QATAR'S HR MARKETPLACE
BAYT.COM LISTS THE FIVE MOST NOTICEABLE HR TRENDS HAPPENING RIGHT NOW IN THE COUNTRY.
Today there is an unprecedented need in Qatar to build a workforce that can support development and cope with evolving labour market needs in a period of profound economic uncertainty. Organisations, large and small, are stressing the importance of anticipating future skills needs to avoid skills gaps, shortages and mismatches. It is also widely recognised that occupations are evolving as industries undergo a profound restructuring, with some occupations disappearing and becoming obsolete and new ones emerging, demanding opportunities for continuous acquisition of new skills and competences. In Qatar, these broad changes are manifesting themselves in five specific trends.
More career shifts
Professionals in Qatar feel uncertain about the future economy and are looking at other more viable career options. According to the Bayt.com Middle East ConsumerConfidence Index survey, March 2016, 40% of Qatar respondents believe that there are plenty of jobs available in the country, with 20% claiming availability across multiple industries. The good news is, 26% of survey respondents in Qatar expect the job availability to increase in the next few months. Actually, the job market in Qatar is expected to open up considerably in the next three to 12 months, with seven in 10 employers saying that they will likely be hiring in a year's time, as revealed in the Bayt.com Middle East Job Index survey, February 2016.
New ways to engage employees
Organisations in Qatar are focusing more and more on achieving high levels of employee engagement. The reason for this is simple: Engaged employees drive the innovation, growth and revenue that companies need in order to thrive. According to the Bayt.com "Employee Engagement in the Middle East and North Africa" poll, April 2014, 82% of professionals across the Middle East and North Africa (MENA) region feel engaged at work. Today, HR managers are promoting open communication channels and fostering a feeling of corporate citizenship across their organisations.
Big data and analytics
Companies that want to gain a competitive edge are using analytics to collect datadriven insights and then taking action to refine their recruitment, compensation and retention strategies. Companies are now collecting all sorts of data that come from a variety of sources – from performance numbers and attendance,