The “Iran’s HR Ecosystem” report, which is the result of the collective work of senior managers and experts in the country’s human resources field in large commercial enterprises and young companies, was unveiled.
According to Ideaagency, according to the report of the General Directorate of Communications of Iran Mobile Communications Company, Hamrah-e-Avval and Diginext (Digikala Innovation and Investment Center) on Wednesday night, November 27, 2024, in a joint action of the report “Iran’s HR Ecosystem” which was a collective effort of HR Ecosystem activists has been prepared, unveiled.
This event, which was held in the conference hall of Homa Hotel, with the presence of a group of senior managers, experts and human resource experts of the country, brought a great opportunity to exchange views and network in this field; Also, the implementation of two specialized panels on the topics of “Human Resource Structure of Young Companies” and “Human Resource Structure of Large Companies” and the specialized presentation of the Human Resource Ecosystem report also added to its richness.
This report is the result of months of research, discussions with experts and companies from seven different industrial sectors “information and communication technology, electronic commerce and online services, energy and basic industries, pharmaceutical and health, investment and finance, fast-moving consumer goods – retail. and distribution, manufacturing – electrical goods and household appliances” who shared their experiences to complete this project.
According to Mohammad Moradi, the manager of Iran’s human resources ecosystem report project, about 100 interviews (with an average of approximately 180 hours of conversation) were conducted with senior managers of large companies and domestic startups to prepare this special report.
According to him, the results of these discussions and interviews led to the discovery of five basic challenges of human resources, including “attraction of skilled and expert workforce”, “attraction of workforce at managerial levels”, “design and implementation of succession planning”, “competitive salaries and wages”. And “design and implementation of performance management” was finished, in this report implementation solutions and suggestions of human resource managers and consultants are also presented.
In this report, he identified the challenges, solutions and operational models of human resources in Iranian organizations and tried to present a comprehensive picture of the state of human resources in the country with the aim of helping to empower the human resources ecosystem and creating a new discourse to keep pace with global standards.
Specialized panel of human resources structure of young companies
Due to the presence of senior human resource managers from various industries and in the dimensions of large and small companies in this event, the first specialized panel focused on “Human resources structure of young companies” and with the presence of “Ali Abroushan, Alireza Esalat, Mojtaba Salahshour” and Abazar Kamali” as members of the panel, who are current and past activists of the human resources department of startup brands such as Alibaba Travel Company, Denon, Khodro 45, Digikala, Hezar Dastan Holding, Hamrah Mechanik, Snapp grocery and DigiPay were held.
Each of the members of this panel, while sharing their work experience, expressed the challenges facing the development of the human resources sector; The lack of a single meter and standard to measure the current state and structure of human resources, the existence of classic structures in the human resources sector, the lack of connection between the structure of human resources and the organization’s strategy, the lack of flexibility of young companies and startups against the high speed of changes are some of these challenges.
The specialized panel of the human resources structure of large companies
The second panel was also held with the focus on “Human Resource Structure of Large Companies” and with the presence of “Peyman Dayyani, Farzaneh Shamlou and Navid Nazemian” as panel members who have experience working in the brands Solico, Dana Energy, Danone, Bell and Vodafone.
Challenging issues, the need to keep human resources up-to-date, keeping the intangible assets of knowledge and brand, reducing the costs and transaction of the organization, creating new opportunities for the organization, the power of analyzing the situation were among the things that were mentioned in this The panel was discussed.
The opinion of international experts about the report on the Iran’s HR ecosystem
After conducting the interviews, discussions and benchmarks, the team of preparing the report of Iran’s human resources ecosystem submitted the summarized report to the opinion of some international experts. This area has been reached and their views on this report have been sought.
In this regard, “Dave Ulrich” from the University of Michigan said, “Iran’s Human Resources Ecosystem report has done a great job in identifying 35 human resources challenges and investigating their existence in all industries and specific sectors. “This report not only shares the challenges but also provides innovative and relevant solutions.”
David van Lochem, the former human resources manager of IBM, also said about this report, “I was really impressed by this report about the situation of human resources in Iran. I observed some of the logical challenges that human resources in Iran face, including attracting talent, paying at an appropriate level, and planning. I also saw in this report that solutions such as focusing more on people analytics and how to become more strategic are suggested which gives great insight. It’s very well done and I’m sure it will be very informative to anyone who reads it.”
Dieter Veldsman, a professor at the University of Johannesburg, also said about this report that “this report is the first of its kind and I was honored to be involved in the early stages of the research process as well as the later stages. This is a wonderful resource and I urge all HR professionals to carefully review its insights and ask themselves what do these findings mean for me as an HR professional? How can I bring them into my workplace to transform our HR practice for the future?”
According to these experts, reports like Iran’s Human Resources Ecosystem are necessary to understand the science behind our profession and take practical steps to create a sustainable future for human resources. This report shows how organizations are effectively structuring their HR functions and provides a unique perspective for evaluating and improving their practices.
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