Coverage & Photography: Mahmoud Mansi
“Why do we really train our employees?” … a question that was highlighted in Dr. Rita Maselli’s 3-day TNA workshop and was not that difficult to answer. Then far more complicated issues were tackled: Who are the employees you should invest your money in? How to divide your training budget wisely and fairly and most important strategically? How can you measure the impact of your training on your employees? Questions, questions and more questions. The answers were full of lively discussion and always inspiring.
Have you heard this before? “Training is a perfect tool for motivating the employee and for making an employee more engaged. Dividing the training budget equally among the employees is most accurate way for employee equality. Employee satisfaction is the best indicator for the training success.”
Although these statements may seem logical, we learned that they were all incorrect answers to the questions Dr. Rita proposed.
Through the workshop the delegates found out the true answers to these questions, and learnt how to apply the methods in their organizations which will make training more effective and efficient.
The 9 delegates were from 6 different leading organizations in Egypt: TE Data, Gasco, Metro Market, OGS, GIG, and the Arab Academy for Science, Technology and Maritime Transport.
With each day Dr. Rita delved deeper into the core reasons for employee behavior and training. The attendees learnt more about dealing with stake holders, knowing how to analyze the organization to detect which type of problems need critical training solutions, and what organizational problems can be solved without training, how to link the training to strategic objectives, the job description and the performance appraisal, and the psychology of the employee.
The breaks were quite interesting as the delegates enjoyed their coffee and lunch in the outdoors under the warm sun of Nasr City, socializing, sharing experiences and talking business. During the outdoor lunch the delegates enjoyed being environmentally friendly and feeding the neighborhood cats and dogs.
Across the three days the delegates shared case-studies and worked in groups on different assignments. The diversity of the working environment of different sector organizations was fascinating to the delegates and the instructor. Dr. Rita says, “I was pleasantly surprised by the diversity, I think the workshop changed their perspective about the importance of training and development. It also gave them an opportunity to focus on the idea of the results they wanted rather than just the idea of the process itself.”
The workshop took place in her RMA facilities in Nasr City. The training area is decorated with tons of paintings, all marked by her signature. Apparently Dr. Rita is also a very artistic person. What is the relationship between HR and Art? This is a question Dr. Rita shall answer in details some other time.
One of Egypt’s well-known FMCG companies is Metro Market, and it is very well-known for the quality of its products, employees and their excellent customer service. The HRs of Metro Market speak about their experience in the course and how it will develop their already well-structured system. Mohamed Abd-Elwahab – Training and Development Regional Head at Metro Market, “The goals and objectives of the organization are divided into tasks and duties that are written among the different job descriptions. In Metro we used to gather the names of the needed courses only through the line-managers, but now we will be linking the training need directly with the job description and competencies of the job, and hence the training will have a stronger impact on the person and on the organization. The training this way will be much more effective. Dr. Rita is always keen to make sure that every one of the attendees fully understands. She does that by repeating the key points several times through the workshops from different angles.”
On the other hand, Ayman Abdalla – Training Coordinator at Metro Market – reflects how important employees are in their organization, “Sometimes in organizations the HR provides training courses to employees who are already well-trained, in some cases this can be a waste of time and money. After this workshop I will identify the different needs and make the right choice for my employees.”
Heba Mohamed Khedr – Training Supervisor at GIG and a Yoga enthusiast – speaks about the difference of being lectured to and of practicing during learning, “I am currently taking an HR diploma, but what I enjoyed most about Rita’s workshop is the interaction and case-studies. I enjoyed it because it is a workshop rather than a course. Dr. Rita knows how to summarize everything. She uses this skill to review with us what we took during the workshop before we start a new topic.”
Sally Elfeky – Manager at OGS – is specialized at designing and providing training courses to oil companies in specific, in addition to general organizations, “Before the course I used to focus more on the output of the training programs we provide, but now I will be more focused on the outcome and long-term impact of any training we provide. I admire the wide knowledge of Dr. Rita in different areas of HR, Strategic Management and other fields as well. I loved her answers to all our questions.”
Gasco is one of the powerful governmental organizations in Egypt. They sent two non-HR General Managers of different business units to attend the course and help develop the organization. Magdy Hussein ElSayed – GM at Gasco, “The instructor uses a very simple language while communicating with us. As a person who is not working in the HR field I found this workshop very beneficial. I mostly enjoyed the SWOT analysis part and how it is linked to training and the development of the company.”
Magdy’s colleague, Salwa Helmy Halim Nada – Admin and Finance GM at GASCO Operation Department – speaks about the changes she will implement after attending the TNA course, “After this course I will invest the training budget for those who are keen to learn and work more. One of the great qualities of the instructor is that she is very smart, she knows how to tackle the themes, and she knows how to grab our attention and never make us feel bored. The group discussions she initiated were very inspiring to me.”
TE Data is one of the companies that are very well-known for always providing their employees with different training programs through their career lives. Two HR training professionals from TE Data were in the workshop and they had their intake and analysis on the course too. Noran Noor ElDin – Training and Development Section Head at TE Data, “The diversity of attendees was quite interesting. I learnt so much from their different industries and how training is applied in each of them. This helped me into knowing the market and what happens around in other organizations. Rita is giving us things that are not purely theoretical but that can be applied in our work environment, and more importantly she gave us the method of measurement to always benchmark ourselves and determine the progress of our organization. I think Rita has a very special gift in mastering her knowledge. She knows very well what she is saying. Of course she is pleasant and confident and she knows how to contact each individual based on their own level of thinking and knowledge. As a trainer myself I find this as a very special gift.”
On the other hand, Noran’s colleague, Yasser El Gohary – HR Training and Development Senior Specialist at TE Data – provides extra tips on the qualities of an effective trainer, “The workshop helped me into understanding the best practices of applying TNA since in TE Data we try to update our methods with each year. I took this course before with another institute but I find this one more into depth. Dr. Rita has a very strong quality. She always makes sure that all the attendees understand and are following up. She doesn’t leave any one behind. With each hour and each day she links the current topic to all the previous ones and by the end we have the biggest picture of which we know the details of how it was formed bit by bit.”
Mahmoud Mansi – Senior HR Specialist at the Arab Academy for Science, Technology and Maritime Transport – speaks about the importance of training in an educational organization where students are the customers, “I always took training seriously but I never thought it could be such a complex process having a direct impact on the fate of an organization to that extent. I personally think that not each person is born to be a talented teacher, yet with the appropriate trainings one can always learn more how to use different teaching techniques and the psychology of students, which will be one of my priorities at the HR.”
Dr. Rita performs one of her mastermind talents in summarizing the aim behind the whole course in a few lines, “It was clear to me that the participants learned how to look at training from a professional point of view. It’s like they now know what long-term results (outcomes) they desire and are able to deliver the direct results (outputs) by taking full control of the issues (inputs) and speed/technique (processes). I am proud of the progress that they made. It is a change of mindset.”
How did studying a CIPD qualification with ICS Learn change my career?
Journalism: Mariham Magdy
“Choosing ICS Learn has been one of the best decisions I have ever made!
I personally struggled for nearly two years trying to kickstart a career in HR and as we all know, HR is one tough industry to crack. “After choosing ICS Learn, I had a number of recruiters contacting me for HR roles and I couldn’t believe it! The level of attraction I received once putting the words ‘Studying towards CIPD’ on my CV was immense.
“I finally managed to gain an HR Administrator role in one of the best companies and couldn’t have been more pleased with being offered such a fantastic opportunity.”
Anika Parmar, CIPD LEVEL 3 & LEVEL 7 STUDENT
” Other course providers did not offer upfront information about how support would be given and by whom. ICS Learn proudly promotes the tutors and high levels of expertise. This gave me confidence that I would be in good hands.
Just one month after enrolling with ICS Learn for my CIPD course, I landed my first HR role and am over the moon!”
Nikki Long, CIPD Level 3 Student
“I really wanted to break into HR/Learning and Development roles, but the jobs I was applying for required a CIPD qualification, so I then took the leap and started with ICS Learn. “From not being able to get an interview for roles I started getting offers as soon as I mentioned CIPD on my CV.”
Nin Sandhu, CIPD Level 3 Student
“As a recent student of ICS Learn, I have completed my Level 5 Diploma. Prior to starting the course, I didn’t work in an HR role, so after shopping around and a lot of Google searching, I got into contact with a student advisor at ICS Learn.
The gentleman I spoke to was very endearing and friendly, as I didn’t work in an HR role and had no HR qualifications I was looking to start the CIPD Level 3 qualification, however, the advisor suggested I started with Level 5 as I had a university degree. “This was possibly the best choice I made as it has helped me become more recognised academically and I was able to get my first HR role in Alstom within 2 months of starting my course.”
Rukhsaar Hussain, CIPD Level 5 Student
“I have been able to use my studies in making decisions at work and able to relate the practical way of my work to my academic studies. “The tutors on my modules are friendly and approachable which has made me feel very supported throughout the course.”
Bernadette Aquino, CIPD Level 7 Student
“Since I decided to enroll onto a CIPD Level 5 qualification with ICS Learn in April last year, it has already had a tremendously positive impact on my change in career direction.
After careful comparison with other learning platforms, ICS Learn stood out to me as the best one available, as I knew people who had done this course and were able to gain successful entry into HR, either like myself during studying, or very quickly after completion.
They had good testimonies from students and offered an excellent flexible payment programme which made it accessible.
ICS Learn also offers good study support, from your own tutor, or even from fellow students!
Even though I’m still working towards my qualification, it has 100% helped me secure my future as an HR professional.”
Taj Chelvaiyah, CIPD Level 5 Student
Which Certification is right for me PHRi™ or SPHRi™?
Written by: Mariham Magdy
When deciding to take a step forward for their international certification, many HR professionals hesitate between choosing the right credential that suits their professional experience and practice; whether the PHRi™ or the SPHRi™?
In this article, we will provide a comprehensive comparison between the two credentials, to help you decide which certification is right for you.
First, we will highlight the eligibility requirements for both:
Let’s elaborate more about what is meant exactly by a “professional-level experience in an HR position”?
HRCI defines a “professional-level” HR position as one that includes:
- The ability to use independent judgment and discretion in performing work duties.
- A level of specialized knowledge in the HR field with some authority for decision-making.
- In-depth work requirements, such as data gathering, analysis, and interpretation.
- Interaction with a broad range of individuals, including key personnel.
- Individual accountability for results.
The Exam Content Outline for both certifications.
While the PHRi builds a professional mindset for the HR professionals on how to manage soundly the different HR functions, standardizing the steps they need to follow for the successful implementation of various HR processes; the SPHRi enhances the strategic aspect of HR Management Practices.
In other words, both certifications curriculum complements each other, and it depends on where you are on your professional career ladder to decide whether you are lacking the knowledge on how to professionally manage certain HR functions or are you ready to expand your strategic views and practices in the HR field?
The Certification Renewal:
- You must earn 1 ethics credit during your three-year certification cycle.
- This is a part, not in addition to your 60 required recertification credits.
I believe that the “Recertification” condition mandated by the HRCI increases the value of the certification itself since it ensures the continuous learning of the certified professionals.
One of the valuable slogans of the HRCI Certifications, is that it is “Earned not Given”, and thus the eligibility and merit of earning, must be continuously evaluated and confirmed.
Recertification is one of the many reasons that HRCI certifications are the most recognized and trusted by HR professionals and the organizations they serve. And now, recertification credits are easier than ever for you to access and earn.
And now let us know more about the Exam Format & Length:
The Exam Questions are either multiple choice, fill-in-the-blank, drag and drop, or scenarios.
The scenario questions present typical HR situations, followed by a series of exam items based on the scenario. These scenarios require you to integrate facts from different subject areas.
The HRCI website provides extremely useful bundles for the exam preparation material along with trial tests to assist you to get familiar with the certification exam questions and exercise them widely prior the exam itself.
In addition, the HRCI offers a “Second Chance Insurance” which is a pre-paid and non-refundable fee allowing you to take the exam for a second time in case of failing your first time.
Whether being certified as PHRi or SPHRi, the certification has three main advantages for you:
- Requires specific work experience, competency, and education.
- Requires recertification, which makes sure that you stay current in the HR profession through continuing education.
- Allows you to put the letters after your name.
Through the HRCI valuable certifications, you get connected to an exclusive network of motivated HR professionals around the globe – Nearly 145,000 certified HR thought leaders working in more than 100 countries and territories.
Emotional Intelligence and Business Excellence
Written By: Dr. Maha Magdy
Many of us as soon as they hear about ” Emotional Intelligence” think that it’s only related to love and relations with your partner, but have you ever related it to your business? How would it help you achieve your goals? Increase your income? Enrich your resources?
In business world, we usually care for IQ of candidates and consider it one of the main aspects to use for the performance evaluation of employees, ignoring their EQ which is proved to be the strongest predictor of positive performance and long-term success according to recent studies.
Let us first identify what is meant by EQ to be able to discover how foundational it is for a thriving workplace.
EQ or Emotional Intelligence is the ability to be aware of your emotions, moods & motives and to redirect them and manage your behaviors.
In other words, emotions are energy, and “Emotional Intelligence” is the ability to use or direct this energy to push you towards achieving your goals, which means you need first to identify your emotions then deal with them wisely.
If you aim to be a unique leader you must know that rising your EQ enables you to influence other’s emotions and interact with them successfully and even direct their reactions!
This is not a bare claim, but a scientific truth that I am going to explain now.
Scientifically, EQ is the ability of your brain to build strong neural connections between: “the limbic system” (center for emotions in your brain) and “the prefrontal cortex ” (the rationale thinking center), the more neural connections your brain build, the more emotionally intelligent you become. The good news is that you can train your brain to build these neural connections through emotional intelligence coaching techniques.
Emotional Intelligence, as I mentioned before, is mainly about emotional awareness, which is the ability to recognize your feeling, understand your habitual responses to events and realize how your emotions affect your behaviors and performance which is critical to your business.
Emotional Intelligence also enables you to acquire the ability to manage your emotions, stay focused and think clearly even when experiencing powerful emotions, which is crucial for your productivity, and would be reflected on your decisions, motivation, and relationships with others.
Emotional Intelligence coaching techniques will help you discover your limiting thoughts and beliefs and reframe them to unleash your potential and achieve the goals you though before to be unachievable, simply you would be able to choose how to react and whom to be.
One of the most important skills you acquire through emotional intelligence is the ability to master your personal power, the secret to become limitless through realizing your real capabilities and use them to put yourself where you deserve to be.
In these quick changes and surprising events, we face every day, emotional intelligence allows you to cope with stresses in a healthy way and minimize your negative thinking, this will protect both your physical and mental health and would reflect on your business.
Enhancing your EQ promotes you to build better relationships which reflects directly and indirectly on your business whether you are in a managerial position or an employee.
From all that we have mentioned above, we can realize how emotional intelligence would benefit your business through greater performance and productivity, greater income, improving personal skills, improving leadership skills, and acquiring a more healthy and stable work environment especially that it could be developed through training.
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