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While technology continues to deliver on its promise to make the workplace more efficient, research shows a growing desire for human connection. A 2023 McKinsey report revealed that 83% of employees seek deeper relationships at work. Another research report from the World Economic Forum highlights the importance of emotional intelligence in the future workforce. Striking the right balance between technology and humanity becomes critical.
In a recent interaction, Mohammad Alfawazi, Chief Human Resources Officer of Tabuk Pharmaceutical Manufacturing Company, spoke before The Economic Times on the theme of “Humanizing work, creating a sustainable future”.
One of the key takeaways from this conversation is that while technology becomes an enabler, amplifying human potential, true connection remains the cornerstone of innovation, collaboration, and employee well-being. The combination of technology and human touch unlocks the true potential of our modern workforce.Here are the main highlights of the interaction:
Q1. We are very happy to have you join us as a distinguished speaker at the conference “Economic Times Future Middle East 2024”. The theme of this conference is “Humanizing Work, Creating a Sustainable Future.” What do you think it means to humanize work? Why should organizations make this a priority?
Thank you for your kind invitation to speak at The Economic Times Future Middle East 2024 Conference. I am very happy to be a part of such a respected event with the theme of “Humanizing Work, Creating a Sustainable Future”.
As we move towards a more sustainable future, it is critical to prioritize employee well-being and provide meaningful work opportunities. This leads to greater engagement, productivity and satisfaction, as well as improved mental health.
Additionally, our talent management strategies help achieve these goals and drive business results. Our talent practices include recruiting, onboarding, performance and goals, compensation, learning and succession. As a result of these practices being perfectly aligned, we have been able to create an engaged workforce and a very positive work culture in our organization. Through these powerful practices, we have been able to create a strong employer brand. The recent GPTW certification proves this fact.
Let’s not forget the positive impact it has on an organization’s reputation, attracting top talent, potential partners, investors and customers, providing a win-win situation for both employees and the organization.
I sincerely look forward to sharing my insights and experiences on this critical topic and learning more from the perspectives of other speakers and attendees. Q2. What do you see as the biggest opportunities and challenges for humanizing work in the near future?
To create a more humane work environment in the future, organizations can focus on several areas, such as promoting diversity and inclusion by implementing diversity training programs, and by expanding recruitment to include a diverse community of individuals from diverse backgrounds. and network, actively seeking out diverse candidates and perspectives to feel included and respected.
Additionally, offering flexible work arrangements, such as remote work or flexible schedules, can allow them to better balance personal and professional responsibilities and improve their overall well-being.
Another key aspect is empowering employees, appreciating their unique skills and providing them with opportunities to grow and develop. When employees feel empowered to take control of their jobs and have opportunities to learn and develop, it not only benefits their personal growth, but also the overall success of the organization.
A major challenge in implementing new practices to promote diversity and inclusion and provide flexible working arrangements is facing resistance from employees who may act as a barrier to change or hold biases. Some managers or cultures may not immediately recognize the value of investing in humanistic work practices. It requires efforts such as effective communication, leadership support, education, and employee engagement to convince stakeholders of its benefits and overcome resistance.
Additionally, traditional class structures can impede progress toward a more humane work environment. Within these structures, breaking down silos, encouraging open communication, and giving employees a voice can be quite challenging.
Finally, limited resources further exacerbate this challenge. Implementing humane work measures requires time, budget, and human resources, and allocating these resources can be especially difficult for organizations with limited budgets or competing priorities.Q3. How do you see the role of artificial intelligence and automation in recruiting and onboarding in the future?
Artificial intelligence and automation will play a significant role in recruiting and onboarding in the future. In recruitment, artificial intelligence can streamline the recruitment process by quickly analyzing large numbers of resumes and job applications, saving recruiters time and energy. In addition, it can effectively facilitate the identification and assessment of relevant skills, qualifications and experience, helping to screen candidates by reducing bias and relying on objective criteria such as age, gender or ethnicity.
During onboarding, AI-based solutions can help automate routine tasks such as paperwork and onboarding processes, allowing HR professionals to focus on more strategic aspects.
It’s important to acknowledge that while artificial intelligence and automation can increase efficiency and reduce bias in recruiting and onboarding, human interaction and judgment are still critical for assessing culture fit, soft skills, and other qualitative aspects.Companies need to prioritize striking a balance between automation and human engagement to ensure a seamless and inclusive experience for candidates and new hires
Q4. How is your company leveraging AI and automation in your recruiting and onboarding processes?
We recently developed an advanced applicant tracking system (ATS) that uses artificial intelligence to match the right talent with the right job opportunities. By integrating proven scientific matching technology, we are now able to streamline the recruitment process and ensure more efficient and effective candidate selection.
We also leverage tools like LinkedIn, which uses artificial intelligence to help us find the right candidates quickly. This means we can save valuable time during the candidate search phase and focus more on evaluating and selecting the best candidates.
The combination of our ATS and AI-powered candidate sourcing tools has truly transformed our recruiting and onboarding process. We are now able to find and hire top talent more efficiently than ever before. It’s incredible to witness how these technologies enhance our recruiting efforts and help us build a stronger team.
Q5. What are the biggest challenges you face when implementing artificial intelligence and automation in these areas? How did you overcome them?
To be honest, we have not experienced major challenges in implementing AI and automation because we are constantly monitoring and adjusting to align the technology with organizational goals and contribute to successful implementation.
However, as we upgrade our processes, as HR teams we will have to increase our digital agility and ability to embrace change to take full advantage of future technologies, as this area will change rapidly over the next 5 years.
Q6. In an increasingly automated environment, what skills and attributes are most important for HR professionals?
In an automated work environment, HR professionals need a range of skills and qualities to thrive. Adapting and keeping up with emerging technologies is crucial as it enables them to effectively leverage automation of HR processes. Communication and empathy remain critical in managing human interactions as they foster understanding and support during the transition to automation. Analytical skills are also crucial as they enable HR professionals to interpret data-driven insights and make informed decisions. Finding the right balance between technology and humanity is key to successfully navigating this automated environment.
Q7. Can you briefly introduce your participation in the Economic Times’ future Middle East conference? What should our readers and attendees expect from your conference?
Some of the key topics I will discuss and highlight include:
- Through integrated talent management processes, we can create humane jobs and achieve a sustainable future.
- In the context of humanizing the workplace, dealing with diversity, remote working and flexible schedules will be a focus in the future
- Technology, especially artificial intelligence, will play a key role in talent acquisition practices
- Capabilities such as digital flexibility and change agility will help manage these changes
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