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Interview with Eng. Nihad Fawzi Khalil ~ Life & Career Coach, Manager of FAL Foundation for Development



Interviewer: Mahmoud Mansi

Editor: Monda Salem

“I think members of the HR team can be trained and qualified to play the role of internal coaches who can help other employees with their personal issues and solve conflict issues between a team’s members and colleagues.”

Nihad Fawzi Khalil

About the Interviewee

Eng. Nihad Fawzi Khalil a proud Egyptian feminist and a parent with a lot of passion towards helping women. She is an Associate Certified Coach (ACC) and member of the International Coach Federation (ICF). She is the cofounder and Executive Manager of FAL Foundation for Development, and the Owner of Red Roses Hand Crafts.


Mahmoud Mansi Photography / ALEF Bookstores Kafr Abdu


1-HR Revolution Middle East Magazine: How did you change your career from being an engineer into being a life-coach?

Nihad Fawzi Khalil: There is always a long story behind a major change, it never happens over night. For me, the story started since I was still in college. I went for faculty of Engineering because I loved Mathematics and Physics, but I never asked myself what my strengths or talents were. The scores I had at school “Thanaweya Amma” were enough to take the decision to choose the prestigious college. It’s a decision taken at the age of 17 years old. At such early age, we cannot tell what we can do or what our capabilities are. Few years later, I realized I had not taken the right choice, but unfortunately I did not know what else to do; so I kept walking on the same track for long years. It seemed like there was no one who could help me. Finally in 2000, I knew about coaching and it took me 9 years to find a school that offers a 100% online study and certificate.

When I joined the International Coach Academy, I was not sure that I will make a career shift. I just wanted someone to help me with myself and my life. I wanted to be able to help others live a more fulfilling and happier life, not necessarily be a professional coach. But after I experienced the power of coaching and the big change I could make to my own life, I decided to take the hard decision which was to leave Software Engineering to coaching after more than 20 years in the field. The whole story can be found on my website: Aurora Beams Life Coaching.

2- HR Revolution Middle East Magazine: Being also a career-coach you get exposed to many problems that people are facing; based on your experience and observation, what are the common problems that people face with their jobs?

Nihad Fawzi Khalil: There are unlimited kinds of problems that people face in their jobs, but most of them are due to dissatisfaction and lack of fulfillment. People who are satisfied with what they are doing find solutions for any problem they face; they love what they are doing and want to keep doing it, so they are willing to solve the problems.

If we observe the cases where people do not love what they do, we will find that they did not have the opportunity to know what they really want because of many reasons: they might have the decision at early age, they are not aware of their capabilities, or it could be due to the families’ wrong beliefs that make them force their kids to go to colleges they do not like just because it is more prestigious. In addition to the fear of making a change at a late age (over forty), most of people at that age believe it is impossible to make any change even if they are unhappy with what they are doing. These are the most common reasons for dissatisfaction.

3- HR Revolution Middle East Magazine: Do you think personal problems have a direct or an indirect effect on the performance and enthusiasm of employees?

Nihad Fawzi Khalil: “After 2 or 3 sessions, all kinds of coaching turn into life coaching”, all coaches know this concept; whatever our niche is, we must be prepared to coach our clients on personal issues as we do on the professional ones. At the end we are human beings, so definitely our personal life directly impacts our performance, productivity and motivation; not only our current personal life but sometimes the past, as well, where our beliefs are formed. Fears and limiting beliefs are the biggest challenge we face with our clients; they consider them a reality but actually, they are just thoughts they have believed due to their personal experience and they can change them if they want.

4- HR Revolution Middle East Magazine: To what extent do you suggest the role of HR would be in order to help employees resolve their personal problems? Is it an HR role or not from your point of view?

Nihad Fawzi Khalil: First I need to clarify that real HR is different from the actual available HR in our corporate world according to my personal experience. Till 5 years ago, I had not seen real HR in the companies I worked for, the actual one was personnel departments concerned with managerial procedures. In my personal opinion and on the professional level, real HR must be concerned with training and developing the employee capabilities, finding out their strengths, assigning the right ones to the right job or at least recommend them according to their experience and capabilities, contributing to taking their skills to the next level and to be qualified to take bigger responsibilities. In a nutshell, everything must be planned by the HR.

As I stated before we are all human beings before being employers, or managers or employees, so providing support on personal issues can have great impact on productivity and performance. In my opinion, the HR department is the best to play this role and I think members of the HR team can be trained and qualified to play the role of internal coaches who can help other employees with their personal issues and solve conflict issues between a team’s members and colleagues. You may already find some of them playing this role with their colleagues, informally, in many HR departments.

5- HR Revolution Middle East Magazine: As a career coach, can you please provide us with one or more of the cases you have worked on? Can you tell us a career problem that occurred to one of your clients and how you helped him/her? This will be a very good case-study for us.

Nihad Fawzi Khalil: I cannot state a pure career problem, but I have a very common problem that most females face and that has a great impact on their career and success which is that most females lack self-confidence. I met females from different backgrounds, ages, social categories, and in different positions who lack self confidence. They fear higher positions, they fear making mistakes, and they do not believe they have enough skills for a new job or even to start a business, they feel guilty most of the time and especially when they make themselves a priority. Many women grew up with the belief that a good mother must give up her needs and happiness for the needs and happiness of her children. However, an unhappy woman can never make her family happy.

As you work with women, who represent a considerable part of the workforce, you must always support and enhance their self confidence to help them reach their highest potential.

6- HR Revolution Middle East Magazine: As a life-coach, how do you deal with yourself when you are in a problem?

Nihad Fawzi Khalil: For me, I have two choices; the first one is to use one of the tools I use with my clients in similar situations, but the most powerful one that I always recommend to my clients, is reflecting by writing; expressing my thoughts, my feelings, and my inner self in any situation brings a lot of clarity. Reflecting by writing helped me change my perspective in a major conflict I had once at work, just writing down all the details made me notice a positive side of the situation that made me completely change my mind from the feeling of being a victim to feeling grateful for the unexpected benefit I got. It helps notice our behavioral patterns as well; which is our repeated behavior in similar situations, and it helps understand more about our beliefs.

The second choice is to talk about the problem with my coach. Coaches have their own coaches to keep them accountable to their development and growth journey. Being involved in any situation, the details, my feelings, emotions and beliefs can prevent me from seeing the reality. So talking to a coach is helpful because he/she can have a more distant view of the situation. In addition, they are not emotionally involved which allows them to see more clearly and provide me with the appropriate feedback.

7- HR Revolution Middle East Magazine: Tell us more about your project: Red Roses Handcrafts.

Nihad Fawzi Khalil: This is another story J. It started when my father passed away. Six months after his death, I found myself in deep sadness and almost depressed. I couldn’t work; coaching needs high concentration and good listening and I wasn’t ready to listen to other people’s issues and pain; I had mine and they were enough, so I decided to do something manual that does not require any mental effort. As a teenager and till I got married I loved cross stitching, knitting, and sewing but I didn’t do any of that for long years because of my familial and work commitments, so I decided to start again. I spent hours just thinking about each item’s design and colors, then producing it. Working with colors, cutting the fabrics with the scissors, and sewing and creating something helped me relieve my pain and release my negative energy.

I made baby quilts, fabric totes and bags and lately, I added crochet bags to my products. Then I thought, I should start a handmade business; so I launched the Red Roses Handcrafts page on Facebook. I am still producing new items but in a slow rate as I am working on different projects simultaneously.

8- HR Revolution Middle East Magazine: You also provide workshops to teach other women make their own handcrafts. Apart from the direct benefit of learning that, what indirect benefits ca such skill add to the personality?

Nihad Fawzi Khalil: During my work on handcrafts, I joined Forsa program and AWTAD foundation to provide mentoring to young entrepreneurs on self-development to help them overcome the challenges they face. This experience made me think of merging all my experiences and interests into one formal body which is FAL Foundation for Development ten months ago. It is a nonprofit foundation for training and development where I provide different kinds of training, mentoring and coaching. I started by providing workshops of crochet, cross stitching, knitting, sewing and accessories. My objective was to encourage females to learn these skills to be able to make their own stuff as our mothers used to do according to their own taste, needs and finances, to enhance their creativity, and to start a new business out of it if they like.

I want, as well, to encourage young girls to acquire these skills to spend more pleasurable and creative time with their friends instead of wasting their free time on TV and mobile phones. All these reasons are direct benefits of learning these skills, but I think indirect benefits can be: stress release and relaxation, pleasure, creativity enhancement, and self discovery.

9- HR Revolution Middle East Magazine: When you worked as an engineer, what was your criticism regarding the gap between HR and engineers? What is your advice to HR?

Nihad Fawzi Khalil: Actually there were no separate HR department; their functions were achieved by individuals from different departments. For example, interviews were done by the technical manager or the project manager. There was no separate department concerned with HR functions. Still, I would like to give an advice, not to the HR, but to the business owners: “Add real HR departments to your companies and include a coach with the team. You will reap the benefits of coaching your employees. With HR, you will take your employees and your business to a different level.”

10- HR Revolution Middle East Magazine: If you get back in time would you have joined another college?

Nihad Fawzi Khalil: I remember a discussion I had with my father who was a banker, when he tried to convince me to join the Faculty of Commerce to follow his steps in the banking field. He believed it was more appropriate for a woman. I stood up and said, “I am born to be an Engineer.”

But I wish I could get back in time with the knowledge I gained during these past years to make totally different choices in different areas of my life. I would change my life style and priorities. I would choose to live a more balanced life. I would choose only the things that bring me satisfaction and happiness. I wouldn’t care about what others want and focus on what I want. I would never fear trying new things and I would do whatever it takes to discover my passion.

HR Revolution Middle East Magazine: Ms. Nihad, your interview is very rich and I am sure it will have an effect on several people, including HR professionals.

Handcrafts page:

Coaching page:

Foundation page:

Coaching website:

Coaching Blog:

Also check, My articles on World Moms Network  



Q&A with Dr. Wael Elayied – Founder of TEDxWadMedani in Sudan, Lecturer & Consultant




TEDx is considered as a window that opens to different cultures and people from around the world. it is a pathway to take people in a journey through knowledge and skills…”

Dr. Wael Elayied

Wael is originally from Sudan, Wadmedani city. He is a PhD holder in Telecom Engineering from Cairo university,

He is currently residing in UAE, teaching English in primary school and a Lecturer in the faculty of Engineering.

Besides his job Wael likes other activities like volunteering to serve the community

In addition to being the founder and organizer of TEDxWadmedani he trained other people to host TEDx events in several Sudanese cities.

Wael is a TED Fellow and an Ambassador for Peace from the Global Peace Chain, in addition to working in consulting as the Regional Advisor at Resilience and Transformation, North Africa office.


HR Revolution Middle East Magazine: This is the 8th year of TEDxWadmedani in Sudan, this is a remarkable success story! How do you sustain the success of the event year after year?

Wael Elayied: Organizing and sustaining an annual TEDx event isn’t that simple. I face big challenges every year. so I usually try to avoid repetition and introduce new people with different ideas and get what the local community needs and the globe as well, therefore I invest a lot of my time in research and understanding the needs of my community.

HR Revolution Middle East Magazine: What are you doing this year that is different than previous years?

Wael Elayied: Regarding the COVID-19 situation we hosted fewer attendees and for the first time hosted speakers virtually in addition to musical band from Mexico to ensure that TEDx can gather people from everywhere in order to share knowledge and experience.

HR Revolution Middle East Magazine: Wael you work in Human Resources, how does this impact your management style for the TEDxWadmedani Conference?

Wael Elayied: My job helps me in having the skills to choose my speakers and get to know what does my community need, and on the other hand while working with the team I assure passing knowledge and skills to others and that is the best thing to do to empower the community to stand on knowledge and collaboration.

Dr. Wael Elayied honored by the Arab Institute for Leadership Development, AASTMT

HR Revolution Middle East Magazine: Can you give us an example of one KPI you put into consideration when measuring the success of the conference?

Wael Elayied: Observing the change that may happen to the speakers after the event and check how their ideas leave effects on the audience and help them to empower themselves.

HR Revolution Middle East Magazine: What is your selection criteria for the speakers?

Wael Elayied: The idea. Usually the good idea that may serve the local community and the globe as a whole. Also the speaker should be talented with passion for seeking and sharing knowledge, someone who is ready to share his/her idea to the public and work on it to make it come true by doing action.

HR Revolution Middle East Magazine: With the changes going on in Sudan, how do you believe TEDx is making a difference?

Wael Elayied: TEDx is considered as a window that opens to different cultures and people from around the world. it is a pathway to take people in a journey through knowledge and skills which my country and people need to rebuild Sudan and push it foreword to get back to it is normal position and beyond.

HR Revolution Middle East Magazine: From your point of view, what does Sudan need mostly in the upcoming period, what is your advice to others?

Wael Elayied: Collaboration and accepting each other with our diversity in thoughts and race, Sudan needs its people to unite to work really hard to build it with love spirit and loyalty.


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The Wellbeing @ Work virtual Summit Middle East returns for its 5th annual event on 22-24 February 2021



The summit provides an innovative and experiential virtual learning opportunity for our audience of CEOs, benefit and reward business leaders and senior HR professionals. The information and knowledge gained from attending this event allow the opportunity to make strategic wellbeing and mental health decisions within an organization, supporting our mission to create more flourishing and thriving workplaces. Never before has the mental health and wellbeing of your employees been so important. The Wellbeing @ Work Summit includes keynote speeches, panel discussions, workshops, and fireside chats alongside unrivaled networking with leaders across the Middle East using our AI-enabled matchmaking platform. This is far more than a webinar! An engaging 3-day event providing you invaluable insight and tools to create thriving workplaces.

Key Reasons to Attend:

  • An engaging AI-enabled matchmaking platform to make invaluable connections & host virtual meetings up to 2 weeks before the three-day festival
  • Learn how multinational organizations are creating workplaces where employees thrive in the new world
  • Campfire panel discussions informing workplace change & mental health solutions
  • Middle East-based employer case studies providing the secrets to employee wellbeing success
  • International experts bringing best-practice from across the globe
  • Invaluable networking with business leaders from across the Middle East

The Wellbeing @ Work Summit delivers strategic direction, advice and inspiration from employers and experts from across the world to help you create a more compassionate corporate culture that delivers results. The design and implementation of a holistic wellbeing and mental health programme that delivers healthy outcomes and a more productive organization is paramount right now. 

In addition, the results of the extensive Middle East region-wide survey on wellbeing and mental fitness in organizations across the region made in partnership with Cognomie will be presented during the event.

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Interview with Mohamed Faisal Al-Nizami, Country Manager at Mercer Egypt



“Nowadays, Reward in specific is one of the hottest topics that keeps execs busy, in a world that is shifting to “pay for skill” instead of the traditional “pay by job or grade”. Total Rewards professionals are expected to be always up-to-date and informed on the latest trends and come up with innovative ideas to help execs take informed decisions.” Mohamed Faisal Al-Nizami

Interviewer: Mariham Magdy

Brief Biography about the Interviewee:

Mohamed is a Senior Associate in the Career practice and leads Mercer’s business in Egypt. He joined Mercer in early 2019. Mohamed is an experienced consultant who specializes in advising companies on issues related to people management, rewards, executive rewards, talent retention and organizational change. 

Mohamed began his career at AmCham Egypt in the Operations department; he joined then Hay Group (now KornFerry) where he spent more than 8 years growing their presence in Egypt and other parts of the region.  Mohamed holds a BA in Business and International Trade with a focus on Economics- from Misr International University (MIU). In his free time, Mohamed enjoys traveling, diving, and mountain biking. 

1.HR Revolution Middle East: Mohamed, welcome to HR Revolution Middle East Magazine. It’s our pleasure to make this interview with you.  We are keen to learn from you and acquaint our readers about Mercer’s growth in the past couple of years, especially in the Middle East?

Mohamed Faisal Al-Nizami: Thank you, the pleasure is all mine.

Mercer has been in the Middle East region since 2007 when we opened our first office in Dubai. 14 years later, we have 300 people working across two offices in the UAE (Abu Dhabi and Dubai), two in Saudi Arabia (Riyadh and Jeddah), one in Cairo, Egypt and most recently we opened a regional hub in Amman, Jordan to support our Middle East business. We also have operations in Turkey and North Africa.

We have been expanding our Middle East footprint as we always felt a strong regional demand from the public and private sectors driven by the key social and economic trends reshaping human resources and wealth management practices. Our different offices across the region aligned with our expertise and ability to apply data-driven research, analysis and insights, allow us to bring greater value to our clients.

2- HR Revolution Middle East: What special role has Mercer played through the critical period of covid-19 in 2020 to help support Companies & Total Reward professionals during this phase?

Mohamed Faisal Al-Nizami: 2020 was a challenging year, probably one of the most challenging years in our lives, not only from a professional, but also from a personal point of view. In times of crisis, and particularly during this critical period, our business partners turned to us for guidance and support on how to navigate and respond to the unprecedented challenges they faced as a result of COVID-19.

From day one, we developed survey reports of the COVID-19 outbreak that included status of COVID-19 planning, expatriate-specific and business-traveller concerns and issues, as well as details on post-travel quarantine or self-imposed isolation procedures, among others.

For instance, in Mercer’s first global survey of company responses, 45 percent of organizations in the Middle East and Africa region reported that their business continuity plan was currently under development, while another 10 percent admitted to not having one at all. This meant that more than one in every two organizations were unprepared for such an occurrence, leaving millions of employees without an adequate action plan should they need to take containment and recovery actions, such as remote working or repatriation. The result of this lack of planning could increase response times during crises, dampen staff morale, and negatively impact customer service.

These surveys and data kept evolving, making sure that our clients were well informed on the developments of the event and its possible effects on the labour market, as well as helping companies understand what would and would not work in a market like Egypt.  

Another key priority for Mercer was to stay very close to the business and HR community, sharing insights and fostering networking. We conducted over 50 client events across the Middle East region, including 2 (?) specifically for Egypt, with the intent to drive knowledge sharing in diverse topics relevant to the pandemic, such as employee experience, remote working, compensation, performance management, wellbeing, organization agility, etc. 

3- HR Revolution Middle East: In 2020 Mercer’s Egypt webinar, you announced that you are planning to unleash the Wealth Management Business in Egypt. Can you share more details about the “Wealth Mgmt.” support you provide to companies and how do you aim to strengthen this business in the coming period?

Mohamed Faisal Al-Nizami: In addition to our consulting and human resources arm, at Mercer, we have helped millions of people globally to live a more secure future and organizations build a more secure business. We help our clients making more informed investment decisions that can result in brighter outcomes for their business and their employees. Additionally, and as a leader in retirement and investment strategies, we offer a full spectrum of actuarial, administration and investment solutions and consulting services. This is also what we have been doing in the region.

For instance, I would like to give an example of some work that we have been doing in the UAE in partnership with The Dubai International Financial Center (DIFC) and their employee workplace savings scheme that has been hailed a huge success, assisting expat employees prepare for their long-term financial security.

Mercer has been partnering with DIFC for almost one year now, as an Investment Advisor in the launch of the DIFC Employees Workplace Savings Plan (DEWS) introducing a progressive end-of-service benefits plan to restructure the currently defined employee benefit plan into a funded and professionally managed, defined contribution plan. The initiative also offers a voluntary savings plan, allowing employees working in the DIFC to secure their financial future with ease.

4-HR Revolution Middle East: For the first time in 2020 you managed to add Egypt to the regional survey for the energy & oil and gas industries. Moreover, despite all the twists and turns that occurred in 2020, Mercer was able to increase her companies’ database by 22% and its incumbents by 111%, which is not an easy achievement in such a year. Tell us more about the efforts exerted in the background of such achievement.

Mohamed Faisal Al-Nizami: Yes, 2020 was definitely a challenging year on many levels, but we also had some reasons to celebrate, particularly, at Mercer Egypt. Due to our efforts and meticulous planning and comparing to 2018, we successfully added in 2020, 85 new companies to our database (43% increase), 77,000 new employee data (208% increase), and 518 new jobs (78% increase).

As for the Energy sector survey, this was another milestone as Mercer Egypt witnessed notable breakthroughs with the public, telecom, FMCG and construction sectors as well.

Our approach is simple though, but effective: it’s about supporting our clients with insights and helping them make the best use of the data for their specific business, it’s not about the data in itself. I believe that added value is highly recognized by our client base in Egypt.

5- HR Revolution Middle East: I believe that the traditional way Companies used to receive the reports of salary surveys, has changed, and now through Mercer WIN®, you are shaping the industry by allowing companies to custom statistics tailored to their needs. Tell us more please about this special feature you offer to your Clients.

Mohamed Faisal Al-Nizami: Yes, you are right. At Mercer our survey results are delivered in Mercer WIN®, which is an online platform that consolidates data and analytics, as well as intelligence from other sources, to give our clients the comprehensive data needed for them to confidently make compensation decisions.

This allows our clients to customize the data by geography, industry, company size, etc.; compare job descriptions side-by-side; change pay elements to support the right level of analysis; perform function and career-level analysis as well as export the data for integration into other systems and run presentation-quality detailed or summary reports, just to highlight a few.

6- HR Revolution Middle East: Mohamed, to what extent do you believe that the surveys of the coming years would continue to include the novel elements added to the survey past year such as the salary reductions and the remote working arrangements?

Mohamed Faisal Al-Nizami: Salary reductions are very specific and unique to the current situation, and we shouldn’t say that this is going to be a “trend”. Remote working, on the other hand, is definitely on the rise. If we look at it right before the pandemic, remote working was unique to certain industries and jobs, nowadays, every single company we know has a plan for flexible working and remote working. 

Looking at the broader picture and what to look for in the near future, Mercer is now leading the reinvention of the new shape of work which will result in a big change in the future of jobs, as well as the reskilling and upskilling of the workforce. The new shape of work is focused on three main imperatives:

  • Value. What people value and how value is created is shifting. This requires a rethink of the benefits, what inspires, and how the EVP needs to evolve for a more diverse and inclusive work model.
  • Flexibility. COVID-19 has tested our ability to flex how and where we work, to rapidly adjust capacity, and accelerate digital transformation. The new shape of work is flexible and skills-based and
  • Sustainability. How companies and investors behave is in sharp focus as they reset priorities and take collective responsibility for the futures of multiple stakeholders.

7- HR Revolution Middle East: Debates around the best JE Methodology to use will continue forever. What special considerations would you love to highlight to companies about Mercer’s International Position Evaluation (IPE) Methodology, and how much does it guarantee the fair differentiation between positions?

Mohamed Faisal Al-Nizami: Mercer IPE (International Position Evaluation) is a proprietary job evaluation methodology based on a series of business-related factors and dimensions that represent core job attributes and it reflects current thinking on how many successful companies view and value jobs.

The consistent application of these factors during the evaluation process can enhance business understanding, support the assessment of relationships between jobs and job families, and fairly align jobs between levels, among business segments, and across borders. The 5 main factors that are considered when evaluating a job using IPE methodology are: Impact, Communication, Innovation, Knowledge and Risk.  Looking at all this, ensures a fair comparison of jobs vs. each other internally as well externally.

Equally important in the current times of change we are witnessing is the agility of the methodology and enhancements taking into consideration relevant factors of job evaluation in the near future. Mercer is currently developing solutions that will increase the focus of job evaluation as well as benchmarking on skills rather than just jobs. The future of work, and corporate infrastructure, is anticipated to shift towards the value of skills as organizations become more agile and project based, where hierarchical levels and rigid job accountabilities will become less prevalent.

8- HR Revolution Middle East: We are happy to learn about the eLearning platform launched by Mercer, providing access to training in different fields (Reward – Global Mobility – Strategic Partnering, …. etc). From your experience, what special tips would you share with Total Reward professionals, especially in the Middle East in order to keep updated about the latest techniques and science practice in managing pay?

Mohamed Faisal Al-Nizami: Mercer Learning Online was established with one goal in mind – enhancing the capability of our client’s human resource employees by providing access to HR architecture that will allow organizations to form and implement a successful framework. Why? Because companies are constantly challenged to meet aggressive business goals and as a result, HR’s role in driving success is more important than ever, and yet most organizations do not have a systematic approach in developing the capabilities of the HR team.

In Egypt, HR as a practice, and Reward in specific, came a long way from being perceived as a function that is only responsible for “personnel” and “payroll”, to a “science” that is concerned with the companies’ greatest asset, its people. This would have never been possible if it wasn’t for those HR professionals who are always eager to learn, explore and are not afraid to try and implement new ideas.

I am a firm believer that there is no such thing as “best practice”, but there are many “good practices” that HR professional need to study and explore in order to pick the right one for their organisation.

Nowadays, Reward in specific is one of the hottest topics that keeps execs busy, in a world that is shifting to “pay for skill” instead of the traditional “pay by job or grade”. Total Rewards professionals are expected to be always up-to-date and informed on the latest trends and come up with innovative ideas to help execs take informed decisions.


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