ADVANCING HR AGENDA; OVERCOMING ORGANIZATIONAL CHALLENGES

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[Audio] Complying with external challenges requires us to meet regulatory requirements while safeguarding our brand's vulnerability. Effective workforce planning involves managing career pathing opportunities and implementing change management strategies. Driving business outcomes necessitates culture transformation and managing talent competition. Corporate governance is crucial for ensuring compliance with projected organizational challenges by 2025..

[Audio] To develop a compelling business case, it is essential to comprehend the primary difficulties encountered by our CEOs. The main challenges include insufficient backing or endorsement from senior executives, restricted information on human resources, and misalignment between HR targets and those of the firm. In order to conquer these hurdles, we must reinterpret HR suggestions as business solutions that are aligned with the corporation's overall plan. This entails combining HR objectives with those of the CEO, making sure that everybody is functioning toward shared objectives. By doing this, we may close the gap between HR and business, producing a more unified and efficient method for attaining organizational success..

[Audio] To address these challenges, we need to define our HR roles and gain consensus on how they fit into the overall organizational structure. This involves identifying key leadership team challenges and understanding where role overlap occurs. We also need to prioritize competing priorities and align our HR initiatives with the leadership team's goals. Furthermore, delivering high-impact wins quickly will help build trust and empowerment within the organization. However, limited trust and empowerment can hinder this process. Therefore, it is essential to manage the leadership team effectively, ensuring that everyone is working towards the same objectives..

[Audio] We need to take several steps to continue developing employee engagement and satisfaction. An awareness program on service experience should be conducted to educate employees about the importance of delivering excellent customer service. The use of our employee experience platform should be reinforced to ensure effective utilization. Relative procedures of service experience should be developed to provide clear guidelines for employees. The digitization of our service experience process should be enhanced to improve efficiency and reduce paperwork. Our goal is to achieve an employee experience at the desired level, with key performance indicators such as engagement improvement at 67%, 100% of eligible employees having quality Key Performance Indicators and Performance Development Reviews, 100% execution of our workforce optimization plan, regrettable turnover less than 7%, training hours at 22 hours per employee, and Himam program effectiveness at 90% versus set criteria. Additionally, we want to ensure that 100% of all directors and above have a succession plan in place, and that 100% of our HR policies and procedures are deployed. Furthermore, we aim to digitize 80% of all our HR services, and achieve sales team capabilities at 75%. We also want to deploy our sales structure by Q2, and maintain a structure that is optimized for success..

[Audio] Mid-level managers are vital for effective implementation of organizational changes. Their active participation should be ensured through engagement in the change management team. Challenges they face, including resistance to change and limited knowledge of HR policies and procedures, must be addressed. Embedding HR education into onboarding and training programs can help overcome these obstacles. This equips mid-level managers with the necessary skills and understanding to manage people effectively and make informed decisions. Clear expectations and accountability measures should also be set to maintain consistency in people management practices across the organization..

[Audio] Employees involved in the change team must be acknowledged for the challenges they face. These challenges include low employee engagement and morale, skepticism or mistrust, and high turnover rates. Openly communicating concerns and solutions, identifying the underlying reasons, and working together to find shared solutions can help overcome these obstacles. A collaborative approach helps build trust and fosters a more positive work environment..

[Audio] The company recognizes outstanding performance through various awards. The Top Engagement Team CUP is given annually to the most engaged team in the department. This award is presented during an annual event, approved by the CEO and CHRO. The Line Manager Excellence award is awarded quarterly to line managers demonstrating excellence in managing their teams. Their direct reports also receive recognition. The Best Employee Experience Team award is presented quarterly, where the top-scoring manager, nominated by employees, receives a gift card and certificate. The company also has the Best Employee Experience Function of the year, where one team is recognized annually for its performance at the desired service level and above. The CEO, CHRO, and HOF present this award. The Peer-to-Peer Award allows each employee to nominate up to two colleagues for their contributions, with a thank-you card and great job message. This award is given monthly and is unlimited. The Cenomi Values Award is given quarterly to individuals demonstrating behaviors of any of the Cenomi competencies. The GCEO Annual Award is presented annually to individuals who have made extraordinary individual contributions, walked the extra mile, and delivered business value. This award is given by the panel and the GCEO..

[Audio] Inadequate skills and expertise can hinder our ability to deliver effective HR services. Limited resources and capacity can restrict our ability to meet the needs of the organization. To overcome these challenges, we should use data to advocate for more support from senior management. This involves gathering evidence on the impact of HR initiatives and presenting it in a way that demonstrates their value to the business. Involving the HR team in strategic planning ensures that everyone is aligned and working towards common goals. The potential lack of buy-in from HR stakeholders, including employees and leaders, must be considered. They must understand the importance of HR's role in driving business success and be committed to supporting its efforts..

[Audio] The various stakeholders within an organization must be considered to achieve our goals. Key groups involved include the CEO, leadership team, mid-management, employees, HR employees, and audit and corporate governance teams. The CEO prioritizes leadership team alignment, mid-management engagement, employee retention, compliance and governance, leadership development, and succession planning. The leadership team focuses on strategic business partnership, operational efficiency, clarity of roles, and succession planning. Mid-management emphasizes employee experience, localization, accelerated recruitment, recognition program, and cost optimization. Employees require clear policies and procedures, employee retention, culture building and maintenance, and employee experience. HR employees prioritize MOHR, clear and visible HR policies and procedures, progress on execution of observations, and upskilling programs. Audit and corporate governance teams focus on compliance and governance. Understanding these diverse interests will facilitate navigation of the complexities of advancing the HR agenda and overcoming organizational challenges..

[Audio] We need to partner with marketing to strengthen our internal storytelling in order to effectively manage external challenges. Addressing brand vulnerability requires showcasing our organization's strengths and values. Regulatory compliance demands involvement of the compliance and legal teams in our HR initiatives. Supporting the Ministry of HR's mandates necessitates creating a visible presence within the organization. Navigating the pressure from the Ministry of HR and the National Recruitment Committee requires being proactive and transparent in our communication..

[Audio] Technology fluency, reading the surrounding environment, and strategic thinking skills are essential for developing effective business acumen. This enables navigation of complex business landscapes and making informed decisions. Role competency, critical thinking, and decision-making abilities allow effective management of stakeholders and driving business agility. Change leadership and emotional intelligence help adaptation to changing circumstances and fostering a positive work environment. These skills are crucial for CHROs to excel in their roles and drive organizational success..

[Audio] Our company values are built on a foundation of legal standards and ethical conduct. This means that we operate within clear boundaries that ensure fairness, transparency, and accountability in all our dealings. We strive to maintain the highest standards of integrity and professionalism in everything we do. Our commitment to leading with ethical boundaries guides our decision-making and actions, ensuring that we always act in the best interests of our stakeholders and the wider community..

[Audio] It is essential to address organizational challenges and advance the HR agenda by acknowledging the importance of stakeholder interests and strategic business partnerships. This involves discussing various aspects of the topic, including how to balance competing priorities and make informed decisions that benefit both the organization and its stakeholders. By doing so, we can create a more collaborative environment where everyone works together towards common goals..