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Interviews

Interview with Asmaa Kamel – Professional Career Coach

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Interviewer: Mariham Magdy

ABOUT THE
INTERVIEWEE

Asmaa has been working in the coaching field since 2016 with more than 150+ coaching hours successfully completed [Accreditation from International coaching federation in Life, Relationship and career coaching, Certified in Psychology principles from oxford University UK, Certified Cognitive behavior coach from the Integrative Wellness Coaching Association, received Training in  advanced Cognitive behavior Therapy from Oxford Cognitive Therapy Centre]

THE INTERVIEW

1- HR Revolution Middle East: “Asmaa, can you kindly share with us to what extent do you believe that today’s HR professionals shall consider psychology to provide a perfect management for the HR function in organizations?

Asmaa Kamel: The awareness introduced now a days to all the internet users from the online platforms and social media, added a considerable highlight on the importance of our mental health as individuals, and the direct connection between our psychological wellbeing and our overall life quality, hence a lot of employees started re-evaluating their current career status quo, and how much their work environment affects their core mental health in a positive or negative way.

And since the strength of any organization depends on the human resources as their main asset for success, maintaining and attracting the high calibres remains one of the biggest challenges the HR function face, so by understanding the recent change in people’s mindset and priorities, providing an understanding environment for the employees became an essential strength tool for organisations growth and sustainability.

2- HR Revolution Middle East: How can the HRM as a discipline benefit from Neuroscience?

Asmaa Kamel: Recently most Organizations directs big sum of their budget to the Learning and development of their employees, investing in their technical and soft skills growth, knowing and understanding the importance of such investment and its ROI on their business success. Investing in programs developed on Neuroscience bases on how to understand and motivate employees have a deeper impact on real grounded changes in their mindset, giving them platform for self-development that is sustainable, and not just another training that fades in a couple of days.

3- HR Revolution Middle East: “Asmaa, I was so much interested when I heard you talking about the necessity of considering organizing our work-places in a way to comfortably accommodate our employees with different personality typology. What piece of advice would you give to HR professionals and business leaders in this regard? To what extent do you believe we might hinder the potentiality of our people when we ignore such adjustments?

Asmaa Kamel: One of the very main points of pain many employees face is considering them all as one type only, and based on it expecting that having one workplace and learning solutions will be fit for all the calibres the organization have.

Employees performance aligns with their capacity to finish and focus on their tasks to provide the best results aligned with the org goals and KPI’S, but our capacity to work with full potential is directly linked with our energy. This energy is defined by our personality type and character, for example there are Introverts and extroverts, recent researches like Scott Barry Kaufman psychologist at Barnard College, Columbia University and the scientific director of the imagination institute, explains that  Introverts have different brain wiring,  were they respond to neurotransmitter dopamine differently “ dopamine is chemical released in brain to provide  motivation to seek external reward, like earning money, getting promoted etc., when dopamine floods in the brain both introverts and extroverts become more talkative, alert to their surroundings, but both respond differently to the amount of it, were Introverts have more sensitivity for it, were too much stimulation can drain their energy, so they would need some quite time to recharge, while extroverts need much dopamine to remain energized, so they will need to keep their social interaction active to keep their energy.

Unfortunately many of the workplaces ignore this fact of people being different, and focus on having one description for successful employees for example , that they have to be talkative, upfront all the time, while there can be excellent calibres that just can’t cope with this criteria out of being biologically different, which may lead to frustration or demotivation, also the work place itself is designed on an open space policy which can be distracting for many of the employees, and keep them from exceeding and can be draining for their energy which can be better used to innovate at work instead.

Awareness of these differences can enhance the communication between managers and their teams to know how to bring the best in each of them, and avoid many unnecessary conflicts that affects the day-to-day operations.

In addition, Managers and leaders will know better how to succeed in dealing with pressure and stress without burnout, respecting own authentic nature, wellbeing and long term healthy mental state and optimum productivity for oneself and team.

So maybe Organizations should reconsider their workplaces designs and performance evaluation criteria, maybe just by making few changes in the environment. There are hidden potentials inside thousands of employees, whom can be game changers inside organizations, just waiting for the right communication channels and motivation strategy to shine.

4- HR Revolution Middle East: Throughout your experience Asmaa, how often do you see organizations missing the right way to unblock the potentiality of their people due to ignoring the psychological part? What are the typical consequences of it?

Asmaa Kamel: I just went through an article published in Harvard Business review, based on thousands of leaders and managers in the course of doing consulting and coaching at large organizations during the past five years, and I will quote them below:

“To effectively reenergize their workforces, organizations need to shift their emphasis from getting more out of people to investing more in them, so they are motivated—and able—to bring more of themselves to work every day. To recharge themselves, individuals need to recognize the costs of energy-depleting behaviours and then take responsibility for changing them, regardless of the circumstances they’re facing.”

The future directed towards the importance of having a mentally well-maintained workforce. Organizations who resist or fail to shift their mindset towards the same direction might jeopardize sustaining their best calibres especially that big organizations and many startups started to shed light on the importance of respecting their teams’ wellbeing and prioritizing it as one of their main growth factors.

5- HR Revolution Middle East: What new psychological perspective would you share with us to consider in managing employees’ performance nowadays? 

Asmaa Kamel: Modern leadership have taken a different shape, You don’t need to hire people  telling your employees  what they should do, you hire calibers or managers that could help them find their own voices, strengths, empowering them to take the lead and ditch the victim mindset, then they will know what to do , respecting their diversity , needs and values! There is never one size fits all solutions.

Once we have the awareness, learn how to take control and eliminate the negative distortions we become autonomous!

Most large organizations invest in developing employees’ skills, knowledge, and competence. Very few help build and sustain their capacity—their energy—that is typically taken for granted. In fact, greater capacity makes it possible to get more done in less time at a higher level of engagement and with more sustainability.

6- HR Revolution Middle East: In today’s VUCA world, how can we succeed in dealing with pressure and stress without burnout?

Asmaa Kamel: Prioritize, create healthy work habits, take frequent breaks, and always communicate with your team and management to make sure that all are aligned.

Always invest in yourself and growth and most importantly be kind to yourself, Know when to say no when you are overwhelmed.

And of course coaching currently is a great tool that help in identifying the right needs customized per each person, getting them on the right track to have the enough resilience and mental strength to face challenges.

7- HR Revolution Middle East: “If there is a chaos in your mind then all your life details will follow with similar one!” Finally, how can we overcome the chaos in our minds Asmaa?

Asmaa Kamel:

1-The first main key is to understand ourselves, our values, our strengths points, and try to be kind to ourselves towards those things we see as challenging within us and the environment around us,

2-Get rid of distortions, limiting believes, negative talk, unneeded obligations,

3- Do a clear plan and breakdown with daily actions,

4- Create new behaviours and patterns,

If you became hostage of your mood, you will never grow or achieve.

Finally, do not be vacuumed by fast pace of life! Cut technology down – I know it’s tempting to get distracted and give your very loud mind a distraction by checking other’s stories as a temp relief- but it’s actually adding up on your anxiety, you are piling up incidents (mostly negative) they are giving you unconsciously hard time, resulting in huge noise inside our brains.

THANK YOU

Civil Work

مقابلة صحفية مع إيناس عبدالقادر – مهندسة نسيج ومتحدثة في مؤتمر تيدكس وادمدني بالسودان

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صحافة: محمود منسي

ثورة الموارد البشرية: إيناس لديك العديد من الخبرات في مجالات مختلفة، هل يمكن أن تعطينا نبذة عن نفسك وأعمالك؟

مهندسة نسيج حاصلة على درجة الماجستير في هندسة النسيج (إعادة تدوير مخلفات النسيج)، من جامعة الجزيرة بالسودان.. عملي مستقل كموظفة ذاتية في مجال التصميم والبحث العلمي.. بالإضافة إلى أنني أعمل في قسم التسويق في مصنع لأكياس القماش غير المنسوجة.. وقد أصبحت القضايا البيئية جزءًا من شغفي نتيجة لذلك قمت بتأسيس شركة ريتيكس التي تعمل في إعادة تدوير مخلفات الملابس، حيث أثر فيروس كوفيد على العالم كله.

وأنشأنا مبادرة

(SudaHope)

و كانت نتيجة لتغيير جزء من خط الإنتاج لدينا إلى إنتاج أقنعة الوجه… وبالمزيد من التفكير في ريادة الأعمال كأداة يمكن أن تساعد الناس في تحسين حياتهم ، شاركت في تأسيس مبادرة

 (Business Master)

 لمساعدة أصحاب (الأعمال الصغيرة).. حظيت بالتحدث على منصة تيدكس ودمدني في 2019.. أعتقد أن أي شخص في هذا العالم يمكن أن يوفر تأثيرًا اجتماعيًا أو بيئيًا وأنا أفعل ما بوسعي للمساعدة في نجاح المبادرات المذكورة أعلاه.

ثورة الموارد البشرية: كيف يؤثر عملك على المجتمع والبيئة؟

أنا اعمل في مجال إعادة التدوير لمخلفات المنسوجات والأقمشة، ولهذا المجال العديد من الآثار على البيئة والمجتمع حيث نعمل علي خلق فرص عمل جديدة وتحسين مستوى الاقتصاد المحلي. ونظراً لمشاركتي في عدد من برامج تنمية وتطوير المجتمع أهمها (برنامج القيادات الشابة من الأمم المتحدة وعدد من برامج ريادة الأعمال من المجلس الثقافي البريطاني)، فأنا الآن اعمل على نقل هذه الخبرات التي اكتسبتها من تلك البرامج إلي عدد كبير من الشباب والعمل على تطوير مهاراتهم ليكونوا جيلاً مهتماً بريادة الأعمال ومشاريع تنمية البلاد.

ثورة الموارد البشرية: من خلال خبرتك ومن منظورك الشخصي ما هي التحديات التي تواجه بيئة العمل بالسودان؟ ما هي مقترحاتك للتعامل مع تلك التحديات؟

إن من خلال تعاملي مع عدد من المؤسسات الحكومية والخاصة في السودان لاحظت أن معظم المشاكل التي تواجه هذه المؤسسات هي عدم الاختيار السليم للموظفين بمعنى عدم وجود الشخص المناسب في المكان المناسب، ويرجع ذلك إلى عدد من الأسباب أهمها الوساطة والمحسوبية وعدم وجود تعريفات محدده للوظائف، كما أن من التحديات التي تواجه مكان العمل عدم احترام الوقت في بعض الأحيان وعدم وجود توافق بين الموظفين في المكان الواحد.

يمكن التغلب على هذه التحديات بتوظيف الأشخاص حسب تخصصاتهم وخبراتهم في المجال المعين، وكذلك التوعية بالحفاظ على الوقت وزيادة الوعي بأهمية روح الفريق الواحد ونتائجها على العمل.

ثورة الموارد البشرية: كنتي من ضمن المتحدثات بمؤتمر تيدكس وادمدني بالسودان، ماذا كان محور موضوعك؟

في عام 2019 كنت أحد المتحدثات في مؤتمر تيدكس ودمدني، وقد كان أحد أهم أهدافي أن اصعد على مسرح تيدكس ودمدني وأشارك الجميع موضوعاً يعتبر من أهم المواضيع في السودان ولكن لا يتم التطرق إليه إلا وهو موضوع نفايات؛ الأقمشة والمنسوجات وأهمية إعادة تدويرها، تكمن أهمية هذا الموضوع في انه يؤثر بصورة مباشرة على الإنسان والمجتمع ككل والبيئة المحيطة.

وعندما يتم إعادة تدوير هذه المخلفات والاستفادة منها فإنها تنتج لنا بيئة نظيفة وصحية خالية من النفايات كما أن هذا المجال يوفر عدد كبير من فرص العمل للشباب، كما أن مثل هذه المشاريع تدعم الاقتصادي المحلي للدولة.

ثورة الموارد البشرية: ما هي النشاطات الأكثر شغفاً لكي؟

من أهم النشاطات التي أحب القيام بها هي مساعدة الآخرين في تطوير أنفسهم وتحفيزهم على ذلك سواء كان ذلك عن طريق المساعدة بالتدريب أو التوجيه والإرشاد أو التوعية أو حتى عن طريق منحهم الطاقة الإيجابية التي تمنحهم ثقة في أنفسهم.

ثورة الموارد البشرية: من وجهة نظرك الشخصية ما الذي يجعل منصة تيدكس مميزة؟

تيدكس من أهم المنصات العالمية التي يجب على الجميع أن يكونوا على دراية كاملة بها لما تقدمه من محتوى يفيد الجميع في حياتهم، خاصة أنها لا تنحصر في مجال معين بل إنها تشمل العلم والتكنولوجيا والإبداع والترفيه والكثير الكثير من المجالات التي تهم الناس وتجعل حياتهم أفضل، أنا أرى أن تيدكس هي منصة التعليم الإلكتروني الأولى في العالم.

ثورة الموارد البشرية: هل يمكن أن تقصي علينا تجربة أو موقف قد مررتي به وتعلمتي منه درساً في الحياة؟

في حياتنا اليومية نقابل عدد من الأشخاص ونخوض العديد من التجارب وبالنتيجة يؤثر كل ذلك علينا ويغير طباعنا وطريقة تفكيرنا وحكمنا على الأشياء والأشخاص، ومن أعظم التجارب التي مررت بها هي تجربة مشاركتي في مؤتمر تيدكس ودمدني حيث أنني كنت من الأشخاص الذين تنتابهم الرهبة والخوف من الجمهور ولكن وبعد الصعود على المسرح وبمرور أول دقائق شعرت بتقبل الجمهور لي واستماعهم لي بعناية كبيرة ومن بعد تلك التجربة أصبحت أكثر ثقة في نفسي وزادت مقدرتي على مواجهة الجمهور وبدأت بتدريب وتحفيز العديد من الأشخاص في عدد من المجالات وأهم ما انصح به دائماً أن يواجهه الإنسان مخاوفه ويتحدي نفسه وعندها سيندهش بالنتيجة.

ثورة الموارد البشرية: ربما مفهوم “القيادة” يختلف من عصر إلا آخر بل أحياناً يختلف من شخص إلى آخر، ما هو مفهومك الشخصي للقيادة؟

إن نجاح مفهوم القيادة في الوضع الحالي يتعلق بصورة مباشرة بطريقة تفكير الأشخاص، والطريقة التي يشعرون بها، وتصرفهم بطريقة مسؤولة. فهي أكثر من كونها كاريزما أو شيء يمكن تعلمه بثلاث خطوات سهلة أو من خلال أحد البرنامج. حيث تتطلب القيادة القوية التطوير باستمرار. وليس بالضرورة أن يتمتع الأشخاص الأذكياء بالحكمة. ولكن بإمكانهم أن يتعلموا كيفية إيجاد سبل للتعامل مع التجارب الصعبة من خلال معرفة أنفسهم. كما أن العصر الحالي يعتمد على التفكير خارج الصندوق وإيجاد الحلول الإبداعية لجميع المشكلات التي تواجه الشخص القائد أو فريق العمل لدية.

ثورة الموارد البشرية: هل يمكن أن نتناول أحد التحديات التي قد مررت بها خلال حياتك العملية؟

في بداية هذا العام كنا نعمل على إنشاء ورشة لتصنيع الملابس الجاهزة وإعادة تدوير مخلفات المنسوجات، ولكن ومع ظهور فيروس (Covid19) توقف هذا العمل نظراً لتوقف الأسواق عن العمل ولم نتمكن من شراء كافة الاحتياجات الأساسية لبدء المشروع.

لم نتوقف عن العمل بل بدأنا بتحويل فكرة المشروع وتأسيس مبادرة تهتم بتصنيع الكمامات عن طريق الخياطين الذين توقفت أعمالهم وبذلك خلقنا لهم فرص عمل جديدة ووفرنا للجميع أهم وسيلة للوقاية من فيروس (Covid19).

ثورة الموارد البشرية: من وجهة نظرك الشخصية ما هي التهديدات التي تواجة إقتصاد السودان؟ وما هي مقترحاتك الاستراتيجية لتجنب المخاطر؟

إن الوضع الحالي في السودان غير مستقر في معظم القطاعات خاصة القطاع الاقتصادي وهذا القطاع يؤثر على جميع طبقات المجتمع باختلافها ومن أهم الاقتراحات الإستراتيجية التي يجب أن تطبق على البلاد هي أن نعمل على إصلاح المجتمع السوداني نفسه من خلال تكثيف التوعية والاهتمام بالأفراد وتوفير سبل العيش الكريم لهم، كما يجب أن يراعي أن السودان يحتوي على اختلافات كبيرة جداً بين الناس وعادة ما لا يتقبل أحد رأي الآخر أو توحيد الجهود مع بعضهم البعض لذلك فإن عمليات التوعية للأفراد والمجتمعات تخلق جيلاً أفضل ويعمل على نهضة البلاد.

ومن ثم إعادة النظر في السياسات الدولية للسودان وتحسين العلاقات الخارجية للبلاد، ومن أهم هذه الاقتراحات هي أن يُمحي أسم السودان من قائمة الدول الراعية للإرهاب.

ثورة الموارد البشرية: ما هي نصيحتك لمن يبغى التحدث بموؤتمر تيدكس؟

أنا أحب دائماً تشجيع أصدقائي أن يتابعوا كل الفيديوهات التي تطرح في منصة تيدكس، كما أشجعهم أن يكونوا حضورا لعدد من المؤتمرات وأحداث تيدكس في السودان خاصة تيدكس ودمدني، وبالفعل شجعت صديقتي حتى كانت أحد المتحدثين في المؤتمر السابق والآن أساعد ثلاثة من أصدقائي أن يكونوا متحدثين في المؤتمر القادم.

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Interviews

Q&A with Germeen El Manadily; TV Presenter | Publisher | Digital Marketing Expert | TEDx Speaker

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Interviewer: Mahmoud Mansi

“After the COVID-19 Pandemic, the world came to the realization that social media has a huge influence on business development, even when real physical marketing was absent.”

Germeen El Manadily

1- HR Revolution Middle East Magazine: Germeen, you have successfully worked in many different careers, can you tell us more about your journey?

Germeen El Manadily: I started my journey during college days, I have 12 years of work experience. I have BA from Alexandria University, and currently working on my Master’s degree in the influence of digital marketing on social development.

I worked 6 years as a publisher for a Swiss Publishing House, where I was fortunate enough to be introduced to the magical world of publishing and books. During these years we successfully published for many authors. I published more than 40 books in many languages, my first was the autobiography of the Egyptian feminist “Nawal Elsadawy.” 

I also worked on translation and publishing projects of books written by Egyptian authors, such as Youssef Idris, Salah Jahin, Abdel Rahman el Abnoudi, and Ibrahim Abdel Meguid. I contracted with Dr. Mahmoud Al-Dabaa, to translate his book, “The Culture, Identity and Arab Awareness.”

As for children’s literature, I had the opportunity to translate the original text of “The Brothers Grimm” into four languages. In addition, I worked on the production of the children’s travel literature book, “Adventures of Rouge and the Mystery of the Papyrus.”

I also spearheaded an initiative aiming at discovering new writing talents.

Finally ending my publishing career, I was the chapter head of the Middle East.

My other hat is working as a TV presenter in a weekly show at Orbit TV network, focusing on general social topics, as women rights, and career coaching.

I was chosen to speak as a motivational speaker at TEDxCIC, UN Women & Arab’s League Innovation (Her Story), and the French Institute panel in the women’s international day.

I recently shifted my career to become a digital marketing and communication expert.

My short-term plan is to make my own fingerprint in this challenging field and establish my own digital marketing firm covering Africa and the Middle East.

2- HR Revolution Middle East Magazine: Can you please tell us what did you love most in each job and also a lesson that you have learnt from each?

Germeen El Manadily: As a Publisher, I loved the fact of shedding the light on hidden people’s talent in writing, developing their skills, and giving them the opportunity to be introduced to the world. Being a TV presenter, I was introduced to a completely different community which gave me the chance to represent women of my age to the world. Currently, I find the digital marketing field very interesting as you play a major role in business development in a variety of fields; hence, in digital marketing you have the capability to be introduced to multiple fields at the same time, and you have to understand, compete, and plan a strategic map to grow this business in a specific period of time.

3- HR Revolution Middle East Magazine: As a TV Presenter you do a lot of multi-tasking even if on air. Can you please tell us what was the most challenging thing about that job?

Germeen El Manadily: Time is the most challenging thing as a TV presenter. You must be able to communicate your ideas with your audience effectively in a specific period.

4- HR Revolution Middle East Magazine: As you have worked 6 years in publishing, what do you believe are the common challenges facing this industry these days? What are your advice and suggested solutions?

Germeen El Manadily: Translation is a major defect in the field of publishing. Considering foreign literature occupies a big portion of the Middle East market. Professional translation needs to be further developed.

5- HR Revolution Middle East Magazine: As a Digital Marketing Expert, how do you believe this profession is especially important in today’s business world?

Germeen El Manadily: After the COVID-19 Pandemic, the world came to the realization that social media has a huge influence on business development, even when real physical marketing was absent.

6- HR Revolution Middle East Magazine: Since your next plan is to establish your own startup, what are the skills, talents, and personalities that you will be looking for in the market to recruit?

Germeen El Manadily: Creativity and time orientation in applicants.

7- HR Revolution Middle East Magazine: At such age you have accomplished many things in your career, what about your personal life? Tell us a personal challenge that you have faced in your life and how did you overcome it and what did you learn from it?

Germeen El Manadily: Leaving my home city and family at my early years of life to start my business journey. Aiming high in my life and trying to hit my targets was my driving force for these challenges. Nothing is impossible.

8- HR Revolution Middle East Magazine: Last but not least, as a Leader, how do you work on motivating yourself and sustaining your happiness at work?

Germeen El Manadily: Self-reward is the key in keeping your motivation up and building your self-esteem.

Thank You

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Interviews

Interview with Stephanie Runyan, PHR, the Director of Learning for the HR Certification Institute

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“HR professionals must be prepared for anything.  The roles of HR professionals continually change, there will be a continued need to expand their areas of knowledge and expertise.”

Stephanie Runyan

Interviewer: Mariham Magdy

Brief Biography about the Interviewee:

Stephanie Runyan, PHR, is the Director of Learning for the HR Certification Institute (HRCI).  Previously, she served as an HR Content Manager, Recertification Supervisor and HR Products Manager.  She has worked for HRCI since August, 2010.

Stephanie has more than eight years of HR experience and is PHR-certified since 2009.  Previously, Stephanie worked as an HR Generalist for an engineering firm in Virginia and as an HR Manager for a law firm in Washington, D.C.  Stephanie earned a BS in English from the University of North Carolina at Greensboro and an MS in Human Resource Development from Villanova University

HR Revolution Middle-East: Ms. Stephanie, welcome to HR Revolution Middle East Magazine. It’s a great pleasure to have the opportunity to make this interview with you.

The HRCI has recently developed a rich Learning Catalogue for Professionals World-wide in addition to the International Certification Exams. This Learning Catalogue includes diversified courses, covering a lot of important fields, offered to learners to study at the ease of their homes online. As the Director of Learning, can you please share with us how was this differentiated product born?

Ms. Stephanie Runyan:

With the release of HRCI’s upSkill product in 2018, HRCI entered the learning space. Over the past two years, the demand for upSkill has increased. HRCI is now committed to continue offering current and relevant learning options to our global HR professional network. In 2020, this evolved into our establishment of a diverse and affordable learning catalog.

2- HR Revolution Middle East: The HRCI Learning Catalogue offers for Professionals the upSkill™ & the Online Professional Development Certificate Programs & Courses. Can you please explain to us the difference between the two products?

Ms. Stephanie Runyan:

HRCI’s certification exams require a combination of education and experience, as well as successfully passing a rigorous exam.  Upon successfully passing the exam, successful candidates earn a credential that requires recertification every three years. HRCI’s upSkill product is available to anyone, regardless of education or experience. The program offers a timed assessment for upSkill courses. After completion of an upSkill course, a digital badge is issued and does not require recertification efforts.

3- HR Revolution Middle East: We have really noticed that the upSkill™ micro credentials gives the HR Professionals the opportunity to learn about very specific and totally new areas in HR like or example “California HR” & “HR in Social Media”. We would love to learn from you how those products were that intelligently tailored to cover missing areas in the traditional HRM education?

Ms. Stephanie Runyan:

HRCI developed our UpSkill content based on feedback from our certified network of professionals. HRCI offers the PHRca certification, and those who earn that certification offered extensive feedback for the development of learning around California labor and leave legislation. In addition, HRCI identifies new topic areas based on what is happening in the world. For example, HR in Social Media, is a topic that impacts everyone, regardless of location or type of organization.

4- HR Revolution Middle East: The current Learning Catalogue for upSkill™ micro credentials  include California HR, HR in Social Media, Confidentiality and Technology, Risk Management, and Workforce Analytics.  Are you planning to add more specialties for the micro-credentials catalogue? Would you consider tailoring certain micro-credentials for the Middle East?

Ms. Stephanie Runyan:

As HRCI continues to expand its learning offerings, we will continue to evaluate our certification population. Based on such data, HRCI will tailor programs on based on certain geographical areas or needs.

5- HR Revolution Middle East: The upSkill™ is considered by the HRCI a bite-sized e-learning program that allows professionals to efficiently learn from top business experts, gain new skills, and impact decision-making at their organizations. Can you share with us more about how such content is developed and the huge efforts played in the background in order to enrich the market with this unique product?

Ms. Stephanie Runyan:

The entire upSkill development process was based on HR practices from current HR professionals.  We reached out and established micro-panels of experts in each of the content areas to build out the content and assessment for each of our upSkill courses.  In addition, we worked with third-party vendors to fill the gap for additional learning topics and products.   

6- HR Revolution Middle East: The Online Professional Development Certificate Programs & Courses include a variety of courses that don’t limit to the HR only but it even includes certificates in computer applications & cybersecurity. Can we consider this an opportunity from the HRCI to provide reliable courses’ content to professionals from other disciplines as well? Would this product be elaborated in future to turn into certifying professionals from other disciplines?

Ms. Stephanie Runyan:

HRCI continues to explore additional learning areas where HR professionals can expand their knowledge.  While our upSkill courses address specific topic areas, our learning catalog also offers educational opportunities that range from topics such as Agility, Women in Business, Data Management and Business Strategy. As far as learning is concerned, HRCI will continue to explore different disciplines and topics that impact the practice of HR.

7- HR Revolution Middle East: To what extent do you believe HR professionals shall not limit their study to HR related subjects only, but shall expand to learn about related disciplines to excel in their field and serve their organizations differently?

Ms. Stephanie Runyan:

HR professionals must be prepared for anything.  The roles of HR professionals continually change. I believe that there will be a continued need to expand their areas of knowledge and expertise.  I also expect that there will be a desire to learn more about specific industries, in greater detail.  For example, if you have a manufacturing organization, I can easily see HR professionals looking to learn more about the manufacturing industry, it’s competitors, and challenges that a specific industry may face.

8- HR Revolution Middle East: The Product Development dynamics have recently become very aggressive due to the technological disruption, so we would like to ask you finally, to give an advice for product directors and managers; how can they increase their creativity and innovation skills to cope with such dynamics?

Ms. Stephanie Runyan:

My recommendation would be to continue to monitor the needs and wants of your specific audiences.  As the world responds to the effects of the global pandemic, there will be an increased need for virtual capabilities and enhanced technology that can support your organization’s initiatives.

THANK YOU

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