Developing Strategies for Multinational Corporations to Nurture Inclusion and Engagement!
Managing the complexities of a global workforce can be overwhelming for any multinational corporation. With diverse cultural models, varying labor laws, and the need for cohesive corporate values, many organizations struggle to create an inclusive environment that fosters employee engagement and satisfaction. However, under the leadership of Diaa Mohamed, Chief Human Resources Officer of HSA Group, this challenge is met with innovative strategies that prioritize diversity and inclusion.
Diaa has redefined HSA Group’s approach to human resources, transforming it into a cornerstone of the company’s success. By aligning HR initiatives with business objectives, he has cultivated a workplace culture that not only attracts top talent but also retains it. His proactive modifications to company beliefs and practices have significantly boosted employee involvement, ensuring that every voice is heard and valued.
Through the implementation of cutting-edge HR strategies, Diaa has enhanced worker satisfaction and productivity across HSA Group’s global operations. He meticulously monitors labor regulations and adapts policies that resonate with the diverse needs of employees in various regions. This passion for inclusivity not only strengthens the workforce but also solidifies HSA Group’s reputation as a leader in the international marketplace.
In a world where corporate success hinges on adaptability and employee engagement, Diaa stands out as a visionary leader. His efforts exemplify how a strategic focus on human resources can drive sustained growth and innovation, making HSA Group a model for multinational enterprises aiming to thrive in a competitive global landscape.
Let’s learn more about his journey!
A Career in Industrial Engineering and Human Resources
Diaa is an industrial engineer who began his career in manufacturing, where he worked for several years before transitioning into Total Quality Management (TQM). Eventually, he received an offer to move into Human Resources (HR), a change he accepted with some hesitation.
Reflecting on his career, Diaa considers this decision to be the most significant choice he has made during his 32 years of professional experience.
Before assuming his current role at HSA, He held various HR leadership positions, including:
- Vice President of Global HR Services at HPE
- Vice President of HR for Emerging Markets at HP
- Vice President of HR for the Middle East, North Africa, and South Asia at BP
- HR Director for the Middle East and Africa at Motorola
The Saeed Anam Family’s Enduring Legacy
The HSA Group, a prominent multinational conglomerate based in the Middle East, traces its origins back to 1938, when it was founded by four brothers from the Saeed Anam family in Yemen. Over the decades, this family-owned business has grown into a diversified enterprise employing more than 35,000 individuals across its operations in Yemen, the UAE, Egypt, Saudi Arabia, Malaysia, the UK, and Africa.
As a key player in global trade networks, the HSA Group serves as the parent organization for over 70 operating companies. Its commercial activities span a wide range of sectors, including the production of market-leading food and beverage brands, packaging, household goods, and healthcare products, as well as the importation and manufacturing of essential foodstuffs and commodities.
The group’s significant footprint in the Middle East and Africa is marked by its status as the largest private company and leading importer of food commodities and essential goods in Yemen. HSA also produces the number one brand of edible oils in Egypt, operates one of the largest biscuit and snack manufacturing companies based in Saudi Arabia, and is one of the largest corrugated carton manufacturing companies in the region.
The Saeed Anam family’s enduring legacy continues to shape the HSA Group’s growth and success, as it remains committed to its founding principles of excellence, innovation, and social responsibility. Through its diverse portfolio of businesses and its dedication to serving the needs of its customers and communities, the HSA Group stands as a testament to the power of family-driven entrepreneurship and the transformative impact it can have on a global scale.
Building an Excellence Culture
Diaa emphasizes that the most significant draw for their organization lies in its culture and work environment, which are founded on values that foster continuous respect for individuals and active engagement with the surrounding community.
This strong cultural foundation has enabled the organization to attract exceptional talent, who not only thrive within the environment but also become ambassadors for the organization, frequently providing valuable referrals.
Ensuring Compliance with Labor Laws
In the realm of organizational management, compliance with labor laws and regulations is paramount. Diaa emphasizes that the organization adheres strictly to all applicable laws, maintaining a zero-tolerance policy for any violations.
To uphold this commitment, the organization implements several key strategies. Regular mandatory training sessions are conducted to ensure that all employees are well-informed about their rights and responsibilities. This is complemented by the establishment of dedicated compliance teams that are robust and proactive in their approach.
Furthermore, the organization fosters transparency through clear and accessible policies, alongside ongoing campaigns aimed at educating employees, particularly those in blue-collar roles. These initiatives collectively contribute to a culture of compliance and respect for labor laws, ensuring that the organization operates within the legal framework while promoting a fair workplace for all employees.
Managing Employee Relations
Employee relations challenges vary significantly by region. For instance, in Emerging Markets, managing security threats that necessitate evacuations is particularly complex and time-consuming.
Diaa has effectively handled such situations on numerous occasions throughout his career. Another major challenge is managing layoffs and workforce reductions. Despite thorough training, these processes are inherently difficult and require both skill and experience, which he has developed over time, showcasing his expertise in resolving intricate employee relations issues.
Assessing the Effectiveness
At HSA Group, measuring the effectiveness of HR programs and initiatives involves a multifaceted approach tailored to the company’s priorities. Key metrics include turnover rates, productivity, various people-related costs, and diversity.
Additionally, HSA places significant importance on employee feedback, utilizing technology to conduct polls, pulse surveys, and engagement surveys. By closely monitoring this data, HSA warrants that HR policies, programs, and initiatives are continuously refined and adapted to meet the evolving needs of the organization.
The Strategic Function
HR is pivotal in managing and aiding organizational change, as employees are central to its success or failure. For instance, HSA Group recently undertook a major initiative to streamline operations and shift decision-making to field employees.
To support this, HR automated processes, simplified approval workflows, and redesigned the performance management system to evaluate employee behavior and results. Effective change management required collaboration among HR centers of excellence, including Internal Communication, Learning & Development, Talent Management, Total Rewards and Organizational Design teams, which provided the necessary tools for successful implementation.
Creating an Upbeat Work Environment
At HSA Group, promoting a positive and inclusive work culture begins with leadership. When executives model respect, acceptance of diverse perspectives, and a zero-tolerance stance on discrimination and bullying, this behavior sets the tone for the entire organization.
To support this ethos, HSA ensures that HR policies and practices promote a positive work environment and regularly measures progress in this area.
Maintaining Up-to-Date
In the swiftly advancing field of HR, staying updated with the latest trends and best practices is key. Over the past decade, advancements in technology, such as AI, and changes in work practices, like remote working, have significantly impacted how HR functions.
To keep pace with these developments, HR professionals engage in various activities, including benchmarking, joining HR groups, attending conferences, participating in formal training, and operating other resources. This proactive approach ensures they remain informed and can effectively adapt to new tools, programs, and concepts in the HR landscape.
Advice for Up-and-Coming Experts
Diaa highlights that those who have chosen to work in human resources have selected a great function. Good HR people, he says, can make a sizeable impact on business results and on the lives of employees. There is no other role, he believes, that can have this kind of impact.
His advice to HR professionals is as follows:
- Feel proud of what you do. Take pride in your work and the difference you make.
- Have confidence in yourselves. Believe in your abilities and the value you bring to the organization.
- Make sure to understand the business, markets, and financials of your company and industry. Develop a deep knowledge of the context in which you operate.
- Respect people and trust them. Treat employees with dignity and assume the best in them.
- Spend the needed time and effort to have a happy family life, because that is what will make you truly successful. Balance your professional and personal commitments.
By following this advice, he believes HR professionals can excel in their roles and find fulfillment both at work and in their personal lives.
