Initially grounded in accounting, he discovered a passion for people strategy and capability shaping through evidence-based transformation. This revelation led him to pivot his career towards HR, where he has since dedicated himself to crafting evidence-based strategies that align seamlessly with his organisation’s overarching goals.

He has adopted a progressive strategy for his organisation that places a high priority on human capability development. Dr. Murugappan is an advocate of the theory that human capital is the cornerstone of organizational performance rather than merely a resource. His enthusiasm for establishing an innovative and ever-learning culture has enabled staff members to flourish in a fast-paced setting.

Dr. Murugappan’s focus on strategic people practices has resulted in a more agile and resilient organization capable of navigating the complexities of the communications and multimedia sector. As he looks to the future, his vision remains clear: to continue making a positive impact by harnessing the full potential of the workforce.

Let us learn more about his journey: 

The Key to Turning Vision into Reality 

Dr. Murugappan highlights the significance of evidence-based decision-making in effectively translating a company’s vision into actionable strategies. Utilizing data and robust evidence as foundational elements for strategic choices enables organizations to align their actions with their objectives.

This method not only reduces risks but also enhances the potential for achieving success. The integration of quantitative analysis into human resources practices, informed by a background in finance and a commitment to people, is a critical component of this strategy.

As Steve Jobs noted, “Innovation distinguishes between a leader and a follower.” By adopting an analytical approach, organizations can implement initiatives that support their vision and foster a sustainable competitive advantage, thereby positioning themselves as leaders in their respective fields.

Key Leadership Traits Driving Global Recognition in People Management 

Dr. Murugappan has developed several key leadership traits that have notably influenced his organization. His approach is characterized by out of the box thinking mindset, strategic planning, a commitment to continuous learning and having the passionate energy.

These attributes have enabled him to effectively manage his team, advance the organization, and receive recognition globally for his adept people management techniques. The organization has garnered multiple awards for its employer branding, employee engagement, leadership development and total rewards strategy, achieved by fostering an inclusive and innovative environment.

The Power of Lifelong Learning in Driving HR Innovation 

Dr. Murugappan has dedicated his career to advancing HR practices and shaping the leaders of tomorrow. With over 30 years of experience and 23 global certifications, including a PhD in digital leadership, he stands as a thought leader in the field.

As a lifelong learner, Dr. Murugappan remains vigilant about industry trends through a strong commitment to skill development and obtaining certifications. A particularly impactful example of this dedication is his recent completion of a certification in digital transformation in HR. This course not only enhanced his knowledge but also equipped him with the skills to implement changes effectively and measure outcomes.

By applying what he learned, he is working on a new digital platform for talent intelligence in his organization. This platform utilizes AI to predict employee profiles and suggest personalized development plans for talent mobility, resulting in noticeable improvements in employee engagement and productivity.

In today’s rapidly digitalizing landscape, all fields are being transformed, necessitating a continuous cycle of learning, unlearning, and relearning to remain relevant. Staying informed about current industry trends, applying new concepts, and demonstrating career self-reliance while identifying areas for personal growth are essential.

Dr. Murugappan’s advice for others is to invest in learning and embrace digital advancements relevant to their fields. It is not just about keeping pace; it is about leading the way and creating innovative solutions that can transform businesses.

Shaping Future Leaders Through Diverse Capability Development Experiences 

Dr. Murugappan has extensive experience in delivering training across various settings, including corporate workshops, seminars, and university lectures. His commitment to education is reflected in his focus on equipping future leaders with essential skills and knowledge to navigate the dynamic business environment.

In his role as a lecturer in open university MBA programs, he has contributed to the development of aspiring leaders by emphasizing the significance of strategic thinking. His dedication to fostering the next generation of leaders is a central aspect of his work in training and education.

He is also an Industry Advisory Panel Member for Program Development for undergraduate and postgraduate levels at local universities like International Medical University (IMU), Asia Pacific University (APU) and University Technology Malaysia (UTM).

Contributions to Thought Leadership in Digital Leadership and HR 

Dr. Murugappan has authored numerous articles and a book that examine key topics such as digital leadership, human capability acceleration, total rewards strategy, and human capital management.

His work has been featured in various academic Scopus journals and industry journals, and he has presented at technical meetings, conferences, and symposiums. These contributions have offered significant insights into the intricacies of digital transformation and the critical role of human resources in promoting organizational success.

Dr. Murugappan’s publications and presentations have positioned him as a recognized thought leader in his field, influencing industry practices and policies. He is often invited to serve as a keynote speaker or panellist to share his knowledge on these topics. Recently, he was honoured with the Contribution to HR Community award from the Asia HRD Awards Committee, which acknowledges his research and efforts in integrating technology with human-centric practices and digital leadership.

Empowering Underprivileged Youth Through Pro-Bono Mentorship 

His pro bono efforts include mentoring underprivileged children and youth through various non-governmental organizations (NGOs), with a focus on developing young talent and fostering a growth-oriented mindset. He provides support to less fortunate children by addressing their basic needs within his means, and he dedicates considerable time on weekends to assist with their school lessons and mentor them in functional leadership.

Recently, he collaborated with a group of high school students from a disadvantaged area, helping them to cultivate essential skills and a problem-solving mindset. Through critical thinking exercises, he introduced them to new possibilities and perspectives. A notable achievement was witnessing a previously introverted group participate in a regional debate competition, where they performed exceptionally well and secured a victory. This experience reflects his commitment to empowering young individuals to realize their full potential.

Unveiling the Digital Transformation Leadership Black Box 

Dr. Murugappan’s PhD research focuses on the key elements influencing effective digital transformations, specifically through the lens of the Digital Transformation Leadership Black Box (DTLBB). The study investigates various forms of digital transition and tests hypotheses related to corporate culture, leadership styles, and technology adoption.

The resulting framework enhances their understanding of the complexities associated with digital transformation. It provides insights that can assist leaders in implementing digital initiatives within their organizations. This research adds to the existing body of knowledge on effective digital leadership and transformation strategies.

Standardizing HR Reporting for Investor Insights in the Digital Age 

Dr. Murugappan’s current work focuses on adopting and implementing the Human Capital Financial Statement (HCFS) for his organisation. The HCFS provides a transparent view of an organization’s human capital, enabling investors to assess its value and impact on organizational performance.

The HCFS is supported by ISO 30414 Standards, which establishes guidelines for human capital reporting. This innovative approach to HR reporting enhances decision-making and accountability by positioning human capital as a vital asset in the digital age, ultimately driving organizational success.

Leveraging Diverse Experience for Strategic HR Innovation 

Dr. Murugappan’s professional experience spans multinational corporations (MNCs) and the public sector. His diverse background has provided him with a comprehensive understanding of the unique challenges and opportunities present in different organizational contexts.

This extensive experience has significantly shaped his approach to strategic people practices. By drawing insights from his work in various industries, Dr. Murugappan has developed the ability to create tailored HR strategies that address the specific needs of each organization he works with.

Through his innovative thinking and evidence-based practices, Dr. Murugappan has consistently delivered measurable results in HR management. His ability to leverage best practices from diverse organizational settings has been a key factor in his success in driving positive change and improvement in the HR function.

Encouraging Thought Leadership for Enhanced Organizational Success 

Promoting a culture that values creativity, teamwork, and continuous learning is crucial for establishing thought leadership within the organization. Dr. Murugappan has implemented various initiatives, such as knowledge-sharing sessions, cross-functional projects, and leadership development programs, which empower staff to take ownership of their professional growth and contribute positively to the organization. He is focused on developing a skills framework that aligns with both internal and external demands, prioritizing the enhancement of skills within the organization.

In today’s dynamic environment, speed, agility, and innovation are essential as employees seek greater significance, choice, growth, and autonomy in their work. Adopting a skills-based approach can help identify untapped talent within the organization and provide a structured method for developing necessary skills internally.

By organizing teams and projects around specific skills, organizations can maintain high productivity levels while gaining easier access to the expertise required for various initiatives. This strategy not only fosters diversity within teams but also encourages innovation through a blend of different skills and perspectives. The result of these initiatives has been increased employee engagement, enhanced performance, and improved alignment with the organization’s strategic objectives.

Key Advice for Aspiring Leaders in Organizational Development 

For aspiring professionals looking to emulate Dr. Murugappan’s career path and make a meaningful impact on organizational leadership and strategic people practices, he offers several key pieces of advice.

First and foremost, he emphasizes the importance of continuous learning, which he considers the cornerstone of any successful career. Staying curious and seeking new knowledge through courses, certifications, reading, targeted research or mentorship is essential.

He also advises professionals to be adaptable, as the business world is ever-changing. Those who can quickly adjust to new circumstances are the ones who thrive. Embracing change as an opportunity for innovation and growth is crucial.

Leadership goes beyond managing people; it involves inspiring them. Developing strong leadership skills such as empathy, effective communication, and decisiveness is vital. A solid foundation in decision-making will help navigate complex challenges.

Additionally, he encourages taking risks, as significant achievements often come from stepping outside one’s comfort zone. Seeking diverse experiences can broaden perspectives and enhance expertise. He believes that a multigenerational workforce plays a crucial role in leveraging individual and collective strengths while reducing weaknesses through effective communication. Ultimately, a dedication to continuous improvement and passionate energy are essential for success in any endeavour.

The post Dr. Murugappan: A Trailblazer in HR Excellence and Leadership Development appeared first on Insights Success.

A thriving economy in the Middle East is full of opportunity, but many enterprises struggle to deal with its complexity. Recognizing this difficulty, some leaders have committed their careers to reforming companies and enabling them to thrive.

A young entrepreneur stood at a crossroads, observing as many Middle Eastern enterprises struggled to survive despite challenging market circumstances. This pivotal moment ignited a passion within Sadek El-Assaad to make a difference. With almost 30 years of expertise in finance and human resources, he set out on an adventure toward turning faltering businesses into strong, profitable companies.

Sadek began his career in the business sector, where he upgraded his talents and saw personally the consequences of bad management techniques. Recognizing a major need for development, he established Zeder Group, a consulting organization focused on improving HR and management methods.

As a Founder and CEO, he enables organizations to overcome their unique difficulties by providing bespoke solutions that build a culture of continual growth and development. His dedication to raising organizational standards has not only improved individual businesses but has also led to a more robust economic climate in the region.

Sadek is paving the path for a brighter future in the Middle East’s business environment by emphasizing the alignment of company objectives with employee goals.

Let’s know more about his journey.

A Mission to Transform Business in the Middle East 

Sadek began his career in finance before transitioning to human resources, accumulating 20 years of corporate experience. After reaching a professional ceiling 15 years ago, he embarked on a mission to alleviate business challenges in the Middle East.

Leveraging his finance and HR background, Sadek has developed extensive expertise in structuring businesses for growth, guiding them from small to medium enterprises into successful corporate entities.

His dedication to reducing struggles in the region reflects a commitment to fostering a more robust business environment and supporting the development of thriving organizations.

Elevating HR and Management Practices

After two decades of observing numerous companies struggle with ineffective HR and management practices that hindered their growth, Sadek recognized a critical need for improvement. In 2010, he embarked on a mission to transform HR and management practices across the region.

His vision was to empower organizations by providing the tools and strategies necessary to enhance their operational effectiveness. Through his efforts, he aims to elevate the standards of HR and management, fostering a more conducive environment for business growth and success in the Middle East.

Attracting and Retaining Top Talent

To attract and retain top talent, Sadek implements a strategic approach in his organization. He focuses on onboarding individuals who are emotionally invested in contributing, learning, and growing, rather than those merely seeking a job.

As an HR firm, they maintain strict compliance with labor laws, ensuring operations align with the regulations of the countries they operate in. By fostering a culture of engagement and commitment, he cultivates an environment where employees thrive, ultimately driving the organization’s success and reinforcing its reputation in the industry.

Resolving Employee Relations Challenges

Sadek recalls a challenging employee relations issue where team sentiment and motivation had significantly declined. Noticing a drop in camaraderie and the drive to achieve goals, he proactively investigated the situation by speaking with each team member.

Through these conversations, he identified a toxic individual whose behavior was negatively impacting the entire group. Despite this team member being a high performer, he made the decisive choice to let them go, prioritizing the overall health and morale of the team. This action restored a positive work environment and reignited the team’s motivation to succeed.

Approach to Organizational Change 

Sadek believes that managing organizational change is not merely an initiative but an ongoing responsibility of leadership. He fosters a culture of progress within his organization, consistently encouraging his team to ask, “What can we do better?” This approach ensures that improvements originate from the ground up, rather than being imposed from above.

He emphasizes that successful organizational change requires a bottom-up approach, where management sets the destination while employees determine the roadmap to achieve it. This collaborative strategy allows HR initiatives to align seamlessly with organizational changes, enhancing their effectiveness.

Throughout his career, he has implemented various HR initiatives that support organizational change, focusing on understanding the unique needs of each client. By instilling a culture of continuous improvement and open communication, he has successfully guided organizations through significant transformations, ensuring that all team members are engaged and invested in the process.

His commitment to measuring HR effectiveness through employee feedback and performance metrics further solidifies his role as a leader dedicated to fostering a thriving workplace culture.

Fostering a Positive Work Culture 

Sadek emphasizes that a positive and inclusive work culture emerges when company objectives align with employees’ aspirations. His organization recruits individuals based on shared values, ensuring that alignment becomes inherent. This foundation allows them to focus training and development initiatives on individual growth, fostering a culture where employees strive to become better versions of themselves.

His philosophy centers on developing employees both personally and professionally, which in turn drives the company’s overall improvement. His approach has proven effective, as evidenced by the organization’s steady growth.

With a commitment to continuous development, he implements tailored training programs that address specific employee needs and aspirations. By prioritizing alignment between personal and organizational goals, he cultivates an environment where every team member feels valued and motivated to contribute.

This strategy not only enhances employee satisfaction but also strengthens the organization’s performance, demonstrating the powerful impact of a positive work culture on business success. Through his leadership, he showcases the importance of fostering an inclusive environment that encourages growth, collaboration, and shared achievement.

Staying Ahead in HR

Sadek prioritizes the growth of his empowered team to stay updated on the latest HR trends and best practices. He fosters a transparent relationship where team members feel comfortable initiating discussions about performance management challenges. This open dialogue allows employees to seek guidance on improving their performance.

In situations involving overall business performance, Sadek encourages his team to propose various solutions, which he then fine-tunes to determine the best course of action. By creating an environment that values collaboration and continuous improvement, he not only addresses difficult performance management situations but also empowers his team to take ownership of their development.

Advice for Aspiring Entrepreneurs

Sadek advises that the technical knowledge of your business will help your business take off. But as soon as the business is up and running, your role is to structure your business to run on autopilot by empowering your team while you move out of the business and concentrate on growing the teams’ capabilities, finding improvements, and forging affiliates to grow.

Transforming Businesses

Sadek has successfully expanded his offerings to help struggling businesses in the Middle East transform into financially lean, internally efficient, and team-managed organizations. This means they will become financially lean (able to adjust their cost based on their revenue), internally efficient (able to deliver their products and services without the constant involvement of the leader), and team-managed (the leader is not tangled in the day-to-day) businesses, freeing the leader to concentrate on growth.

His approach enables companies to operate autonomously, allowing leaders to focus on growth. The Business Fitness Methodology, developed through years of experience, is a practical strategy that has proven effective in enhancing profitability.

Clients have praised Sadek for his ability to analyze and revitalize struggling businesses, leading to significant improvements in performance.

The post Sadek El-Assaad: Champion of Business Transformation in the Middle East appeared first on Insights Success.

In Dubai, where innovation meets tradition, the human element remains the foundation of success. Many firms face difficulty nurturing the talent that propels them forward, rather than simply managing operational procedures.

With a keen understanding of the unique challenges faced by businesses in the Middle East, Hasan Babat has dedicated his career to empowering companies to harness their human capital effectively.

He launched Tuscan Consulting in 2010 and has a passion for transforming organizations through strategic human resource solutions. As a Managing Director, he has carved himself a niche in improving the human resources landscape in the Middle East.

Hasan’s unique approach and commitment to continual improvement have established Tuscan Consulting as a preferred partner for businesses looking to improve their HR operations and drive long-term growth.

With a blend of strategic vision and a thorough understanding of organizational culture, he has become a trusted advisor to several organizations in the GCC and beyond, looking to maximize the potential of their workforce.

With over 18 years of experience, he specializes in transforming organizations, human resource strategy, and talent management, assisting firms in navigating the difficulties of the modern workforce. His significant expertise, combined with a dedication to excellence, has earned him a reputation as an industry leader.

Let’s know more about his journey.

Professional Overview of Hasan’s Career in HR

Hasan has over 20 years of experience in the human resources sector, working with various organizations throughout the UAE, the GCC, and the broader Middle East. His extensive background has provided him with a comprehensive understanding of the challenges and opportunities within the HR landscape. This recognition of the importance of effective HR management in supporting organizational success led him to specialize in this field.

To further develop his expertise, Hasan has obtained several esteemed qualifications, including SHRM-SCP, GPHR, and CIPD. These credentials have equipped him with the necessary skills to tackle complex HR challenges and implement strategies that align with organizational objectives. His commitment to the field culminated in the founding of Tuscan Consulting, which employs a research-driven approach to deliver practical solutions for optimizing human capital.

Recently, Hasan has expanded into the HR technology sector through Tuscan Infotech, where he has developed Workplus HCM, a flagship product tailored to the needs of HR professionals. This initiative was born from the identification of a significant market gap in existing technology solutions, reflecting his dedication to innovation and excellence in human resources.

Overview of Tuscan Consulting

Tuscan Consulting was established in 2010 in Dubai by Hasan Babat, who aimed to provide high-quality HR consultancy services tailored to the specific needs of organizations in the Middle East. Prior to founding the company, Babat gained extensive experience with reputable corporations across various sectors, which equipped him with valuable insights into the HR challenges that businesses encounter. He noted that while many large firms offered HR services, numerous organizations found it difficult to access solutions that were relevant to their unique contexts, particularly in relation to local practices and culture.

This observation led Babat to transition from his corporate role to establish Tuscan Consulting. The initial phase of the venture was challenging, as he began with limited resources while working from a library. These early experiences underscored the importance of resilience and a commitment to his vision.

Over the years, Tuscan Consulting has developed into a trusted partner for government entities, private enterprises, and multinational corporations across the UAE and GCC. The firm’s success is built on research-based insights, a highly skilled team, and a commitment to delivering customized HR solutions that aim to enhance business performance.

Strategies for Attracting Talent and Ensuring Compliance at Tuscan Consulting

Tuscan Consulting focuses on attracting and retaining top talent by fostering an empowering and inclusive work environment. The organization maintains a non-hierarchical culture that encourages employees to take ownership of their responsibilities and make autonomous decisions. This approach promotes accountability and trust, which can be appealing to professionals seeking a workplace that supports growth and meaningful contributions.

The firm prioritizes continuous learning opportunities and clear career progression paths. Employees are encouraged to ask questions, challenge ideas, and engage in constructive discussions, contributing to a dynamic and innovative atmosphere.

Tuscan Consulting emphasizes its core values, ensuring they guide daily actions and interactions. This commitment reinforces a strong organizational culture that aligns with the company’s mission.

In terms of compliance, Tuscan Consulting possesses expertise in labor laws across the UAE, GCC, and the broader Middle East, which is integral to its operations. As a prominent HR consultancy, the firm advises clients on complex labor issues while ensuring its own compliance.

A robust compliance framework is embedded in daily operations and is continually updated to reflect legal developments. This framework is supported by the HR technology platform, Workplus HCM, which automates compliance processes, including tracking work hours, managing leave, and processing payroll. By leveraging extensive knowledge of labor laws alongside advanced technology, Tuscan Consulting aims to cultivate a transparent, fair, and legally compliant work environment for all employees.

Resolving Employee Relations Issues at Tuscan Consulting

As the Managing Director and CEO, Hasan is responsible for driving business growth, overseeing key client engagements, and nurturing a strong organizational culture. The company’s informal and non-hierarchical structure allows him to remain accessible to all employees, and he occasionally intervenes in employee relations matters when necessary. While team members generally address concerns with their direct managers, they also have the option to approach Hasan directly if they feel it is warranted.

A recent situation involved a disagreement between two senior team members that began to impact their productivity and the overall morale of the team. As the issue escalated, Hasan became involved, facilitated by the company’s open-door policy, which encouraged both employees to approach him with their concerns.

Resolution Process:

To address the situation, Hasan organized a discussion between the two individuals, emphasizing the importance of clear communication and mutual respect. His approach included:

• Listening to Concerns: He took the time to understand each party’s perspective.
• Encouraging Understanding: He guided them in recognizing each other’s viewpoints.
• Facilitating Resolution: He helped them reach a mutually agreeable solution.

The informal and non-hierarchical nature of the organization fostered a candid dialogue, ultimately leading to a positive resolution. This experience highlighted the value of an open and approachable leadership style, which enables direct communication and effective problem-solving.

Measuring HR Effectiveness at Tuscan Consulting

Hasan applies his expertise in human resources to measure the impact of the company’s programs and initiatives. The organization utilizes its proprietary HR technology platform, Workplus HCM, to track key metrics such as employee engagement scores, turnover rates, and time-to-fill for open positions.

By analyzing real-time data from the platform, Hasan makes informed decisions to enhance team performance and satisfaction. As a small, agile organization, the ability to quickly measure and respond to these metrics is crucial for maintaining a high standard of performance, which is essential for the company’s own success and that of its clients.

Hasan leverages his HR knowledge to optimize the company’s internal practices, ensuring operational effectiveness and employee satisfaction. This approach enables the organization to maintain its high-performance standards and deliver quality services to its clients.

Training and Development at Tuscan Consulting

Hasan has cultivated a positive and inclusive work culture that encourages employee engagement and ownership. The company promotes an informal and non-hierarchical environment, which fosters creativity, innovation, and a strong sense of belonging among employees.

Open communication is a key aspect of the company’s culture. Employees are empowered to ask questions, challenge ideas, and engage in healthy debates, ensuring that everyone feels heard and valued. The company’s core values guide interactions and decision-making processes, reinforcing its commitment to inclusivity.

The company has implemented a structured 1-year on-the-job training program specifically designed for HR analysts. The program focuses on critical consulting skills and competencies needed for the business, serving as an apprenticeship that prepares analysts to transition into HR consultant roles. The training is business- and role-specific, practical, and directly linked to the employee’s career growth within the company.

Senior managers actively mentor and develop consultants, ensuring each team member receives personalized guidance and support. This hands-on involvement by leadership enhances the effectiveness of the training and reinforces the commitment to nurturing talent and fostering continuous professional development.

Approach to HR Trends and Performance Management

Hasan serves as the Managing Director of Tuscan Consulting and the CEO of Tuscan Infotech. He emphasizes the importance of remaining informed about current HR trends and best practices. To achieve this, he actively participates in professional networks such as SHRM and CIPD, attends HR conferences, and engages with leading HR publications.

The research-driven methodology at Tuscan Consulting enables the team to continuously monitor emerging trends, positioning them as industry leaders. Additionally, their involvement in HR technology through Tuscan Infotech allows for a connection to advancements in AI and HR analytics.

In addressing challenging performance management scenarios, Hasan adopts a strategy focused on providing employees with increased exposure in areas where they may be underperforming. For instance, if an employee lacks a specific skill, he assigns them to projects that require that skill and pairs them with colleagues who have expertise in those areas.

This approach not only encourages employees to enhance their skills but also promotes a culture of continuous learning and development. Hasan’s effective management of performance issues contributes to employee growth and underscores the organization’s commitment to professional development.

Key Advice for Aspiring Entrepreneurs in HR

Hasan offers valuable guidance to aspiring entrepreneurs in the HR sector, highlighting the significance of persistence in achieving success. He notes that setbacks are a natural part of the entrepreneurial journey, and the ability to recover from these challenges is a key determinant of success.

When he established Tuscan Consulting, Hasan started with limited resources and operated from a library. Despite these constraints, he maintained a strong focus on his objectives. By prioritizing the delivery of high-quality services and the development of innovative products, he was able to build momentum and earn the trust of his clients.

He also underscores the importance of maintaining a positive reputation, encouraging entrepreneurs to engage in ethical practices and make informed decisions. While risk-taking is an essential aspect of entrepreneurship, he advises that actions should consistently reflect core values. By committing to quality and adhering to fundamental principles, entrepreneurs can enhance their recognition and achieve success in their endeavors.

Proven Track Record of Client Success

Tuscan Consulting has established a solid reputation in the GCC and the Middle East for providing customized HR solutions that contribute to measurable business outcomes. Below are several client testimonials that illustrate the company’s impact:

Real Estate Sector

A leading real estate developer in Abu Dhabi, UAE, commended Tuscan Consulting for its professionalism and structured methodology. The company’s work on the compensation and benefits module was noted to have positively influenced employee motivation. The Vice President of Human Resources expressed satisfaction with the quality of Tuscan’s deliverables.

Chemical Manufacturing

A prominent chemical manufacturer in Dammam, Saudi Arabia, recognized Tuscan’s comprehensive understanding of client needs during a leadership assessment project. The HR Director highlighted the professionalism of the assessments, and the valuable insights provided, which are expected to enhance organizational performance.

Not-for-Profit Sector

A not-for-profit technology center in Doha, Qatar, praised Tuscan Consulting for its thoroughness and adaptability in creating a tailored plan. The Chief Human Resources Officer noted that Tuscan effectively defined the strategic roadmap and executed it with precision, achieving all objectives and exceeding expectations.

Government Sector

A leading government entity in Sharjah, UAE, acknowledged Tuscan Consulting’s expertise in policy development, competency frameworks, and performance management systems. The Chief Support Services Officer remarked on Tuscan’s meticulous attention to detail and collaborative approach, which played a crucial role in transforming their HR function.

Construction Industry

A major construction firm in Dubai, UAE, expressed high satisfaction with Tuscan Consulting’s expert guidance, professionalism, and comprehensive HR knowledge throughout their project. The head of HR recommended Tuscan’s services to others seeking professional HR support.

The post Hasan Babat: Empowering Organizations Through Strategic HR Solutions appeared first on Insights Success.

Believing in this philosophy, Hend Mahmood, Chief Human Resources Officer at Bahrain Development Bank, brings a wealth of experience and a passion for transforming the HR function into a strategic enabler of business growth. Over the past three decades, she has had the privilege of working in various HR functions across different industries in Bahrain, providing her with a comprehensive understanding of the progressing HR landscape and its critical role in organizational success.

Hend’s journey began in 1992 at Eskan Bank, a government institution providing housing financing to the citizens of Bahrain, where she started in an administrative role within the HR department. This initial exposure sparked her passion for the field, encouraging her to actively pursue professional development opportunities. With the bank’s support, she completed her degree in Business Management at the University of Bahrain, gaining valuable exposure to various disciplines.

Her dedication and hard work paid off when she was promoted in 2000 to lead the HR department at Eskan Bank. This was an exciting opportunity to manage a team and contribute to a significant transformation project. The bank underwent a strategic shift, requiring the reshaping of its structure, policies, and practices to align with the new vision. This experience honed her skills in change management and strategic HR implementation, solidifying her ability to navigate complex organizational transitions.

Seeking to broaden her expertise, Hend joined an investment firm in 2008, where she focused on developing robust onboarding protocols and establishing a comprehensive corporate governance structure. This role proved invaluable in equipping her with the skills to manage teams effectively, particularly during challenging periods.

Today, as the Chief Human Resources Officer at Bahrain Development Bank, she brings a unique perspective that seamlessly blends her extensive experience with a forward-thinking approach to talent management. She understands that in today’s rapidly evolving business landscape, the HR function must be proactive, strategic, and aligned with the organization’s long-term goals.

“Our role in HR is not just to manage processes and paperwork,” Hend explains. “It’s about understanding the bigger picture, anticipating future talent needs, and creating an environment where our people can thrive and contribute to the bank’s success.”

With her wealth of knowledge and desire to superiority, Hend is poised to lead Bahrain Development Bank’s HR strategies, fostering a culture of collaboration, continuous learning, and innovation – ensuring the bank remains at the forefront of its industry.

Let us explore her journey:

Bahrain Development Bank’s Enduring Legacy

Bahrain Development Bank (BDB) was established in 1992 and has since been a cornerstone institution supporting the Kingdom’s economic diversification and growth. As Bahrain’s sole SME-specialized bank, it plays a crucial role in empowering the MSME sector, recognized as the backbone of the economy.

For over three decades, BDB has served as a critical financial pillar for MSMEs, offering a comprehensive suite of financing solutions tailored to businesses at every stage of their journey, from seed capital to expansion. Beyond traditional banking, BDB champions entrepreneurship and facilitates company growth, including through its innovative digital solutions such as the ‘tijara’ digital banking platform.

A focal point for BDB is empowering female entrepreneurs through initiatives like the award-winning “Riyadat” Women Business Finance Scheme, providing dedicated financial support, training programs, and networking opportunities. The Bank also operates “Riyadat Mall”, a modern space featuring diverse female-owned retail outlets, restaurants, and entertainment options.

BDB’s success is attributed to its talented and experienced staff, alongside progressive and diverse leadership. Their industry expertise and solution-oriented approach empower the Bank to deliver a unique value proposition to its customers. In addition to financial services, BDB forges strategic partnerships with government entities, industry associations, and stakeholders to support a thriving SME ecosystem and propel Bahrain’s economic growth.

By integrating financial products with collaborative initiatives, BDB demonstrates unwavering dedication to driving economic diversification, fostering entrepreneurship, and cultivating a vibrant SME sector. Looking forward, BDB is executing a dynamic growth strategy aligned with the Kingdom’s Vision 2030 goals, prioritizing diversification, sustainable growth, and long-term prosperity. The Bank is actively investing in cost optimization and process engineering to enhance efficiency across all core business areas, committing to this transformational journey with utmost dedication.

Organizational Psychology and Coaching

Coaching has played a transformative role in Hend Mahmood’s professional development and leadership style. Her natural curiosity about human behavior, particularly within the workplace, fueled her exploration of organizational psychology. This interest led her to pursue a Master’s degree in Work and Organizational Psychology at Nottingham University in 2002. The program, grounded in both psychological and business perspectives, provided her with a comprehensive understanding of HR practices, including recruitment, performance management, training, and workplace culture. This experience fundamentally reshaped her approach to HR and employee relations.

Recognizing the power of coaching for leadership development, Hend earned her coaching certification in 2013. Her primary goal was to understand coaching methodologies and leverage them to cultivate a culture of continuous learning and self-improvement within organizations. Since becoming a certified coach, she has not only applied these skills to her own leadership but also equipped internal managers with coaching competencies. This initiative has significantly enhanced their ability to have effective one-on-one conversations with employees, fostering trust and stronger working relationships.

By combining her HR expertise with her passion for coaching and leadership development, Hend has had the privilege of coaching participants in government leadership programs. This experience has been incredibly rewarding, allowing her to empower emerging leaders on their journeys. Throughout her career, she has also consistently sought to mentor HR professionals at all levels, offering career guidance and support.

Strategy for HR Transformation

Hend Mahmood firmly believes that a successful HR transformation strategy requires a customized approach tailored to each organization’s unique context. Factors such as organizational mandate, size, culture, history, and future vision all play critical roles in shaping a transformation roadmap.

A key principle for Hend is to leverage existing strengths and build upon positive practices, fostering trust and reinforcing a positive working environment. Transparency is paramount in this process, encouraging employees to become active participants in the transformation journey rather than passive observers.

In her previous role at the Bahrain Airport Company, the transformation process spanned a longer timeframe compared to her experience in banking. The five-year strategy focused on cultivating talent alongside evolving infrastructure. Strategically recruiting talented young graduates and investing in their professional and technical development ensured they were well-equipped to assume critical operational roles at the newly constructed airport. Many of these individuals now hold senior leadership positions at the Bahrain International Airport, underscoring the success of this strategy.

At BDB, despite the team being relatively lean, the impact on the Kingdom’s economy is significant. The organization needed a strategic shift to remain competitive in an innovation and technology-driven landscape. Initiating with a comprehensive review of the current state, leveraging findings and future vision defined the pillars of their transformation strategy. Their aggressive three-year plan incorporates robust mechanisms to achieve strategic and operational objectives annually.

One of the central pillars of this strategy is “People & Culture,” which Hend leads. Her focus is on developing a highly competent, customer-centric, and deeply engaged workforce, aligning with strategic objectives.

Initiatives to Improve HR Practices

During her year and a half at BDB, Hend Mahmood has spearheaded several key initiatives aimed at enhancing HR practices and driving organizational alignment.

Firstly, she led a comprehensive restructuring effort that involved streamlining existing functions, introducing new ones to address future needs, and strategically optimizing operational frameworks. To support this transformation, Hend assembled a highly qualified executive team comprised of experienced bankers. Concurrently, she aligned various HR systems, including compensation and engagement programs, to effectively meet the evolving needs of the organization.

A significant focus area under Hend’s leadership has been on leadership development. Clear policies were established to empower leaders to make decisive and impactful decisions. Collaborating with an external consultant, she designed a rigorous six-month leadership development program incorporating diverse learning models and tools. The first cohort successfully graduated, and preparations are underway for the next group to begin the program.

Employee engagement has also been prioritized during her tenure. Starting with a baseline engagement index measurement, Hend and her team developed targeted initiatives aimed at enhancing employee commitment across the organization. Future efforts will concentrate on nurturing emerging leaders and cultivating a digitally proficient workforce to ensure BDB maintains its leadership in the banking sector.

Strategies to Foster a Positive and Productive Work Culture

At BDB, the organization cultivates a positive and productive work culture with a clear focus on its people as the most valuable asset. This philosophy, integral to their long-term people strategy, forms the foundation of all HR practices. Several key initiatives are employed to reinforce this approach.

Continuous learning and development opportunities are prioritized to nurture a growth mindset among employees. This empowers them to drive growth and create value for MSMEs, ensuring agility and adaptability in a dynamic environment. These efforts strengthen the organization’s internal excellence.

To foster a collaborative and merit-based culture, BDB is realigning its operating model and internal processes. This initiative promotes teamwork, knowledge sharing, and recognition of contributions. Employee well-being is a cornerstone, ensuring a motivated, engaged, efficient, and productive team united by a shared passion for achieving business outcomes.

Diversity and inclusion are fundamental pillars of BDB’s HR policy, actively promoting an environment where equal opportunities enable progress and contribute to a vibrant workplace.

Moreover, BDB places a strong emphasis on training and upskilling initiatives to maintain a digitally-ready workforce ahead of technological advancements. This commitment ensures that their team possesses the necessary competencies to thrive in today’s rapidly evolving landscape.

Beyond seasonal initiatives, BDB maintains a long-term vision that prioritizes the development of its people, fostering a work environment where every individual feels valued, empowered, and equipped to contribute effectively to the organization’s success.

Biggest Challenges

In this region, HR professionals faces several significant challenges that impact organizational operations and HR strategies. A primary issue is the misalignment between workforce requirements and the availability of talent. High turnover rates in HR are exacerbated by a trend towards frequent job and career changes. Many companies are increasingly relying on outsourcing or part-time workers rather than full-time employees. Offering competitive remuneration and meaningful experiences poses further challenges. Resistance to change is also prevalent in this dynamic environment, necessitating a comprehensive plan for effective implementation.

The current dynamic business environment requires HR professionals to navigate a complex landscape where skills gaps emerge due to rapid technological advancements, and retaining employees proves challenging amidst a culture of job-hopping. Competitive compensation packages are difficult to sustain, given the shift towards outsourcing and part-time employment.

At BDB, these challenges are met with proactive strategies. Continuous learning and development are encouraged to bridge skills gaps, while a culture of engagement fosters employee retention. Comprehensive total rewards packages are offered to attract and retain talent. Transparent communication plays a crucial role in managing resistance to change effectively. To appeal to the next generation of talent, BDB emphasizes its societal impact, explores flexible work arrangements, and provides ongoing learning opportunities. By remaining proactive and adaptable, BDB creates a supportive work environment that empowers top talent to thrive despite external challenges.

Key Skills

Successful HR professionals possess a core set of skills that are essential regardless of the specific needs of their organization. Strategic thinking and business acumen are crucial to ensure HR strategies align effectively with organizational goals. Skillful communication plays a pivotal role in building trust and navigating complex situations within the workplace. Problem-solving abilities are essential for addressing the various challenges that HR encounters on a regular basis.

Change management expertise is particularly valuable in today’s dynamic environment, enabling HR professionals to foster adaptability and manage transitions effectively. Advocating for employees while balancing the organization’s best interests demonstrates effective leadership in HR roles. Leveraging data for informed decision-making and embracing technological advancements are also critical in driving HR initiatives forward.

Additionally, compassion and emotional intelligence are fundamental for cultivating strong relationships within the workforce, promoting a positive and supportive work environment.

By continuously developing and refining this multifaceted skillset, HR professionals not only meet the diverse needs of their organizations but also position themselves as invaluable assets capable of driving meaningful change and fostering organizational success.

Testimonials

Hend Mahmood has received commendations from esteemed colleagues and industry professionals for her leadership in HR strategies and organizational management. Kevin Caron, AVP at ATS Learning, praises her approach to HR strategies, highlighting her dedication to successful delivery and effective change management within the industry. Patrick Cuschieri, Aviation Security Consultant at Qatar Civil Aviation Authority, commends Hend’s professionalism and personal involvement in addressing HR issues, emphasizing her commitment to every staff member regardless of their role.

Yaser Aljar, Financial Advisor and Former CEO of INOVEST, acknowledges Hend’s team-building efforts and problem-solving skills, noting her adeptness in handling challenges and adhering to best practices. Gordon Dewar, CEO at Edinburgh Airport, recognizes Hend’s ability to balance business needs with ethical personnel management, emphasizing her commitment to people development and stakeholder engagement.

These testimonials underscore Hend Mahmood’s ongoing commitment to excellence in HR leadership and her dedication to fostering a positive and supportive workplace environment for all at BDB.

The post Hend Mahmood: A Journey Through Strategic HR: Transforming Organizations in Bahrain appeared first on Insights Success.

In the dynamic realm of contemporary workplaces, employees face various challenges that influence their job satisfaction, productivity, and overall welfare. Addressing these matters requires thoughtful and strategic solutions to foster an environment where employees can flourish. In today’s business landscape, work dynamics are shifting, and consequently, so are workforce expectations. Organizations are continually working towards retaining their most valuable talents.

HR leaders serve as the designers of a company’s people-centric strategy, forming the foundation of a well-operating organization. These strategies have a far-reaching influence on various aspects, including talent acquisition, development, performance, and engagement, ultimately cultivating a motivated and proficient workforce. Furthermore, HR strategies play a pivotal role in upholding legal compliance, minimizing risks, and optimizing HR operations through technology. When integrated effectively, these strategies empower organizations to function seamlessly and productively, thereby promoting employee contentment and facilitating the attainment of overarching business objectives.

While discovering the prominent names in the field of HR Leadership, we came across African Bank Group Chief People Officer – Gcobisa Ntshona, a luminary in the field of HR whose dedication and visionary leadership has left an indelible mark on the sector. Gcobisa Ntshona is at the forefront of a cultural revolution that not only respects and integrates business values into the organizational fabric but also ensures an inclusive and cohesive work environment.

It’s this kind of leadership that has played an instrumental role in African Bank’s consistent recognition, solidifying its position as a top employer three years in a row and being named Top Empowered Company for Enterprise and Supplier Development.

Gcobisa Ntshona plays a crucial role at African Bank, where she leads the Human Capital function with a specific focus on shaping the Human Capital Strategy, delivering strategic Human Capital guidance, and fostering an employee-centric high-performance culture aligned with the Bank’s strategic objectives.

Upholding Cultural Stewardship

In her capacity, she is responsible for the oversight of all human resources people practices, which encompass culture performance, PPI development, talent acquisition, development, and the cultivation of employee engagement. Gcobisa places a high priority on upholding cultural stewardship within the organization as an integral component of the leadership compact and the ongoing culture journey.

This not only means respecting and integrating business values, beliefs, and traditions into our organizational framework but also creating an inclusive and cohesive work environment. In addition, my role is to assist in fostering an environment that not only encourages diversity but also boosts employee morale and overall productivity, said Gcobisa.

Another key part of her role is to assist in developing programs and initiatives that help retain staff and build top talent, as individuals are naturally drawn to organizations that embrace diverse cultural perspectives.

Empowering Employees

Gcobisa’s vision for HR in shaping the workplace of the future is centered around agility, innovation, and inclusivity. She aims to foster an environment where employees feel empowered to adapt to change and bring new ideas to the table and where diversity and inclusion are core values. This vision aligns with African Bank’s strategic objectives by ensuring it has the right talent and culture to navigate evolving financial landscapes and deliver innovative solutions to its customers.

African Bank has concluded a significant transformation milestone by merging three Banks into one, and as a result, it has commenced on a culture and leadership journey that ensures its vision of embedding a steward leadership “DNA” into the Bank will not stop with its leaders but extends to all African Bankers.

Recognizing Collective Values

In alignment with her role, the bank has initiated the Reinspired Values campaign aimed at recognizing and commemorating its collective values. This campaign serves as the foundation, underscoring the importance of having the right colleagues and the necessity to conduct work in a manner consistent with these values. It also highlights the imperative for leaders to demonstrate alignment with the organization’s leadership compact.

The leaders and African bankers have raised their #AudaciousVoices, eloquently explaining their interpretations of the organization’s ideals. The Reinspired Values campaign acts as a forerunner to the #MovementMaker culture activation, promoting the idea that these values are essential for organizational leadership. They have a significant impact on work techniques and how services are delivered.

Fostering Cross-Functional Collaboration

The organization maintains its agility through a proactive approach involving the regular monitoring of industry trends and the conduct of skills assessments. This ensures a continuous alignment with best practices and methods recognized as the industry standard. There is also a strong emphasis on fostering cross-functional collaboration to tackle emerging challenges and discover avenues for growth.

Furthermore, significant investments are made in employee development to equip the team with the requisite skills for success within the dynamic business landscape. Throughout these  efforts, the organization remains committed to linking milestones to its overarching strategic direction, as firmly rooted in its Excelerate25 strategy.

Employee development is a top priority at African Bank. It provides ongoing training, mentorship, and grooming futures leaders today. The bank encourages employees to set personal development goals and provides opportunities for them to apply new skills through challenging projects, ensuring a culture of continuous learning and growth. It has commenced its journey to becoming a high-impact learning organization, and this entails a robust offering around learning interventions offered through various platforms.

The organization has implemented diversity and inclusion training, established diversity-focused hiring practices, and created Employee Resource Groups (ERGs) to foster a sense of belonging. This has led to a more diverse workforce, enriched perspectives, and improved innovation and problem-solving capabilities, positively impacting their overall performance.

Prioritizing Employee Engagement

The organization has initiated a progressive journey towards the integration of advanced HR technology across various functions such as recruitment, onboarding, performance management, and employee engagement. This strategic move is anticipated to yield several benefits, including heightened efficiency, improved employee experiences, and the ability to make data-driven decisions for enhanced talent management, development, and overall business processes.

Additionally, the organization has embraced flexible working practices that afford employees the freedom to work both remotely and in-office. This approach is complemented by tools designed to facilitate in-person meetings and encourage team collaboration. However, a crucial aspect of this initiative involves the continuous refinement and widespread adoption of the Bank’s new digital work methods. Leveraging cross-functional teams and collaboration is pivotal in ensuring that employees consistently maintain high levels of productivity.

Amalgamating HR Strategies with Business Objectives

Gcobisa Ntshona collaborates closely with the executive leadership team through regular engagements, meetings, and strategic discussions. She aligns HR strategies with business objectives by ensuring that the company’s talent strategy supports the company’s growth plans, and she continuously evaluates and adjusts the HR initiatives based on the company’s evolving needs.

An essential component of the company’s people-focused agenda centers around its concerted efforts to promote and enhance the organizational culture in conjunction with its leadership compact. The company also places a significant emphasis on refining its employee value proposition as a core element of this agenda.

To promote effective communication and collaboration in a hybrid work environment, the company utilizes digital collaboration tools, conducts regular virtual team meetings, and encourages open and transparent communication. Gcobisa Ntshona, along with the help of the company, has also implemented training programs to help employees adapt to this new work paradigm successfully.

Key to this has been modeling the required leadership behavior as well as balancing lessons learned during COVID around hybrid setups. Gcobisa Ntshona gives valuable advice to aspiring HR professionals. She says, “I would advise aspiring HR professionals to prioritize empathy, adaptability, and continuous learning. HR is about understanding people’s needs and evolving the changing business landscape. Be open to new ideas, leverage technology, and always seek opportunities to enhance the employee experience, as this will ultimately drive organizational success. Seek to constantly align HR strategies and plans to business strategies. Lastly, do not see yourself as only a Human Resources professional but a business leader tasked with making an impact.

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Recognizing and prioritizing the well-being, development, and satisfaction of employees contribute to the overall success and sustainability of a company. To make this possible, every organization needs effective HR Strategies. The alignment of HR strategies with the broader business strategy ensures that the workforce is effectively managed and leveraged as a key driver of organizational success. Leonora Chetty, a renowned leader in this field, has demonstrated an inspiring model of HR strategies.

Leonora is the Human Resources Director of Tiber Construction, a long-standing, privately-owned construction company based in Sandton, Johannesburg. With approximately 20 years of HR generalist experience in diverse companies and industries, she holds qualifications in Human Resources Management, Labor Relations, and Coaching. In her role as HR Director at Tiber Construction, Leonora Chetty oversees the company’s human capital management and organizational development, demonstrating her expertise in the field of human resources.

Promoting High Ethical Standards

In her capacity as the Human Resources Director, Leonora oversees, directs, and coordinates all facets of the organization’s human resources functions. She is adept at cultivating professional relationships with relevant stakeholders while upholding and promoting high ethical standards within the organization. This includes managing recruitment, selection, compliance, and employee-related initiatives, in line with her extensive expertise and qualifications in the field of human resources.

Leonora is actively involved in overseeing and managing the organization’s performance management system, conflict resolution, and the establishment of strong stakeholder relationships through effective coaching and communication strategies. She is also engaged in the implementation of onboarding and work-readiness programs, as well as the facilitation and conduct of training sessions, among other duties.

Incorporating Positive Workplace Culture

Her primary objective is to consistently synchronize HR and business strategies by spearheading communication strategies such as coaching, counseling, mentoring, conflict resolution, dispute mediation, and the facilitation of challenging situations. Leonora derives great satisfaction from inspiring personal growth, cultivating positive habits and behavior in individuals, and collaborating with executives to align their management and communication strategies with the organization’s strategic priorities and mission statement. Her extensive experience and qualifications in Human Resources Management, Labor Relations, and Coaching equip her with the expertise needed to fulfill these responsibilities effectively.

After the ‘Great Resignation’ trend in 2022, the retention of top talent has remained a significant risk factor for most businesses, including Tiber Construction. The company has sourced external assistance to refresh and flesh out its succession plan with a focus on Continuing Professional Development (CPD) training, development of management and leadership skills, enforcing recruitment processes based on the company values, and advocating for work-life balance for all employees including promotion of wellness initiatives.

Leonora’s strategic vision centers on the recruitment and retention of top talent through the implementation of holistic and flexible working arrangements in a positive, office working environment, accompanied by the provision of market-related compensation and benefits, amongst other advantages.

Integration of Technology to Enhance Performances

Tiber Construction is increasingly leveraging digital technologies for enhanced productivity and efficiency by integrating automation, AI, and data analytics into various business processes, leading to a demand for digital skills among our employees.

An area where AI has impacted her daily work as an HR professional is the use of employee engagement surveys. Monthly engagement surveys, life-cycle surveys, and annual engagement questionnaires are tools to assist in drafting employee surveys quickly, analyzing responses to open-ended questions faster and more accurately, and better-protecting employee confidentiality, thereby increasing survey response rates.

Maintaining Effective Communication

As part of the communication strategy, these survey tools easily generate a summary of feedback from identified groups so top management can better understand how these employees are feeling in those areas and respond accordingly.

The use of WhatsApp groups on construction sites has tremendously improved and increased communication and production and has certainly enhanced collaboration among employees and management. Leonora says it is amazing to witness the transformational growth in the workforce, embracing the use of digital tools and applications to enhance site productivity.

In a world of constant change and technological innovation, where volatility and response time are critical factors, a construction company like Tiber is constantly looking for new ways to respond to these changes.

Tiber is offering competitive salaries and benefits to top talent whose skills and experience are valued.

Enhancing Job Satisfaction

Leonora believes that providing opportunities for continuous learning and professional growth (CPD), which includes training programs, workshops, and support for further education, is essential. She also prioritizes promoting a healthy work-life balance, flexible working hours, and generous vacation policies to contribute to employee satisfaction.

Leonora is also building a positive and inclusive company culture, fostering a collaborative environment, promoting diversity and inclusion, and having a strong set of values. She aims to offer clear paths for career advancement. She understands that promotions are crucial, and employees want to know whether their hard work will be recognized and rewarded or not.

Keeping open and transparent communication channels helps build trust with Tiber Construction employees as they want to be informed about the company’s goals, performance, and future plans.

Encouraging feedback and involving employees in decision-making processes makes them feel valued and engaged in the company’s success. The key, according to Leonora, is to create an environment where employees feel valued, supported, and challenged, leading to increased job satisfaction and retention of top talent.

Matching Employee Expectations

After Tiber only worked remotely for two months during the hard lockdown period, it was a requirement for all employees to report back to their workstations immediately and indefinitely thereafter.

The brief Hybrid working period certainly did not solicit empowerment, authorization, and trust from management toward the admin/office staff. After conducting a few online surveys, these were some of the results:

• 80% of all office staff wanted flexibility in where they work.
• 90% of employees wanted flexibility in when they work.
• 50% of employees were open to looking for new job opportunities, especially those who were dissatisfied with their level of flexibility.

Leonora says It was and still is challenging to manage and maintain staff retention, especially since the construction industry is not amenable to embracing remote work options on site and involves long site working hours. The company had to focus on clear communication and transparency of expectations, goals, and priorities to all employees, building trusting relationships and embedding a culture of collaboration and involvement amongst everyone.

Its employees are provided with the necessary resources, such as training courses, internal workshops, training materials, books, and software tools required for our employees to be productive and thrive in a changing environment. The company’s skills development and training budget is constantly being reviewed as a priority for employee retention.

Fostering Professional Growth

Tiber Construction is exposing and involving its employees to technical programs on-site, providing access to industry- specific certifications to keep them up to date with relevant knowledge. The company is also investing and budgeting in Learning Management Systems (LMS) for easy access to educational resources that track and report on employees’ online learning progress.

The company drives its internal performance management system and mentorship program to track employee training needs, goals, and career growth requirements. Its internal mentorship program successfully fosters professional growth and skills transfer between employees and management.

Tiber Construction has identified specific KPIs related to its organizational success and employee satisfaction, which assists in promoting and reporting on the company’s operations, employees, and financial performance.

Leonora makes use of monthly engagement surveys to keep track of engagement levels and retention rates as well as to track employee expectations and growth requirements in a rapidly changing working environment.

Communication and employee engagement have increased by more than 60% over the past year. To negate the historical lack of engagement, low staff morale, lack of understanding of company strategies and concerns, poor work performance, and lack of teamwork, the company has implemented more effective communication strategies and team-building initiatives, as well as celebrating employee achievements more often.

Maintaining Two-way Communication

Monitoring lower employee turnover rates over the past year indicates higher employee satisfaction and organizational stability. Conducting a cost-benefit analysis on the financial impact of HR initiatives has shown increased productivity, reduced turnover costs, and overall organizational performance.

Collecting qualitative feedback from employees via open- ended surveys has given the company insights into their perceptions, ascertaining their alignment with the company’s values, mission, and culture.

Leonora Chetty is a dedicated member of the South African Board of People Practices (SABPP), a body that upholds the highest ethical and HR standards in South Africa. She remains committed to staying updated with evolving HR regulations and ensuring compliance by actively engaging in continuous professional development.

Leonora’s proactive approach to compliance includes attending CPD courses and workshops, subscribing to newsletters, leveraging HR software, receiving alerts from relevant government agencies, and networking with like- minded professionals and professional organizations. Her use of a compliance calendar reflects her meticulous attention to detail in managing regulatory filings, reporting requirements, and other compliance-related tasks. This commitment to ongoing learning and compliance underscores her dedication to upholding the highest standards in the field of human resources.

Nurturing Future Leaders

HR Technology has been an area of investment and priority, providing the required compliance, analytical reporting, and self-service for employees and management alike.

As an HR leader, Leonora offers the following advice to aspiring HR professionals aiming to make a positive impact on their organizations:

• To be an effective HR professional, it’s crucial to have a deep understanding of the organization’s business operations, goals, and challenges. This knowledge will enable the alignment of HR strategies with overall business objectives.
• Develop strong communication skills, actively listen to employees, and facilitate open and transparent communication within the organization.
• Embrace cultural diversity in South Africa with various cultures, languages, and backgrounds, foster an inclusive workplace culture that values diversity, and promotes equal opportunities for all.
• Stay informed about employment legislation and regulations in South Africa, as they can impact HR practices.
• Invest in employee development and training programs; a skilled and engaged workforce contributes significantly to the success of the organization.
• Implement effective talent management strategies, including recruitment, onboarding, performance management, and succession planning, to ensure that the organization attracts, retains, and develops top talent.
• Promote employee well-being by recognizing the importance of employee well-being and work-life balance. Implement programs and initiatives that support mental and physical health, creating a positive and healthy work environment.
• Finally, build strong relationships, utilize technology, and demonstrate ethical leadership. By focusing on these aspects, aspiring HR professionals can contribute significantly to the success and positive culture of their organizations in South Africa.

The post Leonora Chetty: Cultivating a Healthier Workplace Environment with Unparalleled HR Strategies appeared first on Insights Success.

The Capital Hotels, Apartments, and Resorts is a prime example of these successful organizations with effective HR Strategies, managed by Chief People Officer John Skelton.

John Skelton, the Chief People Officer at The Capital Hotels, Apartments and Resorts, has been recognized among South Africa’s top HR leaders reshaping workplaces in 2023. With a comprehensive professional background spanning almost three decades, his journey in HR has been fueled by a passion for fostering dynamic workplace cultures and empowering individuals to thrive within organizations.

Bringing Complete Cultural Transformation

John joined the organization in 2016 with a clear vision to complete cultural transformation within the company and lead the people strategy. With extensive knowledge of entrepreneurial cultures within South African businesses, he brings a wealth of experience in organization design and change management to his role. Prior to joining The Capital, he held notable positions at Dimension Data and Nandos SA. His passion for understanding the motivations of people to behave and link with human economics started when he completed his BSSc from Rhodes University with a double major in Organizational Psychology and Information Systems in 2004.

John is entrusted with steering the strategic direction of the organization’s people and culture. He provides direction for all aspects related to HR and oversees the people and culture of The Capital Hotels, Apartments and Resorts.

In his role, he spearheads initiatives to attract and retain top talent, as well as cultivate an inclusive, innovative, and growth-oriented workplace.

Additionally, he has been involved in leveraging technology, such as AI-powered platforms, to analyze employee performance metrics and market benchmarks for the ideal candidate, emphasizing the importance of a data- driven approach in shaping HR roadmaps.

Envisioning the workplace of the future within South Africa’s evolving business landscape entails embracing agility, diversity, and a strong focus on employee well- being. I advocate for a workplace that seamlessly integrates technology, fosters continuous learning, and champions a culture of collaboration and adaptability.

Leveraging Cutting-edge Tools

Technology and digital transformation are pivotal in enhancing HR processes and elevating employee experiences. By leveraging cutting-edge tools, he streamlines HR operations, from talent acquisition to performance management, ensuring a more agile and responsive approach to meet evolving organizational needs.

In a competitive job market, John’s approach revolves around a holistic employee value proposition. It emphasizes career development, a supportive work environment, and innovative benefits to attract and retain top-tier talent, fostering a workforce that is not only skilled but deeply engaged in the organizational mission.

The rise of remote work has generated the need to implement robust communication channels, virtual collaboration tools, and flexible work policies where needed. The Capital prioritizes maintaining open lines of communication, encouraging a healthy work-life balance, fostering a sense of connection, and ensuring sustained productivity and employee engagement. The organization also measures output and not time spent in the office. Employees who do not perform are managed accordingly.

Fostering a Continuous Learning Environment

In navigating a rapidly changing business environment, The Capital invests in continuous learning initiatives. Through training programs, mentorship, and partnerships with educational institutions, it empowers employees with the skills and knowledge needed to thrive in an ever-evolving landscape.

The organization has a dedicated Training Academy, named The Hotel Academy School, where employees are trained in a purpose-built training facility. Its vision is to disrupt the hotel industry by building talent that the company is confident will lead the change it wants to see. It has a number of courses available to all potential students looking for a career in the hospitality space.

Enhancing Employee Satisfaction

At The Capital Hotels, Apartments and Resorts, there is a strong emphasis on gathering feedback and hearing the voice of the staff. The impact of HR initiatives on organizational success and employee satisfaction is measured through a comprehensive approach, which includes key performance expectations, regular feedback mechanisms, and data analytics. An annual Employee Satisfaction Survey is conducted to gather honest feedback from the staff, which is then used to inform the people initiatives for the following year.

John Skelton has been instrumental in leveraging technology, such as AI-powered platforms, to analyze employee performance metrics and market benchmarks, emphasizing the importance of a data-driven approach in shaping HR roadmaps.

Staying abreast of evolving HR regulations is non- negotiable. Regular engagement with industry forums, ongoing professional development, and maintaining a robust network of legal and compliance experts ensure that they stay not only compliant but also proactive in adapting to regulatory changes. The Capital partners with industry experts who assist with ensuring that it is compliant in all HR matters.

The Optimistic Future of HR

John offers advice to aspiring HR professionals, emphasizing the importance of embracing change, staying curious, and prioritizing empathy. He highlights the need to develop a deep understanding of an organization’s unique dynamics, foster strong relationships, and champion inclusivity. Skelton emphasizes that the role of an HR professional is not just about managing processes but about nurturing a culture where individuals thrive, and organizations flourish, always putting people first and having fun.

He believes that in the ever-evolving landscape of the professional world, Human Resources (HR) stands out as a dynamic and vital field, constantly adapting to the changing needs of both organizations and employees. For individuals seeking a career that is inherently people-oriented, the future of HR is nothing short of incredible as someone who has been recognized in the field with prestigious accolades such as the South African Revenue Association (SARA) Project of the Year for Unlimited Leave and a CHRO nomination for CHRO of the Year in 2023, his journey ahead in HR promises even greater opportunities.

One of the most fascinating aspects of the future of HR lies in its innovative approaches to employee well-being. The implementation of groundbreaking projects, such as the Unlimited Leave initiative celebrated by SARA, showcases a forward-thinking mindset in HR. As organizations strive to create inclusive and employee-centric environments, The role of HR professionals becomes pivotal. They are at the forefront of designing policies that not only attract top talent but also prioritize the overall health and happiness of the workforce.

The paradigm shift towards a more technology-driven workplace further enhances the significance of HR. Automation and artificial intelligence are reshaping traditional HR functions, allowing professionals to focus on strategic and people-centric initiatives. The ability to leverage data analytics for informed decision-making is becoming a crucial skill for HR practitioners, enabling them to identify trends, predict employee needs, and contribute significantly to organizational success.

As organizations recognize the intrinsic link between a motivated, engaged workforce and business success, the role of HR in the C-suite becomes more prominent. The future holds a plethora of opportunities for HR professionals to ascend to leadership positions and make a lasting impact on the overall success and culture of their organizations.

John believes that the future of HR is an exciting journey for those seeking a career deeply rooted in human interactions. With technological advancements, innovative projects, and a growing acknowledgment of the vital role HR plays in organizational success, this field offers a path for individuals to make a meaningful impact.

The post John Skelton: Steering the Strategic Direction for a Better Workplace Environment appeared first on Insights Success.

With HR strategies, organizations can create a workplace environment where employees feel valued, respected, and included in the working process. Abhishek Dubey, the Director of HR of Zensar South Africa Ltd, has implanted unique tactics effortlessly in his long career in this field. With a passion for fostering a positive and productive work environment, Abhishek brings a diverse background and expertise in Human Resources to the table.

Throughout his career, Abhishek has had an opportunity to work in various HR capacities, gaining valuable experience and learning from some of the best and finest in talent acquisition, employee relations, performance management, legal & compliance, and organizational development. His purpose is to contribute to creating a workplace that not only attracts top talent but also ensures the growth and well- being of every individual within the organization.

Ensuring Overall Well-being

Abhishek started working with an IT organization and thereafter worked with a Talent Acquisition firm, followed by a manufacturing organization before joining Zensar in 2007.

His role encompasses a wide range of functions that contribute to the overall success and well-being of the organization and its resources; it spans Strategic Planning, Resource Partnering (employee relations), Performance management, learning & Development (Skill development), Compensation & Benefits, Compliance, DE&I, HR Technology (focus on employee experience across the employment life cycle.), business partnering, employee wellness, succession planning, branding, and change management.

His vision for the workplace of the future in South Africa centers on creating an environment that seamlessly blends technological advancements with human-centric values. Zensar foresees a flexible and inclusive workplace that prioritizes hybrid work options, allowing employees to achieve a harmonious work-life balance and promoting wellness programs to support the mental health and well- being of employees. Embracing diversity, equity, and inclusion is integral to fostering a culture that celebrates the unique contributions and success of every individual.

Impacting Lives with a Better Workplace Environment

South Africa has a pool of talent, and many more get added to the talent mix on an annual basis; there are a few sectors within the IT space where South Africa holds the edge and key to dominate in the future. Zensar is determined to bring a differential impact on individuals’ lives (who choose to join Zensar).

Zensar’s HR processes are streamlined through the integration of advanced technologies. The company leverages cutting-edge Human Resources Information Systems (HRIS) to centralize data management, automate routine tasks, and enhance overall operational efficiency. Continuous feedback mechanisms are strengthened with technology, fostering transparent communication and supporting employee growth. Abhishek regularly evaluates the company’s HR processes to improve the experience of candidates and employees.

A Comprehensive and Employee-centric Approach

The company actively participates in external evaluation of its processes and policy against national and global benchmarking. It has secured a “Top Employer – South Africa” accolade for the third time in a row. This accolade compliments and adds credentials to its HR practices and policies. Learning from top employers’ best practices helps the company to be the best.

The HR team’s talent acquisition strategy at Zensar revolves around a comprehensive and employee-centric approach. To attract top talent, the team begins with a robust employer brand, showcasing a compelling narrative of its organizational culture, values, growth opportunities, and accolades, including “Proudly South African” & “Top Employer – South Africa.” Zensar’s job postings are crafted with precision, emphasizing the unique aspects of the workplace. Leveraging social media platforms, the team engages in strategic talent marketing campaigns, reaching potential candidates where they actively participate.

Meeting the Evolving Needs of the Workforce

Retention, for Zensar, hinges on a supportive and inclusive workplace culture. Employee recognition programs, regular feedback sessions, and mentorship opportunities contribute to a sense of belonging. The company invests in continuous learning initiatives, ensuring employees stay ahead in their careers. Flexibility in work hours and remote work options further enhance work-life balance and the opportunity to participate and contribute to CSR activities. Abhishek and his team have implemented an internally crafted Happiness Framework to focus on employee engagement.

Additionally, the company regularly reassesses its benefits offerings to align with the evolving needs of its workforce. This comprehensive approach not only attracts top talent but fosters a culture where employees choose to stay and grow.

Enhancing Productivity with Technological Integration

Zensar has prioritized technology, providing robust collaboration tools and remote access to ensure seamless workflow. Regular virtual check-ins, both one-on-one and team meetings, foster communication and maintain a sense of connection and belonging. Employee engagement is upheld through virtual team-building activities, recognition programs, and digital wellness initiatives. Flexibility in work hours accommodates diverse schedules promoting work-life balance. Abhishek and his team emphasize clear communication channels, utilizing video conferencing and messaging platforms.

To sustain productivity, the team has focused on setting transparent expectations, providing necessary resources, and supporting employees with virtual training opportunities. Regular feedback mechanisms and performance reviews continue to guide professional growth. Zensar’s commitment to employee well-being, coupled with a culture of trust and flexibility, has been instrumental in sustaining high levels of productivity and engagement in its remote work environment.

To ensure employees thrive in a rapidly changing business environment, Abhishek implemented a multifaceted approach. Regular skills assessments identify current competencies and gaps, guiding targeted training initiatives.

Zensar’s Learning management team works very closely with business teams to outline technical growth plans and then works with vendors to align course offerings to them.

Learning Management System offers a diverse range of online courses, workshops, and certifications, promoting continuous learning. Mentorship programs facilitate knowledge transfer, while cross-functional training broadens skill sets. The company allocates budgets for professional development, empowering employees to attend conferences and pursue external courses. Performance reviews incorporate feedback on skills development, emphasizing a growth-oriented mindset. During performance reviews, employees agree on a development action plan along with milestones and collaborate with the manager to achieve them. The HR team prioritizes technology adoption training, ensuring proficiency in the latest tools. Health and wellness programs contribute to overall well-being, and a flexible work culture accommodates diverse needs. By regularly assessing industry trends and benchmarking against best practices, the company stays at the forefront of skill requirements.

Pursuit of Employee Satisfaction

Quantifying the impact of HR initiatives involves a dual approach. Firstly, for organizational success, metrics such as key performance indicators (KPIs), revenue growth, and productivity changes are tracked alongside cost-efficiency analyses to evaluate the return on investment. Zensar has a dashboard(s) built to provide stakeholders with real-time information on these parameters to assist them in making better decisions. Additionally, talent acquisition metrics, retention rates, and innovation indicators offer insights into the strategic alignment and effectiveness of HR programs. Secondly, employee satisfaction is assessed through Happiness surveys, retention and turnover rates, and absenteeism metrics.

Regular feedback mechanisms, including performance reviews and recognition programs, contribute to a qualitative understanding of job satisfaction. Integration of technology, like learning management systems and analytics tools, aids in data-driven decision-making.

Continuous improvement is achieved through benchmarking against industry standards, fostering a culture of feedback, and ensuring that HR initiatives align with organizational goals. This holistic evaluation enables HR professionals to demonstrate the tangible impact of their initiatives on both organizational success and employee satisfaction.

Staying updated with evolving HR regulations involves continuous monitoring of legal changes, subscribing to industry newsletters, and participating in professional forums. Regular collaboration with legal advisors and attendance at relevant seminars further enhances understanding.

Utilizing technology for automated compliance tracking and investing in training programs ensures that HR professionals remain well-informed. Additionally, fostering a proactive compliance culture within the organization, where employees are encouraged to report concerns, enhances overall compliance efforts. Regular audits and assessments help identify and rectify potential compliance gaps promptly. This multifaceted approach ensures that the organization remains abreast of HR regulations, promoting a compliant and ethical work environment.

Upholding Ethical Standards

• Abhishek provides valuable advice to all aspiring HR professionals:
• Make a positive impact and prioritize building strong relationships across all levels of the organization.
• Actively listen to employee concerns and align HR strategies with organizational goals.
• Embrace continuous learning and staying updated on industry trends and emerging technologies to enhance expertise.
• Be an advocate for diversity and inclusion, creating a workplace that values unique perspectives and fosters a sense of belonging.
• Cultivate emotional intelligence, empathy, and effective communication to navigate complex human dynamics.
• Demonstrate adaptability in the face of change and be proactive in problem-solving.
• Prioritize employee development, offering training and mentorship programs that contribute to professional growth.
• Uphold ethical standards, ensuring compliance with HR regulations.
• Measure the impact of HR initiatives using data and metrics to showcase the tangible value.
• Be a positive force for change, driving initiatives that enhance workplace culture, employee well-being, and organizational success.

The post Abhishek Dubey: Advocating a Sense of Belonging at the Workplace appeared first on Insights Success.

At the forefront of career empowerment stands Masooma Ajaz, a beacon of motivation and wisdom for countless individuals traversing the UAE job market. With a fervent commitment to aiding others in discovering their professional trajectories, Masooma’s impact resonates deeply within the community. Through her role as a Career Influencer and Motivational Speaker, she not only offers guidance but also instills confidence and clarity in those navigating the competitive landscape of career advancement.

Masooma’s journey is marked by a profound dedication to uplifting others, which is evident in her extensive track record of supporting over 20,000 individuals in realizing their career aspirations. Tailoring her guidance to meet the unique needs of each individual, she employs a blend of personalized strategies and comprehensive resources. From guiding newcomers to the UAE through meticulously crafted job search guides to offering one-on-one support and mentorship, Masooma’s approach ensures that no aspiration goes unaddressed.

As Masooma Ajaz continues to shape the narrative of career empowerment and professional development, her vision extends beyond the present, aiming to create enduring impacts for generations to come. With upcoming projects poised to expand her reach and influence, Masooma remains steadfast in her commitment to fostering a culture of growth, resilience, and empowerment, both personally and professionally.

Let’s delve in to learn more:

Can you share with us your journey as a Career Influencer in the UAE market and how your passion has helped individuals in their career search journey in the UAE?

I have been assisting and advising individuals for many years, owing to my strong desire to help people find the right career path. I assist candidates on the path to follow, and those who diligently follow my advice often secure desirable jobs. Your aims should be clear before putting in efforts with detailed guidance. Dubai is a place of opportunities that many aspire to be a part of due to the promising prospects it offers for a bright future and success. Many people arrive in the UAE but lack crucial knowledge, leading to frustration and unsuccessful outcomes. Here, my role comes through a guide to help them remain on course, achieve their goals, and secure their dream job within the allocated time frame.

Your leadership highlights your proficiency in various areas, such as career growth, job hunting, career coaching, and more. How have these skills enabled you to guide and mentor individuals seeking career opportunities in the UAE job market?

Having strong leadership abilities is essential for guiding a team or mentoring individuals. In my opinion, these abilities have been beneficial in career planning by identifying the appropriate path and initiating the job search process, which may be stressful and challenging. Integrating exceptional skills and vast knowledge into written words and effectively promoting oneself during an interview are distinct abilities. Career coaching offers an outcome-focused strategy to help you improve your resume, increase your interview skills, and go beyond the basic requirements of a job ad. I usually assess talents, experience, goals, personality, and work style to advise a process for a potential career path.

Your passion for philanthropy and career guidance shines. Can you share a personal anecdote or success story from your volunteer work where you made a significant impact on someone’s career journey?

I am privileged to be able to pursue without constraint my passion for helping people in the UAE Job Market for a decade now. I have dealt with numerous candidates, but there was one that stood out to me. A young woman called me, distraught because she couldn’t find work in the United Arab Emirates. She had recently tied the knot and was planning to remain in the country with her husband, so she was determined to get a job as soon as possible. Somehow, she had heard of me, so she contacted me. I told her, “Listen, if you’re serious about getting a job in the UAE, just follow what I’m saying.” I gave her all the advice she needed, and she ended up landing a job at a prestigious bank, earning more than she had anticipated. She keeps in touch with me to this day, and she confides in me regularly when she needs advice.

You have supported over 20,000 individuals with their career aspirations. How do you tailor your guidance to meet the unique needs of each individual, and what strategies do you use to ensure their success?

I have made it my intention to respond to each and every one of you. To that end, I created two sets of job search guides: one for people who are just thinking about visiting the United Arab Emirates (UAE) in search of employment and another for people who have already arrived. Each set of guides is approximately fifteen pages long and contains all the necessary information for a successful job search. After that, if you have any continuation or more specific questions, I usually respond by email.

Can you tell us about the inspiration behind the book and how it aims to help individuals navigate their career paths in the UAE?

University students are my target audience because I want them to be well-prepared and have an organized or transformed personality before making a career transition. My book, which covers nearly fifty topics related to personality development, caters to this need. A more significant shift in your character will occur rapidly if you incorporate all of these topics into your life. It will soon be readily accessible in the market, as I am in the process of publishing it.

As someone deeply involved in youth empowerment and professional development, what advice would you give to young professionals looking to kickstart their careers in the competitive job market of the UAE?

In the professional environment, a strong personality is essential for long-term success. Overcoming weaknesses and focusing on self-improvement will make you resilient against any challenges.

Your commitment to continuous learning and career coaching is commendable. How do you stay updated with the latest industry trends and incorporate them into your career guidance initiatives?

Staying knowledgeable of current trends is crucial for fostering creativity. I consistently remain apprised by attending conferences, utilizing social media platforms such as LinkedIn, and engaging in various readings, which assist me in providing insight or awareness programs.

How do you foster a supportive and empowering environment for your colleagues, and what role does mentorship play in your approach to leadership?

The importance of maintaining an optimistic outlook on life is undeniable, and I am committed to doing my part to promote a constructive perspective in my social circle through giving keynote lectures that inspire, raise awareness, and impart knowledge. One of the main responsibilities of a mentor in leadership development is to offer advice and encouragement, help with self-assessment (both positive and negative), goal-setting, and targets approach, an excellent tool for charting a course for individual development that will lead to enhanced performance over time.

You are passionate about helping individuals unleash their potential. Can you share any upcoming projects or initiatives you have planned to further your mission of career empowerment and youth development?

I have future goals to further improve professionally by developing a platform for users to conveniently access knowledge for their personal development and career paths. I am also planning to publish my first book soon, with a second one in the making. Aligning more lectures to deliver as well.

Looking ahead, what are your aspirations and goals for the future, both personally and professionally, and how do you plan to continue making a positive impact in the lives of others through your work and volunteer efforts?

Over the past decade and into the next, I aim to have a significant and positive influence on people’s lives. I will work diligently to promote career-based motivation, implement necessary initiatives through effective communication channels, engage with organizational bodies for long-lasting impact, and assist individuals who are facing challenges in reaching their goals.

The post Masooma Ajaz: Philanthropist who proved to be a beacon of light for thousands of job seekers in UAE appeared first on Insights Success.

In response to these varied needs, the industry is in a constant state of flux. Remaining adaptable to these requisites is pivotal for the industry to retain its competitive edge and offer superlative guest encounters. This not only draws more patrons but also cultivates allegiance, as contented guests are more inclined to revisit and endorse the establishment to others.

Rabih ZEIN, General Manager of Sofitel Abu Dhabi Corniche, has closely witnessed the growth of this sector. His long experience of 30 years is a guidebook for all beginners and aspiring individuals in the hospitality sector. We tried to interact with him to find out more about his journey, ideas, Mission, vision, and values.

The following key principle is ensuring we have the right team in the right place.

In order to achieve operational as well as financial goals, a passionate team with members who are enthusiastic and committed is necessary. And, of course, the exemplary leadership must be in place.

My management approach is also guided by Accor’s vision and objectives, structured around four strategic pillars: working with our teams, involving our clients, innovating with our partners, and involving local communities.

Could you highlight some of the significant achievements or milestones in your career as a General Manager?

Throughout my career I successfully opened several hotel properties across the Middle East and Europe. I had the honor to win several awards, such as the Rezidor GM Fighter of the Year 2018 and the “Leading Responsible Business Hotel”. However the most significant accomplishment for me was the recognition from my team and the companies I worked for.

How do you view the current trends and challenges within your industry in the Arab world?

The hospitality industry in the Arab region and worldwide is growing and changing daily. Guests are very much involved; their expectations are higher, and demands are changing. Additionally, staying at a hotel has become more accessible to the public.

The U.A.E, followed by Saudi Arabia and other GCC countries, became among the top destinations worldwide and more to come. While 2022 was about recovering performances, we can safely say that 2023 is the year that travel fully recovered. The Middle East is the only region to witness a complete recovery of international travel in the first quarter of 2023.

What strategies do you employ for talent development and succession planning?

I embrace employee empowerment at the workplace, which goes along with the understanding of their strengths and areas of development. At Sofitel Abu Dhabi Corniche, we make sure to provide equal opportunities for growth through training, involvement, empowerment, reward, and recognition.

Furthermore, I ensure I stay approachable and close to my team. By approachable, I mean creating an environment where open dialogue is encouraged and letting my team know that their opinions are valued.

What’s more – getting to know each of my employees is my priority. After all, our employees are the most valuable assets an organization has.

How do you approach problem-solving in high-pressure situations?

Problem-solving is a skill that improves with practice. Before taking any action, I always take time to assess the situation with the 360-degree approach. Being a problem solver comes with a willingness to learn, try again, and keep going.

How do you encourage innovation and adaptability within your organization to stay ahead in a rapidly changing business environment?

We have to follow trends to be in the race of the ever-changing hospitality industry.

For example, seemingly recent innovations such as contactless payment, mobile check-ins, and fast Wi-Fi have all rapidly become commonplace in the hospitality industry. Keeping up with technology is 100% a part of the success of the industry.

As a leader, it is imperative for me to foster innovation. One of the ways to encourage innovation is by unlocking the innovative potential of my team members. I always encourage my team to share their ideas openly and to take ownership of new ideas and solutions.

How do you stay updated with industry trends and grow professionally?

I keep up with the latest trends by reading industry publications, news, and blogs daily. Furthermore, as a General Manager, I meet guests every day – I talk to them and ask questions, which is a great way to get first-hand information from our customers.

One of the great ways to stay updated, which I actively employ, is knowledge sharing with team members – during our daily morning briefings, our WhatsApp groups, and departmental meetings.

What advice would you give to emerging General Managers aspiring to make a significant impact in the business world, particularly in the Arab region?

Love your job! Owning up to mistakes and patience are the key to success.

Is there anything else you’d like to share about your journey or experiences as a General Manager?

Hospitality is not a job; it’s a way of life. Dealing with guests, team members, and partners is not a challenge for me; it is a pleasure. A true passion for this industry is rare and comes from deep within. Personally, I am a tenacious and dedicated individual. I believe that if you enjoy what you do, you will always be successful.

The post Rabih ZEIN: Embracing Employee Empowerment appeared first on Insights Success.