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Interview with Dr. Sanjay Batheja, the Co-Founder and Director of Capital University College

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“Capital University College believes in fostering young talent by giving students an international perspective and ideology to the industry. With internationally-acclaimed programmes, we allow students to analyse the major factors that influence human resource management such as cultural, political, economic, labour costs, and industrial relations.” Dr. Sanjay Batheja

Interviewer: Mariham Magdy 

Brief Biography about the Interviewee: 

Dr Sanjay Batheja is the Co-Founder and Director of Capital University College. He ventured into the education industry in 1998 with a vision to offer affordable, flexible and quality assured education to the UAE students. In line with this vision, Dr Batheja has successfully developed structured programs in the field of business, management HR, tourism and design and has guided students to win awards and ignite their entrepreneurial journey.  

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

Dr Batheja, as the Co-Founder and Director of Capital University College, would you please share with our readers how does Capital College offer unique programs as one of the distinct educational institutions in UAE?

Dr. Sanjay Batheja: 

Thank you so much Ms. Magdy. It is indeed a pleasure to be part of this feature. Capital has been in the UAE’s education industry since 1998. Our humble beginnings saw us serving niche audiences such as women and young girls with programmes that were simply not present at that stage. Programmes such as Fashion Design, Interior Design and Makeup were not even close to popular. It was all about C++, Java and Ms Office. That’s where we started and saw a budding generation of proud, successful and confident women graduate from our facility. That’s where our journey began. 

With almost 22 years in the education space, we have formed prestigious partnerships with international schools – North Wales Business School Glyndwr University UK, Westcliff University based in California and Italy’s Rome Business School that has the world’s 59th ranked MBA and its highly demanded Professional Master in Human Resource Management programmes. We also have a technical collaboration with London College of Arts, UK which has been a creative hub for over several students flocking in from over 42 countries. One of the reasons for partnering with these universities was to introduce international programs to our UAE students that have high accreditation and allow them to earn dual and triple qualification along with points from WES that can be beneficial when students plan to migrate to other countries. 

2- HR Revolution Middle East: Dr. Batheja, you have trained over 1500 managers in the field of Human Resources and currently you run medium-sized colleges as well. How do you see technology impact the future of HR and L&D as well?

Dr. Sanjay Batheja: 

Training individuals the traditional way means restricting oneself to a much narrower audience, maybe for those who can fit in the training room and repeating the same task again and again. Tech has and will continue to dramatically change the HR and L&D division. With some not so high-end equipment, some exceptionally talented trainers with clear criteria and outcomes, one can create a very solid training programme. With the modern LMS systems, the student can be exposed to drip learning and be assessed as they move along the modules of study and finally achieve all the outcomes to be certified. The best part is ‘economies of scale.’ There is no end to the number of learners who can go through the same course over a long period. ‘Consistency of outcomes’ is another huge benefit – even learners enrolled at different times will have the same experience every single time. 

Case in point, Capital being a college, our Classrooms too have moved to flipped models instead of traditional models; where the new content is introduced online using video and students meet in class for Q&A and discussions. This increases ‘Student-Centred learning’ and in effect ‘student engagement’, ‘collaboration’ and ‘self-discovery’. 

3- HR Revolution Middle East: Considering the challenges faced in 2020 due to covid-19; how has the pandemic shaped the HR industry? What positive aspects can we focus on from the lessons learnt from covid-19?

Dr. Sanjay Batheja:

During the pandemic, people moved away from the 9-5 grind and replaced workspace with home offices which surprisingly increased productivity as they were in the comfort zones rather than being in constant fear in their respective work stations. Although different companies have had diverse experiences on how the covid-19 impacted the HR industry, this is the time when professionals and experts of the industry were challenged to introduce strategies and new blueprint that will not compromise the quality of work and neither turns a deaf ear to employee management and satisfaction. Also, I believe this was truly a testing time where many corporations took this as an opportunity to show how much they believed, trusted and cared for their employees which in turn only increased employee happiness, reflecting directly in the company’s revenues. 

On the flip side, the pandemic has given HR a new perspective on how to look at their valuable assets and how its priorities on importance changed. First, from HR as a profit centre, it moved to the health and safety of its employees as its prime importance. Second, the realisation has set in that remote work was possible and in fact, all KPIs ranked higher, so now they know they never really needed to ‘parent’ their employees. They also discovered that employees could come up with intelligent decisions, especially when they were on reduced or no monitoring. Third, the need for innovation was identified as a priority. And finally having an agile workforce that could move at pace was seen as very important by the HR. 

4- HR Revolution Middle East: What expectations do you have for the return of Human Resource Management – post-pandemic in 2021?

Dr. Sanjay Batheja: 

My expectation is that the HR in post-pandemic incorporates the new normal in its day-to-day. Some of the ideas and strategies implemented during the pandemic may be chosen to carry forward due to its positive results. According to a survey released by Bayt.com, it was revealed that employees preferred to work from home and over 50% of the companies have a contingency plan as a precautionary measure in case a second wave of the pandemic hits the Middle Eastern region. Therefore, it wouldn’t be surprising to see companies take this ahead into the post-pandemic world. 

Considering that uncertainty is prevailing irrespective of the industry one is in, there is a high possibility of HR teams to resort to temporary or short-contract workers rather than committing to full-time employment. Also, I believe the industry is rapidly advancing by adopting and adapting to tech-tools. It would be safe to say that the industry will be hugely dominated by digitization used for communication, coordination, recruitment that can potentially even replace business travel. Overall, HR is successfully embracing technology to improve the industry and its supporting aspects. 

5- HR Revolution Middle East: How does Capital University College consider offering an updated HR Programs curriculum including the latest trends in the HR sector due to the recent challenges?

Dr. Sanjay Batheja: 

With the HR industry revolutionizing towards adapting tech-tools to enhance its performance, build accuracy and flexibility, our programmes are well-rounded with the right blend of academia and professional experience. Along with having professors who have a strong academic background, we also invite industry experts who have contributed significantly to the industry. This way, students bank on academic data as well get a corporate angle into their postgraduate studies. Along with this, we have included industry visits and tours for students to get real-time experience and knowledge of the industry which we are hoping to resume once things slowly settle down. Although obsolescence cannot be completely surpassed, these are some effective ways that can give students relevant knowledge and help them develop the necessary skills that will make them future HR assets of leading organizations and the overall HR sector.  

6- HR Revolution Middle-East: To what extent do you believe HR professionals nowadays must consider the international perspective of their studies? How does Capital University College strengthen international exposure for her students?

Dr. Sanjay Batheja:

Capital University College believes in fostering young talent by giving students an international perspective and ideology to the industry. With internationally-acclaimed programmes, we allow students to analyse the major factors that influence human resource management such as cultural, political, economic, labour costs, and industrial relations. 

Through our partnership with Rome Business School, we offer a Professional Master in Human Resource Management which is a one-year rigorous programme where students delve-deeper into the finite specialisations. Students are exposed to real-time topics, nuances and challenges with relevant case studies and are expected to suggest potential solutions, thereby, making them job-ready. Our programmes have the right balance of theory and practice which is an essential element in an industry like Human Resource. Students after the successful completion of the programme are eligible for triple qualification – a Master in HRM from Rome Business School, one from Valencia International University and a postgraduate diploma in HR from the UK, making this a truly international and valued qualification. Students get to learn both the British as well as European context of Human Resources. 

Additionally, Capital University College hosts the #guruTalks where we invite senior leaders in HR to speak on pressing topics to the students. Also once the pandemic is settled, we will be taking the students to Rome for a week-long trip hosted by the RBS where the school takes them across companies in Rome and gets them to experience the European HR market. 

7- HR Revolution Middle East: What final tips would you give to HR and L&D professionals at the beginning of 2021 with all the apprehensions and fears they have for the new wave of covid-19?

Dr. Sanjay Batheja: 

Pandemic has given us a new vision and sensibility. The focus of HR should be to develop an agile workforce with an adaptable skill set. Recruitment should be divided with focus on independent contract workers and outsource day-to-day HR tasks to electronic means than in person. Focus on developing more apt technology that would assist the workforce in time of a possible new wave. L&D team should focus on upskilling the team with new technology and more importantly developing communication skills between remote teams or workers. 

THANK YOU

Interviews

Interview with Mr. Ishaq Ameen Alkooheji, Founder & Senior Consultant at IMA Consultancy

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The ROI methodology can be used for not only measuring the impact and ROI, but also for planning for better results, outputs, and tangible impact of talent development endeavors in the public sector or any other sector” Mr. Ishaq Ameen Alkooheji

Interviewer: Nourhan Badr El-Din

Brief Biography about the Interviewee:

Mr. Ishaq Ameen Alkooheji is an expert in the fields of talent development, leadership training, assessment & psychometric testing, organizational development, and return on investment (ROI). He was one of the winners of the best ROI study by ROI Institute in 2019. Ishaq is a certified behavioral assessor and familiar with psychometric tests such as Talent Q, Saville Wave, and 15FQ+. His last post was the Executive Director for Learning & Development (CLO) in BIPA. BIPA is the government arm for training and developing employees in the public sector in Bahrain. His tenure as a CLO was between March 2009 and November 2019. He had major contributions in establishing BIPA as a national and international organization and focused on the learning and development function in building an image for BIPA locally and internationally.

 Ishaq has undertaken key role strategically and operationally in leadership development of senior government officials in the public sector in the Kingdom of Bahrain covering more than 50 government entities and more than 55,000 employees in the public sector.

As an assessor, he has been professionally trained to design, implement and evaluate assessment centers for government senior staff. He received his training and certification from Hay Group International (currently Korn Ferry).

Ishaq holds a master degree in Training and HRM from the University of Leicester in the United Kingdom (2005) and a BSc in Mechanical Engineering from the King Fahad University for Petroleum & Minerals (KFUPM) in Dhahran, Saudi Arabia (1990).

1.HR Revolution Middle East: Can you share with us more about your role and experience as a member of the management board in the international association of schools and institutes of public administration?

Mr. Ishaq Ameen Alkooheji:

The International Association of Schools and Institutes of Public Administration (IASIA) is one of the oldest organizations in the world which is concerned with public administration function. Most IASIA members are national entities that work directly with public administration in their countries. Till the end of 2020, there were more than 178 members (entities) within IASIA. These entities represent most of the countries around the world covering all the continents. IASIA key role is to act as a hub for these global entities, creating a wide network of experts and scholars who meet regularly in different forms of gatherings for the purpose of exchanging knowledge, experience, and practices that leads to the development of the public administration function among all entities working in the field. Gatherings happen in the form of conferences, forums, seminars, publications, etc.…These events are organized in different countries and continents to give the global flavor for participants and for the interactions all the time. Due to the wide range of entities and professionals within IASIA, the outcomes of scientific gatherings, interactions, etc. The impact is usually significant on those who participate and work with IASIA.   

2.HR Revolution Middle East: Mr. Ishaq, you won the ROI Institute Award for the best ROI study in 2019, can you tell us more about your study and the inspirations behind the scenes? How did this Award impact your career later on?

Mr. Ishaq Ameen Alkooheji:

As far as I know, the ROI Institute is the leader in the field in the United States and around the world. I am proud to be among the winners of the ROI annual award in 2019. Actually, we worked as a team in BIPA, the former organization that I worked in, and at the time, we decided to take two of our long programs to measure their impact and ROI. These programs were very successful in terms of customer satisfaction and impact according to our internal measures. However, we wanted to gauge the success using a more comprehensive and global measure of achievement and hence we took it as a challenge for us. Our study was comprehensive and a role model. We were very happy to be one of the winners. Of course, winning a prestigious award such as the ROI Award was a milestone for the team and has been since that a driving force to further proceed with leadership development programs. In IMA consultancy, we specialize in both leadership development programs and measuring the return on investment of such programs. Needless to mention that designing a leadership program to impact is a key factor in achieving the goals of any development program.

3.HR Revolution Middle East: How does the ROI methodology support the public sector non-capital investments in learning and development?

Mr. Ishaq Ameen Alkooheji:

There is an erroneous conception that the impact of programs and return on investment can only be measured in profit-making organizations and this is absolutely wrong. The ROI methodology and probably other tested and approved methodologies can make a difference. They can be used as tools for not only measuring the impact and ROI, but also as tools for planning for better results, outputs, and impact of talent development endeavors in the public sector or any other sector. It does not really matter if you are making a profit or not. ROI methodology can be applied to any kind of organization.

4.HR Revolution Middle East: Can you tell us more about your role in establishing BIPA: Institute of public administration as a “national and international organization”? What lessons can inspire young Arab leaders with?

Mr. Ishaq Ameen Alkooheji:

BIPA was a newly established government body when I joined BIPA in early in 2009. There was an urgent need to deliver results for BIPA. The mission I received when I joined was as follows: “Create a prestigious Leadership program to develop leaders in the public sector in the Kingdom of Bahrain”. Hence, there was an urgent need for a leadership development program that aims at preparing future leaders in the government sector. Accordingly, I took a position to make a long-term solution instead of a short-term one. Hence, a program with a systematic methodology and implemented according to a clear plan and established criteria was the option I took to handle the mission I received. The mission was closely monitored by the EDB (Economic Development Board) at the time. EDB was the custodian of the vision 2030 at the time. Hence the overall target was that graduate leaders would be capable to handle all duties and responsibilities in their roles within the Bahrain Government, to enable them to contribute to achieving the national vision of the government of Bahrain vision 2030. Beside the endeavor to build leadership development programs, there was a need to build BIPA as an organization that can stand up and meet organizational requirements such as internal systems, building relationships and networks nationally and internationally, building a reputation, etc…. one of the key lessons that could be conveyed to the young Arab leaders is that a systematic and persistence approach will be a prerequisite in pursuing strategic goals. Strategic goals could only be achieved if tackled systematically and results are achieved gradually but persistently.  

5.HR Revolution Middle East: Mr. Ishaq, through your inspiring career journey, how has your engineering background and work experience in the Petroleum industry been reflected successfully in talent management in this field?

Mr. Ishaq Ameen Alkooheji:

“Engineering is discipline, accuracy, and delivery of result”. This is one of the key lessons which I learned as part of my engineering life. I worked as an engineer for 18 years in one of the most sophisticated sectors which are oil and gas. This sector is one of the most well-established sectors in the world. I learned a lot from these 18 years and I made a clear plan to make my career shift and worked over 8 years before I fully shift from engineering to learning and development function. My engineering background has assisted my L&D life in many ways. Among these are being disciplined, accurate, and able to deliver concrete results. Here I would like to emphasize that merging two disciplines is a good strategy for any professional and enhancing self-qualities from any two disciplines would be a great advantage. For me, the merge was between engineering and training (learning and development). I used my abilities in the design side to design new programs, especially in leadership development programs. The good mix between Engineering background and knowledge in training plus the passion for my new discipline i.e. training was the recipe for the good outcomes I could achieve in my training life. 

6.HR Revolution Middle East: How can HR professionals benefit from the digitalization tools and services in advancing the impact of HRM “human resources management”?

Mr. Ishaq Ameen Alkooheji:

I believe digitalization shall be an inherent part of the HR function from now on. The current Covid-19 and Covid-20 pandemics have accelerated and strengthened the need for digitalization. The during and post-Covid era makes many policies and procedures obsolete and hence more updated policies, procedures and strategies are necessary. New concepts and methodologies are evolving and hence HR professionals must cope with them and utilize them for the benefit of the HR function. Artificial intelligence for example is rising and its implications on HR and training must be explored and employed as soon as possible.     

7.HR Revolution Middle East: How does being exposed to different cultures, industries, and learning experiences impact your vision and career?

Mr. Ishaq Ameen Alkooheji:

There is saying which I like and believe in, it says: try to live in more than one country, or travel to many countries, or try to learn more than one language. I think those three options in life if could be afforded or achieved would have a great impact on the person. Of course you can add diversity option such as different industries, different experiences and so on. That’s why diversity has become one of the skills or abilities or attitudes that people need to embrace if they want to succeed professionally especially if they are targeting global scale. Exposing to diverse cultures makes your vision wider and clearer, makes your solutions more comprehensive and probably more durable. Vision and long-term thinking is a leadership ability which makes the person unique among others.    

8.HR Revolution Middle East: As we see the need for mentoring is increasing for young professionals, to what extent can mentoring guide, develop, or maybe reshape the future of young adults and the job market? And how?

Mr. Ishaq Ameen Alkooheji:

I believe mentoring should be given greater emphasis and concern by organizations. I believe mentoring is the most important learning and development branch which can have a higher impact. However, mentoring should be done systematically and following a clear strategy and a system. Mentoring could be the most impactful strategy for building capacity, knowledge, and talent, especially among young people. Yet, I have not seen much systematic mentoring happening within organizations except within very few organizations which are usually large-size organizations. The 70-20-10 rule which came as a result of research says that 70% of learning happens as hands-on experience on the job and directed by the individual’s manager or superior, while 20% of learning usually takes place through interactions with others which some professionals call it social learning. 10% is usually learned through formal learning. That’s why mentoring could be a great element in shaping the future of young adults and the job market.

9.HR Revolution Middle East: What is your advice for business owners in developing their training and development strategies for 2021 with all the ups and downs of the business die to covid-19?

Mr. Ishaq Ameen Alkooheji:

I would say that learning and development of the workforce shall always be a priority for business owners. L&D does not mean only sending people outside the job place or a taught course in a nice hotel or a course via the zoom application or teams or whatever tool you have. Providing the learning and development opportunities should be part of the internal system of the company. It does necessarily mean expensive courses or solutions. L&D can happen with simple and cost-effective solutions. However, to achieve that, you need to have effective L&D function within your organization. This function could be achieved in a way that fits with your financial status, whether you are a small, medium or a large organization. I always say that those organizations with L&D function are most of the time in a better shape than those who are without and you can make your own judgement on this.    

THANK YOU

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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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Stevie Awards Winners’ Articles Series – Gate 10 LLC (Muscat)

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Your mind is your first enemy, if you challenge it you can challenge others”
Shadi Al Hroub

Winner Name: Shadi Al Hroub

Winner Title: Sr. Creative Director

Winning Organization: Gate 10 LLC  (Muscat)

Nomination Category: Marketing Categories

Nomination Sub Category: Most Innovative Advertising or Marketing Agency of the Year

Brief Biography about the Winner:

Shadi Al Hroub has 16 years’ experience in design and communications, including over 7 years of research in branding and advertising specifically. Al Hroub won more than 23 international awards at the prestige level. His experience ranges from creative direction, packaging, branding, and multimedia (both traditional and digital). Shadi worked as a professor in creative design in various American universities and creative consultant at Leo Burnett, Hilton Worldwide, Jordan Aviation, Royal Falcon, Jordan Duty-Free, Samsung, Macdonald, G2000, Hublot, The One, International Trade Centre (UN), and various international NGOs such as UNRWA, Global Health Development, and USAID. He was a final judge for the Stevie Awards for Creative Communications & International Business Award, final judge for Future Ideas Amsterdam, Adobe Achievements Awards 2014 until now, the A’ design awards, and grand jury panel at Vega digital awards, global trend awards 2018 and muse creativity awards. Al Hroub currently working as Sr. Creative Director and Creative Partner at Gate10 for marketing, Oman, and Chair the Media Awards Judging Committee of our 2020 (17th annual) Stevie Awards for Women in Business.

Stevie Award Winning Case Study:

We established our creative philosophy, objectives, and strategies that will lead us to have a creative output. It doesn’t matter how good you are today. What really matters is how fast you progress and what steps you take every day to improve your creative thinking. Therefore, our purpose is to make life better by design.

Our vision is a world where the role and value of design are recognized as a fundamental creator of value, enabling happier, better products, better processes, and better performance, setting us “apart from the crowd.”

It also gives our team morale a boost by highlighting team and individual achievements, plus help to cement our credibility. The creative industry has been driven by changing consumer behaviors and expectations, especially among younger generations who demand instant access to content, anytime, anywhere. So, the creative industry is growing and will continue to play an important part in the future. The uniqueness in the industry is the diversity of people making it happen.

More about Gate10 Story

Every company has a story that makes it unique, and that story should be compelling and inspiring. Across the industry we are known for our expert ability to simplify complex processes and promote clarity. Our beliefs and core competencies in user focused design across multidisciplinary areas allow for seamless consistency and a greater focus on the details that matter.

Gate10 has received many awards and honors throughout 2019 for our work from Italy three awards, and US two awards. We are very proud of all we have accomplished over the last years. We even more excited and passionate about the next years. We have come a long way, and we are looking at reaching many more milestones and achievements. We continue to improve in every area of our business and our goal is always to anticipate our customers’ needs and exceed their expectations. We are a company built on people and great ideas.

Needless to say, on our team, we have some of the brightest minds and talented team players that are a valued part of our success, even though many of them are working in the background. If you’re just hearing about Gate 10, we welcome you to further explore our reputation from our past clients and projects. We are looking forward too many more years as we continue to grow and improve together.

We grow our business beyond any possible limits

Our reputation is one of excellent customer service and exceptional creative solutions. We have experience custom designing everything from market research and marketing data analysis, full branding & communication strategizing, creative writing, advertising campaign strategizing & Execution, Digital Marketing strategizing & Execution. We have the skills and passion to deliver only the best. User-centered design is just a starting point. Equipped with insights from best practices to analytics, our solutions are strategic and based on analytical discovery. Driven by both skill and magic, the result is a cohesive product that spans both print and digital.

Common sense creativity

We think common sense is really special. That sweet spot where all our common values align. That’s why we create things that make sense to the people who share it, to the people who work on it, to the people who skip over it, and to the times we live in. 

Our client’s corporate image and content are represented consistently, effectively, and accurately with every project we engage in. However, we do accept clients from all over the world. Our team’s expertise, combined with our unmatched creativity and problem-solving experience, ensure our clients receive professional and reliable service regardless of geographic location.

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Interviewer: Mahmoud Mansi “Engineering helps your mind grow, and teaches your mind to think out of the box, which helps...

Magazine2 months ago

Stevie Awards Winners’ Articles Series – Public Prosecution –Dubai

“Innovative ideas are those that make the difference in government work“H.E. Counselor/ Yousuf Hassan Al Mutawa Winner Name: H.E. Counselor/...

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