Connect with us
Subscribe

Interviews

Being a Female Journalist in the Middle East is Lethal: Interview with Egyptian Journalist Aya Nader

Published

on

INTERVIEWERS: GABRIELA NEVES & MAHMOUD MANSI

Photography: Mostafa Naguib

“Media in general should be a powerful tool to keep those in authoritative positions, be it governments, managers of companies, or even heads of households, in check. The ultimate goal ought to be speaking truth to power.

Aya Nader

THE INTERVIEW

  1. Aya, Why did you choose journalism as a profession? And how do you define journalism in your own way?

I have always been passionate about writing. I wrote my first article when I was 14 years old. Growing up and seeing how the world is, I decided to use the written word as a tool to fight injustice, give voice to the voiceless, and shed light on stories that need telling. These functions lie in the heart of the definition of journalism in my opinion. Media in general should be a powerful tool to keep those in authoritative positions, be it governments, managers of companies, or even heads of households, in check. The ultimate goal ought to be speaking truth to power.

  1. During your graduation, you participated in several trainee programs. How did you find the corporate world in Egypt?

I am a free spirit, so the corporate world does not suit me. I was not built for an office. I very much prefer working in my pajamas from the comfort of my bed (throw in a cup of hot cocoa and a blanket if it is cold). It gives me a chance to wake up whenever I want, workout anytime of the day, and read more. Freelancing also gives me the freedom to travel whenever I want, attend more conferences, and work on my own time. To top this all, no horrid Cairo traffic in my everyday routine!

  1. Did your marketing and business training internships help you in any way in your journalism career?

They made me sure I do not want to do anything but be a journalist. If I had any doubts about my passion, they eliminated them and made me focus.

  1. What are the challenges you face as a freelancer?

I miss the newsroom sometimes. There is something about the environment in a newsroom, surrounded by colleagues from the same profession, getting excited together about breaking news or taking each other’s opinion in a story headline. Also, freelancing is not financially stable. So if you prefer a comfort zone rather than ups and downs, stay away.

  1. In your opinion what does a good journalist need in terms of talent and skills in order to become a professional one?

A journalist should be a good storyteller, weaving news and facts with narration. Being able to drag a reader in and making the piece interesting enough to read till the end is important. A journalist should also get as much sides of the story as possible, allowing for more objectivity. You don’t want to be seen as biased. Being quick to report breaking news is an asset as well. Talk to sources from both genders; sources tend to be male dominant. Being vocal and sociable leads to having a wider network of sources and more possible outlets to get your work published. And there is no such thing as too many questions. Be curious, and dig deeper.

  1. In Brazil, there is a great debate about whether or not the journalist needs a diploma. Do you think anyone can be a journalist? Or do you believe graduation is important?

While having talent is what differentiates a good journalist from a great one, studying journalism emphasizes different tricks and styles, work ethics, and investigative skills. So studying is essential, be it in the form of a bachelor degree, graduate studies, a diploma, or a course. Otherwise, a person learns from experience and mistakes. Merge studying with experience and you’re golden.

15170845_10157879540655691_4470088746803514581_n

  1. What are the difficulties a journalist faces in the Middle East? And what about the difficulties of a female journalist?

Being a woman in most of the Middle East is a burden on its own, from facing harassment the moment they step out of their homes, up to having to snatch their rights, if they can, at their work places. Adding a hostile environment for journalists makes being a female journalist in the Middle East a lethal combination. Repression, imprisonment and even death are all major realities journalists have to face in the region. Gender discrimination in tasks, wages, and positions, as well as the obstacles they face on the job. Sexual demands, refusal to talk to a “woman” and other societal ills double the strain of the profession in a culture that respects neither journalists nor women.

  1. Since you are a freelancer, how do you manage your time, the articles and guidelines you need to write?

I won’t lie. Sometimes it is a complete mess, other times life is perfectly in place. It mainly depends on the workload and my state of mind. How I manage is I do a to-do list every morning, crossing out each item I get done. It gives me a sense of accomplishment, even if a minor one. I start off by a simple task to get myself in the mood, such as going through an interview I had conducted or editing an article.

  1. What further advice do you have to freelancers in all fields living in Egypt to have a better income? And how is your life as a freelancer in contrast with all the rising prices and the sinking of the Egyptian pound?

I work more. It is something I enjoy doing. I also try to fit in a piece or two for international outlets. They value journalism more than local ones.

  1. You worked in several newspapers and magazines. What is your opinion about the management system in media industries in Egypt? What would you do different management wise if you were a magazine owner?

Wages in Egypt are extremely low. A journalist may go out of his or her way for a story, risking their lives sometimes, only to get a crappy pay. There is no appreciation as well. Bosses, indeed, are horrible. So they neither get monetary nor moral support. Sometimes journalists are forced to write about topics they do not feel greatly about. I would negate all of this. Journalists would feel that they are shareholders of the magazine, and that its success is theirs. I would also make sure the learning and growth curve for each individual is constantly on the rise. Probably there would be a party every month *wink*.

  1. Do you think in Egypt there are enough good writers? What do writers in Egypt lack mostly?

There are good writers, just not enough. What I call “The Egyptian School of Journalism” prevails, making journalists either plagiarizers, sensational, or state propagandists. Ethics and understanding of the core of journalism is missing in Egypt.

  1. Are journalists in Egypt fully getting their rights? What more rights would help enhance the journalism industry in Egypt?

Absolutely not. The profession is frowned upon, whether by authorities, the public, or sometimes families. Additionally, not all journalists get to register in the syndicate, putting them in further trouble. Although the future is for online journalism, only those who work for print get an official press ID.

  1. If you are an HR working in a newspaper, and you are recruiting a journalist, what would be the questions you ask?

I would ask them why they want to be journalists. They need to be convicted of what they do, and be passion driven. I would also ask what the toughest task they have been through was. Knowing how far they are willing to go for their work is essential. What topics they are interested in are pivotal for story assignment, role allocation, and diversity. What would they do to improve the magazine? This would indicate that they actually researched the place they applied for, as well as give a sense of contribution. I would hold them to it. Besides questions, work samples speak for themselves.

  1. Have you ever thought about creating your own journalism workshop? How would you teach people journalism?

I would love to do that some day. I believe in sharing knowledge and giving back. If I were to give a workshop, I would start with ethics of the profession, moving on to examples of what NOT to do, then basics of a report, followed by more complex story styles. I would make my students write right away, after all this is a practical field. The less theoretical it is, the better. Trial and error is the way to advance.

Aya Nader’s Work:

Daily News Egypt

Egyptian Streets

Al-Monitor

Open Democracy

Masress

Because

The Cairo Review

Civil Work

مقابلة صحفية مع إيناس عبدالقادر – مهندسة نسيج ومتحدثة في مؤتمر تيدكس وادمدني بالسودان

Published

on

صحافة: محمود منسي

ثورة الموارد البشرية: إيناس لديك العديد من الخبرات في مجالات مختلفة، هل يمكن أن تعطينا نبذة عن نفسك وأعمالك؟

مهندسة نسيج حاصلة على درجة الماجستير في هندسة النسيج (إعادة تدوير مخلفات النسيج)، من جامعة الجزيرة بالسودان.. عملي مستقل كموظفة ذاتية في مجال التصميم والبحث العلمي.. بالإضافة إلى أنني أعمل في قسم التسويق في مصنع لأكياس القماش غير المنسوجة.. وقد أصبحت القضايا البيئية جزءًا من شغفي نتيجة لذلك قمت بتأسيس شركة ريتيكس التي تعمل في إعادة تدوير مخلفات الملابس، حيث أثر فيروس كوفيد على العالم كله.

وأنشأنا مبادرة

(SudaHope)

و كانت نتيجة لتغيير جزء من خط الإنتاج لدينا إلى إنتاج أقنعة الوجه… وبالمزيد من التفكير في ريادة الأعمال كأداة يمكن أن تساعد الناس في تحسين حياتهم ، شاركت في تأسيس مبادرة

 (Business Master)

 لمساعدة أصحاب (الأعمال الصغيرة).. حظيت بالتحدث على منصة تيدكس ودمدني في 2019.. أعتقد أن أي شخص في هذا العالم يمكن أن يوفر تأثيرًا اجتماعيًا أو بيئيًا وأنا أفعل ما بوسعي للمساعدة في نجاح المبادرات المذكورة أعلاه.

ثورة الموارد البشرية: كيف يؤثر عملك على المجتمع والبيئة؟

أنا اعمل في مجال إعادة التدوير لمخلفات المنسوجات والأقمشة، ولهذا المجال العديد من الآثار على البيئة والمجتمع حيث نعمل علي خلق فرص عمل جديدة وتحسين مستوى الاقتصاد المحلي. ونظراً لمشاركتي في عدد من برامج تنمية وتطوير المجتمع أهمها (برنامج القيادات الشابة من الأمم المتحدة وعدد من برامج ريادة الأعمال من المجلس الثقافي البريطاني)، فأنا الآن اعمل على نقل هذه الخبرات التي اكتسبتها من تلك البرامج إلي عدد كبير من الشباب والعمل على تطوير مهاراتهم ليكونوا جيلاً مهتماً بريادة الأعمال ومشاريع تنمية البلاد.

ثورة الموارد البشرية: من خلال خبرتك ومن منظورك الشخصي ما هي التحديات التي تواجه بيئة العمل بالسودان؟ ما هي مقترحاتك للتعامل مع تلك التحديات؟

إن من خلال تعاملي مع عدد من المؤسسات الحكومية والخاصة في السودان لاحظت أن معظم المشاكل التي تواجه هذه المؤسسات هي عدم الاختيار السليم للموظفين بمعنى عدم وجود الشخص المناسب في المكان المناسب، ويرجع ذلك إلى عدد من الأسباب أهمها الوساطة والمحسوبية وعدم وجود تعريفات محدده للوظائف، كما أن من التحديات التي تواجه مكان العمل عدم احترام الوقت في بعض الأحيان وعدم وجود توافق بين الموظفين في المكان الواحد.

يمكن التغلب على هذه التحديات بتوظيف الأشخاص حسب تخصصاتهم وخبراتهم في المجال المعين، وكذلك التوعية بالحفاظ على الوقت وزيادة الوعي بأهمية روح الفريق الواحد ونتائجها على العمل.

ثورة الموارد البشرية: كنتي من ضمن المتحدثات بمؤتمر تيدكس وادمدني بالسودان، ماذا كان محور موضوعك؟

في عام 2019 كنت أحد المتحدثات في مؤتمر تيدكس ودمدني، وقد كان أحد أهم أهدافي أن اصعد على مسرح تيدكس ودمدني وأشارك الجميع موضوعاً يعتبر من أهم المواضيع في السودان ولكن لا يتم التطرق إليه إلا وهو موضوع نفايات؛ الأقمشة والمنسوجات وأهمية إعادة تدويرها، تكمن أهمية هذا الموضوع في انه يؤثر بصورة مباشرة على الإنسان والمجتمع ككل والبيئة المحيطة.

وعندما يتم إعادة تدوير هذه المخلفات والاستفادة منها فإنها تنتج لنا بيئة نظيفة وصحية خالية من النفايات كما أن هذا المجال يوفر عدد كبير من فرص العمل للشباب، كما أن مثل هذه المشاريع تدعم الاقتصادي المحلي للدولة.

ثورة الموارد البشرية: ما هي النشاطات الأكثر شغفاً لكي؟

من أهم النشاطات التي أحب القيام بها هي مساعدة الآخرين في تطوير أنفسهم وتحفيزهم على ذلك سواء كان ذلك عن طريق المساعدة بالتدريب أو التوجيه والإرشاد أو التوعية أو حتى عن طريق منحهم الطاقة الإيجابية التي تمنحهم ثقة في أنفسهم.

ثورة الموارد البشرية: من وجهة نظرك الشخصية ما الذي يجعل منصة تيدكس مميزة؟

تيدكس من أهم المنصات العالمية التي يجب على الجميع أن يكونوا على دراية كاملة بها لما تقدمه من محتوى يفيد الجميع في حياتهم، خاصة أنها لا تنحصر في مجال معين بل إنها تشمل العلم والتكنولوجيا والإبداع والترفيه والكثير الكثير من المجالات التي تهم الناس وتجعل حياتهم أفضل، أنا أرى أن تيدكس هي منصة التعليم الإلكتروني الأولى في العالم.

ثورة الموارد البشرية: هل يمكن أن تقصي علينا تجربة أو موقف قد مررتي به وتعلمتي منه درساً في الحياة؟

في حياتنا اليومية نقابل عدد من الأشخاص ونخوض العديد من التجارب وبالنتيجة يؤثر كل ذلك علينا ويغير طباعنا وطريقة تفكيرنا وحكمنا على الأشياء والأشخاص، ومن أعظم التجارب التي مررت بها هي تجربة مشاركتي في مؤتمر تيدكس ودمدني حيث أنني كنت من الأشخاص الذين تنتابهم الرهبة والخوف من الجمهور ولكن وبعد الصعود على المسرح وبمرور أول دقائق شعرت بتقبل الجمهور لي واستماعهم لي بعناية كبيرة ومن بعد تلك التجربة أصبحت أكثر ثقة في نفسي وزادت مقدرتي على مواجهة الجمهور وبدأت بتدريب وتحفيز العديد من الأشخاص في عدد من المجالات وأهم ما انصح به دائماً أن يواجهه الإنسان مخاوفه ويتحدي نفسه وعندها سيندهش بالنتيجة.

ثورة الموارد البشرية: ربما مفهوم “القيادة” يختلف من عصر إلا آخر بل أحياناً يختلف من شخص إلى آخر، ما هو مفهومك الشخصي للقيادة؟

إن نجاح مفهوم القيادة في الوضع الحالي يتعلق بصورة مباشرة بطريقة تفكير الأشخاص، والطريقة التي يشعرون بها، وتصرفهم بطريقة مسؤولة. فهي أكثر من كونها كاريزما أو شيء يمكن تعلمه بثلاث خطوات سهلة أو من خلال أحد البرنامج. حيث تتطلب القيادة القوية التطوير باستمرار. وليس بالضرورة أن يتمتع الأشخاص الأذكياء بالحكمة. ولكن بإمكانهم أن يتعلموا كيفية إيجاد سبل للتعامل مع التجارب الصعبة من خلال معرفة أنفسهم. كما أن العصر الحالي يعتمد على التفكير خارج الصندوق وإيجاد الحلول الإبداعية لجميع المشكلات التي تواجه الشخص القائد أو فريق العمل لدية.

ثورة الموارد البشرية: هل يمكن أن نتناول أحد التحديات التي قد مررت بها خلال حياتك العملية؟

في بداية هذا العام كنا نعمل على إنشاء ورشة لتصنيع الملابس الجاهزة وإعادة تدوير مخلفات المنسوجات، ولكن ومع ظهور فيروس (Covid19) توقف هذا العمل نظراً لتوقف الأسواق عن العمل ولم نتمكن من شراء كافة الاحتياجات الأساسية لبدء المشروع.

لم نتوقف عن العمل بل بدأنا بتحويل فكرة المشروع وتأسيس مبادرة تهتم بتصنيع الكمامات عن طريق الخياطين الذين توقفت أعمالهم وبذلك خلقنا لهم فرص عمل جديدة ووفرنا للجميع أهم وسيلة للوقاية من فيروس (Covid19).

ثورة الموارد البشرية: من وجهة نظرك الشخصية ما هي التهديدات التي تواجة إقتصاد السودان؟ وما هي مقترحاتك الاستراتيجية لتجنب المخاطر؟

إن الوضع الحالي في السودان غير مستقر في معظم القطاعات خاصة القطاع الاقتصادي وهذا القطاع يؤثر على جميع طبقات المجتمع باختلافها ومن أهم الاقتراحات الإستراتيجية التي يجب أن تطبق على البلاد هي أن نعمل على إصلاح المجتمع السوداني نفسه من خلال تكثيف التوعية والاهتمام بالأفراد وتوفير سبل العيش الكريم لهم، كما يجب أن يراعي أن السودان يحتوي على اختلافات كبيرة جداً بين الناس وعادة ما لا يتقبل أحد رأي الآخر أو توحيد الجهود مع بعضهم البعض لذلك فإن عمليات التوعية للأفراد والمجتمعات تخلق جيلاً أفضل ويعمل على نهضة البلاد.

ومن ثم إعادة النظر في السياسات الدولية للسودان وتحسين العلاقات الخارجية للبلاد، ومن أهم هذه الاقتراحات هي أن يُمحي أسم السودان من قائمة الدول الراعية للإرهاب.

ثورة الموارد البشرية: ما هي نصيحتك لمن يبغى التحدث بموؤتمر تيدكس؟

أنا أحب دائماً تشجيع أصدقائي أن يتابعوا كل الفيديوهات التي تطرح في منصة تيدكس، كما أشجعهم أن يكونوا حضورا لعدد من المؤتمرات وأحداث تيدكس في السودان خاصة تيدكس ودمدني، وبالفعل شجعت صديقتي حتى كانت أحد المتحدثين في المؤتمر السابق والآن أساعد ثلاثة من أصدقائي أن يكونوا متحدثين في المؤتمر القادم.

Continue Reading

Interviews

Q&A with Germeen El Manadily; TV Presenter | Publisher | Digital Marketing Expert | TEDx Speaker

Published

on

Interviewer: Mahmoud Mansi

“After the COVID-19 Pandemic, the world came to the realization that social media has a huge influence on business development, even when real physical marketing was absent.”

Germeen El Manadily

1- HR Revolution Middle East Magazine: Germeen, you have successfully worked in many different careers, can you tell us more about your journey?

Germeen El Manadily: I started my journey during college days, I have 12 years of work experience. I have BA from Alexandria University, and currently working on my Master’s degree in the influence of digital marketing on social development.

I worked 6 years as a publisher for a Swiss Publishing House, where I was fortunate enough to be introduced to the magical world of publishing and books. During these years we successfully published for many authors. I published more than 40 books in many languages, my first was the autobiography of the Egyptian feminist “Nawal Elsadawy.” 

I also worked on translation and publishing projects of books written by Egyptian authors, such as Youssef Idris, Salah Jahin, Abdel Rahman el Abnoudi, and Ibrahim Abdel Meguid. I contracted with Dr. Mahmoud Al-Dabaa, to translate his book, “The Culture, Identity and Arab Awareness.”

As for children’s literature, I had the opportunity to translate the original text of “The Brothers Grimm” into four languages. In addition, I worked on the production of the children’s travel literature book, “Adventures of Rouge and the Mystery of the Papyrus.”

I also spearheaded an initiative aiming at discovering new writing talents.

Finally ending my publishing career, I was the chapter head of the Middle East.

My other hat is working as a TV presenter in a weekly show at Orbit TV network, focusing on general social topics, as women rights, and career coaching.

I was chosen to speak as a motivational speaker at TEDxCIC, UN Women & Arab’s League Innovation (Her Story), and the French Institute panel in the women’s international day.

I recently shifted my career to become a digital marketing and communication expert.

My short-term plan is to make my own fingerprint in this challenging field and establish my own digital marketing firm covering Africa and the Middle East.

2- HR Revolution Middle East Magazine: Can you please tell us what did you love most in each job and also a lesson that you have learnt from each?

Germeen El Manadily: As a Publisher, I loved the fact of shedding the light on hidden people’s talent in writing, developing their skills, and giving them the opportunity to be introduced to the world. Being a TV presenter, I was introduced to a completely different community which gave me the chance to represent women of my age to the world. Currently, I find the digital marketing field very interesting as you play a major role in business development in a variety of fields; hence, in digital marketing you have the capability to be introduced to multiple fields at the same time, and you have to understand, compete, and plan a strategic map to grow this business in a specific period of time.

3- HR Revolution Middle East Magazine: As a TV Presenter you do a lot of multi-tasking even if on air. Can you please tell us what was the most challenging thing about that job?

Germeen El Manadily: Time is the most challenging thing as a TV presenter. You must be able to communicate your ideas with your audience effectively in a specific period.

4- HR Revolution Middle East Magazine: As you have worked 6 years in publishing, what do you believe are the common challenges facing this industry these days? What are your advice and suggested solutions?

Germeen El Manadily: Translation is a major defect in the field of publishing. Considering foreign literature occupies a big portion of the Middle East market. Professional translation needs to be further developed.

5- HR Revolution Middle East Magazine: As a Digital Marketing Expert, how do you believe this profession is especially important in today’s business world?

Germeen El Manadily: After the COVID-19 Pandemic, the world came to the realization that social media has a huge influence on business development, even when real physical marketing was absent.

6- HR Revolution Middle East Magazine: Since your next plan is to establish your own startup, what are the skills, talents, and personalities that you will be looking for in the market to recruit?

Germeen El Manadily: Creativity and time orientation in applicants.

7- HR Revolution Middle East Magazine: At such age you have accomplished many things in your career, what about your personal life? Tell us a personal challenge that you have faced in your life and how did you overcome it and what did you learn from it?

Germeen El Manadily: Leaving my home city and family at my early years of life to start my business journey. Aiming high in my life and trying to hit my targets was my driving force for these challenges. Nothing is impossible.

8- HR Revolution Middle East Magazine: Last but not least, as a Leader, how do you work on motivating yourself and sustaining your happiness at work?

Germeen El Manadily: Self-reward is the key in keeping your motivation up and building your self-esteem.

Thank You

Continue Reading

Interviews

Interview with Stephanie Runyan, PHR, the Director of Learning for the HR Certification Institute

Published

on

“HR professionals must be prepared for anything.  The roles of HR professionals continually change, there will be a continued need to expand their areas of knowledge and expertise.”

Stephanie Runyan

Interviewer: Mariham Magdy

Brief Biography about the Interviewee:

Stephanie Runyan, PHR, is the Director of Learning for the HR Certification Institute (HRCI).  Previously, she served as an HR Content Manager, Recertification Supervisor and HR Products Manager.  She has worked for HRCI since August, 2010.

Stephanie has more than eight years of HR experience and is PHR-certified since 2009.  Previously, Stephanie worked as an HR Generalist for an engineering firm in Virginia and as an HR Manager for a law firm in Washington, D.C.  Stephanie earned a BS in English from the University of North Carolina at Greensboro and an MS in Human Resource Development from Villanova University

HR Revolution Middle-East: Ms. Stephanie, welcome to HR Revolution Middle East Magazine. It’s a great pleasure to have the opportunity to make this interview with you.

The HRCI has recently developed a rich Learning Catalogue for Professionals World-wide in addition to the International Certification Exams. This Learning Catalogue includes diversified courses, covering a lot of important fields, offered to learners to study at the ease of their homes online. As the Director of Learning, can you please share with us how was this differentiated product born?

Ms. Stephanie Runyan:

With the release of HRCI’s upSkill product in 2018, HRCI entered the learning space. Over the past two years, the demand for upSkill has increased. HRCI is now committed to continue offering current and relevant learning options to our global HR professional network. In 2020, this evolved into our establishment of a diverse and affordable learning catalog.

2- HR Revolution Middle East: The HRCI Learning Catalogue offers for Professionals the upSkill™ & the Online Professional Development Certificate Programs & Courses. Can you please explain to us the difference between the two products?

Ms. Stephanie Runyan:

HRCI’s certification exams require a combination of education and experience, as well as successfully passing a rigorous exam.  Upon successfully passing the exam, successful candidates earn a credential that requires recertification every three years. HRCI’s upSkill product is available to anyone, regardless of education or experience. The program offers a timed assessment for upSkill courses. After completion of an upSkill course, a digital badge is issued and does not require recertification efforts.

3- HR Revolution Middle East: We have really noticed that the upSkill™ micro credentials gives the HR Professionals the opportunity to learn about very specific and totally new areas in HR like or example “California HR” & “HR in Social Media”. We would love to learn from you how those products were that intelligently tailored to cover missing areas in the traditional HRM education?

Ms. Stephanie Runyan:

HRCI developed our UpSkill content based on feedback from our certified network of professionals. HRCI offers the PHRca certification, and those who earn that certification offered extensive feedback for the development of learning around California labor and leave legislation. In addition, HRCI identifies new topic areas based on what is happening in the world. For example, HR in Social Media, is a topic that impacts everyone, regardless of location or type of organization.

4- HR Revolution Middle East: The current Learning Catalogue for upSkill™ micro credentials  include California HR, HR in Social Media, Confidentiality and Technology, Risk Management, and Workforce Analytics.  Are you planning to add more specialties for the micro-credentials catalogue? Would you consider tailoring certain micro-credentials for the Middle East?

Ms. Stephanie Runyan:

As HRCI continues to expand its learning offerings, we will continue to evaluate our certification population. Based on such data, HRCI will tailor programs on based on certain geographical areas or needs.

5- HR Revolution Middle East: The upSkill™ is considered by the HRCI a bite-sized e-learning program that allows professionals to efficiently learn from top business experts, gain new skills, and impact decision-making at their organizations. Can you share with us more about how such content is developed and the huge efforts played in the background in order to enrich the market with this unique product?

Ms. Stephanie Runyan:

The entire upSkill development process was based on HR practices from current HR professionals.  We reached out and established micro-panels of experts in each of the content areas to build out the content and assessment for each of our upSkill courses.  In addition, we worked with third-party vendors to fill the gap for additional learning topics and products.   

6- HR Revolution Middle East: The Online Professional Development Certificate Programs & Courses include a variety of courses that don’t limit to the HR only but it even includes certificates in computer applications & cybersecurity. Can we consider this an opportunity from the HRCI to provide reliable courses’ content to professionals from other disciplines as well? Would this product be elaborated in future to turn into certifying professionals from other disciplines?

Ms. Stephanie Runyan:

HRCI continues to explore additional learning areas where HR professionals can expand their knowledge.  While our upSkill courses address specific topic areas, our learning catalog also offers educational opportunities that range from topics such as Agility, Women in Business, Data Management and Business Strategy. As far as learning is concerned, HRCI will continue to explore different disciplines and topics that impact the practice of HR.

7- HR Revolution Middle East: To what extent do you believe HR professionals shall not limit their study to HR related subjects only, but shall expand to learn about related disciplines to excel in their field and serve their organizations differently?

Ms. Stephanie Runyan:

HR professionals must be prepared for anything.  The roles of HR professionals continually change. I believe that there will be a continued need to expand their areas of knowledge and expertise.  I also expect that there will be a desire to learn more about specific industries, in greater detail.  For example, if you have a manufacturing organization, I can easily see HR professionals looking to learn more about the manufacturing industry, it’s competitors, and challenges that a specific industry may face.

8- HR Revolution Middle East: The Product Development dynamics have recently become very aggressive due to the technological disruption, so we would like to ask you finally, to give an advice for product directors and managers; how can they increase their creativity and innovation skills to cope with such dynamics?

Ms. Stephanie Runyan:

My recommendation would be to continue to monitor the needs and wants of your specific audiences.  As the world responds to the effects of the global pandemic, there will be an increased need for virtual capabilities and enhanced technology that can support your organization’s initiatives.

THANK YOU

Continue Reading

Recent Posts

Magazine4 days ago

Stevie Awards Winners’ Articles Series – Eng. Abeer Mahmoud Ramadna

“Continuous Learning, adopting innovation & creativity and teamwork are among the guiding principles of success and excellence in the government...

Civil Work6 days ago

مقابلة صحفية مع إيناس عبدالقادر – مهندسة نسيج ومتحدثة في مؤتمر تيدكس وادمدني بالسودان

صحافة: محمود منسي ثورة الموارد البشرية: إيناس لديك العديد من الخبرات في مجالات مختلفة، هل يمكن أن تعطينا نبذة عن...

Articles7 days ago

Stevie Awards Winners’ Articles Series – Asiacell

“Winning such an award requires hard work and we encourage other companies to focus on their customers and local communities...

Interviews1 week ago

Q&A with Germeen El Manadily; TV Presenter | Publisher | Digital Marketing Expert | TEDx Speaker

Interviewer: Mahmoud Mansi “After the COVID-19 Pandemic, the world came to the realization that social media has a huge influence...

Interviews1 week ago

Interview with Stephanie Runyan, PHR, the Director of Learning for the HR Certification Institute

“HR professionals must be prepared for anything.  The roles of HR professionals continually change, there will be a continued need...

Interviews1 week ago

Q&A with Mahmoud Sami Ramadan – Digital Advertising Specialist, Dubai

Interviewer: Mahmoud Mansi “I am going around and discovering and jumping from one field to another, to be able to...

Articles2 weeks ago

Qisaty Project & Developing Talent in Children with Special Needs in Egypt

Edited By: Mahmoud Mansi Qisaty Project – founded by Mona Lamloum – was launched on 26th December 2019 to support...

Articles4 weeks ago

Stevie Awards Winners’ Articles Series – Kuveyt Türk Participation Bank Case

“Each institution’s culture is unique. Employee culture and corporate culture should create a common blend” Nomination: Stevie Internal Communication Bronze...

Civil Work4 weeks ago

Q&A with Sherihan Elkamash; Researcher at the Center of Strategic Studies, Bibliotheca Alexandrina & Charity Activist

Interviewer: Mahmoud Mansi “I am always trying to not lead members, but inspire them and gain their trust by encouraging...

Articles1 month ago

Being a Certified L&D Manager – Middle Earth HR

Written By: Mahmoud Mansi Learning and Development (L&D) as a function and a department, has become a leading role in...

Categories

Trending