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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:


Stevie Awards Winners’ Articles Series – Eng. Abeer Mahmoud Ramadna



“Continuous Learning, adopting innovation & creativity and teamwork are among the guiding principles of success and excellence in the government sector” Eng. Abeer Mahmoud Ramadna

Winner Name: Eng.  Abeer Mahmoud Ramadna

Winner Title: Director Assistance for Control & Inspection for Economic Activities at Ministry of Industry & Trade in Jordan

Winning categories:

  1. The Gold Stevie Winner in the category “the most innovative Communications Professional of the year “
  2. The Silver Stevie Winner in the category “Innovation in Community Relations or public Services Communications”
  3. The Bronze Stevie Winner in the category “Innovative Management in Government – Organizations with 100 or more employees”
Brief Biography about the Winner:

Abeer Ramadna is the Director assistant of control and inspection unit at the Ministry of Industry, Trade, and Supply (MIT) in Jordan, she has a Master Degree in Industrial Engineering- Engineering Administration / University of Jordan with “excellent degree”. Abeer has 20 years of experience in private and public sectors, and is a focal point for UNIDO at MIT in Jordan. Abeer is a certified Management development Expert from ITC/ Vienna in 2005, a certified Export Consultant to EU from CBI/Netherland in 2007, certified Lead Auditor for Quality Management ISO 9001:2015, a certified Engineer Expert in Quality and Environmental Management systems in 2018 and a certified EFQM Assessor from EFQM in 2019. Eng. Abeer has a wide professional expertise in many fields that allow her to provide consultations to the organizations in various fields including Quality Management, Environmental Management, preparing industrial polices, strategies and plans, Inspection polices, Monitoring & Evaluation systems, implementing the ISO9001, ISO14001 ISO14040s standards, and conducting technical industrial sectors studies.

Eng. Abeer won three Stevie Awards from three different categories after participation in Middle East Stevie Awards in 2020, these are:

  1. Gold Stevie Winner in a category:” The Most Innovative Communications Professional of the Year”. These categories honor the most innovation in communications practice, management, and use of technology.
  2. Silver Stevie Winner in a category: “Award for Innovation in Community Relations or Public Service Communications”. These categories honor innovation in communications practice, management, and use of technology in the public sector.
  3. Bronze Stevie Winner in a category: “Award for Innovative Management in Government “. These categories honor innovation in executive management including the Award for Innovative Management in a number of industry sectors.

Abeer has been published scientific papers in one of the world accredited journals in E-government. Titled “Barriers to E-Government Adoption in Jordanian Organizations from Users’ and Employees’ Perspectives” in 2017, the link is:

and published another scientific paper titled: “SEM approach to determine factors affecting e-government success in Jordan”,  the link is: _to_determine_factors_affecting_e-government_success_in_Jordan

She was selected as a Judge at the Best Jordanian chemical product Award in all three cycles of it during 2015 to 2020, Judge in the 2019 management & entrepreneur Awards categories judging committee Stevie Awards, and Judge at the best industrial engineering project for the Jordanian universities in 2019. She participated in several national and International conferences, meetings and presented papers, as a representative of the MIT / Jordan.

Stevie Award winning Case Study:

  • Developing action plans of inspection development to governmental institutions (Inspectorates) work in fields of health, Environment, labor, safety for economic sectors in Jordan.
  • Supervision of developing Electronic Inspection System for governmental inspectorates.
  •  Conduct many awareness workshops for governmental inspectorates and for private sector institutions.
  • Conduct many workshops and training sessions as A National trainer of trainers in the shaping of future studies.
  • Secretariat of higher committee for Inspection development of Economic Activates that consists from high level management in governmental inspectorates.
  • Abeer is trusted as a competent team leader and confident expert in Quality management & Inspection systems
  • Abeer conducted in 2018 a study titled the Industrial engineering in the government sector in Jordan, current situation and future opportunities and present it in the 2nd International Conference on Industrial Systems & Manufacturing Engineering (ISME’19) Nov, 11-12, 2019 in Amman.
  • Abeer was chosen after a series of selection process as one of the National participants in the Civil Service Development Program in Jordan and attended all phases including the leadership and developing high performance teams at the Royal Military Academy Sandhurst UK during 2019.

Eng. Abeer Mahmoud Ramadna “Continuing to contribute achievements and make positive impacts are goals that are achievable with the presence of strong & positive attitude, self-motivated character & determination.”

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Stevie Awards Winners’ Articles Series – Asiacell



“Winning such an award requires hard work and we encourage other companies to focus on their customers and local communities in order to excel”

Winning Organization: Asiacell

Nomination: Award for Excellence in Innovation in Technology Industries (including Telecom)

Brief about the Organization:

Asiacell is a leading provider of telecommunications and data services in Iraq. As part of international telecommunications company Ooredoo Group, Asiacell was Iraq’s first mobile telecommunications provider to achieve nationwide coverage. Asiacell is also a leading internet provider with its 3.9G data services, offering the best network coverage in all of Iraq since January 2015.

Stevie Award Winning Case Study:

As part of its commitment to expand network coverage in Iraq, Asiacell has continued to support the redevelopment of the country’s infrastructure and economy and the provision of high-quality connectivity solutions. It has enhanced its “Hot Zone” restoration strategy by putting 200 sites on air and connecting over 500 sites to 3G.

Focused on improving the quality of life for communities, Asiacell’s CSR initiatives are focused on key areas, such as health, education and culture. Asiacell has equipped several higher education institutions with computer labs and supported the renovation of schools, with the aim of providing quality education infrastructure. It also partnered with the Chibayish Environmental Tourism Organization to build the first Iraqi Marshlands heritage museum in Ahwar as part of its efforts to revive Iraq’s Marshland, while generating a positive effect on tourism and jobs creation. 

Recognising that its people are its key asset, Asiacell continues to roll out initiatives focused on engaging and empowering employees. It has invested heavily in digital transformation, including digital upskilling for employees, and streamlining of various internal processes in order to nurture a digital-first culture that embraces innovation.

We are so glad to be recognized as a successful and innovative telecommunication company in Iraq with a Stevie Award for “Excellence in Innovation in Technology Industries”. Recognition from the Stevie Awards means a lot to us and motivates Asiacell to continue to serve the community with professionalism. Winning such an award requires hard work and we encourage other companies to focus on their customers and local communities in order to excel.


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Qisaty Project & Developing Talent in Children with Special Needs in Egypt



Edited By: Mahmoud Mansi

Qisaty Project – founded by Mona Lamloum – was launched on 26th December 2019 to support children talents through a series of storytelling, writing and drawing workshops.

The total number of children who participated in the storytelling workshop is 60 including the most talented 20 who were selected to the story writing sessions, 16 children ranging from 6 to 14 years old got their stories selected to be drawn by 19 children with special needs.

The drawing workshops were held in 3 cities in Egypt with cooperation with 2 special needs associations; Nida Society Rehabilitation with both branches in Cairo and Luxor. 14 children, and Ashab El-Erada Association in Alexandria. 5 children.

The children have different disabilities, hearing loss, partial blindness, movement disability, learning difficulty disability, mental disability and increased electricity in the brain.

Of course such an interesting project needs proper preparation and an intellectual plan. Mona Lamloum shared some of the challenges that she and her team have faced during the project:

1-The global pandemic and the sudden lockdown.

2- The fact that most of the children with special needs suffer from many chronic diseases which lowers their immunity, in addition to the huge responsibility that lies on the team while holding the workshop during the pandemic.

3-The fear of the parents of the children with special needs participation at the drawing workshops due to the pandemic and the lack of their immunity. Which was managed to concur with the help of the project partners in drawing workshops. 

Eventually, Qisaty Project was held at exceptional circumstances and according to deadlines set up before the global Corona pandemic. However, the team did their best to get the project done within the lockdown with a quality that is aspired from the beginning, and that was done simply by teamwork, sharing a unified vision, and collaborating to find new solutions.

The result is 16 short stories in addition to 64 drawings by hands of talented children with special needs and with variable disabilities from three cities: Cairo, Alexandria and Luxor. Each drawing tells a different scene from a short story inspired from the children themselves to be published as a grand book that gathers the short stories and the drawings of all the talented young participants.


Qisaty Sponsors:

– Amideast: Hosted the story telling, story writing workshops and the day that gathered the writers and children with special needs mixed day.

– Nahdet Misr Publishing House.

Media Sponsors:

– Marj3 Platform

– HR Revolution Middle East


– Arablit Quarterly

Children with special needs Associations:

– Nida Society Rehabilitation with both branches in Cairo and Luxor.

– Ashab El-Erada Association in Alexandria.

Qisaty Trainers:

– Hanan El-Taher.

– Mona Lamloum.

– Zeinab Mobark.

Designing Storytelling and writing workshop:

-Mona Lamloum

Writing workshops:

– Mona Lamloum

– Yaqoub El-Sharouni

Drawing workshop:

– Under the supervision of Shoikar Khalifa,

 – With the help of respectful team at Nida Association at Cairo and Luxor.

 – Ashab El-Erada Association at Alexandria by Sahar Zaiton with the help of Aliaa Abd-Elsalam.

Team Members:

– Rawan Said

– Ahmed Ismail

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