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HR Matrices: A Tool for Logical Manpower Management

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Written by: Shruti Verma, HR Manager at OMA Emirates

We have a tough role to play as human resources (HR) leaders. Dealing with human resources is all about dealing with a lot of perceptions, personalities, and attitudes. At times, it is just tough to put things in perspective and design a strategy that focuses on balancing the facts, emotions, and perceptions.

Interesting HR matrices can be created to evaluate the existing employees and to arrive at the best manpower management strategies. A logical HR matrix is created based on well-evaluated needs or concerns of the organization and which can prove to be a highly valuable tool for any organization.

Here is a brief 5-step guide on designing and using the HR matrices for the benefit of the current age dynamic organizations:

Step 1: Designing HR Matrix

What are the key concerns of company “X” with its human resources?

  • Employee potential
  • Employee performance
  • Attrition risk
  • Employee disengagement
  • Lack of empowerment

Other interesting matrices could be:

  • HR capability vs. business priority
  • Management maturity vs. CHRO maturity
  • Employee performance vs. employee potential
  • Role of HR process orientation vs people orientation

They could range from a simple 4-box matrix to an elaborate 9-box matrix or so on based on how comprehensive one wants to be.

Step 2: Mapping Existing Employees to Manpower Matrix

This is one of the most critical steps and it must ensure:

  • Very conscious manpower mapping is to be done while minimizing the perceptual bias
  • Seeking 360-degree feedback on each employee to be mapped in the matrix: This will include an assessment of factual parameters, seeking detailed and focused feedback from colleagues, line managers, and other stakeholders

E.g., Conducting a 360-degree appraisal of a business development manager through various stakeholders might include the following:

Finance: Sales numbers, collection overdue, gross margins, overall accountability for account management, etc.

Clients: Quality of interaction, pro-active updates, availability for feedback or follow-ups, etc.

HR: Overall hygiene, sales performance, personality, attitude, compliance, growth potential, etc.

Line Manager: Quality of reports, adherence to timelines, quality of work, sales numbers, quality of account management, prospecting, etc.

  • Sharing evaluation parameters in detail with the line managers to seek more inputs or seek detailed inputs on employee performance on various KPIs and making required changes

E.g., A Project Manager, who is rated highly positive in 360-degree evaluation, might be a constant defaulter on process compliance, over lenient with the team, and hence being ineffective in managing the team

  • Making final adjustments based upon more concrete information from line managers

 Step 3: Designing HR Strategy Based on Manpower Matrix

This will largely depend upon several other factors apart from an individual employee’s placement in the manpower matrix. HR strategy might focus on the following variable factors too:

  1. Preparation for contingencies or structural changes: candidate pipeline, manpower budget (to accommodate high replacement cost)
  2. Future Plans of the company: existing employees’ skillset might be needed for future projects. In such a situation, even a “low potential” employee has to be maintained unless a ready replacement is there
  3. Impact of the employee on P&L (salary, sales contribution, margin contribution).

E.g., It might be difficult to maintain a high salaried low potential resource vs. a low salaried low potential resource.

  1. The financial strength of the company (in terms of ability to maintain salaries of staff, withstanding low business performance)
  2. Critical nature of the role (e.g., Project Manager role may be seen as much more critical than any administrative role like Operations Executive). Business critical roles must be attended to on priority
  3. Feasibility of replacing low potential or low performing resources with strong personal relationships in the company due to the long service tenure

Since the business environment and employees are highly dynamic, the number of factors impacting the HR strategy could be uncountable. However, keeping all the other variable factors constant, the following manpower management strategies might be considered for various categories of employees:

Step 4: Presenting HR Strategy to the Management

This would largely involve the following HR Analytics:

  • Number of business-critical roles held by low potential resources
  • Number of business-critical roles held by employees with high attrition risk
  • Percentage of employees identified as high potential, medium potential, and low potential
  • Sales performance of employees placed as high potential, medium potential, and low potential. (Target vs achievement, gross margin contribution, new client’s addition, etc.)
  • Percentage of salary spend on maintaining high, med, or low potential resources
  • Work tenure of medium or low potential resources with the company

Strategy proposals could be:

  • Manpower budget alterations required to hire new resources to replace low potential resources or high attrition risk resources
  • Future investment in training, certifications, reward and recognition programs, employee engagement activities, etc. To maintain high potential resources
  • Sources/timelines/talent acquisition investment for identifying replacements for business-critical resources
  • Budget for increments for promoting high potential resources

E.g., An organization with more than 60 percent of employees identified as low potential might focus on investing in or arranging for replacements.

An organization with the majority of employees identified as having high potential, the focus might be on developing capabilities by increasing investment in T&D, learning programs, certifications, etc.

Step 5: Implementing the Strategy

Important considerations in implementation could be:

  • Does the company need to maintain the low potential for any reason for some time or immediate termination can be considered?
  • Does the company have ready replacements or a potential pipeline of candidates?
  • Timelines for onboarding replacements and managing handover
  • How potential opportunities can be created for upgrading high potential resources within the organization?
  • Identifying tailor-made development program for every identified high potential resource and related investment
  • Budget allocation for identified development programs and their impact on the overall HR budget.
  • Identifying the role-specific competencies and implementing competency mapping for developing high potential resources further
  • Overall business strategy is to expand, contract, diversify, etc.

About the Author:

Shruti Verma, HR Manager, OMA Emirates

Shruti Verma is an HR professional, who is currently serving OMA Emirates, UAE as Human Resources Manager. She has more than 10 years of professional experience gained from various industries and organizations in India and the UAE.

She is a Master’s Degree holder in HR and UGC NET-qualified lecturer. Apart from her mainstream career in human resources, she has actively pursued her passion for teaching and writing.

Connect with her at https://www.linkedin.com/in/shrutiverma1

 

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Features

HOW FSI INCUMBENTS CAN STAY RELEVANT THROUGH THE GCC’S PAYMENTS EVOLUTION

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payment

By Luka Celic, Head of Payments Architecture – MENA, Endava

Banks and payment services providers (PSPs) have been the region’s engines of economic growth for as long as anyone can remember. It is therefore jarring to imagine that this dominance is now under threat. After all, venerable banks and credit card companies have elegantly embraced the Internet, mobile banking, and the cloud to deliver self service banking to millions of customers. But consumers, especially digital natives, have never been known for congratulating an industry for a job well done. Instead, with each convenience, their expectations only grow. The siege reality of the pandemic accelerated a shift in consumer behaviour, and Middle East banks and PSPs now face challenges on three fronts.

The first is FinTechs. from Saudi Arabia’s BNPL (buy now, pay later) pioneer Tamara and Qatar’s unbanked oriented platform cwallet, to online financial services, Klarna, tech startups have been able to tap into rapidly changing consumer markets. New companies find it easier to pivot. And like speed boats racing against aircraft carriers, they weaved effortlessly to fulfil a range of desires amid high smartphone connectivity rates and a range of other favourable market conditions. By one estimate from 2022, BNPL alone accounted for US$1.5 billion (or 4%) of the Middle East and Africa’s online retail market.

The second threat is open banking, which comes in many forms, but one example is the instant-payments platforms being introduced by central banks such as those in Saudi Arabia and the United Arab Emirates. To get a sense of how this could play out, we need only look to Europe, where players who once relied on payments through card schemes are now pivoting towards open banking enabled payments. Closer to home, Al Ansari Exchange recently announced its customers can now transfer money and settle bills via the recipient’s mobile number, enabled by the UAE’s Aani IPP.

And finally, comes big tech. To augment its e-wallet service, Apple has signed up to an open banking service in the UK. The open banking framework which banks enabled through their investments is being exploited by a Big Tech firm that has access to 34% of UK smartphone users. Unsurprisingly, this sparked a fierce antitrust complaint by UK’s banks. Other big names will surely follow as they continue to craft ways of offering the digital experiences that garnered them user loyalty in the first place.

THE BALANCE

Apple Wallet is aimed at blending payment methods, loyalty cards, and other services into a single experience. But such moves have raised regulators’ eyebrows regarding a lack of interoperability and the preservation of competitive markets. Hence, Apple’s open banking foray — a gesture to calm the nerves of a finance market that fears having to compete with a company armed with countless millions of user transactions from which to draw insights. The massive user bases of tech giants will give any FSI CEO goosebumps. How does a traditional bank lure an Apple user? Open banking initiatives open the door to greater competition and innovation, both of which are good for consumers. But the only way to ensure both is by building an ecosystem that balances innovation with regulatory oversight.

FROM INCUMBENT TO INNOVATOR

Yes, smaller businesses have freedom of movement that larger incumbents do not. But that does not mean that there are no paths for banks and PSPs. There are, in fact, several strategies that larger FSI companies can employ to capitalise on the open banking revolution.

The first of these is collaborating to create ecosystems that provide users with frictionless experiences. Established FSIs already have access to a wealth of information about their customers and must now consider how to integrate data sources to create highly streamlined and frictionless workflows. A customer applying for a loan could then see their details auto populated, and credit history already accounted — all without the hassle of lengthy phone calls, application forms, or submission requests. In an age when instant is everything, it’s easy to see why the former approach could foster loyalty, while the latter would only serve to drive customers towards more capable competitors.

Card companies and issuer banks could also work with acquirers to smooth out the rough landscape that has arisen from the advent of digital payments. Acquirers traditionally acted on behalf of the merchants that accepted payment methods to recoup funds from the PSP through the issuing bank. This system has served the industry well, but with more payment methods emerging, acquirers have branched out into mobile wallets, QR codes, and gateway services. Gradually the relevance of established players has dwindled as their lack of representation at the critical checkpoint has diminished their significance. Incumbents must work to turn back the tide by recognising that acceptance and acceptance ownership are becoming increasingly important for maintaining market relevance.

Another strategy is diversification. Veteran FSIs may feel like they’ve lost ground to nimble start-ups and Neo Banks, but history shows value in patience — established FSI players now benefit from the investments of early innovators, and double down on payments innovations which have already shown the most promise. Moreover, if they diversify their portfolios through acquisitions, innovations, and partnerships, they can secure their future. Mastercard presents an excellent example with their US$200m investment into MTM payments. This single move has given the company access to MTM’s 290 million strong subscriber base, allowing these customers to become familiar with Mastercard products before getting entrenched with mobile wallet alternatives.

WHO’S ON TOP?

If we look at the rise of BNPL services, we see an origin story with — at least — major supporting roles for large card providers. But open banking has sidelined them in just a few years. BlackBerry was a stock market darling just five years before it sought a buyer. Traditional FSI players must innovate; they must collaborate with emerging disruptors; they must diversify. They can survive and thrive if they do these things — after all, they already have much of the infrastructure, and experience required for success. Middle East banks and PSPs have the existing user bases, so they have the scale to get out in front in the era of open banking. All they lack is the kind of compelling use cases that will entice the banking public. PSPs and their issuers could offer embedded payments, for example. The right services at the right time will be warmly received by consumers, no matter the scale of the offering institution, so there is every reason to believe that incumbents will come out on top against FinTech and Big Tech.

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Features

SEC paves way to approve spot ethereum ETFs

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ETF

By Simon Peters, Crypto Analyst at eToro

Ethereum spot ETFs took a significant step forward to being available to US investors last week with approval of the 19b-4 applications, allowing US exchanges (namely Cboe BZX, NYSE Arca and Nasdaq) to list and trade ethereum spot ETFs.

On the back of this, ethereum has been one of the best performing cryptoassets this week, gaining 19%.

According to a recent survey by eToro with retail investors in the UAE, over 74% respondents agreed that the prospect of an ethereum ETF will significantly influence their decision to increase, decrease or maintain their current ethereum allocation.
Focus now turns to the S-1 registration statements from the ETF issuers, as these still need to be approved by the SEC before the ethereum spot ETFs can actually launch and investors can buy them.

As to when the S-1s will be approved we have to wait and see. It could be weeks or months unfortunately.

Nevertheless, with the 19b-4s out of the way, it could be an opportunity now for savvy crypto investors to buy ethereum in anticipation of the S-1s being approved, frontrunning the ETFs going live and the billions of dollars potentially flowing into these.

We’ve seen what happened when the bitcoin spot ETFs went live, with the bitcoin price going to a new all-time high in the months after. Could the same happen with ethereum? The all-time high for ethereum is $4870, set back in 2021. We’re currently at $3650, about 35% away.

We’re also going into a macroeconomic climate with potentially looser financial conditions, i.e. interest rate cuts and a slowdown of quantitative tightening, conditions where risk assets such as crypto tend to perform well price-wise.

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Features

Harnessing AI and big data to transform Middle East’s retail industry landscape

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unifonic

By Saeed Alajou, Senior Sales Director, Enterprise Business

With the increasing dominance of technological advancements in the current era, the global retail industry is witnessing a massive shift in its operations. As the industry embraces a varied range of cutting-edge technologies such as artificial intelligence (AI) and big data analytics, it is redefining customer expectations and the conventional concepts of business operations. According to recent studies, The global artificial intelligence (AI) in retail market size is projected to grow from $9.36 billion in 2024 to $85.07 billion by 2032, at a CAGR of 31.8% from 2024 to 2032. This transformative wave is compelling companies to harness the potential of these cutting-edge technologies to maintain their competitive edge.

One of the most evident trends in this era is the convergence of eCommerce, AI and data analytics, which is driving the evolution of the retail landscape worldwide. In the current omnichannel retail landscape, consumers expect consistency and continuity across various touchpoints, pushing industry players to integrate conversational AI. This integration ensures a seamless experience; for example, customers can begin a conversation with a chatbot while browsing online and effortlessly continue it via a mobile app when they visit a physical store.

However, the potential of the omnichannel approach and conversational AI platforms is not limited to supporting customers. They also provide retailers with valuable insights into customer behaviour across different channels. Conversational AI platforms can generate a vast amount of data from customer interactions, offering retailers valuable insights into consumer preferences, trends, and pain points. By analysing this data, retailers can uncover patterns, identify emerging trends, and optimise their product offerings and marketing strategies accordingly.

Furthermore, AI-driven analytics enable retailers to gauge customer sentiment, allowing them to address issues and enhance satisfaction proactively. These data-driven insights empower retailers to make informed decisions and stay ahead of the curve. Reflecting the vast potential of AI, the retail sector in the Middle East is rapidly adopting this technology, becoming a leading industry in AI investment. Reports indicate that AI spending in the Middle East and Africa (MEA) reached USD 3 billion and is expected to grow to USD 6.4 billion by 2026, with a compound annual growth rate (CAGR) of 29.7 per cent.

The innovation of chatbots and virtual assistants has accelerated the integration of AI technologies in retail, revolutionising customer interactions by adding a human-like touch to digital engagements. These tools enhance the purchasing journey, making it more intuitive and responsive, providing customised and real-time recommendations based on consumer sentiment. However, retailers need to manage expectations of scalability and ensure AI complements rather than replaces human interactions.

Furthermore, integrating big data into retail operations helps understand customer behaviour and preferences. Retailers can leverage vast amounts of data to gain insights into customer needs and tailor their offerings accordingly. By analysing customer-generated data, businesses can conduct predictive analysis to anticipate trends and make informed decisions, keeping them ahead of the curve in offering products and services that resonate with their target audience.

When it comes to the impact of AI integration in the retail sector, one key segment where it is significantly visible is the supply chain. By integrating big data analytics, retailers are achieving more efficiency in their supply chain operations. Predictive analytics powered by AI aids in forecasting demand, optimising inventory levels, reducing waste, and ensuring products are available when and where customers need them. This enhances operational efficiency and customer satisfaction by minimising stockouts and delays.

AI integration supports a customer-centric approach in retail, and it positions technology as a key facilitator in meeting customer demand. Advanced technologies can identify and replicate demographic needs and pinpoint where investment is required to add value. The integration of various AI tools including price-matching technologies, pay-per-click advertising optimisation, and predictive analytics, aids the retailers in focusing on perfecting the customer journey, ensuring a seamless and enjoyable experience from the start to finish.

Although AI is widely embraced across the industry regardless of company size, delivering the best customer service requires empowering employees with the right tools and knowledge. When employees are equipped with AI-driven insights, they can provide more personalised and efficient service, enhancing the overall customer experience. This empowerment also promotes a culture of innovation and continuous improvement within the organization.

Additionally, data integration and integrity are crucial for the effectiveness of AI and big data. Retailers must implement systems that can integrate data from various sources, ensuring that all information is accurate, consistent, and up to date. This collaborative approach allows retailers to offer a unified brand experience across all channels while maintaining data boundaries and complying with privacy regulations.

This widespread adoption of AI technologies in the industry underscores the importance of establishing a robust and adaptable regulatory framework. Given the growing concerns about data privacy and ethical use, retailers must ensure responsible and secure handling of customer data. Stagnant regulations can lead to compliance issues and erode customer trust, and this necessitates current and customer-aligned regulations to maintain a trustworthy data environment.

Another challenge in AI integration is utilising AI and big data to experiment with new ideas and strategies. In retail, embracing calculated risks is crucial for innovation and growth, viewing risks as learning opportunities. Being responsive to evolving customer needs allows retailers to navigate uncertainties and capitalise on opportunities for success.

With AI projected to contribute up to USD 320 billion to the Middle East’s economy by 2030, the region is increasing its investment in technology. This emphasises the need for a holistic approach in retail, integrating AI, big data, and a customer-centric mindset to thrive in the market. The industry players can maintain their competitive edge by focusing on efficiency in supply chain operations, understanding consumer behaviour, and empowering employees.

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