Engaging our employees is at the heart of our culture. We foster a culture of open communication and transparency, where everyone's voice is heard and respected. A pivotal success story that has worked out well for us is having a dedicated group of engagement ambassadors from different functions who come together with the sole purpose of employee engagement and collaboration. Strong communication platforms have been designed virtually and onsite that allows for open dialogue and opportunities for cross cultural collaboration. We are constantly looking for ways to innovate and leverage the global resources we collectively have as a company. Our efforts have been directed to become a resilient output driven organization while keeping our employees in the center of this vision, looking at areas to provide a personalized experience for them. Additionally, we organize various team-building activities, wellness programs, and social events to promote camaraderie and well-being among our staff. We also lean on our internal ERG’s for guidance and support.

There has been a dynamic shift from an employee perspective on expectations from an employer. They want to be assured that they belong to a community that strives to constantly better itself. This requires for us to evolve some of the conventional practices and adapting them to newer ways of working. We have tried to imbibe this in our day to day processes, thereby empowering the individual.

Teamwork is fundamental to our success, and we offer a variety of activities to strengthen collaboration and camaraderie among our teams. From team-building workshops, to volunteering opportunities and sports leagues, employee resource groups, we provide a range of experiences tailored to different interests and preferences. These activities not only promote teamwork but also foster a sense of belonging and mutual support among our employees. We also offer professional collaboration across functions through digital platforms with our global colleagues.

Participating in the Best Places to Work certification journey has been an insightful experience for us. It has not only validated the efforts we've put into creating a positive work environment but also provided valuable feedback for further improvement. The process itself was rigorous yet rewarding, as it encouraged us to reflect on our practices and think about meaningful changes we would incorporate based on employee feedback. Being recognized as the best place to work in the UAE is a testament to our commitment to our people and our culture of excellence.

Our advice would be to approach the certification process with an open mind and thorough authenticity. There has to be a desire to enhance your workplace culture. Listen to your employees' feedback and take proactive steps to address any areas of improvement. Engage your team members throughout the process, as their input is invaluable in shaping a positive work environment. Most importantly, view the certification journey as an ongoing commitment rather than a one-time achievement, continuously striving to create a workplace where everyone thrives.

Mövenpick Hotels & Resorts prioritizes a dynamic workforce in line with Accor Hotels' corporate responsibility ethos of "Diversity, Equity, and Inclusion." Our extensive employee engagement initiatives encompass diverse professional growth avenues. From entry-level to top management, our team undergoes comprehensive training to stay abreast of industry standards. Annual surveys gather feedback, enabling us to address concerns and drive improvements. Recognizing outstanding performance, we offer tailored development plans, including access to online courses, bonuses, salary increments, and global exposure opportunities within Accor. We foster a positive work culture through team-building activities, outings, awards, incentives, and volunteer initiatives. Our commitment to employee well-being underscores our belief that a fulfilled team is vital to our success.

In the hospitality industry's dynamic landscape, Mövenpick Hotels & Resorts faces a major challenge in hiring. This challenge stems from various factors, including disparities between candidates' skills, education, and language proficiency versus their salary expectations. Notably, many applicants expect high salaries despite limited experience, which slows down hiring. Balancing diverse applicant skills and expectations with operational needs is crucial for Mövenpick. Addressing this industry-wide trend requires a strategic recruitment approach.

At Mövenpick Hotels & Resorts, fostering a collaborative culture is key to our service excellence commitment. We prioritize teamwork, recognizing the importance of each individual's role in our daily operations. By valuing and nurturing every team member's contribution, we ensure they understand and feel their significance in Mövenpick's success. This collaborative mindset shapes our organizational structure, promoting mutual respect, support, and a shared dedication to exceptional service. Emphasizing teamwork is fundamental to delivering outstanding guest experiences. We strive to create a workplace where every contribution is celebrated, aligning with our goal of service excellence.

Embarking on the journey to obtain the Best Places to Work certification has been transformative for Mövenpick Hotels & Resorts. This recognition has not only generated local interest but also elevated our status as the employer of choice, especially among aspiring hoteliers, with a notable increase in female candidates. The certification validates our commitment to a positive and inclusive workplace culture, making us a magnet for top talent in the hospitality industry. We are proud to be a preferred destination for those seeking fulfilling career opportunities. An extraordinary highlight was our participation in the Aqaba Career Expo organized by UN Women, where we showcased our dedication to creating an inclusive and supportive work environment. This journey has affirmed our position as a leading employer and reinforced our commitment to excellence in hospitality. We look forward to raising the bar for workplace standards and continuing to attract and retain the best talent in the industry.

Implementing a "Best Places to Work" certification process necessitates meticulous planning, thoughtful assessment, and an unwavering commitment to fostering a positive work environment. Drawing from our experience at Mövenpick, valuable advice for organizations considering this transformative path includes understanding the certification criteria, actively seeking employee feedback, securing leadership commitment, addressing employee concerns transparently, providing professional development opportunities, implementing recognition and rewards programs, fostering communication and transparency, emphasizing continuous improvement, and promoting diversity and inclusion. Achieving and maintaining this certification demands ongoing dedication, collaboration, and a genuine commitment to prioritizing employee well-being and satisfaction.

From the start, we emphasize transparency and values. During interviews, we showcase our facilities and explain the job and company in detail. Upon starting, employees receive a welcome pack and access our communication apps like Steeple and Factorial for news and documents. We give special attention to details of welfare to employees. For example, we’ve got free fresh fruit every day, free medical attention, birth presents, childcare help, sport events, parties and special awards. We value employee feedback, using surveys and maintaining open communication channels.

In our industry, we blend cutting-edge technology with traditional expertise because the intricacies of fishing aren't typically taught in schools. Another problem we're dealing with is keeping our employees. These days, people switch jobs a lot, and for us, that's costly because we spend a lot on training. That's why we're working hard to keep everyone happy and involved so they don't want to leave. This helps our company, FRIME, stay productive.

Our team-building activities are diverse and engaging, fostering camaraderie and collaboration among our employees. Many of these activities are sports-oriented, such as participating in renowned events like the Behobia Run, the Half Marathon of Barcelona, or the Camí de Cavalls in Menorca. Additionally, we encourage team spirit through employee-created football teams and participation in fishery contests. Beyond sports, we extend our support to social initiatives, particularly those benefiting young people, exemplified by our involvement with Fundació Impulsa. These activities not only promote a healthy work environment but also reinforce our commitment to community engagement and employee well-being.

Our experience with the Best Places to Work certification journey was both new and rewarding. While navigating the process initially posed challenges, the supportive team at Best Places to Work guided us through with patience and understanding. This journey underscores our dedication to creating a workplace where our team's well-being and success are paramount.

Having enough time to work on this is really important. You need time to explain the survey to your employees and make sure they understand its purpose and benefits. It also takes time to gather and organize all the information from the survey. And importantly, you need time afterwards to actually make the improvements suggested by the survey.

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 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.

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.

We carefully select and develop our Managers and Directors who are the main drivers for a healthy climate. Their approach to managing people is groomed by development programs and by an effective team of HR Business Partners. We carefully listen to our employees’ opinion, communicate often and are not afraid to address all issues in an honest manner. We measure engagement in all its dimensions and take action to improve what we hear is less optimal; when we cannot, we engage into dialogue with our colleagues to share perspectives and eventually find solutions together. We strive to maintain transparency and clarity in our direction, values and organizational expectations through management systems as well as through our internal relationships

The brain drain to other sectors, the fatigue with ever increasing regulation and compliance, inflation.

We have e bottom-up approach whereby our employees can chose their own development journeys and certifications in alignment with management. We invest in Learning and Development as a differentiator on the Banking market and we focus both on technical abilities, relationship skills, collaboration and managerial development. Digital skills and literacy as well as Design Thinking are among the directions where we encourage our people to grow. We also use a team dynamic improvement psychometric tool that focuses on key individual drivers that contribute to effective teaming and self-development. Obviously, the mandatory regulatory and compliance training are a must in our industry so that our people are up to speed with requitements and changes in the industry. 

We realized at the beginning of 2023 that we have achieved most milestones we had planned in the last three years as employer. We started from a minimal base of HR practices, mostly focused on the administrative function of HR and built progressively an organization where best in class Human Resource management practices became the norm and adopted completely. It took three full years to get here and it was time to test our maturity level with an external benchmark. 

We had already put in place benchmarking mechanisms for engagement, on 14 dimensions but engagement is only one aspect of a healthy organization, we wanted to test our People organization fully. We found BPTW in February and then we moved very fast afterwards. We completed the pre-assessment before engaging our whole population into the survey, we got onboard our Leadership on this idea and we just followed the steps the BPTW team indicated. They have been a great partner in this journey. We are now discussing with each director the feed-back on their area and, despite the very good results, we find lots of things to learn and improve.

We often have a different perception of our work in HR versus what people may think and feel. Therefore, it might be risky to engage your whole organization into this endeavor if you do not really know your employee experience. Take the pre-assessment and then discuss with some of your key employees about the chances they see for the company to reach the required certification level.

And most of all, trust your own instinct on the likelihood of the success of the certification. I am a believer, in people and an things that are done properly and I knew we had done a thorough work during this years and that we stood a fair chance to be certified. In case we had failed, at least we would have had a clear improvement starting point of a plan.