What a Social Media Job Post Should Look Like?
OK, who among us hasn’t seen a similar job post on LinkedIn or any other social media outlet…
Author: HamadJ87
Diverse Human Resources experience spanning semi-government, startups, business consulting, oil/gas, petrochemicals and multinational corporations. Deep understanding of multiple sectors of economy. Drives business performance, people and culture change, and transformation initiatives through encouragement and empowerment, and human capital management expertise. Leverages best practices, and regional experience to identify challenges to deliver sustained results. Overhauling the organization's Policies to reduce redundancies in:
o Manpower Planning.
o Budgeting.
o Recruitment.
o Training.
o Development.
A change champion, excited to explore new and better ways of positively improving the world of work and business, through transformational leadership. An approachable connector, engaging and accessible to coworkers with whom people sense the genuine interest in their personal well-being. Adding to that being a dynamic public speaker, engaging presenter with exceptional platform skills.
The Bullying Boss
Turnover is a very important key performance indicator for the human resources department, That affects the overall organization’s performance, and if we look at the major underlining reason we will have to review the work of James K. Harter, Ph.D., Gallup’s chief scientist for workplace management, people leave companies because of factors that filter through the local work environment. At least 75% of the reasons for voluntary turnover can be influenced by managers.
Competencies (An Introduction)
Competence is the set of demonstrable characteristics and skills that enable, and improve the efficiency of, the performance of a job.
Scholarship Generation
This is the generation that has entered the workforce age during (and after) the Arab spring (2010 to 2020).
Millennial Generation
This was the generation that entered the workforce age after the new millennium (2000 to 2010).
Gulf War Generation A.K.A Sahwa Generation
This was the generation that entered the workforce age during (and after) the gulf war (1990 to 2000).
Boomer Generation A.K.A. Tafrah Generation
This was the generation that entered the workforce age exactly after the first economic boom of Saudi Arabia A.K.A. “Tafrah” (1980 to 1990).
Aramco Generation
This was the generation that entered the workforce during the first economic boom of Saudi Arabia A.K.A. “Tafrah”(1960 to 1980).
Oil Generation
This was the generation that entered the workforce during the oil era of Saudi Arabia (1938 to 1960). That time was also different; having grown up when King Abdulaziz was just finishing uniting the now known as Saudi Arabia. Additionally, entering the workforce when most workers were needed as operational workers to work in the oil field, or the building of the Tapline or the construction of the railroad or joining the newly established (Military Industries Corporation), and (Saudia, previously known as Saudi Airlines).
Pre-Oil Generation
This was the generation that entered the workforce before the oil was found (1938). It is, of course, important to remember that the period was before the industrial revolution in Saudi Arabia went into huge effect. King Abdulaziz was uniting the now known as Saudi Arabia.