There is no doubt that despite all the advancements in technology and the ever-

changing ways organizations conduct business that human resources still re-

mains the most valuable resource a company could invest in. Human resource

professionals are the backbone of any successful organization. A strong HR team

will help company’s face and overcome challenges that may arise.

AmCham Egypt’s Career Development Center (CDC) recognizes the crucial

role human resources play in the success of each and every organization. In line

with this, CDC will be introducing two new certification programs focused on

human resources.

The first program, the Human Resource Business Professional (HRBP) is a

globally relevant credential that is designed to validate professional-level core

human resource knowledge and skills. The credential demonstrates mastery of

generally accepted technical and operational HR principles.

The other program CDC will be offering is the Human Resource Management

Professional (HRMP). The HRMP is a globally relevant credential that is designed

to validate management-level core human resource knowledge and skills. The

credential demonstrates mastery of generally accepted HR principles in strategy

and policy development as well as service delivery.

Both the HRBP and the HRMP credentials enhance the credibility of HR professionals and the organizations they are a

part of and are a valuable certification to have for human resource professionals. The new certifications offered are accredited

by the HR Certification Institute (HRCI). Since 1976, HRCI has been an internationally recognized, independent certifying or-

ganization for the human resource profession. Over 130,000 HR professionals in 100 countries proudly maintain the HR Cer-

tification Institute’s credentials as a mark of high professional distinction.

In addition to the new HRBP and HRMP, CDC also offers a number of other certifications for human resource professionals

including Professional in Human Resources (PHR), and Senior Professional in Human Resources (SPHR) which are provided

by the Society for Human Resource Management (SHRM), the world’s largest association devoted to human resource man-

agement and a long-time partner of CDC.

I look forward to bringing you further news on these two new certifications. The programs are expected to launch by the be-

ginning of the year.

Sincerely,

Dr. Mohamed Amin S. Hemimy

AmCham Deputy Executive Director

CDC Department Manager

The Journal of the Career Development Center at the American Chamber of Commerce in Egypt

NewsOctober 2013

www.amcham.org.eg/cdc

Vol. 9, Issue 4

CDC

u Book Review 5

u Certifications Schedule 7

u Build on Excitement 9

Inside this issue...

An Organization’s Most Valuable Resource

farahnewsletter_Newsletter Template 10/1/13 3:17 PM Page 1

2

CDCNewsCDC Head Office: Workshops

Negotiation Skills

Instructor: Mr. Mohamed El Naggar

3-5 Sept, 2013

Planning Budget and Cash BudgetInstructor: Mr. Ahmed Adel

10 - 12 Sept, 2013

Purchasing & Supply ChainInstructor: Mr. Robert Hamaoui

8 - 11 Sept, 2013

Emotional Intelligence

Instructor: Ms. Nehal Abdel Aziz

17 - 19 Sept, 2013

Project Managment Profession (PMP)

Instructor: Dr. Mostafa El Azhary

June 5 - 16 Sept, 2013

Certfied in Production & Inventory Managment (CPIM)

Instructor: Mr. Sherif Medhat

2 Feb - 7 Sept, 2013

CDC Head Office: Certifications

Tap into your inner motivation by asking yourself these questions regularly:

• “Did I make the world a better place this week, even if only in small way?”

• “Did I remind myself that I make a difference, even if I don’t always see big results?”

• “Was I kind, generous and giving this week?”

• “How can I be even more so tomorrow or next week?”

Adapted from The Five Secrets You Must Discover Before You Die, John Izzo, Berrettkoehler Publishers, www.bk-life.com.

farahnewsletter_Newsletter Template 10/1/13 3:18 PM Page 2

October 2013

3

Join us on facebook: www.facebook.com/amChamCDC

?Question: I have more than 3 years of professional experience in multinational firms and I want to enhance my

skills and boost my career.

Ask the ExpertsYour Career Advisor

CDC Career aDvisor: Embark on the next phase of your professional career with UT’s MBA program for professionals.

The additional knowledge you gain throughout the MBA program will have an immediate impact in

your work. Thus, No Master’s Thesis is required for graduation. In place of a Master’s Thesis, emphasis

is placed on projects, assignments and examinations.

instant support

Use facts to strengthen your point when trying to persuade others to embrace your point of view. If you're vague,

your ideas will sink fast. Follow this proven approach:

• Provide hard numbers. Show evidence that reinforces your idea and builds momentum in its favor. Example:

"Since last week's memo, 17 employees have asked to join the group!"

• Add follow-up numbers. Describe the secondary results. Example: "Four of the employees have already formed

a subcommittee and met once."

• Summarize the gains. Make it easy for the boss to evaluate your progress. Present any positive outcomes so far.

Example: "I have seen their agenda, and it's right on target. I can already see two potential sales worth $5,000 as

a result of their work."

• Make your pitch with confidence. Example: "I would like your approval to expand their territory to cover the entire

state."

Adapted from The Crystal-Barkley Guide to Taking Charge of Your Career, Nella Barkley and Eric Sandburg, Work-

man Publishing Co., www.workman.com.

Gainfor your ideas

farahnewsletter_Newsletter Template 10/1/13 3:18 PM Page 3

CDCNews

4

CDC Office: Alexandria

Certified Treasury Professional (CTP)

Instructor: Ms.Radwa Moustafa Kamal

23 April - 7 October, 2013

Certified Treasury Professional (CTP)

Instructor: Dr. Mena Nassif

April - October, 2013

Business English Pre-intermediate Level

Instructor: Dr. Walaa Abdel Aziz

9 March - 6 June, 2013

Want to convince others to accept your point

of view over their own? Don't engage in a

shouting match. Instead of raising their de-

fenses by attacking their points of view, throw

them off guard by agreeing with their view-

point.

Example: A co-worker tells you that you let

him down because you didn't meet an inter-

nal deadline that you consider relatively

unimportant. You could create a logical argu-

ment to convince your co-worker of that, but

the co-worker is unlikely to abandon his po-

sition.

Don't argue. Instead, say: "Yes, I understand

what you mean. We did agree to finish that

part of the report by Tuesday. I can appreci-

ate what you are feeling right now"

Why that works: You didn't argue—you vali-

dated the other person's point of view. At that

point, your co-worker is likely to relax be-

cause you are not being confrontational.

Next, offer a suggestion that meets both your

and your co-worker's needs. Example: "We

both have the key facts and figures. Do you

think we can skip the interim report and just

sit down together to discuss what we know

and what we need to include in the final re-

port?"

Add these key words to fully win the other

person to your point of view: "If you can't do

that, I understand"

Most likely, you will gain what you want. At

the worst, you will open a productive discus-

sion that results in a compromise that satis-

fies you both. —

Adapted from "First Agreement—Then (and

Only Then) Persuasion," Bob Burg,

www.burg.com.

How to win

without arguing

Assiut University Office

Future University Office

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5

Ain Shams University Office

Certified Managment Accountant (CMA)

Instructor: Mr. Ahmed Adel, CMA

21 February - 2 September, 2013

Sales & Marketing Certificate (SMC)

Instructor: Mr. Amr Badran, MBA

29 May- 24 August, 2013

Before Happiness: The 5 Hidden Keys to Achieving

Success, Spreading Happiness, and Sustaining

Positive ChangeShawn Achor (Author)

Why are some people able to make positive change while others remain the same?

In his international bestseller, The Happiness Advantage, Harvard trained researcher Shawn Achor described why

happiness is the precursor to greater success. This book is about what comes before both. Because before we can

be happy or successful, we need to first develop the ability to see that positive change is possible. Only once we

learn to see the world through a more positive lens can we summon all our motivation, emotion, and intelligence to

achieve our personal and professional goals.

In Before Happiness, Achor reveals five actionable, proven strategies for changing our lens to positive:

· The Most Valuable Reality: See a broader range of ideas and solutions by changing the details on which your brain

chooses to focus

· Success Mapping: Set goals oriented around the things in life that matter to you most, whether career advancement

or family or making a difference in the world

· The X-spot: Use success accelerants to propel you more quickly towards those goals, whether finishing a

marathon, reaching a sales target, learning a language, or losing 10 pounds

· Noise-Canceling: Boost the signal pointing you to opportunities and possibilities that others miss

· Positive Inception: Transfer these skills to your team, your employees, and everyone around you

By mastering these strategies, you’ll create an renewable source of positivity, motivation, and engagement that will

allow you to reach your fullest potential in everything you do.

www.amazon.com

BOOKReview

October 2013

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6

CDCNews

Congrats to Our Recent Certified Managers

If you have passed the international exam for

any of the CDC certification programs, share

with us your success and send your name, title

& company name to:

cdcnews@amcham.org.eg

Are you certified?

AlumniCDC

Adel Aly Shaaban Ibrahim

Recruitment Senior Supervisor

Xceed

Ashraf Abdelkhalik

Supply Chain Manager

SURGI-TECH Egypt

Dr. Tarek Abd El Aziz

General Manager

PANCHEM

Ihab Ragaa Moussa

Purchasing Senior Expert.

Schneider Electric Egypt.

Khaled Gamal

Business Development Manager

Chevron

Mariam Othman

Procurement Category Manager

Building Material Industries Company

Mennatallah Adel A.Salam

Public Relations Supervisors

Credit Agricol Bank

Reham Youssef

HR Business Support Manager

HSBC Bank Egypt S.A.E.

Samia Ibrahim

Senior Treasury Specialist

Al Arafa for Investment and

Consultancies

Sherif Medhat El Douh

Warehouse Manager

Atlantic Industries- Coca Cola

Ahmed A. Rahman El Sadek

Electrical Preparation & Inspec-

tion Sector Supervisor

Cement Service Company

Ahmed Mohamed Hussein

Quality Assurance Manager

Dreem

Maha El Daly

lazik unite coordinator

Aswan Eye & Laser Center

Mazen Moneer A.Fatah

Electrical Sector Supervisor

Amreyah Cement Co.

Eng. Moataz Ismail Abd El Ghany

Chief Technical Engineer

Al Mansour Al Sayed Borayek

Commercial Senior SupervisorMohamed E. Tawfik

Export Sales Supervisor

Medlevant shipping company

Walaa Hussein El-banna

Supply Chain Manager

Citadel Capital - Alex Automotive

Casting AAC.

CAIRO ALEXANDRIA

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7

Even if you are polite enough to say

“Thank you” throughout the workday, you

can turn those two words into powerful

recognition for your employees. Spend a

few minutes this month showing staff

members how much you truly appreciate

them.

Say “Thank you” with actions like these:

• Put it in writing. Send your staff member

a letter on professional looking stationary.

You don’t need to write much, just a few

lines saying specifically why you are glad

that this person works with you. Mention

details such as the actions, skills or attrib-

utes that the person brings to the work-

place.

• Reinforce the behaviors you value. Note

progress that the person has made over

the past few months or well-established

actions that you value. Example: “Rita,

your positive attitude always raises the

team’s morale. I recall just last week when

…”

• Make the delivery special. Hand the note

to the person with a few brief remarks,

such as “I want to tell you how much we

value your contributions.” Or mail the letter

to the employee’s home, where the recip-

ient can savor the praise with his or her

family.

Ratchet up the praise. Instead of thanking

the staff member yourself, ask your boss

or another executive to deliver the words

with a call or note. Knowing that you have

told others about the person’s good work

will make it more meaningful.

Adapted from Communication Briefings

Make a‘Thank you’Meaningful

Certifications Schedule

For university schedules and registration please contact:Ain Shams University: Tel: (20-2) 2403-8465 – 010-9719-2020

E-mail: cdc-ainshamsuni@amcham.org.egAssiut University: Tel: (20-8) 8242-3848 – 010-6554-4080

E-mail: cdc-assiutuni@amcham.org.egOctober 6 University: Tel: 010-2173-0049 – 010-0765-7151

E-mail: cdc-o6uni@amcham.org.egFuture University: Tel: 010-2260-7996 – 010-2260-7997

E-mail: CDC-FUE@amcham.org.egMohandesin Area: Tel: 011-1333-8331

For graduates before the year 2011 please contact:Main Office: Tel: (20-2) 3338-8220 • E-mail: cpe@amcham.org.eg

Alexandria Office: Tel: (20-3) 546-1357 – 546-1375 • Fax: 545-8475E-mail: acpes@amcham.org.eg

October 2013

To Subscribe to the CDC News

Send us your name, title, company, phone numberand address

Email: cdcnews@amcham.org.eg

Tel: (20-2) 3338-8220 - Fax: (202)

3337-3779

farahnewsletter_Newsletter Template 10/1/13 3:19 PM Page 7

8

CDCNews

Improve yourworkplace

To be successful, you need the re-

spect and support of your customers,

co-workers and managers. But

sometimes, in an effort to come

across as hardworking and profes-

sional, you can appear distracted or

aloof. To avoid alienating people,

follow these guidelines:

• Focus on others. Do you seem

pre-occupied with your own career

path and with looking good at the

expense of others? If you share

credit and show concern for others'

success, people will want you to do

well.

• Choose people over technology. A

surefire way to alienate people is to

respond to calls or e-mails in the

middle of a conversation. That

sends a message that they are less

important than the caller or e-mailer.

Ignore the calls or emails, and re-

turn them when your conversation is

over. If you are expecting an urgent

call, alert those present.

• Stop leaving long voice-mail mes-

sage. People will think you like the

sound of your own voice. Briefly

state your objective or main mes-

sage and follow it with short, sup-

porting sub points.

• Give your undivided attention to

the group. Don’t read reports or tap

away on your laptop during meet-

ings. That sends a clear message

that you don't care about the meet-

ing or its attendees. Instead, be fully

focused and engaged.

Adapted from "Ten Surefire Ways to

Tick off Your Coworkers," msn.ca-

reerbuilder.com.

CDC Workshops Calendar

Date Topic Time Fees LE

imageOCTOBER

Date Topics Time Fees LE

1-3 Communication and Interpersonal Skills 9:00am-2:00pm 1350

1-3 Planning Budget 4:00pm-9:00pm 1350

7-9 Training Needs Assessment Tools and Techniques 9:00am-2:00pm 1350

7-9 Growing Leaders 9:00am-2:00pm 1350

8-10 Presentation Skills 9:00am-2:00pm 1100

8-10 Writing Reports and Proposals 9:00am-2:00pm 1350

20-22 Sales Force Management 9:00am-2:00pm 1350

21-23 Financial Reporting and Analysis 4:00pm-9:00pm 1350

22-24 Strategic Planning 9:00am-2:00pm 1350

22-24 Creative Thinking 9:00am-2:00pm 1350

27-29 Advanced Professional Secretary 9:00am-2:00pm 1350

28-30 Developing Marketing Strategy 4:00pm-9:00pm 1350

28-31 Measuring Supply Chain Performace Using SCOR 4:00pm-9:00pm 2050

29-31 Customer Service Management 9:00am-2:00pm 1350

29-31 Decision-Making and Problem-Solving 9:00am-2:00pm 1350

NOVEMBER

5-7 Team Building and Leadership 9:00am-2:00pm 1350

5-7 Principles of Managerial Finance 4:00pm-9:00pm 1350

10-12 Business Etiquette 9:00am-2:00pm 1100

10-13 Train the Trainer 9:00am-2:00pm 2050

11-13 Media and Public Relations 9:00am-2:00pm 1350

11-14 Material Handling and Warehousing 4:00pm-9:00pm 2050

12-14 Customer for Life 9:00am-2:00pm 1350

17-19 Developing Great Managers 9:00am-2:00pm 1350

18-20 Strategic Management 9:00am-2:00pm 1350

18-21 Project Management 4:00pm-9:00pm 2050

19-21 Business Writing 9:00am-2:00pm 1100

24-26 Customer Relationship Management 9:00am-2:00pm 1350

24-28 IFRS 4:00pm-9:00pm 2500

25-27 Business Etiquette 9:00am-2:00pm 1100

26-28 Administrative Support Skills 9:00am-2:00pm 1350

26-28 Marketing Management: A Strategic

Decision-Making Approach

4:00pm-9:00pm 1350

DECEMBER

1-3 Time, Stress and Conflict Management 9:00am-2:00pm 1100

2-4 Accounting for Decision-Making and Control 4:00pm-9:00pm 1350

3-5 Presentation Skills 9:00am-2:00pm 1100

3-5 Compensation and Benefits 9:00am-2:00pm 1350

8-10 Major Accounts Sales Strategies 9:00am-2:00pm 1350

9-11 Negotiation Skills 9:00am-2:00pm 1350

9-12 Lean Process and Six Sigma 4:00pm-9:00pm 2050

10-12 Feedback Skills for Supervisors 9:00am-2:00pm 1350

15-17 Performance Management 9:00am-2:00pm 1350

16/18 Customer Retention and Satisfaction 9:00am-2:00pm 1350

16-18 Writing Reports and Proposals 9:00am-2:00pm 1350

17-19 The New Rules of Marketing and PR 4:00pm-9:00pm 1350

22-24 Communication and Interpersonal Skills 9:00am-2:00pm 1350

22-25 Logistic Management and Strategy 4:00pm-9:00pm 2050

23-25 Competency-Based Interviews 9:00am-2:00pm 1350

24-26 Executive Secretary: Developing More Skills 9:00am-2:00pm 1350

29-31 Finance for Non-Financial Managers 4:00pm-9:00pm 1350

29-31 Basic Management Skills 9:00am-2:00pm 1350

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9

Arabic Workshops Calendar

Transforming Your Company’s Needs into WorkshopsamCham’s Career Development Center offers tailored Workshops. these are

developed to fit the specific needs of your company and the individual needs

of your employees. We develop custom course material for each tailored

workshop. all workshops are delivered by our qualified instructors.

For more information, please contact:Tel: (20-2) 3338-1050 • Fax: (20-2) 3337-3779

Tailored Workshops

October 2013

Build on Excitement

Excitement is one characteristic of successful work-

places. Excited workers show abundant energy and

willingness to complete projects and assignments.

They have faith, hope and passion. However, workers

who are too excited may need your assistance to calm

down, take stock and move from excitement to action.

To focus staffers’ energy, ask questions like

these:“What do we need to do to harness this energy

and turn it into a concrete action plan? What is the first

thing we should do?”

• “What needs to change so that everyone here feels

as excited about this as we do?”

• “What parts of the plan or its execution do we feel a

little less excited about?”

• “Whom do we need to involve so that we can stay

excited about this?”

Adapted from Moving out of the Box Tools for Team

Decision Making, Jana Kemp, Stanford Business

Books, www.sup.org.

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CDCNews

10

Conformity is far too pervasive in the association community.

Our colleagues often try to avoid saying or doing anything somebody else might not like. Appearing contrary, they fear,

implies they are not team players. They worry that it may prevent them from earning respect, speaking at conferences,

serving on boards or committees, or landing new jobs.

I recall one committee meeting of association executives who were crafting an educational schedule. A member sug-

gested a topic others didn't think was appropriate. Glances were exchanged. Eyes rolled. But nobody said anything. So

an inappropriate topic got on the schedule.

This behavior baffles me. Diversity of opinion is normal. What's the chance that everybody will agree about every-thing

all the time? Critique, discussion, and debate should be viewed as helpful tools for creating sound policies and programs.

Instead, participants strive for unanimity.

I know of one civic organization whose board didn't know how to proceed after casting its first split vote. The chair cor-

rectly stated that majority rules, but one board member suggested a revote to make the decision unanimous. Why? Those

who disagreed weren't undermining the group. They merely thought it wasn't a good idea. Why should their opposition be

hidden?

Here's the real problem: Most people don't want to be different. They don't want to risk being thought of as unwise or

unprofessional or less than competent. They want to be accepted and get along with everybody else. So they conform.

But conformity can stunt association growth and innovation. New ideas must be raised and discussed, and that means

conflict and disagreement are inevitable. But in my experience, that conflict will probably be very polite. Colleagues are

likely to phrase their comments ever so diplomatically; hoping the originator of an idea will pick up their hints and make

desirable changes.

So don't be shy about disagreeing, even if you are the only person holding a contrary view. Want to change the culture?

Don't back down on an issue just to avoid conflict. Always be nice when you're disagreeing, but never apologize for dis-

agreeing. Criticize ideas, not people. And have something more than a complaint: Explain how you believe a different

idea or way of doing things can be successful.

Last, exude confidence as you do all this. With any luck, it may embolden your peers.

David M. Patt, CAE, is owner of association executive management, where he contracts with a management company to

serve as executive director of the society of correctional physicians and the academy of correctional health profession-

als.

Adapted from NOW Associations – July 2013 Issue

Care to DisagreeWhy associations need to cultivate conflict By David M. Patt, CAE

Tel: (20-2) 3336-9098 • 3338-1050 (ext.410) • Mob: 010-0779-6727

Fax: (20-2) 3338-9894

E-mail: mba@amcham.org.eg

farahnewsletter_Newsletter Template 10/1/13 3:20 PM Page 10

earn an aaCsB-accredited  

MBa

Discover, Learn and Innovate

Tel: (20-2) 3336-9098 • 3338-1050 (ext.410) • Mob: 010-0779-6727

Fax: (20-2) 3338-9894

E-mail: mba@amcham.org.eg

www.amcham.org.eg/MBa

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