I often say that no company is bigger or better than the people who work there, employees give it a damned hard every day. So why do companies lose their best talent all the time?
Get an insight into a CEO’s mind this February with MUST University’s Newsletter! Learn how to develop leadership qualities and take charge of your career this month as we bring you an informative cover story that will help you grow leadership skills. Meet Joe Biden and see how he managed to create an impact for the American people; and travel with us to the much-hyped 85th Academy Awards. All this and much more in our edition this month!
HR lessons from Fast Growth Startups - HR 360 EgyptWUZZUF
This is the slides of a talk by Ameer Sherif, CEO of WUZZUF - on the "HR Basics learned from fast growth Startups"
It was held on 10th and 11th of January at Fairmont Heliopolis Hotel, Heliopolis, Egypt as part of the HR360 Conference Egypt which has been the pinnacle meeting point for the HR community in Egypt to meet, swap notes, listen to great insights, and MOVE FORWARD!
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Ameer Sherif is CEO and Co-founder of WUZZUF - Egypt’s #1 Online Recruitment Platform. Having co-founded WUZZUF 5 years ago, Ameer managed to bootstrap for 3 years during the tough revolution years until reaching profitability and then successfully fundraising from top angel investors in Egypt as well as top VCs in Silicon Valley – making WUZZUF the 1st startup from Egypt to join the [500 Startups] accelerator program in San Francisco.
In the past 3 years, WUZZUF has helped over 5,000 companies hire more than 50,000 Egyptians - and has sponsored 60+ job fairs and employment events. WUZZUF's goal is building and utilizing technology to match people with the right jobs at scale.
Ameer is passionate about lean startups, agile development, product management, machine learning, and inbound marketing. Ameer holds a BSc in Electronics Engineering and a MSc in Computer Engineering, both from Cairo University.
How can we sort out the mysteries of talent? Anyone trying to build a great organization faces the same basic challenge, whether we work for a big company, a startup, a Hollywood studio, a hospital, or the U.S. military. We all wonder how to tell really outstanding prospects from ones who look great on paper but then fail on the job. Or, equally important, how to spot the ones who don’t look so good on paper but might still deliver extraordinary performance.
Many responsibilities of the Chief Executive Officer (CEO) are exclusive. Superior financial and competitive performing businesses understand these responsibilities.
Sonny Iqbal of Egon Zehnder sent me this wonderful book by Claudio Fernandez Araoz. This is about leadership, it is about hiring great people, it is about figuring out what to look for in great candidates.
The book offers some simple but effective tips on how this can be done.
Project 42 is a fun piece of research that addresses topics we rarely discuss at work. The opinions of our piers are always interesting but not at the cost of our own beliefs.
Get an insight into a CEO’s mind this February with MUST University’s Newsletter! Learn how to develop leadership qualities and take charge of your career this month as we bring you an informative cover story that will help you grow leadership skills. Meet Joe Biden and see how he managed to create an impact for the American people; and travel with us to the much-hyped 85th Academy Awards. All this and much more in our edition this month!
HR lessons from Fast Growth Startups - HR 360 EgyptWUZZUF
This is the slides of a talk by Ameer Sherif, CEO of WUZZUF - on the "HR Basics learned from fast growth Startups"
It was held on 10th and 11th of January at Fairmont Heliopolis Hotel, Heliopolis, Egypt as part of the HR360 Conference Egypt which has been the pinnacle meeting point for the HR community in Egypt to meet, swap notes, listen to great insights, and MOVE FORWARD!
==============================================
Ameer Sherif is CEO and Co-founder of WUZZUF - Egypt’s #1 Online Recruitment Platform. Having co-founded WUZZUF 5 years ago, Ameer managed to bootstrap for 3 years during the tough revolution years until reaching profitability and then successfully fundraising from top angel investors in Egypt as well as top VCs in Silicon Valley – making WUZZUF the 1st startup from Egypt to join the [500 Startups] accelerator program in San Francisco.
In the past 3 years, WUZZUF has helped over 5,000 companies hire more than 50,000 Egyptians - and has sponsored 60+ job fairs and employment events. WUZZUF's goal is building and utilizing technology to match people with the right jobs at scale.
Ameer is passionate about lean startups, agile development, product management, machine learning, and inbound marketing. Ameer holds a BSc in Electronics Engineering and a MSc in Computer Engineering, both from Cairo University.
How can we sort out the mysteries of talent? Anyone trying to build a great organization faces the same basic challenge, whether we work for a big company, a startup, a Hollywood studio, a hospital, or the U.S. military. We all wonder how to tell really outstanding prospects from ones who look great on paper but then fail on the job. Or, equally important, how to spot the ones who don’t look so good on paper but might still deliver extraordinary performance.
Many responsibilities of the Chief Executive Officer (CEO) are exclusive. Superior financial and competitive performing businesses understand these responsibilities.
Sonny Iqbal of Egon Zehnder sent me this wonderful book by Claudio Fernandez Araoz. This is about leadership, it is about hiring great people, it is about figuring out what to look for in great candidates.
The book offers some simple but effective tips on how this can be done.
Project 42 is a fun piece of research that addresses topics we rarely discuss at work. The opinions of our piers are always interesting but not at the cost of our own beliefs.
With the intent of bringing some creative minds, who are transforming the status quo of various sectors, into limelight, Insights Success brings to you, “Top Creative Leaders Innovating in Business 2019”
“Work keeps at bay three great evils: boredom, vice, and need.”
Voltaire from Candide
Human Resource Management (HRM) refers to the functions in an organization that designs the jobs, recruits, hires, creates and administers the rules of employee conduct and the relationship between employer and employee, and manages termination through firing, severance, or retirement. HRM has become very sophisticated in the last several decades as a greater appreciation of the strategic importance of leveraging an organization’s talent pools has developed.
I have seen thousands of presentations; This is the one that always jumps out at me. It cuts through all the bull and gives you some great insight and motivation. Colin Powell Be the Man!
Why Companies Overpay for Tepid or Terrible Talent While Blocking, Rejecting ...SiliconEdge
Have you ever wondered why companies overpay for tepid or terrible talent while blocking, rejecting & trampling top talent? Now you never need to wonder again. So stop wondering and start reading...
Future of the CXO Fractional - Paul Whitley - Fractional CFO that helps busin...pwhitley100
My name is Paul Whitley, and I help businesses grow exponentially. I am a strategic Fractional CFO and Transformational Technology Leader with extensive experience in creative problem solving, operations management, coaching, mentoring and training. I’m a Servant Leader with a real passion for helping both large and small companies’ setup and implement financial, operational and digital transformation initiatives that improve processes, reduce expense and drive bottom-line profits….
By David F. Larcker, Nicholas E. Donatiello, Brian Tayan
CGRI Survey Series. Corporate Governance Research Initiative, Stanford Rock Center for Corporate Governance, September 2017
In the summer of 2017, Stanford Graduate School of Business and The Rock Center for Corporate Governance surveyed 113 directors of Fortune 250 companies and 18 prominent executive recruiters and compensation consultants that advise these companies to understand their views on the labor market for top CEO talent.
This research finds that the qualified pool of CEO talent to run the largest publicly traded companies in the United States is incredibly small, according to the directors who sit on the boards of these companies. The average director of a Fortune 250 company estimates that fewer than 4 people—including those both inside and outside their company—would be capable of stepping into the CEO role today and running it at least as well as their current CEO. They estimate that only 6 executives could
perform as well as the CEO of their biggest competitor and only 9 would have the skills required to turn around a company struggling in their industry.”
Key Takeaways
• CEO talent is exceptionally scarce
• Tight labor market drives CEO Pay Higher
• Boards face greater urgency to identify, develop and retain
CEOs
Agency talent churn is coming. The Great Recession has bred hordes of restless agency staffers. These valuable people are getting ready to seek better jobs.
Here are some thoughts on addressing this problem.
Gen Y; Millennials; Echo Boomers; the Trophy Generation; Net Y Not. Google “managing” any of those
terms and you’ll receive hundreds of thousands of hits. The literature positively explodes with deep
insight and pop psychology on how to deal with younger employees—professionals in their mid-20s to
early 30s.How do you recruit, hire,
manage and survive with younger, rising executives who may not speak your language or respect your
values? If the Millennials receive most of their validation from outside of their professional network,
what leverage does the leadership of your organization have to shape raw talent into valuable current
and future leaders?
With the intent of bringing some creative minds, who are transforming the status quo of various sectors, into limelight, Insights Success brings to you, “Top Creative Leaders Innovating in Business 2019”
“Work keeps at bay three great evils: boredom, vice, and need.”
Voltaire from Candide
Human Resource Management (HRM) refers to the functions in an organization that designs the jobs, recruits, hires, creates and administers the rules of employee conduct and the relationship between employer and employee, and manages termination through firing, severance, or retirement. HRM has become very sophisticated in the last several decades as a greater appreciation of the strategic importance of leveraging an organization’s talent pools has developed.
I have seen thousands of presentations; This is the one that always jumps out at me. It cuts through all the bull and gives you some great insight and motivation. Colin Powell Be the Man!
Why Companies Overpay for Tepid or Terrible Talent While Blocking, Rejecting ...SiliconEdge
Have you ever wondered why companies overpay for tepid or terrible talent while blocking, rejecting & trampling top talent? Now you never need to wonder again. So stop wondering and start reading...
Future of the CXO Fractional - Paul Whitley - Fractional CFO that helps busin...pwhitley100
My name is Paul Whitley, and I help businesses grow exponentially. I am a strategic Fractional CFO and Transformational Technology Leader with extensive experience in creative problem solving, operations management, coaching, mentoring and training. I’m a Servant Leader with a real passion for helping both large and small companies’ setup and implement financial, operational and digital transformation initiatives that improve processes, reduce expense and drive bottom-line profits….
By David F. Larcker, Nicholas E. Donatiello, Brian Tayan
CGRI Survey Series. Corporate Governance Research Initiative, Stanford Rock Center for Corporate Governance, September 2017
In the summer of 2017, Stanford Graduate School of Business and The Rock Center for Corporate Governance surveyed 113 directors of Fortune 250 companies and 18 prominent executive recruiters and compensation consultants that advise these companies to understand their views on the labor market for top CEO talent.
This research finds that the qualified pool of CEO talent to run the largest publicly traded companies in the United States is incredibly small, according to the directors who sit on the boards of these companies. The average director of a Fortune 250 company estimates that fewer than 4 people—including those both inside and outside their company—would be capable of stepping into the CEO role today and running it at least as well as their current CEO. They estimate that only 6 executives could
perform as well as the CEO of their biggest competitor and only 9 would have the skills required to turn around a company struggling in their industry.”
Key Takeaways
• CEO talent is exceptionally scarce
• Tight labor market drives CEO Pay Higher
• Boards face greater urgency to identify, develop and retain
CEOs
Agency talent churn is coming. The Great Recession has bred hordes of restless agency staffers. These valuable people are getting ready to seek better jobs.
Here are some thoughts on addressing this problem.
Gen Y; Millennials; Echo Boomers; the Trophy Generation; Net Y Not. Google “managing” any of those
terms and you’ll receive hundreds of thousands of hits. The literature positively explodes with deep
insight and pop psychology on how to deal with younger employees—professionals in their mid-20s to
early 30s.How do you recruit, hire,
manage and survive with younger, rising executives who may not speak your language or respect your
values? If the Millennials receive most of their validation from outside of their professional network,
what leverage does the leadership of your organization have to shape raw talent into valuable current
and future leaders?
Why your agency positioning (probably) sucks. And what to do about it. Boom Online Marketing
Business development mentor Ben Potter's DRINK:// Digital presentation from April 2019.
How many agencies do we have in the room? Talk about something that I believe to be a major problem in ‘agency land’. Agency slant to it but equally relevant to freelancers and anybody else selling digital marketing products / services. In fact, could well apply to any market where services have become commoditised
Learn the results of our five-year research study that examined the impact of people problems at hundreds of companies around the world. Find out how they manage their people problems and how your company’s strategies and tactics compare.
How to Survive & Thrive in Today´s High Risk Business World.
In this new economy that we are living, "Culture of High Risk," Companies can lose phenomenal sums of money for months and deny that anything is amiss, until losses are too large to be ignored. Then they look for the downsizing employees in a futile attempt to cut their losses. When asked why they didn´t do anything about their mounting losses earlier, some companies use to say “We are waiting for it to turn around” or “We can´t do much about it because we can´t get the right employees to cooperate”...these excuses are nothing more than denials that the situation is bad and must be changed.