EFE Egypt works with unemployed youth with limited access to opportunity. We partner with the private sector to design tailored training programs based on the job market, and provide job opportunities for our graduates.
This document outlines the categories, judging process, and criteria for the Asian Apprenticeship Awards 2017. There are 12 award categories that recognize excellence in different industries and organizations. Nominations will be judged by at least 2 judges based on set criteria and the top applicants will be shortlisted in each category. Criteria for apprentices focus on their interest, progress, learning, and future plans. Criteria for employers focus on their support of apprenticeships, numbers of apprentices supported, outreach efforts, and willingness to promote the awards. Shortlisted finalists in each category will be announced as award winners.
Further education (FE) is any education after secondary education that’s not part of higher education (not taken as an undergraduate or graduate degree).
If you’re a bit bewildered by it all, you are not alone!
It can be difficult to understand how things fit together.
This guide is your starting point
Sigmar Recruitment is one of Ireland's leading professional recruitment companies with over 130 employees across offices in Dublin, Cork, Galway, Prague, Warsaw and Sofia. Sigmar has experienced exceptionally low consultant turnover due to encouraging staff investment in the company and shareholding. Sigmar prides itself on fostering an entrepreneurial culture through training, staff development, and a merit-based promotion system. This commitment to training and development has helped Sigmar attract and retain top recruiters in the industry.
ITEP introduces high school students to careers in international trade, transportation and logistics by creating industry-focused academies within at-risk public high schools. Through these academies, ITEP connects students with industry partners for mentorship opportunities to help motivate students, provide real-world experience, and address skills gaps. Evaluation of ITEP's programs show improved graduation rates by 30% and increased standardized test scores by 130 points, demonstrating their effectiveness in supporting students and schools.
The Asian Apprenticeship Awards took place on the 10th November 2016 at the Holiday Inn Birmingham City Centre. The aim of the awards was to celebrate and showcase the best of British Asian Apprentices and the people that employ and train them. In doing this, we hope that we will encourage more young British Asians to consider apprenticeships and more employers to provide opportunities to benefit from the skills that apprentices bring. Apprenticeships provide value for individuals, businesses and the economy. There is a universal commitment in the UK of being able to extend opportunities for everyone regardless of their race, gender or religion. In this respect, a number of government targets have been placed to improve the labour market chances for all. These include increasing the quantity of apprenticeships taken on by young people deriving from BME backgrounds by 20% and also increasing BME employment by another 20%, by the year 2020. The Asian Apprenticeship Awards are all about doing something practical to make a positive difference. We believe at least in a small way that we have made a difference and will continue to do so by highlighting, recognising and celebrating apprenticeship success both with individuals, employers and learning providers that support them. We all recognise that for the success of businesses and therefore the economy and the country as a whole, we have to be able to draw upon a skilled and motivated workforce. It is also clear that our apprentices are vital to providing these skills. However, there are not enough of them and especially not enough from the British Asian communities. So the challenge for us is how to address this issue. Our aspiration is that the Asian Apprenticeship Awards will make an important contribution by raising awareness, celebrating success and inspiring others.
The BAME Apprenticeship Awards aims to showcase the range of talent and hard work within the BAME communities which will be made possible with the contribution of employers and learning providers who share these beliefs.
The document summarizes a study on IFAD projects that promote decent employment for youth in rural areas. It finds that integrated approaches targeting all four pillars of decent employment - employment creation, working conditions, rights at work, and social dialogue - had the greatest impact. Specifically, it recommends that future projects focus on youth as a target group, provide market-based training and support for self-employment, improve working conditions and social protections, raise awareness of rights at work, and encourage workers' organizations. It also calls for national frameworks to incentivize rural development, youth hiring, and formalization of enterprises.
This document discusses global and Egyptian youth employment trends. Globally, most of the youth population lives in developing countries. Major factors affecting youth livelihood are poverty, illiteracy, and health issues. In Egypt, early employment leads many youth to discontinue their education, with most only completing basic education levels. Early employment also limits future employment opportunities and earning potential. Addressing poverty, illiteracy, and health challenges is key to improving youth development outcomes.
This document outlines the categories, judging process, and criteria for the Asian Apprenticeship Awards 2017. There are 12 award categories that recognize excellence in different industries and organizations. Nominations will be judged by at least 2 judges based on set criteria and the top applicants will be shortlisted in each category. Criteria for apprentices focus on their interest, progress, learning, and future plans. Criteria for employers focus on their support of apprenticeships, numbers of apprentices supported, outreach efforts, and willingness to promote the awards. Shortlisted finalists in each category will be announced as award winners.
Further education (FE) is any education after secondary education that’s not part of higher education (not taken as an undergraduate or graduate degree).
If you’re a bit bewildered by it all, you are not alone!
It can be difficult to understand how things fit together.
This guide is your starting point
Sigmar Recruitment is one of Ireland's leading professional recruitment companies with over 130 employees across offices in Dublin, Cork, Galway, Prague, Warsaw and Sofia. Sigmar has experienced exceptionally low consultant turnover due to encouraging staff investment in the company and shareholding. Sigmar prides itself on fostering an entrepreneurial culture through training, staff development, and a merit-based promotion system. This commitment to training and development has helped Sigmar attract and retain top recruiters in the industry.
ITEP introduces high school students to careers in international trade, transportation and logistics by creating industry-focused academies within at-risk public high schools. Through these academies, ITEP connects students with industry partners for mentorship opportunities to help motivate students, provide real-world experience, and address skills gaps. Evaluation of ITEP's programs show improved graduation rates by 30% and increased standardized test scores by 130 points, demonstrating their effectiveness in supporting students and schools.
The Asian Apprenticeship Awards took place on the 10th November 2016 at the Holiday Inn Birmingham City Centre. The aim of the awards was to celebrate and showcase the best of British Asian Apprentices and the people that employ and train them. In doing this, we hope that we will encourage more young British Asians to consider apprenticeships and more employers to provide opportunities to benefit from the skills that apprentices bring. Apprenticeships provide value for individuals, businesses and the economy. There is a universal commitment in the UK of being able to extend opportunities for everyone regardless of their race, gender or religion. In this respect, a number of government targets have been placed to improve the labour market chances for all. These include increasing the quantity of apprenticeships taken on by young people deriving from BME backgrounds by 20% and also increasing BME employment by another 20%, by the year 2020. The Asian Apprenticeship Awards are all about doing something practical to make a positive difference. We believe at least in a small way that we have made a difference and will continue to do so by highlighting, recognising and celebrating apprenticeship success both with individuals, employers and learning providers that support them. We all recognise that for the success of businesses and therefore the economy and the country as a whole, we have to be able to draw upon a skilled and motivated workforce. It is also clear that our apprentices are vital to providing these skills. However, there are not enough of them and especially not enough from the British Asian communities. So the challenge for us is how to address this issue. Our aspiration is that the Asian Apprenticeship Awards will make an important contribution by raising awareness, celebrating success and inspiring others.
The BAME Apprenticeship Awards aims to showcase the range of talent and hard work within the BAME communities which will be made possible with the contribution of employers and learning providers who share these beliefs.
The document summarizes a study on IFAD projects that promote decent employment for youth in rural areas. It finds that integrated approaches targeting all four pillars of decent employment - employment creation, working conditions, rights at work, and social dialogue - had the greatest impact. Specifically, it recommends that future projects focus on youth as a target group, provide market-based training and support for self-employment, improve working conditions and social protections, raise awareness of rights at work, and encourage workers' organizations. It also calls for national frameworks to incentivize rural development, youth hiring, and formalization of enterprises.
This document discusses global and Egyptian youth employment trends. Globally, most of the youth population lives in developing countries. Major factors affecting youth livelihood are poverty, illiteracy, and health issues. In Egypt, early employment leads many youth to discontinue their education, with most only completing basic education levels. Early employment also limits future employment opportunities and earning potential. Addressing poverty, illiteracy, and health challenges is key to improving youth development outcomes.
تقرير التغطية الإعلامية لكيونت - يناير 2014 QNet Egypt
The document is a report on media coverage generated by QNet's public relations program in Egypt during January 2014. It includes summaries of 61 news articles published online and in print about QNet and direct selling as a solution to unemployment and rising spinsterhood rates in Egypt. The articles discuss how direct selling through QNet can provide flexible work opportunities and a stable income to help young people afford marriage expenses.
This document discusses AIESEC, an international student exchange program that places youth in internships in over 110 countries. It defines an Exchange Participant (EP) as someone seeking an internship abroad and a Trainee Nominee (TN) as a company participating in the program. For EPs, AIESEC offers global experiences and skills development, while for TNs it provides diverse talent and opportunities for corporate social responsibility. Reasons to participate include career development for EPs and cultural exchange for companies. The document encourages convincing companies and organizations to offer AIESEC internships and provides contact information for further questions.
We are a team of youth, freelancers, mentors & consultants; who have a huge experience in different educational backgrounds and career paths in many fields who want to share their knowledge and experiences to help the graduated and undergrad students to be qualified candidates for labor Market .
Have Fun ....
Erasmus+ is the European Union program for education, training, youth and sport from 2014 to 2020 that aims to benefit over 4 million people. It will provide opportunities for students and staff to study, train, and volunteer abroad. Erasmus+ replaces seven prior programs with a single program to make opportunities more accessible, support over 125,000 institutions in innovating practices, and equip citizens with the skills needed to succeed in a knowledge society through modernizing education.
E&B Consultancy was founded in 2010 in Albania to provide education consultancy services to students pursuing studies abroad. It was started by Besart Xhaferri based on his own struggles finding the right overseas program. The company helps hundreds of students each year gain acceptance to top universities around the world. It later expanded with new divisions like E&B Solution, focused on Europe and US, and E&B Events for organizing education fairs. The company aims to develop global citizens and has a dedicated team with experience in various related fields.
EY Connect Day is bigger than just a volunteer opportunity. It’s a chance for our personnel to build a better working world by investing time in causes that matter. We strive to contribute more to our communities and give our people more meaningful experiences by tapping into their professional skills and capabilities through skills-based volunteering.
The document discusses several European Union programs that provide support for youth employment, education, and mobility. It describes Eurodesk, a network that provides information to young people about work, study, exchange, and volunteering opportunities across Europe. It also outlines the Youth Guarantee, which ensures that young people under 25 are offered a job, continued education, apprenticeship, or traineeship within 4 months of becoming unemployed or leaving education. The Youth Guarantee and other programs like Eures and Your First Eures Job aim to improve education and employment opportunities for European youth.
This document provides information about AIESEC's Leap program, which offers international volunteer experiences. It discusses the program's history and growth since 1948. It then provides details about the application process, benefits of the program, potential project locations, testimonials from past participants, frequently asked questions, and contact information for those interested in the program.
[AIESEC in Vietnam] OGX GIP EP Profile aiesecvietnam
Global Professionals is AIESEC Vietnam's brand for their Global Talent Program, which aims to make Vietnam a hub for global internship experiences and source Vietnamese students for internships abroad. They have delivered over 30 internships from January to October 2013 and plan to deliver over 100 more. The most common backgrounds of their interns are marketing, business administration, and economics. Their interns typically work in Japan, India, Malaysia, and China. AIESEC Vietnam prepares their interns through various seminars and ensures they have a quality internship experience with professional development opportunities and support from their host company.
- AIESEC is a global nonprofit founded in 1948 that provides leadership development experiences to young people through international internships and volunteer programs.
- The Leap program places Bahraini students in international volunteer projects focused on areas like entrepreneurship, literacy, and environmental issues. Locations include countries in Asia, Europe, Africa, and the Americas.
- Participants gain practical skills, expand their worldview, and make a positive social impact through the program. They are supported throughout the application process and internship.
Omnia El Domany is an Egyptian national seeking a job utilizing her background in education, management, and communication. She has over 5 years of work experience in alumni management, venue administration, and teaching. Her education includes a Bachelor of Science in Accounting from Cairo University. She has skills in public speaking, strategic planning, team leadership, youth employment, public relations, and management. Omnia has completed several career development courses and holds HR and marketing diplomas. She is proficient in Microsoft Office and various other software.
The Leap Program is an international volunteer abroad experience that enables youth to work on projects that impact social issues. Empower communities by developing the people and enabling them to develop a more sustainable and healthy future.
[Aiesec hcmc][spring 2013] induction seminarHa Quan Gia
The document provides an overview of AIESEC's induction seminar for new member recruitment in spring 2013. It introduces the various teams within AIESEC HCMC including their roles and responsibilities. The teams discussed are Incoming, External Relations, Outgoing Exchange, Expansion Management, Talent Management, Marketing & Information Management, and Finance. The document aims to inform new members about the structure and opportunities available within each team to gain international experience and leadership development through AIESEC projects.
The EU-GANGS project aims to address skills gaps and mismatches for professionals working with gangs and youth crime across Europe. It will develop a new vocational training program and qualification for workers affected by gangs and gang crime. Professionals such as youth workers, teachers, police and probation officers often deal with gangs as part of their work, but currently lack dedicated training. The EU-GANGS project will bring together professionals from 5 countries to research, develop and accredit a new vocational training program at the national level in each country. This will provide current and future professionals with the knowledge and skills needed to more effectively engage with gangs and reduce gang crime.
The EU-GANGS project aims to address skills gaps and mismatches for professionals working with gangs and youth crime across Europe. It will develop a new vocational training program and qualification for workers affected by gangs and gang crime. Professionals such as youth workers, teachers, police, and probation officers often deal with gangs as part of their work, but currently there is no training to provide the necessary knowledge and skills. The EU-GANGS project will bring professionals from 5 countries together to research, develop, and accredit the new vocational qualification at the national level in each country. It will benefit both current and future professionals working with gang culture.
Mariam Sayed Sorour is seeking a challenging position that utilizes her skills in public relations, marketing, communication, and research. She has over 5 years of experience in these areas, including roles at the National Center for Social and Criminological Research and MTK International Law Firm. Mariam has excellent English skills and proficiency in French. She holds a Bachelor's degree in Mass Communication from Cairo University and a Master's in Political Marketing and Public Relations.
AbdulRahman Hammad is an experienced HR specialist and PR officer seeking new opportunities. He has over 10 years of experience in human resources, recruitment, training, and public relations. Currently he works as an HR senior specialist for a fashion company in Egypt. Previously he was a PR officer for a music band and has held other HR roles. He has a bachelor's degree in business administration with a focus on human resources.
The document discusses the exchange processes and learning for Outgoing Exchanges (OGX) and Incoming Exchanges (ICX) with AIESEC Ethiopia. It explains that the purpose of exchange is to promote cultural integration and provide international experiences. The exchange process involves four main activities: raising companies for internship opportunities, promoting opportunities, matching participants, and realizing the exchange when participants arrive in the host country. It also mentions re-integrating participants after their exchange and notes the global internship program is governed by quality standards and policies to address challenges.
The document discusses how fintech can help build financial resilience during times of high inflation and cost of living. It notes that inflation will always occur and causes financial stress for both consumers and businesses. Fintech can help in areas like payments, lending, personal finance tools, digital banking, cryptocurrency and more. Financial education is important to enhance financial well-being. Fintech companies need to maintain close engagement with customers to build trust as financial inclusion and security are pursued. A financial resilience index can gauge economic stability and fintech products can assist people at different stages before, during and after financial disruption.
CEQUENS white paper on Social perspective of Fintech worldAshraf Osman
This paper is written by Ashraf Osman (CEQUENS), All Fintech companies focus on payment and lending solutions without focusing on the social perspective of the landscape.
تقرير التغطية الإعلامية لكيونت - يناير 2014 QNet Egypt
The document is a report on media coverage generated by QNet's public relations program in Egypt during January 2014. It includes summaries of 61 news articles published online and in print about QNet and direct selling as a solution to unemployment and rising spinsterhood rates in Egypt. The articles discuss how direct selling through QNet can provide flexible work opportunities and a stable income to help young people afford marriage expenses.
This document discusses AIESEC, an international student exchange program that places youth in internships in over 110 countries. It defines an Exchange Participant (EP) as someone seeking an internship abroad and a Trainee Nominee (TN) as a company participating in the program. For EPs, AIESEC offers global experiences and skills development, while for TNs it provides diverse talent and opportunities for corporate social responsibility. Reasons to participate include career development for EPs and cultural exchange for companies. The document encourages convincing companies and organizations to offer AIESEC internships and provides contact information for further questions.
We are a team of youth, freelancers, mentors & consultants; who have a huge experience in different educational backgrounds and career paths in many fields who want to share their knowledge and experiences to help the graduated and undergrad students to be qualified candidates for labor Market .
Have Fun ....
Erasmus+ is the European Union program for education, training, youth and sport from 2014 to 2020 that aims to benefit over 4 million people. It will provide opportunities for students and staff to study, train, and volunteer abroad. Erasmus+ replaces seven prior programs with a single program to make opportunities more accessible, support over 125,000 institutions in innovating practices, and equip citizens with the skills needed to succeed in a knowledge society through modernizing education.
E&B Consultancy was founded in 2010 in Albania to provide education consultancy services to students pursuing studies abroad. It was started by Besart Xhaferri based on his own struggles finding the right overseas program. The company helps hundreds of students each year gain acceptance to top universities around the world. It later expanded with new divisions like E&B Solution, focused on Europe and US, and E&B Events for organizing education fairs. The company aims to develop global citizens and has a dedicated team with experience in various related fields.
EY Connect Day is bigger than just a volunteer opportunity. It’s a chance for our personnel to build a better working world by investing time in causes that matter. We strive to contribute more to our communities and give our people more meaningful experiences by tapping into their professional skills and capabilities through skills-based volunteering.
The document discusses several European Union programs that provide support for youth employment, education, and mobility. It describes Eurodesk, a network that provides information to young people about work, study, exchange, and volunteering opportunities across Europe. It also outlines the Youth Guarantee, which ensures that young people under 25 are offered a job, continued education, apprenticeship, or traineeship within 4 months of becoming unemployed or leaving education. The Youth Guarantee and other programs like Eures and Your First Eures Job aim to improve education and employment opportunities for European youth.
This document provides information about AIESEC's Leap program, which offers international volunteer experiences. It discusses the program's history and growth since 1948. It then provides details about the application process, benefits of the program, potential project locations, testimonials from past participants, frequently asked questions, and contact information for those interested in the program.
[AIESEC in Vietnam] OGX GIP EP Profile aiesecvietnam
Global Professionals is AIESEC Vietnam's brand for their Global Talent Program, which aims to make Vietnam a hub for global internship experiences and source Vietnamese students for internships abroad. They have delivered over 30 internships from January to October 2013 and plan to deliver over 100 more. The most common backgrounds of their interns are marketing, business administration, and economics. Their interns typically work in Japan, India, Malaysia, and China. AIESEC Vietnam prepares their interns through various seminars and ensures they have a quality internship experience with professional development opportunities and support from their host company.
- AIESEC is a global nonprofit founded in 1948 that provides leadership development experiences to young people through international internships and volunteer programs.
- The Leap program places Bahraini students in international volunteer projects focused on areas like entrepreneurship, literacy, and environmental issues. Locations include countries in Asia, Europe, Africa, and the Americas.
- Participants gain practical skills, expand their worldview, and make a positive social impact through the program. They are supported throughout the application process and internship.
Omnia El Domany is an Egyptian national seeking a job utilizing her background in education, management, and communication. She has over 5 years of work experience in alumni management, venue administration, and teaching. Her education includes a Bachelor of Science in Accounting from Cairo University. She has skills in public speaking, strategic planning, team leadership, youth employment, public relations, and management. Omnia has completed several career development courses and holds HR and marketing diplomas. She is proficient in Microsoft Office and various other software.
The Leap Program is an international volunteer abroad experience that enables youth to work on projects that impact social issues. Empower communities by developing the people and enabling them to develop a more sustainable and healthy future.
[Aiesec hcmc][spring 2013] induction seminarHa Quan Gia
The document provides an overview of AIESEC's induction seminar for new member recruitment in spring 2013. It introduces the various teams within AIESEC HCMC including their roles and responsibilities. The teams discussed are Incoming, External Relations, Outgoing Exchange, Expansion Management, Talent Management, Marketing & Information Management, and Finance. The document aims to inform new members about the structure and opportunities available within each team to gain international experience and leadership development through AIESEC projects.
The EU-GANGS project aims to address skills gaps and mismatches for professionals working with gangs and youth crime across Europe. It will develop a new vocational training program and qualification for workers affected by gangs and gang crime. Professionals such as youth workers, teachers, police and probation officers often deal with gangs as part of their work, but currently lack dedicated training. The EU-GANGS project will bring together professionals from 5 countries to research, develop and accredit a new vocational training program at the national level in each country. This will provide current and future professionals with the knowledge and skills needed to more effectively engage with gangs and reduce gang crime.
The EU-GANGS project aims to address skills gaps and mismatches for professionals working with gangs and youth crime across Europe. It will develop a new vocational training program and qualification for workers affected by gangs and gang crime. Professionals such as youth workers, teachers, police, and probation officers often deal with gangs as part of their work, but currently there is no training to provide the necessary knowledge and skills. The EU-GANGS project will bring professionals from 5 countries together to research, develop, and accredit the new vocational qualification at the national level in each country. It will benefit both current and future professionals working with gang culture.
Mariam Sayed Sorour is seeking a challenging position that utilizes her skills in public relations, marketing, communication, and research. She has over 5 years of experience in these areas, including roles at the National Center for Social and Criminological Research and MTK International Law Firm. Mariam has excellent English skills and proficiency in French. She holds a Bachelor's degree in Mass Communication from Cairo University and a Master's in Political Marketing and Public Relations.
AbdulRahman Hammad is an experienced HR specialist and PR officer seeking new opportunities. He has over 10 years of experience in human resources, recruitment, training, and public relations. Currently he works as an HR senior specialist for a fashion company in Egypt. Previously he was a PR officer for a music band and has held other HR roles. He has a bachelor's degree in business administration with a focus on human resources.
The document discusses the exchange processes and learning for Outgoing Exchanges (OGX) and Incoming Exchanges (ICX) with AIESEC Ethiopia. It explains that the purpose of exchange is to promote cultural integration and provide international experiences. The exchange process involves four main activities: raising companies for internship opportunities, promoting opportunities, matching participants, and realizing the exchange when participants arrive in the host country. It also mentions re-integrating participants after their exchange and notes the global internship program is governed by quality standards and policies to address challenges.
The document discusses how fintech can help build financial resilience during times of high inflation and cost of living. It notes that inflation will always occur and causes financial stress for both consumers and businesses. Fintech can help in areas like payments, lending, personal finance tools, digital banking, cryptocurrency and more. Financial education is important to enhance financial well-being. Fintech companies need to maintain close engagement with customers to build trust as financial inclusion and security are pursued. A financial resilience index can gauge economic stability and fintech products can assist people at different stages before, during and after financial disruption.
CEQUENS white paper on Social perspective of Fintech worldAshraf Osman
This paper is written by Ashraf Osman (CEQUENS), All Fintech companies focus on payment and lending solutions without focusing on the social perspective of the landscape.
Hello 2020! Are you ready for your business planAshraf Osman
The document discusses best practices for business development, including analyzing external factors, markets, customer accounts, and product portfolios. It also provides links to video lectures on topics like PESTEL analysis, SWOT analysis, market analysis, and developing revenue and talent plans. Finally, it lists the components that must be included in a full year 2020 business plan to submit to a company's board of directors, such as assumptions, expenses, projected revenue, monthly profit/loss statements, and cash flow forecasts.
A common mistake that sales managers always do is to imagine that they can manage “numbers”; be they revenue, profits, or any business results numbers.
Numbers are an outcome! Outcomes cannot be managed, actions that lead to outcomes are what can be managed.
شركتكم هي من اكبر الشركات العامله في مجال الحلول المتكاملة حيث تقومون بتوريد الأنظمة المعلوماتيه و البنيه الاساسيه اللازمة لها في حلول متكامله تساعدة العملاء في تحقيق أهدافهم و حل مشاكلهم التشغيلية انتهاز الفرص العملية الضائعة، و لكون شركتكم تعمل في العديد من الصناعات و لا تقتصر على مجال عملي معين (مثل اعمال الفندقة و الضيافة) فقد تكون لديكم معرفه و منهجيه جيده لربط حلولكم بالقيمه المضافه لأعمال زبائنكم
واثبتم بالفعل نجاحاً هائلاً في هذا الموضوع ظهر في ادراجكم في مجلة
Middle East Systems Integrators.
نظراً لخبرتكم الطويلة في التعامل مع الشركات المملوكة لأفراد و لمعرفة رئيس مجلس إدارة شركتكم بالسيد ماضي شخصياً من خلال الدوائر الاجتماعية فقد تم التنبيه على فريق البيع بأن يتخذ الحذر اللازم و ذلك عن طريق إثبات العائد على تكلفة الشراء و المنفعة المنتظرة من وراءه بطريقه كميه محدده و ليس بالكيف، اذ أن قرار الشراء هو في يد السيد ماضي الذي يتميز بالعناد و الأوتوقراطية في اصدار القرار
Following is a glimpse on a well-known Egyptian company that is a heavy user of technology; Egypt Air (EA)!
I am sure may IT companies have been working with EA for years; selling to their data center, competing with others to get a bigger piece of the pie, getting into price wars with competitors, etc.
On the other hand, I have a feeling that not many companies have a comprehensive account plan for EA that can double the revenue coming from EA (as an airline only).
المقال السادس دور الاقتصاد الوطني في التحول الرقمي ..احتفظوا بالأموال داخل اق...Ashraf Osman
في ھذا المقال سنبین الطریقھ المثلى لاعتماد برمجیات مفتوحة المصدر
دون ان نصغي الى المخاوف التي تنشرھا الشركات الكبرى و التي
.نجحت في بعض الأحیان في اقناع العملاء بالعوده الى برمجیاتھم بعد ان تحولوا عنھا
المقال الخامس دور الاقتصاد الوطني في التحول الرقمي Ashraf Osman
في هذا المقال سنتكلم عن البرمجيات مفتوحة المصدر و كيف انها احد الأهداف التي تريد الشركات العالميه اضعافها و زرع الشك في نفوس المستهلكين حولها، بينما في الوقت ذاته تشتري هذه الشركات البرمجيات مفتوحة المصدر الواعده و تدمجها في باقات عروضها بعد إعادة تسميتها و تبيعها بأعلى الاثمان( لاحظ انه في هذه الحاله يتم الاستحواذ على المشروع لان من طبيعة البرامج و التطبيقات مفتوحة المصدر انها لا تنتمي لجهه تجاريه).
المقال الرابع الاقتصاد الوطني و التحول الرقميAshraf Osman
تحدثنا بعد ذلك عن أهمية تدوين و تحليل البنيه المعماريه للمؤسسات لكشف مواطن الضعف في المؤسسه و معالجتها قبل الاندفاع و القيام بالميكنه و انفاق الاموال وخلق ما اسميناه جزر من الكفاءه في محيط من انعدام الفعاليه.
الآن سنتكلم عن توثيق و تحليل أسلوب العمل في المؤسسات حيث نقوم بتخطيط و تحليل أسلوب العمليات و ذلك تمهيداً لمعرفة احتياجاتنا بصورة دقيقه و اختيار أسلوب الميكنه
يعرّف تخطيط اساليب العمليات التجارية بكونه الأنشطة التي تحدد ما يقوم به اي كيان عملي لكي تكتمل الوظائف المطلوب القيام بها على الوجه الاكمل لتزداد فعالية أداء المؤسسات. يبدأ التخطيط بتوثيق الوضع الحالي كما هو ثم الاستعانه بمتخصصين في نوعية نشاط الشركه (خدمات، تصنيع، بناء، الخ) لابداء الرأي فيما تحتاجه المؤسسه من تحسين لاسلوب العمل، حيث يشمل التحسين حذف او اضافه او تعديل مهمه، الخ و ذلك لتحقيق اهداف المؤسسه بما يتماشى مع قدراتها
المقال الثالث الاقتصاد الوطني و التحول الرقميAshraf Osman
مھدنا في المقالین السابقین الارضیھ للحدیث عن موضوع المقال، و الذي نھدف فیھ الى خلق الحماس و الرغبھ في خلق
اقتصاد وطني معلوماتي یساعد في التحول الرقمي لمجتمعنا المصري و لمجتمعاتنا العربیھ.
في ھذا المقال سنتحدث عن الخطوة الاولى في أي عملیة تحول (رقمي او غیر رقمي) و التي لاتقوم بھا الشركات و
المؤسسات الوطنیھ لعدم المامھم بوجودھا و لانسیاقھم الى تصدیق الرسائل التسویقیھ الماھره للشركات العالمیھ مثل
اوراكل و ساپ و میكروسوفت الذین یعدونھم بالشمس و القمر عند شرائھم منتجاتھم
المقال الثاني الاقتصاد الوطني و التحول الرقميAshraf Osman
انا لا انكر ان هذه الشركات استطاعت شراء آلاف من التطبيقات و تعليبها و قولبتها في قالب واحد ليظن الرائي ان جميع هذه التطبيقات خرجت من مكان واحد، بيد فريق واحد و لكني اعمل العقل و آخذ صناعة السيارات مثلا لقدمها و نضجها عن صناعة البرمجيات. لو كانت هناك أي شركه قادره على صناعة جميع أجزاء ما تبيعه، لكانت شركة مرسيدس او BMW انتجت سياراتها من الالف للياء.
تلقيت دعوه منذ مايزيد عن عشرة سنوات لالقاء محاضره في الغرفه التجاريه و الصناعيه في الرياض بالمملكه العربيه السعوديه لعرض وجهة نظري عن تطوير البرمجيات في سياق مشروع الحكومات الإلكترونية . اخترت لها عنواناً هو "هل نطور برمجياتنا ام نشتريها؟".
كان الاتجاه السائد في ذلك الوقت مبنياً على فريه خلقتها شركة ترجمة اسمها بالعربيه "العرّاف" وهي Best Practices او افضل الممارسات، حيث زرعت الشركه في وجدان المستخدم و المستهلك فكرة نبذ ما يفعله من إجراءات وعمليات processes and procedures و التحول الى ما اوهمت شركة”العرّاف” العالم انه افضل الممارسات. لاشك ان الآله التسويقيه الهائله لشركة ”العرّاف” استطاعت الفوز بآلاف من العملاء ممن آمنوا بنظرية الحقيقه المطلقه التي تمتلكها شركة ”العرّاف” و ضخوا مئات الملايين في شراء رخص استخدام لبرامج الشركه ذات الأسماء الرنانه مثل E-Business Suite و غيرها
مقال البيتكوين هل هي ثوره ماليه ام فقاعه مثل غيرهاAshraf Osman
رغم ان تداول بيتكوين بدأ منذ ٢٠٠٩ او بعدها بسنه او سنتين، الا ان العالم كله استيقظ على ثوره جديده لا تختلف عن ما افرزته الانترنت من ثورات (تواصل اجتماعي، تسوق الكتروني، اوبر، الخ)
السؤال هو : هل البيتكوين عمله جديده سنتعامل بها في المستقبل ام انها فقاعه ستزول و تأخذ معها مليارات من الدولارات.
للإجابه عن هذا السؤال نحتاج الى معرفة الخلفيه التاريخيه للموضوع
اكتب هذا المقال هذا لانني ارى الحمله الجمعيه الهائله التي قام بها مزودوا خدمة الكلاود اتت ثمارها و اصبحت الغالبيه من الشركات تعتبر وضع اصولها الرقميه على الكلاود و تقوم بذلك بمنتهى سلامة النيه و كأن هذه المعلومات و الشركات ستظل " وفيه و مخلصه" لشركاتنا و لن تمنع عنا الوصول الى بياناتنا في حال صدور قرار اممي بفرض عقوبات او بوضع شركة ما في القائمه السوداء او غير ذلك من الاحداث التي لم تعد نادرة الحدوث في عالمنا المتغير
المقال الثاني نقص الايرادات وتدني أرباح شركات التكنولوجيا في مصر Ashraf Osman
تحدثنا في المقال الاول من سلسلة "نقص الايرادات وتدني أرباح شركات التكنولوجيا في مصر بعد الربيع العربي" عن التحديات التسع التي تواجه شركات التكنولوجيا والتي تسببت في انخفاض إيراداتها وتناقص أرباحها، وسردنا كل منها مع وصف مبسط لكل من هذه التحديات. في المقال الثاني سنتحدث الواقع الذي تعيشه الشركات بسبب تلك التحديات وعن الاستراتيجيات المتبعة لنمو الايرادات
المقال الاول نقص الايرادات وتدني أرباح شركات التكنولوجيا في مصر بعد الربيع ...Ashraf Osman
سنتعرض في سلسلة المقالات المعنونه " نقص الايرادات وتدني أرباح شركات التكنولوجيا في مصر" الى ما حدث ويحدث على الساحة المصرية و نتناوله بالتحليل وكذلك سنذكر الحلول للخروج من هذا المأزق العملي للوصول الى إيرادات و أرباح ترقى الى ما يتمناه المساهمون و أصحاب رؤوس الاموال في شركات التكنولوجيا (خاصة في وقت تعطي البنوك عائداً استثمارياً يصل الى ٢٠٪ دون أي تعب او مجهود.
Sustaining revenue growth is difficult because most product markets have a natural life cycle. First, a product must prove itself with early adopters. If it proves itself, revenue growth takes place
as more buyers want to buy the product.
Naturally, the product reaches a point of maximum penetration. At this point, growth slows, or even declines. The way to find new sources of product-driven revenue growth is to launch new products to new buyers at the right time to enjoy a long-life cycle.
In last week’s article, we started developing your product strategy by investigating your markets, which is part of “product planning” stage. To refresh your memory, I will include a brief description of the three stages and what they entail:
1. Product Planning (markets **done, accounts, and buyers)
2. Product Principles (buyer behavior, customer experience, and product design)
3. Go to Market (product roadmap, product launch, sales & marketing message, pricing and packaging
Why do we develop and launch new productsAshraf Osman
We already have a product portfolio that we are happy with. Our people are trained on it and we are known for those products and we have a health revenue stream, so why do we need to launch new products all the time?
The answer is in this article
Cracking The Business Development Management Code (2-3 days)Ashraf Osman
BDM or Business Development Management/Manager. A title that is misunderstood by almost everyone!
What do BDM's do? How can help grow their companies' revenue?
These questions and more are addressed in this unique course, delivered by the uniquely qualified sales effectiveness consultant Ashraf Osman
How Barcodes Can Be Leveraged Within Odoo 17Celine George
In this presentation, we will explore how barcodes can be leveraged within Odoo 17 to streamline our manufacturing processes. We will cover the configuration steps, how to utilize barcodes in different manufacturing scenarios, and the overall benefits of implementing this technology.
A Visual Guide to 1 Samuel | A Tale of Two HeartsSteve Thomason
These slides walk through the story of 1 Samuel. Samuel is the last judge of Israel. The people reject God and want a king. Saul is anointed as the first king, but he is not a good king. David, the shepherd boy is anointed and Saul is envious of him. David shows honor while Saul continues to self destruct.
Leveraging Generative AI to Drive Nonprofit InnovationTechSoup
In this webinar, participants learned how to utilize Generative AI to streamline operations and elevate member engagement. Amazon Web Service experts provided a customer specific use cases and dived into low/no-code tools that are quick and easy to deploy through Amazon Web Service (AWS.)
🔥🔥🔥🔥🔥🔥🔥🔥🔥
إضغ بين إيديكم من أقوى الملازم التي صممتها
ملزمة تشريح الجهاز الهيكلي (نظري 3)
💀💀💀💀💀💀💀💀💀💀
تتميز هذهِ الملزمة بعِدة مُميزات :
1- مُترجمة ترجمة تُناسب جميع المستويات
2- تحتوي على 78 رسم توضيحي لكل كلمة موجودة بالملزمة (لكل كلمة !!!!)
#فهم_ماكو_درخ
3- دقة الكتابة والصور عالية جداً جداً جداً
4- هُنالك بعض المعلومات تم توضيحها بشكل تفصيلي جداً (تُعتبر لدى الطالب أو الطالبة بإنها معلومات مُبهمة ومع ذلك تم توضيح هذهِ المعلومات المُبهمة بشكل تفصيلي جداً
5- الملزمة تشرح نفسها ب نفسها بس تكلك تعال اقراني
6- تحتوي الملزمة في اول سلايد على خارطة تتضمن جميع تفرُعات معلومات الجهاز الهيكلي المذكورة في هذهِ الملزمة
واخيراً هذهِ الملزمة حلالٌ عليكم وإتمنى منكم إن تدعولي بالخير والصحة والعافية فقط
كل التوفيق زملائي وزميلاتي ، زميلكم محمد الذهبي 💊💊
🔥🔥🔥🔥🔥🔥🔥🔥🔥
This presentation was provided by Rebecca Benner, Ph.D., of the American Society of Anesthesiologists, for the second session of NISO's 2024 Training Series "DEIA in the Scholarly Landscape." Session Two: 'Expanding Pathways to Publishing Careers,' was held June 13, 2024.
Elevate Your Nonprofit's Online Presence_ A Guide to Effective SEO Strategies...TechSoup
Whether you're new to SEO or looking to refine your existing strategies, this webinar will provide you with actionable insights and practical tips to elevate your nonprofit's online presence.
Philippine Edukasyong Pantahanan at Pangkabuhayan (EPP) CurriculumMJDuyan
(𝐓𝐋𝐄 𝟏𝟎𝟎) (𝐋𝐞𝐬𝐬𝐨𝐧 𝟏)-𝐏𝐫𝐞𝐥𝐢𝐦𝐬
𝐃𝐢𝐬𝐜𝐮𝐬𝐬 𝐭𝐡𝐞 𝐄𝐏𝐏 𝐂𝐮𝐫𝐫𝐢𝐜𝐮𝐥𝐮𝐦 𝐢𝐧 𝐭𝐡𝐞 𝐏𝐡𝐢𝐥𝐢𝐩𝐩𝐢𝐧𝐞𝐬:
- Understand the goals and objectives of the Edukasyong Pantahanan at Pangkabuhayan (EPP) curriculum, recognizing its importance in fostering practical life skills and values among students. Students will also be able to identify the key components and subjects covered, such as agriculture, home economics, industrial arts, and information and communication technology.
𝐄𝐱𝐩𝐥𝐚𝐢𝐧 𝐭𝐡𝐞 𝐍𝐚𝐭𝐮𝐫𝐞 𝐚𝐧𝐝 𝐒𝐜𝐨𝐩𝐞 𝐨𝐟 𝐚𝐧 𝐄𝐧𝐭𝐫𝐞𝐩𝐫𝐞𝐧𝐞𝐮𝐫:
-Define entrepreneurship, distinguishing it from general business activities by emphasizing its focus on innovation, risk-taking, and value creation. Students will describe the characteristics and traits of successful entrepreneurs, including their roles and responsibilities, and discuss the broader economic and social impacts of entrepreneurial activities on both local and global scales.
Beyond Degrees - Empowering the Workforce in the Context of Skills-First.pptxEduSkills OECD
Iván Bornacelly, Policy Analyst at the OECD Centre for Skills, OECD, presents at the webinar 'Tackling job market gaps with a skills-first approach' on 12 June 2024
2. Education
for
Employment
Introduction
The Education for Employment Foundation|Egypt (EFE|Egypt), an
afliate of EFE Global, seeks to address unemployment among Egyptian
youthwithlimitedaccesstoopportunity.
EFE|Egypt is an independent Egyptian not-for-prot foundation
established under the Egyptian Ministry of Social Solidarity (#3200) that
aims to empower marginalized youth through innovative market-driven
training,jobplacementandalumnisupportprograms.
"We believe that the more young men and women in Egypt we put to work
themoreEgyptWorks.
To date, EFE|Egypt has successfully placed
84% of graduates in jobs with a three-month
retentionrateof87%.
EGYPT works
3. Education
for
Employment
EFE Global
Education For Employment (EFE) is a social franchise network of locally-
runnon-protorganizationsthatprovidesyoungpeopleintheMiddleEast
and North Africa (MENA) with training, employment, entrepreneurship
andcivicengagementopportunities.
With local and international partners, EFE has built a network of afliates
in Morocco, Tunisia, Egypt, Jordan, Palestine and Yemen, with
counterpartsintheU.S.andEurope.
EFE globally has provided nearly 4,000 youth with
the skills needed to get and keep a job and placed
approximately70%injobs.
EGYPT works
4. EGYPT works
Job Training Program
EFE|Egypt's Job Training Program uses extensive experience and
know-how to align university graduates with the Egyptian job
marketneeds.
The eight week program follows a student-centered teaching
approach to train students in professional workplace skills, ranging
fromproblemsolvingandbusinessEnglish,tonegotiationskillsand
howtooperateintheworkenvironment.
Learn... Experience...
CV writing
Interview skills
Workplace success
Business skills
English Pronunciation
Business English
Mock interviews
Company simulation
Guest speaker sessions
Graduate project presentation
Graduation ceremony
of EFE|Egypt graduates
84%
are succesfully employed
EFE|Egypt didn't buy me sh, but
instead, they taught me how to sh
Fatma Ghaly - Employer
General Manager, Azza Fahmy
Fatma Hassan - EFE|Egypt Graduate
Currently working as Quality Assurance
Manager at Souq.com
EFE|Egypt’s program gave me a
great feeling of hope that there’s a
link between companies and
unemployed youth that have great
potential.
Improve your skills & get a job now!
Education
for
Employment
5. Interact
Share
Support
Learn
Skills
Language
Alumni
Experience
Learn the job skills you need in 8 weeks
EFE|Egypt requirements...
Between the ages of 15 & 30 years
Military service exemption,
completion or 3 years
postponement (for males)
Graduated from university for at
least 6 months
Basic English language
The Process
Fill in the online application
Successfully complete the English test
Pass an individual interview
Register and pay commitment
fees of L.E. 150
Copy of National ID
Copy of Graduation Certicate
Copy of Military Status Paper
Personal photo
(اﻟﺗﺟﻧﯾد ﻣوﻗف ﺷﮭﺎدة )ﺻورة
Documents
Join the EFE|Egypt Alumni Network...
EFE|Egypt Employer Partners...
Interact with past and recent graduates
Share experiences and job announcements
Receive feedback and support from EFE|Egypt
staff and graduates
Attend free English language classes
Support your community
Enjoy movie screenings
Join in group trips
Participate in workshops
Souq.com
Banque Misr
Habiba Company for Textiles
Dice
Farran Tex
Xceed
Girgis Abdel Shahid Law Firm
Azza Fahmy
Raya Contact Center
Wasla Contact Center
We believe that the more
young men and women in
Egypt we put to work the
more‘Egyptworks’.
6. EGYPT works
Success story...
Education
for
Employment
Kirollos Magdy
21
Imbaba, Cairo
Diploma Degree Holder,
Commerce
Souq.com
Content Associate
Name:
Age:
Hometown:
Education:
Employer:
Position:
I did not feel like
I could amount
to anything.
As the sole provider for his family, Kirollos has been
working since he was in high school in everything
from electronics to sanitation. Holding a diploma in
commerce in a country that prizes a university
education, there was one thing Kirollos was sure to
encounterineveryjob–aglassceiling.
Despite his reluctance to apply and a certainty that he would be rejected,
Kirollos was accepted to EFE|Egypt’s Job Placement Training Program.
After graduation, Kirollos was selected by
Souq.com - Egypt’s leading eCommerce
website - as a content associate. After only two
months on the job, Souq.com Egypt General
Manager Omar Sodoudi believes “Kirollos has
revolutionizedthe way Souq.comdoescontent”
- and he doesn’t plan on stopping. With no end
tohisambitioninsight...
... Kirollos has successfully shattered the glass
ceiling.
Kirollos has
revolutionized
the way
Souq.com
does content
“Just because you
are a diploma degree
holder doesn’t mean
you can’t learn and
grow - you can.”
Kirollos Magdy
Kirollos Magdy
7. Projected growth
570% Growth
733% Growth
1500 trained = 14.25%
of market fair share
KPI-900 placed in jobs
in 2013
1600
2012 2013
1400
1200
1000
800
600
400
200
0
1500 trained1500 trained
224
108
900 Employed
Education
for
Employment
EGYPT works