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Comprehensive Notes From: FAHR International Conference 2018, Dubai



Written By: Mahmoud Mansi

Edited by: Giulia Buttery

Photography Credits: Index Team

INTRODUCTION: The Middle East Largest Government HR Event!

The Federal Authority for Government Human Resources (FAHR) in cooperation with INDEX Conferences & Exhibitions, organized the 8th FAHR International Conference, that was held under the patronage of His Highness Sheikh Hamdan bin Mohammed bin Rashid Al Maktoum – Crown Prince of Dubai.

Held under the theme: “Tomorrow’s HR Starts Today”. The 2018 conference took place on the 16th and 17th of April, 2018 at Jumeirah Emirates Towers. The FAHR International Conference was empowered by Oakwood International as a Silver Sponsor. It was also empowered by SHRM, CIPD & Dubai Knowledge Park as Knowledge Partners, whilst the FAHR conference was empowered with Media Partners; my UAE Guide & HR Revolution Middle East.

The conference held a noticed diversity in not only the speakers and the topics, but in addressing the same issues, such as: leadership, artificial intelligence & talent development – where each speaker shared an extremely interesting and perhaps contradicting perspective in some cases to the other speakers. This is when innovation, inspiration & philosophy bloom and create an impact!

SPEAKERS DAY 1: The Middle East Largest Government HR Event!

1- FAHR Director General, Dr. Abdulrahman Al Awar started the conference with a welcome remark. He spoke about the strategic partnerships that FAHR establishes and empowers between different governmental institutes. He added that, “Human capital development is a priority for UAE, and investing in it will reflect on the development of the country.”

Dr. Abdulrahman was also showing the special “care” FAHR has for not only the current development of HC, but anticipating the future of work and preparing people for it. He ended his speech by highlighting that, “talent cannot be replaced by a robot, and only the routine jobs will be terminated.”

2- His Excellency Mohammed Benabdelkader, Morocco, shared his inspiring insights and plan regarding management in the public sector; highlighting the importance of continuously “searching for best practices” in human capital as the field is rapidly evolving. H.E also spoke about how the “routine roles” affect the decision-making process and outcome, as when the decision takes its bureaucratic path for final approvals, it might be too late. H.E ends his talk by adding solutions regarding the importance of developing competencies framework and career paths.

Perry Timms, Author / Founder and Chief Energy Officer – PTHR at People and Transformational HR Ltd

3- Perry Timms Started the speech by smartly stating that HR should be eventually connected to the GDP of a country. Having a background in community work where usually projects are lead in a different way, the knowledge he shared with the audience was also interestingly different. He shared case studies of organizations that run “without” HR departments and without even a manager. In these companies, “everybody does HR and all people look after one another”. Moreover, he ended his speech providing a piece of advice to HR people, “These case-studies are somehow a warning sign for HR people. HR now should either find or create a different purpose, and have a different signature.”

Dr. Wilson Wong, Head of Insight and Futres at CIPD

4- Dr. Wilson Wong, “Not only that I look at the drives of change, I also look at the past; I look at the road…”

He spoke about Singapore as a development case study and linked it to UAE.

Dr. Wilson smartly provided examples in his speech from his visit to UAE, one of them was about the Louvre, the two tools were created at the same era, and each had a different perspective whether the whole universe revolved around planet Earth or not.

Prof. Adrian Furnham, Professor of Psychology at University College London

5- Professor Adrian Furnham, who highlighted in the middle of the speech that he is “very grateful” for having poor parents and how this taught him the value of money. He spoke further on how “your biography shapes you”. It is interesting how he linked that to a testing methodology where DNA could be used in job interviews as a selection method, and how it accurately reveals the results according to job, disregarding how ethical this is he added. He shared various effective and ineffective interviewing and testing methods. Another testing method he shared was the “handwriting analysis” which he argued that it doesn’t work although many others would argue otherwise.

Employers should spend a lot of time and money into measuring variable that might not be needed in a job; professor added that employers should focus more on “measuring intelligence and future prediction”.

As a sample, interview questions can revolve around the following:

– What do they want to do? (to measure their personality)

– How they should do it? (to measure their managerial & leadership skills)

Prof. Adrian also added that interviews “are only good if they are structured”. Moving forward the professor spoke about assessment centers and how intelligence tests have a percentage of discrimination towards either gender, race, age, etc…

As the researcher and thinker that he is, Prof. Adrian does not limit himself to one source of knowledge. He spoke about how “selection” was applied through history. He said that the Holy Quran and The Bible contained many examples. The example he spoke about was about Gideon as a military leader, and how he applied the selection method when his army was marching and they came across a river, the majority threw aside their spears and shields to drink water, and a small group of soldiers were holding spear and shield in the right hand and merely caught up a handful of the water, in case the enemy should suddenly appear. The professor said that this was the “first selection test” that we know about.

Moving forward with the speech, the professor highlighted that he is interested in researching “why leaders fail” rather than knowing the success stories behind leaders. He linked this interesting approach to selection and job interviews once again. Recruiters always search for “what they want”, while the professor suggests to also search for “what are the things you don’t want in the candidate”.

At the end, the Prof. Adrian shared a thought-provoking case study where an experiment was conducted to investigate the degree of biased methods in job interviews, where women were asked to go to interviews wearing a smart perfume, same women go to another interview wearing a bad quality perfume, and lastly going to an interview without wearing any perfume. The interviews where the women were wearing the high quality perfume were accepted, while the same women were likely unaccepted in the other two scenarios.

Andrew Bryant, Author / Motivational Speaker and Executive Coach – Transforming Leadership & Cultures

6- Andrew Bryant started his talk viewing birth from another perspective, on how people are “framed” in the moment of birth where we are suddenly given a name, a nationality, a religion, and which football team to cheer for. He then linked this metaphor to the birth of a “nation” and how this nation could be “framed” as well, and whether this nation should be stuck with this frame or not.

He used a lot of metaphors to deliver his ideas, and they were mostly inspired by “airports”. The first one was about us as “passengers” who want to reach a destination, and for that we have to walk in lines as “sheep”, wait for our turns, take off our shoes, and follow all instructions, and we have to do all that in order to get on the “plane”. He linked this scenario to employees whose main purpose are “paychecks” and how in that case they would be easy to “manage”. “But what if they want something different than a paycheck?” asked Andrew, this is what HR people should be thinking of.

Another metaphor is if an emergency occurred on a plane, first you would put on your oxygen mask and then help others to do the same. “You have to lead yourself in order to be able to lead others, and same goes to the HR.”

Andrew then discussed the triggers of innovation, and then he shared a curious point of view, is that innovation is triggered by “anger”. He took UBER as a case study, he said that UBER “didn’t start by people who are passionate about taxis, but it started by two people who are angry they couldn’t get a taxi!” After a second thought, this actually makes a lot of sense; this is how HR Revolution Middle East started as well, we were angry because things should be done in a different way…

Andrew ended his talk by asking the audience about today’s meaning of leadership, until one of them answered: “Leadership is the act of growing new leaders” where Andrew gave him a copy of his new book as a reward.

7- Tariq Qureishy started his presentation by a thought-provoking picture when was about a person using a microscope with one eye, and a telescope with the other, and he highlighted that this is what we should be doing as professional business people as going through the new era of technology. However, quoting from Tariq, “We focus so much on technology, while what we need to actually do is put humanity in our lives…”

After the introduction, Tariq started sharing many case studies and examples of technological and non-technological transformation in the human race. He started by sharing pictures of New York and Dubai many years back, reflecting the urbanization impact, and then he spoke about future predictions on climate change and how this will impact global unemployment and the percentage of refugees.

He then spoke about the Tricorder – that was first introduced in Star Trek movie as a device that is used for “sensor scanning, data analysis, and recording data” – and that now modern science has developed the “real” version of it that was tested against 16 doctors.

Another example was about scientists finding a way for human beings to live longer and healthier! However, Tariq’s question was about, “What will happen to our current grading & pay structures, and career paths if we will have a retirement age at 90 instead of 60?”

Speaking about future careers, Tariq shared his astonishments with professions like astronomers, and how our corporate world needs to hire people whom with this unlikely education and experience. Tariq elaborates, “Can you imagine a billion galaxies? Astronomers can. You need one aboard!”

8- Dennis O’Donnell started his superb talk by defining the role of HR in the past, which was “head counting”, and then he asked, “Where is the leadership in that?” And from here Dennis “lead” a very interesting presentation where his slides contained different definitions of leadership, whereas his talk positively “criticized” each one of them. It would have been very tricky if someone has only relied on the slides!

Dennis making it simpler, he said “leadership is a bit of care and structure”, explaining through the pyramid that reflects the hierarchy, and calling it a “horrible structure”. Dennis said that this pyramid should be “reversed”, and he explained how, we thought it would be nice if we illustrate what he explained in the following:

Where the CEOs support the line-managers, to support the employees, to support the customers.

Dennis ended his talk by saying that “HR people are the keepers of culture, not only the keepers of administration”.

Group Managing Director/CEO at Best Companies Group FZ LLC

9- Dr. Michael Burchell spoke about the extensive research that they have made at Great Place to Work, around 100,000,000 surveys from different continents and jobs, investigating what makes people happy with their organizations and jobs. The results revealed that the comfort of employees depends on three main aspects, the relationship between the employee and his/her: manager, work & colleagues.

Michael then spoke about the role of “trust” in sustaining these three relationships, and the role of HR in building a culture of trust, “Do you have policies and practices that sustain trust?”

SPEAKERS DAY 2: The Middle East Largest Government HR Event!

Senior Client Partner, Korn Ferry Hay Group

1- Sushant Upadhyay, Korn Ferry, speaking from a strategic perspective, he highlighted that “competition” should not be the only motive that moves organizations towards development, “Even if there is no competition, organizations should keep on developing their services.” Speaking from a human capital perspective Sushant said that each HR director or corporate leader should ask him/herself this questions, “Is everyone in the organization is working towards the same cause?”

Spoke about the future of work, and introduced the “fluid workforce” where a lot of people don’t want to be “permanent employees”, and that HR systems have to evolve to attract short-term workforce, where “work depends on projects”.

Sushant also shared his own interesting perception of leadership, stating that “leadership is about connecting people” and today’s HR director should be the kind that has a “humble style of a leader, as a learner”, with a mission driven towards the “people” of the organization, and part of this mission is to “secure the future jobs of my employees”.

2- Jeremie Brecheisen, Gallup, started his talk by triggering curious questions like, “How long would it take you to know if you did a wrong hire?” and a follow-up question, “How long would it take you to deal with it?”

For the answer to the first question, it takes from three to six months to know if it was a wrong hire, as for the second it takes up to three years in order to deal with it, or fix it. Imagine the amount of resources wasted, Jermie proceeded.

He then spoke about the workforce that is divided into 15% engaged, 67% not engaged, and 18% actively disengaged, and he linked this statistics to recruitment. Jermie argued that selection should be based on talent, because “talent predicts success at work”, and this does not show in the resume.

Most organizations fall into a mistake, is that they try to develop the weaknesses of their employees from their “performance appraisals”, because they aim to “benchmark” and unify the talents in the organization, whereas Jermie’s technique states that one should focus on the strengths and trigger them. Once again, Jermie linked all of this to effective recruitment, “The only chance to add talent to your organization is through hiring. You can transfer knowledge and experience to your employees and not talent.”

Jermie moved forward into speaking about false perception of measuring performance, he provided the example of the “hot hand” basketball player who once had a great shot, where everyone in the team become dependent by always passing him/her the ball, whereas this hot handed player might be “missing the next ten shots”. This too happens as work, in sales as an example, Jermie explains.

He also emphasized his point of view by stating that promoting an employee to a managerial position shouldn’t be a “reward”, “it is a responsibility that one should have the talent for”.

HCM Strategy Director at Oracle

3- Hussain Shaikh, started his talk by sharing that AI is “not going to change the role of HR” but it will help HR “optimize financial and business performance”. He spoke about the human error and people being biased, and how AI will be more efficient, and will help leaders become “more strategic” and “less operative”.

Hussain spoke further about the impact of AI on “recruitment”, quoting from him, “Jobs will be searching for candidates and not the other way around, based on data available on social media and other sources…” He then finalized his talk by providing a very smart piece of advice to HR people, “HR needs to get ahead of AI and put policies and regulations, HR needs to adopt AI same as IT needs to adopt it.”

Partner at PwC

4- Stephen Anderson PwC, “If I would have asked you three years ago where was the Arab world going, would you have predicted where we are today?” That’s how Stephen started his presentation. He then spoke about how the world is moving towards being democratic, capitalistic and global today, and then asked, “How can AI impact the GDP?”

– AI will increase productivity, quality, efficiency, and reduce time and cost.

– AI will introduce new services that will change the market demand.

He provided examples of industries that will be strongly impacted by AI, like healthcare, automotive and financial. And that AI will add “14% to global GDP, 15.7 trillion dollars by 2030”.

5- Kelaitham Al Shamsi, Director of the Department of Strategic and Future of FAHR, comprehensively shared the objectives of FAHR towards developing the government entities, the community and the people, emphasizing how much FAHR’s strategy is bounded to investing in the human capital development for building a better future.

6- Joe Chalouhi of GE, spoke about the particular focus and direction they had taken at GE and how they had broken down and categorized the working environment into the following areas Culture, Workspace, Purpose, Development, People Leaders, Digital. This framework is designed to enhance the “Employee Experience” and is helping to create the important “Moments that Matter” for the workforce. These ‘moments’ range from celebrating life events to having meaningful conversations with managers and team that are creating learning and increasing productivity. Data analytics plays a big part in developing the talent and capability gaps too. GE have also taken the steps to remove the traditional annual performance ratings in favor of a system of continuous feedback.

7- Abdalla Saleh, enoc, shared a graph which included different generations, to show how both the HR and the employee is transformed from one generation to the other. In his presentation, he referred to generation Z as generation “C” stating that they can be a confused generation according to the very rapidly changing environment and decisions. Abdalla then shared a possible “threat” that is coming towards HR people by stating that IT is already taking over some of the functions of HR through technology, and that maybe in the future the IT will be taking full charge!

Speaking about the “future” working environment, Abdalla suggests that the market will demand more electrical engineers rather than mechanical engineers for example. He strongly believe that there should be a “manpower plan” to synchronize between education and the market demand, “Who is managing the manpower behind?”

8- Dr. Rabei Wazzeh, drew a futuristic scenario that with a sudden increase of AI, jobs will decrease, therefore incomes will decrease, and this will lead to the decrease of sales and factories will shut down. He highlighted that HR impacts the “employees” of the organization, and these employees are active “people” who interact with the environment and have an impact on society.

He then linked this cycle to getting prepared for the future talents through learning, “We talk about how learning is important, but we don’t talk about how learning is difficult.” From here Dr. Rabei spoke about the learning methods that have an impact, “If the training program is not tailored, it will have no reflection and there will be no learning.”

Dr. Rabei provided a very realistic example, if you are a smoker and you have decided to quit, yet your environment is surrounded by smokers and they are not used to the “new you”, there is a percentage you will become a smoker again. He linked this example to an enthusiastic employee who had just attained a training and returns back to the organization, willing to make positive changes and reflect what he/she have learnt in the course. It is natural to be “rejected” at first.

9- Khaled Fathi started by sharing several definitions for employee engagement, from an academic perspective and from a corporate perspective, and then he set a comparison between both. He then shared his own definition, “the psychological connection and professional integration between an employee and their role, their team, their organization and its wider objectives and values. It is their perception of, and degree of satisfaction with their individual purpose, their role, their work environment and their organization as a whole.”

Speaking about the impact of having a strongly engaged work community, Khaled provided several examples of its return on investment. One of the examples was about how engaged employees become “brand ambassadors” and they provide a positive word of mouth.

Giulia Buttery & Mahmoud Mansi from the HR Revolution Team


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



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



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.


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تعاون بين شباب السودان ومصر لتنظيم النسخة الثامنة لتيدكس ودمدني بالسودان



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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