President of Egypt!

President of Egypt!
8 June 2014

Mabrouk!

Mabrouk!

Monirah Al-Ghaiaty Passed Away, 23 Dec. 2011

Monirah Al-Ghaiaty Passed Away, 23 Dec. 2011
Mama on New Year's Day 2011....Goodbye my beloved mama...miss you

athan

BeyoncĂ© “Halo”

JULY-AUGUST EVENTS

JULY-AUGUST EVENTS

BARCELONA, Spain

BARCELONA, Spain

ROME, Italy

ROME, Italy

RAMADAN KAREEM!

RAMADAN KAREEM!

prayers

2 Funny Babies!

Nancy Agram

Giovanna e Angiolino

Cheers!

Cheers!

Funny Animation!

Tom and Jerry ("Kitty Foiled!")

Evolution of Dance

Human Robot

First Dance As A Couple - very funny

Same couple...a few years later

Same couple...a few years later

JOKES...(for the ladies!)

One day my housework-challenged husband decided to wash his Sweat- shirt. Seconds after he stepped into the laundry room, he shouted to me, "What setting do I use on the washing machine?"

"It depends," I replied. "What does it say on your shirt?" He yelled back, "University of Oklahoma."

And they say blondes are dumb...

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A couple is lying in bed. The man says, "I am going to make you the happiest woman in the world." The woman replies, "I'll miss you..."

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"It's just too hot to wear clothes today," Jack says as he stepped out of the shower, "honey, what do you think the neighbors would think if I mowed the lawn like this?"

"Probably that I married you for your money," she replied.

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Q: What do you call an intelligent, good looking, sensitive man? A: A rumor

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A man and his wife, now in their 60's, were celebrating their 40th wedding anniversary. On their special day a good fairy came to them and said that because they had been so good that each one of them could have one wish.

The wife wished for a trip around the world with her husband.

Whoosh! Immediately she had airline/cruise tickets in her hands.


The man wished for a female companion 30 years younger...

Whoosh...immediately he turned ninety!!!

(Gotta love that fairy!)


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Dear Lord,

I pray for Wisdom, to understand my man;

Love, to forgive him;

And Patience for his moods.

Because, Lord, if I pray for Strength, I'll beat him to death.

AMEN

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Q: Why do little boys whine?

A: They are practicing to be men.


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Q: What do you call a handcuffed man?


A: Trustworthy.

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Q: What does it mean when a man is in your bed gasping for breath and calling your name?

A: You did not hold the pillow down long enough.

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Q: Why do men whistle when they are sitting on the toilet?


A: It helps them remember which end they need to wipe.

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Q: How do you keep your husband from reading your e-mail?


A: Rename the mail folder "Instruction Manuals"

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Mad Wife Disease!

Mad Wife Disease A guy was sitting quietly reading his paper when his wife walked up behind him and whacked him on the head with a magazine. 'What was that for?' he asked. 'That was for the piece of paper in your pants pocket with the name Laura Lou written on it,' she replied. 'Two weeks ago when I went to the races, Laura Lou was the name of one of the horses I bet on,' he explained. 'Oh honey, I'm sorry,' she said. 'I should have known there was a good explanation.' Three days later he was watching a ball game on T.V. when she walked up and hit him in the head again, this time with the iron skillet, which knocked him out cold. When he came to, he asked, 'What the hell was that for?' She replied... 'Your horse called.'

JOKES...(for the men!)

JOKES...(for the men!)
Lunch!

ICU

ICU

Thinking about what I'm reading right now.......

Thinking about what I'm reading right now.......

Preparing my articles!

Preparing my articles!

Road Maps Coming Soon!

Road Maps Coming Soon!

Health Tips Too!

Health Tips Too!

READ ALL ABOUT IT!

READ ALL ABOUT IT!
Latest News & Articles

Thursday, January 10, 2008

How HR Manage the Changing Management!



How Human Resources
...Manage the Changing Management

By Hoda Nassef

Human Resources has many roles to play as a strategic business partner. HR managers are often called upon to oversee the change initiatives designed to get other managers and employees side by side with an organization’s business goals.

Change management is one of the most difficult and the most important tasks facing Human Resources. The key is to pursue a step-by-step approach where small changes build on each other. Effective communication, consistency, and a positive attitude towards change provide a solid foundation for attaining organizational change.

When dealing with change, there should be consistency in:

§ words and behaviour,
§ compensation,
§ performance appraisals,
§ promotion policies,
§ subordinate actions, and
§ organization structures.

A consistent message tells employees what to expect, as well as what they need to do, to make the company successful. A positive attitude towards change can be created through experience, team building retreats, strategic planning sessions, focus groups, or interactive workshops with management.

Reasons for failure include:

§ Inconsistencies between management’s words and their actions;
§ No system to evaluate the change and what it is to accomplish;
§ No change in compensation, performance appraisal, information or organization systems;
§ Management by ‘best seller’;
§ Unrealistic time goals for change; and…
§ The assumption that training is all that is needed for change to take place.

Identifying opportunities for improvement:

§ Keep up to date with developments in your sector – make sure you get valid, relevant, reliable information from various sources on developments in materials, equipment, technology and processes.
§ Consider the importance of these developments to your organization – carry out a regular review of developments and analyze their significance to your organization.
§ Pass information on developments to the appropriate people – if you think it is important, make sure your colleagues, members of your team and senior managers, are aware of its significance.
§ Identify opportunities for improvements – use information on developments to identify opportunities in quality.
§ Monitor and evaluate your operations continuously – always look for areas where improvements can be made and take appropriate action.
§ Identify any obstacle to change – take appropriate measures to alleviate any problem that may prevent improvements being made.

Assessing the pros and cons of change:

1. Get complete and accurate information – make sure you have sufficient, reliable information on current and proposed services, as well as products and systems, to allow you to make a reliable assessment.
2. Compare the advantages and disadvantages – use qualitative and quantitative techniques to assess the pros and cons of current and proposed services, products and systems.
3. Assess the implications of introducing changes – changes may affect cash flow, working practices and conditions, health and safety, team morale, supply and distribution networks, and customer loyalty; anticipate and assess the likely effect of changes.
4. Take into account previous assessments of introducing change – look at how realistic previous assessments turned out to be and use these to modify your current assessment.
5. Present your recommendations to the appropriate people – make your recommendations to senior managers or specialists in a way that helps them make a decision and in time to allow the decision to be put into effect.
6. Amend your recommendations in the light of responses – make appropriate alterations to your recommendations on the bases of the responses you get from senior managers and specialists.

Planning change:

1. Provide clear and accurate information – let those affected know about the proposed change in time for them to prepare effectively.
2. Get people involved – give people the chance to comment on the proposed change and help in the planning.
3. Make the case for change – give a clear and convincing rationale for the change and support this with sound evidence.
4. Identify potential obstacles to change, and find effective ways of avoiding or overcoming these obstacles.
5. Develop a detailed plan, including:
- the rationale
- the aim and objectives of the change
- how it will be implemented
- who will be involved and their individual roles
- the resources required
- the time scale
- how the plan will be monitored
- how you will know that the change has been successful.

Negotiating and agreeing on the introduction of change:

1. Present plans on projected change – communicate the changes and the anticipated benefits for your organization and for individuals, to team members, colleagues, senior managers, and others, in order to gain their support.
2. Conduct negotiations in a spirit of goodwill – make sure you retain people’s support and find mutually acceptable ways of settling any disputes.
3. Make compromises where appropriate – it may be necessary to make compromises to accommodate other priorities, but make sure these compromises are consistent with your organization’s strategy, objectives and practices.
4. Reach an agreement in line with your organization’s strategy, and revise your implementation plans accordingly.
5. Keep records of negotiations and agreements – make sure your records are complete and accurate and that they are available for others to refer to if necessary.
6. Where you could not secure the changes you anticipated, tell those affected in a positive manner – sometimes you are disappointed in not being able to obtain the changes you wanted due to other organizational priorities; explain the reasons for this in a way which maintains people’s morale and motivation.
7. Encourage all relevant people to understand and participate in the changes – explain the changes and their effects to people, and gain their support.

Finally, implementing and evaluating changes:

1. Present details of implementation plans to all concerned – make sure that you brief everyone involved in or affected by the changes, and the possible impact on their area.
2. Encourage people to seek clarification – check on their understanding of their role and encourage them to ask questions.
3. Use resources in the most effective way – plan carefully so that you meet the new requirements as cost-effectively as possible.
4. Maintain quality of work – ensure that work is maintained to a satisfactory standard during the period of change.
5. Monitor the changes – check to see that the changes have been implemented according to plan and that they result in the improvements anticipated.
6. Modify implementation plans and activities in the light of experience – you may need to modify the way you implement changes to cope with unforeseen problems.
7. Evaluate the benefits of the changes – compare the new way of working with the old: are the benefits as expected?
8. Review the change process – review the whole process of identifying, assessing, negotiating, agreeing, implementing and evaluating change; note ways of doing it better next time and make appropriate recommendations to senior managers, colleagues and specialists.




H.N.

Helwa Ya Baladi

Fedeehat Fatso!

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