Connect with us
Subscribe

Deutsch

Warum Kunden das Personalwesen hassen

Published

on

Es ist egal ob du männlich oder weiblich bist, hauptsächlich du hast ein Bachelor-Abschluss und bist älter als 25, erst dann kannst du gerne von unserer renommierten Mannschaft in der Telefonzentrale akzeptiert.

Hast du diese Anzeige irgendwo, außer in Komikzeitschriften mal gesehen oder gelesen? Eigentlich, haben viele bekannte Organisationen diese Anzeige veröffentlicht.

Eine von den lustigen Shows heutzutage ist das Anstellungsverfahren von den Agenturen der Telefonzentralen, und die Art und Weise mit denen die Unternehmen die neuen Arbeitnehmer auswählen.

Ich habe einmal die Telefonzentrale eines großen Unternehmens angerufen, um mich nach etwas zu erkundigen. Die Antwort war: Entschuldigung, wir können Ihnen jetzt keine Antwort geben, da wir unser System aktualisieren. Wir werden Sie später zurückrufen. Sie haben sogar nach meiner Telefonnummer nicht gefragt, um das zu tun. Sie haben auch nicht gefragt, wannn die beste Zeit für mich wäre.

Wieso können wir die Kriterien und Anforderungen für diese Arbeit nicht finden? Es ist nicht einfach eine Arbeit, wo du Telefonanrufe beantwortest, sondern eine Arbeit von “Wie kann ich Ihnen helfen, Ihre Zeit sparen und Antworte auf Ihre Fragen haben.”

Ich beschuldige nicht nur die Arbeiter vom Kundendienst, ihre Führungskräfte, oder die Fachinformatiker, die unfähig sind das System zu behandeln und struktuieren, aber am meistens die jenigen, die dafür veranwortlich sind, dass sie diesen Menschen einen Job geben und sie ausbilden! Was sind die Kriterien, die diese Organisationen verwenden, um diese Arbeiter aus zu suchen? Ich kann behaupten, die Antwort ist „keine“.

Kannst du jetzt meine Frage beantworten, warum die Mitarbiter vom Personalwesen gehasst werden, auch von Kunden wie mich?

Beobachtet man das Verhalten der Mitarbeiter und des Systems vom Personalwesen in verschiedenen Organisationen, so kann man sagen warum die Personalwesenmitarbeiter gehasst werden. Mit Absicht, übertragen sie einfach die traditionelle und historische Rolle für diese Abteilung (Mitarbeiter Angelegenheit)! Sie begrenzen ihren Arbeitsaufwand auf die Beobachtung der Anwesenheit der Arbeiter, und die bürokratische Papierarbeit des Unternehmens.

In Organisationen, bei denen die Personalwesenabteilung richtig funktioniert, beinhaltet die Rekrutierungsphase, dass man die offenen Stellen kennt, die Vorbereitung der Stellenbescheibungen und Anforderungen für jede Position weiß, die Kandidaten testet und ein Interview durchführt, und zuletzt die Anforderungen von jedem Job zu dem passenden Kandidat mit den passenden Fähigkeiten übereinstimmt.

Organisationen geben natürlich sehr viel Geld in der Rekrutierungsphase aus: von Tests, Vorstellungsgesprächen und Rollenspielen für die Kandidaten. Jedoch arbeiten die Kandidaten am Ende in Positionen, die ihren Fähigkeiten nicht entsprechen. Wieso verschwenden die Unternehmen so viel Geld, Zeit und Ressourcen, und dann fordern sie Wachstum und Gewinn am Ende jedes Geschäftsjahres?!

“Leben sie mit uns in diesem Jahrhundert?” Ich stelle mir immer und immer wieder dieselbe Frage. “Worauf warten sie noch um aufzuwachen”

Marian Yacoub

Übersetzt von

Arwa ElShehawy

German School o Alexandria

DSBAlex

FOS Department

Interviews

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

Published

on

“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

Continue Reading

Interviews

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

Published

on

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.

Continue Reading

Corporate

Empathy at Work. Interview with Mimi Nicklin: Empathetic leader, Author and Business strategist

Published

on

Mimi Nicklin is an Author and the host of the Empathy for Breakfast Show & Secrets of The Gap podcast.

She is an experienced marketer and communications specialist, business strategist and a wellknown empathetic leader. She is a natural coach, writer and creative mind, and has held roles as diverse as Strategic Director, Vice President and Creative Officer in some of the world’s leading advertising agencies.

Her passion for balancing humanism with capitalism, drives her commitment to leading the practice of Regenerative and empathetic leadership, as well as her ‘principles of people’, into organisations and communities worldwide.

Softening The Edge is Mimi’s debut book – out on 15 September and available for pre-order now on amazon.com 

INTERVIEWER: Cinzia Nitti

HR Revolution: Hi Mimi, it’s our honor to make this interview and thanks in advance for what you will share with the HR Revolution Middle East Family. Many people assume that Empathy is generally about “being there” when someone is going through a difficult life path. Would you tell us more about the value of Empathy and how the whole concept relates to corporate life?

Mimi Nicklin: After thirty years of data that shows empathy is declining, we have a deficit on our hands; a corporate humanity deficit, an Empathy Deficit. The Empathy Deficit has been formed by a gap in connection with each other at the deepest social and corporate levels over many decades, and it undermines the fundamental principles of our ability to thrive in at work. Workplace absenteeism and apathy are reaching endemic proportions. Corporate anxiety, depression, and extreme proportions of burnout often complete the picture. Never has there been a time in history when we needed an intervention into our working lives more than we do today and empathy and ‘Regenerative Leadership’ is a powerful driver for this turnaround.

HR Revolution: Why Empathy in the workplace matters and how it impacts employee productivity?

Mimi Nicklin: As the environments we work within become ever tougher and sharper edged, especially during 2020, we are seeing employee productivity and performance dwindle. We have a deep problem at the exact point where humanity meets capitalism, and there is a lack of balance between the two which is impacting the performance, focus and capability of team members. This is a problem fuelled by three key parts. First, an ubiquitous obsession with growth at all costs which sees employee wellness drop in importance; second, a never-ending stress cycle which is impacting staff at all levels; and third, a widespread disconnection between our people and corporate culture at an unprecedented scale.

HR Revolution: Mimi, as a consultant and business strategist, do you have a human-centric “recipe” to develop Empathy at work? What would you suggest to HR Departments to improve their effectiveness in supporting employees through Empathy?  

Mimi Nicklin: The key of all empathetic organisations success lies in truly listening to our teams. Both overtly and directly, and through confidential channels such as questionnaires or feedback forms. After many months of 2020 have seen us working from home, as HR specialists we have had an opportunity for the first time in a long time to truly slow down and to consider the wider context of our teams and culture. We can’t expect our teams to not want to make change, to push back against old patterns and to want to work for a higher, more impactful purpose with a more flexible approach. It is in embracing this desire that will lead HR teams to be able to innovative and make sustainable changes to employee performance and health. At the top of our lists should be to listen to our teams as they re-enter their working environments and reassess each area of our business in light of the new world we are facing.

HR Revolution: Vulnerability has been a critical factor for business leaders during the COVID-19 pandemic. Is there any kind of professional-empathetic method that balances both a company’s ambition and highlights the employee’s role?

Mimi Nicklin: I often talk about principles of people beyond profit. This is not to say people ‘before’ profit. Our businesses need to remain profitable and sustain our organisational imperatives, but we can lead a culture that looks at the value of the strength of our people as something that has commercial value. Empathy in leadership and culture is a data set and an input for your business and the method of balancing them reduces risk and improves uptake and trust from staff, leading to improvements across KPI’s.  Without being able to walk in the shoes of our employees and understand their diverse viewpoints, it is nearly impossible to inspire and lead teams to success, and even harder to create marketing, powerful business decisions or innovative products and services that truly and deeply resonate with people.

HR Revolution: How Empathy, Emotional Intelligence and Technology coexist in response to the post-pandemic era?

Mimi Nicklin: We have more technology to connect with each other and our clients than ever before, and more data to leverage an understanding of what people want, yet the systematic dehumanization by corporate agendas and over analysis has damaged our ability to connect. Zoom calls and team applications can brilliantly connect us and facilitate our business processes but we must be aware the technology can lead to inauthentic and ‘cold’ culture’s between leaders and teams. As HR leaders, it is our intuition and integrity in empathising with the real and honest problems that our teams have (on and off screen) that will allow us to really make an impact and leverage technology without losing our humanity and connectedness to each other at work.

HR Revolution: “Softening the Edge.” A leadership book on Empathetic Influence and Emotional Intelligence is your first book (out on September 15th). Would you give our readers a glimpse of its content?

Mimi Nicklin: Softening the Edge focuses on something I have been passionate about for my entire career—the sustainable wellness of our workforce, treating people with kindness and decency, and the future of Regenerative Leadership that sustainably promotes human values as well as the financial value of every business. It addresses the Global Empathy Deficit from within our organisations, based on my own experiences leading teams around the world, and inspired by the turnaround story in my current organisation. The goal is to create wider understanding that the world of leadership and business is critically responsible for playing a role in protecting and improving our social future. Today, many people do not enjoy their work, burnout is at all-time high, depression is impacting over 33,000,000 people and the younger generation is leaving the corporate workplace in droves. By failing to proactively nurture empathy in our future leaders, we are failing to protect our future. Softening the Edge is part business tool, part corporate culture guide and part social eye opener to a downward trend impacting all areas of life and work. It shows how by harnessing and exercising empathy for employees and each other we can reverse the trend, build happier, more productive businesses and create a kinder, healthier world.

Thanks for your precious contribution, dear Mimi. The whole HR Revolution Crew wishes you all the best!

Continue Reading

Recent Posts

Articles22 hours ago

Stevie Awards Winners’ Articles Series – Boehringer Ingelheim

“We are powered by people, we share a common purpose that drives everything we do, we serve mankind by improving...

Corporate5 days ago

Q&A with Yasmine Yehia | MEA Employer Branding Manager at Schneider Electric, Life Coach & Consultant

Interviewer: Mahmoud Mansi “To be able to have a strong brand, you need to start from within – you need...

Magazine1 week ago

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...

Civil Work2 weeks ago

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

صحافة: محمود منسي ثورة الموارد البشرية: إيناس لديك العديد من الخبرات في مجالات مختلفة، هل يمكن أن تعطينا نبذة عن...

Articles2 weeks ago

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...

Interviews2 weeks ago

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

Interviewer: Mahmoud Mansi “After the COVID-19 Pandemic, the world came to the realization that social media has a huge influence...

Interviews2 weeks ago

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

“HR professionals must be prepared for anything.  The roles of HR professionals continually change, there will be a continued need...

Interviews2 weeks ago

Q&A with Mahmoud Sami Ramadan – Digital Advertising Specialist, Dubai

Interviewer: Mahmoud Mansi “I am going around and discovering and jumping from one field to another, to be able to...

Articles3 weeks ago

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...

Articles1 month ago

Stevie Awards Winners’ Articles Series – Kuveyt Türk Participation Bank Case

“Each institution’s culture is unique. Employee culture and corporate culture should create a common blend” Nomination: Stevie Internal Communication Bronze...

Categories

Trending