Deputy of Fanap: In the year 1400, we have had 15 years’ worth of workforce exits

Keyvan Jamehbozorg, Deputy of Business Development at Fanap, states: In the past year and a half, from 1400 onwards, we have experienced the equivalent of 15 years’ worth of workforce exits, with over 80% of them migrating out of Iran, and only 20% staying within domestic companies or becoming freelancers.

According to IDEA, the 1000+ Panel, held as part of the Brand as an Employer event, addressed the topic of differences and challenges in human resources within large companies.

Jamehbozorg emphasized the significance of diversity in human resources across businesses, stating that large companies are more engaged in social issues compared to medium and small-sized companies. Sometimes, their challenges even extend beyond the company itself, affecting the human resources of those companies. Naturally, stable conditions lead to higher work efficiency and confidence among human resources.

Continuing on, Jamehbozorg mentioned human-centered organizations, adding that human-centeredness is more than just a slogan. IBM has been working on it for a decade. Studies indicate that factors such as security, respect, and non-discrimination among human resources encourage their loyalty and dedication.

Fanap’s focus is also on preserving individuals’ dignity and status. However, the matter of migration, social issues in the country, and competition with foreign companies cannot be easily compensated. Nevertheless, currently, the country’s greatest need is production and instilling hope, and resilience remains a crucial element for survival.

Desire for Migration

Mohammad Khalej, CEO of Snapp, also commented on the challenge of human resources in companies. He stated: Technology companies, more than others, face the issue of their human resources leaving the country, and the hunt for talent is another threat that companies are facing. Remote work became possible due to COVID-19, and now many technology professionals are working remotely for foreign companies. However, not all factors are within our control, and a significant portion of migration relates to societal conditions.

He continued: We are striving to establish emotional commitment within our workforce and to motivate our employees by providing opportunities for advancement to senior and middle managers.

Common Interests Must Align

Masoud Tabatabaei, Deputy CEO of Digikala, also addressed the challenges of human resources in Digikala. He said: The human resources teams at Digikala consist of diverse teams and individuals with different mindsets, and we need to consider their expectations and characteristics. If we don’t do so, we will undoubtedly lose them. Digikala’s priority is for people to grow from within the organization, and the interests of colleagues should align with the interests of the company and shareholders.

Tabatabaei further explained: Undoubtedly, working at the Digikala brand is a dream for many, but in reality, work pressures within large brands are equally high. These pressures are more prominent in operational departments, and we are actively working on developing plans to address these challenges.

At the end, the Deputy CEO of Digikala expressed concern about the current conditions of human resources in Iran and said: We are concerned about the future, and the issue of migration has strongly impacted the job environment for Iranians. The more hope there is, the more retention we can achieve, and this matter falls back on the major decisions of the country.