HOW MIDDLE EAST COMPANIES CAN BUILD A LOVELY PLACE TO WORK ENVIRONMENT

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