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Employee Engagement in Egypt – Course by AHRA & Mr. Ahmed Badr ~ Alexandria



Coverage & Photography: Mahmoud Mansi

Employee Engagement, a topic that concerns Egypt very much, not only in the corporate life, but we do lack engagement in many things. This was the opinion of Mr. Ahmed Badr – an HR professional, consultant and business owner – who was giving his course in taking place in Hilton Corniche, Alexandria, on the 23rd of January 2016, in cooperation with AHRA (Alexandria Human Resources Association – regarding Organizational Engagement Practices. Mr. Ahmed Badr last visited Alexandria 2 years ago with AHRA talking about Talent Management. His impact was well memorable and functional according to Mr. Moemen Assem – HR Manager at GEMS Academy Alexandria, “When I attend any of his courses I come out knowing what kind of annual plan I will be having for myself and my company. In the Talent Management course – when I used to work in a petroleum company – I started searching for the talents within the organization and highlighted them to the board and managers to invest in them. This led us to a stronger succession plan and conducting effective training programs to the employees. Today’s session highlighted questions marks in my work, and it helped me understand people’s behavior more regarding engagement. What I like most about the instructor is the case-studies he shares with us and how he organizes the ideas in our minds and helps us to plan.”


Mr. Emad Nasr Chairman of AHRA & HR Director of Lecico starts the event by a speech.

In the course Mr. Ahmed highlighted the impact of having disengaged employees on your organization, and how to deal with them. The concept of disengagement is not only directly related to the employee’s awareness towards his or her impact on the company, but it’s directly related to how managers deal with their employees. Mr. Ahmed spoke about the difference between managers who lecture their employees and managers who coach them, and how a manager can be a role model and stand for his or her employees’ rights.

Mr. Moustafa Samir Hamama – Manager of Contracts & Legal Advising & Corporate Affairs at Mobinil, “I implement employee engagement as stressing the importance of contracts and its magnitude, and how our colleagues in Mobinil are also our customers, therefore my employees would know their impact on the entire organization and among competitors too. This is my first time with Mr. Ahmed Badr, and my first time to attend a long course without being distracted. He has the ability to keep his audience focused at all times and well ‘engaged’, and the way he narrates the case-studies made me quite imagine it very well, and visualize the situation.”


Mr. Ahmed Fawzy speaks about employee engagement with disabled employees / Photography: Mohamed El Derwy

Mr. Ahmed Fawzy – AHRA Board Member & Erada Project Manager at Unilever – has a different perspective based on his wide experience in implementing employee engagement with employees with special needs, “My team at work consists of blind employees. The most important step for me to engage them is to win their trust. Some of them are from different cities, and they work with us for this reason. Trust is the most important thing to build between the manager and team. To do this you should be close to your team members and support them even in their personal and psychological problems. Mr. Ahmed Badr perfectly has the gift to deliver the content of the day in a very organized manner, and through empowering the material with true examples that will remain memorable to the audience.”


Dr. Ola Samir Hamama – AHRA Board Member & HR Director ESACO – had a very exciting terminology regarding employee engagement, she called it “employee citizenship” and she carries many pieces of advice to employees and managers, “This course is very important because mainly there is no much employee engagement in Egypt. There is withdrawal and indifference, because managers do not focus on the alignment. That’s why employees are away or unaware of the organization’s vision. Some managers are disengaged themselves, and this is according to the system or overall environment of the organization, yet in the end of the day I am still a manager and I am responsible for my employees. If I am a disengaged manager yet I worked hard to make my own team engaged. Through my employees I can become an engaged manager according to the upper management and other managers. If I am an employee in a disengaged environment and there is no hope, I should first define my talents and analyze other opportunities elsewhere. Before leaving my job I should act an as agent of change, I should be proactive and suggest my solutions and practical ideas. If the manager was disengaged this will automatically transfer to me, and a smart manager would notice that and try to resolve the problem before he/she start losing their talented employees. This is a real case, many employees are put in this position, and thus they start working on a low profile, doing only what is needed from them without extra effort, while on the other hand they start taking courses and enhancing their profile, and with the first good opportunity they will leave the company. I have dealt with MR. Ahmed Badr, I have dealt with him before as a consultant. He has high integrity and as a consultant if he was unable to do something he would admit it, and would not give false promises. Therefore he was able to build trust. I think what also makes him special as an instructor that he is a practitioner, he has a diverse profile, he has the know-how, he travelled a lot, and he dealt with different levels of employees, he also has a special legacy.”


Ms. Yasmeen El Zouka – HR Coordinator in Lecico – summarizes the day in one direct sentence, “The instructor is knowledgeable, able to deliver using real life examples, he gets attention, and he keeps things interesting, the course is a mind opener and helps in connecting the points, therefore understanding what happens inside the working environment.”

Mr. Ahmed Badr emphasized that engagement is something that also exists in our subconscious minds and it can be implanted in children. As an example he spoke about the “Musical Chairs Game” and how this game builds in the children the concept of there is only one survival, and he gave us another example that the same game is played in Japan but the idea is not to kick a player out, on the contrary the idea is that all 10 players would be able to sit on 9 chairs, then 8, then 7, then 6, and so on, so it is more of a team work rather than a one survival/monopolist game.

Mr. Ahmed Badr also spoke about the different generations and how each generation has a totally different approach regarding management, careers and work, “The problem with HR and management in Egypt is that the manager and the employee are from 2, and sometimes 3 different generations. The newest generation has different goals and needs than ours. Most organizational charts now in organizations are rigid; they do not contain mobility for employees to have more job rotations and quicker promotions. The HR should be ready for welcoming this new generation. I believe that the most suitable chart for the new generation is one that allows employees to grow in a horizontal form and not in the traditional vertical one. Meaning, the fresh graduate can spend some time working in the operations for instance, then the next phase he/she can work in the marketing and so one. This way we will be creating a cross functional career for our employees and give them the change to move horizontally and upwards, like climbing the stairs. If HR could implement this approach I believe the youth will find it much more interesting and they will complete working in the same organization. Another important aspect is that the new generation has learnt to use technology from a very early age, therefore if the organization is not using an up-to-date technology the employees will eventually lose interest in this working environment. Last time I came here, 2 years ago, most of the attendees were my age and beyond, but now most of the attendees are the youth, and this gave me a lot of hope for Egypt’s HR future.”


Mr. Ahmed Badr speaks about the difference between generations and how HR directors can adopt and make the best out of this change / Photography: Mohamed El Derwy

Mr. Mohamed El Derwy – Founder of AHRA & the CEO of Target for Recruitment – speaks about AHRA’s activities in 2016, “This course is also useful for employees because it makes them understand the different kinds of stress their manager goes through. Last month AHRA hosted Dr. Khaled Habib, and we are willing to conduct a monthly workshop or a course for the members of AHRA and for any HR professional, line manager, and passionate employee.”


HRs socializing in the coffee break.

About the Instructor: Mr. Ahmed Badr is an internationally certified Organization and Management Development Consultant working in the fields of Organization re-structuring, Management Training and Human Resources Systems Development for companies since 1993.


 AHRA’s Official Facebook Page:


Wellbeing @ Work Summit Middle East 2021 – where balance, resilience and authenticity break the Mental Health Stigma



Written by: Cinzia Nitti

Globally, 2020 has been a year like no other. Coronavirus pandemic caused a massive business disruption; transformation has been key in supporting employees and catalyzing workplace changes. There was a rush to adapt and reinvent Business Models. Organizations had to rethink and reconsider how they deliver services and strengthen their Organizations through a forward-thinking Digital strategy. To be more agile and responsive in such uncertain times, we need to respond to challenges and adapt quickly to new scenarios by moving from rigid hierarchies to leaner and more flexible structures.

But what about Mental Health at Work, and why is it essential?

What’s the Office of the Future?

Within the Wellbeing @ Work Summit Middle East 2021, HR Leaders tried to normalize the conversation about Mental Health by putting the topic first, enabling self-care and professional support, raising awareness, and building knowledge around its related issues. Nowadays, personal and work life are more intertwined than ever, so it becomes vital to create balance: the more employees feel free to talk about Mental Health, the more they can prevent struggle and breakout at the Workplace. HR leaders play a crucial role in making an IMPACT by pushing new solutions, promoting work-life balance, redesign workloads, and supporting their Teams.

In this general frame, Irada Aghamaliyeva (MENA Diversity, Inclusiveness & Wellbeing Leader at EY) affirmed: “Workplaces that are inclusive foster enhanced employee wellbeing; employees with high levels of wellbeing are more inclusive”. How can Organizations increase employees’ resilience and embed sustainable Leadership behaviors in the post-covid reality?

Dr. Irada Aghamaliyeva introduced the Mindfulness practice in the Workplace and highlighted its benefits on a large scale: improved wellbeing and resilience on a physical level; positive emotions, self-regulation, empathy and awareness of social dynamics; learning and innovation thanks to the implementation of flexible thinking, intuition and problem-solving processes. So breaking the stigma is possible, starting from personal wellbeing to sustain positive energy and fuel resilience.

About the Power of Empathetic and Authentic Leadership, Dr. Rima Ghose Chowdhury (EVP & Chief Human Resources Officers at Datamatics Global Services) stresses the importance of Leadership roles today. The virtual environment employees are working in, makes them more vulnerable due to a lack of balance between emotional and authenticity traits. Authenticity is the primary factor in effective leadership, regardless of the leadership style. Putting employees first as a strategic priority and hearing their voices to guide strategy; embracing agility to work more effectively in tumultuous time; including a multigenerational work-force: these are the key concepts within Dr. Rima’s motto “Empowering is to enable”. Through motivation and filling emotional support needs, the Empowering Teams Process leads to employees’ safety, esteem, and self-actualization. 

The Wellbeing @ Work Summit delivers strategic direction, advice and inspiration from employers and experts from across the world to help you create a more compassionate corporate culture that delivers results. To know more about the FOW Future of Work Insights platform around the world, click here:

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The Wellbeing @ Work virtual Summit Middle East returns for its 5th annual event on 22-24 February 2021



The summit provides an innovative and experiential virtual learning opportunity for our audience of CEOs, benefit and reward business leaders and senior HR professionals. The information and knowledge gained from attending this event allow the opportunity to make strategic wellbeing and mental health decisions within an organization, supporting our mission to create more flourishing and thriving workplaces. Never before has the mental health and wellbeing of your employees been so important. The Wellbeing @ Work Summit includes keynote speeches, panel discussions, workshops, and fireside chats alongside unrivaled networking with leaders across the Middle East using our AI-enabled matchmaking platform. This is far more than a webinar! An engaging 3-day event providing you invaluable insight and tools to create thriving workplaces.

Key Reasons to Attend:

  • An engaging AI-enabled matchmaking platform to make invaluable connections & host virtual meetings up to 2 weeks before the three-day festival
  • Learn how multinational organizations are creating workplaces where employees thrive in the new world
  • Campfire panel discussions informing workplace change & mental health solutions
  • Middle East-based employer case studies providing the secrets to employee wellbeing success
  • International experts bringing best-practice from across the globe
  • Invaluable networking with business leaders from across the Middle East

The Wellbeing @ Work Summit delivers strategic direction, advice and inspiration from employers and experts from across the world to help you create a more compassionate corporate culture that delivers results. The design and implementation of a holistic wellbeing and mental health programme that delivers healthy outcomes and a more productive organization is paramount right now. 

In addition, the results of the extensive Middle East region-wide survey on wellbeing and mental fitness in organizations across the region made in partnership with Cognomie will be presented during the event.

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DECODING FUTURE HR: Global 24 hour virtual event | 19 and 20 January 2021



DECODING FUTURE HR: Today’s challenges are tomorrow’s trends and opportunities

Global 24 hour virtual event | 19 and 20 January 2021

The world in 2020 has changed to a ‘new normality’ but what’s that ‘new normality’ everybody talks about? Is it here to stay? How is it affecting us in our daily lives in the different versions of ourselves? As a customer, an entrepreneur, a parent, a friend…a worker…

Our job is a key part of our lives and we are indeed living through a fundamental transformation in the way we work. Automation and ‘thinking machines’ are replacing human tasks and jobs, and changing the skills that organisations are looking for in their people. These momentous changes raise huge organisational, talent and other HR challenges. It has become clear that few organisations are likely to revert to pre-pandemic practices even after a vaccine is found.

Decoding Future HR 2021 is bringing you the ideology of how today’s challenges are becoming tomorrow’s trends and opportunities resulting in HR excellence.

Why you should attend:

  • Learn about the trends and best practices shaping future HR
  • Get valuable insights from expert speakers
  • Share ideas and research to help your organisation reach its goals
  • Understand what do employees want in ‘New Normal’
  • Develop new vision for HRBP and Centre of Expertise
  • Identify, integrate and understand stakeholders to create an intentional employee experience
  • Approaches and elements to leadership development.

Some of our confirmed speakers:

  • Tshepo Yvonne Mosadi , Human Resources Director, The HEINEKEN Company
  • Sarah Tabet, Global HR Director/ D&I Leader | Author for “Inclusion Starts with U”, Schneider Electric
  • Wadah Al Turki, Country Talent Manager KSA and Bahrain, IKEA
  • Lesha Chakraborti, Head of HR – EMEA, Travelex
  • Shaban Butt, Director HR & Administration, The Coca-Cola Company
  • Sajjad Parmar, Head of Rewards – APAC, eBay
  • Katey Howard, VP, Talent Management AMESA, Pepsico
  • Chen Fong Tuan, HR & General Affairs Director, Samsung Electronics
  • Prerna Ajmera, Senior Director, HR Experiences and Solutions, Microsoft
  • Václav Koranda, Vice President Human Resources / Member of the Board of Directors, T-System
  • Amy MacGregor, VP Employee Experience, Global HR, Manulife
  • Adwait Kashalkar, People Analytics and Programme Management Leader, APAC, Mastercard

Click here to view all speakers:

At Wisdom we remain positive that ‘normality’ will soon return and that we will be able to physically meet together once again as speakers, delegates and sponsors at our beautiful venues around the world. But meanwhile, life continues and we need to keep in touch and learn from each other. This 24-hour virtual event will be of great benefit and value to your businesses and its continued development during these challenging times. While this virtual event comes at a lesser cost, it provides for now a wider reach into an international audience, with flexibility of access to content as well as allowing you to have the same opportunity as at a face-to-face session for one-to-one business meetings. We look forward to welcoming you in January.

Date and time: 19-20 January 2021Where: Virtual engaging platform
  Further information and bookings:        Contact:   #WSDM_BI
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