Motivating employees is a continuous process. The measures we take are correlated with the results of the internal surveys we conduct on a regular basis. We can decide, for example, to add new benefits such as Floating Days or an annual bonus, but also to introduce a variety of social activities – quarterly team meet-ups, in-person meetings at the office or internal events. 

The learning opportunities have also been adapted to hybrid and remote work, so that, starting in 2022, we implemented several e-learning solutions, complementary to the in-person training sessions provided by internal or external trainers. This is how we succeeded to answer the development needs of our employees – introducing technical trainings, specific to the field in which they operate, as well as soft skills and languages trainings.

It depends on the industry we are referring to. For engineering and IT Services, the main challenges are the limited number of professionals compared to the existing demand and the short employment duration. In other words, fewer candidates, and higher attrition rates.

The certification process went quickly and was smoothly. For us, it was also a process of discovery and analysis, that brought us closer to the needs of our employees. We gained

A better understanding of those aspects that we need to work on, as well as of our strengths.

To see in this certification, not just a formal process, but a valuable opportunity to learn and obtain information on the company and its employees. Obtaining the Best Places to Work certification should be part of the evolution of any Romanian company.

As a CHRO, there are some challenges that keep me awake at night: To me, Insurance business is considered people business. Hence, what at the top of my head is always around how we can keep ourselves competitive, especially in the people front.  We have been the market leader for years and that is because we have quality and right people. My worries are therefore being recognized as the best place to work and that is the ability to attract and retain the top talents in the current competitive environment where talent war becomes stronger and stronger. The other challenge would be how we can develop the agility in the organization where people can be mobilized to respond to priorities of the business to keep up excellent customer experiences. We expect ways of working that are towards simpler, faster, and more connected organization that allows people to be empowered to test and learn.

Every year, we have different HR metrics that are aligned with the key priorities to support the business growth.

• We continue to monitor the level of our employees’ engagement in various aspects and segments such as new joiners, management, and staff.
• Towards our new ways of working strategy, our metrics will be on the percentage of employees in the technology, digital, and analytical roles and capabilities.
• To the extent of being simpler, faster, and more connected organization; our metrics will be on the percentage of employees working in agile teams

At AIA, we offer flexibility arrangements such as working from home (WFH), flexible working hours. Nevertheless, we develop the clear guideline to people to still connect and strengthen working relationships such as "One Meet day per week" when all the team members will meet in person. To engage employees, we have a unique proposition under ‘WorkWell at AIA’. It is a fundamental aspect of our integrated activities and comprises of four key dimensions:

• Live Well: We promote health screenings, physical activities, and virtual events that remote employees can join.
• Think Well: We foster awareness of employees' mental health and provide tailored solutions in the form of education, self-help tools, counseling, and coaching.
• Plan Well: We provide access to professional help for planning and managing finances across different life stages.
• Feel Well: We build an inclusive work environment and supportive network that fosters a sense of belonging to a wider community, as well as CSR and ESG activities.

It was our honor to participate in the Best Places to Work program. Honestly, it's a simple and straightforward program. The Best Places to Work team guides us through each step and provides materials that we can pick and choose to communicate to our employees. The questionnaire is also available in multiple languages, making it easy for our employees to select their preferred language. 

Afterall, it’s not about the certificate but it’s about what is in it for your employees. Be authentic and always put employees as your top priority. You will know it yourself when you are ready to be certified.  Cultivate a culture of inclusivity that resonates with people's hearts and empowers them to achieve beyond their limits. Communication is key to ensure that employees understand the reasons why you want to participate in the certification program – mainly to benchmark yourself against the best practices.  The learning will be valuable if, somehow, you are not certified. You will definitely know how you can make your company better.

UTEC is one of the leading electrical manufacturers in the Middle East & Africa with 4 factories based in Riyadh and products sold in more than 20 countries reaching from the USA up to Australia. They are well known for our quality products with large market share in Saudi and several of the markets that they sell to. At UTEC, they have more than 1000 competent family members with a strong leadership team who are well known and respected as industry experts. At UTEC, they Power Cities through innovative quality products and services and they Empower Life through sustainable smart solutions, and people are at the center of all this. They develop and empower our people, embrace creativity, and promote collaboration so they could deliver on our values and brand promise every single day. It’s also worth mentioning, UTEC is a part of a large publicly listed conglomerate, “Bawan Group”, this also makes us have high levels governance and integrity backed up with solid financial capabilities.

At UTEC, the corporate culture is inclusive that embrace diversity, creativity, and teamwork. they have 6 values that shapes and governs the culture which are, “Customer First, Quality Always”, “Greater Together”, “Continuous Improvement”, “Compassion for People”, “Passion for Results” & “Frugality”. Living by the core values every day shapes the culture and helps all the employees always deliver on the brand promises.

The company has several activities that they offer to the UTEC family members, including different sports competitions : Football, Basketball & Cricket, they have innovation competitions such as Quarterly Kaizens and they also have several celebrations and fun events, such as “The Ice-cream Day” , “ The National Day” celebration and “Predict and Win” competitions.

They do give back to the community and their focus is always around people and empowerment. Accordingly, they have constant programs with universities and technical institutions where they provide sponsored trainings inside their facilities both soft skills and technical and manufacturing skills. They believe that knowledge is power, they also believe that providing the right skills and job opportunities is vital to growing the community and empowering young graduates.

They have different training programs for all the employees. Those include in-class soft training and on factory technical trainings. They also sponsor technical certifications for the workers and have periodic on premise and off premise workshops for the people with their partners.