At Rewaa, our approach to employee engagement is centered on fostering open communication and a supportive culture. We prioritize platforms like 'Rewaa Listens' to encourage employees to freely express their ideas and concerns. Regular team meetings, one-on-one check-ins, and town hall sessions ensure everyone feels heard and engaged. Additionally, we value recognition and rewards as vital components of our employee appreciation strategy. Our robust program includes both formal and informal acknowledgment, such as shout-outs in meetings and tangible rewards, to celebrate our employees' efforts and achievements.
Professional development is a cornerstone of our employee-centric strategy at Rewaa. We invest in continuous learning opportunities through training programs, workshops, and mentorship to support our employees' career growth. Moreover, we offer tailored programs for fresh graduates, ensuring they have the necessary resources to kickstart their professional journey. Alongside professional growth, we prioritize the well-being of our employees. From wellness programs to flexible work arrangements and mental health support, we strive to create a positive work-life balance. Our commitment extends to fostering an inclusive culture where diversity is celebrated, ensuring every employee feels valued and supported.

The HR landscape in our industry presents several significant challenges. Attracting top talents globally, especially from leading SaaS companies, poses a constant demand for strategic recruitment efforts. In the Saudi market, grappling with inflation in compensation and benefits adds complexity to maintaining competitive packages. Retaining high-performing individuals is a challenge amidst fierce competition. Additionally, ensuring the effective engagement of remote working employees requires dedicated attention. The ongoing need for automating HR processes through the integration of technology and AI further compounds the dynamic challenges faced by HR professionals in our industry.

Rewaa prioritizes fostering a strong sense of teamwork and camaraderie among its employees through a variety of engaging activities. These include special events aligned with cultural and religious occasions such as Eid Al-fitr & Al-adha, Ramadan, Annual Town Hall, and Founding Day. Team-building efforts extend beyond the office, with each department participating in activities designed to strengthen relationships. Icebreaking events like Coffee Day, Tea Day, Pizza Day, Photography Day, Women’s Day, Happiness Day, and Heritage Day contribute to a vibrant and enjoyable workplace culture. Notably, initiatives for international employees aim to enhance loyalty by bringing them to the Saudi headquarters in Riyadh, providing opportunities to connect with colleagues and experience the rich cultural activities Riyadh has to offer, such as group outings to the Riyadh Season event. Additionally, personal occasions like marriages and graduations are celebrated, reinforcing the organization's commitment to recognizing and appreciating the personal milestones of the employees.

The experience was smooth. We had a chance to reflect on our HR processes, assess what we do, and discover the areas of improvement. Furthermore, employees had the chance to reflect on the leadership and HR practices, compensation and benefits, teamwork and relationships, employee engagement, workplace policies and procedures, and corporate social responsibility.

For organizations considering starting the certification process, it is crucial to first comprehend the value and procedures involved by engaging with representatives from Best Places to Work (BPTW). They must prioritize the development and enhancement of their HR management areas outlined in the BPTW surveys. Applying for the certification early is advised to allow ample time for necessary improvements if the minimum score is not initially achieved, presenting the opportunity to redo the assessments. Organizations must internally market the BPTW certification to ensure all employees recognize its significance in advance, as well as gain leadership and upper management buy-in for the certification process, and strategically plan how and where the achievement will be marketed to maximize the impact.

At Allianz Trade Morocco, employee engagement is a top priority. We encourage open communication, host regular team meetings, and provide one-on-one discussions with managers. Our Internal Ambassador program ensures we listen to employee input and take action. We offer skill development through Business Academies and prioritize employee well-being with mental health, work-life balance, and physical wellness initiatives. Embracing diversity and inclusion, we ensure every employee feels valued. Our holistic approach aims to create a supportive and rewarding environment where employees thrive both personally and professionally.

In the trade credit insurance industry, several significant HR challenges persist, reflecting the dynamic nature of the sector and the evolving needs of businesses. One prominent challenge is talent acquisition and retention, particularly in specialized roles such as underwriting and risk assessment. With increasing demand for skilled professionals in these areas, attracting and retaining top talent is a priority. Additionally, adapting to technological advancements and digital transformation presents a challenge, as it requires upskilling existing employees and recruiting individuals with expertise in areas such as data analytics and automation. Lastly, fostering diversity and inclusion remains an ongoing challenge, as our group works towards creating a more representative workforce that reflects the diverse markets it serves.

We offer a variety of teamwork activities designed to foster collaboration, strengthen relationships among our employees. We organize interactive workshops facilitated by professional trainers to enhance communication, problem-solving, and teamwork skills. These workshops often include team challenges, role-playing exercises, and group discussions aimed at promoting collaboration and trust among team members. We also encourage employees to participate in community service projects and volunteering initiatives through our CSR Internal committee. Whether it's organizing a charity event, participating in a cleanup drive, or volunteering at a local shelter, these activities not only promote teamwork but also contribute to making a positive impact in the community.

Our journey towards achieving the Best Places to Work certification has been both rewarding and enlightening. It has served as a valuable opportunity for introspection, allowing us to reflect on our organizational culture, employee satisfaction, and overall workplace environment. Throughout this journey, we have gained valuable insights into the factors that contribute to our employees' well-being and engagement, as well as areas where we can further improve and innovate. We are very proud our of 1st raking as Best Place to Work in Morocco (SMEs category) and also having been recognized 4th Best employer in Africa and 11th Worldwide which reaffirmed our belief in our organization's values and vision. Moving forward, we are committed to building upon this foundation and continuously striving to create an even better workplace for our employees.

When implementing the certification process for your organization, prioritize transparency, communication, and employee involvement. Engage with your team to gather feedback and insights on areas for improvement. Ensure alignment between your organizational values and the certification criteria. Develop a clear roadmap outlining the steps and timelines for certification. Finally, embrace the process as an opportunity for growth and continuous improvement.

At Novo Nordisk, we are led by a set of values known as the Novo Nordisk Way, underpinning these values are 10 essential behaviors. One of these behaviors is to create and sustain a healthy and engaging working environment. Our 'Speak Up' policy encourages open communication and idea-sharing for continuous improvement. We facilitate transparent communication through regular 1:1s with People Leaders and teams, initiatives like the "Boots-on-the-Ground" campaign, and "Listening Tours". Recognizing the importance of flexibility, we support our staff with a 3-day in-office policy, promoting work-life balance and remote work options.

Challenges in attracting & retaining skilled professionals with requisite experience especially in specialized areas such as research, medical, regulatory and market access are top of the list in the pharmaceutical industry. 

A 360 approach to employee wellness is key to facilitating a healthy organization and an engaged workforce, this is why our BAMEAC Roadmap to Health & Wellness Journey and more specifically the It Starts with Me Campaign were so crucial to our collective success with wellness. This campaign was developed to make wellness a personal journey by reminding everyone in the team that to make changes for our health, we must believe that change starts within each one of us. It is our commitment to our unique journey that will bring about sustainable improvements.

There are several other initiatives that we provide as an affiliate, such as offering an array of fresh fruits twice a week ensuring we are encouraging a healthy lifestyle with our staff. Through the Wellness Team, we have also arranged for chair yoga and other meditation.
 

We have participated in Best Places to Work since 2021 and 2023 was a special year as we celebrated 100-years of Novo Nordisk, and we were awarded number 1 Best Places to Work in South Africa and number 1 in the continent of Africa. In 2023 we also participated in Best Places to Work for Women for the first time, and we received our certification with particularly good engagement scores. This is important as we employ 77% females in our organisation. It has been a wonderful experience which has allowed us to benchmark ourselves externally. 

It is a simple and user-friendly process with support from the Best Places team. Being recognized as a top workplace has enhanced our employer brand, making it more attractive to top talent and aids in retaining existing employees. The employee survey provides valuable insights into employee engagement and satisfaction, this feedback then guides improvements in the workplace. Participation allows an organization to benchmark their workplace practices against industry standards, fostering continuous improvement.

At Faptic, we believe in actively engaging employees to foster a positive and productive work environment. We offer professional development opportunities with 8 paid hours per month for growth and learning aligned with career goals. We recognize and celebrate achievements, big and small, showing appreciation for everyone's hard work. Transparent communication is encouraged, allowing employees to share thoughts, ideas, and concerns directly with leadership. We organize team-building events, off-site retreats, virtual team lunches, and occasional parties to build camaraderie. Additionally, we encourage a sense of ownership and autonomy, as we believe empowered employees are more engaged and motivated to contribute their best efforts.

HR landscape in the IT industry is evolving rapidly, challenges are consistently identified, so strategic and proactive approach from HR professionals is needed. One of the most important challenges is Talent Shortage and Competition, as the demand for skilled IT professionals often exceeds the available talent pool. Attracting and more importantly, retaining top talent in a highly competitive market is a persistent challenge.

At Faptic Technology, we understand the importance of fostering a positive and collaborative work environment through various teamwork activities. That's why we organize team-building events and off-site retreats, featuring workshops, group discussions, and recreational activities to promote team bonding, communication, trust, and collaboration. Additionally, we host regular virtual team lunches to facilitate informal connections and discussions. Occasional parties are also arranged to celebrate achievements and milestones, providing opportunities for team members to relax and strengthen connections. Furthermore, we support ad-hoc gatherings initiated by team members, whether it's a quick coffee break or a spontaneous evening out, as they contribute to a more dynamic and collaborative workplace culture.

Our journey towards Best Places to Work (BPTW) certification in 2023 was both illuminating and rewarding. We approached it with professionalism and dedication, recognizing its significance to our team. The process was rigorous, covering various aspects crucial to a thriving workplace, from employee surveys to evaluating policies. It challenged us to continuously improve and align with industry standards. The feedback from our employees was insightful, allowing us to celebrate successes and identify areas for further enhancement transparently. Finally, our entire team felt immense pride being placed 6th Romania and 15th Europe-wide, it generated a real buzz as an acknowledgement and validation of the working culture we are striving for.

Implementing the Best Places to Work (BPTW) certification process is invaluable for enhancing employee satisfaction, retention, and overall organizational success. Essential steps include securing leadership commitment to signal dedication, transparently communicating the benefits to all employees, reviewing and aligning policies with certification criteria, maintaining accurate documentation, and regularly recognizing achievements to boost morale and motivation throughout the journey.

Fujitsu Global Delivery Center (GDC) Philippines prioritizes employee engagement through diverse activities, both virtual and on-site. Our Quarterly Team Development program empowers teams to lead and enjoy tailored activities. Continuous learning opportunities, engagement surveys, and a rewards program further contribute to a positive work experience. And lastly, we recognize talents through our rewards program to ensure that their efforts and contributions are rewarded.

We've recently tackled three major challenges: a rise in employee mental health concerns, talent retention amidst global opportunities, and ongoing engagement in a hybrid work setup.

We find the right solutions by bringing different perspectives from different groups within the organization. Especially for internal projects, we make sure that we work together to resolve and improve the way we work. We partner with like-minded organizations to provide support to communities and volunteer to programs that matter. Likewise, we enhance camaraderie by making sure there are regular development program opportunities to learn and grow.

It has been an affirmation of the things that we are doing well, that “We are doing the best practice in the industry.” Like a checklist, it helped us to focus on things that matter to provide the best work experience for our employees. 

When seeking certification, cherish every effort by documenting and nurturing it. Prioritize attentive listening and swift action, while acknowledging the significance of your brand image in both attracting and retaining talent. Being part of a company that offers the best work environment brings pride, making this investment truly worthwhile. 

Our company fosters a collaborative and flexible culture, prioritizing employee engagement through accessible training, swift decision-making, and a non-hierarchical structure that encourages the best ideas. We support community outreach and individual initiatives, promoting autonomy and a performance-driven environment. With competitive salaries, open communication, and recognition programs, we aim to create a dynamic and inclusive workplace where employees thrive as micro-entrepreneurs in their respective fields.

Our ultimate aim is to foster an environment where every individual feels valued, empowered, and motivated to excel. Acknowledging the challenges ahead, including communication barriers and diversity issues, we are dedicated to actively addressing these obstacles to reinforce our commitment to inclusivity and empowerment within our team.

We employ various strategies to promote team cohesion and employee engagement within our organization. Through our Social Committee's efforts, we organize diverse events and activities fostering camaraderie among colleagues. Additionally, we prioritize effective communication by offering toll-free numbers and other platforms for open dialogue. Volunteer opportunities with Ronald McDonald House Charities encourage teamwork and social responsibility. Our team bonding activities are designed to instill our core values and foster a sense of unity. We maintain motivation through dynamic calendars, restaurant incentives, and global and local recognition programs like the President and Ray Kroc Awards and Employee of the Month. Regular team activities, yearly incentives plans, and celebratory annual parties further enhance our collaborative and positive work environment.

The Best Places to Work certification journey has been enlightening for our organization. The two-step process, focusing on key workplace factors and including employee surveys and HR assessments, has provided valuable insights. The employee survey has been instrumental in understanding our workforce's sentiments, while the HR assessment ensures our practices align with industry standards. Despite challenges, this journey has driven positive change, reinforcing our commitment to creating an exceptional workplace where everyone thrives.

If you're considering implementing the certification process for your organization, my advice is to embrace it wholeheartedly. This program partners with diverse organizations across industries, providing an excellent tool to measure, benchmark, and enhance HR practices. It not only offers valuable insights but also grants access to tools and expertise crucial for delivering effective and sustainable change. Embracing this certification process can be a transformative journey toward creating a workplace that thrives and evolves with the best industry standards.

Estarta empowers its employees by promoting a culture of trust, collaboration, and innovation, as well as careful planning, support, and communication from the management with clear expectations, feedback, and recognition from and to all employees.

The main HR challenges that the ICT industry faces today are attracting, retaining, and developing talent, as well as staying updated with the latest technological trends. Corporate responsibility activities are alive and being illustrated in our partnership with many Corporate Social Responsibility institutes, employee constant representation in different workshops and conferences, and training with full participation and outstanding results.

Estarta was recently recognized as one of the top 8 “Best Places to Work” in Jordan for the year 2023. Achieving the award was a great journey yet very challenging, making sure to implement best workplace practices, policies, and procedures, in addition to hard work from all teams collaborating in harmony to achieve best practices in the workplace.

When seeking the Best Places to Work certification, we actively pursued our mission by undertaking the necessary steps to meet the outlined processes and criteria. This involved aligning employees with Estarta's vision and mission, fostering transparent communication, providing comprehensive support for employee learning and development, recognizing and rewarding employee performance, promoting teamwork and collaboration, and offering leadership guidance and support. All these initiatives were implemented in light of our vision and mission, adding a special Estarta touch, with the goal of bringing about the substantial positive change we aspire to see in our work environment.

Hard work pays off, and after constant implementation and work, we have achieved the certification. This is a proof of our dedication and a valuable Estarta vision. We are proud of our great employees and the support they paid for and received along the way in achieving the Best Places to Work Award.

Creating an inspiring, inclusive, and healthy work environment is of utmost importance for our company. We implement employee development programs that incorporate the latest trends in technology and digitization, along with initiatives focused on physical and mental health, such as the Arctic WellCare Journey. In addition, at Arctic we provide training sessions so that all staff, including interns, subcontractors and temporary employees can contribute to the company's sustainability targets. We champion gender equality in technology through initiatives like Women inTech and Arctic Women Community. Throughout 2023 we organized around 50 workshops for Arctic employees on our workplace culture. 

The white goods industry, like many others, is constantly looking for creating and sustaining inclusive workplace cultures and of addressing unconscious bias. Our HR efforts go towards fostering an environment where employees of all backgrounds feel valued, respected, and have equal opportunities for growth.

The industry is also increasingly recognizing the importance of holistic health for employees - physical, mental, and emotional wellbeing. Stress management, mental health awareness, access to wellness programs are all critical areas that need addressing. Moreover, work-life is not just a personal need, it is a critical initiative that benefits businesses, employees, and society at large.

Arctic prioritizes teamwork for holistic employee growth and fosters an inclusive work environment through initiatives like Arctic Women Community and Arctic WellCare Journey. These programs tackle gender imbalance and promote well-being, showcasing our dedication to a positive workplace culture.

Arctic Women Community was established in 2020, empowers women professionally and personally while striving for gender balance in management through diverse projects and partnerships like workshops, cancer prevention campaigns, and mentoring programs.

The Arctic WellCare Journey was launched 2022, focuses on employees' well-being across seven dimensions, including physical and emotional health, fostering a healthy lifestyle and work-life balance. With both offline and online components, it provides comprehensive support for employees on their well-being journey.

The communication throughout the certification process was characterized by a high degree of transparency and clarity. The team at Best Places to Work demonstrated a commendable level of professionalism, providing essential support for pivotal steps in the process. The comprehensive report furnished by the certification process serves as a valuable tool for companies to identify areas for improvement. The method employed, wherein strengths were underscored, is duly appreciated. The subsequent follow-up meeting proved to be enlightening and contributory to the overall evaluation.

The certification process involves an assessment of workplace practices and culture that provides valuable insights for identifying strengths and areas for improvement. The focus should not be on the immediate goal - getting the certification, but on creating a culture of continuous improvement and on authenticity. Every employee deserves to work in an environment where they feel valued, supported, and empowered to thrive. Treating employees fairly is not only ethical sound but also a strategic imperative for long-term success. 

Being recognized as a "Best Place to Work" brings great added value to a company beyond just the accolade itself. It signifies that the organization has successfully cultivated a positive and supportive work environment. This recognition not only attracts top talent but also enhances employee engagement, satisfaction, and retention.

Moreover, it is an acknowledgement of the investments made in employee well-being, professional development, and work-life balance, serving as a reminder of the positive impact that prioritizing people can have on the organization.

AstraZeneca attributes its status as one of the best working environments to the pervasive application of its overall culture. The company emphasizes putting people first and ensuring that nobody is left behind. This commitment to a people-centric approach is a key element contributing to AstraZeneca's positive working environment. If you have any more questions or if there's anything specific you'd like to know about AstraZeneca, feel free to ask!

AstraZeneca's corporate culture can be described in five words:

1. Clear Performance KPIs
2. Fair reward
3. Personal Development plan
4. Clear Communication
5. Inclusion & Diversity

AstraZeneca provides various activities for its employees to enhance their well-being and engagement. Some of the activities offered include:

1. Health and Well-being: Fitness subscriptions Annual health check-ups Awareness meetings focused on health-related topics
2. Security: Awareness programs on road and home security
3. Family: Family day events to promote a sense of community among employees and their families

AstraZeneca is actively involved in giving back to the community through various initiatives. Some of the ways in which the company contributes to the community include:

People:

AstraZeneca is involved in initiatives like Healthy Heart Africa (HHA) and the Africa PUMUA Initiative. These initiatives aim to ensure broad access to life-changing medicines, particularly in regions where health challenges are prevalent.

Planet:

The company collaborates with non-governmental organizations (NGOs) for environmental initiatives, such as sea cleaning and tree planting actions. This reflects AstraZeneca's commitment to environmental sustainability and corporate social responsibility.

AstraZeneca provides various continuing learning opportunities for its employees to support their professional development. Some of the initiatives include:

I CAN Projects:

Employees have opportunities to participate in I CAN projects, which provide hands-on experiences and allow them to learn new skills in real-life scenarios.

Mentorship & Coaching Programs:

AstraZeneca offers mentorship and coaching programs to facilitate the growth and development of employees. These programs provide guidance and support for career advancement.

Percepio:

The company has an online platform called Percepio, which serves as an autonomous AstraZeneca site for training on a wide range of topics. This platform enables employees to access training materials and resources conveniently.