WASSAY BIN RAUF
OTHER-UNCATEGORIZED
· 2019
Email
wasay250@hotmail.com
Phone
03333918228
GitHub
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Academic
Program
BSSS
CGPA
2.62
Year
2019
Education
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Address
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DOB
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Career
Current role
Organizational Development and Training Department at Kohat Cement
Target role
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Skills
Analytical Skills, Data Analysis, Artistic, Creative, Innovative, Business Development, Management, Coaching, Counseling, Mentoring, Content Management, Marketing, Critical Thinking, Entrepreneurial, Interviewing, Leadership, Training, Writing
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WASSAY BIN RAUF / WASSAY BIN RAUF / wasay250@hotmail.com 03333918228 https://www.linkedin.com/in/wassay-bin-rauf-262814a1 BSSS EDUCATION EDUCATION DEGREE/PROGRAM DEGREE/PROGRAM YEAR OF GRADUATION YEAR OF GRADUATION INSTITUTION INSTITUTION CGPA/PERCENTAGE CGPA/PERCENTAGE Bachelors Dec 2019 Institute of Business Administration, Karachi 2.62 Higher Secondary School Program 2014 The City School, PAF Chapter --- Secondary School Program 2012 The City School, PAF Chapter --- ELECTIVES ELECTIVES MAJOR TERM PAPERS / RESEARCH WORK / PROJECTS MAJOR TERM PAPERS / RESEARCH WORK / PROJECTS Mohajir Identity: I tried to discover the the paradigm shift of the Mohajir Identity from a household label to a political legacy where it shook the entire nations for years. Despite being less in population, it was an ethnicity over represented on all possible platforms and institutions. I concluded the paper by deening the Mohajir Identity as a navigational space where many deenitions fall in. WORK/INTERNSHIP EXPERIENCE WORK/INTERNSHIP EXPERIENCE TENURE/DURATION TENURE/DURATION NAME OF THE COMPANY NAME OF THE COMPANY DESIGNATION/POSITION DESIGNATION/POSITION 7 Oct 2020 - Currently Working Kohat Cement I'am currently working in their organizational Development and training department. I've been a part of an entire structural change where the company went from departmental functions to process based functions to reduce the friction between departments and built a culture that would foster the company's growth. We developed teams for each process that would be responsible their sections. Along the way, I revamped the Performance Management System, and Recruitment Policy. The performance management system was a simple paper work that didn't hold signiecance but we shifted to 9 grid box model which was based upon 5 competencies we developed. Recruitment test was developed upon objectivity to avoid any bias. Along the way, I initiated an employee recognition and employee engagement programs to develop a culture and smooth out the change management process. INTEREST/SKILLS/EXTRACURRICULAR ACTIVITIES/COCURRICULAR ACTIVITIES INTEREST/SKILLS/EXTRACURRICULAR ACTIVITIES/COCURRICULAR ACTIVITIES Analytical Skills/Data Analysis Artistic/Creative/Innovative Business Development/Management Coaching/Counseling/Mentoring Content Management/Marketing Critical Thinking Entrepreneurial Interviewing Leadership Training Writing