Md. Ashik Mahmud

Experience

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  BRAC-Aarong

  Jun 2009 - Jul 2021

  • Competency gap identification by analyzing training need analysis (TNA) to determine organizational strategic needs and appropriate training methods• Developing training modules, introducing new techniques and methods for the retail, corporate, and artisans • Prepare, organize, and facilitate different training programs as per need• Develop a collaborative relationship with key business leaders, training staff, and other subject-related experts to identify training opportunities, and performance gaps and to collect source content for the adult learning curriculum• Training calendar scheduling, Budget preparation and budget variation analysis• Source, analyze and contract signing with the external consultant for specialized training• Training report generate from the training database• Initiate employee engagement program• Awareness dissemination of “safeguarding” and “Gender” as a safeguarding champion for Aarong and AAF Show less Problem solving, decision making & leading the teamResponsible for total CRM operation at outlet (Follow-up, problem solve & co-ordinate with marketing)Organize and implement internal and external promotional strategies to support product and service development. Maintain coordination of government office relating fire service, labor law, vat, income tax, traffic police etc.Monitor financial performance, making the annual budget for outlet operationsManage Logistics, Maintenance and Security Department of the outlet.Build up the team as prompt, lively and professional trough training and coaching for ensuring outstanding customer experienceResponsible for achieving the sales target of the outlet.Manage all the HRD related issues of 200 staffs.Prevent the shoplifting, supervise all the security affairs.Ensure and establish VM as per organizational policy.Inventory control, prepare sale target & sale analysis Show less

  • Deputy Manager, Learning and Development, Human Resources, Aarong & Ayesha Abed Foundation

    Mar 2018 - Jul 2021

  • Assistant Manager, Learning and Development, Human Resources, Aarong & Ayesha Abed Foundation

    Mar 2016 - Feb 2018

  • Senior Officer, Learning and Development, Human Resources, Aarong & Ayesha Abed Foundation

    Sept 2014 - Feb 2016

  • Floor Manager

    Jan 2012 - Aug 2014

  • Outlet Supervisor

    Jun 2009 - Dec 2011
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  Guardian Life Insurance Limited

  Aug 2021 - Oct 2021

  Assistant Vice President (AVP), Learning and Development, Human Resources
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  Akij Resources Limited

  Oct 2021 - Jul 2023

  Manager L&D OD (L&D Lead), Human Resources

  Learning and Development:• Lead for all business units’ (Cement, Shipping, BPO, Ready-mix-concrete, IT, FMCG, Poly fiber, Steel) capacity development• Role-wise competency assessment for gap identification (TNA) and design development plan• Creates long-term learning and development strategies to develop organizational talent.• Responsible for continuous follow-up with the training program to understand further improvement in the training module and then to update accordingly• Directs all activities related to organizational learning and development, knowledge management, and the exchange of information about practices and innovations.• Introduce the e-learning portal, automate the learning portal, and initiate distance learning• Training pool development by facilitating TOT for technical training and ensuring monitoring and evaluation • Training budget and yearly training plan finalization• Module development, update, and facilitate soft skill and leadership development program• Source, analyze, and contract with the external consultant for specialized trainingTalent Management and Organizational Development [OD]• Assist in initiating & and implementing a KPI-based Performance Management System first time across the organization.• Participated in the Unique role identification, Job Description, and Job Requirement Matrix at ARL SBUs incorporating head office and factory • Assist in developing and updating the organogram • Initiated 9-box assessment and design development plan accordingly• Facilitate the assessment center for the “Management Trainee” recruitment and run the program• Participate in the competency-based interview for the selected role• Initiate the succession planning for the critical role• Develop the draft competency library for the organization• Work with the strategic HR implementation project• Design short-term and long-term reward programs for the employees• Design and execute an employee engagement program Show less

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  Beximco Communications Limited

  Aug 2023 - now

  Senior Manager | Lead | OD | L&D | PMS | HR

  Learning & Development• L&D Strategy: Lead & develop a long-term L&D strategy to enhance organizational talent• Budgeting &Planning: Prepare the training budget and set the annual training plan• Program Enhancement: Evaluate training effectiveness and update modules as needed• Awareness Programs: Launch organizational awareness programs to foster engagement• Training Pool Development: Conduct TOT sessions for technical training with ongoing evaluation• Soft Skills and Leadership Development: Develop and update soft skills & leadership programs• External Training Collaboration: Source & contract external consultants for specialized training• Succession Planning: Design succession plans for talent readiness• Leadership Development: Align leadership initiatives with departmental needs• Talent Management: Develop & implement plans for employee growth• Cross-functional Knowledge Sharing: Promote a culture of mentoring & collaboration• Onboarding & Impact Assessment: Design onboarding & assess training outcomesOrganizational Development (OD) • Culture Strategy: Build a positive, inclusive culture that supports business objectives• Values Integration: Embed organizational values, vision, & culture in all departmentsPerformance Management• Performance Systems: Design & improve systems that drive accountability & productivity.• Employee Engagement, Branding, & Talent Attraction• Employer Branding: Develop branding initiatives to enhance industry reputation• Engagement Programs: Lead initiatives to boost employee advocacy and brand visibilityLeadership Development & Succession Planning• Succession Framework: Establish a framework to develop high-potential talent for key roles• Talent Pipeline Development: Create pipelines to ensure continuity & readiness• Organogram Development: Establish & update the organizational structureHR Policies & Compliance• Policy Development: Lead the creation and communication of HR policies & SOPs to maintain consistency Show less