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Nermine Fawzy & Sherif Amer provide a Double Course in Alexandria ~ AHRA



Performance Management and Employee Engagement

Coverage: Youssef Abdelaziz

Photography: Alia Faramawi

Alexandria 24-3-2016. It was 9:37 in the morning, I was already 7 minutes late and it wasn’t the best first impression that could be given. I jogged until I arrived at the entrance of Hilton Cornish… I took a deep breath, and then I entered. After several good mornings and inquiries I reached the room which the course will take place in. A big flyer of AHRA “Alexandria Human Resources Association” alongside another big one of the main sponsor of the day “Prime Health” a medical insurance company and member of medgulf insurance group issued the entrance scene. The scene of the room was solemn; a scene full of people that looks so important must be. About 10 minutes later, everyone was in his and her seat, the quiet reined the room and a gentleman in a suit started talking.

Mr. Emad Nasr “CEO of AHRA & HR Director of Lecico” started the event by a speech; welcoming the guests and mentioning the participating companies and organizations. Then, he introduced the speaker of the performance management session “Ms. Nermine Fawzy” – Regional HR & Admin Director Middle East and Africa of Cargill Company.

emad nasr

Mr. Emad Nasr – CEO of AHRA & HR Director of Lecico

Ms. Nermine started her talk with joking about the time of the course saying that she accustomed to give courses at 7 and 8 A.M unlike today. The main subject of Ms. Nermine’s talk was the change of the performance management system in Cargill from ordinary performance appraisals focused system to a new system without ratings. In the course, Ms. Nermine noted that the main reason of changing is changing the culture of the company from system that has traits like centralized decision making, rule based organization, bureaucracy, focusing on short term goals and policing into a system with traits like long term goals, focusing on growth interactive business reviews, empowered relationship, urgency and low cost of condor. She said that “the company wanted the relationship to be between the employees and their managers with no other third lines attached”. She also highlighted the change in performance appraisals approach from a one-way communication, rigid and annual rating to an agile, two-way communication and coaching and no ratings, clarifying that “I don’t go to my manager and say all what I have and he only shakes his head anymore, it’s now an ongoing discussion and two-way dialogue to make this or break that”.


Ms. Nermine Fawzy – Regional HR & Admin Director Middle East & Africa of Cargill

Then, Ms. Nermine turned to talk about the benefits of this transformation; explaining how hard the journey was but on the other hand the results are so comfortable. Empowering the employees-managers relationships was the most beneficial thing alongside the focusing on the on-going feedback and coaching, therefore employees feeling that they are not on a pass or fail exam. Then she talked about what is important to consider when you are intending or planning to change. Firstly, she talked about the bigger role of performance management than performance appraisals. Secondly, the simpler the process is, the better the progress goes. As she ended her session by saying that the managers and the HRs must know that: “We don’t give feedback to say that you’re either good or bad, it’s to say what you did wrong and how we should do it”.

After the presentation, questions took place and HR Revolution had a chance to ask her a question, “How did the team members who adopted the idea of system change deal with the black hatted colleagues and managers?” And she answered, “First of all, you must be so strategic about convincing people with your idea and know exactly when to talk to whom. Then, grabbing the opinion managers who influence a big number of people into the idea and also try to win middle managers who have a big capacity of employees and attract them to your idea”.


Mr. Ibrahim Saad – Sales Manager at Hapag-Lloyd Company & Mr. Youssef Abdelaziz – Journalist at HR Revolution Magazine

 Mr. Ibrahim Saad – Sales Manager at Hapag-Lloyd company – said that currently, his company applies the classical system of performance management but after the presentation of Ms. Nermine he thinks that the new techniques and mindsets will suit the sales directorate and other directorates as well, “We have obvious targets but we can easily count on the flexibility of performance management new system to develop the employees and their performance to reach our targeted numbers. I think that it will need some time to apply it in Egyptian companies. But internally, we can use some new techniques said by Ms. Nermine, maybe not all the system but some things that we can count on this period.”


Ms. Fatima El-Zein – Business Development Manager of Prime Health Company

After a 5 minutes break, Ms. Fatima El-Zein – Business Development Manager at “Prime Health Company” – talked with the audience about the company. Ms. Fatima explained the policy of Prime Health; she said that “we are focusing on the quality of their product, maybe some people accuse as for high prices. But on the long term with the more awareness people will gain, they will know who sells the best quality insurance”. Ms. Fatima summed it all up by saying: “We tailor according to the client’s request”. Then, Ms. Fatima pointed to the challenges that face her company to deliver the best quality with the third party “providers” like hospitals and pharmacies. She also highlighted an important problem which is that many TPA “third party administrator” companies deal with companies as insurance company, and they deal with them for only less value. Another important topic was mentioned which was justice in networking of insurance. Ms. Fatima explained that the networks of insurance must vary from the managers to the employees to the blue collars as everyone should have an insurance network that suits his salary. Ms. Fatima said, “You can’t give a blue-collar 200 pounds and say to him go and have dinner at Hilton, he will probably be pleased.. But he will have to pay extra 500 pounds to cover the dinner price”.


Ms. Mariam Bahgat – Administrator at AHRA & Mr. Youssef Abdelaziz – Journalist at HR Revolution Magazine

 All the attendees had a 20 minutes coffee break to refresh their minds. In the coffee break HR Revolution had a chance to ask some questions to Ms. Mariam Bahgat – The new Administrator of AHRA. She spoke with us about the plans she wants to implement in her new working environment. She said that all what is she trying to do is to provide new things and new ideas for AHRA and also increase the number of memberships. She also works on attracting more sponsors as she promises for special and important events organized by AHRA in the upcoming period.


Mr. Sherif Amer – HR Consultant

After the coffee break, Mr. Sherif Amer – HR consultant – spoke about the other topic of the course “Employee Engagement”. Unlike the course of Mr. Ahmed Badr two months ago, Mr. Sherif talked about the topic from a different angle which is “Value Based Engagement”. Before starting, Mr. Sherif applied with the attendees what he called “Value Exercise”. He started distributing pieces of paper among the attendees with number of values written on them and the attendees must pick five values that can’t be abandoned in their lives. After picking, Mr. Sherif asked the attendees to exclude 3 values from the five they have already chosen to remain only two. It was a very tough choice but Mr. Sherif said after the exercise that the benefits of this exercise was to know every once in a while to know what are the values you are carrying in your life depending on the changes that happens through your experience.

In the course, Mr. Sherif talked about the different between the values of the startups and big companies. “Startups are some people who look like each other in their mindset and values so it is so easy to run the startup in this case because you have basic values shared by everyone, unlike the big companies who have a lot of employees and managers with different minds and characters,” he explained further that you have to hire according to a value based system to hire the people who carry values similar to that of the company’s. “The previous behavior is the best indicator of a future success or failure,” those were the words of Mr. Sherif pointing to the importance of hiring according a value based system. He also highlighted the role of disengagement in the organizations that causes a 450 to 500 billion loss.


Also, Mr. Sherif presented one of the most important factors in engagement which is internal communication with your employees, stressing on the role of HRs in creating an engaging atmosphere to the employees by simple steps like team building and transparency, which he considered the most important of all. He said, “A happy employee makes a happy costumer”. He also went to an important point and explaining the importance of embracing failure and that it is as important as celebrating success. Then, Mr. Sherif turned to a powerful point which is “managers”. He explained that many employees leave their work because of their managers. Having an academy for managing is an important step to produce great managers. Adding to that, “Countries like Egypt hire managers because they are experts at their fields, and not because they are good managers, which eventually cause huge troubles.”


Ms. Lamees Maher – Senior HR at ABCO United Group & Mr. Youssef Abdelaziz – Journalist at HR Revolution Magazine

Ms. Lamees Maher – Senior HR at ABCO United Group – saw that Mr. Sherif was on point in his presentation as she thought that he covered almost everything. She also saw that lack of engagement is a huge challenge that faces all the Egyptian companies including her company as the employees don’t feel that the values of the company are meeting theirs but they are still working on it to settle this problem and make the employees more comfortable in their work. She was also asked about whom to hire, a very qualified person with different values than your company or a less qualified person carrying the same values of the company? And her answer was, “If the less qualified person is trainable he/she is absolutely the right guy.”





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



“Continuous Learning, adopting innovation & creativity and teamwork are among the guiding principles of success and excellence in the government sector” Eng. Abeer Mahmoud Ramadna

Winner Name: Eng.  Abeer Mahmoud Ramadna

Winner Title: Director Assistance for Control & Inspection for Economic Activities at Ministry of Industry & Trade in Jordan

Winning categories:

  1. The Gold Stevie Winner in the category “the most innovative Communications Professional of the year “
  2. The Silver Stevie Winner in the category “Innovation in Community Relations or public Services Communications”
  3. The Bronze Stevie Winner in the category “Innovative Management in Government – Organizations with 100 or more employees”
Brief Biography about the Winner:

Abeer Ramadna is the Director assistant of control and inspection unit at the Ministry of Industry, Trade, and Supply (MIT) in Jordan, she has a Master Degree in Industrial Engineering- Engineering Administration / University of Jordan with “excellent degree”. Abeer has 20 years of experience in private and public sectors, and is a focal point for UNIDO at MIT in Jordan. Abeer is a certified Management development Expert from ITC/ Vienna in 2005, a certified Export Consultant to EU from CBI/Netherland in 2007, certified Lead Auditor for Quality Management ISO 9001:2015, a certified Engineer Expert in Quality and Environmental Management systems in 2018 and a certified EFQM Assessor from EFQM in 2019. Eng. Abeer has a wide professional expertise in many fields that allow her to provide consultations to the organizations in various fields including Quality Management, Environmental Management, preparing industrial polices, strategies and plans, Inspection polices, Monitoring & Evaluation systems, implementing the ISO9001, ISO14001 ISO14040s standards, and conducting technical industrial sectors studies.

Eng. Abeer won three Stevie Awards from three different categories after participation in Middle East Stevie Awards in 2020, these are:

  1. Gold Stevie Winner in a category:” The Most Innovative Communications Professional of the Year”. These categories honor the most innovation in communications practice, management, and use of technology.
  2. Silver Stevie Winner in a category: “Award for Innovation in Community Relations or Public Service Communications”. These categories honor innovation in communications practice, management, and use of technology in the public sector.
  3. Bronze Stevie Winner in a category: “Award for Innovative Management in Government “. These categories honor innovation in executive management including the Award for Innovative Management in a number of industry sectors.

Abeer has been published scientific papers in one of the world accredited journals in E-government. Titled “Barriers to E-Government Adoption in Jordanian Organizations from Users’ and Employees’ Perspectives” in 2017, the link is:

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

She was selected as a Judge at the Best Jordanian chemical product Award in all three cycles of it during 2015 to 2020, Judge in the 2019 management & entrepreneur Awards categories judging committee Stevie Awards, and Judge at the best industrial engineering project for the Jordanian universities in 2019. She participated in several national and International conferences, meetings and presented papers, as a representative of the MIT / Jordan.

Stevie Award winning Case Study:

  • Developing action plans of inspection development to governmental institutions (Inspectorates) work in fields of health, Environment, labor, safety for economic sectors in Jordan.
  • Supervision of developing Electronic Inspection System for governmental inspectorates.
  •  Conduct many awareness workshops for governmental inspectorates and for private sector institutions.
  • Conduct many workshops and training sessions as A National trainer of trainers in the shaping of future studies.
  • Secretariat of higher committee for Inspection development of Economic Activates that consists from high level management in governmental inspectorates.
  • Abeer is trusted as a competent team leader and confident expert in Quality management & Inspection systems
  • Abeer conducted in 2018 a study titled the Industrial engineering in the government sector in Jordan, current situation and future opportunities and present it in the 2nd International Conference on Industrial Systems & Manufacturing Engineering (ISME’19) Nov, 11-12, 2019 in Amman.
  • Abeer was chosen after a series of selection process as one of the National participants in the Civil Service Development Program in Jordan and attended all phases including the leadership and developing high performance teams at the Royal Military Academy Sandhurst UK during 2019.

Eng. Abeer Mahmoud Ramadna “Continuing to contribute achievements and make positive impacts are goals that are achievable with the presence of strong & positive attitude, self-motivated character & determination.”

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Stevie Awards Winners’ Articles Series – Asiacell



“Winning such an award requires hard work and we encourage other companies to focus on their customers and local communities in order to excel”

Winning Organization: Asiacell

Nomination: Award for Excellence in Innovation in Technology Industries (including Telecom)

Brief about the Organization:

Asiacell is a leading provider of telecommunications and data services in Iraq. As part of international telecommunications company Ooredoo Group, Asiacell was Iraq’s first mobile telecommunications provider to achieve nationwide coverage. Asiacell is also a leading internet provider with its 3.9G data services, offering the best network coverage in all of Iraq since January 2015.

Stevie Award Winning Case Study:

As part of its commitment to expand network coverage in Iraq, Asiacell has continued to support the redevelopment of the country’s infrastructure and economy and the provision of high-quality connectivity solutions. It has enhanced its “Hot Zone” restoration strategy by putting 200 sites on air and connecting over 500 sites to 3G.

Focused on improving the quality of life for communities, Asiacell’s CSR initiatives are focused on key areas, such as health, education and culture. Asiacell has equipped several higher education institutions with computer labs and supported the renovation of schools, with the aim of providing quality education infrastructure. It also partnered with the Chibayish Environmental Tourism Organization to build the first Iraqi Marshlands heritage museum in Ahwar as part of its efforts to revive Iraq’s Marshland, while generating a positive effect on tourism and jobs creation. 

Recognising that its people are its key asset, Asiacell continues to roll out initiatives focused on engaging and empowering employees. It has invested heavily in digital transformation, including digital upskilling for employees, and streamlining of various internal processes in order to nurture a digital-first culture that embraces innovation.

We are so glad to be recognized as a successful and innovative telecommunication company in Iraq with a Stevie Award for “Excellence in Innovation in Technology Industries”. Recognition from the Stevie Awards means a lot to us and motivates Asiacell to continue to serve the community with professionalism. Winning such an award requires hard work and we encourage other companies to focus on their customers and local communities in order to excel.


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Qisaty Project & Developing Talent in Children with Special Needs in Egypt



Edited By: Mahmoud Mansi

Qisaty Project – founded by Mona Lamloum – was launched on 26th December 2019 to support children talents through a series of storytelling, writing and drawing workshops.

The total number of children who participated in the storytelling workshop is 60 including the most talented 20 who were selected to the story writing sessions, 16 children ranging from 6 to 14 years old got their stories selected to be drawn by 19 children with special needs.

The drawing workshops were held in 3 cities in Egypt with cooperation with 2 special needs associations; Nida Society Rehabilitation with both branches in Cairo and Luxor. 14 children, and Ashab El-Erada Association in Alexandria. 5 children.

The children have different disabilities, hearing loss, partial blindness, movement disability, learning difficulty disability, mental disability and increased electricity in the brain.

Of course such an interesting project needs proper preparation and an intellectual plan. Mona Lamloum shared some of the challenges that she and her team have faced during the project:

1-The global pandemic and the sudden lockdown.

2- The fact that most of the children with special needs suffer from many chronic diseases which lowers their immunity, in addition to the huge responsibility that lies on the team while holding the workshop during the pandemic.

3-The fear of the parents of the children with special needs participation at the drawing workshops due to the pandemic and the lack of their immunity. Which was managed to concur with the help of the project partners in drawing workshops. 

Eventually, Qisaty Project was held at exceptional circumstances and according to deadlines set up before the global Corona pandemic. However, the team did their best to get the project done within the lockdown with a quality that is aspired from the beginning, and that was done simply by teamwork, sharing a unified vision, and collaborating to find new solutions.

The result is 16 short stories in addition to 64 drawings by hands of talented children with special needs and with variable disabilities from three cities: Cairo, Alexandria and Luxor. Each drawing tells a different scene from a short story inspired from the children themselves to be published as a grand book that gathers the short stories and the drawings of all the talented young participants.


Qisaty Sponsors:

– Amideast: Hosted the story telling, story writing workshops and the day that gathered the writers and children with special needs mixed day.

– Nahdet Misr Publishing House.

Media Sponsors:

– Marj3 Platform

– HR Revolution Middle East


– Arablit Quarterly

Children with special needs Associations:

– Nida Society Rehabilitation with both branches in Cairo and Luxor.

– Ashab El-Erada Association in Alexandria.

Qisaty Trainers:

– Hanan El-Taher.

– Mona Lamloum.

– Zeinab Mobark.

Designing Storytelling and writing workshop:

-Mona Lamloum

Writing workshops:

– Mona Lamloum

– Yaqoub El-Sharouni

Drawing workshop:

– Under the supervision of Shoikar Khalifa,

 – With the help of respectful team at Nida Association at Cairo and Luxor.

 – Ashab El-Erada Association at Alexandria by Sahar Zaiton with the help of Aliaa Abd-Elsalam.

Team Members:

– Rawan Said

– Ahmed Ismail

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