With this in mind, 88% of GCC countries that participated in a survey said that their main objective was to invest in talent The ANSR study also revealed that 68% of GCC countries believed benefits should be tailored for a diverse employee base, while 51% highlighted a more equitable pay structure as the top need for compensation and benefits.
The survey was the second phase of ANSR’s Employee Compensation and Benefits Survey, which included input from the top 100 employees. CCG leaders. It focused on leadership perspectives to assess areas of development and retention.
Commenting on the findings, Vikram Ahuja, Co-Founder, ANSR and CEO, Talent500, said: “In today’s competitive global marketplace, talent is the biggest asset for any organisation striving for success. Our recent survey of technology professionals highlighted the crucial need for constant upskilling, learning and development. Complementing this, our latest survey of GCC leaders reveals that they are also prioritising learning and development, career planning and nurturing future leaders.”
Priorities based on the growth stage of the GCC
During the first three years of growth, the study said, Gulf countries should focus more on configuration, aligning culture and selecting unique benefits such as hybrid work. This is necessary to build a strong foundation. The next phase of growth has to redefine structure and roles, incorporate flexibility and progressive benefits, and leverage data and insights to personalize offerings. As companies reach their maturity stage, beyond six years, there is a need to create high-value roles. Benefits at this stage can be hyper-personalized at scale while using data for optimization.
Ahuja said: “As GCCs become strategic partners to headquarters, it is essential to invest in talent development and leadership growth. These insights reinforce our commitment to fostering a culture of continuous improvement and ensuring our leaders are prepared to drive sustained success and organizational excellence.”PAY TO GROW
The ANSR survey notes that GCC countries need to refine their remuneration and benefits scheme to continue growing. It identifies the pillars of remuneration and benefits strategies as:
- Hyperpersonalization: tailoring compensation and benefits to individual employee needs and preferences
- Skill-based differentiation: rewarding employees based on their skills and competencies rather than their job titles
- Pay equity audit: ensuring fair pay across genders, roles and levels
- Deferred cash compensation: offering alternative long-term financial benefits
- Job Evaluation Framework: Establish clear criteria for evaluating jobs and determining compensation
- Sentiment Analysis Tools: Using Data to Understand Employee Satisfaction and Identify Areas for Improvement
- Professional development, training and skills development: investing in employee development and professional growth
- Global Exchange Programs: Facilitating Intercultural Learning and Talent Development
- Talent marketplaces: creating platforms for employees to discover new opportunities
- Compressed workweeks: Offer flexible work arrangements to improve work-life balance
- Transparent communication: Maintain an open dialogue with employees about compensation and benefits decisions.
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