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Preparing for 2023: HR Mistakes to Avoid in 2023

The new year is almost approaching. While everyone makes resolutions for the future, HR must review, eliminate, and evolve to keep up with changing times and employee ambitions. With globalization and technology improvements, HR must be quick to identify these shifts in patterns and act as change agents. Click here to see Recruitment Agency in Karachi.

HR trends are not expected to continue in 2023

Whether a company is small or large, the HR department has evolved from a support function to a need. Organizations or businesses who are unaware of this risk face lawsuits, increased staff turnover, lower productivity, and financial difficulties. The following are some HR trends that will not be seen in 2023:

Filling out timesheets by hand

When you have automatic time tracking software that measures tasks accomplished and the hours put in to execute them, asking your staff to fill out timesheets manually is ineffective. It exposes you and the employee to potential mistakes and conflicts, as well as wasting time and money.

For the sake of HR

Many small firms maintain an HR department for the sake of appearances, or they feel the need to have additional policies as they grow. Rather to having a half-baked HR, it is preferable to outsource it to HR firms that provide industry-specific solutions.

HR without a manual

It is usually a good idea to have an employee handbook on ready in case things go wrong. It doesn’t have to be too extensive, but it should encompass all of the major laws, regulations, and policies so that the organization’s goals and vision are not lost.

Here are some more rules that are too antiquated to be applied in 2023:

– You must arrive on time, even if you worked overtime the day before. The regulation is essentially a punishment for hardworking employees who go above and beyond.
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– Your timesheet takes precedence over your overall performance and ideas. The use of a bell curve is highly out of date. Microsoft discontinued this strategy after recognizing that it was costing them talent.

– You are not permitted to transfer between departments until your boss permits it. Limiting inter-office mobility prevents employees from expanding their talents and may cause them to feel stuck.
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– If you try to express something different, your manager may punish you. Progressive businesses are growing flatter in order to provide every employee a platform to express their thoughts and ideas.

– Behaving as if staff are children. Your employees are grownups who should be treated accordingly. Punishments and warnings must be developed through discussions with the personnel involved and the development of policies that are adaptable to individual scenarios.

Your most valuable resource is your workforce, and it is HR’s responsibility to keep them motivated. Learning from 2018 and utilizing technology can assist your organization in being prepared for the challenges of 2023.

Why do HR departments suffer in the Middle East?

Because of its natural resources and rich multi-ethnic work culture, the Middle East has always been a focus of commercial activity. The region’s economies are diversified, with both the poor and the wealthy competing for resources. Oil and oil-related products, agricultural, cotton, livestock, dairy, textiles, leather products, surgical tools, defense equipment, and even banking are all businesses found in prosperous nations. According to UAE Vision 2021, this change includes shifting from a resource-driven to a knowledge-based region, with a target of 40% knowledge workers. All of these factors combine to make this area a popular destination for ex-pats.

Local labor in the Middle East

With extensive exposure to digitization, the Middle East’s workforce is highly competitive and technologically aware. Moreover, 40% of the region’s population is under the age of 25, making it one of the most youthful populations in the world. Despite the high unemployment rate, research suggests that millennials are hardworking and unwilling to retire early. Locals are mostly drawn to the government sector, and while local talent is growing, skills are lacking. Attracting and retaining these citizens is a significant problem and opportunity for HR professionals.

Middle Eastern ex-pat workforce

Middle Eastern countries, like many others, including the United States, lack competent workers. Because of the scarcity of domestic talent, HR is compelled to go elsewhere. Expats are eager to accept offers from the Middle East, but keeping them is challenging. External workers work in the Middle East for 2-3 years before returning to their home countries for greater possibilities. As a result, maintaining people entails offering them reasons to stay. Some corporations provide incentives such as tax-free income, housing allowances, health insurance, school expenses, and an annual return flight home.
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While some countries have forgiving ex-pat regulations, others have extremely tight policies that may appear hostile or unwelcoming to the global worker. Some Middle Eastern countries lack robust regulation, making it difficult for HR to retain staff owing to continual changes in health and safety policies.

Conclusion

The problems for HR in Middle Eastern countries are quite distinct and demanding, but expanding economies of scale make them a profitable task in the long run. Attracting, training, and retaining workers will be a huge win for the region. Click here to see HR Services in Dubai.

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