Although some things change in the business world, others remain the same, for instance, layoffs. Take a look at the headlines of major business magazines and business programs on the TV, and you will notice a trend. A certain company which is to restructure with many job losses. The story is always about a certain company restructuring, which leads to job loss. This is an old-school practice which acts a mirror, reflecting how the business world approached and continues to approach the necessity of change.
The main assumption about these stories is not necessarily wrong. Business leaders define workforce management in Gulf as the process by which a surplus of workers with skills that do not match future needs of Dubai and the entire Middle East are dismissed, and new workers with better skillsets are hired. In this traditional practice, we view the restructuring as a temporary problem, which is true as long as we’re talking about a capacity challenge. Merging, closing divisions or operations, or moving manufacturing to the off-shore zone will almost always cause reductions in headcount in various departments.
When talking about workforce management in the Gulf and Dubai, business leaders need to show their concern about their employees’ lifetime careers in the Middle East.
Workforce Management in Gulf, Dubai and the Middle East
Most people think that capacity is the primary driving force behind all the restructuring going on today. There is always a need to bring in new talents to assist organizations in changing how they run the business. This is a different task that requires a completely different approach and solutions. However, many successful corporations run around hiring and firing employees.
In a nutshell, the economics of old-school restructuring cannot work in today’s business world. Hiring and firing workers regularly overwhelm the workers, destroys their morale and output, and paints a bad picture of the company’s brand. This practice is costly, takes a lot of time, and you might not end up with the required skills.
Human resource management understands that old-school ways don’t work today, yet they stick to them. They focus on career transitions and separation as if this is important or an investment to save costs in the future. Sometimes managers hinder training efforts because they can always fire the employees when they are no longer needed.
Successful workforce management in the Gulf and Dubai requires the adoption of new solutions in a transformative economy in the Middle East. Some companies fire their employees only to re-hire them in other departments. This could mean that some organizations fire the wrong workers at the wrong time.
We have to get rid of the notion that we have to replace the workforce and learn how to develop a renewable labor force. The human resource personnel calls this creating a future-proof workforce, which suggests that that HR professional can predict the future needs of the workforce.
However, we know that trying to predict the future can be tricky, especially when technology has taken over many aspects of our lives.
A few years ago, no one would have thought that Uber and Lyft could transform the transportation industry with a new breed of drivers. Or that Amazon would be so successful today. These companies require a workforce to drive the vehicles and park the items for the customers.
The fundamental aspect of transforming workforce management in the Gulf and Dubai is to embrace changes in the business sector of the Middle East. We need to view workers as valuable assets rather than a collection of talents. When we talk about a future-proofed worker, we mean that he will be the one with the capability to learn and apply new skills and ideas. One who can adopt new perspectives and assist in the development of new cultures.
We are talking about the development of a completely new talent environment created from 3 unique HR practices; hiring, learning, and restructuring on a foundation of workforce principles. The success of this new environment involves several steps when planning these are:
Think. Successful workforce management in the Gulf and Dubai considers the skills needed in the future of the Middle East not just focusing on organizational design. Ask yourself useful questions such as what kind of employees do you need? Where will you get them?
Analyze. Instead of looking for external talents, consider your staff. This means you have to examine their capabilities and adaptability. You ought to understand the employees who fit the future and who can’t contribute to the future success of the organization.
Share. A workforce management change in the Gulf and Dubai needs reinforcement from the leaders and staff for its success in the Middle East. Sharing your future-proofing strategies earns you trust from your employees. Ensure that the staff understands that these strategies bring about many changes.
Act. Thinking about a future-proofing strategy is the first step the next is to put it into action. Ensure that there are continuous training, reskilling, and creative exit solutions. The workforce management success in the Gulf and Dubai businesses relies on the freedom of the workers to apply and train for various positions in the same organization in the Middle East. However, remember that poor-performing workers and those not willing to adapt to change ought to be separated.
Re-think. It might be challenging to get future-proofing right the first time it is, therefore, crucial to review and examine your strategies for positive results. Reviewing your existing practices and programs gives you an insight on what to fix.
A future-proof social contract exists between the employer and employees if the strategies are correctly implemented. When it comes to successful workforce management in the Gulf and Dubai, employers ought to show concern for their employees’ future.
In today’s age of workforce transformation, businesses and organizations will be categorized into 2 primary divisions: those concerned with future-proofing their workforces and those that will struggle with the idea and be left running in circles.
Which organization would you rather work for?