how middle east companies can build a lovely place to work environment
TRANSCRIPT
Some well admired Middle East companies
Etihad Airways,
Jumeirah Group,
Emaar,
etisalat,
National Bank of Abu Dhabi,
Damac,
TASC Sourcing
STC
Bateel International
Omantel
What is their secret recipe
Focus: on what to do and do it best!
Intensity: sustain the focus, no let up!
Integration: no functional silos, one single organization
Invest: in people and process, promote learning
Most agree they derive their sustained value
by their “PEOPLE” !!!!!
Honing “People advantage”
Unstinted commitment to Omanisation, Emiratization or Saudi
immersion programs
Building multicultural integrated organization
Continuously benchmark and adopt best practices
Build adaptability to technology & market
People, not Oil the future….
50% of the employees in the ME are less than 29 years old.
73% of the workforce, work in full time jobs.
26% of the employees say they have been working with the same
employer for 1 to 2 years.
Public sector in UAE gives twice as many holidays as the private sector.
90% of the Emiratis workforce is employed in public sector.
Women represent only 33% of the workforce.
87% of the UAE labor are migrant labor.
Middle East workforce
28%
21% 20%
9% 9%
5% 5% 3%
0%
5%
10%
15%
20%
25%
30%
Reasons for switching industries
Companies are increasingly using best practices to develop HR from reactive to proactive knowledge partner
Globally, companies use external benchmarks such as GPTW, Lovable place or Best employer awards.
Underlying all these benchmarks
1. HR as a continuous integrated process, no islands
2. Proactively use data to make decisions, eliminate subjective assessment
3. Create learning and development environment where employees own and direct changes
4. Adopt a Do-improve-innovate framework where employees initially adopt a established practice and move towards improvement and innovation after they have mastered an area.
© Browne & Mohan, 2013
Building HR best practices
HR transformation process
As-is HR Audit
HR Process Analysis & Synthesis
Design & Develop Policy
& Process
The data collected must be robust, complete, comprehensive and lead to analysis. Align the process and procedures according to benchmarking. Make relevant changes in organization structure, remove redundancy and under utilization of resources. Review and incorporate changes for betterment of the processes.
Talent Acquisition. Manpower Planning. Training & Development. Fun @ Work. Employee Communication.
Recruitment Model. Instrument & Appraisal. Induction. Training & Development.
Performance Appraisal. Promotion Employee Welfare. Complaints. Compliance. Recreation.
Organization Effectiveness. Innovation. Change Management Life & Belief management
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Organizing for HR Transformation
HR reference Model
Strategy & alignment
Structure- Process & organization
People- Skills, competence, development
Culture- leadership, values,
empowerment
Resource- infrastructure,
informational and financial
Results- outputs, outcomes & impact
Small steps that can be force multipliers in Middle East
Flexible working hours
Employee bonding programs
Training and development programs
Extended maternity leave, new mothers are allowed to work part-time
Great health insurance package
A welfare fund with the equal contributions from the employer for emergencies
Sporting events
Employment of the people with special needs
Thank You
Browne & Mohan
Board & CEO Advisors, Management Consultants
www.browneandmohan.com