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Written By: Farah Ahmed

The final days of the summit are here…With very sad yet frenzy feelings, we present to you the end of a fantastic journey and a beginning for a new one filled with knowledge, energy, and progress. Come on, let’s explore the last days of the summit! 

Under the title “Companies between Innovation & Development”, our Magazine’s founder was one of the guests of Day 26! 

Mahmoud Mansi: HR expert and CEO of HR Revolution Middle East. He perceives COVID 19 as an opportunity that will incite businesses to enter the digital and automation transformation. Regarding encouraging my staff to innovate and engage consists of a short term plan, which is sustaining and preparing employees, and a long term plan, which is possessing an automation project or Robot Bots. Meanwhile, to make them motivated, businesses should focus on employee branding strategy, financial and emotional recognition, and rewards system linking it with the over-time working hours. Consequently, as an HR, he/she should endorse the way to impact the existing culture inside a company. Initially, there is a difference between multinational, medium-sized companies, and startups. So, besides the known areas of culture, there is ‘employee engagement’. Mahmoud tackled it from another side, which is the feeling that his/her talents and ideas have an impact on the decision-making process. This means that the employee is a strategic partner, and this is for Mahmoud is what construct a strong culture.

Ahmed Elshiaty: Training and Development Supervisor in WE and ICF certified coach. Despite the challenges that the Customer Service CS is facing in the meantime, there are some customers’ needs must be acknowledged; care and connection while adding quick reachability and show of empathy and understanding, to adjust them to match the circumstances. He also cited the importance of the existence of an updated digital platform presenting accurate information and self-help tools. Subsequently, Emotional Intelligence was brought up as a tool to support the employees; it starts by reflection with myself to understand in which level of change I stand, to self-awareness, transparency, and comprehend the different working circumstances the employees have at their homes. 

Nabil El Hady: Learning and Organization Development Manager in La Poire. He tackled the scheme of business transformation to enhance the sales in 2 points: Ultimate Awareness (business/industry, political, economic, and social) and Reactive Plan composition throughout this uncertain complex time for business. He believes that now it’s not the time for transformation, as businesses are barely performing in this survival mode, yet transformation is exerted when you review your economy and manpower/workforce various capabilities. Accordingly, Nabil came up with a ‘CODE’ for Cultural Transformation; which is Conscious – Organized – Developed – Emotions/Energy. 

Day 26 full panel:

From there, Day 27 was revolving around the question of “Are you searching to raise up with your Startup Personal Development” with 3 amusing professionals. Ahmad Aly El Dabaa the managing director at Ajax Business Solutions and Maha Hamdy an English instructor. 

Maha, as being in the field for 3 years, the most common mistakes she witnesses are underestimating self-confidence and overestimating ego. Based on experience, she supposes that pronunciation always comes first before the accent, and self-study is the best method to develop your English. She gave some advice to enhance your English language:

1- Participate in a conversation club

2- Work on yourself and don’t depend completely on your instructor

3- Volunteer in the PR or the advertising sectors

Ahmad, as experienced storytelling in online videos, recommends to attract views you must utilize the 2 minutes storytelling efficiently in some steps:

1- Giving out a trailer

2- Ordinary world (characters introduction)

3- Inciting incident 

4- Plot twist

5- Resolution/Reflection

Later, Dina Rashad joined the panel. As an interpreter for the news sector on Nile TV, she explained the difference between translation (written) and interpretation (orally) concerning time and job description. Dina sums up 2 qualities that must exist in any interpreter; quick intuitive and smart behavior. Speaking of interpreter challenges, she mentioned some of them, such as; when you don’t understand a sentence the speaker is saying, when the speaker is talking very quickly, different accent, broadcast error, a problem in your settings, and last but not least when the speaker is talking in a topic that is in contradiction with your ethics. In this case, as you are the echo for the speaker, you must be objective and never modify or change the translation to something that matches your beliefs. 

Then the panel shifted to discussing the main question of the panel. Ahmad explained how new businesses or startups adopt the helicopter view; it involves looking at your business as a whole, not just the minute details, to survive during and after COVID 19. While the business carries on its feasibility study, it stumbles upon the ‘risk assessment’, unfortunately, a big percentage of startups ignore this point and therefore can’t guarantee their continuation in the market. Hence, a business owner should put various scenarios and measures regarding risk assessment, as well as building their strategy for the digital transformation. 

Day 27 full panel:

Moamen hosted 3 graduates from FIFA Diploma in Sports Management to add some fun for the 28th day of the panel “The Future of Football after COVID19”. Diaa Salah the Business Development Manager Middle East & North Africa at Sportradar. Abdallah Shehata is an international sports lawyer and member of the International Association of Football Lawyers (AIAF). Khaled Refaat a Specialist at Sports Marketing, Sports Events, and Sports Tourism.

Let us lake a quick look at some of the questions they got…

What are the huge developments during COVID 19 in the legal sector in football? 

Abdallah: For a starter, football has a legal and judicial system, and in recent years, we have witnessed the development and amendment of several regulations at the international level through FIFA. He then summarized the new FIFA guidelines, and the relation between the FIFA salary reduction criteria, the recommendation that the dispute resolution chamber looks at each dispute separately. 

What is the impact of COVID 19 on sports in general and football in particular? 

Diaa: All governments throughout the world preferred the safety of their players and their fans. So, speaking of football as an industry, they faced also challenges like the businesses; some leagues canceled, while others came back with totally different precautionary measures. Another challenge is the endurance of their revenues and their incomes, and thus a lot of negative consequences will occur from the commercial side, workers and players in the field, and broadcasting as well. The impact is extended to lowers tiers too.

What is the impact of clubs’ revenues through COVID 19? 

Khaled: For the first time, the revenues from gates, sponsorships, broadcasting stopped altogether. It’s a precedent that FIFA allows the contract negations between the player or the coach and his club clubs about cost reduction. The sponsorship agreements facing problems after being influenced by the current conditions: they abstain from paying as there are no matches played (facing losses). Hence, it depends on the agreements in the contracts, and in the meantime, there are a couple of problems in the contracts. Nevertheless, the administrators’ role is very crucial to find solutions. 

Later, the 3 experts discussed force majeure in football contracts development and improvement. Afterward, they tackled their expectations for Football and fans post-COVID 19. Diaa believes that still fans are a priority and essential for sports in general, and noticed their adaptation on E-sports/digital sports. While Khaled expects that the professional leagues will be the stronger to make good decisions and keep up from where they left. As for Abdallah, he anticipates the changes in the levels of regulations and drafting contracts.

Day 28 full panel:

For a moment when you hear the word ‘agile’, you just get confused and don’t understand what it has to do with business. Being close and close to the end, Moamen wanted to give you some insights on it under “Creating and Improving Agile Processes within a Team or a Company”. Fady Ismaeel aBusiness Consultant/ SAFe Program Consultant and Mahmoud Ghoz an Agile Coach and Trainer at VIDSCOLA dealt with several points throughout the panel:

  • Experience with an ‘Agile Team’: based on Mahmoud’s previous acquaintance, was that organizations face the problem of wanting to work without clear business objectives. He says that you can promise for efficient conduction of work and to reach the market quickly, but you can’t promise to increase the productivity of employees. While Fady talked about a more personal perspective, for him agile is a mindset rather than a framework, so it’s better to create a network team. 
  • Challenges in a working environment wanting a change: one of the challenges that Fady tackled is companies prefer saturation, start to resist change. As for Mahmoud, it is all about communication; which also generates resistance from the people. He also tackled the necessity of having core working hours and self-organizing teams.
  • Both tackled the importance of agility in teams from different perspectives and the change management process. Introducing something new is hard, so you need to take it slow and try to change the culture of the team itself towards a common value/goal of the company.
  • Fady laid down a strategy to overcome stress, pressure, depression, and panic attacks during this period. He advises the manager to work on building trust and to ease stress and pressure using Servant Leadership philosophy. Agile practices generate confidence and build commitment to the team.
  • Mahmoud specifies a set of things to convey for yourself an environment to be more productive. Inform when you are not available – communicate – get well dressed – invest to have a comfortable office – be clear about your working hours/don’t be accessible 24/7 – don’t take extra appointments for the sake of work-life balance – invest in communication tools and transfer physical tools into digital tools. 
  • A practical piece of advice for people working in the agility field: Fady’s is to invest in yourself to learn and be up-to-date. Mahmoud’s is continuous improvement in yourself, your team, your company, and the system you are working in. Also, get rid of the we-vs-them attitude. 

Day 29 full panel

A sigh…we reached Day 30 with heavy hearts. It was a very unique session concluding many aims for the summit. “Managers Responsibilities during COVID19” presented Mariam Farag the head of Corporate Sustainability & Social Impact at MBC Group, and an award-winning advocate. Together with Amr Fawzi Hamed a business transformation consultant and a certified change manager.

Primarily, both agreed on the importance of storytelling on serval layers for people, especially youth, to accept changes in businesses and other fields. Hence, we are in front of 2 storytelling experts. 

Mariam reflects her experience in managing stakeholders successfully, especially during COVID 19. She recounts creating an empower-hour to communicate virtually with the people and the audience. As that was on the external level, the internal challenge taking into account the presence of psychological and emotional management and communication for the team, upper management, and on a personal level. In the process of reaching my target audience and make my storytelling compelling and connected with them, having a young team is a must. Still having experts and consultants is indispensable. She states that youth are very smart, inceptive, and informed with the trends. Afterward, Mariam stresses on the fundamentality of youth development, demonstrating that all they need is a direction and a mentor. She advises organizations to give them a chance, like internships and jobs, and never keep a piece of useful information from them, in a nutshell, all they need is a real genuine sustainable support. On her part, the issue of Sustainable Development Goals came into the scope and the obligation for companies to build sustainable development programs and have venture capital for their own sake. 

Amr gave details on several tricks with the (s)! He discussed the Change Management with 5Ws, being in a state of uncertainty and anxiety. What he follows in change management is the process of 4Ds (define, design, deploy, detect). Accordingly, to manage change dynamically, use the strategy of the 4Ds but start with the 5Ws. Currently, we are living a cultural shock, there’s a paradox accompanied with the conditions, so cultural transformation post-COVID 19 is not a luxury anymore, it is a necessity. There are cultural components to consider while searching for a cultural change inside the organization; you should be able to communicate efficiently, look at the long-term goals (reshape the future), and prepare the reformation process. Whilst doing so, you have to keep in mind that not all the people have the same capabilities, so don’t stress on those who don’t know how to do all of the above. Amr used the (s) again to manifest the cultural tools using the 4Cs; collaboration, control, competitiveness, and creativity, to look into shaping the origination’s new culture. He adds that it’s a bonus for the team and the business to be very agile and can build networks. He ends with the 3Rs in the crisis management process; which are readiness, response, and recovery.

Day 30 full panel

Wrapping up this virtual summit was incredible and a very special thank for Moamen Said the founder and CEO of I-Gamify, and the one who hosted the 30 days summit! We hope you have enjoyed it as much as we did, also for more related topics you can visit the page itself here on


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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HRCI Assumes ISO International Secretariat Role for Technical Committee 260 on Human Resource Management



May 04, 2021 07:00 ET | Source: HRCI

ALEXANDRIA, Va., May 04, 2021 (GLOBE NEWSWIRE) — HRCI®, the premier HR credentialing and learning organization, is honored to announce that the American National Standards Institute (ANSI) has appointed HRCI as the International Secretariat for the International Organization for Standardization (ISO) Technical Committee (TC) 260 on Human Resource Management. ANSI is the U.S. member body to the ISO.

ISO TC 260, formed in 2011, is responsible for the development of a series of standards for human resource management processes and practices. There are 19 standards and technical specifications published, with 13 more under development. One of the most noteworthy standards from this work is ISO 30414, Human Capital Reporting, which many Chief Financial Officer’s believe is a safe harbor for the recent ruling from the SEC requiring Human Capital Management Disclosures. The forthcoming ISO 301415 standard will also be an important standard for organizations, helping them create a culture of Diversity and Inclusion.

HRCI looks forward to providing effective leadership and continuing the development of additional standards to guide and optimize organizational performance, value creation, sustainable development and workforce productivity/satisfaction/engagement.

“In keeping with HRCI’s role as the global leader in certification programs, we are excited to be selected as the ISO Technical Committee on Human Resource Management. Leading this initiative to develop standards and practices for global human resources management is a natural expansion of HRCI’s responsibilities to the HR community,” said Dr. Amy Dufrane, SPHR, CAE, HRCI Chief Executive Officer.

“We are proud that HRCI is at the helm of standardization efforts that focus on human resources, which is often a vital factor in an organization’s success,” said S. Joe Bhatia, ANSI president and CEO. “We are excited to see additional progress unfold that will protect and support the interests and vitality of companies, and their employees, on a global scale.”

About HRCI®

HRCI®, headquartered in Alexandria, Virginia, is the premier credentialing and learning organization for the human resources profession. For over 45 years, we have set the global standard for HR expertise and excellence through our commitment to the development and advancement of businesspeople in the people business. HRCI develops and offers world-class learning, as well as the administration of eight global certifications and is dedicated to helping professionals achieve new competencies that drive business results. Learn more at

About ANSI
The American National Standards Institute (ANSI) is a private non-profit organization whose mission is to enhance both the global competitiveness of U.S. business and the U.S. quality of life by promoting and facilitating voluntary consensus standards and conformity assessment systems, and safeguarding their integrity. Its membership is comprised of businesses, professional societies and trade associations, standards developers, government agencies, and consumer and labor organizations. The Institute represents and serves the diverse interests of more than 270,000 companies and organizations and 30 million professionals worldwide. ANSI is the official U.S. representative to the International Organization for Standardization (ISO) and, via the U.S. National Committee, the International Electrotechnical Commission (IEC). For more information, visit

About ISO
ISO is an independent, non-governmental international organization with a membership of 165 national standards bodies through its members, it brings together experts to share knowledge and develop voluntary, consensus-based, market-relevant International Standards that support innovation and provide solutions to global challenges. The Central Secretariat in located in Geneva, Switzerland. Learn more about our structure and how we are governed.

ISO is the Organization for International Standards. It is a non-governmental global entity founded in 1947 and is comprised of 165 countries who come together through National standards bodies to develop proprietary, industry, and commercial global standards. The most recognizable and noteworthy series of standards is ISO 9001 Quality Management.

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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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