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What did Egyptian HRians say about Robert Mosley’s workshop with JOBMASTER?



Coverage & Photography: Mahmoud Mansi

“JOBMASTER brings such valuable people, material and ideas to the Egyptian business world.”

This was a quote from one of the attendees of Robert Mosley’s workshop in Egypt on Job Analysis, Job Descriptions, Job Evaluation and Grade Structure (11 Jan 2016 – 14 Jan 2016).

unknown (3)As HRians we always thought about HR as a purely theoretical and behavioral subject. This is true, to some extent. After attending Robert Mosley’s workshop with JOBMASTER ( – one of the leading Egyptian companies in the field of development, human capital solutions, recruitment and consultation – people thought different, entirely different about HR, especially when you add Mathematics to theory.

Robert Mosley the international HR consultant and trainer has his Master’s degree in Mathematics, which as he says helped him “to think more logically” And here comes the magic.

One learnt how HR could be very meaningful when we use statistics, when we “calculate” out of the box, and how to use these calculations to evaluate each job in our organisations. It surely needs a mathematician to invent such calculations, but it doesn’t need one to implement it. This is one of the things that made the workshop easy to implement.

On the other hand, many organisations are not having the appropriate job descriptions, and they would rather invest their money in something that brings them a quicker and short-run outcome.

HR professionals from B-Tech, Orascom, one of the major national Egyptian banks, The Arab Academy for Science, Technology and Maritime Transport, and the Egyptian NGO Misr El Khier Foundation, have attended the workshop. Therefore, this workshop was purely an indication that many of the major Egyptian organisations are thinking smart, and thinking in long-terms.

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Some organisations had sent several HR employees to attend the workshop (up to four). As Mohamed ELMeligy – Site HR Manager in Orascom explains, “Some organisations are just huge, and it will be a mistake to send only one person to attend the workshop and try to solely implement these concepts. It’s better to send a team so that they can always work together with more efficient results.”

Meligy goes on, “In HR, workshops help us learn something that might be slightly different from our direct field and knowledge that we will not learn through our routine, that it enriches our career. I’ve attended with JOBMASTER several workshops before. When I apply to one of their workshops I don’t feel any risk. I think they are very selective when it comes to designing a workshop or choosing an instructor, they know what they are doing.”

Some of the attendees have already attended a similar workshop before, and they have their own reasons to attend it again with Robert, “I took a similar workshop before but having it with Robert showed me how to implement rather than only focusing on the theoretical part. Many people can transfer the know-how but transferring the application is a totally different talent. My mission will be making sure that the organisation chart would match the modified grades and job descriptions, and with a more accurate system we will be providing fairness and satisfaction to our employees.” OD Manager – Bank.

The Deputy General Manager of HR in the bank had an addition, it was her first time to attend such a workshop, “I think what makes the instructor great is his will to not only transfer his knowledge but his experience as well. He goes into full details and he teaches us how to avoid falling into common mistakes, how to audit your work, and what are the short-cuts to end-results. In the bank we have been working on several developments and we achieved a lot of effective results, however this workshop will make our bank more distinguished, not only for our customers but for our employees as well. We will be well-branded among the employment market and people will want to work with us.”

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There were 2 coffee breaks and a lunch break for the delegates. This gave them time to refresh their minds and explore the area around. “Positivity” is one of the rooms in JOBMASTER’s office. They have all kinds of rooms: happiness, innovation, intelligence, confidence…etc. They don’t have rooms like “punishment” though.

In the “Innovation” room the delegates spent their breaks enjoying delighted healthy food and fresh juices as they all brainstormed together and shared case studies while giving consultations to each other, while lunch time they were taken to the roof where they had longer conversations of this sort and further bonding with the instructor. The breaks were set in times that cope with the prayers times, and here came the role of the “Happiness” room.

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One of the side talks in a break was very interesting, it was about how most HR professionals know what a job description is, yet they are they all attending this workshop? One of the attendees was saying, “As someone who has been practicing and working in the field of HR for a while I know what are the components of a job description, but in this workshop we were given the best practice and the most updated steps to write a professional one. As for the job evaluation, it was a complete new addition to me. Robert knows how to give too much information in a very easy way.” HR Senior, Bank.

There are different job evaluation systems worldwide yet when companies try to analyse the market they find difficulties in using the scales for acute comparison. Emad Elhami, HR Team Leader at Orascom, elaborates, “When it comes to grading and job evaluation we will now know how to communicate with international organisations as we have learnt how to speak their “language” thus we will easily benchmark ourselves with the international market. We can also use it in succession planning and guarantee a better career path to our employees.”


Gamal Moustafa, Compensation Manager at Misr El Kheir Foundation

According to Gamal Moustafa, Compensation Manager at Misr El Kheir Foundation, there is a false stereotype in Egypt that NGOs do not guarantee a stable and promising career path same as profitable organisations does. He explains further, “Through implementing this workshop we will be able to further empower our system and grant our employees a clear career path that will be stronger than any stereotype. I also think that the clearer the job descriptions are, the higher the performance rate of each employee. The most powerful thing about Robert is that he always has a solution for everything. His experience is so vast. He travelled around the world and worked here and there knowing how multinationals and how local companies function. Therefore he knows very well how to give a non-academic practical solution to any of the questions asked to him.”

But what other reasons that make job descriptions and job evaluations so important? Apparently they help the employee become his or her own boss. Robert Mosley enriches us with details stating that job descriptions are important “to motivate the employees, to say to the employees this is what you are expected to do, these are your goals, this is what we require – so that you empower your employees to self-manage themselves to know if they are on target, and to self-motivate themselves towards achieving what required of them.”

Many Egyptians do not know how to progress their careers in HR and what to read. Mahmoud Mansi, a Senior HR Specialist in the Arab Academy for Science, Technology and Maritime Transport, shares his opinion too, “As an HRian who has been studying and working in the field for more than 7 years, I was overwhelmed by the content of the material and the intelligence of the instructor. I found out that having a Master’s Degree, a Ph.D. Degree, or an HR Diploma is something totally different than having a specific workshop that is conducted by a widely experience consultant. Theory makes a solid background and understanding but practicing and workshops will make a turning point in your organisation and in your personal career. No matter what kind of leader you are at your work or life, it feels outstanding being a student.”

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Robert Mosley who was Exclusively in Egypt with JOBMASTER conducted his second workshop on Compensation and Reward Management (16th to 19th January 2016).

Robert is returning back to give his third workshop on the 27th until the 30th of November, called Performance Management & Performance Appraisal, and there is a discount rate for the members of Global HR Forum.

To register for attending any of the workshops please visit:

Robert Mosley is a global remuneration expert, an HR consultant and he is the CEO of Lemon Pip Consulting Limited, UK. He has nearly 30 years of experience in HR and C&B. He did HR consulting work in over 20 countries. Robert spends most of his time working in and around the Middle-East and Asia, and now he revisits Egypt through JOBMASTER to offer this vital workshop to the Egyptian business environment, giving a chance to entrepreneurs, business-people, and HR professionals to celebrate the beginning of a successful 2016 with risks measured, managed and well prepared for.

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JOBMASTER Facebook Pages:


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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