There is an apprehension that the dynamics of human capital management in the Middle East are undergoing rapid transformations as the region is set to retain its global position as the leader in employment practices and business ecosystems in the coming decade. The COVID-19 pandemic resulted in organizations enacting radically newer ways of working and cooperating. Here are the human capital management trends that the region can expect to see in 2021:
Equity, Inclusion, and Diversity
In the last decade, organizations in the Middle East are increasingly keen to hire individuals from diverse backgrounds. The region has recognized that diversity goes beyond good public perception. When people with different qualities and diverse backgrounds come together, the organizations can develop a more comprehensive view of customer demands and fine-tune their strategies to serve the public better. Discussions and decision-making processes become better-informed and inclusive, and the wide-ranging market demands of the decade can be met effectively by the company. The diversity and equity in the workplace is an asset that the organizations can capitalize on.
The human capital management landscape in the region is changing such that there’s a rapidly increasing trend of digitization of human resource functions. Most documents are digitized and uploaded into cloud servers using cloud-based HR & payroll management software tools. These tools help the company save important time and resources and make the work of the human resources executives easier. The pandemic has meant that more employees are adopting flexible employment practices, so digitization allows for increased accessibility. Cloud-based HR management software makes decision-making easy by providing relevant information in readable and lucid formats like infographics through real-time dashboards and report generation capabilities.
End of Work-Life balance
There is increasing recognition of the importance of the physical and mental well-being of the employees. The COVID-19 pandemic has emphasized that the organizations necessarily have to acknowledge the employee’s well-being as a matter of survival. Protecting their health has become critical to the operational productivity of organizations. Flexible work arrangements also have effectively put an end to the conventional work-life division. Businesses and organizations are keen to incorporate employee well-being and morale as a part of work itself.
There is also an increased emphasis on skilling, upskilling, and reskilling employees to prepare for the rise of emerging technologies in the coming decade. In addition, by providing online training options to learn, the organizations are keen to ensure that the employees are competent in the shifting strategic needs and make the businesses future-proof.
Perhaps the most visible change the pandemic has resulted in is the rapid rise of work-from-home. The past year’s events have led to a large-scale transition to flexible work arrangements, including and especially work-from-homes. According to most HR managers, the remote working avenues have resulted in lower employee absenteeism and better availability of employees on-demand. The rise of remote work also comes with an added responsibility for the organizations to digitize their documents and assets and take their HR and payroll systems online. In the long run, digitization and cloud-based HR systems will significantly improve organizational productivity and ensure that the work arrangements are flexible and resilient.
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