1. 8 | The Edge
It is common knowledge that in Qatar and much
of the Gulf Cooperation Council (GCC), attracting
and retaining a talented and engaged workforce
is a major challenge, particularly for many highly
skilled positions.
Some vacancies can often ostensibly remain
openforlongperiods.Theresultisthattheburden
is placed on others in the organisation to perform
the tasks necessary, or these roles are filled by
persons not necessarily qualified or experienced
enough to do them with much success.
This situation is clearly highly inefficient,
and no doubt a drain on the bottom line of the
organisations it affects, at least temporarily.
When human resources (HR) requirements or
departments themselves are poorly managed or
not at all, the problem is exacerbated. And when it
is a C-Suite or management role that is not filled
or poorly performed, this negative effect is further
compounded, as entire companies, departments
or teams struggle to advance their aims without
an effective leader.
Low engagement, employee churn, wastage,
breaks in supply chains, missed deadlines,
botched projects and non-payment of staff or
creditors are but a few of the repercussions of
poor or non-existent HR management.
In giving this further thought, it does seem
ironic to me that this would be the case for Qatar
and the GCC. As an expatriate worker myself, I
am all too aware that being prepared to take the
life-changing step away from one’s home country
is a massive decision. However, in most cases in
the modern world, with so many economies in
decline or at best stagnant, the Middle East and
especially the Gulf region is an attractive option to
furthering one’s career and earning a good wage.
So the fact is that there are legions of
qualified, capable professionals around the world
Miles MastersonManagingEditor
editor’sletter
Misseddeadlines,
botchedprojects,
andnon-paymentofstaff
orcreditorsare but some
repercussions of poor or non-
existent HR management.
willing and ready to work in Qatar or in one of
its neighbours. This region needs talent and it
is out there, from Australia to Zanzibar. So why
do recruiters here face so many challenges and
potential employees seem to struggle to find
jobs that suit their skills quickly? Why do so many
positions remain vacant and the resultant HR
challenges persist in this otherwise resource- and
cash-flush region?
This topic is outlined in our cover story The
New Talent Reality, by Gulf-based HR experts
David B. Jones and Radhika Punshi on page 42,
which focuses on these and other related issues
through the filter of Qatar’s preparation for the
2022 World Cup.
Factors such as workforce nationalisation,
employment systems and related public
policy, demographic urgencies and improving
recruitment, and other HR standards in Qatar and
GCC are looked at by the article’s authors, who
incidentally recently released an engaging book
on the subject entitled The Paradox of Plenty.
The Gulf comprises six countries that are
unique in their own ways, so generalisations, even
between Qatar and the United Arab Emirates,
cannot be made. But these two countries in
particular share many commonalities and
challenges surrounding this topic. And they are
also in competition for the same talent resources,
afactrecentlymadeevenmorepertinentbyDubai
being awarded the 2020 World Expo, increasing
the need for talent in the region exponentially.
Two elements in the lead up to these events
will be key: how public policy evolves and how
the private sector’s HR segment improve their
standards and processes. As our authors express,
the repercussions of failure, both in the lead up
to these two events and beyond, are immense.
Will competent candidates fill all the emerging
vacancies? How will nationalisation quotas
within the public and private sectors affect the
macroeconomic dynamic? Will the emerging
youth bulge be sufficiently engaged?
These are just some of the questions that need
to be more widely acknowledged and addressed
immediately, in order to ensure that Qatar and
its neighbours’ upcoming HR challenges are
effectively dealt with sooner rather than later.