Thursday, March 19, 2015

Let’s Go Forward Mishref Run S1

For more details visit:

Events: Kuwait Motorbike Show in Kuwait 2015

Creative Ideas: Smart Thermo Monitor Device for Kids

For moms like me, this product does certainly makes our lives easy!!  Health is wealth

Smart Thermometer Health Monitor for Babies,24h Thermometer Tracker


Men's Fashion:3D Printed T-Shirt

Realistic 3d printed T-shirt for Men!!  

Creative ideas: XIAOMI Mi Multi-function Wristband

Phones/ Gadgets are becoming extremely advance, well-designed, durable and straightforward to use that everyday I woke up feeling that my current phone (1 week purchase) is already obsolete; 

One can only imagine our lives in many years from now, thinking how  phone designers/creators live and think everyday of their lives, oh well, not my concern but somehow I am affected with the progress of time, people and anything alike, I like change but I guess, things are so randomly fast…

Chinese creativity are fast arising and this article is a perfect example on how these genius people capable of conquering the world in terms of hi-tech gadgets,


Main Features:

* Water resistant (IP67)
* 30-day standby power
* Sleep-cycle smart alarm
* Fitness monitor & sleep tracker
* Running MIUI Android 4.4 and above
* Unlock your Mi phone without a password
* Stylish band options (incl. wrap-around and leather)

Wednesday, March 18, 2015

The 35-day life of a KFC chicken... in a shed full of 34,000 others: Inside farm that houses some of fast food chain's 23 million birds

As one of the UK’s most popular fast food chains, it sells almost 400 pieces of chicken every minute.
But now conditions on the farms that supply KFC with 23million chickens a year can be shown for the first time.

The images show tens of thousands of chickens kept together in huge sheds, alive for just 35 days before they are gassed.

A documentary tonight shows the birds living amid their excrement in conditions activists say are ‘oppressive’ – but the farmer in charge claims it’s ‘a very good life’.
Footage to be screened this evening on BBC1 focuses on one farm where about 34,000 chickens are penned into a shed with few windows.

When they are large enough the chickens are gassed, chopped into nine pieces and sent to warehouses in large trays where they are then distributed to branches nationwide.
About 1,000 farms in the country supply KFC with 23million chickens a year. The programme focuses on a farmer called Andrew who says the chickens at his farm – left to do nothing but eat and drink until they reach the required weight – have a good life, saying he ‘wouldn’t mind being a chicken in here’.

Scenes show the chickens as they walk around in their own excrement while a layer of sawdust has turned murky brown from mopping up waste.

Asked if he thinks this is a problem, Andrew says: ‘No, no, no, that’s not a problem at all, because you see here, this is all sawdust, so the idea is to keep this as dry as possible

Millions of these birds, just like the ones KFC is commissioning to be produced die in sheds wretchedly and painfully every year.

‘These birds are deprived of everything that makes life worth living. The next step after this is to be grabbed by their frail legs, and shoved in crates and taken off to slaughter. A great number suffer broken bones during this process.’

A BBC spokesman said the documentary offers ‘an impartial look at KFC, one of the UK’s most recognisable businesses’.

It is the first time cameras have been allowed access to KFC.

A KFC spokesman said: ‘Animal welfare is essential for high quality food and is important to our customers, and all of KFC’s suppliers meet or exceed UK and EU welfare requirements. KFC was the first quick-service restaurant to gain Red Tractor certification and we have in place our own robust standard, which is independently audited by third parties.’

Episode one of The Billion Dollar Chicken Shop airs on BBC1 at 9pm

ALCATEL ONETOUCH announces revolutionary products at MWC!

ALCATEL ONETOUCH, the world’s fastest-growing smartphones brand; during the Mobile World Congress, they announced revolutionary products as mentioned below:

1.     IDOL 3: It has a 13-megapixel rear camera with a next-generation sensor. Plus, an IDOL 3 exclusive feature: it is 100 percent reversible, so users can grab their phone upside down and the IDOL 3 user interface automatically adjusts

2.       Large-Screen PIXI 3 Smartphones (5.5) are perfect for multimedia and streaming. It is Ideal for gaming and watching films as it offers a fast and immersive streaming experience. The PIXI 3 (5.5) 4G comes with a download booster, which means that users can download large files superfast, using LTE and Wi-Fi simultaneously.

3.       PIXI 3 Tablets is an affordable choice which offers different screen sizes and connection options. It is fast and highly portable, the processor not only supports multimode 3G/4G LTE for fast, efficient web browsing, 8 megapixel camera and full HD video capture and playback. The PIXI 3 (7)’s Wi-Fi display feature allows users to go from palm size to super-size in no time, easily sharing images from the tablet to a larger screen

4.       Wi-Fi LINKs, the world’s most versatile mobile Wi-Fi offers high-
speed Wi-Fi wherever users want it. These mobile hotspots allow users to connect their laptops, tablets or any other Wi-Fi-enabled device to the mobile network of their choice

Great Place to Work® reveals UAE’s ‘Top 15 Companies to Work For’ & ‘Most Distinguished SMEs to Work For’

The ‘Top 15 Companies to work for in the UAE’ are:

Company Name
Fast Facts
What makes them great
Being number 1 on the GPTW list for the second year in a row, DHL proved it puts its workplace initiatives on top of its Strategic plans. DHL’s various people policies and practices are perfectly aligned to its corporate values, vision, and mission. Its human capital work is centered on its ‘employee value proposition’ which includes Growth, Impact and Pride - all of which are evident from its onboarding programme to the customized learning and development plans each employee receives. Every aspect of the employee lifecycle at DHL, from recruitment to retirement, is closely aligned with the company’s core values, its business objectives and mission of inspiring people to give their best – both in and out of the office.
Not only is creating a great place to work culture a challenge, what happens once you get there?
Ericsson, in order to maintain a hi-performance culture, took the approach down to Talent Acquisition so that their recruitment and onboarding processes have added filters to ensure that they hire people who closely connect with their culture. This enables new hires to succeed in their fast pace and challenging environment.  They have developed competencies for each role so that it enables the hiring process to narrowly define what is needed for each role.
Omnicom Media Group
OMG’s keen focus on work/life balance makes it stand out as a leading example of how organizations should integrate health and wellness into a company’s culture. OMG also enjoys genuine dedication and commitment from its senior leaders. The OMG’s HR forums are championed by the senior management and HR Leaders and provide a confidential team environment for all employees to have a voice about their working lives. This incorporates all facets associated with discussing company initiatives, policies, idea generation, learning and development and enhances the collaboration between management and employees to create empowerment across the entire organization.
THE One is arguably the top company when it comes to the visible commitment and engagement of the CEO. Having authentic and consistent support and involvement from the CEO when it comes to the engagement of employees is critical. THE One provides a unique and compelling social mission that its employees can get emotionally attached to, helping to motivate and inspire them.
As mentioned in previous years, THE One set up THE Onederworld - a Sustainable Village Community programme with balanced quality Education at its heart. Presently, six classrooms of a brand new school have been built in the Pimbiniet community in Kenya in conjunction with Free The Children.
Hospitality /Hotel/Resort
Marriott International Inc. is considered as one of the biggest and leading companies in the hospitality industry. It is one of the largest hotel operators worldwide and operates up to 4,200+ hotels across the globe. Hiring process for managers in Marriott International Inc. makes it much more interesting for managerial positions. The group follows an orientation and induction program called “In The Beginning”, in which they meet with the management team of the property(ies) and they are introduced to the company’s culture, standards, history, and milestones.
Marriott International Inc. cares about employees in many different ways.  For example, employees can work in any Marriott International Inc. around the world. Marriott International Inc. also cares about employees’ development, their career paths and many other aspects of interest for their growth through a program called “Spirit to serve our Associates”. Marriott International Inc. is one of the good companies that cares about employees and customers while at the same time treating them ethically. Marriott is engaging its top vendors to supply price-neutral greener products across the company’s $10 billion supply chain.
One of the unique programs Marriot undertakes is to reduce its overall environmental impact and support local communities. The company has introduced a Green Meeting and “Spirit to Preserve the Rainforest” program for its meeting planners, and offers its associates on business travel the Hertz Green Collection—including hybrid rental vehicles with SmartWay certification from the U.S. Environmental Protection Agency (EPA).
Estee Lauder
Health and beauty
Estee lauder strives to build a culture in which employees are supported and respected. New joiners are welcomed by a welcome card sent to them before joining Estee Lauder. Expatriate employees are provided with a book called “Don’t they know its Friday” which is a resident’s guide and Dubai Map explaining some of the differences in living in the Middle East. The book is couriered to employees before they join.
Estee Lauder runs a lot of social campaigns such as a “Breast Cancer Awareness Campaign” which the company is doing consistently and in addition to World AIDS Day and many others.
Estee Lauder has a program called “Dream space” which is a digital collaboration tool for employees. It is an innovation portal for idea generation. It basically aims to empower every employee to innovate and lead from every chair.
Weber Shandwick
Weber Shandwick recently moved offices. It made its in-house creative team work as a liaison between staff members and industrial designers and printers to ensure everything in the office represents the staff. From the plants chosen, to the imagery on the walls and even the bespoke welcome desk (that was custom-built to suit the height of its receptionist) - the Weber Shandwick Dubai office is branded with all of employees’ voices. It chose to engage all team members when branding the company, bringing its motto of “Engaging Always” to life.
Hyatt’s culture is centered on its people. New joiners coming from outside the UAE are welcomed in the airport by their assigned buddies. Joining gifts are given to all employees. Hyatt HR sends post cards and gives employees a call on their birthdays. Sending dinner vouchers for 2 on associates’ retirement anniversary.
Each June, Hyatt hotels around the world participate in “Celebrating Our People,” a week-long event that recognizes the company’s most important asset and their tremendous dedication.
Among the fun and exciting activities featured during the 2014 “Celebrating Our People” week at its UAE hotels:
·         Zumba classes
·         Photography workshops
·         Pastry workshops;
·         The Amazing Race (treasure hunt)
·         Flower arrangement and plate painting (Manzil)
·         Iceland/Wild Wadi Waterpark outing
·         Mirror Maze outing
·         Special breakfasts
·         Ice skating

Hyatt offers a variety of development programs that are dedicated to empower and develop employees. Examples of the offered programs are below:
·         Hyatt has contracted with Harvard Business School Publishing to create a blended learning experience on a variety of leadership topics
·         Hyatt Leadership Network (HLN) is an online learning platform. It serves as the central repository of all Hyatt learning resources
Strong CSR programs and community involvement.

Culture audit highlights:
·         Inspiring community service
·         Strong CSR programs
Leminar implements best people practices and has built a culture in which employees are valued for their contribution. Testament to this is the long association of employees with Leminar and their growth within the organization. Leminar conducts an “Employee Satisfaction Survey” which allows employees to share their views and innovative ideas.
Leminar acts ethically towards employees by supporting them in their own life. For example one of the employees came back from his wedding leave to find that his house was taken by another tenant, Leminar provided him with a suitable house until he found another.
Leminar has a concept of festival leaves which employees can take according to their needs & culture. Leminar also celebrates and organizes events for women’s day, breast cancer awareness and Ramadan.
Women are part of its reward and recognition program. Employees get the same treat irrespective of gender, age, nationality or religion. Everyone is treated fairly and recognized by their contribution to the organization.
Leminar pays good attention to work life balance, employees’ lifestyle, and it celebrates cultural & children’s day where kids participate and perform anything they like. Leminar encourages fun among employees by organizing events like and Annual Picnic, Sports Day, an Annual Party, Marathons, Children’s Day. Big wins, like the MEP Award & Climate Control Award are also celebrated by the company.
Fun City
The core competencies needed for any Fun City employee –Fun Citizen, is to have a high degree of creative enthusiasm, service excellence, a smiling face and adaptability. To this end it has created an initiative called SPARK which stands for Spontaneity, Passion, Attention, Result, and Kindness. This process identifies the competencies & traits that Fun City looks for in candidates. A truly unique approach to interviewing and hiring.
EMC works hard to provide a caring culture, going beyond what is required.  For example, it grants paternity leave, marriage leave, compassionate leave, even though it is not required to do so by labor law. And it grants public holidays in excess of government announcements.
Professional Services/Consulting Engineering
With over 30% year on year growth over the past 3 years, it is critical for WSP to invest in maintaining a culture that is open, honest, welcoming and inspiring, to ensure it’s a company that employees feel proud to be part of.
WSP hosts a networking event, which provided an opportunity for WSP colleagues to inspire and network with likeminded professionals in the industry, as well as share industry knowledge and the success of the prestigious Burj Khalifa Base Jump project.
WSP has HR NEWS – this is a newsletter to update employees on initiatives related to its people and celebrate their personal contribution to the business.
In WSP the process of listening to employees and caring about them is the main key to success. Employees, during their working hours, can feel free and enjoy their presence.
Apparel Group
Retail/Clothing/textile/food ware
The Apparel Group is a global fashion and lifestyle brand conglomerate. It personally engages with employees face-to-face on greater frequency through various meetings such as Strategy Meets, Management Review Meetings (MRM) and other regular meetings.
At Apparel Group feedback is given by an Employees Satisfaction Survey (ESS), Weekly/Monthly Review Meeting, as well as feedback on emails.
Innovation is encouraged through “Bright Idea” a process through which employees can submit their ideas on process improvements via email, a designated Bright Idea drop box, or Suggestion Box Tab of Employee Self Service Menu in Amanat-HRMS. Apparel Group provides employee discounts on all brands for their personal purchases. The company has its own transport fleet which provides free transport services to all employees located in all Emirates. The company also provides subsidized products and free beverages such as coffee and tea. Aside from the Annual Vacation Leave, Apparel Group provides Compensatory Off to those who have worked during their weekly off days, weekends, or holidays. The company also allows the employee to take an off day during special occasions like birthdays and holidays.
FedEx Express
FedEx’s P-S-P or “people-service-profit” philosophy guides all of its efforts.  To thank employees who exemplify PSP, it uses the Purple Promise Award (PPA) which recognizes a team member who goes beyond the typical expectations for his or her job to ensure the customer’s needs are met. Sometimes the individual’s effort requires the assistance of coworkers. In such cases, more than one employee may receive a Purple Promise Award for the same endeavour.
Information Technology
MasterCard have a “HEART” award programme whereby any employee can nominate another employee at any time to receive an award for having demonstrated one of its corporate values (Agility, Partnership, Innovation, Trust). Winners receive a certificate and small value cash award of up to $500.
MasterCard places strong emphasis on the importance of women in the workplace, as this helps grow its business. MasterCard wants to be viewed as a fantastic place for Women in Technology to work, and has a dedicated Women’s Leadership Network to drive the role of women in the business and the promotion of women in the technology sector.

The ‘Most Distinguished SMEs to Work For in the UAE’ are:

Company Name
What makes them great
biz-group’s trust level is extraordinarily high. This is a reflection of its sound and people-centered workplace practices. biz-group scores high in all practice areas but it excels in hiring, inspiring, welcoming, and thanking.

Culture audit highlights:
·         Core values
·         Culture fit in hiring process
·         Shout-outs
·         Brag books
·         “best thinking” award
·         biz-culture manifesto
·         Dreams book and dreams room
·         “aha” trophy
·         Peron and team of the year awards
·         10% profit sharing
·         Welcome gifts and cards
·         New hire buddy
Strong practices related to thanking, celebrating, caring and sharing (community).

Culture audit highlights:
·         Hires for attitude
·         Asks questions around brand values
·         Welcoming: HR, integration, introduction, directors (founders), social outing
·         Monthly internal awards – peer-to-peer
·         Annual awards – last year’s party was Hollywood-themed
·         Discretionary bonuses
·         Annual bonuses
·         Social events – personal milestones, “DABO Days”
·         Weekly company-wide meeting (each week has a different theme)
·         6-month performance reviews
·         Sponsored trainings and education – sponsored one employee’s three-year Master’s program
·         E-learning program
·         Both Muslim & Christian holidays off
·         Caring in times of need is VERY strong
·         Corporate Social Responsibility – Dubai Cares
Abu Dhabi Finance
Abu Dhabi Finance’s workplace culture is a clear reflection of its corporate values. Management make sure they meet the highest level of credibility through an open and transparent communication with all employees at all levels. Trust is key in all relationships in Abu Dhabi Finance and it is being well nurtured through the company’s different people policies and practices. 
Eton Institute
Strong on inspiring employees. Integration of core values. 

Culture audit highlights:
·         3-phase hiring process
·         Motivational 5 minutes based on one of the core values during each meeting
·         Weekly 30-minute stand-up meetings to share achievements
·         Quarterly “Spirit of Eton” award
·         Corporate Social Responsibility – Eton Sponsorship Programme
Advanced Watertek
Advanced Watertek offers an open and transparent culture where employees have access to information about the business and get feedback about the outcomes of their efforts.  Employees are encouraged to participate in the company’s projects, activities and programs and enjoy a high level of autonomy and responsibility in their day-to-day work. Significant occasions such as projects awarded or completed, HSE milestones and employee achievements are celebrated in addition to regular events such as sports days, Iftar parties and Christmas parties engendering a fun and friendly atmosphere within the company.