The COVID-19 pandemic has completely transformed the workplace and the human resources management landscape. The trends of remote work, flexible work, and an increased focus on employee welfare and health are not expected to decline in the coming years. As the Middle East enters into a crucial decade of economic growth, there are many human resources challenges that the region is facing.
Skilling and Learning
According to experts, there is a critical ‘capability gap’ among the organizations in the region. The rapid rise and integration of emerging technology like AI and machine learning into the workplace have resulted in a mismatch between skills existing within the workforce and the skills required for the next decade. Therefore, there is an urgent need to reorient the human capital such that it is equipped to utilize the technological advancements that are essential to optimize organizational performance and productivity. Regular training and feedback-driven performance appraisals are also key components of the new human resource management landscape.
Leadership and Management
The pandemic and the rapid economic realignment in the region have also demanded that the conventional paradigms of leadership and management need to be reinvented. The new middle management must be equipped with skills and methods for a decentralized, digitized workplace and based on increased technological capabilities. Managers should be skilled in handling new situations, including remote work, changing compliance and regulatory frameworks, and shifting consumer demands. Many organizations are adopting cloud HR software tools to optimize the resource efficiency of the workplace. Leadership skills have to be reoriented to be inclusive of diversity, engage employees, and drive innovation in the workplace.
Diversity & Inclusion
While handling a team of employees from diverse backgrounds, the executives must ensure that the workplace is inclusive and free of toxicity. The Middle Eastern offices are increasingly diverse, with more women and persons from other ethnic backgrounds entering the workforce. Diversity and inclusion should be at the top of every human resource manager’s checklist in the coming decade. Having a responsive HR team that understands and effectively responds to the concerns of every employee is a key requirement for an organic and productive workplace.
The pandemic-driven disruptions in the work patterns have meant that the traditional methods of calculating salaries and allowances have become inefficient and inaccurate. As a result, the payroll process has become a hassle and drags down the productivity of the organization. This could result in a decline in employee morale and resource efficiency of the company. When they have to constantly worry about the correctness of their paychecks, the job satisfaction of employees takes a hit too. Adopting cloud-based, automated payroll software can significantly contribute to the overall performance of the organization. Using digitized software, payrolls are always accurate, calculating salaries is fast, and ensuring compliance becomes hassle-free.
Culture and Communication
Irrespective of the location of the company, the pandemic situation has put a strain on effective communication between the employees who are often not physically present in the workplace. The growth of companies also results in the expansion of the workforce and the addition of new employees. If the growth is not handled properly, communication can become a serious leakage on company culture and performance. Therefore, the channels of communication between managers, employees, and other stakeholders have to be kept open and transparent. Integrating HR software can work wonders for the communication and networking prospects of the organization.
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