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Insights, HR professionals and Management can learn, from Covid19 crisis.

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Written By: Mai Mohamed Moussa

Edited & Published by: Mariham Magdy

          Since we are in a very critical time now, the Egyptian authorities imposed strict rules in order to control the spread of the coronavirus; which has led many companies to encourage working from home.

This offers an opportunity for many companies to finally build a culture that allows long-overdue work flexibility. So what if we took these circumstances as a sign, or a chance to change some work procedures and embed new strategies as employees need some freedom, and this could drive us to the familiar concept which is having a work-life balance, though many companies still ignore its importance and as a result our employees suffer from what is called work- family conflict.

Work- family conflict is an issue that needs a great attention, there should be policies and procedures to be established by organizations with the goal to empower employees to efficiently do their jobs and also provide flexibility to handle their personal issues and concerns.

It is really crucial for HR professionals and management to apply work-life balance strategies through avoiding letting any negative effects of work impact their personal lives.

 Research has revealed that employees who believe they do not have time for their personal life feel drained and distracted while they are at work since they don’t have time to enjoy, relax and recharge, they aren’t available for friends and family members.

Moreover, the spread of negative aspects of work into an employee’s personal life can lead to job exhaustion, disruption of relationships with family and friends, and increased stress that can lead to both mental and physical illness.

 WORK-LIFE BALANCE as a definition means getting work into balance towards living life to its fullest. Its main aim is to help create a better balance between the demands of a specific job and the healthy management and enjoyment of life outside work. Thus it doesn’t mean that you devote half of your life working and half of it playing; instead, it means balancing both in order to achieve synchronization in all physical, emotional, and spiritual health.

Most companies care about their employees’ health and safety from the physical perspective; like conducting safety trainings; fire safety, emergency procedures, first aid, or accident reporting procedure,  ignoring their psychological and mental health. That is why it is important to create work place policies that assist employees in mingling both personal and work responsibilities. Work-life balance as a strategy aims to generate more supportive and healthy work environments, which allows employees to have that balance between work and personal duties and thus increase productivity and strengthen employee loyalty.

There are some management practices which organizations must apply in order to improve their employees’ well-being.

  • Fair Allocation of Tasks:

Workload should be divided fairly among team members, as it is tempting for some managers to give their devoted employees more work than others or to ease other employees who are struggling in their tasks or may be slower in delivering the assigned job, which will let them stay after working hours to finish their tasks.

However, managers should be aware that there are some great risks involved in not allocating the workload in an equitable way. If you overwork your high performers you will lose them, as they will start to hate the fact that they’re doing more, and will start doing comparisons with other co-workers; which will affect his/her relationships negatively with those colleagues. This eventually will create an aggressive competitive culture inside the team, that is completely far from the healthy or the accepted one. They will feel overly stressed and that will also affect relationships with family. In addition, the employee will not have enough time for self-care or any development.

  • Working from Home:

 The increase in the advancement of technology has created flexibility and more freedom for employees to carry on their jobs at home; not necessarily office based as now with cloud-based software, internet, mobile technology and the idea of ‘always-on’ access to the workplace have replaced the need for being at office every day.

This approach encourages Flexible time scheduling, as you are in control of how you manage your time, prioritize tasks, and take breaks at any time.

Proximity to family is supposed to be one of the benefits of working from home, which will accordingly increase their satisfaction. In addition, the autonomy, empowerment and trust given by managers, will help create more sense of commitment and will make employees feel more motivated, thus bringing about the best in them.

  • Employee Counseling and Wellness services:

Counseling is a thoughtful and candid discussion of personal problems experienced by the employee. It is considered an HRD activity thus serves the same goal as any HRD activity; to ensure that each employee is a positive contributor to organizations effectiveness.

It includes designing, delivering and evaluating set of programs like employee assistance programs and stress management programs. These programs operate within organizations for the purpose of identifying troubled employees, addressing their personal issues and motivating them.  This approach will prove its success if implemented in a cost effective manner and also if the confidentiality of employees is maintained thoroughly by creating strict policies for keeping the content of each employee safeguarded.

       From the above it seems to be a win -win situation as the concept of Work-life Balance has been viewed as crucial to both organizations and people, and it has been found to greatly contribute in productivity improvement and efficiency of employees which in turn impacts the performance of organizations in a positive manner.

Articles

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

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Journalism: Mariham Magdy

“Choosing ICS Learn has been one of the best decisions I have ever made!

I personally struggled for nearly two years trying to kickstart a career in HR and as we all know, HR is one tough industry to crack. “After choosing ICS Learn, I had a number of recruiters contacting me for HR roles and I couldn’t believe it! The level of attraction I received once putting the words ‘Studying towards CIPD’ on my CV was immense.

“I finally managed to gain an HR Administrator role in one of the best companies and couldn’t have been more pleased with being offered such a fantastic opportunity.”

Anika Parmar, CIPD LEVEL 3 & LEVEL 7 STUDENT
HTTPS://WWW.ICSLEARN.CO.UK/BLOG/POSTS/2017/JANUARY/ICS-REAL-STORIES-MEET-ANIKA/

” Other course providers did not offer upfront information about how support would be given and by whom. ICS Learn proudly promotes the tutors and high levels of expertise. This gave me confidence that I would be in good hands.
Just one month after enrolling with ICS Learn for my CIPD course, I landed my first HR role and am over the moon!”

Nikki Long, CIPD Level 3 Student
https://www.icslearn.co.uk/blog/posts/2019/november/ics-real-stories-nikki-cipd-level-3-review/

“I really wanted to break into HR/Learning and Development roles, but the jobs I was applying for required a CIPD qualification, so I then took the leap and started with ICS Learn. “From not being able to get an interview for roles I started getting offers as soon as I mentioned CIPD on my CV.”

Nin Sandhu, CIPD Level 3 Student
https://www.icslearn.co.uk/blog/posts/2019/august/ics-real-stories-nin-online-cipd-level-3-review/

“As a recent student of ICS Learn, I have completed my Level 5 Diploma. Prior to starting the course, I didn’t work in an HR role, so after shopping around and a lot of Google searching, I got into contact with a student advisor at ICS Learn.

The gentleman I spoke to was very endearing and friendly, as I didn’t work in an HR role and had no HR qualifications I was looking to start the CIPD Level 3 qualification, however, the advisor suggested I started with Level 5 as I had a university degree. “This was possibly the best choice I made as it has helped me become more recognised academically and I was able to get my first HR role in Alstom within 2 months of starting my course.”

Rukhsaar Hussain, CIPD Level 5 Student
https://www.icslearn.co.uk/blog/posts/2021/april/cipd-student-stories-rukhsaar-hussain-cipd-level-5-review/

“I have been able to use my studies in making decisions at work and able to relate the practical way of my work to my academic studies. “The tutors on my modules are friendly and approachable which has made me feel very supported throughout the course.”

Bernadette Aquino, CIPD Level 7 Student
https://www.icslearn.co.uk/blog/posts/2019/october/ics-real-stories-bernadette-cipd-level-7-review/

“Since I decided to enroll onto a CIPD Level 5 qualification with ICS Learn in April last year, it has already had a tremendously positive impact on my change in career direction.

After careful comparison with other learning platforms, ICS Learn stood out to me as the best one available, as I knew people who had done this course and were able to gain successful entry into HR, either like myself during studying, or very quickly after completion. 

They had good testimonies from students and offered an excellent flexible payment programme which made it accessible.

ICS Learn also offers good study support, from your own tutor, or even from fellow students!

Even though I’m still working towards my qualification, it has 100% helped me secure my future as an HR professional.”

Taj Chelvaiyah, CIPD Level 5 Student
https://www.icslearn.co.uk/blog/posts/2021/february/cipd-student-stories-taj-chelvaiyah-cipd-level-5-review/





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Articles

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

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Written by: Mariham Magdy

When deciding to take a step forward for their international certification, many HR professionals hesitate between choosing the right credential that suits their professional experience and practice; whether the PHRi™ or the SPHRi™?

In this article, we will provide a comprehensive comparison between the two credentials, to help you decide which certification is right for you.

First, we will highlight the eligibility requirements for both:

Let’s elaborate more about what is meant exactly by a “professional-level experience in an HR position”?

HRCI defines a “professional-level” HR position as one that includes:

  • The ability to use independent judgment and discretion in performing work duties.
  • A level of specialized knowledge in the HR field with some authority for decision-making.
  • In-depth work requirements, such as data gathering, analysis, and interpretation.
  • Interaction with a broad range of individuals, including key personnel.
  • Individual accountability for results.

The Exam Content Outline for both certifications.

While the PHRi builds a professional mindset for the HR professionals on how to manage soundly the different HR functions, standardizing the steps they need to follow for the successful implementation of various HR processes; the SPHRi enhances the strategic aspect of HR Management Practices.

In other words, both certifications curriculum complements each other, and it depends on where you are on your professional career ladder to decide whether you are lacking the knowledge on how to professionally manage certain HR functions or are you ready to expand your strategic views and practices in the HR field?

The Certification Renewal:

  • You must earn 1 ethics credit during your three-year certification cycle.
  • This is a part, not in addition to your 60 required recertification credits.

I believe that the “Recertification” condition mandated by the HRCI increases the value of the certification itself since it ensures the continuous learning of the certified professionals.

One of the valuable slogans of the HRCI Certifications, is that it is “Earned not Given”, and thus the eligibility and merit of earning, must be continuously evaluated and confirmed.

Recertification is one of the many reasons that HRCI certifications are the most recognized and trusted by HR professionals and the organizations they serve. And now, recertification credits are easier than ever for you to access and earn.

And now let us know more about the Exam Format & Length:

The Exam Questions are either multiple choice, fill-in-the-blank, drag and drop, or scenarios.

The scenario questions present typical HR situations, followed by a series of exam items based on the scenario. These scenarios require you to integrate facts from different subject areas.

The HRCI website provides extremely useful bundles for the exam preparation material along with trial tests to assist you to get familiar with the certification exam questions and exercise them widely prior the exam itself.

In addition, the HRCI offers a “Second Chance Insurance” which is a pre-paid and non-refundable fee allowing you to take the exam for a second time in case of failing your first time.

Whether being certified as PHRi or SPHRi, the certification has three main advantages for you:

  • Requires specific work experience, competency, and education.
  • Requires recertification, which makes sure that you stay current in the HR profession through continuing education.
  • Allows you to put the letters after your name.

Through the HRCI valuable certifications, you get connected to an exclusive network of motivated HR professionals around the globe – Nearly 145,000 certified HR thought leaders working in more than 100 countries and territories.

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Articles

Emotional Intelligence and Business Excellence

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Written By: Dr. Maha Magdy

Many of us as soon as they hear about ” Emotional Intelligence” think that it’s only related to love and relations with your partner, but have you ever related it to your business? How would it help you achieve your goals? Increase your income? Enrich your resources?

In business world, we usually care for IQ of candidates and consider it one of the main aspects to use for the performance evaluation of employees, ignoring their EQ which is proved to be the strongest predictor of positive performance and long-term success according to recent studies.

Let us first identify what is meant by EQ to be able to discover how foundational it is for a thriving workplace.

EQ or Emotional Intelligence is the ability to be aware of your emotions, moods & motives and to redirect them and manage your behaviors.

In other words, emotions are energy, and “Emotional Intelligence” is the ability to use or direct this energy to push you towards achieving your goals, which means you need first to identify your emotions then deal with them wisely.  

If you aim to be a unique leader you must know that rising your EQ enables you to influence other’s emotions and interact with them successfully and even direct their reactions!

This is not a bare claim, but a scientific truth that I am going to explain now.

Scientifically, EQ is the ability of your brain to build strong neural connections between: “the limbic system” (center for emotions in your brain) and “the prefrontal cortex ” (the rationale thinking center), the more neural connections your brain build, the more emotionally intelligent you become.  The good news is that you can train your brain to build these neural connections through emotional intelligence coaching techniques.

Emotional Intelligence, as I mentioned before, is mainly about emotional awareness, which is the ability to recognize your feeling, understand your habitual responses to events and realize how your emotions affect your behaviors and performance which is critical to your business.

Emotional Intelligence also enables you to acquire the ability to manage your emotions, stay focused and think clearly even when experiencing powerful emotions, which is crucial for your productivity, and would be reflected on your decisions, motivation, and relationships with others.

Emotional Intelligence coaching techniques will help you discover your limiting thoughts and beliefs and reframe them to unleash your potential and achieve the goals you though before to be unachievable, simply you would be able to choose how to react and whom to be.

One of the most important skills you acquire through emotional intelligence is the ability to master your personal power, the secret to become limitless through realizing your real capabilities and use them to put yourself where you deserve to be.

In these quick changes and surprising events, we face every day, emotional intelligence allows you to cope with stresses in a healthy way and minimize your negative thinking, this will protect both your physical and mental health and would reflect on your business.

Enhancing your EQ promotes you to build better relationships which reflects directly and indirectly on your business whether you are in a managerial position or an employee.

From all that we have mentioned above, we can realize how emotional intelligence would benefit your business through greater performance and productivity, greater income, improving personal skills, improving leadership skills, and acquiring a more healthy and stable work environment especially that it could be developed through training.

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