Amer Omari

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🌟 What to Expect When You Start a New Job: Insights from Experience 🌟 Starting a new job is always an adventure, filled with opportunities and challenges alike. From my own experiences and observations, here are some insights on what you might encounter and how you can navigate this exciting transition: 1- Orientation and Onboarding 🗂️ The initial phase usually includes a mix of formal training and informal meet-and-greets. It’s a great time to get familiar with company policies, tools, and key team members. 2- Learning Curve 📚 Every new role has its own set of systems, processes, and terminology. It’s completely normal to feel like there’s a lot to absorb at once. Embracing this learning curve with curiosity and patience can make a big difference. 3- Building Relationships 🤝 Developing connections with your new colleagues is crucial. Getting to know the team and understanding the company culture will help you integrate more smoothly and build a supportive network. 4- Setting Expectations 🎯 Clarifying your role and understanding how your performance will be assessed can provide valuable direction. Open communication with your manager about expectations and goals is often beneficial. 5- Finding Your Rhythm ⏳ The first few weeks might feel like a whirlwind as you adjust to new routines and responsibilities. Finding your rhythm takes time, so it’s important to be patient and give yourself space to adapt. 6- Feedback and Reflection 📝 Seeking regular feedback and reflecting on your progress can offer valuable insights. Celebrating small wins along the way can also boost your confidence and motivation. Starting a new job is not just a change of scenery but a chance for growth and discovery. Sharing these insights is a way to help smooth the path for others embarking on similar journeys. #NewJob #CareerAdvice #Onboarding #ProfessionalGrowth #NewBeginnings

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In my opinion, despite the abundance of motivational speakers, resources, data, and the benefits of globalization, people today are often lonely, frustrated, and engaged in negative activities. Mental health issues are on the rise, and physical health is deteriorating. I believe the main culprit is media and mobile technology. We prioritize digital social networking over real, face-to-face conversations. We neglect spending time with friends and lack compassion for strangers. Our emotional health suffers as we live in a fantasy world where everything aligns with our desires. We need to be realistic and step out of this digital bubble. The world is harsh, and office environments can be toxic. It’s essential to face challenges, find solutions, and build mental, physical, and emotional strength. Unfortunately, we are teaching the younger generation frivolous things rather than preparing them for real-world challenges. We need to raise strong individuals who can remain calm and composed in stressful and adverse situations. Sometimes, I find LinkedIn posts amusing when people discuss salaries, bosses, and life. Instead, strive to be someone who brings positive change for others. Be the boss you wish you had for your juniors.

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Effective Performance Management: Strategies for Feedback and Recognition As the HR & IT Director of our esteemed organization, I've had the privilege of delving deep into the realms of effective performance management. Today, I'm excited to share some invaluable insights into one of the most crucial aspects of this process: providing feedback and recognition. In our dynamic workplace landscape, where talent retention and motivation are paramount, feedback and recognition play pivotal roles in nurturing a culture of growth and excellence. Here are some strategies I've learned through years of experience and research: - Timely, Specific Feedback: Prompt, detailed feedback empowers employees to understand strengths and areas for growth. - Balanced Approach: Acknowledge achievements and provide constructive criticism for holistic development. - Focus on Behavior and Impact: Keep discussions objective, focusing on observable behaviors and their impact. - Encourage Two-Way Communication: Foster open dialogue for mutual understanding and trust. - Personalized Recognition: Tailor recognition efforts to individual preferences for motivation. - Celebrate Milestones: Acknowledge achievements to boost morale and motivation. - Peer Recognition: Cultivate a culture of peer acknowledgment for a supportive environment. - Training and Development: Equip managers with skills for effective feedback and recognition. - Measure Effectiveness: Assess practices regularly to refine strategies for improvement. - Lead by Example: Demonstrate the values of transparency, fairness, and accountability in all interactions. In conclusion, effective performance management hinges on the ability to provide meaningful feedback and recognition that inspires growth, motivates employees, and fosters a culture of excellence. By implementing these strategies and embracing a mindset of continuous improvement, we can unlock the full potential of our teams and drive success for our organization. #PerformanceManagement #Feedback #Recognition #EmployeeEngagement #HRInsights #Leadership #AssureAbility

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"The Interplay of Talent & the Organization" The interplay between talent & the organization is a critical factor that significantly impacts organizational performance and success. Clear alignment with organizational goals, a strong culture fit, talent development, innovation, and effective change management are key aspects that shape this relationship. What is that X factor bringing in results to the platter? Organizations need to ensure that individual talents are aligned with organizational objectives to maximize performance. A structured organizational culture that fosters a sense of belonging and engagement is crucial for attracting and retaining talented individuals. Investing in talent development and career growth opportunities not only attracts high-performing individuals but also builds a loyal and capable workforce. Fostering a culture of innovation and creativity empowers employees to bring fresh perspectives and solutions to organizational challenges, ultimately driving continuous improvement and competitive advantage. In today's fast-paced business environment, talented employees are essential for leading and managing effective change initiatives. HR functions play a pivotal role in supporting change management by providing the necessary support, training, and communication strategies for a smooth transition. The interplay of talent & the organization is a dynamic relationship that requires continuous nurturing and alignment to drive organizational success. #hrstrategies #hrblogs #hrquotes #taliunquotes #taliunhealthcare #organizationaldevelopment #culturefostering

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‏Professional leadership ‏"Professional and responsible leadership is the main driver for the distinction, progress, and success of any strategy aimed at enhancing institutional quality. Leaders with a clear vision of quality and institutional excellence goals who commit to implementing them accurately are capable of inspiring and motivating teams to adopt a culture of quality and excellence in their organization. This crucial task requires leaders to maintain effective and continuous communication at all functional levels with employees, work to remove barriers between them and their staff, clarify the importance of quality and its benefits to the organization and employees alike, and make it a visible behavior in their daily practices." ‏#ProfessionalLeadership #InstitutionalExcellence #QualityCulture

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True story 😅 As it’s been almost 3 years for me now in the field of learning and development. The best solution is to seek stakeholders intrest (employees and managers) By linking training outcomes with the department’s objectives and personal development objectives. Think strategically, be proactive, engage your participants in planning, designing and implementing stages.

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HR KPIs (Key Performance Indicators) are measurable metrics used to evaluate the effectiveness and efficiency of human resource practices in achieving organizational goals. They track areas such as employee turnover, time to hire, training effectiveness, employee engagement, and productivity, providing actionable insights to improve workforce management and align HR strategies with business objectives.

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The first step to success

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Future of #HR 📢 HR will rely heavily on data analytics and AI to make informed decisions about talent acquisition, development, and retention. 📢 The hybrid work model will become the norm, with employees having the flexibility to work from both the office and remote locations. 📢 With the rapid pace of technological change, employees will need to upskill and reskill throughout their careers.  📢 Diversity, Equity, and Inclusion (DEI) will be a central focus for HR, with companies actively working to create a more inclusive and equitable workplace. 📢 HR will play a crucial role in promoting employee well-being and mental health.  #HR professionals will play a crucial role in shaping the future of work and creating a positive and productive workplace for all employees 

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Happy Monday, everyone! As we kick off a new week, let's embrace the fresh opportunities and challenges ahead. Whether you're starting a new project, meeting new clients, or simply aiming to improve on last week's achievements, remember that each Monday is a new beginning. Let's make this week productive, positive, and impactful! #MondayMotivation #NewBeginnings #PositiveVibes #LinkedInCommunity

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HR is not just a department, it is the heart and soul of an organization... 𝐇𝐚𝐩𝐩𝐲 𝐈𝐧𝐭𝐞𝐫𝐧𝐚𝐭𝐢𝐨𝐧𝐚𝐥 𝐇𝐑 𝐃𝐚𝐲 to all HR Professionals around the World.. #internationalhrday #Happy_HR_Day

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Recently, a colleague asked me about the key competencies we prioritize in successful candidates. In my view, honesty, energy, and self-confidence stand out as crucial qualities that capture interviewers' attention during any interview. Additionally, maintaining focus and clarity in communication is vital to ensuring interviewers stay engaged and informed throughout the conversation. What do you think are the top qualities for candidates in interviews?

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Ever wondered what makes the HR engine run? 🚀 From strategists to problem-solvers, here's a breakdown of HR roles and how they shape your workplace! 🌟 𝟭. 𝗖𝗵𝗶𝗲𝗳 𝗛𝘂𝗺𝗮𝗻 𝗥𝗲𝘀𝗼𝘂𝗿𝗰𝗲𝘀 𝗢𝗳𝗳𝗶𝗰𝗲𝗿 (𝗖𝗛𝗥𝗢): The CHRO oversees all HR functions, advising top management on talent management, organizational culture, and workforce planning. 𝟮. 𝗩𝗶𝗰𝗲 𝗣𝗿𝗲𝘀𝗶𝗱𝗲𝗻𝘁 𝗼𝗳 𝗛𝘂𝗺𝗮𝗻 𝗥𝗲𝘀𝗼𝘂𝗿𝗰𝗲𝘀: Reporting to the CEO or CHRO, they lead HR strategies including recruitment, compensation, benefits, and employee relations. 𝟯. 𝗗𝗶𝗿𝗲𝗰𝘁𝗼𝗿 𝗼𝗳 𝗛𝘂𝗺𝗮𝗻 𝗥𝗲𝘀𝗼𝘂𝗿𝗰𝗲𝘀: They manage HR teams, ensuring effective execution of HR initiatives within departments or business units. 𝟰. 𝗛𝗥 𝗠𝗮𝗻𝗮𝗴𝗲𝗿: Responsible for day-to-day HR operations, including recruitment, employee relations, and compliance with employment laws. 𝟱. 𝗛𝗥 𝗕𝘂𝘀𝗶𝗻𝗲𝘀𝘀 𝗣𝗮𝗿𝘁𝗻𝗲𝗿: Collaborates with business leaders to align HR initiatives with organizational goals, focusing on workforce planning and talent development. 𝟲. 𝗛𝗥 𝗚𝗲𝗻𝗲𝗿𝗮𝗹𝗶𝘀𝘁: Handles diverse HR tasks such as recruitment, onboarding, performance management, and HR administration. 𝟳. 𝗛𝗥 𝗦𝗽𝗲𝗰𝗶𝗮𝗹𝗶𝘀𝘁: Provides expertise in specific HR areas like compensation, benefits, training, or employee relations. 𝟴. 𝗛𝗥 𝗖𝗼𝗼𝗿𝗱𝗶𝗻𝗮𝘁𝗼𝗿: Offers administrative support by scheduling interviews, maintaining records, and coordinating HR activities. 𝟵. 𝗛𝗥 𝗔𝗱𝗺𝗶𝗻𝗶𝘀𝘁𝗿𝗮𝘁𝗼𝗿: Manages clerical tasks such as data entry, filing, and responding to HR inquiries. 𝟭𝟬. 𝗛𝗥 𝗔𝘀𝘀𝗶𝘀𝘁𝗮𝗻𝘁: Provides entry-level support with tasks like organizing files, scheduling meetings, and assisting in basic HR processes. This hierarchy reflects a progression from roles with broad strategic responsibilities at the top to positions primarily focused on administrative tasks and support functions at the bottom #HR #HRGeneralist #HRmanager #CHRO #Linkedin

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