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Challenges Faced by the Multinational Companies – Managing Human Capital (Part 1 of 4)

Published

3 years ago

April 29, 2018

© 2017 Martin Zafirov, PhD Student, New Bulgarian University

((F29144) What Is the Role of Talented Employees in Multinational Companies?)

Edited by: Yara Mohamed, Mona Timor Shehata

Published by: Ahmed Mohamed Hassan

The presence of several talented employees in the company may lead to a massive difference in its performance. This trend has a long history known as the Pareto effect. On a company level this means that in every organisation there is a group of people who make a disproportionate contribution to the collective output. Around 20% of individuals are responsible for 80% of the output and vice-versa, or in other words, around 20% (or less) of the employees of a company tend to account for between 80% and 98% of performance.

Thus, according to Premuzic, talented employees (most often several of whom are of vital importance to the company) become the main drive for the company’s success. The results of their activity are the element which leads to a much higher return of the investments made in the company. In my opinion, this rule is totally valid, not only with regard to the talented employees , but also the companies they for which they work. In almost every organisation, a nucleus is formed which is directly responsible for achieving its higher results, as well as for the increase in its efficiency.

But the presence of “talented” employees in the organisation leads to the question of how they should be managed. In other words, the question is how to motivate these employees and whether it is necessary to use a specific (individual) management approach.

Roger Martin presents his opinion on this question in his article “The 3 Simple Rules of Managing Top Talent”[1] and I personally agree with it. Martin claims that there are few talented employees whose motivation for work and good results is additional remuneration. During his fifteen years of managing talent as dean of the Rotman School of Management, he has managed some of the best and brightest in professorial talent and the strategy-consulting industry worldwide. Over this combined quarter-century of experience, he developed three rules for managing top-end talent.

Treat Them as Individuals, Not as Members of a Class

Top-end talent does not want to be treated as a member of a class—even if it is an exalted class.They want to be treated as individuals. Each member of the top-end talent class spends their life striving to be unique; to stand out from the other talented persons. According to Martin, any other type of treatment would lead to disagreements and reducing their motivation to work.

Provide Opportunity Continuously

Martin claims that the biggest enemy for top-end talent is blocked opportunity for self-expression and promotion. Most often the talented employees are motivated to become the top talents in the company and thus, want big challenges – their philosophy is the earlier, the better. If they get blocked and are left waiting for a chance to show their capabilities, this would lead to their lack for motivation to work, and in many cases, also to their leaving the company.

My personal opinion is that this management approach has many unknown factors and dangers. They are mostly related to the degree in which talented persons should be allowed to express themselves and more specifically where the limit to the challenges set before them is. In other words, a leader who decides to encourage the ambition of a talented employee who wants to prove their capabilities may make a mistake by giving the employee too difficult a challenge, thus causing the employee’s failure. It is possible that a failure may have a demoralising effect on the employee and lead to worse performance at work on their part.

Managing top-end talent requires careful consideration of the specific approaches used on them. The granting of opportunities should be limited within what is acceptable and possible, so that the employees would be presented with the necessary conditions for continuous development and gaining of new knowledge and skills.

Give Pats on the Back

Martin says that he sees a lot of managers making huge mistakes on this front. Top-end talent is not indifferent to praise, even though they can be highly driven and internally motivated. Talented people spend all of their time working hard in order to continuously maintain the high level they have achieved. Because of this, they need regular pats on the back to show them that their efforts are being noticed and valued. Otherwise, they get frustrated and in many cases, may leave the company. In order for the organisation to be able to rely on talented employees, it is very important to treat them right as persons; to find them a way to receive a chance for self-expression and proving their abilities.

To summarize, on the one hand, it can be stated that talent undoubtedly exerts important influence on the results achieved by the company; and on the other hand, on the new management concepts which should be applied with regard to the talented persons in the company. In short, talent is more important than people think. Maybe it is more underrated than overrated. The only aspect of talent which is overrated are people’s evaluations of their own talents:Most persons are not as talented as they think, especially when they do not have talents.

List of References:

Martin, R., The 3 Simple Rules of Managing Top Talent, published on: 24 February 2017, available at: https://hbr.org/2017/02/the-3-simple-rules-of-managing-top-talent

[1] Martin, R., “The 3 Simple Rules of Managing Top Talent”, published on: 24 February 2017, available at: hbr.org/2017/02/the-3-simple-rules-of-managing-top-talent

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Challenges Faced by the Multinational Companies – Leadership Qualities continued to (Part 2 of 4)

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Articles

How did the International Certification from the HRCI change your career?

Published

5 days ago

May 8, 2021

HR Revolution Middle-East Magazine

Testimonials from Certified HR Professionals in the Middle East

Journalism: Menna Hamdy

Mostafa Gallal (PHRi, Egypt) – Recruitment Manager at Al Ezz Dekheila Steel

“The most important thing about the certification content is that it helps us to understand the HR science from a global perspective. In addition, to updating us about the new HR trends.
Most of us don’t practice at work all the HR functions, so it allows me to learn about all the HR functions.
Being certified gave me the opportunity to take a role in many projects, as well as participating in many events that added a real value for me.
My mindset started to think about top management decisions and how I can solve the regular issues that happens between top management and unions. I learnt that when proposing any new idea, I should take into consideration how to apply it in a way that fits my company culture
I would advise HR professionals when approaching their HRCI Certifications content study; to try to understand the practical way of each module, and to get acquainted with the HR Expressions and abbreviations as they are very important; they have to study them very well.”

Ezzddin Malek (SPHRi – PHRi, Egypt) – HR Manager at Misr Capital S.A.E

“I acquired my PHRi and SPHRi certifications in 2017 and it gave me an edge to make 2 steps up in my career from senior HR specialist in 2017 to Head of HR in a multinational company within just 2 years and I was chosen by HRCI to be an exam development panelist since 2018.”

Mina Adel (PHRi, Egypt) – HR Manager at IRAM JEWELRY

“Knowing the latest internationally applied methods of human resource management and being a certified practitioner from the premier human resources certification institute (HRCI) made me qualified to undertake larger tasks and assume advanced responsibilities in the field of human resources”

Mohannad Albashabsheh (SPHRi- PHRi, Jordan) – HR & Training Section Head in JBC

“Practicing HR Professionally is an outstanding responsibility. Being SPHRi certified facilitated for me the knowledge, skills, attitude and resulting power to be successful HR Professional”

Dana Hasan (PHRi, Jordan) – TA, LD Section Head

“I have got my first HRCI certification in 2014, then I got my recertification in 2017 as PHRi. Getting such certification helped me to grow in my HR career, stand as a distinguished HR professional in international and multinational companies.
One of the main reasons that enabled me to work for big companies and be a business partner is having a professional certification.
I advise each professional: Invest in yourself, strengthen your experience with knowledge”

Mariham Magdy (PHRi, Egypt) – HR, Strategy and Management Consultant & Trainer

“As an HR Trainer & Consultant I believe that one of the most important benefits of the International Certification by the HRCI is how efficiently it builds the mind-set of the HR professionals acquainting them with the technical know-how for HR, spoken and standardized in an international language.
The HRCI exerts sound efforts to provide learners with valuable framework that can help them understand technically correct the processes of the different HR functions.
The HRCI Certification enabled me to understand the HR science from an international perspective, which gave me confidence in my work as an HR practitioner and Trainer.
The knowledge learnt throughout the certifications content designs for us a reliable road-map for the right steps to follow for decision making in HR.
I strongly recommend the certification for each professional aiming to progress his/her career in the HR field. Take a step today that you will thank yourself for it tomorrow”

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Magazine

Interview with Eureka (ICS Learn Student) Customer Service Agent – Qatar Airways

Published

6 days ago

May 7, 2021

HR Revolution Middle-East Magazine

Interviewer: Mariham Magdy

1. HR Revolution Middle East: Welcome to HR Revolution Middle East Magazine. It’s a great pleasure to have the opportunity to make this interview with you.

What special recommendations would you share with CIPD students to encourage them to progress in their study?

ICS Learn Student:

Going through a period of change is very challenging and emotionally draining with the end outcome almost always unforeseeable. Everything seems to be unpredictable, but that is okay! Take some time to adapt to this new situation, accept it as positive reinforcement to yourself. Add value to yourself. Break through the situations in life. Continuing to learn will bring you academic and professional value to be the person whom you always want to be.

2- HR Revolution Middle East: How did the online set-up provided by ICS learn supported you to finish your CIPD Certification?

ICS Learn Student:

As a CIPD student, I am very glad that I choose ICS Learn as my platform. The online set-ups are very easy to go through and convenient to manage time. Especially as I am a full-time worker, it is very challenging to manage time for study or attend classes. However, ICS Learn supports you with recorded classes and fast responsive tutor support. That connection always made me feel that I was in a live classroom.

3- HR Revolution Middle East: To what extent do you believe that the CIPD has helped you to progress on your professional path and opened new doors for different career opportunities?

ICS Learn Student:

CIPD is an internationally recognised professional body. Most employer’s value and recognize the professional certification of CIPD. Being a CIPD Member gives professional values to my CV, especially in the field of Human Resources Management.

4- HR Revolution Middle East: How did your HR practice at your organization changed after acquiring the CIPD certification?

ICS Learn Student:

My organization recognized me as an HR student as I am successfully achieving my professional qualifications with CIPD. I feel more confident as they look at me as someone whom they can rely on professionally at any given task.

5- HR Revolution Middle East: What special support have you received from your Tutors at ICS Learn that evidently helped you to finalize your certification?

ICS Learn Student:

During my study period, the support that I received from all ICS Learn tutors is special. Personalized feedback with regards to any assessments helped to achieve pass grades. I highly appreciate that all my tutors are available to answer or clarify any inquires related to my assignments or theoretical doubts in the one-to-one online chat forum.

6- HR Revolution Middle East: The online administrative support is one of the most important things an online global learner need, how was it flexible to proceed with such important certification through the online platform of ICS Learn?

ICS Learn Student:

ICS Learn is one of the best and most recommended online learning providers. The online admin support is a click away as we all are connected in different time zones in the world. That is very important as an online global learner. They do not only support academically but also technically. As a path connecter to the CIPD body, ICS Learn have a very professional admin team.

7- HR Revolution Middle East: How did your problem-solving techniques changed in dealing with HR challenges after finalizing your CIPD certification?

ICS Learn Student:

As an HR student, a CIPD qualification will enrich you with academic techniques. I have improved lots of skills that are helping me to handle challenges in a patient and professional manner. All the studies are practical scenarios rather than theoretical ones which allows me to improve as an individual and improve my behaviours as a people person.

8- HR Revolution Middle East: What would be your next academic degree in mind after the CIPD?

ICS Learn Student:

I would like to do a master’s degree in Human Resources Management.

9- HR Revolution Middle East: Do you believe HR/L&D professionals shall create communities of practice to encourage one another in finalizing their CIPD certifications and nurture the profession that way?

ICS Learn Student:

Yes, I do believe so. Being connected to a community that is driven by the same goals and targets is encouraging. It also helps to build confidence and practice some of the professional behaviours by supporting each other. Sharing each other’s knowledge and giving feedback and different viewpoints always achieves a better outcome.

10- HR Revolution Middle East: What are the needed competences for an HR professional to excel in his/her CIPD studies?

ICS Learn Student:

The field of HR is dynamic and our ability to process and understand it requires self-motivation. Growing in your job means being receptive to new ideas, wherever they may come from. HR professionals who never stop learning are well-positioned to translate well thought out industry trends and data into actionable insights. CIPD is the perfect gateway to our dream career. They support choosing the right course to up-skill your HR practice and stay motivated remotely.

THANK YOU

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Articles

تعاون بين شباب السودان ومصر لتنظيم النسخة الثامنة لتيدكس ودمدني بالسودان

Published

3 weeks ago

April 20, 2021

HR Revolution Middle-East Magazine

شباب من مصر والسودان يترجموا التعاون بين البلدين الشقيقين في المشاركة في تنظيم النسخة الثامنة لمؤتمر تيدكس ودمدني بالسودان.

يعتبر شهر مارس بكل عام بمدينة ودمدني السودانية شهر مختلف ومتميز وذلك لأنه على مدى 7 أعوام متتالية يشهد على تنظيم حدث لمؤتمر تيدكس العالمي، وجاءت النسخة الثامنة التي كانت بيوم 27 مارس 2021 نسخة متميزة ومنفردة بجمال أفكارها ومشاريعها وتنظيمها الذي تم الأشراف عليه من البلدين الشقيقين، وكانت المشاركات شاملة لكل المجالات التي تهدف لتنمية المجتمع والفرد ونذكر منها:

ياسمين يوسف (جمهورية السودان) تحدثت عن تحديها للإعاقة ووقوفها ضد المجتمع ودفاعها عن حقوقها في التعليم وكيف استطاعت أن تتجاوز كل تلك الصعاب بإرادة قوية حتى تم تسميتها باسم صاحبة الإرادة وتعتبر ياسمين الآن من الشخصيات الملهمة في السودان.

تحدث محمود منسي (جمهورية مصر العربية) على أعادة بناء الدول والمجتمعات بعد الثورات وجاء الموضوع مناسباً للمرحلة التي يمر بها السودان الشقيق وأستطاع محمود إلهام الشباب السوداني لأخذ دور في بناء البلد وذلك بتفاعلهم مع موضوعه.

تحدث كذلك أحمد رجب (جمهورية مصر العربية) على فكرة رقصة التانجو وعلاقتها بالإدارة والقيادة داخل المؤسسات.

وكذلك سها هيكل (جمهورية مصر العربية) وجهت رسالة توعوية للمجتمع لتغير نظرته تجاه الفنيين باعتبارهم شريحة مهمة في المجتمع، وأن محاربة العنصرية والتمييز في شتى مجالات العمل.

بينما وعد عصام (جمهورية مصر العربية) تحدثت عن الصعوبات التي تواجه طلاب الثانويات خصوصاً في تعلم اللغة الإنجليزية وكيفية التغلب عليها بنصائح سهلة بسيطة ومباشرة ووضحت وعد أن اللغة عبارة عن مهارات تكتسب وتمارس.

ياسمين يوسف (جمهورية السودان) تحدثت عن تحديها للإعاقة ووقوفها ضد المجتمع ودفاعها عن حقوقها في التعليم

ومن المشاركين كذلك من البراء عثمان (دولة الأمارات العربية المتحدة) الذي تحدث عن تجربته مع الاكتئاب وكيف استطاع تجاوزه بتوجيه طاقته تجاه ممارسة هوايته وهي الموسيقى وكيف أن ممارسة الموسيقى تساعد على التوازن النفسي.

فاطمة أحمد (جمهورية السودان) التي دعت للمحبة والسلام وتقبل الاّخر لبناء سودان جديد مستعرضة تجربة رواندا.

وكذلك تحدثت ماب خالد (جمهورية السودان) على أهمية التوعية بالعلاج النفسي وتجربتها في إقناع الحكومة لتضمين العلاج النفسي في التأمين الصحي وتوعية المواطنين بالصحة النفسية.

وعن السياحة تحدث بشغف محمد مجذوب (جمهورية السودان) وعن تاريخ السودان الذي يمتد ل 7000 سنة وعن حضارة الفراعنة داعياً الحكومة للترويج للسياحة في السودان معتبرا مؤتمر تيدكس مدني مؤتمراً يساهم في دفع عجلة السياحة بالبلاد وذلك للمشاركة الكبيرة من المتحدثين والجمهور من المناطق المختلفة.

وتحدثت أصغر المشتركات أسيل يوسف (جمهورية السودان) عن إمكانية استغلال الموهبة لمصدر دخل وتنميتها بالممارسة داعية شباب جيلها لحذو طريقها وختمت خنساء سيربال (جمهورية السودان) المؤتمر بحديثها على دور الممرض في المنظومة الطبية.

بالإضافة إلى الإعلامي إيهاب مجدي من مصر معد ومقدم فقرات برنامج المؤتمر، بالمشاركة مع الإعلاميين السودانيين خالد علي وآية عابدين.

وبختام المؤتمر قدم محمود منسي درع الأكاديمية العربية للعلوم والتكنولوجيا والنقل البحري للمنظم د. وائل العائد الذي شكر بدوره الأكاديمية العربية على دورها الكبير في إنجاح المؤتمر باعتبارها الشريك الأساسي وشكرها للمنحة التي تم تقديمها للمؤتمر وقام كذلك بتوجيه الشكر لكل الجهات التي ساهمت في إنجاح المؤتمر:

السيدة مونيكا وحيد، ممثل شركة تاركو للطيران مكتب مدني

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