| Areej Al Shibani Senior Manager – Talent Planning and Mobility OMANTEL Areej is a keynote speaker in international conferences on topics such as Women in Leadership, Talent Management, change management, and digital transformation, Areej showcases her expertise and knowledge in these areas. She is also recognized as a woman mentor by the Global Skills Development Council, further solidifying her reputation as a leader in her field in 2023. Areej was awarded by the World Women Leadership Congress as One of the top Oman Women Leaders 2023. Recognised for her outstanding achievements, Areej was honoured as one of the top 20 young achievers in the GCC region by the Government Youth Summit in 2021. With a passion for promoting a positive culture and influencing organisational growth and development, Areej AL Shibani is an exceptional leader in human resource development in both the public and private sectors. Areej’s professional certifications in talent management, employee engagement, strategic planning development, and strategic performance management demonstrate her commitment to continuous learning and growth. Additionally, she holds a master’s degree in management and Entrepreneurship from Cranfield University, where she focused on the impact of artificial intelligence on human resource development. Throughout her career, Areej has taken on significant leadership roles, serving as the Director of Human Resource Development at impactful organizations such as the Information Technology Authority and the Ministry of Telecommunications and Technology in Oman. In these positions, she successfully led change and transformation initiatives, merging entities, and building organizational solid foundations. Areej actively participates in committees such as the Change Management Committee and the OSHRM, providing consultancy services to government entities to foster a culture of learning and development. Her expertise in motivational and engagement programs, along with her exceptional communication, negotiation, and leadership skills, make her an invaluable asset to any organization. |
Can you share your journey in Human Resource Development and what inspired you to specialize in this field?
My journey in Human Resource Development (HRD) has been deeply connected to my passion for people and organizational growth. Early on in my career, I discovered the profound impact that HR strategies could have—not just on businesses, but on the careers and lives of individuals. Working across both public and private sectors, I realized the immense potential in nurturing talent and building teams that drive growth. This realization fueled my desire to specialize in HRD, where I could play a role in shaping environments where people thrive, grow, and contribute meaningfully to their organizations. My passion for technology led me to explore the intersection of HR and AI, focusing on how emerging technologies can enhance learning and development. As a leader, I have continuously sought to create agile, innovative, and resilient work environments that allow people and organizations to excel.
How do you approach succession planning and career development within an organization, and what strategies have you found most effective?
Succession planning and career development are essential to ensuring organizational resilience and individual growth. My approach is centered on Agile Succession, which provides the flexibility to adapt to evolving business needs while maintaining a structured, robust framework for talent development.
In 2023, I worked as a board of Advisory to Singapore Company that is leading AI in Asia for HR Teach services. Currently, I am working at Omantel as Senior Manager of Talent Planning and Mobility, I lead strategic talent management department that aims to foster a growth mindset and drive the career development in Omantel. We develop the succession planning and internal mobility with a focus on building a high-performing, future-ready workforce that ensures business continuity and excellence. I have also leaded a strategy project Mastering Succession Planning for C-Level Suits for not less than 18 companies across the Saltant of Oman.
At Omantel, identifying high-potential talent early and aligning their career aspirations with the organization’s goals. We emphasize a culture of continuous learning and provide personalized development opportunities that prepare employees for leadership roles both within and outside the organization. Key strategies include implementing comprehensive mentorship programs, offering diverse career paths, and using data analytics to anticipate and plan for future leadership needs.These strategies help ensure that we maintain a strong talent pipeline ready to step into key roles, while also showing our commitment to employee growth and long-term organizational success.
Your master’s thesis focused on the impact of Artificial Intelligence on HRD. How do you see AI and other emerging technologies transforming the HR landscape in the next 5-10 years?
With a thirst for knowledge, I earned a master’s degree in Management and Entrepreneurship from Cranfield University, focusing on “The Impact of Artificial Intelligence on HR Development.” This academic journey opened my eyes to the transformative potential of AI, Virtual Reality, Big Data, and cloud technology in HR. In addition to my master’s, I pursued certifications in Agile Change Management, Leadership Inside Out, Talent Management, and Strategic Planning. These credentials empowered me to drive meaningful change and excel in Succession Planning, Career Development, Performance Management and Return on Investment initiatives.
AI is already transforming HR development in significant ways, going beyond recruitment to impact personalized learning, talent management, and workforce planning. Here are some of the ways AI is currently reshaping HR:
1. Personalized Learning: AI customizes learning and development programs to individual employees’ skills, goals, and performance, ensuring more targeted growth opportunities.
2. Skill Gap Analysis: AI identifies areas where employees need improvement and recommends specific training to address those gaps.
3. Career Pathing: AI helps employees visualize potential career advancements based on their skillsets and organizational needs.
4. Performance Monitoring: AI tracks real-time performance data, offering insights that help improve development strategies and employee progress.
5. Predictive Talent Needs: AI forecasts future talent and skill requirements in line with the organization’s long-term objectives.
6. Mentoring Programs: AI matches employees with mentors, facilitating more effective knowledge sharing and personal growth.
7. Learning Analytics: AI evaluates the effectiveness of training programs, continuously refining them based on real-time data.
8. Immersive Training: AI-enhanced Virtual Reality (VR) and Augmented Reality (AR) provide immersive, hands-on learning experiences, which make training more engaging and impactful.
As an experienced change agent, what are the key challenges you have faced during major organizational changes, and how did you overcome them?
Change management is always challenging, especially when it involves large-scale transformations like organizational mergers or shifts in strategic direction. One of the most significant challenges I faced was leading a major transformation where we needed to align a large workforce with new organizational goals and a fresh strategic vision.
To ensure success, I implemented a change management approach based on four key pillars: Organizational Culture, Talent Development, Talent Engagement, and Leadership Support. We started by fostering a culture that embraced the change, ensuring employees felt empowered and supported throughout the process. This was complemented by targeted talent development initiatives that equipped employees with the necessary skills for the new direction.
Talent engagement was crucial, and we involved employees at all levels, ensuring clear communication and addressing any concerns they had. Leadership played a pivotal role in setting the tone—ensuring support from the top down helped guide the entire organization through the change. By focusing on communication, trust, and engagement, we successfully navigated the transformation, positioning the organization for future success.
How do you promote a learning and development culture within an organization, and what initiatives have you implemented that had the most significant impact?
Fostering a learning and development culture is essential to driving innovation and staying competitive. At Omantel, I’ve introduced several key initiatives that have transformed our organizational culture into one that values continuous learning.
One of the cornerstone initiatives was the ITA Virtual Learning Academy, an online platform that provides employees with continuous access to learning resources. This initiative empowered employees to take ownership of their growth, allowing them to upskill at their own pace, which ultimately ensured that our workforce remained aligned with industry developments.
Additionally, the Career Pathway Program identified high-potential employees early on and provided them with personalized development plans. This was complemented by the 360-Degree Feedback Survey, which allowed employees to receive comprehensive feedback on their development.
The Superstar Program, which recognizes employees committed to self-development, significantly boosted engagement and created a culture of continuous learning. These initiatives have had a tremendous impact, ensuring that our workforce is future-ready and fully equipped to meet organizational challenges.
You have been an expert in ROI since 2013. Can you provide an example of how you have measured and demonstrated ROI for HR initiatives in your previous roles?
In my role as Director of Human Resource Development, I led a leadership development program aimed at improving employee engagement and productivity.
We started by establishing a baseline measurement of employee engagement, productivity, and leadership skills. After implementing targeted workshops, mentoring, and coaching, we used engagement surveys, performance metrics, and 360-degree feedback to assess the impact. The results were substantial:
– A 20% increase in employee satisfaction.
– A 15% boost in productivity.
– A 25% improvement in leadership effectiveness.
By comparing the program’s costs with the productivity gains and reduced turnover, we calculated a 150% return on investment (ROI). This clearly demonstrated the significant value of our investment in leadership development and employee engagement.
What qualities do you believe are essential for effective leadership in HR, and how do you develop these qualities in yourself and your team?
Effective HR leadership requires a combination of strategic thinking, empathy, resilience, and a commitment to continuous learning. A strong HR leader must navigate complex organizational challenges while keeping a clear focus on people and their development.
To develop these qualities in myself and my team, I prioritize:
– Continuous Learning: Staying updated on HR trends, leadership techniques, and industry best practices through certifications, workshops, and peer learning.
– Diverse Experiences: Encouraging my team to take on different roles and projects, which enhances their adaptability.
– Mentorship and Coaching: Both seeking guidance from experienced leaders and offering mentorship to my team helps foster a culture of growth and reflection.
– Building Relationships: Developing strong internal networks to improve collaboration and decision-making across the organization.
Looking ahead, what are the key trends in HR that you are excited about, and what are your professional goals for the next five years?
Over the next five years, I am committed to advancing HR practices across the Gulf by focusing on key priorities:
- Driving AI Integration in HR: My goal is to pioneer the adoption of AI in areas like talent management and employee development, positioning organizations at the forefront of innovation.
- Building Workforce Agility: I aim to establish frameworks that enable employees and organizations to adapt seamlessly to evolving business landscapes, ensuring resilience and growth.
- Championing DEI and Cultural Exchange: I am passionate about creating inclusive workplaces that embrace diversity, leveraging the unique opportunities presented by the Gulf’s multicultural talent pool.
- Creating Learning Ecosystems: By developing advanced learning platforms and personalized development pathways, I aspire to build a culture of continuous learning that empowers employees to thrive.
- Shaping HR Thought Leadership: Through my work, I intend to contribute to the global conversation on HR innovation and strategy, sharing insights that elevate Gulf organizations on the world stage.
The Gulf region is poised to become a leader in redefining the future of work. By staying ahead of these trends, I aim to ensure that organizations in this region not only embrace change but set the benchmark for excellence.