doświadczenie:
01.10.2005 - ING Bank Śląski
HRM Deputy Director
1.Development ( the same responsibility area as for position: Career&Competency Development Manager)
2.Supervision over Training processes:
a.Language courses policy
b.Competency based external and internal trainings
c.Management Academy – project connected with managerial skills development
d.E-learning processes
e.International corporate culture surveys coordination
3.Supervision over recruitment processes
a.Supervision over recruitment budget
b.Introduction of internal safety policy to recruitment processes
c.Recruitment tools catalogue based on competency model monitoring
d.Cooperation with external suppliers
e.Exit interviews process coordination
Career&Competency Development Manager
1.Implementation and development of appraisal process
a.Competency dictionary development, competency profiles for job groups
•Annual Interview process development (based on competency model)
•Training programme development “Appraisal interviewing skills”
2.Designing and implementing Development Tools
a.Assessing the need for DC procedure b.Cooperation with external companies c.Managing the process of DC
d.Implementation of 360 assessment procedure
3.Succession planning
a.Developing succession planning process and procedures; succession planning analysis 4.Talent management processes
a.High potential processes implementation and coordination
5.Supervision over internship for ING BŚ-new product “Praktyka z Lwem” (2007)
a.Designing and communication process within organization
6.Competency&Development Team managing (HR Account Manager – Wholesale +Treasury and Financial Markets Divisions
1.Supporting managers in HR processes:
a.Recruitment&Selection&Development
b.Motivation systems
c.Organizational changes
e.Labour law
01.03.2004 - 30.09 2005Grupa Żywiec S.A.
Competency and Career Development Specialist
1.Participation in traineeship programme selection process
a.Preparation and testing selection tools
b.Training assessors and role-players in selection process
c.Assessing group discussions, individual simulations and selection interviews
d.Presenting candidates to Management Team Members
2.Traineeship programmes management
a.Designing and evaluating the structure of traineeship programme
b.Managing trainees during the programme (5 to 21 people)
c.Training management (including top management) in mentoring and coaching process as well as monitoring this process (tailor-made workshops)
d.Evaluating trainees: development programmes, appraisal process
3.Participation in implementation and development of performance appraisal process
a.System implementation:
•Competency dictionary development, competency profiles for jobs
•Participation in training programme development “Performance appraisal interviewing skills”
b.Competency management:
•Analysis of competency assessment results as well as proposing actions to development weak areas
•Participation in international projects
c.IT support tool enlargement
4.Induction program and process development
5.Participation in designing and implementing Development Center procedure
a.Assessing the need for DC procedure in the organisation
b.Cooperation with external companies as concerns preparation and realisation of DC procedure
6.Succession planning
7.Participation in High Potential programme preparation
28.02.2004 - 10.07.2000 – Raiffeisen Bank Polska S.A.
Business Support Systems
1.Participation in CRM system construction
a.Competencies&motivational systems for sales force induction
b.HR system analyses regarding Six Sigma methodology
c.Work satisfaction surveys
2.Participation In TeleSales team building
3.Implementation and administration of appraisal system for operational area
Educational Background
2007 Labour Law ; Postgraduates studies ; L.Koźmiński School (ongoing)
1997 ; 2002 ; Institute of Applied Social Sciences; Warsaw University
1.MA in Sociology |
