hr conclave presentation final

8/2/2019 HR Conclave Presentation Final

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A Warm Welcome To


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HR Challenges in Managing Human Capital in

Middle East

SurveyFindings


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EmployeeEngagement

Net Gen.

HRTransform.

Levers for Growth and Human Capital


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Participants Profile

Prominent Sectors-BFSI, Construction, FMCG,

Hospitality


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Regional Employee Base

Less than 100

100 to 250250 to 500

500 to 1000

1000 to 2500

Above 2500



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Role within HR


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Future Strategic Business Initiatives

Revenue growth

Expansion in new markets

Optimization of Operating cost


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Other

Expansion throughWorkforce optimization

Organization restructuring

Product expansion

Enhancing customer

Optimization of


Focus on revenue growth

Strategic Initiatives


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Other

Expansion through acquisition

Workforce optimization and reduction

Organization restructuring

Product expansion

Enhancing customer service

Optimization of operating cost


Focus on revenue growth

Strategic Initiatives

South East Asian

Middle East


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Revenue growth


Enhancing customer service

Similarities



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Work force Optimizationand Reduction

Organization Restructuring

SouthEast Asia

Optimization of Operatingcost

Product Expansion

MiddleEast

Difference of Opinion


Work force Optimizationand Reduction

OrganizationRestructuring

SouthEast Asia

Optimization ofOperating cost

Product Expansion

Middle

East

Difference of Opinion


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Formal Employee Engagement Policy


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Other

Compensation and benefits

Immediate manager and peer

Nature of work

Rewards and recognition

Leadership and ManagementEmployer Brand

Learning and development

Career growth opportunities

Organizational culture and

Drivers of Employee Engagement

Key Findings: Drivers of Engagement

Organizational Culture and Work Ethics


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Other

Compensation and benefits

Immediate manager and peer group

Nature of work

Rewards and recognitionLeadership and Management team

Employer Brand

Learning and development opportunities


Organizational culture and work ethics

Drivers of Employee Engagement Middle East

South East Asian


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Leadership and Management team

Similarities

Drivers of Engagement


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Leadership and Management team

Reward and RecognitionSouth

East Asia

Organization and Work ethics

Employer brand

Middle

East

Drivers of Engagement Key Differences


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19%

20%

20%

20%

21%

41%

Barriers to Engagement

Perception about immediate

manager / supervisors

Effectiveness of talent

management programs

Uncertainty due to volatile

business environment

Changes due to Restructuring

/ reorganizationPerception about the

Leadership team

Employee Engagement- The Challenges


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Perception about the Leadership

team

Uncertainty due to volatile

business environment

Changes due to Restructuring /

reorganization

Effectiveness of talent

management programs

Perception about immediate

manager / supervisors

Middle East

Employee Engagement- The Challenges

South East Asia


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Employee

Engagement

NetGeneration


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32%

34%

34%34%

Generational Diversity

Baby boomers (age 50 years +)

Generation X (age 30 to 49 years)

Generation Y (age 18 to 29 years)

Workforce Diversity

F l P t I t t M lti l G ti


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7%

87%

6%

Yes, we have formal

programs

No, we do not haveformal programs

In the process of

rolling out

Why?

Formal Programs to Integrate Multiple Generations

at Work


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Rewards and

Nature of work

Work-life

Compensation

Career growth

Generation Y

Expectations of Next Generation


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Net Generation : Barriers to Retention


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32%

34%

34%34%

Baby boomers (age 50 years +)

Generation X (age 30 to 49 years)

Generation Y (age 18 to 29 years)

Generation X

D i f HR T f ti


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Greater degree of outsourcing of

Consolidating the HR practices in the

Forging partnership with select

Building HR capabilities by investing in

Investing in building capability of HR

Creating shared partnerships between

Developing new talent initiatives toIntegrating and streamlining HR

Linking HR strategy and programs to

Key HR Transformation Program

Drivers of HR Transformation

Strategic alignment with business objectives

Integrating HR practices

Developing new talent


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Greater degree of outsourcing of

Consolidating the HR practices in the

Forging partnership with select

Building HR capabilities by investing in

Investing in building capability of HR

Creating shared partnerships between

Developing new talent initiatives to

Integrating and streamlining HR

Linking HR strategy and programs to

Middle East

South East Asia


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Major Challenges Faced by HR


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Inadequate buy-in/Investment from

leadership team

Lack of clarity and

understanding ofbusiness

Unrealistic expectationof stakeholders

South East Asia

Major challenges Faced by HR


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Budget and resourceconstraints

Resistance to change

Capability of HRprofessionals in the team

MiddleEast

Major Challenges Faced by HR


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Towards a Diverse and Dynamic

Workforce

Employee

Engagement

NetGen.

HRTransform.

Empower business leaders to enhanceengagement

Integrate workforce generations through

programs

Alignment of HR programs to drive growth


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Role of Business Schools in Nurturing

Talent


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Are B-Schools Potential Source of

Talent ?

Regular Established Roles Emerging Roles

F t T l t N d


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Key Takeaways for S P Jain

Future Talent Needs


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Moving Forward : A New Mindset


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Thank You

hr conclave presentation final

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