Page 62 - ICD AR21 EN

5.8 SENIOR AND MIDDLE
MANAGEMENT CHANGES
As part of the implementation of ICD’s new organizational structure and new hiring, the following changes took place in the ICD Senior and Middle Management in the course of 2021:
1 Mr. Omar Hashem joined ICD as the Director Corporate Support Department on 03/10/2021.
2 Mr. Tahir Naseem was appointed as the Director Legal under the Legal Department effective from 02/05/2021.
3 Mr. Karim Jan was appointed as the Unit Head, Headquarter Audits under the Internal Audit Department effective from 02/05/2021.
4 Mr. Muminu Mayanja was appointed as the Unit Head, Follow-up & Investee Audits under the Internal Audit Department effective from 02/05/2021.
5 Mr. Mohammad Kamran was appointed as the Division Head, Credit Risk under the Risk Management Department effective from 02/05/2022.
6 Mr. Taufique Hasan was appointed as the Division Head, Credit Administration under the Risk Management Department effective from 02/05/2021.
7 Mr. Sahal Almarwai was appointed as the Division Head, Outreach and Events Management under the IsDB Group Forum (THIQAH) effective from 02/05/2021.
8 Mr. Sami Alahmadi joined ICD as the Division Head of Administrative Services and IT Support under the Corporate Support Department on 13/06/2021.
9 Mr. Siraj Al Islam joined ICD as the Division Head Equity and Asset Management Legal Affairs under the Legal Department on 16/08/2021.
ICD COMPLETES ITS RESTRUCTURING EXERCISE IN 2021
ICD successfully completed the implementation of the new organizational structure and the staff mapping exercise during the year 2021. The new organizational structure has improved the operating efficiency of the organization and allowed ICD Management to focus on achieving the corporate goals and objectives outlined in the three-year business plan approved by the Board.
Achieved Outcomes:
• Ensured alignment between the business strategy, organizational structure, and human capital to continue the journey towards success and achievements.
• Created and established clear understanding of the roles, responsibilities, accountabilities and reporting lines of the functions and their staff.
• Ensured the right placement of staff based on their skills, qualifications, and experience.
• Completed the review of staff grievances arising from the implementation of the new organizational structure and its outcomes.
Other HR initiatives in the year:
• Continuously promoted work-life balance for staff members by providing flexible working arrangements and guidelines.
• Updated the existing delegation of authority matrix (DoA) to provide the functions with the required delegation and flexibility needed to conduct their business activities efficiently and effectively.
• Updated the HR Governance Framework including staff rules, regulations, policies, and procedures to meet organizational needs and demands.
• Nurtured performance driven culture within the introduction of recognition and rewards to motivate staff to perform better.
60 ICD ANNUAL REPORT 2021