The HR strategy for Bank Audi Lebanon aims to enhance talent management, improve employee engagement, and optimize HR processes. To enhance talent acquisition, the strategy includes thorough analysis of current recruitment processes, implementing AI tools for candidate screening, and improving employer branding. Additionally, partnerships with universities for graduate recruitment and training hiring managers on inclusive practices are prioritized.
Optimizing employee engagement involves conducting anonymous surveys biannually, establishing recognition programs, and improving communication channels. The strategy also incorporates remote work options and work-life balance initiatives to retain talent. Furthermore, competitive remuneration and fostering an inclusive culture are essential.
Streamlining HR operations involves implementing a management system for data handling, automating routine tasks, and conducting staff training on new technologies. Regular audits ensure policy compliance. The performance appraisal process is standardized, and a cross-functional committee is established to share best practices for continuous improvement.
The strategies
⛳️ Strategy 1: Enhance talent acquisition processes
- Conduct a thorough analysis of current recruitment processes
- Implement AI tools to streamline candidate screening
- Improve employer branding through social media and career fairs
- Develop partnerships with universities for graduate recruitment
- Train hiring managers on inclusive recruitment practices
- Utilise data analytics to identify skill gaps and recruitment success
- Create a structured onboarding programme for new hires
- Incorporate behavioural assessments in the recruitment process
- Regularly review and update job descriptions for clarity and relevance
- Set measurable recruitment KPIs and conduct quarterly reviews
⛳️ Strategy 2: Optimise employee engagement and retention
- Conduct anonymous employee engagement surveys biannually
- Establish an employee recognition and rewards programme
- Improve internal communication channels for transparency
- Develop career development and mentorship programmes
- Encourage flexible work policies and remote work options
- Increase focus on work-life balance initiatives
- Organise regular team-building activities and events
- Offer competitive remuneration and benefits packages
- Foster an inclusive workplace culture celebrating diversity
- Analyse exit interviews to identify retention improvement areas
⛳️ Strategy 3: Streamline HR operational processes
- Implement an HR management system for centralised data handling
- Automate routine HR tasks to increase efficiency
- Conduct training for HR staff on using new HR technologies
- Regularly audit and improve HR policies and procedures
- Ensure compliance with local labour laws and regulations
- Develop a comprehensive employee handbook and update regularly
- Standardise the performance appraisal process across departments
- Integrate a digital platform for real-time employee feedback
- Establish a cross-functional HR committee for sharing best practices
- Measure HR operational effectiveness using key performance indicators
Bringing accountability to your strategy
It's one thing to have a plan, it's another to stick to it. We hope that the examples above will help you get started with your own strategy, but we also know that it's easy to get lost in the day-to-day effort.
That's why we built Tability: to help you track your progress, keep your team aligned, and make sure you're always moving in the right direction.
Give it a try and see how it can help you bring accountability to your strategy.
