Change has been the name of the game in the Arab World for the past two years. Perhaps if we observe and assess the rate at which this Change has been happening, and acquired its momentum, we can easily compare it to an outbreak; a positive outbreak we all hope!

Can you imagine a world where you go off on vacation for two weeks and nobody can reach you? In this world there is no mobile phone, apple iphone, blackberry or any other kind of email communication and limited news coverage.

For HR professionals, seeing one's department become a strategic partner is the ultimate goal, and while some of us working in an international environment are closer to that goal, others are not so lucky.

Our people are our greatest asset; a common sentence that we have read time and time again on a multitude of companies' websites. In principle, too many companies believe that this is true; but how does this belief materialize in everyday's business?

Perspective

It is an undeniable fact that in the past few years the world has witnessed, and probably continues to witness a Leadership Crisis at all levels.
Organizational Leadership has jumped into the page of every publication in the world with the rise of more concerns about corporate governance and the role of leaders in bringing about the Financial Crisis and other economic unrest.

Have you ever wondered why people's attitudes in organizations fluctuate? One day, they were supporting you and raving what a great a job you're doing, only to see them behave differently on another day, totally confusing the understanding you gained and even bordering on questioning whether they are schizophrenic?

A comprehensive HCM Strategy can only be created if there is a comprehensive Corporate Strategy to follow! No Corporate Strategy?  Then what you do in HR and HCM is ‘hit and miss’ and is truly irrelevant. 

Assuming that there is a Corporate Strategy, then there is an important role for a leader capable of forging a HCM Strategy that is aligned with that Corporate Strategy.

During the period extending between 2000 and 2008 a silent war has been going on in the business world. Although not profoundly covered by the media, CEOs, Senior Managers and specifically HR professionals know best about it since they were the ones who fought it. This is the War for Talent.