The future of work is within sight. New technology, geopolitical changes and the ongoing skills shortage are affecting organizations across the
globe, and emerging markets such as the UAE will need to adapt to be successful in the new working world.
Annual GCC Compensation and Benefits Trends Report 2015The HR Observer
- Salary movements, bonuses and attrition rates in the GCC
- What will happen to bonus payments this year?
- Attrition rates in the GCC - the outlook for 2015 compared to 2014
- Top areas of interest for C&B professionals in 2015
- Views from the market on flexible benefits and total rewards
- Employee wellness as an engagement tool
- Reported development needs of GCC C&B managers
The Bayt.com Middle East Job Index Survey – February 2014Bayt.com
The Bayt.com Middle East Job Index (JI) Survey gauges perceptions of job availability and hiring in order to identify job trends and provide an understanding of the key skill sets and qualifications required in the Middle East and North Africa job market. This survey is the first of its kind in the region and the definitive benchmark guide to who is hiring, when they are hiring, and what positions employers are looking to fill over a three and 12-month period.
2014 Compensation and Benefits Trends in the GCC ReportThe HR Observer
As the economic forecast for the region brightens up, many organisations are preparing for business growth and expansion. This has a great impact on the people operations in the business and especially on compensation and benefits to ensure employee pay and benefits are competitive to retain and engage top talent. The report summaries a GCC wide survey conducted with nearly 160 companies across many sectors. Respondents were asked to report on key pay indicators inside their companies in 2012 – 2014 to analyse major pay movements and trends. A trends analysis of various compensation and benefits instruments in the region including flexible benefits and employee wellness is then presented. The report also outlines the key strategic priorities for the profession in the next 3 years while forecasting some of the key challenges to C&B that come with growth
There has been a 40% increase in demand for HR project leads in the interim space; candidates that have experience working across a number of client groups, and those that specialize in HR restructures and organisational change have been highly sought after.
Annual GCC Compensation and Benefits Trends Report 2015The HR Observer
- Salary movements, bonuses and attrition rates in the GCC
- What will happen to bonus payments this year?
- Attrition rates in the GCC - the outlook for 2015 compared to 2014
- Top areas of interest for C&B professionals in 2015
- Views from the market on flexible benefits and total rewards
- Employee wellness as an engagement tool
- Reported development needs of GCC C&B managers
The Bayt.com Middle East Job Index Survey – February 2014Bayt.com
The Bayt.com Middle East Job Index (JI) Survey gauges perceptions of job availability and hiring in order to identify job trends and provide an understanding of the key skill sets and qualifications required in the Middle East and North Africa job market. This survey is the first of its kind in the region and the definitive benchmark guide to who is hiring, when they are hiring, and what positions employers are looking to fill over a three and 12-month period.
2014 Compensation and Benefits Trends in the GCC ReportThe HR Observer
As the economic forecast for the region brightens up, many organisations are preparing for business growth and expansion. This has a great impact on the people operations in the business and especially on compensation and benefits to ensure employee pay and benefits are competitive to retain and engage top talent. The report summaries a GCC wide survey conducted with nearly 160 companies across many sectors. Respondents were asked to report on key pay indicators inside their companies in 2012 – 2014 to analyse major pay movements and trends. A trends analysis of various compensation and benefits instruments in the region including flexible benefits and employee wellness is then presented. The report also outlines the key strategic priorities for the profession in the next 3 years while forecasting some of the key challenges to C&B that come with growth
There has been a 40% increase in demand for HR project leads in the interim space; candidates that have experience working across a number of client groups, and those that specialize in HR restructures and organisational change have been highly sought after.
EY India Attractiveness Survey 2015 – Top Reasons to Invest to Invest in India EY
Investors see India speeding up pace towards becoming world's top destinations for manufacturing. Check out this detailed infographic on what’s activating growth in India.
Etude PwC sur les dirigeants africains (2013)PwC France
pwc.to/18Uw7VU
PwC a interrogé 301 dirigeants dans 19 pays africains : Angola, Bostwana, Cameroun, Congo Brazzaville, République Démocratique du Congo, Gabon, Ghana, Côte d’Ivoire, Kenya, Mozambique, Namibie, Nigeria, Rwanda, Afrique du Sud, Tanzanie, Tunisie, Ouganda, Zambie et Zimbabwe. Les équipes de PwC ont également mené 30 entretiens qualitatifs avec des dirigeants d’entreprises pour approfondir leur analyse.
Today, Asia-Pacific—and in particular the fast-emerging
nations in its midst—is once again taking centrestage in
the worldwide marketplace. This is the Asian century, and the region’s organisations—
as well as the talented individuals that lead them—
are going to need to adapt, fast.
The Middle East is a treasure trove of jobs and has always been a frontier for the best job opportunities across a wide spectrum of sectors. This Slide presents the current career status in the MIddle East, targeting the career opportunities, country wise status, different recruitment trends and much more.
Franchising - A Realistic Business Opportunity In IndiaKarrox Franchise
A presentation looking at the criteria for a business wanting to expand through franchising.
Looks at the entrepreneurship scalability with franchising in India within the Education Sector.
End result is that any successful franchise is probably a mix of the various models.
There are as many models of Franchises as there are business multiplied by the different ambitions and desires of the owners of those businesses.
Michigan’s top economic leaders today issued a series of findings that forecast the state’s readiness to fill high-paying, high-demand jobs with educated and skilled workers.
And, while data show the state is generally prepared to meet the demand for high-wage jobs over the next three years, the ability to meet demand over the long-term is less certain.
The United Arab Emirates (UAE) is a rapidly developing economy with an approximate population of 8 million. Its GDP was estimated at US$390bn in 2013, making it the 29th largest economy in the world and the second largest in the Middle East. Its GDP per capita is approximately US$43,000, the 19th highest globally.
The business outlook across Asia for 2014 looks set for a positive trajectory, but there are a number of uncertainties that will have many business leaders watching over their shoulders.
The latest Executive Outlook Survey 2014 from KellyOCG shows that while there is widespread agreement about continuing economic and business improvement, it is not unbridled optimism.
Global economic events and local Asian business sentiment are coalescing in 2014 to produce a whirlwind of possible scenarios for the world economy.
The first edition of EY Stock Based Incentive Survey 2014 is a comprehensive survey of 110 senior decision makers from global and Indian companies. The survey results manifest interesting insight into today’s employer mindset. It brings to the fore how companies view stock-based compensation as a tool to retain and attract talent, as well as create wealth for the employees.
For further information, please visit: http://www.ey.com/IN/en/Services/Tax/EY-stock-based-incentive-survey-the-results
Robert Half 2019 Salary Guide SingaporeGerald Teoh
Get the latest in depth market insights on talent movements and salary trends as Robert Half helps you to beat your competition in hiring and retaining of talents.
EY India Attractiveness Survey 2015 – Top Reasons to Invest to Invest in India EY
Investors see India speeding up pace towards becoming world's top destinations for manufacturing. Check out this detailed infographic on what’s activating growth in India.
Etude PwC sur les dirigeants africains (2013)PwC France
pwc.to/18Uw7VU
PwC a interrogé 301 dirigeants dans 19 pays africains : Angola, Bostwana, Cameroun, Congo Brazzaville, République Démocratique du Congo, Gabon, Ghana, Côte d’Ivoire, Kenya, Mozambique, Namibie, Nigeria, Rwanda, Afrique du Sud, Tanzanie, Tunisie, Ouganda, Zambie et Zimbabwe. Les équipes de PwC ont également mené 30 entretiens qualitatifs avec des dirigeants d’entreprises pour approfondir leur analyse.
Today, Asia-Pacific—and in particular the fast-emerging
nations in its midst—is once again taking centrestage in
the worldwide marketplace. This is the Asian century, and the region’s organisations—
as well as the talented individuals that lead them—
are going to need to adapt, fast.
The Middle East is a treasure trove of jobs and has always been a frontier for the best job opportunities across a wide spectrum of sectors. This Slide presents the current career status in the MIddle East, targeting the career opportunities, country wise status, different recruitment trends and much more.
Franchising - A Realistic Business Opportunity In IndiaKarrox Franchise
A presentation looking at the criteria for a business wanting to expand through franchising.
Looks at the entrepreneurship scalability with franchising in India within the Education Sector.
End result is that any successful franchise is probably a mix of the various models.
There are as many models of Franchises as there are business multiplied by the different ambitions and desires of the owners of those businesses.
Michigan’s top economic leaders today issued a series of findings that forecast the state’s readiness to fill high-paying, high-demand jobs with educated and skilled workers.
And, while data show the state is generally prepared to meet the demand for high-wage jobs over the next three years, the ability to meet demand over the long-term is less certain.
The United Arab Emirates (UAE) is a rapidly developing economy with an approximate population of 8 million. Its GDP was estimated at US$390bn in 2013, making it the 29th largest economy in the world and the second largest in the Middle East. Its GDP per capita is approximately US$43,000, the 19th highest globally.
The business outlook across Asia for 2014 looks set for a positive trajectory, but there are a number of uncertainties that will have many business leaders watching over their shoulders.
The latest Executive Outlook Survey 2014 from KellyOCG shows that while there is widespread agreement about continuing economic and business improvement, it is not unbridled optimism.
Global economic events and local Asian business sentiment are coalescing in 2014 to produce a whirlwind of possible scenarios for the world economy.
The first edition of EY Stock Based Incentive Survey 2014 is a comprehensive survey of 110 senior decision makers from global and Indian companies. The survey results manifest interesting insight into today’s employer mindset. It brings to the fore how companies view stock-based compensation as a tool to retain and attract talent, as well as create wealth for the employees.
For further information, please visit: http://www.ey.com/IN/en/Services/Tax/EY-stock-based-incentive-survey-the-results
Robert Half 2019 Salary Guide SingaporeGerald Teoh
Get the latest in depth market insights on talent movements and salary trends as Robert Half helps you to beat your competition in hiring and retaining of talents.
Maintec providing Staffing services in India that offer you the ability to build your staff strength without absorbing them full time, and keep projects moving.
The region’s Premier annual Compensation & Benefits event run successfully since 1996 where Top level experts from Top employers will share insights into real world strategies and techniques in Compensation & Benefits. For Registrations contact Sowmya on +971 4 4072730 or email: sowmya.yellappa@informa.com
Global perspectives for private companies: Agility in changing marketsDeloitte United States
What drives private companies? The second annual Deloitte Private global survey indicates that private enterprises are committed to innovation, their people and strong company values. Despite the growing challenges facing them, more than 2,500 business leaders in 30 countries expressed confidence in their company’s ability to adapt and thrive. https://deloi.tt/2GfBFkP
Driving growth in Indian manufacturing industry Sumit Roy
Indian manufacturing is just perfectly poised to Unlocking the transformation value with technology .While businesses understand that in order to build an organisation that is agile and suited to withstand current market and economic volatilities, there are several things to be considered before taking a digital leap. More than just a strategy for any individual technology trend or for combining more than one of them, companies need a systematic approach to adopt technologies in a holistic fashion. The industry trends and challenges primarily drive the appropriate selection of technology solutions, which need to be fine-tuned to a company’s needs based on its scale, capabilities and its specific issues. This joint CII-PwC report takes a closer look at two industries in particular, manufacturing and infrastructure, and tries to decode the prevalent challenges in these two sectors, the kind of initiatives being taken to drive growth and development, and how IT adoption is playing an important role to overcome these challenges
Reinvent your skill strategy to create a future-ready and future-proof workforce!
Based on the real case scenarios from a range of organizations, this guide drives home the importance of designing and implementing comprehensive skills development strategies for creating future-proof businesses and a sustainable future of work.
This Guide also includes a Self Assessment Questionnaire for Skill Initiatives with an aim to assess the skill strategies that are being implemented, or are being planned to implement, to arrive at the perfect strategy suited to the needs of the organization.
Here’s to making India the skill capital of the world!
El estudio Global Talent Trends 2019 de Mercer, presentado en el PAD-Escuela de Dirección, muestra las principales tendencias en gestión del talento a nivel mundial para este año. Está basado en el aporte de más de 7300 líderes de RR.HH. de todo el mundo.
The decade long accountancy skills gap and the impact of covid 19 by chantal...ChantalHaynesCurley
This article explores the impact of COVID 19 on the already critical skills gap within the accountancy profession and the need to reconfigure the delivery of training in line with the changes in the 'workplace'
Samarcande est un roman de l'écrivain franco-libanais Amin Maalouf publié aux éditions Jean-Claude Lattès en 1988. Il a reçu le prix Maison de la Presse l'année de sa publication.
Impact of Covid-19 Outbreak on the Entrepreneurship Ecosystem-menaAmel Ait Ahcene
Wamda and ArabNet have published a report on 'The impact of COVID-19 on the technology ecosystem in Mena' to provide insight into the challenges and opportunities that are now facing startups in the region.
2020 edelman Trust Barometer Brands and the CoronavirusAmel Ait Ahcene
#Trustbarometer Brands Secial Report: Brand Trust and the Coronavirus that reveals the power and necessity of brands, as well as their urgent need to act during the #Coronavirus.
We are a community of Algerian Professionals’ resident in the UAE willing to make the most of their expatriation by sharing common interests and values.
E-commerce in MENA: Opportunity beyond the hypeAmel Ait Ahcene
The retail industry in the Middle East and North Africa (MENA) is on the verge of a pivotal shift.
E-commerce is becoming a reality, reinventing consumers' path to purchase, forming new customer experiences, disrupting business models, and creating growth opportunities for large and small retailers as well as for a new generation of
e-commerce pure players.
LE GUIDE POUR UN PROFIL COMPLET ET PLUS VISIBLE SUR LINKEDINAmel Ait Ahcene
Ce guide vous donnera aCCès aux meilleurs Conseils pour Créer et optimiser votre profil, pour développer votre réseau et partager auprès des professionnels présents sur linkedin.
LinkedIn was found to be “undisputedly the most
trusted platform”.
In the research, Business Insider Intelligence attributes
this to the mindsets in which consumers approach the
different social platforms. Members approach LinkedIn
with a professional mindset to inform and progress their
careers. “This dynamic causes people to treat content
and interactions on LinkedIn as more authentic,”
says Business Insider Intelligence, and, in turn, “this
engenders a higher degree of digital trust.”
Translate your strategy into a scheduled plan using an editorial calendar. This may include your goals for various channels, how often you will be posting and at what times, the type of content to be shared, messaging, and metrics. Planning ahead will help organize your promotional schedule across multiple networks. Tracking audience engagement will give you an idea of the best days and times to post for your particular audience. While having a calendar will provide structure and deadlines, you also want to post spontaneously when it’s warranted, such as a relevant, breaking news story or commentary on a retweet. You can also use your calendar to archive your most successful content, and then reuse it later if it’s evergreen.
You will learn:
-The different types of consumer psychology principles
-How to incorporate those principles into your marketing programs
How consumer psychology principles can assist your customer in their journey
-How marketers benefit from facilitating successful conversations
By Marketo
WELCOME TO CONNECT EXECUTIVE SEARCH MIDDLE EAST
Connect Executive Search Middle East is a full service selection and placement agency that is focused on supplying the best pool of talent to the Middle East. Offering an unrivalled level of service, our aim is to connect organisations with leading professionals through our team’s sector specific knowledge and in-depth understanding of the Middle East market. The combination of our local intelligence and global network enables us to source the best talent in the region within the following divisions:
Oil, Gas and Energy
Industrial and Engineering
Legal and Business Support
Emiratisation and Government
Healthcare and Life Sciences
The Impact of Artificial Intelligence on Modern Society.pdfssuser3e63fc
Just a game Assignment 3
1. What has made Louis Vuitton's business model successful in the Japanese luxury market?
2. What are the opportunities and challenges for Louis Vuitton in Japan?
3. What are the specifics of the Japanese fashion luxury market?
4. How did Louis Vuitton enter into the Japanese market originally? What were the other entry strategies it adopted later to strengthen its presence?
5. Will Louis Vuitton have any new challenges arise due to the global financial crisis? How does it overcome the new challenges?Assignment 3
1. What has made Louis Vuitton's business model successful in the Japanese luxury market?
2. What are the opportunities and challenges for Louis Vuitton in Japan?
3. What are the specifics of the Japanese fashion luxury market?
4. How did Louis Vuitton enter into the Japanese market originally? What were the other entry strategies it adopted later to strengthen its presence?
5. Will Louis Vuitton have any new challenges arise due to the global financial crisis? How does it overcome the new challenges?Assignment 3
1. What has made Louis Vuitton's business model successful in the Japanese luxury market?
2. What are the opportunities and challenges for Louis Vuitton in Japan?
3. What are the specifics of the Japanese fashion luxury market?
4. How did Louis Vuitton enter into the Japanese market originally? What were the other entry strategies it adopted later to strengthen its presence?
5. Will Louis Vuitton have any new challenges arise due to the global financial crisis? How does it overcome the new challenges?
New Explore Careers and College Majors 2024.pdfDr. Mary Askew
Explore Careers and College Majors is a new online, interactive, self-guided career, major and college planning system.
The career system works on all devices!
For more Information, go to https://bit.ly/3SW5w8W
This comprehensive program covers essential aspects of performance marketing, growth strategies, and tactics, such as search engine optimization (SEO), pay-per-click (PPC) advertising, content marketing, social media marketing, and more
Want to move your career forward? Looking to build your leadership skills while helping others learn, grow, and improve their skills? Seeking someone who can guide you in achieving these goals?
You can accomplish this through a mentoring partnership. Learn more about the PMISSC Mentoring Program, where you’ll discover the incredible benefits of becoming a mentor or mentee. This program is designed to foster professional growth, enhance skills, and build a strong network within the project management community. Whether you're looking to share your expertise or seeking guidance to advance your career, the PMI Mentoring Program offers valuable opportunities for personal and professional development.
Watch this to learn:
* Overview of the PMISSC Mentoring Program: Mission, vision, and objectives.
* Benefits for Volunteer Mentors: Professional development, networking, personal satisfaction, and recognition.
* Advantages for Mentees: Career advancement, skill development, networking, and confidence building.
* Program Structure and Expectations: Mentor-mentee matching process, program phases, and time commitment.
* Success Stories and Testimonials: Inspiring examples from past participants.
* How to Get Involved: Steps to participate and resources available for support throughout the program.
Learn how you can make a difference in the project management community and take the next step in your professional journey.
About Hector Del Castillo
Hector is VP of Professional Development at the PMI Silver Spring Chapter, and CEO of Bold PM. He's a mid-market growth product executive and changemaker. He works with mid-market product-driven software executives to solve their biggest growth problems. He scales product growth, optimizes ops and builds loyal customers. He has reduced customer churn 33%, and boosted sales 47% for clients. He makes a significant impact by building and launching world-changing AI-powered products. If you're looking for an engaging and inspiring speaker to spark creativity and innovation within your organization, set up an appointment to discuss your specific needs and identify a suitable topic to inspire your audience at your next corporate conference, symposium, executive summit, or planning retreat.
About PMI Silver Spring Chapter
We are a branch of the Project Management Institute. We offer a platform for project management professionals in Silver Spring, MD, and the DC/Baltimore metro area. Monthly meetings facilitate networking, knowledge sharing, and professional development. For event details, visit pmissc.org.
4. The future of work is within sight. New technology, geopolitical changes
and the ongoing skills shortage are affecting organisations across the
globe, and emerging markets such as the UAE will need to adapt to be
successful in the new working world.
Automation and AI (artificial intelligence) have become key in supporting
businesses as they strive to improve operations, speed and insights.
Quality candidates with in-demand digital skills often receive multiple
job offers, prompting businesses to adopt far more competitive
strategies to attract them. Our 2020 Salary Guide gives you insights
into emerging hiring trends and salary benchmarks, to help you gain
a competitive edge, and includes guidance on retaining and upskilling
existing workforces.
Our salary forecasts are based on the significant number of job
placements we make every year. Combined with our knowledge of
labour market conditions, this means we can give you a head start as
you plan headcount and hiring budgets in the year ahead.
For more information regarding recruitment trends and salaries in
your region, please contact us on +971 4 382 6700.
Gareth El Mettouri
Associate Director, Robert Half UAE
MESSAGE FROM
THE ASSOCIATE DIRECTOR
ROBERT HALF
2O2O SALARY GUIDE | 2
5. many, this will include the modernisation of internal processes to
feature automation and more sophisticated platforms that could
significantly reduce task times.
AI, automation and the future of work
The impact of technology on the future of work will be significant
for both employers and workers alike. As new technology begins to
infiltrate business processes, the roles of tomorrow begin to evolve.
Approaches to hiring have shifted, with employers now putting
more emphasis on the soft skills needed for digital work
environments. Our research found that communication, strategic
thinking and adaptability will rise to prominence in the next few
years as workforces change to meet the new challenges that
technology presents.
Optimism returns to the GCC
The future is looking bright for the Gulf Cooperation Council
(GCC) region, as oil prices, retail and infrastructure investments
bolster optimism in business leaders. UAE consumers have
absorbed the impact of the VAT introduction and are beginning
to spend more freely, and confidence levels are up by 54%.1
The World Expo 2020 remains a main driver of confidence,
reputation and economic growth for Dubai.2
Tourism to the region
will provide a healthy boost in revenue for the leisure, retail and
hospitality sectors, as well as additional operational spending
and the job creation connected to it. The event provides further
support for economic diversification away from oil and into other
more sustainable sectors.
Although confidence is high and good growth is predicted, business
leaders could struggle to hit targets amid the global skills shortage.
The majority of chief executive officers (CEOs) in the Middle East
are struggling to find qualified talent to fill open roles. At the
risk of falling behind, two-thirds (68%) of CEOs are expected to
prioritise operational efficiencies over the next 12 months.3
For
KEY TRENDS
AFFECTING HIRING
Business leaders we speak to are
confident they will achieve revenue
growth over the next three years.
— Darren, Senior Manager, Dubai
1
More UAE consumers upbeat about finances, economy; confidence levels up 54%: Gulf News, January 2019
2
UAE economy to grow 3 per cent in 2020: Gulf News, May 2019
3
PwC Annual Global CEO Survey ROBERT HALF
2O2O SALARY GUIDE | 3
6. Workplace digitalisation will also require a change in leadership
tactics. According to UAE business leaders, good leadership is
the most sought-after soft skill for the digital workplace. The most
in-demand executives will be those who can foster resilience
in workers and can support and maintain a forward-looking
company culture.
Our survey results show that 46% of UAE business leaders feel
the introduction of technology into the workplace has helped
employees expand their skills. It has also helped facilitate better
work–life balance and has increased productivity.
Despite a positive outlook overall, business leaders believe resistance
to change and a lack of access to digital skills training could
prevent progress. To launch planned initiatives via technology,
organisations will need to focus on fostering a company culture
that encourages resilience and supports learning to facilitate change.
of CEOs struggle to find
qualified professionals
83%
Top three skills for a digital future
1. Technological understanding (63%)
2. Communication skills (52%)
3. Technical know-how (51%)
ROBERT HALF
2O2O SALARY GUIDE | 4
7. Increased ease of doing business for foreigners
A series of new UAE government initiatives has been announced
with the aim of increasing the appeal of the UAE for foreign
investment and expats. These include initiatives such as offering
100% foreign ownership across 13 sectors.4
And in Abu Dhabi,
foreigners5
are now entitled to own the freehold of land and
properties purchased in investment zones. Expats are enjoying a
more settled and long-term outlook regarding their careers in the
UAE, and investors and entrepreneurs have the option to apply
for a 10-year residency. These initiatives are being offered in an
attempt to attract more expat talent to the region.
Entrepreneurial boom
The UAE region is in the middle of an entrepreneurial boom that
has seen significant growth in FinTech and e-commerce start-ups.
The Middle East and North Africa (MENA) e-commerce market
is expected to triple in value by 20206
, and the FinTech market is
predicted to reach $125 million (£97 million) in growth by 2022.7
Entrepreneurial confidence has been bolstered by Uber’s
acquisition of Careem, the deal between Souq and Amazon
and by the new incentive allowing 100% ownership by foreign
companies. Dubai Expo 2020 is another driver of entrepreneurial
success, prompting a hiring boost in events, hospitality and
service/supplies businesses.
As the start-up culture in the UAE continues to thrive, qualified
accounting and finance candidates have become scarce as new
FinTech businesses rush to hire experienced professionals to help
guide them. Because of this, 32% of small businesses in the UAE
are struggling to hire the accounting talent they need.
4
Khaleej Times, July 2019
5
Arabian Business, July 2019
6
Google Report: E-Commerce in Middle East Set for Strong Growth, FinTech Middle East, March 2019
7
MENA: Fintech Makes Its Mark, Global Finance, February 2019
Top concerns for UAE managers in 2020
Cash flow management
52%
Talent attraction and retention
47 %
Delivering growth
44 %
Regulatory issues
41%
Access to investment financing
33 %
Source: Independent Robert Half survey of more than 75 CFOs across the UAE.
ROBERT HALF
2O2O SALARY GUIDE | 5
8. Please contact us to discuss the hiring and
salary trends for your specific hiring needs.
Although passive candidates are usually content to stay within
their current roles, many have said they would consider another
offer if there were a considerable salary increase or the
opportunity for career progression. The offer of a promotion is
a particularly powerful retention tool, as 67% of senior business
leaders claim they have denied an employee promotion in the
past three years. The power of a competitive salary also hasn’t
gone unnoticed by employers, 32% of whom have stated they
increased their base offering to help fill a vacant role.
Training and development remain a key consideration for
candidates in the current hiring market, as professionals strive to
keep skill sets up to date and advantageous. In response, 52% of
UAE business leaders are planning in-person training sessions for
new technologies, and 50% plan to facilitate knowledge transfer
from subject-matter experts. Over a third of employers (34%) have
used the offer of training to entice a new hire to their ranks.
As in previous years, one of the most requested benefits is
flexible working. This can take the form of work-from-home days,
condensed working hours or negotiable schedules. Candidates at
all experience levels, from junior to senior, are requesting flexible
working during the interview process. The option to spend more
time with family is also an attractive prospect for expats, and the
offer of flexible working could help organisations attract top talent
from overseas.
REMUNERATION TRENDS
2O2O SALARY GUIDE | 6
ROBERT HALF
9. ACCOUNTING
AND FINANCE
Hiring climate
The UAE has established itself as a haven for start-ups. Many of
these are seeking qualified finance and accounting professionals
with experience in establishing and developing finance processes,
who are also comfortable sitting within advisory roles regarding
growth and investment. Demand for financial planning and
analysis roles has risen in response, with 39% of business leaders
struggling to find qualified talent, making it the most challenging
accounting and finance role to hire for.
Within multinational corporations, businesses are still focused on
filling vacancies rather than creating new roles. As capital expenditure
returns to budgets in 2020, headcount is expected to increase to
bring additional resources into alignment with investment.
Market regulation and consumer protection have become
a point of focus as the UAE strives for global best practice.
This shift has increased hiring for internal audit and risk/
compliance roles, which businesses are struggling to hire for.
ROBERT HALF
2O2O SALARY GUIDE | 7
10. The telecommunications, aviation and technology industries
are showing the highest signs of demand overall. They are
expected to continue on this trajectory until 2020. Because
the talent shortage threatens hiring plans across the accounting
and finance sector, some organisations are opting to hire
newly qualified professionals, who can add value via a fierce
determination to succeed and the application of fresh training.
Salary trends
Although salary increases are being awarded in some large
organisations, many employers are struggling to move beyond
their existing salary bandings. Despite this, employers can
expect to continue seeing an influx of new expat candidates,
who continue to move to the region.
Hiring managers who aren’t able to offer a higher salary are
attracting top talent by flexing the benefits and perks offered
as part of the remuneration package. The most popular benefit
offered is flexible working in the form of flexible schedules,
compressed working hours and the option to work from home.
Training is also an attractive benefit and is being offered by
41% of chief financial officers (CFOs).
of CFOs offer training as part
of the remuneration package
41%
2O2O SALARY GUIDE | 8
ROBERT HALF
11. TECHNICAL SKILLS IN DEMAND
• ACCA/CIMA/ACA newly qualified (≤5 years’
experience)
• ACCA/CIMA/ACA 3–5 years part-qualified
• Bilingual language skills – Arabic and English
• Financial modelling
• Private equity experience
SOFT SKILLS IN DEMAND
• Analytical ability
• Business partnering
• Change management
• Effective communication skills
• Influence
• Chief financial officers
• Financial analysts
• Finance directors
• Management accountants
• Financial planning and
analysis managers
ROLES IN DEMAND
2O2O SALARY GUIDE | 9
ROBERT HALF
15. FINANCIAL
SERVICES
Hiring climate
Hiring in the financial services sector is trending upwards.
Stable oil prices have increased confidence and investments from
sovereign and government institutions continue to roll in, to the
benefit of all markets – especially banking. Although many larger
organisations still have hiring freezes in place, there are plenty
of opportunities in the growing start-up community, most notably
among FinTech companies.
Regional buy-side firms – private equity, family offices, sovereign
wealth and so on – are attempting to navigate portfolios through
a challenging market at present. This has prompted them to seek
finance candidates with strong strategic and commercial skills.
Demand for trade licences in the UAE’s offshore financial
jurisdictions has led to a hiring push for compliance professionals.
Businesses are particularly interested in candidates with
experience operating as the authorised individual for firms
regulated by the Financial Services Regulatory Authority (FSRA)
or the Dubai Financial Services Authority (DFSA).
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16. A number of new roles have emerged in finance due to technological
advancements in business processes. Business analysts, enterprise
resource planning (ERP) systems specialists, risk managers and
financial advisers are some of the emerging roles that businesses
plan to start hiring for in the coming year. The current economic
and political climate in the UAE may dampen overseas job seekers’
enthusiasm for relocation, but new government incentives (such as
the offer of long-term visas) have removed emigration roadblocks
and have made it easier and more affordable for businesses to
access and retain qualified professionals.
Salary trends
The highest salaries are being offered to mid- to senior-level candidates
due to the lack of qualified talent in the current hiring market.
When hiring for compliance roles, employers are typically looking
for candidates with 4–7 years’ experience. This is a strategic move,
as these candidates will have enough experience to hold authorised
individual status, without commanding the higher salaries of a
more experienced or senior professional.
Many businesses are choosing to promote existing staff to senior
finance positions, such as deputy CFO or corporate controller.
This allows businesses to retain good talent while avoiding the
higher salary an experienced CFO might expect.
When hiring for senior finance roles, businesses are looking
for candidates with commercial skills in finance leadership and
experience in developed markets. There is also pressure to find
qualified professionals for relations, business development and
fundraising roles.
New finance roles expected to arise from
technological advancements:
Business analysts
37%
ERP systems specialists
37 %
Risk managers
29 %
Financial advisers
28%
Tax specialists
25 %
Source: Independent Robert Half survey of more than 75 CFOs across the UAE.
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17. TECHNICAL SKILLS IN DEMAND
• Financial analysis
• Finance business partnering
• Regulatory compliance
• Knowledge of the FinTech market
SOFT SKILLS IN DEMAND
• Strategic thinking
• Critical thinking
• Problem solving
• Multilingual
• FSRA/DFSA-authorised
compliance officers
• CFOs/heads of finance
• Risk managers
• Commercial accountants
• Investor relations
professionals
ROLES IN DEMAND
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ROBERT HALF
21. TECHNOLOGY
Hiring climate
The UAE technology hiring market is one of the most competitive,
due to the digitisation of services and the expansion of the
start-up ecosystem. Enterprise software and IT services are also
contributing factors, both of which have shown impressive growth
in recent months.8
Venture funding in UAE start-ups is also impacting the demand
for qualified technology talent. Total start-up funding in the MENA
region reached 31% in 2018 as more international investors
flooded to the UAE market, encouraged by government support.9
The result has been increased demand for software developers,
as businesses attempt to meet product development needs.
Data, digital transformation and modernisation are top priorities
for 2020, as businesses focus on growing revenue and market
share through technology adoption. To use gathered data and
prepare for digitisation, employers will be looking to increase
hiring into data and digital transformation roles.
The acceleration of digital transformation programmes has
caused an increase in demand for medium-to senior-level
8
Gartner Says Middle East and North Africa IT Spending to Reach $160 Billion in 2019, Gartner, 4 March 2019
9
2018 MENA Venture Investment Report, MAGNiTT, January 2019
candidates. This is a strategic choice that aims to bypass the
lengthy training that may be needed for junior IT professionals.
Technical knowledge won’t be limited to the tech team – sales
execs will also be expected to have a firm understanding of new
technology so they can successfully sell in the region. Payment
processes are now being affected by the rise of cryptocurrency
payments, causing many businesses to begin hiring for payment
experts with technical skills.
Salary trends
The global technology skills shortage is depleting Middle Eastern
firms of the high-quality talent they need. To help combat the
issue, employers can look to strengthen their appeal to overseas
talent by offering relocation assistance and cost-of-living support.
The war for technology talent can also be mitigated with regular
salary benchmarks. Technology roles are continually undergoing
rapid change, and salaries should reflect the responsibility, risk
and skill needed for each iteration.
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22. 2020 will be the year of data,
artificial intelligence, cyber security,
and continuous adoption of the latest
technologies to grow revenues.
— Kevin, Senior Manager, Dubai
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23. TECHNICAL SKILLS IN DEMAND
• Full stack development
• AWS/Azure certifications
• Computer science MSc
• Project/programme management
SOFT SKILLS IN DEMAND
• Collaboration
• Problem-solving
• Adaptability
• Interpersonal skills
• Analytical skills
• Cyber security analysts
• Systems integrators
• Digital transformation
project managers
• Artificial intelligence
developers
• Heads of digital/digital
transformation
ROLES IN DEMAND
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ROBERT HALF
26. HUMAN RESOURCES
AND ADMINISTRATION
Hiring climate
HR and administrative roles can expect a healthy surge in
hiring as new labour laws take hold in the UAE and digital
transformation projects require a personnel shift. As the number
of start-ups continues to grow within the UAE, executive assistants
and office managers find themselves in increasingly high demand.
Hiring for these positions is particularly challenging for businesses
in the public sector, in which 33% of CEOs said they struggled to
find skilled job candidates.
The same is true for talent management and acquisition roles,
which have increased within large multinational organisations as
they compete more aggressively for top talent. According to 51%
of large businesses, senior HR business partner’s and HR analysts
are a challenge to hire – this is compared with just 16% of small
businesses. HR professionals who specialise in compensation and
benefits packages are also in high demand.
HR teams are relied on to help businesses transition towards
digitalisation and will be expected to offer support as employees
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27. ready themselves for the future of work. It is the HR team that will
bear part of the responsibility for identifying skills gaps and how
best to upskill employees.
Because HR teams are considered integral to the process of digital
transformation, businesses are looking for HR and administration
professionals with soft skills in change management. This is a
quality that 25% of CFOs believe will rise in demand within the
next three years.
Industries showing the strongest demand in the coming year
are legal, insurance, banking and management consultancies.
Because HR roles are both essential and hard to hire for,
experienced senior professionals can enjoy competitive salary
offers and better job perks.
Compensation and benefits
professionals continue to be a key
hire for many UAE businesses; many
employers are increasing salaries to
ensure retention of top talent.
— Gill, Division Manager, Dubai
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28. TECHNICAL SKILLS IN DEMAND
• UAE labour law experience
• Western degree/education
• Bilingual (English and Arabic)
• CIPD qualified
SOFT SKILLS IN DEMAND
• Change management
• Emotional intelligence
• Leadership
• Critical observation
• Executive assistants/
personal assistants
• Legal secretaries
• Talent acquisition
specialists
• Office managers
• HR business partners
POSITIONS IN DEMAND
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ROBERT HALF
30. LEGAL
Hiring climate
The legal landscape is changing for businesses in the wake of new
developments within financial regulations, FinTech and dispute
resolution. The UAE is steadily modernising legal approaches,
staying the course for global best practice. The burgeoning retail
market has seen a rise in commercial disputes, which has also
served to increase hiring within legal.
Legal professionals with 5–8 years’ post-qualification experience
can expect good mid-level job opportunities, as can bilingual
candidates, who are needed to support Arabic contract reviews
and drafting. Many firms are openly seeking magic circle-trained
lawyers but will need to review salary benchmarks if they’re to
attract top international candidates to their firms.
The industries showing the strongest demand for qualified legal
professionals are semi-government/government entities and
family conglomerates, which are expected to continue showing
robust hiring for these roles until 2020.
Head of Legal is one of the most
sought-after roles in the current
market, following on from last years
increase in the number of companies
seeking to bring lawyers in-house.
— Charlie, Division Manager, Dubai
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31. TECHNICAL SKILLS IN DEMAND
• LLB/LLM degree qualified
• Arabic speaking
• Drafting in local language
• Knowledge of local laws and procedures
SOFT SKILLS IN DEMAND
• Effective communication
• High personal integrity
• Confidence and persistence
• Analytical and logical reasoning
• Associates
• Senior associates
• Legal counsel
• Senior legal counsel
• Heads of legal
POSITIONS IN DEMAND
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ROBERT HALF
33. For 13% of employers, salary is a barrier to securing the top
professionals. To ensure they can still compete, many have begun
to offer career progression opportunities to attract talent. This is
an appealing benefit for junior-and mid-level candidates, but may
not be as effective when trying to secure highly skilled talent.
Flexible working options have become a staple remuneration
offering in today’s hiring market. Almost every candidate is
requesting this as a benefit or expecting it as part of an existing
package – this is true of entry-level positions as well as more
experienced workers.
Some businesses are opting to make the most of unique perks
and benefits, such as enhanced paternity pay and extended
annual leave for top performers, in a bid to compete for talent
when larger salaries can’t be offered. Our research found 19%
of businesses don’t think they offer enough unique perks and
benefits compared with competitors, which these businesses
believe is putting them at a disadvantage.
ADDITIONAL
REMUNERATION TRENDS
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34. Wellness packages are also a desirable benefit. More than four
in five (81%) employees said the offer of a workplace wellness
initiative would help them choose between two employers – a
figure that spiked to 85% among the millennial workforce.10
Unique benefits are key
For 20% of large businesses, a lack of exciting benefits is
one of the biggest barriers to filling open roles. Medium-
sized businesses are more likely to include unique perks
and benefits to gain advantage in the hiring market.
Small businesses
Medium businesses
Large businesses
10%
9%
20%
10
What matters to employees – more money or better perks? Arabian Business, October 2018
Hiring managers planning
to offer training to new
employees as an incentive
CEOs planning to
enhance benefits to
attract top talent
36% 28%
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36. Robert Half is the world’s first and largest specialised recruitment
consultancy and a member of the S&P 500. Founded in 1948, the
company has over 300 offices worldwide providing permanent
recruitment solutions for accounting and finance, financial services,
technology, legal, human resources and office support professionals.
Robert Half is also the parent company of Protiviti, a global
business-consulting firm that helps companies solve problems in
finance, technology, operations, governance, risk and internal audit.
Research methodology
The starting salary figures are based on a number of sources,
most notably the thousands of placements our recruiting
professionals make each year. Our experts interact with hiring
managers and candidates daily, which gives us unique, real-world
insights into the latest salary and benefits trends.
ABOUT ROBERT HALF
The figures shown are representative of the national average.
Robert Half recommends that employers complete their
remuneration package offering by factoring in other benefits
and incentives.
This report is based on annual studies developed by Robert
Half UAE and conducted by an independent research firm.
The study is based on more than 75 interviews with CFOs and
200 responses from hiring managers from across the UAE. The
results are segmented by size, sector and geographic location.
Please contact us to discuss the hiring and
salary trends for your specific hiring needs.
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37. FIND THE RIGHT FIT
You don’t need just any candidate.
You need one who matches your unique
job requirements and corporate culture.
Let Robert Half help you find the right fit.
START HIRING