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

Najoua El Hamel Director of Human Resources Penspen Woman Najoua El Hamel

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

Why Companies with Women Leaders Outperform Their Peers W omen have become a vital force in the field of Human Resources (HR), shaping workplace culture and driving organizational success. As of 2023, women hold approximately 60% of HR roles globally, reflecting their increasing influence in this essential area. This shift is not just about numbers; it signifies a change in how organizations value diverse perspectives. Despite these advancements, challenges remain. Women still face barriers to leadership positions within HR and other sectors. However, initiatives aimed at mentoring and supporting women in their careers are gaining traction, helping to break down these obstacles. Lastly, the growing presence of women in HR is reshaping the landscape of work. Their contributions not only enhance organizational effectiveness but also pave the way for a more equitable workplace for everyone. As this trend continues, it promises a brighter future for both employees and employers alike. Research shows that companies with more women in leadership positions tend to perform better financially. A study found that organizations with at least 30% women in leadership roles are 15% more likely to outperform their peers. This trend highlights the importance of gender diversity in fostering innovation and improving decision-making. The latest issue of Middle East's Most Prominent Woman HR Leader to Follow in 2024 of CIO Outlook features Najoua El Hamel, a trailblazer in the oil and energy industry with over 17 years of experience. Currently serving as the Director of Human Resources at Penspen in Abu Dhabi, she embodies the transformative power of inclusive leadership. Najoua El Hamel Director of Human Resources Penspen Woman VOL: 10 ISSUE: 01 2024 Women in HR often bring unique strengths to the table, such as strong communication skills and emotional intelligence. These qualities are crucial for managing talent, resolving conflicts, and creating inclusive workplaces. Furthermore, female HR professionals are more likely to advocate for policies that promote work-life balance, which is increasingly important to today’s workforce. Have a good read ahead! Najoua El Hamel

Najoua El Hamel Director of Human Resources Penspen outl k Perspec?ve of Success Woman MAGAZINE F E A T U R I N G Najoua El Hamel Pooja M Bansal 06. Najoua El Hamel Inspiring Women to Lead the Way in the Energy Sector 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 Future of Performance Management: Integrating AI and Big Data Email info@ciooutlookmagazine.com For Subscription www.ciooutlookmagazine.com Senior Sales Managers Wilson T., Hunter D. Customer Success Manager John Pearson Using Data Analytics in HR: A Practical Approach Sales Execu?vesTim, Smith Technical Head Peter Hayden Flexible Work Arrangements: Balancing Productivity and Employee Satisfaction Technical Consultant Victor Collins Research Analyst Eric Smith SEO Execu?veAlen Spencer sales@ciooutlookmagazine.com October, 2024

Featuring Najoua El Hamel “ Inspiring Women to Lead the Way in the Energy Sector “ Najoua has led key HR initiatives in the petroleum sector, put on talent acquisition, and promoted diversity, especially for women in a male- dominated industry. Najoua El Hamel Director of Human Resources Penspen

I strategy. ““ Energy Sector n an industry often criticized for its lack of diversity, the oil and gas sector face a significant challenge: how to nurture innovation and adaptability in an era of rapid energy transition. The answer lies in recognizing the indispensable role of women, particularly in leadership positions such as human resources. diverse viewpoints. In doing so, Najoua not only contributes to her organization but also sets a prece- dent for the industry, proving that women are not just participants but essential architects of change in the energy landscape. East projects, she orchestrated the transfer of specialists from Penspen’s offices in Europe and America. This strategy not only cinched smooth operations but also nurtured a valuable exchange of knowledge and skills across the global team. Throughout her career, Najoua has implemented a multitude of strategic initiatives, with a primary emphasis on talent acquisition and the promotion of diversity and inclusion, especially for women in the predominantly male- dominated energy industry. The energy sector presents a highly competitive job market. At Penspen, the company has redefined its brand to distinguish itself from competitors and attract exceptional talent. Building strong relationships and maintaining visibility in the industry are key rudiments of Penspen's recruitment Let us learn more about her journey: To support these transitions, she implemented comprehensive onboarding programs, cultural training, and support systems, ensuring employees could seamlessly integrate into their new environments while continuing their professional development. This approach has proven effective in maintaining high project standards and operational excellence. A Journey of Passion and Growth: Research consistently shows that companies with greater female representation in leadership outperform their peers, not just in profitability but also in creativity and problem-solving. Meet Najoua El Hamel, a trailblazer in the oil and energy industry with over 17 years of experience. Currently serving as the Director of Human Resources at Penspen in Abu Dhabi, she embodies the transformative power of inclusive leadership. Her extensive back- ground in engineering, gas, pipe- lines, and onshore operations equips her with a unique perspective on the challenges and opportunities within the sector. Najoua's journey in the field of Human Resources commenced in 2007, when she relocated to the Middle East. As a recent graduate, she began her career with Technip, focusing on LNG projects in Qatar. Over the years, she diligently worked her way up the ranks, acquiring invaluable experience and a deep understanding of the complexities inherent in HR management. At Penspen, Najoua's mission is focused on inspiring the current workforce with pride and passion, attracting the interest of female engineering graduates, and involving future potential. It is critical that people see their own development, possibilities for upskilling, and contributions to an ambitious goal. competitive and forward-thinking in the ever-evolving energy sector. recruitment platform assures a streamlined hiring process, allowing them to act quickly when the right talent is identified. Employee engagement is also underlined as a key aspect of retaining top talent in these highly specialized fields. Key Competencies Augmenting Talent Acquisition Najoua prioritizes several key competencies when hiring for gas and pipeline roles. Candidates must have a strong grasp of engineering principles, industry technologies, and best practices. Safety is paramount, so a proven vow to safety protocols is essential. Najoua’s approach to talent acquisition in specialized fields like onshore operations and engineering is both strategic and comprehensive. Recognizing the unique challenges of hiring skilled professionals in the fast-paced energy industry, Penspen relies on a centralized Group Recruitment team based in Abu Dhabi. This team is led by Ms. Shubha Rajashekaraiah, Global Recruitment Manager, imposing a global talent pool to identify and attract top-tier candidates with international experience. Building strong relationships and maintaining visibility in the industry are key rudiments of Penspen's recruitment strategy. In 2018, Najoua took a significant step forward by joining Penspen in Abu Dhabi. Her dedication and expertise allowed her to swiftly ascend to the position of Human Resources Director. This new role presented a fresh set of challenges, which she embraced wholeheartedly, viewing them as vital opportunities for both professional and personal growth. Women remain significantly underrepresented in engineering, and she firmly believes that fostering diversity and inclusion is vital for ensuring equality and fairness. Promoting diversity within the engineering team is a cornerstone strategy Najoua implemented in Penspen. To support this initiative, Najoua has launched a graduate program aimed at encouraging women's participation, allowing them to tap into a broader talent pool. Her strategic approach has been instrumental in steering the complexities of global recruitment, helping Penspen secure the best talent for its specialized operations. Najoua is dedicated to promoting diversity and inclusivity in the workplace, understanding that a diverse team is essential for long- term success. Her passion is not just theoretical; it is backed by an Executive Master’s degree in Strategic Human Resources Manage- ment from HEC Paris, which she leverages to implement innovative HR strategies that attract and retain top talent. She values strong analytical and problem-solving skills, along with familiarity with regulatory requirements. Experience in managing large-scale projects, including team leadership and budget management, is key. Steering the Challenges Najoua has successfully tackled the challenge of finding highly skilled professionals in the oil and energy sector by adopting a proactive and creative approach. Recognizing the difficulty of sourcing exact expertise, she has facilitated the international mobility of employees within Penspen and Sidara, aiding top talent to relocate where they are most needed. Driven by a genuine passion for people and an early recognition of her strengths in HR-related fields, Najoua was naturally drawn to this career path. Her commitment to making a positive impact in the lives of others fuels her desire to help individuals maximize their contributions to the organization, ensuring that both employees and the business flourish together. Effective communication and adaptability to new technologies and methodologies are also important for success in these roles. These competencies certify that hires are well-equipped to meet the demands of the industry and contribute to organizational success. By concentrating on these pivotal areas, Penspen has not only improved its capacity to attract and retain top talent but has also cultivated a more balanced and innovative workforce. This devotion to diversity has emerged as a key driver of organizational success, enabling the company to remain As the oil and gas industry grapples with its future, leaders like her are vital to driving the necessary cultural shift. By prioritizing diversity and fostering an inclusive environment, she inspires others to recognize that the key to sustainable growth lies in empowering women and embracing The company actively participates in industry events like ADIPEC and engages in professional networks to stay ahead of trends and connect with experts. Additionally, Penspen's For example, when experienced engineers were required for Middle Championing Diversity in the

Aligning Standards and stringent regulations in these sectors. support among employees. This approach not only improves job satisfaction but also attracts top talent. Najoua guarantees that HR practices at Penspen align with the unique regulatory and safety standards of the oil and energy industry through several key strategies. By directing employee development, Najoua develops technical expertise, foments a culture of innovation, and drives organizational success. This pledge not only helps maintain competitive control but also confirms that employees are equipped to handle industry challenges and advancements. A key initiative under her leadership was the implementation of a wide- ranging wellness program. This program, which addressed physical, mental, and emotional health, included sessions, workshops, and mental health seminars conducted in collaboration with healthcare professionals. Safety is integrated into every aspect of HR, with a strong emphasis on safety awareness during onboarding and regular training sessions to reinforce protocols. The HR team collaborates closely with the Health, Safety, and Environment (HSE) department to insert safety considerations into hiring, performance evaluations, and development programs. Investing in development supports talent retention, builds a loyal and skilled workforce, reduces turnover, and keeps the team aligned with market trends, ultimately boosting productivity and quality The impact of these engagement strategies has been significant. Employees have reported increased job satisfaction and a stronger pledge to Penspen, leading to improved performance, productivity, and retention. This approach highlights the value of employee engagement in maintaining a dedicated and high- performing staff. Impact of Demand Sectors She also oversees regular audits and reviews of HR practices in conjunction with HSE leaders to confirm compliance with regulatory and safety standards, aligning with industry best practices. Najoua has effectively taken over employee engagement initiatives to increase retention in high-demand sectors. Recognizing that a positive and supportive work environment is decisive, she has fixated on raising a sense of value, recognition, and An online reporting tool has been implemented to actively involve employees in safety initiatives and cheer feedback, promoting a safety- first culture. specialized elds. ““ These strategies help warrant that HR practices not only meet industry standards but also promote a robust culture of safety and regulatory adherence, which is crucial for maintaining operational excellence in the energy area. Employee engagement is also underlined as a key aspect of retaining top talent in these highly The Role of Employee She recognizes that employees are Penspen's most valuable asset and prioritizes training and development as a central component of the HR strategy, especially in technical fields. Continuous learning is decisive due to the evolving technologies

Impact of Executive Master has been particularly valuable for navigating the sector's swift technological and regulatory shifts. mental health and work-life balance. The shift to remote and hybrid work models requires HR to adapt policies that balance flexibility with productivity. Najoua’s Executive Master in Strategic Human Resources Management from HEC Paris has significantly shaped her approach to HR in the energy segment. This degree provided advanced facts and strategic insights that were decisive for her transition into management roles. Overall, the degree has equipped Najoua with the tools to develop and implement effective HR strategies, improve organizational performance, and address industry-specific challenges. Continuous professional development is decisive for keeping pace with technological advancements, and HR is using technology to improve the overall employee experience, including onboarding and career development. The program improved her ability to align HR strategies with business goals, vibrant in the energy sector's polestar on operational efficiency and innovation. It also deepened her understanding of diverse workforce subtleties and international HR practices, which are indispensable for managing a global talent pool. Key Trends Shaping the Industry Measuring Business Objectives Najoua identifies several key trends influencing HR in the oil and energy sector. Digital alteration, including AI and big data, is streamlining talent acquisition and well-chosen workforce planning and development.As the industry shifts toward greener practices, HR is pivotal in driving sustainability initiatives and developing green skills. There is a growing effort toward diversity and inclusion, with strategies evolving to recruit and retain underrepresented groups. Employee well-being is increasingly prioritized, with comprehensive wellness programs talking about Najoua employs a multi-faceted approach to assess the impact of HR initiatives on business objectives. The process begins with setting specific Key Performance Indicators (KPIs) aligned with business goals, such as employee turnover rates, time-to-fill open positions, and engagement scores. Higher leadership and communication skills from the program have aided her to effectively lead HR initiatives and feed a collaborative culture. The coursework on change management in these sectors. ““ Employee surveys and feedback provide qualitative insights into the effectiveness of HR programs from the employees’ perspective. Performance metrics like productivity, quality of work, and project completion times are monitored to gauge the impact on employee skills and motivation. Retention rates in serious roles are closely tracked to gauge the success of engagement and development efforts. Learning and development initiatives are assessed through post- training performance, skill acquisition, and career progression. Continuous learning is decisive due to the evolving technologies and stringent regulations Correlating HR initiatives with broader business outcomes like revenue growth and operational efficiency certifies a tangible impact. Benchmarking against industry standards further helps in identifying areas for improvement and maintaining a competitive advantage.

The Fure of Performance Management: Integrating AI and Big Data B y meeting the rigor of the fast- paced business world, organizations are constantly looking for ways and means of improving their performance management systems. Traditional methods of performance appraisal are often quite unpopular as they simply do not provide sufficient insights for growth and improvement. With Artificial Intelligence and Big Data landing on the horizon, this altogether changes the aspect in which firms perform their performance management. To begin with, they streamline processes, and this one provides a holistic view of employee performance, by which better decisions could be made and ultimately improve outcomes. not discern a trend or issue that may change overall performance. The Roles of AI in Performance Management One of the important reasons why people embrace AI lies in its ability to integrate itself into performance management systems. The ability of organizations to access data through approaches provided by machine learning algorithms enables the analysis of huge data and pinpointing those impossible to identify by human observation. For instance, the appraisal of the productivity metric of employees and their engagement levels up to even the view of sentiment analysis from different communication tools leads to real-time insights about employees' performance. Knowing Performance Management Performance management refers to the structured process of improving organizational effectiveness by connecting individual performance to enterprise goals. Traditionally, this was done at the annual review, during feedback and goal-setting exercises. While these practices are crucial, they lack the dynamism needed for fast- paced environments in today's fast- changing work environment. In most cases, it could be too late before the employee learns from the given piece of feedback and, worse still, behavioral change might prove impossible or even too late. Worse still, managers might As discovered in a recent study, 64% of the companies which introduced AI- based performance management systems reported that their employees are more engaged. The benefits of continuous feedback, rather than annual review cycles, allow continuous development responsibility in employees' hands and develop a culture of continuous improvement. Big Data: A Game Changer Big Data refers to such huge volumes of structured and unstructured data created every day. In the case of 14 15 October, 2024 www.ciooutlookmagazine.com October, 2024 www.ciooutlookmagazine.com

performance management, it may arise from a variety of sources-employee surveys, social media interactions, customer feedback, or even project management tools. So, by tapping into Big Data analytics, organizations can get an all-round view of their workforce. both where each specific individual is placed in terms of skills and career aspirations, organizations can tailor learning paths that fit with individual objectives and organizational goals. To surmount these challenges, communication on how data will be utilized and what benefits it provides to employees and the organization at large is essential. It is also paramount that training programs are developed to make it easy for the employees to adopt new technologies confidently. SUBSCRIBE As revealed by a survey, only 74% of employees felt that their organizations were not helping them to realize their full potential. The revelation is liable to be transformed with the optimization of AI-driven insights, where training programs will be found relevant and effective, hence entailing higher retention rates and satisfaction levels. Bettering Employee Engagement. Conclusion For example, a company can analyze information from the workforce survey of its employees together with the sales performance data to be able to illustrate the relationship between levels of morale in the teams and productivity. These analyses can enable companies to use that finding as grounds for policies and interventions to enhance the levels of satisfaction by the employees and yield better business results as well. One report says companies using Big Data analytics are 5 times more likely than competitors to make faster decisions. TODAY More importantly, the future of performance management is the interfacing of AI and Big Data. Once the organizations accept these technologies, they will be better placed to understand their strength and weaknesses comprehensively. Real- time feedback, personal development plans, and employee engagement can be enhanced in a dynamic work environment where the accent lies more upon growth and success rather than performance measures. Employees who feel connected are the most productive and positive colleagues in any working environment. What AI can do to performance management is introduce regular check-ins and feedback loops, which may significantly boost employee engagement. Employee engagement may be boosted when they feel themselves to be constantly noticed for their effort. One of the best powers bestowed by the combination of AI and Big Data in performance management is the instant provision of feedback. The classical review of performance is conducted from past performances with no regard for the present problems or potential future changes. AI systems can monitor the activity of employees constantly and provide immediate feedback. Since this trend is always changing and progressing, the business world must be agile as well as responsive to new technologies that will embrace the future of work. The journey of successful performance management is only just beginning, but with AI and Big Data as some of the leading prospects, the scope for improvement is endless. Moreover, AI platforms can encourage peer-to-peer feedback mechanisms that facilitate teamwork among workers. This creates a feeling of belonging among the workers while allowing them to learn from the experience of other workers. Research also indicates that organizations whose workforce is highly engaged have 21% more profitability as compared to the organizations with less engagement among employees. This helps the employees adjust their performance on the fly while also giving the managers an idea of the potential issues way in advance so that such issues do not blow out of proportion. For instance, if the productivity of a worker has suddenly decreased, AI tools can alert the manager to take a closer look into the matter. This will foster an employee- friendly environment, where people feel worthwhile and ready to excel. Access our magazines at your ?ngertips Subscribe to CIO Outlook Get our magazine in print and digital on www.ciooutlookmagazine.com Implementation Issues While the pros of this integration are, in theory, rather easily spelt out, the application of AI and Big Data in performance management is fraught with challenges. First, the biggest questions revolve around data privacy and security; otherwise, organizations would have to be able to responsibly handle sensitive employee information. Employee resistance to change, those who are used to traditional means of evaluation, may also pose a challenge. Development Plans Personalized What are the needs and potential of each employee? The strengths and weaknesses of every employee can be determined by AI on analyzing past performance data and predicting future potential. With an understanding of 16 16 September, 2024 October, 2024 www.ciooutlookmagazine.com www.ciooutlookmagazine.com

Using Data Analytics in HR: A Practical Approach uman Resources is a critical H arguably plays the most important role in driving business success. It majorly involves recruiting, selecting, training, and managing employees to ensure that the organization achieves its objectives; however, in recent years, the use of data analytics in HR has become immensely popular. support current decisions. In this guide, we will explore the world of data analytics from an HR point of view, which will help you discover positive ways it can influence your organization and how to implement it within your current business strategy. In fact, some of the popular institutes like HRAcademia or HRCI have also introduced stand-alone certification in HR Analytics. Obtaining an HR certification focused on data analytics can provide HR professionals with the specialized skills needed to interpret data effectively, enabling them to leverage these insights for better workforce management and strategic planning. department of every organization, which non- The Ultimate Guide to Integrate Data Analytics in HR Analytics and data have revolutionized the way Human Resources operates. With the help of high-end technologies, HR departments can now gather and analyze large amounts of data to make informed decisions. The use of analytics in HR has become increasingly popular because it helps organizations identify areas of improvement and make data-driven decisions accordingly. Almost all of the recent HR certifications & courses have a dedicated module about HR Analytics. What is HR Data Analytics? Areas that were previously used to determine solely through human feedback and review, including promotions, salary rates, turnover and retention, and training and development, have now evolved and become entirely data-driven decisions that are informed by artificial intelligence-powered analytics. The term HR data analytics also referred to as people analytics, means gathering data on an organization’s workforce based on certain predetermined HR metrics. The information extracted from this data can be used to improve that organization overall. For example, HR data analytics is commonly used to gain insight into metrics like employee A key differentiator of these data analytics is that they can be gathered and analyzed in real-time to help 18 19 October, 2024 www.ciooutlookmagazine.com October, 2024 www.ciooutlookmagazine.com

Employee Engagement engagement and retention which can help you determine which policies most positively influence employees. adopt this model to stop issues before they can even start. difficult every day, you can use HR data to your advantage and take a deeper look into common reasons for turnover and find appropriate solutions to reduce these numbers. By looking into individual employee performance, you can also ensure to keep them satisfied by tailoring your strategies effectively. enabling professionals to access their data on the go. employees and identify the methods, hiring channels, and offerings that attract the highest-quality candidates. Since the cost of onboarding new hires is generally quantifiable, therefore, you can determine the actual cost of the process, and fit the process into your budget. HR data analytics can also look at employee engagement throughout the company and identify what contributes to lower or higher levels, such as between departments. This information lets you modify your company policies to engage as many of your employees as possible. Prescriptive Share Insights Across the Board Who is Responsible for HR Data Analytics? The Prescriptive level develops and deploys a solution and is built upon descriptive, diagnostic, and predictive levels. In the case of using HR data analytics, the collected information is used to identify, guide, and implement the proposed solution. With the introduction of automated reports, sharing a simple URL that gives you access to the report or dashboard or assigning external viewers access to selected areas has enabled professionals to enhance their communication with real-time data. Its main benefit is that it is easily sharable across multiple devices, such as mobile, tablet, desktop computer, or laptop. Searching for the right information at the right time can be easily optimized by sharing visual examples and directly answering questions with the help of modern visualizations. Handling HR data analytics can vary from organization to organization. Some might have HR representatives solely focused on gathering the data and extracting results from it, while others might divide their HR teams to analyze assigned sections of the workforce. Third-party analysts are also a commonly used option for organizations that have a large workforce. Payroll Automate Tasks Key Takeaways Analytics can also help you with a wide range of payroll expenses, overtime costs, and other non-salary compensation that can help you adjust what employees are paid across departments. You could change policies to better manage labor costs and equalize pay within your organization using this information. By integrating modern technology into everyday life, HR professionals can optimize their repetitive tasks and eliminate the workload that was done manually. In today’s time, HR professionals don’t deal with manual calculations or exporting multiple files, the information is updated automatically and the only thing they need to do is to optimize the report schedule. Automation is a huge benefit and HR departments must adopt it as soon as possible to save time. Benefits of HR Data Analytics The impact of data analytics in HR is far to be overstated. With the implementation of the right tools and strategies, HR departments can leverage data to make better decisions, improve productivity, and drive business success! Here are a few benefits of using HR data analytics: Enhances Hiring Practices Four Levels of HR Analytics Hiring the right candidate can be quite tough, however, this process can be improved with the help of HR data analytics. You can collect data from previous hiring sessions and implement these insights for future ones, this helps in determining how successful your company is at acquiring optimal employees with the help of monitoring metrics such as time to fill, costs in the hiring process, etc. Benefits There are four levels of HR analytics, which are as follows: Centralized View of HR Data An HR data analytics report can tell whether the benefits you offer effectively meet employee needs or not. These results provide you with insights into what your employees want in their benefits package. This can also reveal what you should consider including to improve employee satisfaction and retention rates and what you can safely remove from your benefits package as it harms no one. Descriptive Outdated means of analysis require a lot of manual work, making the decision-making process less accurate and more time-consuming. However, with modern tools, you can visualize all relevant information in one unique location, without performing heavy manual work or using various static reports. Generate Predictions The Descriptive level is simply a surface-level observation of what is going on within an organization or a particular department. Descriptive analytics helps HR professionals build an initial case or give insight into a potential issue which further shows how HR data analytics can help solve it. In recent years, predictive technologies have become a critical element when it comes to extracting the maximum potential out of your analysis efforts, and the HR department is no exception. Typically, predictive methods use historical and current data to identify patterns, and with the help of that, HR professionals generate accurate forecasts about future developments. In HR, it can be used to forecast the performance of critical processes related to employee management. Improves Employee Experience and Performance How HR Data Analytics Can Influence Decisions Training and Development By analyzing metrics such as the absenteeism rate, overtime hours, training costs, and employee productivity, organizations have the chance to improve the overall employee experience, stimulate productivity, and reduce business costs. By keeping your employees engaged and satisfied, your organization can benefit from it, which will ultimately create a better working environment and improve organizational culture. Diagnostic As long as you have the right tools that are needed to correctly interpret the collected data, HR data analytics can influence your organization from top to bottom. The areas where your organization can be affected by data analytics are: This data can show the success of initiatives used to invest in your employees, particularly professional development programs and specialized training. You can use this information to offer these courses to more employees, expand what you offer, or explore more alternative options that are effective. Furthermore, analysis can also show where skill development is most needed in your organization, and with the help of those results, you can adapt your new training and development programs to those needs. The Diagnostic level starts to dig into why an issue is occurring. This level offers context and understanding of why the observations that are made within the descriptive level are happening. Visualize Data Predictive Employee Recruitment and Onboarding Most HR professionals are part of Human Resources because of the human aspect of the industry, and they don’t want to focus on pure numbers. However, due to data visualization, each variable in HR analytics can be easily visualized and interacted with. Online data visualization ensures access from anywhere and at any time, The Predictive level makes an educated assumption that something may occur and takes steps to prevent it before it does. This might not be as common as descriptive and diagnostic levels, but some organizations prefer to Reduce Employee Turnover HR data analytics can help HR professionals even before they meet their employees in person. Your organization can collect data on new By using HR data analytics, you can keep your employees satisfied and can also significantly reduce turnover rates. Since employee retention is becoming 20 21 October, 2024 www.ciooutlookmagazine.com October, 2024 www.ciooutlookmagazine.com

Flexible Work Arrangements: Balancing Productivity and Employee Satisfaction lexible work arrangements F employees in recent years. This trend has already transformed the modern workplace from the traditional environment with fixed hours and a fixed location to the current environment where employees choose when and where they work. The concept of flexibility in the workplace covers various options, such as remote work, flexible hours, compressed workweeks, and job sharing. Understanding how these new flexible work arrangements affect productivity and employee satisfaction while organizations adapt to this new reality is now key. Employee Benefits became very much in vogue among businesses and There are numerous benefits to employees deriving from flexible work arrangements. The most important one is the opportunity of having greater work-life balance. Most employees find it difficult to juggle personal responsibilities with professional ones. With flexible work, the individual manages his time effectively, minimizes levels of stress, and increases overall job satisfaction. According to a study by FlexJobs, 73% of the respondents said that flexibility at work is a significant factor in high job satisfaction. They appreciate the autonomy brought by the ability to choose their working hours or places. This can contribute to greater motivation and better morale at work. The Rise of Flexible Work Advances in technology have been key enablers of flexible work arrangements. High-speed internet, cloud computing, and collaboration tools have all helped employees connect and collaborate from different locations. According to Gartner, 82% of company leaders expected to let their employees work at least part of the time from anywhere. It speaks of a bigger cultural shift in valuing work- life balance and the importance of employee well-being. Flexible work arrangements also improve mental health. The ability to change working hours to best suit employees' needs may reduce the chances of suffering from burnout and anxiety. The American Psychological Association estimated that employees who have more control of their work environment not only experience lower stress levels but also are satisfied with their jobs. 22 23 October, 2024 www.ciooutlookmagazine.com October, 2024 www.ciooutlookmagazine.com

Effect on Productivity communication tools and build an openness culture. Catch-ups through video calls or perhaps team messaging platforms help maintain the connection of team members and keep people on the same page. and productivity in the modern workplace as priorities. Flexible work arrangements will raise the levels of satisfaction among employees, but at the same time, they make a worker more productive. In a situation in which they are allowed to choose their conditions of work, people become much more engaged and focused on the task. According to a Harvard Business Review, it shows that the employees who worked from home were 13% more productive than those working inside an office. Conclusion Flexible work arrangements can be described as an all-powerful tool in enhancing employee satisfaction with productivity. More so, the advancement of technology and changes in societal expectations make these changes in attitude, and that, over time, organizations will need to create a culture that values flexibility so that organizations must keep pace with such change. This way, businesses can manage to introduce an environment where employees feel empowered to perform at their very best while holding a fulfilling personal life. Productivity does not need to weigh in the balance with employee satisfaction since the two go hand-in-hand and are ultimately required in the dynamic climate of today's workplace. Another is performance management and accountability in an agile environment. Without the oversight of traditional management, some managers are nervous about whether employees are achieving their expectations. Expectations, of course, particularly measurable objectives, are sure to help mitigate this concern while transferring trust between managers and workers to healthier levels. Success consists of going from failure to failure without loss of enthusiasm. There are various reasons that will result in high levels of productivity. First, workers can establish a style that would fit them best in the work environment and comfortability. This would range from a peaceful home office to a noisy coffee shop. There is also the saving of time and energy that could have been used for daily commutes, thus providing more hours of work for the employee. Balancing it All To an organization opting to extend flexible work arrangements, a balance will be key. No position is ideal for remote or flexible schedules; other positions are bound to require on-site presence or substantial interaction with colleagues. Thus, the businesses will need to assess which roles best fit flexibility while observing the operational needs that have to be presented to ensure everything goes on as it should. - Winston Churchill Additionally, flexible schedules can make it easier for employees to work when they are most likely to be most productive during the day. Some individuals feel creative or capable of doing something meaningful in the morning. Others are most productive at night. Companies can exploit this and utilize the capacity for more productivity by allowing employees to work at their best. Companies must also be very vigilant not to create a workplace in which everybody feels devalued or overlooked. That is through considering providing resources to remote workers, ensure that employees who spend more time in the office will not feel isolated or even overlooked by other colleagues. Challenges towards Flexibility Despite all the benefits of flexible work arrangements, some challenges do exist. The breakdown in communication among people who share a common team but may not be at the same place is one of the significant concerns with flexible work arrangements. Miscommunication occurs more easily when communication is digital rather than physical. The Future of Work Flexibility at work will increasingly become a part of employment in the future. McKinsey & Company research predicts that at least 30% of the employed will work remotely part-time in 2030. This is an opportunity for organizations to rethink traditional models of work and change innovative approaches with employee well-being To address these issues, organizations should invest in effective 24 October, 2024 www.ciooutlookmagazine.com

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

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

Presentation Transcript

How to Follow the Leader

Women in the Middle East

Women of the Middle East

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