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.

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.

We are committed to therapeutic progress to serve patient needs. At Servier, our vocation, combined with our independence and long-term vision, enable you to find meaning and purpose to give the best of yourself. Because the health challenges of tomorrow deserve innovative solutions, at Servier, you will be able to express your talent within a high-performing international Group, driven by collective energy and recognized for its scientific excellence. Because being a catalyst for change is a key factor of individual and group motivation, at Servier, you will have all the cards in hand to dare and grow within engaged and united teams.

Our people are the most valuable asset, so we pay close attention to building a company culture based on four values: Care, Dare to Innovate, Commit to Succeed, Grow by Sharing. They are our guide for building an atmosphere in the company, where each employee feels part of the team and valued, where the employee has the opportunity to develop and influence decision-making.We create wide range of opportunities in Servier Ukraine for employees to maximize their potential. And the figures speak for themselves - Servier has been operating in Ukraine for more than 20 years. Our team throughout Ukraine consists of 250 committed professionals, almost half of whom have been working in the company for more than five years.

Servier offers a professional and caring environment that encourages self-development and self-actualization through tailor-made onboarding journeys, mobility opportunities, quality training, responsible management, cohesive teams and more. Learning and development at the heart of our culture of excellence.

Our training offer is recognized for its quality in the pharmaceutical sector. Learning takes place not only in the workplace, but also through online and face-to-face training sessions as well as through participation in seminars and congresses.

We adapt our training to the needs of each individual. This contributes to the development of employees’ skills and gives them a solid foundation for understanding and grasping the major strategic challenges that our Group and the pharmaceutical sector are facing.

Take part in our student and employer branding activities to get to know better about Servier in Ukraine, join our social media channels to follow the life in Servier Ukraine, read interviews with our medical representatives and stories at the job portals and in the media – meet us and make a step to be a member of Servier team !

They are Purpose-led, consumer-focused, Values-enabled, and locally empowered. For 58 years, their proud makers and bakers have “wowed” consumers with amazing brands and enviable snacking know-how. They are master chocolatiers. Cheese makers. Confectioners. Pastry chefs! They are proud of their past, but more excited about their future -- one that’s focused on growth. Their roots and their progress give them a strong foundation to evolve into the winning growth culture they all want to become.

They’re a highly engaged team who love the brands and innovate boldly to offer consumers the right snack, for the right moment, made the right way. Their three values –Love the Consumers & Brands, Grow Every Day and Do What’s Right – shape the culture, guide the actions, and reflect what they believe in and how they desire to lead, every day. They’re building a consumer-centric and diverse winning growth culture that empowers local teams to lead with a growth mindset and agility over perfection through their local-first (but not local only) model that empowers their BUs to make decisions with their local consumers in mind. They’re embracing inclusion to reflect the diversity of their consumers and maximizing the power and potential of their passionate makers & bakers around the world as a competitive advantage to deliver stronger business performance.

The company is shifting the mindsets and behaviours on how they lead Growth Mindset and Agility over Perfection and investing in skills in critical growth areas like e-Commerce and Marketing. They provide a fast-tracked learning development program for people starting their careers through the Leading EDGE Business Challenge (competition for college students), EDGE Sparks (internship), and EDGE Stars (graduate trainee) programs. These opportunities are not the run-of-the-mill starting careers. These are roles designed to shape the future leaders of the organization.

They also have an online university where you can choose learning topics to help the employees develop. If face-to-face is your thing, a coaching and mentorship program can also provide the time with a leader to ask questions and guide the employee through the career. Each person also drives their own career. The company follows the 70-20-10 framework where 70% is focused on learning on-the-job, 20% for learning from others through coaching and feedback, and 10% for learning programs and studies for development.

To aid colleagues in their journey to better physical, emotional, and mental health, Mondelez Philippines provides three different programs to improve employee support during the pandemic: Meet-Less Fridays, Employee Assistance Program (EAP), and the Sabbatical Leave.

Starting this 2021, the Meet-less Fridays program allows employees to have meeting-less time every Friday afternoon to focus on their individual projects or tasks. It’s the latest initiative by the company in support of its Flexible Working policy. No meetings mean employees can complete other deliverables, gather as a team to celebrate small and big wins, recharge for the next week, or attend other activities initiated by the company that promotes well-being. “At Mondelez Philippines, we want our employees to know that we respect their time and their hard work throughout the week, and we want to give back time each week for them to use for themselves,” shares Aileen Aumentado, Mondelez Philippines People Lead.

The support for this program has been great, with colleague Donna Maligalig sharing, “Our Meet-less Fridays drive has allowed our employees to get a "breather" from a full week of virtual meetings and let them focus on their weekly targets, just in time before their much-awaited weekend with their families. This drive has developed win-win business and people solutions while balancing business and people needs.”

The Employee Assistance Program (EAP) aims to support employees by providing online counselling for various mental health topics. It aims to ensure employees never feel alone or lack support. From time to time, everyone experiences situations that affect their general well-being. Employees can reach out to this EAP service for practical information, including physical, financial, legal, and family care resources. This can be done through counselling over the phone, online, or in person. All counselling sessions are confidential between the employee and the counsellor. Mondelez Philippines wants each employee to know that they are never alone in whatever challenge they may face.

Lastly, the Sabbatical Leave program allows employees to take a prolonged leave from work to recharge and reenergize their mental well-being or prioritize other needs such as caregiving responsibilities, self-development, and community work.

Alcon is an employer of choice that attracts the best-in-class talents with comprehensive career development and growth, competitive compensation & benefit packages, conducive, clean and safe working environments, friendly and approachable leadership, and wide-ranging wellness programs which include diversity and inclusion considerations.

The company is building a structured Engagement Programs with a robust communication strategy & plan, put into place, which are carried out both by face-to-face and virtually, to connect with the employees who are on site and those who are working remotely :

• Engagement Programs like Project Ceria (virtual and face-to-face programs) which consists of festivities celebrations, talent shows, sport & recreation, charity works, companywide bonding and cross-sites regional games to boost the engagement among the associates.
• Celebrate the successes at work through eRecognization platforms such as, eTQ Cards, eBadges, Star and Gold Awards, Star Maker Award and project completion recognitions. Food or shopping vouchers as tokens of a job well done. We have our employees’ pictures on our Wall of Fame and digital platforms as a recognition of their invaluable efforts.
• Long Service Award to recognize the loyalty of the employees.
• Bi-annual cross department bonding sessions to enhance the teamwork and collaboration between the various divisions/departments.
• Digital and physical platforms available for continuous improvement ideas to be deposited while the Health, Safety & Environmental (HSE) council meetings shares important information that caters for the associates’ safety, wellbeing and compliance needs.
• Communication platforms created for employees’ feedback such as, HSE Feedback Net, Ethics Helpline as part of the Employee Assistance Programs, Global Townhalls with global leaders, Management Walkabouts, Quarterly Town Hall meetings, Division Townhalls, Department meetings, Management meetings, Daily Toolbox meetings, individual 1:1 session, leadership forums and skip level meetings, new hire round table and casual cross management level sharing (called “Teh Tarik” Sessions).
• Quarterly Employee Engagement Survey for engagement measurements and identifying area of opportunities.
• Publicizing the teams achievements through via internal communication portals like Yammer, emails, Townhall meetings, TV panels and participating in external recognition celebration events.

The company believe in developing the associates to enable them to excel in their career to drive the business forward. As the saying goes, “when we’re always learning, we’re always growing”. The company emphasizes on the 70/20/10 Model for learning and development ensuring a positive return on training investment, for both our employees and the company. The programs include technical competency development, supervisory and management skills, as well as business know-how enhancement sessions. An annual structured training needs analysis (TNA) exercise is carried out, which in turn will derive a site annual training plan (SATP) to cater for the personal development plan for all level of employees at the site. Additionally, the company offer an education assistance program (EAP) for those who want to further their studies, a cross-site or inter-department employee exchange program (EEP), professional certification programs, mentoring and coaching sessions, overseas on-job training and external training sponsorship are also included in the plan. Thus, these ensure all the different development needs are being addressed.

The company is able to achieve an average of 88% completion rate of its SATP annually even though the site operates at a utilization rate of above 90%, this shows the importance the company places in its associates development!. Lastly, the company shows its appreciation for the continuous support from the participants, trainers, facilitators, organizers, supervisors and management team in the BUILD SKILLS efforts for the associates’ growth, whenever there is a chance!

Our corporate culture is built on a foundation of fairness, trust, respect, quality, and business ethics. We believe in creating an inclusive and equitable work environment where all employees are treated with fairness and have equal opportunities to grow. Trust is at the heart of our interactions, fostering open communication and strong collaboration. We uphold respect in every aspect of our work, valuing diverse perspectives and ensuring a supportive workplace. Our commitment to quality drives us to continuously improve and deliver excellence in everything we do. Above all, we adhere to the highest standards of business ethics, ensuring integrity, transparency, and accountability in all our operations.

We foster a strong sense of community and collaboration through various engagement activities that bring our teams together outside the workplace.

• Cycle Meetings & Team Building Activities: Regular meetings and team-building exercises help strengthen teamwork, enhance communication, and align our goals.
• Family Gatherings & Iftars: We celebrate together with family-inclusive events and special gatherings, such as Iftars, to reinforce our shared values and connections.
• Sports & Social Activities: We encourage an active and balanced lifestyle through weekly football games, fishing trips, and other recreational activities that promote well-being and camaraderie.

These initiatives create a dynamic and inclusive workplace where employees feel valued and connected.

• Public Health Initiatives: We actively participate in the MOH’s annual awareness campaigns against obesity and hypoglycemia to promote healthier lifestyles.
• Diabetes Nurse Educator Program: We organize specialized training for diabetes nurse educators, bringing together 60 nurses from MOH, DHA, and HAAD. This program is conducted in collaboration with Aarhus University from Denmark.
• Educational Resources for Patients: We develop comprehensive patient education materials in Arabic and English, covering diabetes management, hypoglycemia, foot care, and insulin diaries. These materials undergo internal medical review and receive MOH approval.
• Professional Training Programs:
  • "Take Charge of Your Diabetes": Trained 80 healthcare professionals (HCPs) in partnership with DHA.
  • "Ramadan Diabetes Management": Provided specialized training for 120 HCPs on managing diabetes during Ramadan.
• Diabetes Awareness Initiatives:
  • World Diabetes Day (WDD): Annual public awareness campaigns conducted in collaboration with HAAD, DHA, MOH, and local diabetes societies.
  • Record-Breaking Screening Event: Partnered with DHA to set a Guinness World Record for the largest diabetes screening activity, launched at Burj Khalifa.
  • World Diabetes Bus Tour: Conducted screenings and promoted diabetes awareness across various Emirates in the UAE.

• Local Talent Program (Pegasus) – accelerating the growth of talent & soft skills capability to support the growing business.
• Local Assignment Program (Wings) – allowing employees to gain exposure and experience in the functional area of their choosing. Also allowing to build pipeline and business continuity for the organization
• Training Roadmap – Soft Skills – allowing employees to further develop their competencies with usage of external classroom trainings
• Continuous Medical & Sales Training as we constantly have innovated and launched new products in the last 5 years. International Programs for identified High Talents & Sucessors.
• International Programs for identified High Talents & Sucessors.