The telecommunication industry in the Middle East and North Africa (MENA) region grew moderately between 2010 and 2014. Increased revenues resulted in a 1.2% compound annual growth rate (CAGR) in 2014. The market flourished even when compared to the American and European telecom industries.
B2B Growth in the Light of Digital and 5G Era
Notably, most operators have invested in mainly the fiber and mobile markets (4G and 5G). The industry’s revenue is anticipated at 1.7% CAGR, which amounts to $7.1 billion. This rapid growth can be ensured by deploying innovative digital transformation and technologies.
The Telecommunication Industry in MENA Region
MENA Telecommunication market growth in B2B, especially in the context of their ongoing Digital Transformation and the preparation of 5G network and new services deployments.
The MENA Market Trends and Forecasting
By 2025’s end, the MENA region will mark its stellar achievements in the telecom sector. This will be done with digital revolutions and the integration of new technologies and services—the data provided below spells out the telecom industry’s potential milestones by 2025.
There were 375 million mobile users in the MENA region in 2017. This amounts to 64% of the total population. It is projected to increase to 69% (459 million unique mobile subscribers) by 2025.
Mobile Operator Revenues
The revenue generated from mobile users was $68 billion in 2017. Trends and forecasts show that this will become $78 billion by 2025. The operator capital expenditure (CAPEX) from 2018-2020 is $34 billion.
In 2017, smartphone connections were 49%. This percentage will be 74% by 2025’s end.
Telecom Market in the Digital Transformation Era
Evolving Core Telecom Market
- A great demand for data.
- The decline of voice revenue due to the high demand for over-the-top media services.
- A challenging regulatory environment.
Growth in digital services
- Growth in B2B (Business to Business) services such as IoT, cloud, cybersecurity, and megaprojects (E.g., smart cities).
- Growth in B2C (Business to Consumer) services such as digital across entertainment, digital lifestyle, and emerging services.
- Growth in areas like mobile financial services (MFS), digital advertising, and e-commerce.
- Deployment of new access technologies (E.g., 5G, Fiber, Edge, NB-IoT, LTE-M).
- Network virtualization and digitization of front-end and back-end.
- IT full-stack modernization and Exchange-to-Exchange (E2E) orchestration.
Changing Consumer Behaviors
- Demand for a seamless customer experience.
- Increasing demand for digital interactions across the customer journey.
- Evolution of enterprises powered by Industry 4.0.
Internal efficiencies and transformation
- Enhancement of efficiencies and agility with Robotic Process Automation (RPA), analytics, and AI.
- Optimization of operating models and process re-engineering.
- Culture change and talent acquisition/ re-skilling for new capabilities.
Industries that will be impacted by 5G
5G technology will ensure the efficient control of energy and power production. Furthermore, it will be used to process tower monitoring and remote transmission. It will also improve security.
Manufacturing 5G use cases are tied to the mission-critical concept of factory automation (the processes that must happen in extremely tight time frames to ensure revenue stability without any loss).
In this industry, 5G will also enable abilities like real-time production inspection and assembly line maintenance.
5G will facilitate remote telesurgery and patient monitoring. This will enable doctors to provide care from afar. The network could help augmented reality (AR) and virtual reality (VR) applications.
5G will improve smart cities’ prospects, including transportation, smart buildings, and smart metering.
Thanks to 5G, the emergence of vehicle-to-vehicle (V2V) and vehicle-to-infrastructure (V2I) is growing faster than expected.
Enterprise concerns regarding 5G and Internet of Thing (IoT)
1. IoT Use and Cases
IoT is associated with a positive investment profile. It is a key driver of the fourth industrial revolution. However, a surprising number of enterprises are still unconvinced about it.
40% of enterprises cite poor understanding of its benefits and use cases as a concern, the joint-top answer. IoT’s game-changing potential may be lost if these basic concerns are not addressed.
2. Immature Strategy
While the 5G investment is set to catch up with IoT spending over the next two years, doubts surround its readiness and relevance. 34% fear that 5G is immature, while 32% believe it is not relevant to overall technology and business strategy.
This is instructive since Telecommunications, Media and Technology (TMT) providers position 5G as much more than just a better mobile connection. Findings suggest that 5G has yet to punch its weight as a driver of strategic change.
3. Security and OPS
Both 5G and IoT will give rise to a new horizon of connectivity endpoints. While this can help catalyze new value propositions and closer customer relationships, it may also open the door to new cyber threats. Tellingly, this ranks as the highest concern for both technologies.
Enterprises also struggle to see how both technologies integrate with legacy systems or function with other emerging technologies.
Select 5G use cases for enterprise and B2B
Here are the three main pillars in which 5G might affect the use cases for KSA:
- Mission-critical utilities –water active grid & energy active grid
Global electricity demand is growing at a tremendous pace. To manage this demand, new technological solutions such as smart grids and virtual power plants have emerged.
Virtual Power Plants (VPPs) are connected entities that optimize energy flow through the entire network. VPPs help owners gain maximum profit while keeping the electric network’s balance at the lowest cost available. Typically, they combine several types of resources.
Semi-Autonomous vehicles: Fully autonomous, self-driving cars may not be a reality just yet. However, semi-autonomous vehicles with intelligent driving systems installed by default will take to the highways in 2021. And by 2022, 100% of the new vehicles shipped by OEMs will have smart telematics and other connectivity systems.
New Solutions for vehicles: The greater state of connectivity will result in multiple new technological innovations and business models. These include new fleet management solutions, in-car payments and connected commerce, remote diagnostics and OTA updates, predictive maintenance, usage-based auto insurance, and more.
Smart Street Lights: A connected system that manages street light schedules, combined with LED lights, can decrease energy costs by up to 77%. This will generate a positive ROI in four years.
Connected CCTV Systems: They can streamline more data in real-time to ensure better monitoring of traffic conditions and public safety. For example, smart streetlights equipped with a video camera and/or gunshot detection sensors can deliver real-time information to officials so that they can respond faster.
Intelligent Parking: Smart parking stations can send 5G data about free parking spots and pricing straight to the driver’s onboard vehicle system. Such solutions can reduce traffic congestion by 8% and generate $93,700 in monthly revenue per parking space.
Connected Traffic Lights: New real-time traffic management systems can emerge and deliver a greater level of control over traffic flow in response to specific demand levels. The integration of 5G will allow for the creation and deployment of traffic strategies in response to real-time conditions like rush hour and congestions.
City managers could also use other strategies to prioritize public transport and optimize the overall traffic flow to reduce stop-start driving. This will reduce pollution.
How can 5G contribute to MENA operators?
1. Customized Pricing
Most providers offer multiple pricing plans with different data limits and other features. One plan might have low set-up fees and high overage charges, while a second offer the inverse.
When evaluating their options, most companies choose a standard plan rather than requesting a customized offering. This is because they lack insight into their connectivity needs and usage patterns.
Without this information, they often pay for unnecessary features, such as a data-volume allowance that far exceeds their requirements.
2. IoT Solutions
Solutions that are easy to adapt must be implemented. Real-time data analysis and the provision of rapid actions to changing needs will drive various sectors. Considering the MENA region and KSA landscape, smart cities, health care, and energy will be the leading sectors.
3. New Products & Services
With the enhancements of 5G, businesses will further change their working traditions. Virtual offices, holographic communications, and real-time live translations might easily become part of the new business environment and customer services. As Saudi is a service-oriented country, some of the new solutions could easily be monetized.
4. Smart Cities
Due to the government’s investments in improving the nation’s quality of life, there is vast potential in the adaptation of these services with a particular focus on security.
This article concludes that introducing the 5G network with digital reforms will create many opportunities for the MENA Region. It will assist investors and the telecom industry. Furthermore, it will lead to economic growth potent enough to enable the region to compete with the rest of the world.
Additional sources you may wish to read:
GSMA – The Mobile Economy Middle East and North Africa 2018
Ericsson, NGMN, TechRepublic, Tech Pro Research, ZDNet, CNET
TM forum Analysis, And Press Releases of Telco Op.
Additional Links on this Subject from ReadWrite:
- As Oil Flags, Middle Eastern Capital Flowing to IoT, Smart Cities
- Big Data in the Telecommunications Ecosystem
- Are Telecoms Being Overlooked in Smart City Deployments?
- Not Just Connectivity, Telecom Must Leverage the Most of IoT to Deliver Value-Based Services
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Token Offerings from Employers Won’t Fix the Labor Shortage – ReadWrite
Workers today are displaying discontent with their jobs at unprecedented levels. In late July, for example, protesters in St. Louis congregated in an otherwise bustling drive-thru of a local McDonald’s. They were there to demand the corporation pay them at least $15 per hour — about $5 more than the current minimum wage in Missouri.
Worker discontent isn’t a problem unique to my home state, though. From Charlotte, North Carolina, to Detroit and Houston, workers are going on strike for better pay, benefits, and working conditions. And who can blame them?
As many of us transitioned to remote work during COVID-19, employees in low-wage, low-opportunity jobs like fast-food workers had to hunker down.
This often meant pulling longer hours under dangerous conditions with little to no hazard pay or sick leave.
The Hiring Problem
Walkouts aren’t the only issue employers are battling, though. As fast-food chains expand locations to match consumer spending, hiring can’t keep pace. “Help wanted” signs abound, but the restaurant industry was still 1.2 million employees short in March.
The internet has no shortage of pro-business pundits blaming the labor shortage on unemployment benefits. Stimulus payments, they’d like you to believe, have incentivized people to stay home and collect from the government.
Beyond further stigmatizing minimum-wage workers, this line of thinking is just plain wrong.
Missouri, for instance, was one of the first states to end federal aid, yet our labor market remains sluggish at best. And even though a quarter of Americans earned more money from unemployment than they would’ve by working — one-third still struggled to cover basic expenses like food, housing, and medical services.
When people can’t pay basic living expenses — it says a lot more about American employers than employees.
Done With Dead-End Jobs
The workforce needs a reboot, and it will take a serious culture shift among employers. Instead, many have turned to token offerings like signing bonuses and free iPhones in attempts to lure workers back. But these kinds of solutions simply won’t work because the problem extends far beyond incentivizing employees.
During the pandemic, many people realized that doing the same low-wage, low-skill job every day was no longer going to cut it.
The dead-end job has to die for people to reenter the job market.
We need to first examine the current skill sets of American workers and then determine how to equip them with more in-demand skills — something workers desperately want. A BCG study found that 68% of workers would retrain for a new role, but that willingness was closer to 70% for occupations hit hardest by the pandemic. Most people, however, can’t afford to get a second college degree or pay thousands for a training program. This is where employers can step in.
Upskilling in Practice
Last year, for instance, Amazon announced it would invest $700 million to upskill 100,000 employees (about one-third of its workforce). Similarly, Comcast created a program to upskill its customer support staff into software developers to fill open roles.
Programs like these are built to provide upward mobility, helping adults move from lower – to middle – to higher-skill work. When that blueprint is replicated throughout the market, it creates a more fluid and vibrant workforce. Offering a one-time material perk like a free phone won’t make a company a better place to work — and it certainly won’t create a self-sustaining talent pipeline.
Time to Prioritize Upward Mobility
There’s no returning to a pre-pandemic U.S. workforce. While it was once possible to make a living working in a fast-food restaurant, that hasn’t been the case for some time now. In St. Louis, for example, an MIT analysis shows the living wage for a single, child-free adult is $14.23 an hour. That number doubles with even one child in the household.
Upward mobility has stalled, and it simply doesn’t exist in most cases.
It’s no wonder the resignation rate was 2.4% in March. The writing was on the wall before COVID, though: A January 2020 report found that a lack of career progression was the top reason people were quitting their jobs — followed by low pay.
It’s Up to Employers
The gap we see between unemployed Americans and the rising number of open jobs tells us that employers aren’t offering workers what they require.
We need to build a workforce that opens up new opportunities for those just entering the market and regularly moves people into higher-skilled jobs — a career escalator if you will.
Employers who consistently and strategically move employees along a learning path, generating long-term success for them will reap great benefits for themselves as well.
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How Wholesale in Different Industries is Making a Difference – ReadWrite
Wholesale businesses have a lot going for them. They help keep the wheels of commerce greased and keep the supply chain functioning, barring global catastrophe. No matter the industry, wholesalers can help most companies save money and grow their businesses.
What is Wholesale?
Before we dive too deep into the topic at hand, let’s establish a definition of what we mean by the term “wholesale.” Generally speaking, wholesale refers to a type of business that sells goods in bulk to other businesses. As opposed to a retail business, wholesale businesses sell to other business entities, not directly to consumers.
Wholesalers often establish long-term, reputable relationships with particular retailers.
Thanks to these relationships, the wholesale market is booming. In June 2021 alone, total U.S. sales for the wholesale market topped $588 billion. After a sharp dip in earnings at the beginning of the Covid-19 pandemic, wholesale businesses’ monthly sales have since been on a steady upward trajectory.
Wholesalers offer their customers greater ease of operations, diverse offerings, and — in most circumstances — access to products from across the globe.
As these increased sales demonstrate, more and more companies are choosing to conduct business with wholesalers. From apparel and lifestyle to food to medical and pharmaceutical supplies, wholesale businesses run the gamut.
However, in each of these industries, wholesalers are making a difference and bringing about real change in the world. Consider the three points listed below as a great starting point for learning why this is true.
1. Apparel Wholesale Platforms Are Helping Emerging Brands
The arrival of the coronavirus put a lot of pressure on local businesses. Visting tourists, shoppers, and regular customers stayed home either by mandate or by choice. Everything from coffee houses to flower shops to corner stores to independent bookstores took a hit during the onset of the pandemic.
Caught between local health restrictions and a temporarily foundering global supply chain, many small businesses brands were devastated in 2020.
Today, however, wholesale women’s apparel marketplaces are helping emerging brands make a comeback. Bridging the gap between local shops and independent brands worldwide, these marketplaces provide a way to bring emerging brands to retail shops everywhere.
These wholesale marketplaces also help provide retailers access to artisanal brands. This enables these brands’ unique products to get into shops they maybe wouldn’t have been able to before.
In many ways, apparel and lifestyle wholesale platforms establish a clear, direct path for entrepreneurial brands to make their way onto the shelves of independent, local stores. Newer brands have a chance to establish themselves despite the setbacks of the past 18 months.
These Wholesale Marketplaces are a Win-Win for Businesses — Especially Local
Considered more widely, these marketplaces provide a win-win situation all around. Apparel wholesale platforms give independent brands the ability to reach hundreds of thousands of retailers in a cost-effective way. And local boutiques — who often have to compete with chain stores such as Target and H&M — also get access to more unique, high-quality styles.
2. Food Wholesalers Are Helping Allergy-Friendly Businesses Thrive
Starting a new food company is no mean feat. Despite the considerable challenges of market penetration, more than 15,000 new food products are introduced each year. The failure rate of these new businesses is high, so any support these businesses can get from wholesale businesses is crucial to their success.
Niche Food Markets — Building Business and Meeting Consumer Demand
Many of these newer food businesses are homing in on niche or specific diet types as food allergy rates continue to climb. An increasing number of adults and children are dealing with allergies, mostly from offenders such as gluten, dairy, eggs, nuts, and soy. As a result, food companies are reformulating their products and coming up with new allergy-friendly food lines to meet the rise in consumer demand.
This is all good news to food wholesalers focused on expanding their catalog of diet-specific or allergy-friendly offerings.
By allowing grocery store buyers to search for items based on diet type and/or food ingredients, wholesalers can reliably provide products they know consumers are regularly seeking in the aisles of their local grocery stores.
One wholesaler offering just this sort of expanded capability is Mabel. This online food wholesale ordering business goes one step further, however, offering products based on region, dietary need, and brand value. Mabel also includes women-owned, small-batch, and eco-friendly brands.
Food wholesalers focused on diet and allergy needs are changing the way niche food companies’ products make their way into consumers’ hands.
3. Medical Supply Wholesalers Working to Create More Streamlined Services
The medical supply wholesale industry is not to be overlooked, particularly when you consider its massive growth and size. Currently, the medical supplies wholesaling industry in the United States is worth over $268 billion and has seen 3.8% growth this year.
America’s Massive National Health Needs
These numbers perhaps aren’t that surprising given Americans’ burgeoning medical needs as a sizeable chunk of its population ages. In fact, the average American spent over $11,000 on medical expenses, and that number was announced before the pandemic struck.
Fortunately, medical supply distributors understand this growing need and are making changes for the better.
One such example is Cardinal Health, one of the United States’ top medical supply distributors. Cardinal Health provides specialized medical products and pharmaceutical drugs to more than 85% of U.S. hospitals. Cardinal Health recently announced a partnership with Chronicled, a blockchain-powered network in the life sciences industry.
Partnerships such as the one with Chronicled and Cardinal Health will streamline processes and operations across the supply chain, thereby better connecting pharmacy suppliers with customers.
This certainly isn’t the first large-scale partnership in the medical supply wholesale industry. Nonetheless, it provides a high-visibility example of how wholesalers can grow their business by working with partners toward a common goal.
Consider, for example, the pandemic-fueled demand over the course of the past 18 months for personal protective equipment (PPE). This dilemma, faced by nearly every hospital system around the world, could potentially have been avoided or fixed more quickly with a more streamlined, technology-driven process.
The wholesale market offers businesses of all sizes a tremendous number of advantages. Buying wholesale can be more cost-effective, of course. It can also assist businesses looking to expand their merchandise offerings, appeal to more consumers, and increase their overall sales.
Because wholesalers typically only sell to retailers and not directly to consumers, they enable those retailers to be the source of specialized goods.
The leaders of the wholesale market are impacting the sales model worldwide and shouldn’t be ignored. As the savvy intermediaries between the producer and seller, these three examples show how wholesalers can make a notable difference in how consumers gain access to the goods they want and need.
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The Importance of Employee Handbook – ReadWrite
Most corporate employers have an employee handbook, but many do not realize how important it is for their company. On the other hand, smaller businesses often don’t have a company handbook when they definitely should have one.
An employer’s handbook can be a great resource in the event of any disputes that arise between employees and management.
In addition to outlining policies on topics such as break times, dress code, and benefits, the book should also provide information about things like workplace safety and harassment prevention. Employees need to know what they’re getting into when they start a new job — so having a comprehensive employee handbook can help them understand what is expected of them at work.
When hiring someone new or transferring from one position to another within your company, it’s always best practice to offer a copy of the employee handbook before going over any other paperwork with the employee. This is a good time to go over the handbook with them and answer any questions they might have about the policies outlined in it.
Anyone that has been working for your company should already have a copy of the handbook.
What is an Employee Handbook?
An employee handbook is a set of guidelines and policies that govern the management and conduct of employees and management within a company. For example, the handbook typically sets out the organization’s expectations and values and information on how to dress or what to do in emergencies.
It also details disciplinary procedures for staff who disobey the policies, including warnings, sacking, and criminal prosecution. But, most commonly, it’s the managers, executives, and lawyers who write the handbook.
Why is an Employee Handbook important in a business setting
An Employee Handbook is important in a business setting. It provides employees with the guidelines and policies that govern their employment. The handbook usually sets out expectations, such as how to dress or what to do in emergencies.
It also includes disciplinary procedures for staff who disobey the policies, including warnings, sacking, and criminal prosecution. This helps everyone understand what is expected of them. It also makes it easier to fire (and hire, too!) people by clearly outlining the rules. Again, this reduces an organization’s liability.
How does an Employee Handbook affect an organization?
An Employee Handbook allows companies to communicate with their employees. It helps the company protect itself from legal liability by clarifying how the company or business wants its staff to behave in certain scenarios. In addition, a handbook can provide a reference point for managers on disciplinary procedures, while maintaining consistency throughout the organization.
For example, it can help managers decide whether to warn an employee before disciplining them, or if they should be immediately fired. It also helps employees know what is expected of them and how their behavior affects the workplace. On top of procedural information, the handbook can help with employee engagement, motivation, and burnout prevention, even in the toughest industries.
What an Employee Handbook should include
An Employee Handbook should include:
What the company expects from the employee in terms of dress code and conduct
An employee handbook needs to include what the company expects from the employee regarding dress code and conduct. It sets the expectations for employees. If a company doesn’t set out expectations, then confusion can arise. Confusion can happen when an employee starts asking questions about what is allowed or not allowed in the workplace.
A handbook keeps information clear and concise by providing a reference point for managers on disciplinary procedures.
The handbook helps maintain consistency throughout the organization. It also clarifies to employees what is expected of them and how their behavior is monitored in the workplace.
How to handle emergencies or disciplinary procedures when an employee is not following rules outlined in your handbook
Employees will now know what an emergency is, how they should report it, and who they can and should contact in the event of an emergency. The handbook should also have how disciplinary procedures are handled.
Whether or not workers are allowed to work from home
The employee handbook can help to prevent misunderstandings for most of the company or business issues.
The handbook will answer questions about whether or not workers can work or keeping when they go home. For example, if a specific team does not allow for working from home — or taking equipment home — it should be noted in the handbook.
The company might also want to specify if there is a need for an employee to travel. It’s also worth stating if there are any restrictions on job-related activities outside of office hours. These questions are very pertinent in many industries.
What technology is prohibited in the workplace
Defining what tech is allowed or not allowed at work can help ensure that employees abide by company policy. It can also help to demonstrate that employers are reasonable. Also, this paragraph might make the employee feel like they will still have some freedom outside of work hours.
Medical leave and paid vacation policy
An employee should know the employer’s policies when it comes to medical leave and paid vacation.
Knowing and understanding policy can help employees feel more confident about their work environment if they know that the employer considers other aspects outside their work hours.
The handbook can also provide general information about what is not allowed in the workplace — including social media or other non-work-related tasks outside of office hours.
Employees need to know who they can contact when there is a problem with the workplace.
If an employee or lower management doesn’t know who to speak with or how to file a complaint, it can affect their work performance and morale. Therefore, the handbook should include a step-by-step process of what-to-do-when scenarios. With these explanations in place and plainly written, employees can feel confident knowing somebody listens to their concerns and, ultimately, addresses them.
Apart from filing a complaint, your handbook should note how to give employee feedback and where.
Employees should know their company’s code of conduct and what the consequences are if they violate it. In addition, a code of conduct may assist an employee in feeling that the employer is sensible by setting standards for treatment and professionalism.
Antiharassment & antiretaliation
One of the crucial aspects of an employee handbook is to include information on anti-harassment and antiretaliation.
All employees should know that they are free from harassment or retaliation when it comes to their work environment. This information makes people feel more confident in their workplace and, in turn, makes them more productive in their tasks. An employee will also feel like they don’t have to worry about anything with regards to their job security because employers consider these things in an employee handbook.
What benefits does your organization offers, such as health insurance or alternative work arrangements
Having information about health insurance, savings plans, and alternative work situations can be important because an employee can make a subjectively bad decision when it comes to their work situation.
For example, they might decide not to take a promotion or accept an offer of employment because they are disqualified for the benefit the company offers. Therefore, it’s beneficial to have this information in the handbook so that employees don’t have to ask about these questions, thus causing extra stress about these types of decisions.
All questions are right there in the Employee Handbook where they should be.
Any additional disclaimers
When drafting an employee handbook, it is important to include any disclaimers that you deem necessary. For example, some organizations may choose to include a disclaimer about their commitment to the environment. Others can have a disclaimer about certain situations.
Most beneficial in the Employee Handbook is a declaration of company values and an acknowledgment or assertion about their commitment to treating people with honesty and respect. Some companies may wish to give examples of how to follow the company’s set of values.
Just about anything that fits with your company values can be listed in your Employee Handbook.
How to make your Employee Handbook easy to read and understand
It’s necessary to include explanations that are easy to read and understand so that the employee handbook isn’t hard to follow.
If your Employee Handbook is too difficult to read — or too long — people will either not read it or they will only skim through the information and might miss some important details.
You can also categorize some of your rules into different sections so that people only have to look at specific parts of the handbook instead of reading the entire thing.
It’s also important to make sure that it is easy on the eyes. You can use bullet points, headings, subheadings, and images to make your employee handbook easier to read. Any part of your handbook that helps with readability issues will help your people comprehend the rules more efficiently.
You will want your employees to be able to follow along with your organization’s policies in the easiest way possible, and you can give examples in your handbook.
What to do if someone violates the rules of the handbook
When someone violates the rules of the handbook, management must reprimand in some way. If possible, try to help the employee understand why they were wrong and what they should do instead. Some examples should already be in your handbook as an illustration of what you expect in behaviors.
When a leader or manager can explain what went wrong and how to correct the behavior, this procedure is helpful for both management and employee. It shows that you’re willing to work with them to improve themselves for the future. It also might be helpful to offer an alternative action so that this doesn’t happen again in the future.
Finally, the Employee Handbook is a living document
As your company grows and changes, it’s important to make sure you’re updating your employee handbook accordingly. This includes:
- Adding new services or products.
- Highlighting specific company values that haven’t been mentioned before.
- Changing benefits associated with prospective employees joining the organization.
Digitizing the handbook is also a good idea. Digitization will make it easier for the employees to read it. You can also have a digital copy for new employees to check that they have read the information in the Employee Handbook as part of their onboarding process. This process will save many questions and issues down the road.
We hope that this article has given you some useful insight into the importance of having an Employee Handbook. An employee handbook can help your company clarify its policies for employees. Answer any questions your employees might have about their work environment or daily tasks. An Employee Handbook saves a lot of time and prevents many uncertainties on both sides — it’s a great thing to have as a staple in your business.
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