Middle East's Most Prominent HR Leader to Follow in 2024

Mohammad Smadi Human Resources Director, ANDS

Leadership is not about titles, positions, or owcharts. It is about one life inuencing another. J O H N C . M A X W E L L

Transforming HR from Administrative to Strategic eople view human resources as a P play so much more of a significant role in the success of a business. Things that allow a company to run are not merely HR functions; they are what make the company. And so, HR becomes very vital for following labor law and regulation compliance, which prevents the company from potential lawsuits. However, the same aspect while building a respectful workplace ensures diversity at the workplace by providing different perspectives in one workspace. department that hires and fires, but that's not all what human resources do. They SAMPLE A sound HR department will allow a good working environment for employees as they feel motivated and valued. In fact, according to recent studies, it was proven that companies with effective employee engagement have a 20% increase in productivity. These results are achieved through good, sound HR practices that come through training and development opportunities for employees. This leads to a 24% increase in profitability. It is therefore quite evident that HR is not an administrative function, but rather one of the absolute principal components that run a business. Investment in HR strategies will hence improve company performance, ensuring a healthy workplace for all. The latest issue of "Middle East's Most Prominent HR Leader to Follow in 2024" by CIO Outlook features Mohammad Smadi as a key figure in shaping the future of human resources in the region. Mohammad Smadi has been recognized for his innovative approaches and commitment to encouraging a positive workplace culture. His leadership exemplifies how strategic HR practices can lead to enhanced employee satisfaction and organizational success. VOL: 09 ISSUE: 01 2024 Another reason why HR is significant is in attracting and retaining talent. The more job markets continue to get stiff, the lower the turnover rates are of organizations that focus on satisfying employees. Research studies have shown that a business would save as much as 200% of the salary of an employee by averting the recruitment and training costs that are inevitably incurred in new staff resultant from turnover. Mohammad Smadi Human Resources Director, Have a good read ahead! ANDS

outl k Perspec?ve of Success MAGAZINE C O V E R S T O R Y Pooja M Bansal 08. Mohammad Smadi Driving Growth Through People: The ANDS HR Revolution FOLLOW US ON Deputy Editor Anish Miller www.facebook.com/ciooutlookmagazine www.twi?er.com/ciooutlook_mag Managing Editor Alaya Brown WE ARE ALSO AVAILABLE ON A R T I C L E S Visualizer Dave Bates Art & Design Director Davis Mar?n 14. 18. 22. Associate Designer Jameson Carl The 6 Biggest Challenges HR Faces in a Post-COVID World Email info@ciooutlookmagazine.com For Subscription www.ciooutlookmagazine.com Senior Sales Managers Wilson T., Hunter D. Customer Success Manager John Pearson Why You Can't Afford to Ignore Generation X in the Workplace Anymore Sales Execu?vesTim, Smith Technical Head Peter Hayden Enhancing Skills Management with AI: Transforming the Workforce for a Dynamic Future Technical Consultant Victor Collins Research Analyst Eric Smith SEO Execu?veAlen Spencer sales@ciooutlookmagazine.com September, 2024

Middle East's Most Prominent HR Leader to Follow in 2024 His ability to translate business vision into impactful HR initiatives positions him to heighten performance, protability, growth, and employee engagement. Mohammad Smadi Human Resources Director, ANDS

T hurdle for many organizations. As businesses strive for growth, the need for effective human resources strategies becomes paramount. Meet Mohammad Smadi, the Human Resources Director at ANDS Company, whose innovative approach is transforming the HR landscape. he challenge of aligning a company's workforce with its strategic vision is a common The core message of his approach points out a win-win relationship: as the organization grows, employees are also afforded opportunities to advance into more signicant roles with larger scopes, conrming mutual growth and development. With over 15 years of experience, he has emerged as a pivotal figure in shaping ANDS's HR strategy to support its ambitious growth objectives. His role extends beyond traditional HR functions; he is integral to the executive team, ensuring that talent acquisition, performance management, and employee engagement are closely aligned with the company's goals. Pioneering Vision As companies manage the complexities of growth, leaders like Mohammad exemplify how strategic human resources can drive success. His vision and expertise are not just about managing people; they are about empowering them to achieve their fullest potential, ultimately leading to sustainable business growth. Born in 2020 amidst the pandemic's peak, ANDS emerged from Mohammad’s firm belief in traversing the VUCA world (volatility, uncertainty, complexity, and ambiguity). His vision for ANDS is centred around delivering specialized services with best-in-class brand distribution, staging, and communication. Mohammad’s strategic vision is evident in his initiatives throughout his career that focus on building a high- performance culture. He has implemented customized performance management systems and developed comprehensive training programs, which are essential for nurturing talent and enhancing employee satisfaction. His ability to translate business objectives into actionable HR strategies has led to a more engaged workforce, contributing significantly to ANDS's overall success. Let’s explore his journey ahead! Tactical Leadership Through adhering to local regulations and embracing the latest technologies and consumer trends, ANDS is positioned to thrive and adapt continuously in a briskly varying landscape. With extensive education and experience from the world’s largest multinational organizations, Mohammad has developed the technical expertise needed for strategic and innovative HR management. Under his leadership, the HR department has not only attracted top talent but has also fostered a strong organizational culture that emphasizes collaboration and innovation. Mohammad’s commitment to aligning HR practices with business needs has resulted in improved productivity and operational efficiency, positioning ANDS a leader in its industry in the Middle east region. Attracting Top Talent His ability to translate business vision into impactful HR initiatives positions him to heighten performance, profitability, growth, and employee engagement. This expertise is precisely what a debauched-increasing company like ANDS needs to thrive in a vibrant and competitive industry. One of the primary challenges Mohammad has addressed is attracting top talent to a startup during periods of extreme economic uncertainty. His teammates composed of seasoned professionals from the world’s largest multinational organizations, has been vital in overcoming this obstacle.

Their faith in the company’s vision and the potential of the startup has been a key factor in their decision to join. Each team member's contribution is highly valued and recognized as needed to the company's success. He focuses on creating a win-win relationship where people's development and growth are integral to achieving organizational success and meeting the evolving challenges of the industry. Lively HR Management Mohammad expertly manages HR initiatives and strategies in hurriedly extending companies, routing the vigorous landscape of market expansions, outsourcing solutions, and performance management. His progress involves continuously progressing strategies to align with business changes and challenges. By fostering an engaging and rewarding culture, ANDS leadership ensures these HR practices are integral to the organization’s success. that Core Business and transparently sharing these plans with employees. Successful Interaction Tactics Mohammad advocates for a deep understanding of the core business by actively engaging with the salesforce and visiting the factory shop floor. He accentuates that HR initiatives and strategies should not be isolated from the business. Mohammad faced significant challenges in building effective communication across large organizations, particularly in keeping employees informed and engaged. At ANDS, despite its smaller size, he has successfully implemented strategies to involve all employees in relevant topics. The core message of his approach points out a win-win relationship: as the organization grows, employees are also afforded opportunities to advance into more significant roles with larger scopes, confirming mutual growth and development. Instead, he believes in linking HR efforts with a thorough grasp of business operations and employee changing aspects to create a cohesive and effective strategy. Focus on Diversity Through actively seeking feedback and securing buy-in, he confirms that the team is engaged and aligned as the company progresses into new and important projects. Mohammad has observed notable advancements and adaptations of world best practices in HR within the MEA region. Nevertheless, he accentuates the need to further highlight the value and significance of Diversity & Inclusion. Connecting Modern Learning He acknowledges that remaining present with the latest trends and tools in HR was once a challenging endeavor. However, with the advent of social media and eLearning platforms, accessing a wealth of information has become more straightforward, efficient and time effective. Career Development Mohammad leads an annual Talent Review session with the management team to identify key talents and detailed positions within the organization. This process includes aligning on career progression plans He believes that addressing cultural differences and showcasing the direct impact of these principles on business growth and success is key for continued progress and organizational achievement.

Success is not how high you have climbed, but how you make a positive difference to the world. By participating in numerous HR professional groups, Mohammad benefits from exceptional educational opportunities and exposure to revolutionary-control HR tools, while also sharing valuable insights and learnings with industry colleagues. importance of personal development in maintaining market leadership. By partnering with leading learning platforms, he customizes learning journeys for the team and promotes continuous improvement. His focus is on creating a win-win relationship where people's development and growth are integral to achieving organizational success and meeting the evolving challenges of the industry. - Roy T. Bennett Future-Proofing Insights Mohammad’s approach includes providing accessible learning tools and incentivizing achievements, thereby advancing a culture of growth and excellence. Vision of Believes Mohammad envisions that the future of HR in the Middle East will be defined by how adeptly organizations adapt to an evolving landscape. He underscores the necessity for agility in talent management to respond effectively to economic shifts, technological advancements, and changing employee expectations. Mohammad firmly believes that a fair, transparent, and viable compensation system is important for developing employee satisfaction, engagement, and ownership. Under his leadership, a clear and understandable compensation system is being implemented, including a collaboratively designed incentive scheme for the salesforce that aligns with success and growth while safeguarding fairness and motivation. Business Success In a competitive and demanding industry, Mohammad points out that effective HR initiatives are needed for meeting both company success and business demands. His widespread approach includes robust People Learning and Development programs, strategic Talent Management and a competitive Compensation system. He advocates for HR leaders to adopt a forward-looking mindset, anticipate emerging trends, and prepare their organizations to navigate future challenges successfully. In the realm of Learning and Development, he points up the

The 6 Biggest Challenges HR Faces in a Post-COVID World T he COVID-19 pandemic has brought changes upon the workplace that were previously unimaginable. In reaction to this new normal, changes in the workplace are led by HR departments among other changes undertaken by companies. creating teamwork and ensure that the home-based employees also feel part of the working place and valued. This can be through virtual activities in the teams or through technology, where communication occurs. Also, HR has to define remote work policies, which create uniformity and clarity. Challenges are multifaceted and complex, hence requiring great innovation in coming up with solutions that are both forward-thinking and workable. 2. Employee Well-being and Mental Health The COVID-19 pandemic took its toll on mental health, with studies showing that the rate of anxiety and depression has increased during this period. In fact, a World Health Organization report indicated that the rate of mental health issues has increased by 25 percent globally, a figure reported in the first year into the pandemic. Here are six significant challenges that HR professionals should find their way through in this post-COVID world. 1. Remote Work and Hybrid Models Perhaps one of the deeper changes the pandemic has brought about is the seismic shift in remote work. As per a survey by McKinsey, nearly 60% of employees are able to work at least part-time from home. While that comes with tremendous benefits to work-life balance, it's an enormous challenge to HR. Therefore, HR departments are now facing unprecedented challenges in employees' well-being. It is concerned not just about the availability of mental health services but also an open and supportive work environment where employees feel at ease in talking about their mental health needs. Wellness programs, flexible hours, and healthy work-life balance have to be developed. It's hard to manage team cohesiveness and company culture if workers are dispersed at different places. HR has to come up with alternative ways of 14 15 September, 2024 www.ciooutlookmagazine.com September, 2024 www.ciooutlookmagazine.com

3. Talent Acquisition and Retention Most organizations applied the digital tool for communication, management of projects, and even engaging employees. This makes the HR need to fulfill those requirements and better prepare employees with the proper skills to use these technologies effectively. in different remote work models to reframing the wellness agenda of the employees, from diversifying the workplace to embracing technology- aided changes, future work will be evolved by HR professionals. With the businesses coming out of the pandemic, attracting and retaining talent has indeed become much more difficult. Employees are reassessing their career paths for better work conditions and flexibility. According to LinkedIn, 54% of workers reportedly quit their jobs for better opportunities. This way, by fighting these challenges head-on and being innovative, organizations can emerge stronger than ever. Organizations must seize this chance for growth and transformation in this post-pandemic world. It requires coordination between HR leaders and employees. Companies can build workplaces that not only fulfill today's demands but also thrive in this changing world with this proactive approach. According to Gartner, in the next few years, workers' job requirements will change, and 58% of the employees will be required to acquire new skills. The HR departments must invest in training programs that will equip their employees with such skills, thus embracing a culture of constant learning. Acceptance of technology can better increase the organization's productivity but prepare organizations for challenges from the future. HR departments will need a strategic rethinking of the recruitment process to attract this new mindset of the workforce. Success consists of going from failure to failure without loss of enthusiasm. This will be more to do with company culture, opportunities for growth, and competitive packages. Another way in which good talent could be retained is through continuous engagement, such as regular feedback, with some kind of career advancement. 6. Compliance with Changing Regulations - Winston Churchill 4. Diversity, Equity, and Inclusion (DEI) With the increase in the pandemic, labor laws and regulations have undergone a lot of change as governments implement policy for public health. Therefore, they need to know what is taking place with labor laws in their respective countries, which requires HR professionals to be in the know about these changes and compliance within the organization. Thus, in case of non-compliance, this can evolve into legal issues and financial penalties. The pandemic also made one shine a spotlight on diversity, equity, and inclusion in the workplace. More and more employees are demanding that organizations start prioritizing DEI initiatives. According to McKinsey, companies with diverse teams have a 35% better chance of performing superior to their peers. Such expectations must be fulfilled by HR professionals in the form of effective DEI strategies. For instance, a diversified hiring pipeline will have to be established along with unconscious bias training of the employees. Such a workplace culture has to be built where the worth and value of every employee are realized. Accountability for DEI efforts can also be ensured through regular monitoring assessments and reporting. For instance, several countries have introduced new policies related to working from home, safety protocols for employees, and leaves based on COVID-19 disease or vaccination status. An effective HR would ensure to track all such compliance needs and present the same information to staff members. Conclusion 5. Changing Technologies The present day is indeed difficult to predict, especially while navigating the post-COVID world, for HR teams across various sectors. From operating The pandemic saw the advancement of technology at a speed that business operations changed with its advent. 16 September, 2024 www.ciooutlookmagazine.com

Why You Can't A?ord to Ignore Generation X in the Workplace Anymore I n this current fast-changing work environment, everyone should recognize that every age group is essential in the workplace. The most forgotten generation, however, is Generation X, the generation born between 1965 and 1980. This generation is crucial in molding today's workforce and cannot be ignored any further. The Unique Position of Generation X For this reason, Generation X is sometimes known as the "sandwich generation." It is sandwiched between two much larger generations: the Boomers and the Millennials. This gives them a unique perspective regarding the nature of work and life and useful perspectives to an organization. Currently, in 2023, they make up about 25% of the total workforce of the United States, according to data from the U.S. Bureau of Labor Statistics. As such, experience and the skills that they can offer are invaluable assets that can drive companies toward success. One of the greatest advantages of having Generation X workers is the richness of experience. Many members of this generation spend decades mastering and perfecting their skills across nearly every industry known 18 19 September, 2024 www.ciooutlookmagazine.com September, 2024 www.ciooutlookmagazine.com

today. They have experienced the advances in technology and changes in the workplace; thus, they remain flexible and resourceful. well with digital equipment and interpersonal contact. With this duality, organizations can reconcile a work culture of innovations with practices practiced for years. workplace. Generation X understands well the contrasting connotations in social intercourse towards race, gender, and sexual orientation because it is there in the change that occurred over the past few decades. For instance, a Deloitte survey indicates that 70% of Generation X employees express confidence in their ability to adapt. That adaptability is really imperative in the pace of business today. Organizations need to evolve and change continuously to stay in competition. Potential to be Great Leaders Their commitment to diversity may help organizations have more equitable workplaces. Everyone will enjoy working in an organization with mutual diversity values. Companies with a diversified group of employees are likely to outperform their competitors by 35 percent, as McKinsey's research in diversity in business asserts. Conclusion The alarming rate at which the generation takes the positions of leadership is alarming. According to the report given by the Pew Research Center, about 50% of Gen Xers are involved in management or more responsible jobs. Their leadership style is always very collaborative and never dictatorial and therefore appealing to young employees who seek mentorship and not strict oversight. Building a Gap Between the Generations Generation X is indeed the middle ground that can be connected with Baby Boomers and Millennials. They have the ability to communicate effectively in both extremes, understand what each group values, and drive their work ethics. This makes it easy for Generation X to bridge conflicts between different groups regarding their age while working for an organization. A time has come when it cannot be ignored in the workplace any longer, if organizations expect to surge ahead of their competitors and make a go of things in the current scenario. On the one hand, their rather distinct experience and flexibility are accompanied by leadership potential, advocacy for work-life balance, and commitment to diversity. This fosters an environment of valuing and empowering the employee to add value with his suggestions. In fact, companies that practice inclusive leadership have a significantly higher engagement level for their employees; even as high as 30% according to Gallup research, which is meant to lead to better productivity and lower turnover. be our doubts of today., , Companies can capitalize on the current generations to create an environment at the workplace involving different inter-generational aspects and respecting their ideas. Such an environment at the workplace is not only something of pride for its employees but is also a source of innovation and creativity in teams. Tech-Savvy Yet Traditional As the concerns of technology and changed workforce dynamics will continue to test most businesses, embracing Generation X will be necessary for fostering innovation and growth. Organizations will be more highly capable of working on challenges when there is an appreciation of the efforts of these employees and possibilities are created to enhance and make them more productive. Advocate for Work-Life Balance Generation X are a generation who faced economic uncertainties from the beginning of their formative years, so work-life balance is really very essential for them. They are well aware of the importance of mental health and well-being; hence they offer support towards agile working arrangements which benefit the employees as well as employers. While Millennials can, in general, be labeled the "digis- natives, " Generation X is not so shabby after all in the book of technology. They grew up as the age cohort who actually witnessed the emergence of personal computers and the Internet. As such, they have grown comfortable with technology, but Generation X also appreciates old-fashioned virtues at work, such as working hard, loyalty, and communication through face-to- face contact. In a nutshell, it is time for companies to focus intently on Generation X. The input and insight this generation can have of navigation when a company's times are uncertain, and an inclusive culture benefits all. Brighter futures are ahead when every generation is treated equally at work. In fact, according to a recent study by FlexJobs, 82% of Gen X workers prefer flexible work options over traditional office settings. Companies embracing such preference attract the best talent and retain it through an encouraging environment set for prioritizing employee satisfaction. The only limit to our realization of tomorrow will Driving Diversity and Inclusion - Franklin D. Roosevelt Modernization and tradition dovetail well in this particular aspect, ensuring the Generation X employee finds a very good team player who performs Today, diversity and inclusiveness become integral to a successful 20 September, 2024 www.ciooutlookmagazine.com

Enhancing Skills Management with AI: T ransforming the Workforce for a Dynamic Future I Exhaustive Skills Mapping: Uncovering Hidden Talents n today's rapidly evolving business landscape, artificial intelligence (AI) is becoming a vital tool for enhancing efficiency and enhancing skills management across various departments. Human resources (HR) are no exception, where AI is transforming traditional processes to improve overall productivity. However, it can also help improve the skills of your workforce itself. This article delves into how AI can optimize HR functions and enhance skills management for the workforce. increasingly outdated. Job descriptions no longer reflect the reality of the skills and capabilities needed to thrive. Could you honestly say that your daily work is accurately captured in your official job description? One of the significant challenges in skills management is identifying the skills an individual possesses. These can be both qualification based, and involve experience and personal skills. They are not always apparent on a resume or at an interview. This process is known as skills mapping and involves creating an exhaustive inventory of your employees skills. Rethinking Skills Categories: The Importance of Dynamic Skills Management Effective skills management requires an approach that recognizes the diverse nature of skills. Managing a technical skill that may become obsolete in two years differs significantly from managing a soft skill like working under pressure, which remains relevant across various roles and industries. AI can play a crucial role in differentiating and tracking these skills, ensuring that both are nurtured appropriately. AI can enhance this process by analysing your data sources—such as resumes, project contributions, and social media activity—to uncover talents you may have missed. For instance, knowing that Jack, a current content manager, used to be a teacher, can reveal valuable skills in communication and education that might otherwise go unnoticed. In the traditional corporate world, skills were often perceived statically. They were defined by job descriptions. These descriptions did serve a purpose as they were meant to encapsulate the expectations of a role. However, in the digital age where job roles appear and vanish quickly, this idea has become 22 23 September, 2024 www.ciooutlookmagazine.com September, 2024 www.ciooutlookmagazine.com

Reliable Skills Assessment: Beyond Self-Assessment ensuring that your workforce remains competitive. improvements. By crafting more effective job descriptions, you can attract a larger pool of qualified candidates and reduce time spent on unqualified applicants. This not only streamlines the recruitment process but also helps build a stronger employer brand. AI in the Enhancement of Recruitment Processes Accurately assessing skills is critical for effective management. While self- assessment is a starting point, it must be supplemented with more objective measures. AI can facilitate this through 360-degree feedback, peer reviews, and performance data analysis, ensuring that assessments are comprehensive and unbiased. This multi-faceted approach provides a reliable picture of an individual’s capabilities. SUBSCRIBE One of the most significant areas where AI can make a substantial impact is recruitment. By leveraging AI-powered tools, you can streamline the hiring process, reduce time-to-hire, and improve candidate quality. You will be able to use AI algorithms to look at data from resumes and social media profiles to identify the best candidates for the role you desire. AI and Improving Employee Engagement TODAY Another crucial area where AI can be beneficial is employee engagement. By using AI tools to monitor employee sentiment through surveys and feedback forms, you can gain valuable insights into your workforce's overall satisfaction and well-being. This data can then be used to implement targeted interventions aimed at boosting morale and productivity. Developing Skills: Engaging and Effective Learning This not only saves time but also ensures a more objective selection process. AI-driven chatbots can handle initial candidate interactions, answering questions and collecting necessary information. This allows your HR team to focus on more critical tasks that require human judgment. Incorporating skills management into your recruitment strategy ensures that you are not only filling positions but also finding candidates with the right skill sets for your organization's needs. Top-down training methods often fail to engage employees effectively and are often delivered in a chalk-and-talk style. People learn in a variety of ways, some from reading, some from doing and others from a combination of both. AI can support this by identifying personalized learning paths that incorporate a mix of all disciplines. Moreover, AI can integrate diverse learning channels, recognizing that many employees now acquire skills through online courses, webinars, and other informal methods. Additionally, AI can help personalize the employee experience by offering customized learning and development opportunities. This not only enhances skill sets but also fosters a culture of continuous improvement within your organization. Leveraging AI in this manner ensures that employees feel valued and engaged, which ultimately contributes to higher retention rates. AI-powered recruitment tools can also help eliminate unconscious bias in the hiring process. By focusing solely on relevant skills and experience, these tools ensure a more diverse and inclusive workforce. This not only promotes fairness but also brings fresh perspectives and ideas to your organization, fostering innovation and growth. Facilitating Internal Mobility: Agile Skills Deployment AI is revolutionizing skills management by providing tools and insights that were previously unimaginable. From dynamic skills categorization and exhaustive skills mapping to reliable assessment and agile deployment, AI enables organizations to manage their talent more effectively. By embracing these advancements, companies can ensure that their workforce is not only equipped for today's challenges but also prepared for the opportunities of tomorrow. In an age where gig work and short- term assignments are becoming the norm, AI can help organizations move skills fluidly in various departments. Talent marketplaces powered by AI can match employees with internal opportunities that align with their skills and aspirations. Preventing Skills Obsolescence: Proactive Reskilling Access our magazines at your ?ngertips Subscribe to CIO Outlook Get our magazine in print and digital on www.ciooutlookmagazine.com These recruitment tools can also help assess candidate fit by analysing soft skills and personality traits. By comparing candidate profiles to successful employees in similar roles, these tools can predict how well a candidate will integrate into your company culture. This helps ensure that new hires not only possess the necessary technical skills but also align with your organization's values and work style. AI in skills management has its strength in its ability to see emerging skills needs, both predicting and responding to them. It can look at market trends and organizational data, then look at skills on the rise and those becoming out of date. This proactive approach will allow your company to offer timely reskilling opportunities, AI can also help optimize job descriptions by analysing successful past listings and suggesting 24 September, 2024 www.ciooutlookmagazine.com

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Middle East's Most Prominent HR Leader to Follow in 2024

Middle East's Most Prominent HR Leader to Follow in 2024

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