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Flashback: HR Leaders Conference 2016, Egypt ~ Day 2

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Written By: Mahmoud Mansi

Over 100 HR Professionals from different fields attended the HR Leaders Conference & Expo. There were HR managers from schools, universities, governmental organizations, real estate, banks, factories, NGOs, communication, clothing, medical, oil industry…etc.

“informa” – an organization that works on organizing several annual conferences mainly in Dubai – has collaborate with JOBMASTER Human Capital Solution in Egypt in order to launch the HR Leaders event in Egypt.

The event was empowered by The HR Observer, and media sponsors were Jobzella, bayt, The Employer Magazine, El Borsa, Daily News Egypt, HR Revolution Middle-East Magazine & AHRA.

The organizers have carefully chosen a very unique person to lead the conference, this person was Sandrine Bardot – an international HR consultant, trainer, speaker and a blogger with over 200 published articles.

The first speech was entitled: Translating the Business Plan (The Bottom Line) into the People Plan (The Enabler), and it was led by the Vice President Human Resources Middle East & North Africa, DHLHenry Fares.

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The speaker tackled his ideas through a very innovative approach. He used “ants” and their behavior as a case-study, and linked it to his points.

Henry explained further the “philosophy of ants” and how it is related to organization team work. He said that you should start by having a clear team of which its members agree on the same objectives with achievable standards. Then you should allocate your adequate resources and link them all together with action plans. This is simply the work process that ants follow.

Since some ants have wings, Henry Fares ended his speech by narrating a personal story and a piece of advice that was given to him, “Respect & results are the left and right wings that will make you fly.”

After the first speech there was an “HR Leaders Panel” but this time it was about “Creating the Best Place to Work in your Industry”. The panel consisted of an interesting blend of members: Rania Salah, Mai Abouzahra, Maisa Galal and Nibal El Tantawy. The panel discussed how employees are considered as the customers of HR, and they spoke about the different stages of performance appraisal in Egypt, and some organizations now create their own appraisals on a mobile application because it is more user friendly than computers. The panel also spoke about employee motivation and how employees can be segmented according to their motives. Rania gave examples that sometimes in Vodafone they provide tickets for movies, or allowing parents to bring kids to their work.

The second speech was led by Joe Chalouhi, Senior HR Director Middle East, North Africa, Turkey & Pakistan GE Energy who talked about “Developing Competency Based Human Resources Infrastructure”. He started his speech by pointing out a question: “How do we do HR around the world?” He then explained the different transformations of human resources among different eras. Joe highlighted the importance of HR Business Partners in organizations, and how case-studies proved that this business model is much more effective to the HR and to the employee. He took GE as a major case-study and shared its “partnership model” with the attendees. Joe Chalouhi explained that “It’s normal to feel uncomfortable regarding this model at the beginning” same as any new approach one tries to implement. He summarized this approach in five words: “The new face of HR”.

The third speech would interest a lot of feminists as well, not only business and HR professionals. Maisa Galal – HR Director Egypt and North Africa General Motors discussed “Making the Business Case for Employee Engagement” and the entire scope of her speech was about working women and how General Motors motivates, supports and benefits from their female employees. At first Maisa spoke about the challenges that faced General Motors before and after the revolution.

Nermine Fawzy, Ex-Regional Human Resources & Administration Director – Middle East & Africa Cargill discussed with our attendees: “Maximising the Egyptian ‘Millennials’ Opportunity”.

Nermine focused entirely her talk on the different generations and how can the business world get prepared to the new generation. She stated that millennials travel 7 times more than generation X. They are super ambitious. As an example Nermine spoke about students in schools nowadays how they are in need of continuous recognition, and how a young student can have a wide collection of certificates and awards already. She spoke about how HR people can be ready for attracting the millennials and retaining them. Nermine’s suggestion was to simply “customize solutions for them”.

The delegates were on a lunch break where they socialized and were exposed to new debates on each table inspired by the speakers.
George Sedky, Vice President HR Ghabbour Auto and Mai Abouzahra, Corporate HR Director, Samcrete in a dual presentation talking about: “Understanding the Key Role of Succession Planning in Employee Retention”.

Following the concept of ladies first, Mai started the presentation by talking about “successful succession planning” and about how organizations misunderstand this statement. As Mai clearly stated, “Companies spend money on training programs for their employees to have them certified, while they forget about the job rotations, coaching the even providing feedbacks.”

On the other hand, George spoke about succession planning from another point of view. He said, “Know who are the key people in your organization, then ask yourself, what would happen if they disappear?” He then explained, what if HR has a very good retention plan yet these key persons disappeared, is there a backup plan?

Sushma Ceasar – Senior Manager, Corporate Learning & Development, Emaar Hospitality Group talked about: “Learning at the Speed of Creative Business Solutions”.

Sushma’s charisma was very dominant in her speech as it appeared on the faces of the delegates. She compared between work in the past and the present, and the different training methods that either lead to failure or success. She shared a study that shows how people learn: 70% experience, 20% informal learning or coaching and 10% in class. The mistake that organizations fall into is that they only focus their efforts and budget on the 10%, Sushma stated. Therefore she spoke more about learning by doing, and how to make an IDP “Individual Development Plan”. She also encouraged the idea of making a “workshops that talks about a skill that you developed in the previous year”. These continuous workshops will secure the knowledge of the employees.

The last speech was led by Perihan El Gohary, Head of Learning and Development QNB Al Ahli. Usually banks are stereotyped that it is a noncreative work environment and so on. Perihan’s inspiring speech proved otherwise. She discussed: “Talent Management – From A to Z”.

One of her interesting sayings were, “Leadership does not develop in a closed room.” Empowering the idea of learning Perihan also spoke about the role of HR into developing the CEO. She spoke about “the future CEO” as people always talk about the future of HR and forget about the rest of the shareholders and decision makers. She also spoke about the CEOs that only care about results and numbers, adding her last remark, “Talent & Routine don’t Mix.”

Hassan Ragab Ismail one of the HR Leaders Delegates – Head of HRIS Department in The Arab Academy for Science, Technology and Maritime Transport & an MBA HR Lecturer / Member at AHRA / Rotaract Alexandria Cosmopolitan, shared his view about the conference that he found “a huge diversity of managerial backgrounds from local and international organizations passionate to share their own thoughts and experiences with the whole participants.” Further more Hassan explained, “I was really inspired by the session held by the local water company about her experience of implementing a performance management system rather than the traditional performance appraisal form. Also as for my IT background I was very interested with the virtual reality implementations for training programs that was presented by KLM.”

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Stevie Awards Winners’ Articles Series – Boehringer Ingelheim

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“We are powered by people, we share a common purpose that drives everything we do, we serve mankind by improving the health of humans and animals, we believe in building a healthier future for millions of patients and bring innovative solutions with future thinking” Boehringer Ingelheim

Winner Name: Bariş Torun & Ufuk Balcı

Winner Title: Barış Torun-National Sales Manager & Ufuk Balcı-Digital Engagement Manager

Winning Organization: Boehringer Ingelheim

Nomination: The Grand Stevie for Organization of the Year.  The pharmaceutical giant’s six Gold, two Silver, and one Bronze Stevie wins are tops in the 2020 competition

Boehringer Ingelheim’s vision can summed up in a few words; Value through Innovation. We’ve adopted this approach to ensure that we can take care of our people, patients and partners, now and in the future. The overarching objective is to build sustainable, all-round growth that benefits everybody. In order to achieve this goal, we continually develop new, effective treatments alongside our established products and encourage our people to move forward. And while we do this, we treat everyone with care and provide a sense of responsibility. Together, we’re dedicated to improving human and animal health.

Brief Biography about the Winner:

International experience on marketing and digital transformation of customer engagement. Launched award-winning websites, mobileapps and omni-channel projects with patient and customer focus in pharmaceutical industry. Explores opportunities for integrating innovation and digital technologies into healthcare marketing &commercial side.

Stevie Award Winning Case Study:

AcTFast Mobile App – Saving Lives of People Having Stroke

Every 30 minutes a stroke patient who could have been saved, dies or is permanently disabled, because he was treated in the wrong hospital. Stroke patients have only 4.5 hours to reach thrombolytic treatment! Basically, an ambulance will dispatch their patients to the nearest health centre, but the necessary stroke treatment can only be administered at specialized stroke centres. This leads to the loss of treatment time, which is already very limited. Furthermore, delays in diagnosing these patients during pre-hospital or in the hospital can lead to risking patients’ life.

The ‘AcTFast’ Application was developed to address this type of issues exactly. With AcTFast, ambulance staff (paramedic) will be able to identify the stroke patient, take the patient to the right treatment centre without any delay and inform the stroke team with pre-notifications. With this tool both the pre-hospital phase and the in-hospital phase time will be minimized. The potential use and benefits of this application to address the need for speed when treating stroke patients was presented to all stakeholders, such as stroke societies and  the Ministry of Health. As a result, the Turkey Ministry of Health decided to install this app in all ambulances in Turkey. AcTFast is currently available on Apple Store.

The use of this app is mandatory for the 8,000+ ambulance staff and 30.000+ Ministry of Health employees, who will be trained on stroke management via this app. With this application, the biggest problem in the treatment of stroke will be solved by ensuring that the patients in the whole country are transported to the right centre within the right time frame, to ensure they benefit from the required treatment. The European Cardiology Society selected AcTFast as one of the 10 most creative projects in the world and upon their invitation, AcTFast has been presented at ESC 2019 congress in Paris this year.

Digital Transformation in Customer Engagement | Boehringer Ingelheim Turkey

  • Boehringer Ingelheim’s ambition is to establish a customer engagement model, which sets the industry benchmark.
  • In Turkey, big international Pharma companies have been doing multi-channel activities with a big volume in the last 4-5 years.  Since technology advancement is no longer marked by linear progression but by an exponential rate of change, it was harder to catch our competitors with unstructured activities and programs, while putting the customer at the heart of everything we do.

Integrated Customer Engagement Roadmap

  • At the beginning of 2019, Boehringer Ingelheim Turkey took a further step towards achieving this goal: Customer Engagement Implementation Roadmap including new channel deployment, content excellence, data analytics and change management. It centres on exceeding the customers’ expectations.

New Digital Platforms [# customer service, product design & development]

  • Boehringerone.com/TR – HCP (Health Care Professional / Medical Doctor) website including key info about our products and HCP education on related fields ( Website is only for HCP’s with restricted login)
  • Automated Email Platform – Head Office e-mail platform
  • Veeva Approved Emails – From sales representative to doctors email channel
  • According to market research results, HCPs trust pharma activities and resources when there is a collaboration with independent HCP associations. With this insight, KOL webinars organized with the biggest HCP associations in related areas. To promote those activities, 3rd party channels have been utilized in addition to owned channels:
  • Live Broadcasting Platform
  • Facebook – Event promotion posts on HCP association Facebook Pages
  • 3rd Party SMS and Email – Event promotion from HCP associations to their HCP database
  • To deliver exceptional Customer Experience with the optimal mix of​ Content, Services and Solutions, all of the channels mentioned above should have created consistent customer experience (omni-channel); rather than independent one-off touchpoints (multi-channel).

Leveraging Data & Insights

  • To leverage Data and Insights to continuously enhance our Customer Engagement Model, targeted e-mails sent to different HCPs according to their previous open / non-open status. It enabled us to give our customers more meaningful messages.
  • In parallel to above point, brand teams put themselves into customers’ shoes, all Approved email subject titles and designs were updated to meet customer expectations and mobile UI / UX trends.
  • To measure the success of the campaigns, first ever Analytics Tracker developed. Which shows our Customer Engagement per channel per brand per customer.

Change Management [# employee development]

  • Internal trainings were organized to both Field Force, Marketing and Medical teams.
  • Field Force Training on how to coordinate the engagement with the HCPs, while integrating new marketing channels around F2F and website.
  • Digital Marketing Fundamentals Training to marketers and medical colleagues to give basic understanding of content creation dynamicsdigital terminology and creating sustainable experiences to our customers.
  • To create awareness on these projects, internal newsletters were published to all colleagues in Turkey.

Impact on Human Health [# corporate social responsibility]

  • Increasing the quality of interactions with HCPs helps us to deliver right treatment to right patients. In addition to branded activities and content, we created the first ever non-branded HCP email newsletter.
  • Respiratory newsletter included useful content to be more patient focused via educating HCPs on soft skills.
  • For brands without any sales rep support, digital-only promotion plans executed throughout the year.

Impact on Business (Outcomes)

  • More than 25% increase in the digital channel activities.
  • Market leadership in two major therapeutic areas for launch brands.
  • 5,000+ unique HCPs visited our login-required website in 8 months, which makes more than 75% of our total universe. According to IPSOS market research, Boehringerone.com/tr website reached higher coverage than our main competitors did in 8 months of launch.
  • Avg. email open rate has tripled industry benchmarks. (40%+)

We are powered by people, we share a common purpose that drives everything we do, we serve mankind by improving the health of humans and animals, we believe in building a healthier future for millions of patients and bring innovative solutions with future thinking. We believe that, if we have talented and ambitious people who are passionate about innovation and bring move value to the healthcare community, there’s no limit to what we can achieve. .

Boehringer Ingelheim is a global family owned business with more than 50,000 employees in 103 countries, Boehringer Ingelheim is one of the world’s top 20 pharmaceutical companies, we act in the spirit of a global family that holds together and cares for one another – but also inspires and motivates each other.

THANK YOU

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

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“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:

https://www.igi-global.com/article/barriers-to-e-government-adoption-in-jordanian-organizations-from-users-and-employees-perspectives/181280

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

https://www.researchgate.net/publication/333488499_SEM_approach _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.

https://www.facebook.com/abeer.ramadna

http://linkedin.com/in/abeer-ramadna-msc-ie-pe-cbi-em-itc-mde-66928170

https://stevieawards.com/ar/mena/eng-abeer-ramadna-2

http://jordanembassyus.org/news/jordanian-engineer-wins-three-middle-east-stevie-awards?fbclid=IwAR2iBj4P8uHERE_Q2Yf-hatk2yJ-bGeq1g8MaYPIz_HJ42HqUyA6UCPehdM

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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Articles

Stevie Awards Winners’ Articles Series – Asiacell

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“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.

THANK YOU

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