Managing Human Capital

By HR Access

The solutions offered by HR Access are the result of 35 years experience in research, development and implementation in the core competencies of Human Resources Management. HR Access provides a comprehensive offering of solutions and services covering the entire life cycle of our customers’ HRIS, combining both local and international expertise in: applications software, services such as consulting, installation, integration, training, regulation tracking, maintenance and outsourcing.

The solutions offered by HR Access are the result of 35 years experience in research, development and implementation in the core competencies of Human Resources Management. HR Access provides a comprehensive offering of solutions and services covering the entire life cycle of our customers’ HRIS, combining both local and international expertise in: applications software, services such as consulting, installation, integration, training, regulation tracking, maintenance and outsourcing.

HR Access aims to provide effective, flexible human resources applications so that its customers can adapt their business strategies to meet the changing needs brought about by globalisation. HR Access is expanding its international presence – in the EMEA region and soon in other parts of the world – out of a desire to bolster its growth strategy and support its customers as they branch out internationally and adopt more modern organisational structures.

Serving more than 952 customer sites worldwide, in 52 countries, HR Access solutions employs more than 860 employees and is present in 12 countries. IN MEA Region, HR Access is established in Tunisia and Morocco and is looking forward to its expansion in the Middle East to get closer to HR Access valued Customers and Partners. HR Access Solutions Tunisia is the headquarters for the Middle East and Africa region, responsible for operations in the region, directly or through partnerships. Expertise Centers have been created to support project development in the MEA region, with a Services department to support international projects, a training center and an R&D center. In order to better focus on its customers, HR Access Solutions MEA has dedicated a team to Africa, and another one to Middle East.

Managing human capital on a global scale

In today’s international environment, human resources departments must upgrade their management systems to function on a broader level and begin managing human capital on a global scale. The most visible benefits of such a shift are multicultural teams, the sharing of best management practices, and more opportunities for employees to relocate and gain international experience.

Managing human resources entails balancing a company’s global processes and strategies with tasks that must be implemented at a local level according to country-specific constraints. HR departments work on a corporate level to identify best practices and common tools and procedures to be used by the company’s operations worldwide; these might include compensation policies, pay scales, hiring procedures and materials, performance reviews, skills assessments and training programmes. Therefore the business application used to manage HR is a central control centre indispensable for distributing, structuring and guiding these initiatives across a global organisation.

Effective communications are vital in this context, and IT systems play a crucial role. As an organisation goes global, it expands its operations beyond its national borders and at the same time becomes more aggressive in its domestic market. We could describe the world as a large village, in which each house retains its individuality, rules, and ways of functioning, especially in terms of regulations and payment procedures.

In an international market, HR Access serves companies that operate domestically but want an HR management system that has the potential to function on a wider scale. Therefore HR Access develops original solutions tailored to specific needs.

Today’s global marketplace and increasingly international organisations call for a global approach to human capital management. This is perhaps one of the biggest challenges facing businesses in the twenty-first century – but also one of the most exciting.

New workforce expectations

The expectations of new employees are rapidly evolving and placing further challenges on HR professionals. It is important to identify the areas of concern and gain insight into the reasons they exist. New workforce expectations have entered a new phase and priorities differ from previous generations. One of the reasons for the rise and change in new worker expectations is the latest characteristics of the ‘new workers’. The former generation, widely known as Baby Boomers are on their way out of the office and factory floor, ready to settle into enjoy life through retirement and travel. Their retirement signals a crisis in some industries, like aerospace and defence. Their approach to work differs from the ‘new’ workers – termed “the Millennials”.

The advent of the Millennials shows that the current group of young workers joining the employment market have expectations higher than ever before. They have different traits to previous generations such as having more wealth, being more optimistic, being team players, as well as being more educated, particularly about technology.

One of the challenges for Human Resources is identifying worker expectations and implementing a more creative and rewarding contract of employment. A wide range of factors and employment conditions need to be considered when enticing a Millenial. Their expectations are now focused on : flexibility, ethics, work/life balance, values, happiness and respect from others outside the organisation.

Successful management of worker’s expectations as part of your talent management strategy could well become the future competitive edge, helping Human Resources to shed its costly image and play a more central strategic role in delivering business performance. For many organisations, talent management and worker expectations have already become a key strategic issue, with the recruitment, development and retention of talent increasingly being seen as critical factors in delivering business goals to achieve success.

Karim Mokaddem, Middle East Regional Manager