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	<title>HR Diary</title>
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	<link>http://hrdiary.com</link>
	<description>HR practitioners&#039; diary</description>
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		<item>
		<title>Job satisfaction: A predictive model (part 1)</title>
		<link>http://hrdiary.com/2012/04/30/job-satisfaction-a-predictive-model-part-1/?utm_source=rss&#038;utm_medium=rss&#038;utm_campaign=job-satisfaction-a-predictive-model-part-1</link>
		<comments>http://hrdiary.com/2012/04/30/job-satisfaction-a-predictive-model-part-1/#comments</comments>
		<pubDate>Mon, 30 Apr 2012 06:23:02 +0000</pubDate>
		<dc:creator>Fawaz</dc:creator>
				<category><![CDATA[Job satisfaction]]></category>
		<category><![CDATA[Business]]></category>
		<category><![CDATA[Business and Economy]]></category>
		<category><![CDATA[Employment]]></category>
		<category><![CDATA[Facebook]]></category>
		<category><![CDATA[job satisfaction]]></category>
		<category><![CDATA[LinkedIn]]></category>
		<category><![CDATA[saudi arabia]]></category>
		<category><![CDATA[Twitter]]></category>
		<category><![CDATA[بنك]]></category>
		<category><![CDATA[رضا الموظفين]]></category>
		<category><![CDATA[مصرف]]></category>
		<category><![CDATA[موارد بشرية]]></category>

		<guid isPermaLink="false">http://hrdiary.com/?p=610</guid>
		<description><![CDATA[More than twenty banks operate in the Kingdom of Saudi Arabia at the time of writing this article. According to SAMA (Forty Seventh Annual Report), the total workforce in this sector is 37,410. Recently, we have conducted a survey to...]]></description>
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		<slash:comments>0</slash:comments>
		</item>
		<item>
		<title>David Ulrich Bringing HR to the Table</title>
		<link>http://hrdiary.com/2012/04/23/david-ulrich-bringing-hr-to-the-table/?utm_source=rss&#038;utm_medium=rss&#038;utm_campaign=david-ulrich-bringing-hr-to-the-table</link>
		<comments>http://hrdiary.com/2012/04/23/david-ulrich-bringing-hr-to-the-table/#comments</comments>
		<pubDate>Mon, 23 Apr 2012 06:01:59 +0000</pubDate>
		<dc:creator>Fawaz</dc:creator>
				<category><![CDATA[Human Capital]]></category>
		<category><![CDATA[consultant]]></category>
		<category><![CDATA[Human Resource]]></category>
		<category><![CDATA[learning]]></category>

		<guid isPermaLink="false">http://hrdiary.com/?p=622</guid>
		<description><![CDATA[HR role is bigger than what many people think !]]></description>
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		<slash:comments>0</slash:comments>
		</item>
		<item>
		<title>HR manual</title>
		<link>http://hrdiary.com/2012/02/17/hr-manual-2/?utm_source=rss&#038;utm_medium=rss&#038;utm_campaign=hr-manual-2</link>
		<comments>http://hrdiary.com/2012/02/17/hr-manual-2/#comments</comments>
		<pubDate>Sat, 18 Feb 2012 05:37:25 +0000</pubDate>
		<dc:creator>Fawaz</dc:creator>
				<category><![CDATA[Human Capital]]></category>
		<category><![CDATA[hr]]></category>
		<category><![CDATA[HR documents]]></category>
		<category><![CDATA[manual]]></category>
		<category><![CDATA[policy]]></category>

		<guid isPermaLink="false">http://hrdiary.com/?p=160</guid>
		<description><![CDATA[What could you include in an HR manual? If you were involved in writing one before, I am sure that you thought of that question for many times! Perhaps asked yourself if you have included all of what you need...]]></description>
		<wfw:commentRss>http://hrdiary.com/2012/02/17/hr-manual-2/feed/</wfw:commentRss>
		<slash:comments>2</slash:comments>
		</item>
		<item>
		<title>Integration of reward and talent management programs</title>
		<link>http://hrdiary.com/2011/12/10/integration-of-reward-and-talent-management-programs-2/?utm_source=rss&#038;utm_medium=rss&#038;utm_campaign=integration-of-reward-and-talent-management-programs-2</link>
		<comments>http://hrdiary.com/2011/12/10/integration-of-reward-and-talent-management-programs-2/#comments</comments>
		<pubDate>Sun, 11 Dec 2011 05:07:47 +0000</pubDate>
		<dc:creator>Fawaz</dc:creator>
				<category><![CDATA[Rewards]]></category>
		<category><![CDATA[Talent]]></category>
		<category><![CDATA[development]]></category>
		<category><![CDATA[Human Capital]]></category>
		<category><![CDATA[human resources]]></category>
		<category><![CDATA[rewards]]></category>
		<category><![CDATA[talent]]></category>

		<guid isPermaLink="false">http://hrdiary.com/?p=480</guid>
		<description><![CDATA[&#8220;Only 36% of organizations with a competency model have linked it to their reward programs.&#8221; According to the 2011/2012 Talent Management and Rewards Study, North America, by Total Rewards Association, and Towers Watson. Only 36 percent of those organizations that...]]></description>
		<wfw:commentRss>http://hrdiary.com/2011/12/10/integration-of-reward-and-talent-management-programs-2/feed/</wfw:commentRss>
		<slash:comments>0</slash:comments>
		</item>
		<item>
		<title>The Triangle of Talent</title>
		<link>http://hrdiary.com/2011/07/01/building-on-talent/?utm_source=rss&#038;utm_medium=rss&#038;utm_campaign=building-on-talent</link>
		<comments>http://hrdiary.com/2011/07/01/building-on-talent/#comments</comments>
		<pubDate>Sat, 02 Jul 2011 01:13:42 +0000</pubDate>
		<dc:creator>Fawaz</dc:creator>
				<category><![CDATA[Talent]]></category>
		<category><![CDATA[Aptitude]]></category>
		<category><![CDATA[attitude]]></category>
		<category><![CDATA[Competencies]]></category>
		<category><![CDATA[evaluation]]></category>
		<category><![CDATA[human resources]]></category>
		<category><![CDATA[management]]></category>
		<category><![CDATA[manager]]></category>
		<category><![CDATA[satisfaction]]></category>
		<category><![CDATA[talent]]></category>
		<category><![CDATA[موارد بشرية]]></category>

		<guid isPermaLink="false">http://hrdiary.com/?p=370</guid>
		<description><![CDATA[Building on talent, talent management, and many other titles came-up and will continue to do so. What do we mean by &#8220;talent&#8221;? When we search and read about this topic, we find that it is all revolving around three things....]]></description>
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		<slash:comments>0</slash:comments>
		</item>
		<item>
		<title>Workforce planning</title>
		<link>http://hrdiary.com/2011/05/09/workforce-planning/?utm_source=rss&#038;utm_medium=rss&#038;utm_campaign=workforce-planning</link>
		<comments>http://hrdiary.com/2011/05/09/workforce-planning/#comments</comments>
		<pubDate>Tue, 10 May 2011 03:36:13 +0000</pubDate>
		<dc:creator>Fawaz</dc:creator>
				<category><![CDATA[Human Capital]]></category>
		<category><![CDATA[Planning]]></category>
		<category><![CDATA[Analyze]]></category>
		<category><![CDATA[departments]]></category>
		<category><![CDATA[development]]></category>
		<category><![CDATA[Evaluate]]></category>
		<category><![CDATA[expansions]]></category>
		<category><![CDATA[goals]]></category>
		<category><![CDATA[hr]]></category>
		<category><![CDATA[human resources]]></category>
		<category><![CDATA[inflation]]></category>
		<category><![CDATA[manager]]></category>
		<category><![CDATA[organizations]]></category>
		<category><![CDATA[requirements]]></category>
		<category><![CDATA[Skills]]></category>
		<category><![CDATA[trends]]></category>
		<category><![CDATA[turnover]]></category>
		<category><![CDATA[Workforce]]></category>

		<guid isPermaLink="false">http://hrdiary.com/?p=348</guid>
		<description><![CDATA[Workforce planning is the process of defining the number of resources required to meet the organizations’ goals. In other words, a workforce-planning manager is required to analyze the needs of an organization in term of human capital. Where s/he evaluates...]]></description>
		<wfw:commentRss>http://hrdiary.com/2011/05/09/workforce-planning/feed/</wfw:commentRss>
		<slash:comments>0</slash:comments>
		</item>
		<item>
		<title>HR Outsourcing (HRO)</title>
		<link>http://hrdiary.com/2011/04/16/hr-outsourcing-hro/?utm_source=rss&#038;utm_medium=rss&#038;utm_campaign=hr-outsourcing-hro</link>
		<comments>http://hrdiary.com/2011/04/16/hr-outsourcing-hro/#comments</comments>
		<pubDate>Sat, 16 Apr 2011 21:13:00 +0000</pubDate>
		<dc:creator>Fawaz</dc:creator>
				<category><![CDATA[Human Capital]]></category>
		<category><![CDATA[Outsourcing]]></category>
		<category><![CDATA[acquisitions]]></category>
		<category><![CDATA[administration]]></category>
		<category><![CDATA[assessments]]></category>
		<category><![CDATA[benefits]]></category>
		<category><![CDATA[consistency]]></category>
		<category><![CDATA[consultant]]></category>
		<category><![CDATA[corporations]]></category>
		<category><![CDATA[curricula]]></category>
		<category><![CDATA[decision]]></category>
		<category><![CDATA[department]]></category>
		<category><![CDATA[development]]></category>
		<category><![CDATA[Employee]]></category>
		<category><![CDATA[Health]]></category>
		<category><![CDATA[HR Outsourcing]]></category>
		<category><![CDATA[Human]]></category>
		<category><![CDATA[mergers]]></category>
		<category><![CDATA[Middle East]]></category>
		<category><![CDATA[needs]]></category>
		<category><![CDATA[organization]]></category>
		<category><![CDATA[percentages]]></category>
		<category><![CDATA[policies]]></category>
		<category><![CDATA[Resources]]></category>
		<category><![CDATA[Standardization]]></category>
		<category><![CDATA[system]]></category>
		<category><![CDATA[systems]]></category>
		<category><![CDATA[transformation]]></category>
		<category><![CDATA[Ulrich]]></category>
		<category><![CDATA[vendor]]></category>

		<guid isPermaLink="false">http://hrdiary.com/?p=253</guid>
		<description><![CDATA[These days a big number of HR professionals talk about HR outsourcing particularly in the Middle East. Discussing the facts whether it is a helpful practice or not! Is it a step toward HR transformation? Many might think of this...]]></description>
		<wfw:commentRss>http://hrdiary.com/2011/04/16/hr-outsourcing-hro/feed/</wfw:commentRss>
		<slash:comments>0</slash:comments>
		</item>
		<item>
		<title>If s/he can do it then I can!</title>
		<link>http://hrdiary.com/2011/03/13/if-she-can-do-it-then-i-can/?utm_source=rss&#038;utm_medium=rss&#038;utm_campaign=if-she-can-do-it-then-i-can</link>
		<comments>http://hrdiary.com/2011/03/13/if-she-can-do-it-then-i-can/#comments</comments>
		<pubDate>Mon, 14 Mar 2011 03:58:36 +0000</pubDate>
		<dc:creator>Fawaz</dc:creator>
				<category><![CDATA[Human Capital]]></category>
		<category><![CDATA[Learning Curve]]></category>
		<category><![CDATA[Skills]]></category>

		<guid isPermaLink="false">http://hrdiary.com/?p=239</guid>
		<description><![CDATA[There are many reasons for workplace stress that could be categorized based on its nature. One major cause of workplace stress is the capabilities or competencies. Basically, the skills, knowledge, and experience an incumbent have. These factors are the basic...]]></description>
		<wfw:commentRss>http://hrdiary.com/2011/03/13/if-she-can-do-it-then-i-can/feed/</wfw:commentRss>
		<slash:comments>0</slash:comments>
		</item>
		<item>
		<title>Why do we need job descriptions?</title>
		<link>http://hrdiary.com/2011/02/27/why-do-we-need-job-descriptions/?utm_source=rss&#038;utm_medium=rss&#038;utm_campaign=why-do-we-need-job-descriptions</link>
		<comments>http://hrdiary.com/2011/02/27/why-do-we-need-job-descriptions/#comments</comments>
		<pubDate>Mon, 28 Feb 2011 05:40:52 +0000</pubDate>
		<dc:creator>Fawaz</dc:creator>
				<category><![CDATA[Human Capital]]></category>
		<category><![CDATA[HR documents]]></category>
		<category><![CDATA[Human Resource]]></category>
		<category><![CDATA[Job Description]]></category>

		<guid isPermaLink="false">http://hrdiary.com/?p=230</guid>
		<description><![CDATA[Any HR group must have some basic documents to work properly. These documents could include the strategy, policies &#38; procedures, performance system framework, and job descriptions. While these are the most important documents to have, it is not necessarily always....]]></description>
		<wfw:commentRss>http://hrdiary.com/2011/02/27/why-do-we-need-job-descriptions/feed/</wfw:commentRss>
		<slash:comments>0</slash:comments>
		</item>
		<item>
		<title>The complete training program</title>
		<link>http://hrdiary.com/2010/10/11/the-complete-training-program/?utm_source=rss&#038;utm_medium=rss&#038;utm_campaign=the-complete-training-program</link>
		<comments>http://hrdiary.com/2010/10/11/the-complete-training-program/#comments</comments>
		<pubDate>Mon, 11 Oct 2010 17:28:45 +0000</pubDate>
		<dc:creator>Fawaz</dc:creator>
				<category><![CDATA[Learning]]></category>
		<category><![CDATA[training]]></category>
		<category><![CDATA[training program]]></category>

		<guid isPermaLink="false">http://hrdiary.com/?p=214</guid>
		<description><![CDATA[A friend of mine asked me about how to design a good training program. I thought it is useful to write about it, as I might have other point of views on this topic. I think it is not right...]]></description>
		<wfw:commentRss>http://hrdiary.com/2010/10/11/the-complete-training-program/feed/</wfw:commentRss>
		<slash:comments>0</slash:comments>
		</item>
		<item>
		<title>TNA evaluation matrix</title>
		<link>http://hrdiary.com/2010/08/13/tna-evaluation-matrix/?utm_source=rss&#038;utm_medium=rss&#038;utm_campaign=tna-evaluation-matrix</link>
		<comments>http://hrdiary.com/2010/08/13/tna-evaluation-matrix/#comments</comments>
		<pubDate>Fri, 13 Aug 2010 11:05:52 +0000</pubDate>
		<dc:creator>Fawaz</dc:creator>
				<category><![CDATA[Competency]]></category>
		<category><![CDATA[adequate tools]]></category>
		<category><![CDATA[evaluation matrix]]></category>
		<category><![CDATA[Human Capital]]></category>
		<category><![CDATA[Human Resource]]></category>

		<guid isPermaLink="false">http://hrdiary.com/?p=170</guid>
		<description><![CDATA[In a previous post Competency based TNA (the top-down approach) I have mentioned that to make use of Competency based TNA you should have three documents: Competency Dictionary. Competency Level Matrix. Competency Evaluation Matrix. The evaluation matrix helps evaluating the...]]></description>
		<wfw:commentRss>http://hrdiary.com/2010/08/13/tna-evaluation-matrix/feed/</wfw:commentRss>
		<slash:comments>0</slash:comments>
		</item>
		<item>
		<title>Competency based TNA (the top-down approach)</title>
		<link>http://hrdiary.com/2010/06/03/competency-based-tna-the-top-down-approach/?utm_source=rss&#038;utm_medium=rss&#038;utm_campaign=competency-based-tna-the-top-down-approach</link>
		<comments>http://hrdiary.com/2010/06/03/competency-based-tna-the-top-down-approach/#comments</comments>
		<pubDate>Thu, 03 Jun 2010 20:20:51 +0000</pubDate>
		<dc:creator>Fawaz</dc:creator>
				<category><![CDATA[Competency]]></category>
		<category><![CDATA[Competency Mapping]]></category>
		<category><![CDATA[Human Capital]]></category>
		<category><![CDATA[training]]></category>
		<category><![CDATA[Training Value]]></category>

		<guid isPermaLink="false">http://hrdiary.com/?p=107</guid>
		<description><![CDATA[Competency based Training Needs Assessment (TNA) or I might call it the top-down approach for efficient training implementation. Is something might be known long time ago, but I was trying to carry out this approach and I couldn&#8217;t find an...]]></description>
		<wfw:commentRss>http://hrdiary.com/2010/06/03/competency-based-tna-the-top-down-approach/feed/</wfw:commentRss>
		<slash:comments>1</slash:comments>
		</item>
		<item>
		<title>Effectiveness of e-learning</title>
		<link>http://hrdiary.com/2010/03/16/effectiveness-of-e-learning/?utm_source=rss&#038;utm_medium=rss&#038;utm_campaign=effectiveness-of-e-learning</link>
		<comments>http://hrdiary.com/2010/03/16/effectiveness-of-e-learning/#comments</comments>
		<pubDate>Tue, 16 Mar 2010 06:46:25 +0000</pubDate>
		<dc:creator>Fawaz</dc:creator>
				<category><![CDATA[eLearning]]></category>
		<category><![CDATA[Self Improvement]]></category>
		<category><![CDATA[training]]></category>

		<guid isPermaLink="false">http://hrdiary.com/?p=102</guid>
		<description><![CDATA[The e-learning as an evolving field yet not broadly trusted way of delivering training among many organizations and cultures. Decision makers still not convinced if the e-learning is a training methodology that can compete the old times classroom or it...]]></description>
		<wfw:commentRss>http://hrdiary.com/2010/03/16/effectiveness-of-e-learning/feed/</wfw:commentRss>
		<slash:comments>0</slash:comments>
		</item>
		<item>
		<title>Personal Capabilities</title>
		<link>http://hrdiary.com/2010/01/20/personal-capabilities-2/?utm_source=rss&#038;utm_medium=rss&#038;utm_campaign=personal-capabilities-2</link>
		<comments>http://hrdiary.com/2010/01/20/personal-capabilities-2/#comments</comments>
		<pubDate>Wed, 20 Jan 2010 14:57:39 +0000</pubDate>
		<dc:creator>Fawaz</dc:creator>
				<category><![CDATA[Human Capital]]></category>
		<category><![CDATA[Human Resource]]></category>
		<category><![CDATA[Self Improvement]]></category>

		<guid isPermaLink="false">http://hrdiary.com/?p=94</guid>
		<description><![CDATA[Have you ever asked yourself what my capabilities are? I was wondering what my capabilities are for years. This question is not easy to answer although it seems to be an easy one. I always thought a senior role than...]]></description>
		<wfw:commentRss>http://hrdiary.com/2010/01/20/personal-capabilities-2/feed/</wfw:commentRss>
		<slash:comments>0</slash:comments>
		</item>
		<item>
		<title>From Personnel to Human Capital (HC)</title>
		<link>http://hrdiary.com/2009/09/02/from-personnel-to-human-capital-hc/?utm_source=rss&#038;utm_medium=rss&#038;utm_campaign=from-personnel-to-human-capital-hc</link>
		<comments>http://hrdiary.com/2009/09/02/from-personnel-to-human-capital-hc/#comments</comments>
		<pubDate>Wed, 02 Sep 2009 14:47:17 +0000</pubDate>
		<dc:creator>Fawaz</dc:creator>
				<category><![CDATA[Human Capital]]></category>
		<category><![CDATA[Human Resource]]></category>

		<guid isPermaLink="false">http://traininglobby.com/?p=71</guid>
		<description><![CDATA[When I look into the development stages of human resource management I find it developing rapidly and in stream with organizations size and profit. Of course the new communication style and globalization has its own effects too. What came to...]]></description>
		<wfw:commentRss>http://hrdiary.com/2009/09/02/from-personnel-to-human-capital-hc/feed/</wfw:commentRss>
		<slash:comments>0</slash:comments>
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