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Written By: Farah Ahmed

Getting closer to the end of Ramadan has been intriguing, not only to us but to I-Gamify’s virtual summit! This time they brought up exclusive discussions on COVID 19 with competent from Jordan, Tunisia, and Lebanon. 

Here are some of the highlights… 

The 18th day concentrated on “The Financial Impact on Companies during COVID 19” with 3 engaging business experts. 

Nassima Ayfi a Tunisian trainer and business expert in entrepreneurship talked statically about the impact of COVID 19 on the economy in several points:

  • The decline in productivity and individual production. 
  • The importance of expenses calculations in the upcoming period. 
  • Outsourcing is recommended for startups. 

Mohamed Naiem the owner and CEO of Shark and Shrimp Marketing Agency gave insights on the ways that a company and a startup can plan and invest during COVID 19. 

  • Companies: He advises the companies to invest using the cash availability, in the customers; which means reinvesting in a win-win situation. 
  • Startups: You have to be careful in your choice of laborers, maintenance of a good relationship with your partners to ease your job, and efficient management of resources. During the pandemic, development based on the market needs is the most substantial, as well as good management of financial resources. 

Saad Elalfy the founder of “3mdahab” an e-commerce platform, set up some recommendations for any startup in various points:

  • The main condition for entering the market as an e-commerce business is to add-value; which means targeting a solution for a persona. 
  • The role and value of market segmentation, matchmaking, and marketplace. 
  • In choosing the product to sell, you should focus on a specific segment and the needs of such a persona. Also, pay attention to advertisements, sales, and marketing. 

Check the complete panel on:

Day 19 theme was “The Strategies of Protection and recovery during COVID19” with surprising guests. Dr. Tareq Rasheed from Jordan, who works with the UN in 3 different offices; ILO International Training Centre, UN Institute for Training and Research (UITAR), and Global Youth Leadership Academy. Dr. Marwa Khodir an HR consultant in Egypt and different companies from over the world. Tarek Wael a certified coach, and learning and development manager at Boost Training and Consulting.

What are the personal strategies to recover from this period? Tarek explains that the current status is characterized by speedy rate and much conflicting information. Thus, you need to have psychological awareness and acceptance of what is in your control and what’s not to create a meaning that helps you handle this situation. 

What’s your definition of psychological health? Dr. Tareeq views protection form the value perspective, intending to have nations with resistance values. He illustrated the complex reaction of thought, feeling, and behavior. If you have negative thoughts, this leads to high depression/dreadful feelings, then depression and diseases start roaming your body. The same goes for positive emotions. The strategy is to build a deep faith in the future generations.

How to manage the employees’ fears during COVID 19? Dr. Marwa stresses the importance of employees’ engagement. Hence, as an HR, you should work on 3 dimensions; psychological needs through consistent and transparent communication, emotional side through transmitting the feeling of unconditional worthiness and gratitude, and lastly the behavior as the result of your work on the previous two points. She advises companies to invest in employee coaching at this time.

The panel then continued by presenting spectacular vital inputs. With Dr. Tareeq discussing the SUNSHINE recipe, the diverse impact of COVID 19 on the various categories inside a community, and the necessity of dealing with the media during this critical time. Tarek tackling the online business and how to move forward in it. Finally, Dr. Marwa talking about spreading positive vibes vs toxic energy, and the idea of push-pull on culture.

Check the complete panel on:

The following day held an awesome surprise, it was a special conversation with Dr. Hesham Abdelaziz Omar on COVID19 itself! He is currently the founder and Chairman of Tiny’s Clinic, Zahraa Al Maadi, Cairo. Along with having a course about COVID19 on

People were able to have an eye-opener question and answer with the Dr. throughout the panel. Here you go some of the agenda’s highlights:  

  • It’s not the first time to witness the virus, yet the COVID 19 is the harshest.
  • It became considered an epidemic due to its speed spreading and they aim to make the infection rate (R0) below 1.
  • Arguments between medical schools of thoughts on whether the Coronavirus transfers through the air or not. 
  • He recommends wearing medical masks, also for children and animals (cats and dogs).
  • The rumors regarding the invention of treatment are only a geopolitical conflict between countries, nothing is certain yet.
  • Some medicines are available for the treatment but none is effective to terminate the disease completely. 
  • An affordable vaccination and medicine that are obtainable all over the world is a must.
  • Coexistence with the virus by precautionary measures. First, sashing your hands is more important than using alcohol. Second, keeping the social distance. Third, drinking water to keep yourself hydrated. Fourth, strengthening your immunity system (vitamin C/D).
  • There is an expectation that vaccination will be ready next January 2021. 
  • Treatment protocol: Hydroxychloroquine – Tamiflu – Azithromycin.
  • Children are susceptible to the virus too, and another disease appeared on the, which is the Multisystem Inflammatory Syndrome.
  • Preventive measurements in a closed area: Open the door and the window every two hours – Leave your shoes outside the house. 

Check the complete panel on:

As I-Gamify is known by its tendency towards technology and gamification, “The Importance of technology and Security during COIVD19” was Day 21’s topic. 

Waleed Magdy, the assistant manager network security engineer at, assured the effect of COVID 19 in raising cybersecurity risks. As there are digital security challenges, some organizations and attackers take advantage of this epidemic to impersonate the WHO and other healthcare services, in the shape of emails and SMS (fishing attacks), to make wrongful campaigns aiming at stealing credentials and personal data. The organizations that don’t have digital security measurements are the most vulnerable. 

Waleed Zohdy, technology director at, stated the ways to secure employees’ data privacy while working from home. Prioritization is the first step; which means identifying the data that the employees have and its type. Thereafter, a plan with procedures is executed. He points out that passwords and security/identification keys are necessary. Waleed also warns clicking on anonymous links and always have a backup plan prevention tools. Moamen then agrees and highlights the criticality of ‘two- factor authentication’. 

Rudy Shoushany from Lebanon, a specialist in ICT governance, digital transformation, IT strategy, and cybersecurity. He interpreted that many people and businesses will become adapted to working from home, having virtual meetings, and shopping from home; it will become more acceptable on a personal level. The new culture post-COVID 19 will be working from home with precautions (surveillance technology). Rudy’s point of view that there will be innovations for working from home. 

Tackling the approaches and measurements to minimize the risks, Waleed Magdy spoke about 10 questions any person responsible for information security should ask to find the challenges and their solutions, while Rudy explained the Network Perimeter Defense strategy, and Waleed Zohdy described the notion of prioritization, personal protection vs professional protection and the idea of business opportunity plan.

When asked on “How to build a remote workplace force?” They recommend:

  • Homeworker ease reach of the data and investing more in data encryption
  • Provide business devices managed by the organization (most appropriate solution) or allow secure remote access from a home device with a strong network connection (costly)
  • Take into consideration ‘work from home challenges’ 

Check the complete panel on:

Their surprises didn’t end here! Keep up with updates to take a glimpse of the next article on the following days of the panel with foreign experts! 

Don’t forget to book your seat for the LAST upcoming panel discussions on:


ATD Middle East Conference 8th – 9th June 2021 “Reflecting, Reimagining, and Revitalising Learning and Talent Development”



Press Release

Sunday, 10th of June 21

Written by: Mariham Magdy

Informa Connect launched the ATD Middle East Conference and Exhibition on, 8th – 9th June 21, at the Address Dubai Marina, with the theme of “Reflecting, Reimagining, and Revitalizing Learning and Talent Development” welcomed more than 400 L&D, and HR practitioners attending the event.

The ATD Middle East Conference this year had more than 60 Expert Speakers among the most prominent business figures in the Learning and Development industry, in addition to presenting more than 30 interactive learning sessions and 3 ATD Education Programs.

The ATD 2021 Middle East Conference & Exhibition brings the HR, learning, and talent development community together to network and learn in a safe, secure, and socially distanced environment.

This year, the attendees had the added benefit of AI matchmaking through the event platform, which enables meaningful connections and networking opportunities at the event.

The conference program focused on leading through change and learning post–COVID–19, building learning cultures, designing agile organizations, planning a learning strategy roadmap.

Interaction, engagement, and connection have been included through the virtual platform, ensuring that ATD MENA experience would remain unique as usual.

The event included an exhibition showing case of L&D design and development organizations, with special discounts and catalogues. The event provides L&D and HR decision makers from around the region with all they need from innovation in learning design and delivery, technologies, and holistic solutions.

Moreover, there will be three ATD Education Programs on the 6th, 7th & 10th of June 21; included: Improving Human Performance Certificate by Bahaa Hussein (ATD Facilitator), E-learning Instructional Design Certificate by Nikki O’ Keefe (Senior Facilitator ATD), and Creating Leadership Programs for Your Workforce, by Seema Menon (Master Facilitator ATD).

Considering the current travel restrictions; Informa announced that the ATD 2021 Middle East Conference and Exhibition will also take place online through the virtual event platform 29–30 June 2021.

Through the platform, attendees will also have access to the recordings of the live conference sessions during the virtual event four weeks after the face–to–face conference and exhibition when they log in 29–30 June 2021.

Worth mentioning that HR Revolution Middle East Magazine, is a Proud Media Partner for the event this year.

For more information: ATD

The Association for Talent Development (ATD) is a professional membership organization supporting those who develop the knowledge and skills of employees in organizations around the world. The association was previously known as the American Society for Training & Development (ASTD). We support the talent development profession by providing trusted content in the form of research, books, webcasts, events, and education programs. We host various conferences several times a year, including the premier international gathering for talent development practitioners.

For more information, visit

For more information: Informa Connect.

We provide products and services based on content, intelligence, and connections to specialist communities worldwide. Informa has five divisions: Informa Connect, Informa Markets, Informa Intelligence, Informa Tech, and Taylor & Francis. We are listed on the London Stock Exchange and a member of FTSE 100, with more than 11,000 colleagues working in more than 30 countries. Since our beginnings as IIR Middle East 25 years ago, hundreds of thousands of professionals have boosted their careers through our public and in–company training programs. With international experienced instructors and specialized teams, we have shaped a superior learning experience that has been a privilege to share with top–tier institutions all over the MENA Region.

For more information, visit informa–

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



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.”


” 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

“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

“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

“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

“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

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



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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