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7 Reasons Why Non-HR Employees Should Learn HR



Introduction: Learn about the Mentality of your Enemies!

HR employees are not your enemies, unless you made them so. Or if you do something to make you their enemy. Whatever the case, once the employee learns about the mentality of his/her colleagues, they will be able to maintain better communication, thus a better connection, and eventually a better product.

Learning the science of HR is part of the mentality of HR employees, and learning its secrets will allow you to put yourself in their shoes, and see the company through their eyes, and thus answer many questions that you might have been wondering about.

1. Pass Interviews Perfectly

Surely an interviewee who studied the mentality of the HR recruitment process would become exceedingly fluent than the average interviewee. When you are asked all those sneaky and indirect questions, you will understand why they are asked, and most importantly you will know what kind of answers they are looking for. This isn’t being unethical or sly. On the contrary, you are helping the interviewer find what they are looking for. Many interviewees can misunderstand questions and give misleading answers that highlight unwanted qualifications.

But beware! Do not outsmart the interviewer. This can be more negative than answering a question in a non-efficient way. The interviewer may happen to take it personally. Do not overpower the interviewer because HR managers like to feel they are in control and handling the people well. They will not hire a future rebel!

2. Know Your Rights

Knowing your rights is one of the basic things any employee should be provided with. But in this section I do not mean your company rights. HR managers may put their own regulations, which can be far from what contemporary HR books say. When you learn about HR you will know how to stand up for your rights because you have the knowledge. Thus such HR manager(s) in the company will be exposed. They will realize that their employees understand HR norms and protocols. Accordingly, HR managers will start applying the contemporary HR protocols, or else they will be rightfully accused of illiteracy, to say the least!

3. Apply HR Principles to Your Job

The spirit of Human Resources is mainly about considering employees as customers. It’s about caring about the physical and mental welfare of the employee, while at the same time helping them to develop both professionally and personally.

Any employee who works for the sake of another employee is considered an HR member, even if he/she does not work in the HR department. For instance, I can be a company librarian who is always keen to provide the readers (the employees) with books about their career path, health tips, financial plans, personal interests, and books that are directly related to their careers. Our librarian here is purely doing an HR job from A to Z. Another example can be a company chef who offers customized meals for the employees, while informing them about new diet and nutrition methods. Also a company driver who keeps extra maps of the roads and subways in the backseats for employees. A fourth example would be the company accountant who always cares to create better deals with banks for employees, and seeks to find better financial services for them, and perhaps methods on how to save and spend their money.

As a manager of a non-HR department you can apply your own motivation techniques and training programs for your employees, apart from what the HR department will offer. This way your team will become more visible and they will all be extra motivated.

4. A Chance to Switch Your Career

At some point in our lives, one can be forced to switch careers. As employees, we should be always ready and have a backup plan. Indeed our main goal would focus on developing what we are good at, but this should not be the only goal. Life is also a journey of self-discovery. You can discover capabilities that make your career blossom whether in the direction it already is on or towards a new direction, and these discoveries can happen at any age, as long as we are capable of learning and working.

Many non-HR employees are curious and adventurous enough to switch their careers and work in the HR department of their company or any other department. Some HR directors welcome this idea of having a non-experienced HR employee, rather than having an experienced one. The reason is some non-HR employees have the out-of-the-box ability to spot the common HR mistakes and breaches, and they want to work in the HR to provide better services and ideas to their colleagues and others. If you are in this situation, make sure to highlight the reason why you want to work in the HR department in your C.V. and interview.

5. Scoring Better Grades on the Performance Appraisal

Have you ever been a good employee, but when you receive the grades of your performance appraisal you find them inadequate? Well your terms of “good” can be different from what your manager thinks, which could be also different from what the HR department thinks.

If you are a “good” employee according to your personal terms, then you will be a “better” employee when you read about the HR performance appraisal methods. You will not change yourself or your work method; however you will only stress on what counts according to HR standards.

6. Learn How to Report a Problem

Many employees face problems at work, but not all of them actually have the courage to report their problems. Some employees take the initiative but they do not know how to write the report. They end up writing the problem in a very personal rather than professional way. It is best to bear in mind that in some places HR departments care more about the “practical” side rather than the “personal”.

Learn how the HR members perceive “problems”, learn how they deal with reports, and then you will know how to write one.

7. Learning How to Write a Proper CV

Last but not least, there could be dozens or maybe hundreds of articles written on how to write a proper C.V. HR recruiters are not stupid. They know what is written on the internet, and they know when someone has copied from one of those articles. It’s okay to learn from the articles but it’s not okay to just copy what is written. If you do not have the patience to write a respectable C.V. then how will you have the chance and patience to work?

The best way for writing an efficient C.V. is knowing what the recruiter has in mind through studying HR. The next step is to match your capabilities, vision, talents, history, and dreams with what is sought by the recruiter.

I am sure that when you start learning more about HR you will find much more than those seven reasons. Please do not forget to write them down too, and share them.

Mahmoud Mansi

Photography: Mahmoud Mansi

EDITORS: Sarah Shalaby & Nada Adel Sobhi


Was it Critique,Training or Bluntly Bullying?



Artwork & Writing By: Rim Abdelhamid

At one of the call centers I worked in, since day one, the manager and the trainers who were supposed to help us learn and get adapted to the job, they kept telling me how much negative and depressing they think I am. They even went as far as calling me a DEAD person. My manager enjoyed making fun of me by imitating how he thought I used to speak or how I sound, saying that I have speech disorder -because this is “funny”- just a joke! He even tried to get others to join in. It was always the same excuse: they’re “trying to help me get better at my job!” Even though it had nothing to do with my performance and it started the first day I started work.

Let me tell you why -them trying to help me- was a lie? How this is not a critique but in fact bullying? What is the aim of bullies? What are the types of bullying in general? How do they start? And how to stop it?

What workplace bullying is…

When giving a critique one gives it based on actual facts. They could give a certain advice, or simply just tell the person what they’re doing wrong, etc… But it’s never calling them names; that’s abuse. What makes abuse turn into bullying is it not being on all employees but a specific one targeted, and over a prolonged period of time (not just one incident). The harassment behavior could be by one or more colleagues (subordinates and/or superiors), where the one being targeted is unable to defend his/herself. In that case it’s no longer a bad management issue, or a bad behavior by one individual but in fact one person being alienated; BULLIED.

How bullying is like at the workplace?

You might think it is physical? But no, bullies are smart! It cannot be psychical because it could cost them their job and even get them arrested. However, it’s a mental abuse. For example, telling you something hurtful in a way of “joking” or putting you in situations that could affect the quality of your work like unrealistic deadlines. Also, it could be things like yelling, threats or sabotage. Whatever it is, it is an action that could cause stress to the victim. And could cause them to feel trapped and it is repeated over time.

In my case, I was forced by that same manager to work overtimes and on weekends. And even without extra pay. Spending every day, and almost 12-13 hours a day, sometimes with no breaks, with no time to eat and no way of getting good sleep or the rest my body needed. And I couldn’t risk losing my job. Why though? Why would someone bully another at work? POWER AND CONTROL. The bullies in this case just want to feel in control and they do it by bringing others down. In my situation, I was the only one in my team with past experience in that field, the only one who didn’t need training so that was my manager’s and the trainers’ way to “put me in my place”. They didn’t have any real critique so they tried to gain power by verbal abuse, by overwork, by putting me down and stressing me out.

What makes victims not speak sometimes or have a hard time reporting the issue? Because of the charming personality of the bully. You’d think you can tell that the person in front of you is a bully but it’s actually hard to tell. Since bullies manipulate others with poker face. They are self-centered and in some cases sociopaths but likeable.

I was always being told it’s an “advice”, they’re “helping” me. All in the midst of me being bullied. I was made to think I deserved the way I was treated.

In other cases, bullies could come after you in a non-direct way. For example, by emailing a manager telling them you’ll meet a certain deadline when it’s impossible for you to do so, they’re not coming to you directly but instead they’re putting you in a situation where you can’t really decline, knowing you’ll be in a hard and stressful situation. They could work on making you lose your job in that same manner. So basically, they’re not monsters hunting you down literally, they’re just that guy/woman sitting next to you smiling while putting you intentionally in stressful situations. Making you feel stuck all the time.

Well, how to stop bullies?

The thing about bullies is that they test their target victim. So, if you right away push back, you’ll be ok. But if they managed to get to you, they won’t stop easily. You need to always address the situation head on. Call out the behavior and leave the situation, no matter how awkward or uncomfortable it might be for you at that specific moment. Instant action is a must. You should also document every single detail big or small. The reason why sometimes bullying incidents go undisciplined is the lack of evidence. Stick to facts, to what happened and do not allow anger or other emotions to cloud your action. Then reach out to the HR and bring the incident to their attention.

To conclude the key to end bullying is to remain calm, confident and immediately push back, by calling out the action then reporting it if it’s repeated.

If there is anything, I wish I could have done differently is not letting my emotions control me. While I didn’t get angry, but instead I felt stuck, depressed and worthless. I let them put me down and I accepted the idea that I deserve to be treated this way, this is why I never reported what happened. I should have only focused on achieving my target because that’s what evaluates the quality of my work, not what anyone thinks. I wish I could tell my old self that: “Harassment, stress and overwork do not help anyone. Teamwork, respect and positive work environment does. Always know your work duties (targets) and your rights as well.”

If anyone who’s going through the same experience is reading this, I hope you know now what to do.

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Work Slave



Written By: Yasmine Gazzarine

Edited & Published By: Mariham Magdy

Nowadays, HR managers struggle with work place ethics. At this critical time where every detail is shared on social media, we, as employees, are not prudent enough to choose what to share and what not to share.

On the other hand, HR is confused what could be the criteria to judge upon or what should be taken seriously and what should not be taken into consideration regarding the employees social media posts.

Let me take you through my personal experience; I’m a consultant and trainer, in addition to my full time job, out of my bigger aim to influence the new generation. One day I found my personal photo among my trainees printed by the work printer. In a way or another, I knew who printed it.

The surprise was that it’s my dear beloved boss who did so, I confronted him in front of the section head and he just snapped shooting “I’m your boss and I’m free to do whatever I see appropriate, you’re my subordinate and I got unlimited authority to investigate you”.

For a moment I saw myself wearing prison outfit in dark dungeon dragging these feet cuffs and this big metal ball. Is working in an organization means being deprived from your free days? To cut it short I took my action to condemn this act as freedom trespassing which is illegal and unethical.    

That drives us to the concept of work place ethics, does that means policies and procedures within the organization?!, or is it a personal factor depending on the culture, behavior and heredity ?! Going through some search we can easily find that the work place ethics definition is “the ability to maintain proper moral value within the workplace”. It is an attitude that shapes the way an individual performs his/her job duties with high moral standards.

This leads us to a more important question “Do you want to be a boss or a leader?” supportive or frustrating? In my point of view, every boss should or better be a leader. If you recognize that one of your staff has a potential or a sparkling skill, please win this employee, benefit from him, make him or her your ambassador.

As he/she demonstrates his/ her skill inside or outside the work environment he/she makes the organization image very good. As he/she delivers the level of professionalism within your organization outside…imagine what would this add to you later on?

Moreover, the competition between work-mates should be healthy and for the best of the organization. There is nothing wrong if your subordinate excels you in some skills or in some domains. Work environment is all about integration.

May be if we put clear fine-tuned policies and procedures this can enhance or guide the existence of preferable work ethics and their application.

In the Egyptian work environments there are always written policies in the background but what really rule the situation are norms. Egyptians are emotional people who are prone to consider anything you post on social media a direct projection on somebody or a certain situation.

But as HR, shall we take what’s posted on social media seriously?! or am I supposed to monitor every post of every employee?! In my humble opinion if a post contains bulling sentence against a colleague or the organization I shall take it seriously only in this case.

Anyway to avoid such problems, simply set rules, communicate it and apply it over all the organization. Be aware not to encourage ever an employee who spread rumors or snitches even if it’s for your own benefit cause Karma always gives you back what you give.           

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5 Reasons Why Smoking is Good for your Employees and Workplace!



Written By:
Mahmoud Mansi

The average number of smokers consume around one pack of cigarettes a day or less. During their working hours they will take at least five short breaks in order to smoke. During these short breaks there are various unnoticed benefits for the concerned employees and for the organization. No doubt smoking has its harms as a habit, however we can see a different perspective…

1-Back, Neck and Eye Pain Release

Continuous working on the desk causes back and neck pain, same goes with staring at the screen for a long time and forgetting to rest. Nonsmokers in most organizations tend to spend more time on their desks forgetting all about taking short breaks.

2-Brainstorming and Communicating

Many smokers would agree that during their “short breaks” they mingle very well with colleagues or managers, talk about KPI’s, discuss concerns related to work, suggest ideas, share solutions and communicate more freely than inside the office environment.

3-Meditation, Less Fatigue, More Focused

If not mingling with others, some of the smoking breaks are all about solitude, spending time with the self, breathing slowly and contemplating the view or some ideas. This solitude and quick meditation gives the person the chance to take a mental and emotional break from the stress environment then return back recharged and ready to complete the day.

4-Fresh Air and More Exposure to Sun

Employees are almost trapped all morning and evening at the office, they forget that they need to breathe fresh air instead of the air conditioner and be exposed to natural sunlight. Many employees suffer vitamin D deficiency because of that reason.

5-More Connected to Personal Life

Usually spending most of the time answering office calls, emails and delivering tasks on the laptop or doing some paperwork, employees forget to check their social media updates, call a family member or answer a message sent from a friend. Work keeps them detached from the community and it might cause increase in stress or anxiousness. With breaks employees tend to check their personal messages and have a chance to connect and fulfil their social needs.


Healthwise, smoking is harmful, and smokers – like all other people – are attached to a habit. Every person has a different habit that they wish to change or not!

The purpose behind this article is to see the other side, and how professionals can change the system of the organization in order to provide the discussed five benefits to ALL employees (smokers and non-smokers), and therefore have a working environment that cares about their employees’ backpain, neck pain, eye dryness problems, providing channels of informal communication and innovative ways to brainstorm, caring about employees’ fatigue and nourishing their souls and minds with meditation, giving a chance for employees to be daily exposed to the sunlight and nature, and giving some measured space for them to connect with their families and community.

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