HRM Officer.

MOZAMBIQUE

SNV Netherlands Development Organization, Maputo & Nampula

  • Coordination of an external compensation & benefits benchmark and review of the terms of employment including adjustment of the salary table.
  • Coordination and Assistant Trainer of a Leadership & Coaching Training.
  • Development and execution of an assessment centre aiming an enhanced understanding of knowledge and behavioral competencies of professional staff. HRM instruments and tests included the PAPI-I Personality and Preference Inventory, role play, presentation, and knowledge test.
  • Competency management workshop for management and senior staff.
  • HRM capacity building and coaching of management and HRM Officer.

ZAMBIA

SNV Netherlands Development Organization, Lusaka

  • HRM Consultancy in organizational development and implementing the new structure.
  • Selection interviews with all members of staff for positions in the new organizational structure and strategy.
  • HRM capacity building and coaching of managers & HRM Officer.
  • Implementing Reflector 360 degrees feedback instrument for performance management.
  • Execution of two days Training Performance Management for middle managers of programs in Zimbabwe, Zambia, Mozambique and Angola.
  • Execution of the PAPI-I Personality and Preference Inventory.
  • Coordination of an external compensation & benefits benchmark and review of the terms of employment including adjustment of the salary table.

KENYA

SNV Netherlands Development Organization, Nairobi

  • HRM Consultancy in bi-monthly regional management meetings.
  • Designing, managing and evaluating a regional Management Development program (duration 18 months) including coaching for 25 middle managers.
  • Designing, managing and evaluating an induction program ‘Orientation into Facilitation and Organisational Development’ for all new advisory staff members (approx. 150).
  • HRM capacity building and coaching.

ANGOLA

SNV Netherlands Development Organization, Lubango

  • HRM Consultancy.
  • HRM capacity building and coaching of management.
  • Competency management workshop for Country Director and middle management.

GHANA

SNV Netherlands Development Organization, Accra

  • Development and execution of an assessment centre aiming at an enhanced understanding of knowledge and behavioral competencies of professional staff. HRM Instruments and tests included the MBTI, role play, presentation, and knowledge test. Delivery products were an overall oral report to the Country Director and an individual written report.
  • HRM capacity building.

UGANDA

SNV Netherlands Development Organization, Kampala

  • HRM Consultancy; external compensation & benefits benchmark and a review of the terms of employment including salary scales & table
  • HRM capacity building and coaching HRM Officer

TANZANIA

SNV Netherlands Development Organization, Dar es Salaam

  • HRM capacity building and coaching of HRM Officer

RWANDA

SNV Netherlands Development Organization, Kigali

  • Providing strategic Human Resources Management & Consultancy to Director and managers.
  • Cooperating with HRM Officer in implementing the regional career policy and planning of a job rotation project.
  • HRM Capacity Building.

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