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9th FAHR International Conference launched in Dubai

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“Technological developments have changed the global labor market and the quality of skills required.”

Dr. Abdul Rahman Al Awar

Dubai – United Arab Emirates, 17 April, 2019: Under the patronage of His Highness Sheikh Hamdan bin Mohammed bin Rashid Al Maktoum, Crown Prince of Dubai, the 9th edition of FAHR International Conference, opened today at Jumeirah Emirates Towers in Dubai. Running under the theme ‘The 4th Industrial Revolution Human Capital Challenges’, the 2-day premier HR event organized by Federal Authority for Government Human Resources FAHR and INDEX Conferences and Exhibitions – a member of INDEX Holding, witnesses the participation of over 20 speakers and more than 600 experts and specialists in the human resources field.

Dr. Abdul Rahman Al Manan Al Awar, Director General of the Federal Authority for Government Human Resources (FAHR)

On this occasion, Dr. Abdul Rahman Al Manan Al Awar, Director General of the Federal Authority for Government Human Resources (FAHR) said, “The ability to cope up with rapid technological developments-known as the 4th industrial revolution, is a major challenge facing most of the world’s governments and institutions at the moment.”

He added, “The emergence of Block Chain technology, which has played a pivotal role in automation and digital documentation processes, has changed the profile of the global labor market and has greatly influenced the investment trends in human capital as well as the nature of skills and competencies required by the market in the public and private sector.”

He further commented, “We have to recognize that modern technology has become an integral part of our daily lives. Recent studies have shown that out of the current world population of 7.6 billion people, nearly 3.6 billion people have access to internet and this figure is only expected to rise over the next 5 years. Moreover, Artificial Intelligence and other related technologies will have a huge and direct impact on the world’s markets, which are expected to lose nearly 73 million jobs over the next few years. At the same time, it is predicted that rapid technological developments will create an equal number of new jobs as indicated by specialized studies in this regard.”

He also stated, “We are indeed very fortunate in the UAE, as our wise leadership has given special attention to the rapid technological development and its importance since its emergence. It has also utilized this technology in the development of organizations and work cultures. Similarly, the UAE has invested a lot in upgrading the skills of individuals and talents while at the same time keeping a close watch on the latest developments and changes taking place in the job market. Owing to these factors, the UAE’s job market currently serves as an ideal model for investment in human resources.”

Additionally, Director General of FAHR highlighted, “Over the past nine years, FAHR International Conference has greatly strengthened its position as one of the most important global conferences in the field of human resources, which aims at empowering individuals and truly succeeded in becoming a knowledge and intellectual platform for all key stakeholders and professionals in the industry, coming from various parts of the world.”

Commenting on the occasion, Johnny C. Taylor Jr., President & CEO, Society for Human Resource Management (SHRM) – USA said, “This is my very first visit to Dubai and on behalf of Society for Human Resources Management SHRM and its team, which is one of the largest HR associations in the world, I am truly delighted to be a part of the largest government Human Resources event in the region, FAHR International Conference. The theme for the 9th edition of FAHR International Conference, ‘4th Industrial Revolution Human Capital Challenges’ is very timely and I believe the 4th Industrial Revolution is already underway. Today, massive skill shortages, mobility of labor and Artificial Intelligence (AI) are having a huge impact on the HR profession and HR is going to play its biggest role yet in building ‘Better Work Places Better World’, which is the theme of SHRM this year.”

Commenting on the occasion, Dr. Paolo Gallo, Adjunct Professor, Bocconi University Milan, Executive Coach, Keynote Speaker & Best-Selling Author, Switzerland, said, “My presentation was titled ‘The Future of Jobs for the 4th Industrial Revolution’ and during my session I focused on the top 5 megatrends that are shaping the job market in the UAE and abroad including: globalization, demographics, technology-digital, learning and business ethics. While there are many factors impacting the global job market, attention should be paid on how each megatrend is impacting the future of jobs and in this regard I offered concrete examples of best practices, encouraged all attendees to anticipate, manage and lead changes in their fields and called upon everyone to take full ownership with a responsible and responsive leadership.”

He added, “Given the major changes taking place in the job market, I believe there is a need to restructure the organizations of the future while also keeping in mind that individuals are empowered and equipped with the necessary skills to excel in their respective jobs. In addition, I highlighted which organizational model and leadership style is more effective to drive innovation and performance in managing human capital.”

Commenting on the occasion, Dr. Abdul Salam Al Madani, Chairman, INDEX Holding, said, “The UAE, in line with the vision of our wise leadership, has undertaken significant efforts towards the development, advancement and upgradation of skills of HR professionals as well as state entities and institutions in the industry that best serves our collective goals and aspirations through many new strategies and initiatives such as providing a supportive and stable work environment and offering decent living standards for everyone.

Government Skills Bank

In her session, HE Laila Al Suwaidi, CEO – HR Planning and Projects Sector, FAHR, shed light on the Government Skills Bank project which was launched by the Federal Authority for Government Human Resources in 2018 to help the ministries and federal authorities to benefit from all the experts and professionals they have by electronically documenting this using the Human Resources Management Information System (Bayanati). This step aims to make use of their potentials in developing the corporate work in the federal authority, instilling the culture of knowledge management therein, and enabling the federal bodies to benefit from all the experiences and knowledge in different fields and specialties related to the work of the federal entity.

She further explained that the member of the Government Skills Bank network, as per the guidelines, is the individual who has high skills and knowledge and continuously acquiring new experiences through practical practice and available education opportunities.

Al Suwaidi also stated that the project provides the employees with many benefits including, (motivating them to acquire new skills and knowledge, promoting institutional affiliation, and improving their job satisfaction levels.)

She pointed out that identifying the members of the network of government skills bank in the ministries and federal bodies contributes to Creating a work environment that promotes knowledge and improve the organizational memory, providing a clearer picture of the level of knowledge and skills of employees, reducing the time consumed in identifying the right expert, the ability to define the work requirements and the visitors’ need in a better way, rationalization of expenditures and optimal use of resources, and activating activities related to the integration and involvement of competencies within the succession planning in the entity.

Using predictive analysis to understand staff trends

In his session, Sumit Tandon, Director, Human Resources Middle East Africa, Boeing International, discussed the topic “Sharpen and Accelerate to Win where he discussed the challenges facing the institutions these days in regards to employees’ management in general and the talented competencies in particular.

Tandon also showcased Boeing experience in managing its human capital, emphasizing that their focus is centered around their people and that they use the predictive analysis to understand staff trends which will contribute to enhancing human resources management capabilities to make decisions that serve their staff and enhance their functional happiness.

First day sessions

On the first day, a number of discussions and sessions were held related to the main theme of the conference, ‘The 4th Industrial Revolution Human Capital Challenges’, wherein Nelly Boustany, Digital HR Experience Director, EMEA, SAP, spoke about ‘People at the Heart of Digital Transformation’ while Jack Naidoo, HR Lead Middle East & Africa, Cisco spoke about ‘How Culture will shape “The Workplace of the Future” and Lewis Garrad, Business Leader and Senior Consultant, Mercer Middle East – Singapore spoke about ‘The Science of Thriving Workforces in the 21st Century’.

People at the Heart of Digital Transformation

In a session titled “People at the Heart of Digital Transformation” Dr. Nelly Bustani, Director of Digital Human Resources Experience at SAP EMEA, said that the world of work is changing and organizations need to develop innovative ways to manage, measure and manage their human resources. She stated that institutions are required to adapt to the various variables and rapid developments, especially as the expectations of the workforce are constantly changing and institutions must work to meet the demands of their employees. She highlighted that advanced digital technologies have permeated our daily lives and has transformed everything from the way we work, move and function in our daily lives.

Unconventional Work Options in the Fourth Industrial Revolution

Abdul Aziz Harib Al Falahi, CEO, Corporate Technical Support Service, Roads and Transport Authority (RTA), said that in light of the latest technological developments in a number of fields, including Artificial Intelligence, Robotics, Nanotechnology, Quantum Computing and Internet of Things, business leaders, industry experts and leading decision-makers are beginning to fear that someday these technologies will replace them.

During his session, Al Falahi reviewed the effects of the Fourth Industrial Revolution, especially Artificial Intelligence on the future of the work force. He pointed out that recent research conducted by leading international companies in the field of technology confirmed that Artificial Intelligence will not only lead to job losses but will also create more than 2 million jobs by 2025.

The Power of World Expos – Case of Expo 2020 Dubai

Fatima Moussa Alloghani, Head of Expo Academy & Emiratization, HR, Workforce and Volunteers, Expo Dubai 2020, said that the Expo showcases not only humanity’s achievements in terms of innovation and ideas, but also a glimpse of what the future will look like.

In her session, she highlighted that the Expo Dubai 2020 will be an unprecedented event, attracting more than 190 countries and millions of visitors to the UAE, under the theme “Connecting Minds, Creating the Future”, which will discuss various sub-themes such as “Opportunity, Mobility and Sustainability”. She stated that the sub-theme of opportunity is particularly relevant to tomorrow’s job market, as it focuses on unlocking the potential within each of us to shape the future.

Furthermore, she mentioned that the 5G-enabled world expo will feature everything from Artificial Intelligence and Virtual Reality to hyperloop transport and blockchain and demonstrate how these technologies will shape the way we live and work in future.

The Exhibition

Running parallel to the conference, the exhibition brings together 11 leading HR solutions providers, academic institutions and renowned business firms who will showcase their latest technologies and breakthrough solutions related to the Human Resources Sector.

FAHR International Conference is sponsored by ENOC, SAP MENA LLC and supported by our Knowledge Partners Society for Human Resource Management (SHRM) and Dubai Knowledge Park.

Articles

How did studying a CIPD qualification with ICS Learn change my career?

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Journalism: Mariham Magdy

“Choosing ICS Learn has been one of the best decisions I have ever made!

I personally struggled for nearly two years trying to kickstart a career in HR and as we all know, HR is one tough industry to crack. “After choosing ICS Learn, I had a number of recruiters contacting me for HR roles and I couldn’t believe it! The level of attraction I received once putting the words ‘Studying towards CIPD’ on my CV was immense.

“I finally managed to gain an HR Administrator role in one of the best companies and couldn’t have been more pleased with being offered such a fantastic opportunity.”

Anika Parmar, CIPD LEVEL 3 & LEVEL 7 STUDENT
HTTPS://WWW.ICSLEARN.CO.UK/BLOG/POSTS/2017/JANUARY/ICS-REAL-STORIES-MEET-ANIKA/

” Other course providers did not offer upfront information about how support would be given and by whom. ICS Learn proudly promotes the tutors and high levels of expertise. This gave me confidence that I would be in good hands.
Just one month after enrolling with ICS Learn for my CIPD course, I landed my first HR role and am over the moon!”

Nikki Long, CIPD Level 3 Student
https://www.icslearn.co.uk/blog/posts/2019/november/ics-real-stories-nikki-cipd-level-3-review/

“I really wanted to break into HR/Learning and Development roles, but the jobs I was applying for required a CIPD qualification, so I then took the leap and started with ICS Learn. “From not being able to get an interview for roles I started getting offers as soon as I mentioned CIPD on my CV.”

Nin Sandhu, CIPD Level 3 Student
https://www.icslearn.co.uk/blog/posts/2019/august/ics-real-stories-nin-online-cipd-level-3-review/

“As a recent student of ICS Learn, I have completed my Level 5 Diploma. Prior to starting the course, I didn’t work in an HR role, so after shopping around and a lot of Google searching, I got into contact with a student advisor at ICS Learn.

The gentleman I spoke to was very endearing and friendly, as I didn’t work in an HR role and had no HR qualifications I was looking to start the CIPD Level 3 qualification, however, the advisor suggested I started with Level 5 as I had a university degree. “This was possibly the best choice I made as it has helped me become more recognised academically and I was able to get my first HR role in Alstom within 2 months of starting my course.”

Rukhsaar Hussain, CIPD Level 5 Student
https://www.icslearn.co.uk/blog/posts/2021/april/cipd-student-stories-rukhsaar-hussain-cipd-level-5-review/

“I have been able to use my studies in making decisions at work and able to relate the practical way of my work to my academic studies. “The tutors on my modules are friendly and approachable which has made me feel very supported throughout the course.”

Bernadette Aquino, CIPD Level 7 Student
https://www.icslearn.co.uk/blog/posts/2019/october/ics-real-stories-bernadette-cipd-level-7-review/

“Since I decided to enroll onto a CIPD Level 5 qualification with ICS Learn in April last year, it has already had a tremendously positive impact on my change in career direction.

After careful comparison with other learning platforms, ICS Learn stood out to me as the best one available, as I knew people who had done this course and were able to gain successful entry into HR, either like myself during studying, or very quickly after completion. 

They had good testimonies from students and offered an excellent flexible payment programme which made it accessible.

ICS Learn also offers good study support, from your own tutor, or even from fellow students!

Even though I’m still working towards my qualification, it has 100% helped me secure my future as an HR professional.”

Taj Chelvaiyah, CIPD Level 5 Student
https://www.icslearn.co.uk/blog/posts/2021/february/cipd-student-stories-taj-chelvaiyah-cipd-level-5-review/





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Articles

Which Certification is right for me PHRi™ or SPHRi™?

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Written by: Mariham Magdy

When deciding to take a step forward for their international certification, many HR professionals hesitate between choosing the right credential that suits their professional experience and practice; whether the PHRi™ or the SPHRi™?

In this article, we will provide a comprehensive comparison between the two credentials, to help you decide which certification is right for you.

First, we will highlight the eligibility requirements for both:

Let’s elaborate more about what is meant exactly by a “professional-level experience in an HR position”?

HRCI defines a “professional-level” HR position as one that includes:

  • The ability to use independent judgment and discretion in performing work duties.
  • A level of specialized knowledge in the HR field with some authority for decision-making.
  • In-depth work requirements, such as data gathering, analysis, and interpretation.
  • Interaction with a broad range of individuals, including key personnel.
  • Individual accountability for results.

The Exam Content Outline for both certifications.

While the PHRi builds a professional mindset for the HR professionals on how to manage soundly the different HR functions, standardizing the steps they need to follow for the successful implementation of various HR processes; the SPHRi enhances the strategic aspect of HR Management Practices.

In other words, both certifications curriculum complements each other, and it depends on where you are on your professional career ladder to decide whether you are lacking the knowledge on how to professionally manage certain HR functions or are you ready to expand your strategic views and practices in the HR field?

The Certification Renewal:

  • You must earn 1 ethics credit during your three-year certification cycle.
  • This is a part, not in addition to your 60 required recertification credits.

I believe that the “Recertification” condition mandated by the HRCI increases the value of the certification itself since it ensures the continuous learning of the certified professionals.

One of the valuable slogans of the HRCI Certifications, is that it is “Earned not Given”, and thus the eligibility and merit of earning, must be continuously evaluated and confirmed.

Recertification is one of the many reasons that HRCI certifications are the most recognized and trusted by HR professionals and the organizations they serve. And now, recertification credits are easier than ever for you to access and earn.

And now let us know more about the Exam Format & Length:

The Exam Questions are either multiple choice, fill-in-the-blank, drag and drop, or scenarios.

The scenario questions present typical HR situations, followed by a series of exam items based on the scenario. These scenarios require you to integrate facts from different subject areas.

The HRCI website provides extremely useful bundles for the exam preparation material along with trial tests to assist you to get familiar with the certification exam questions and exercise them widely prior the exam itself.

In addition, the HRCI offers a “Second Chance Insurance” which is a pre-paid and non-refundable fee allowing you to take the exam for a second time in case of failing your first time.

Whether being certified as PHRi or SPHRi, the certification has three main advantages for you:

  • Requires specific work experience, competency, and education.
  • Requires recertification, which makes sure that you stay current in the HR profession through continuing education.
  • Allows you to put the letters after your name.

Through the HRCI valuable certifications, you get connected to an exclusive network of motivated HR professionals around the globe – Nearly 145,000 certified HR thought leaders working in more than 100 countries and territories.

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Emotional Intelligence and Business Excellence

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Written By: Dr. Maha Magdy

Many of us as soon as they hear about ” Emotional Intelligence” think that it’s only related to love and relations with your partner, but have you ever related it to your business? How would it help you achieve your goals? Increase your income? Enrich your resources?

In business world, we usually care for IQ of candidates and consider it one of the main aspects to use for the performance evaluation of employees, ignoring their EQ which is proved to be the strongest predictor of positive performance and long-term success according to recent studies.

Let us first identify what is meant by EQ to be able to discover how foundational it is for a thriving workplace.

EQ or Emotional Intelligence is the ability to be aware of your emotions, moods & motives and to redirect them and manage your behaviors.

In other words, emotions are energy, and “Emotional Intelligence” is the ability to use or direct this energy to push you towards achieving your goals, which means you need first to identify your emotions then deal with them wisely.  

If you aim to be a unique leader you must know that rising your EQ enables you to influence other’s emotions and interact with them successfully and even direct their reactions!

This is not a bare claim, but a scientific truth that I am going to explain now.

Scientifically, EQ is the ability of your brain to build strong neural connections between: “the limbic system” (center for emotions in your brain) and “the prefrontal cortex ” (the rationale thinking center), the more neural connections your brain build, the more emotionally intelligent you become.  The good news is that you can train your brain to build these neural connections through emotional intelligence coaching techniques.

Emotional Intelligence, as I mentioned before, is mainly about emotional awareness, which is the ability to recognize your feeling, understand your habitual responses to events and realize how your emotions affect your behaviors and performance which is critical to your business.

Emotional Intelligence also enables you to acquire the ability to manage your emotions, stay focused and think clearly even when experiencing powerful emotions, which is crucial for your productivity, and would be reflected on your decisions, motivation, and relationships with others.

Emotional Intelligence coaching techniques will help you discover your limiting thoughts and beliefs and reframe them to unleash your potential and achieve the goals you though before to be unachievable, simply you would be able to choose how to react and whom to be.

One of the most important skills you acquire through emotional intelligence is the ability to master your personal power, the secret to become limitless through realizing your real capabilities and use them to put yourself where you deserve to be.

In these quick changes and surprising events, we face every day, emotional intelligence allows you to cope with stresses in a healthy way and minimize your negative thinking, this will protect both your physical and mental health and would reflect on your business.

Enhancing your EQ promotes you to build better relationships which reflects directly and indirectly on your business whether you are in a managerial position or an employee.

From all that we have mentioned above, we can realize how emotional intelligence would benefit your business through greater performance and productivity, greater income, improving personal skills, improving leadership skills, and acquiring a more healthy and stable work environment especially that it could be developed through training.

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