en
WELCOME TO A PLACE WHERE ALL NEW IDEAS ARE SIGNIFICANT
"The Other Way"
WHAT WE DO
WE ARE HERE TO INVEST IN BUSINESSES

Fakher Holding has been established with the aim of creating a business ecosystem in the specialized fields of post, logistics, e-commerce, manufacturing and trades. Our main goal is creation of new businesses in aforementioned fields and provide products and services in the context of those businesses. Beside creation of new job opportunities, Fakher holding task is creation of appropriate infrastructure, based on information Technology which will result to life welfare level upgrade. Our main strategy is to attract creative ideas, investors, advisers and experts. We endeavor to take solid step towards our mission to upgrade Iran’s economy and welfare.

ABOUT FAKHER
WE ARE A HOLDING AND INVESTMENT COMPANY

Fakher Holding has been established with the mission of formation and management of Fakher ecosystem and strategic management of her subsidiaries and affiliates. Fakher holding is determined to create new businesses and develop appropriate infrastructure, to form a comprehensive exchange of values among people, government and suppliers of goods and services.

HOLDING
INVESTMENT
Fakher Holding has been established with the mission of formation and management of Fakher ecosystem
We embrace new thoughts, concepts and ideas. Our value is to thrive, nourish and shape quality businesses and empower Fakher ecosystem.
WHO WE ARE

Fakher holding considers the organizational culture, as a sharable and transferable pattern. Special architecture of human resources, tailored to the goals of the Holding, directs realization of the new organizational concepts.

HR STRATEGY
• Attracting professional human resources
• Engagement
• Continuous staff training and development
• Knowledge management
• Focus on employee wellbeing
• Rewarding
• Employee relations
OUR CULTURE
Fakher Holding’s organizational culture is based on shared values such as creativity, entrepreneurship, coaching and social responsibility which influences the organization’s members’ manner and mindset.
+ 1
Projects under execution
+ 1
Number of attained businesses
+ 1k
Direct employment
+ 1k
Indirect employment
1
startups
FAKHER HOLDING AT A GLANCE

ANNUAL REVIEW

11% Trades and Manufacturing 36% E-Commerce 53% Logistic
2020-09-07

Stay visible

Stay visible but don’t be needed: How Alain Bejjani is leading through the unexpected ,McKinsey Quarterly,August , 2020
A five-year, purpose-driven digital transformation has helped the CEO of Majid Al Futtaim, and his organization, to cope with the coronavirus pandemic.
 
Alain Bejjani is CEO of Majid Al Futtaim (MAF), a Dubai-based holding company that operates shopping malls, residential properties, supermarkets, movie theaters, and other ventures in 16 markets, primarily in the Middle East, Africa, and Central Asia. In his five years as CEO, Bejjani has redefined the company’s purpose as creating “great moments for everyone, every day,” brought digital technology to every part of the company, delivered stellar financial performance, and ensured that MAF has several years of liquidity. In this interview with McKinsey’s Gemma D’Auria, he reflected on his “CEO moment” and explained why the work involved in that transformation came in handy when COVID-19 hit, what it’s been like to manage through the crisis, and the two leadership behaviors he tries most to embody.
2020-09-06

college degrees

Why Google doesn’t care about college degrees, in 5 quotes,Gregory Ferenstein , April 2014

Google isn’t big on college degrees, although the search giant is inundated with applicants touting perfect GPAs from Ivy League schools.

Google’s chairman and head of hiring, Laszlo Bock, has given a few insights in the New York Times on how he sorts through a multitude of bright applicants.

 

The upshot is that Google values the skills and experiences that candidates get in college, but a degree doesn’t tell them much about talent or grit.

You don’t need a college degree to be talented

“When you look at people who don’t go to school and make their way in the world, those are exceptional human beings. And we should do everything we can to find those people,” Bock said.

Many businesses “require” a college degree; at Google, the word “college” isn’t even its official guide to hiring. With the rise of self-paced college courses and vocational learning, plenty of driven people can teach themselves all of the necessary skills to work at the company.

Demonstrate a skill, not an expertise

“If you take somebody who has high cognitive ability, is innately curious, willing to learn and has emergent leadership skills, and you hire them as an HR person or finance person, and they have no content knowledge, and you compare them with someone who’s been doing just one thing and is a world expert, the expert will go: ‘I’ve seen this 100 times before; here’s what you do,'” Bock said.

College degrees are, almost by definition, a certificate of expertise. A degree in journalism is a giant badge meant to tell the world that you know at least a little bit about the trade of telling stories and interviewing people.

But a degree really doesn’t say what a graduate can do. Can they present an idea in front of a crowd? Can they build a website? Can they think interestingly about problems, or did they just pass some tests?

Logic is learned, and stats are superimportant

“Humans are by nature creative beings, but not by nature logical, structured-thinking beings. Those are skills you have to learn,” Bock said. “I took statistics at business school, and it was transformative for my career. Analytical training gives you a skill set that differentiates you from most people in the labor market.”

Logical thinking goes way beyond programming. For instance, back in 2010, Facebook put up a blog post claiming that political candidates with more fans were more likely to win their race, implying that getting more Facebook fans would improve their chances. In no uncertain terms, this was a phenomenally bad argument.

Maybe candidates who were already more popular just happened to have more fans. And what about candidates with fewer fans that won their races? In these cases, why did fans not matter?

The Facebook employees who ran the statistics understood some basic logic, but they didn’t demonstrate analytical thinking. Sifting through data requires training in the latest techniques for understanding causality and creatively exploring patterns (FYI: Facebook has gotten a lot better about these types of political claims since 2010).

Read More:Why Google doesn’t care about college degrees, in 5 quotes

GET IN TOUCH

LETS START A JOURNEY

Main Office: Unit 4, 4Th Floor, Fakher Building , No.12, West Taban st., Nelson Mandela Boulevard, Tehran-Iran
Tel: +98 (21) 8867 8225 – Fax:
Email: info@fakher.ir
WELCOME TO A PLACE WHERE ALL NEW IDEAS ARE SIGNIFICANT
"The Other Way"
SCROLL DOWN TO CONTINUE
WHAT WE DO
WE ARE HERE TO INVEST IN BUSINESSES

Fakher Holding has been established with the aim of creating a business ecosystem in the specialized fields of post, logistics, e-commerce, manufacturing and trades. Our main goal is creation of new businesses in aforementioned fields and provide products and services in the context of those businesses. Beside creation of new job opportunities, Fakher holding task is creation of appropriate infrastructure, based on information Technology which will result to life welfare level upgrade. Our main strategy is to attract creative ideas, investors, advisers and experts. We endeavor to take solid step towards our mission to upgrade Iran’s economy and welfare.

ABOUT FAKHER
WE ARE A HOLDING AND INVESTMENT COMPANY

Fakher Holding has been established with the mission of formation and management of Fakher ecosystem and strategic management of her subsidiaries and affiliates. Fakher holding is determined to create new businesses and develop appropriate infrastructure, to form a comprehensive exchange of values among people, government and suppliers of goods and services.

HOLDING
INVESTMENT
Fakher Holding has been established with the mission of formation and management of Fakher ecosystem
We embrace new thoughts, concepts and ideas. Our value is to thrive, nourish and shape quality businesses and empower Fakher ecosystem.
WHO WE ARE

Fakher holding considers the organizational culture, as a sharable and transferable pattern. Special architecture of human resources, tailored to the goals of the Holding, directs realization of the new organizational concepts.

HR STRATEGY
• Attracting professional human resources
• Engagement
• Continuous staff training and development
• Knowledge management
• Focus on employee wellbeing
• Rewarding
• Employee relations
OUR CULTURE
Fakher Holding’s organizational culture is based on shared values such as creativity, entrepreneurship, coaching and social responsibility which influences the organization’s members’ manner and mindset.
+ 1
Projects under execution
+ 1
Number of attained businesses
+ 1k
Direct employment
+ 1k
Indirect employment
1
startups
11% Trades and Manufacturing 36% E-Commerce 53% Logistic
FAKHER HOLDING AT A GLANCE

ANNUAL REVIEW

2020-09-07

Stay visible

Stay visible but don’t be needed: How Alain Bejjani is leading through the unexpected ,McKinsey Quarterly,August , 2020
A five-year, purpose-driven digital transformation has helped the CEO of Majid Al Futtaim, and his organization, to cope with the coronavirus pandemic.
 
Alain Bejjani is CEO of Majid Al Futtaim (MAF), a Dubai-based holding company that operates shopping malls, residential properties, supermarkets, movie theaters, and other ventures in 16 markets, primarily in the Middle East, Africa, and Central Asia. In his five years as CEO, Bejjani has redefined the company’s purpose as creating “great moments for everyone, every day,” brought digital technology to every part of the company, delivered stellar financial performance, and ensured that MAF has several years of liquidity. In this interview with McKinsey’s Gemma D’Auria, he reflected on his “CEO moment” and explained why the work involved in that transformation came in handy when COVID-19 hit, what it’s been like to manage through the crisis, and the two leadership behaviors he tries most to embody.
2020-09-06

college degrees

Why Google doesn’t care about college degrees, in 5 quotes,Gregory Ferenstein , April 2014

Google isn’t big on college degrees, although the search giant is inundated with applicants touting perfect GPAs from Ivy League schools.

Google’s chairman and head of hiring, Laszlo Bock, has given a few insights in the New York Times on how he sorts through a multitude of bright applicants.

 

The upshot is that Google values the skills and experiences that candidates get in college, but a degree doesn’t tell them much about talent or grit.

You don’t need a college degree to be talented

“When you look at people who don’t go to school and make their way in the world, those are exceptional human beings. And we should do everything we can to find those people,” Bock said.

Many businesses “require” a college degree; at Google, the word “college” isn’t even its official guide to hiring. With the rise of self-paced college courses and vocational learning, plenty of driven people can teach themselves all of the necessary skills to work at the company.

Demonstrate a skill, not an expertise

“If you take somebody who has high cognitive ability, is innately curious, willing to learn and has emergent leadership skills, and you hire them as an HR person or finance person, and they have no content knowledge, and you compare them with someone who’s been doing just one thing and is a world expert, the expert will go: ‘I’ve seen this 100 times before; here’s what you do,'” Bock said.

College degrees are, almost by definition, a certificate of expertise. A degree in journalism is a giant badge meant to tell the world that you know at least a little bit about the trade of telling stories and interviewing people.

But a degree really doesn’t say what a graduate can do. Can they present an idea in front of a crowd? Can they build a website? Can they think interestingly about problems, or did they just pass some tests?

Logic is learned, and stats are superimportant

“Humans are by nature creative beings, but not by nature logical, structured-thinking beings. Those are skills you have to learn,” Bock said. “I took statistics at business school, and it was transformative for my career. Analytical training gives you a skill set that differentiates you from most people in the labor market.”

Logical thinking goes way beyond programming. For instance, back in 2010, Facebook put up a blog post claiming that political candidates with more fans were more likely to win their race, implying that getting more Facebook fans would improve their chances. In no uncertain terms, this was a phenomenally bad argument.

Maybe candidates who were already more popular just happened to have more fans. And what about candidates with fewer fans that won their races? In these cases, why did fans not matter?

The Facebook employees who ran the statistics understood some basic logic, but they didn’t demonstrate analytical thinking. Sifting through data requires training in the latest techniques for understanding causality and creatively exploring patterns (FYI: Facebook has gotten a lot better about these types of political claims since 2010).

Read More:Why Google doesn’t care about college degrees, in 5 quotes

college degrees

Google isn’t big on college degrees, although the search giant is inundated with applicants touting perfect GPAs from Ivy League schools.

Google’s chairman and head of hiring, Laszlo Bock, has given a few insights in the New York Times on how he sorts through a multitude of bright applicants.

 

The upshot is that Google values the skills and experiences that candidates get in college, but a degree doesn’t tell them much about talent or grit.

You don’t need a college degree to be talented

“When you look at people who don’t go to school and make their way in the world, those are exceptional human beings. And we should do everything we can to find those people,” Bock said.

Many businesses “require” a college degree; at Google, the word “college” isn’t even its official guide to hiring. With the rise of self-paced college courses and vocational learning, plenty of driven people can teach themselves all of the necessary skills to work at the company.

Demonstrate a skill, not an expertise

“If you take somebody who has high cognitive ability, is innately curious, willing to learn and has emergent leadership skills, and you hire them as an HR person or finance person, and they have no content knowledge, and you compare them with someone who’s been doing just one thing and is a world expert, the expert will go: ‘I’ve seen this 100 times before; here’s what you do,'” Bock said.

College degrees are, almost by definition, a certificate of expertise. A degree in journalism is a giant badge meant to tell the world that you know at least a little bit about the trade of telling stories and interviewing people.

But a degree really doesn’t say what a graduate can do. Can they present an idea in front of a crowd? Can they build a website? Can they think interestingly about problems, or did they just pass some tests?

Logic is learned, and stats are superimportant

“Humans are by nature creative beings, but not by nature logical, structured-thinking beings. Those are skills you have to learn,” Bock said. “I took statistics at business school, and it was transformative for my career. Analytical training gives you a skill set that differentiates you from most people in the labor market.”

Logical thinking goes way beyond programming. For instance, back in 2010, Facebook put up a blog post claiming that political candidates with more fans were more likely to win their race, implying that getting more Facebook fans would improve their chances. In no uncertain terms, this was a phenomenally bad argument.

Maybe candidates who were already more popular just happened to have more fans. And what about candidates with fewer fans that won their races? In these cases, why did fans not matter?

The Facebook employees who ran the statistics understood some basic logic, but they didn’t demonstrate analytical thinking. Sifting through data requires training in the latest techniques for understanding causality and creatively exploring patterns (FYI: Facebook has gotten a lot better about these types of political claims since 2010).

Read More:Why Google doesn’t care about college degrees, in 5 quotes

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GET IN TOUCH

LETS START A JOURNEY

Main Office: Unit 4, 4Th Floor, Fakher Building , No.12, West Taban st., Nelson Mandela Boulevard, Tehran-Iran
Tel: +98 (21) 8867 8225
Email: info@fakher.ir
2019 © Fakher Holding. All Rights Reserved.
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