The service sector of the consumer electronics industry is playing an ever more substantial role, not only in revenues, but more importantly in brand differentiation and after-sales service. It is proving to be the determining factor between lower and middle/high range products and is affecting localization strategies in order to ensure customer loyalty. “Locally, the customer is going back to his local partner. He is becoming more selective in terms of his local partner from whom he is buying, in order to ensure the peace of mind that comes with after sales service,” stated Cesar Chalhoub, vice president of ITG Holdings. “When you buy a new item, whatever it is the major concern is what if something happens to this, where one can go to take care of the problem,” Chalhoub explained.
The success of brand names, with regards to the service sector, is viewed as another reason that third tier consumer electronics brands did not persevere in the market. “They [third tier brands] proved that they are not really reliable and they are not delivering what the name brands are delivering,” Chalhoub remarked. “Their distribution network in itself was not built on a long term vision and this is why they couldn’t provide adequate services.” Added Adib Cherfan, CEO of Samsung’s exclusive agent in Lebanon, “They couldn’t follow the big brands in terms of adapting their products to the pace of technology.”
Globalization and information exchange has also positively affected the service sector. As information about local markets becomes more readily available, strategic investment strategies are becoming increasingly centered on local partners and the service matrix that they can provide. “Today we are sitting at a table to discuss the matrix of service, in terms of what my role is [as a local partner] in order to get his product to the market and how much it costs [the manufacturer],” Chalhoub said.
The nature of service being provided is undergoing a transformation. Sales representatives in the consumer electronics industry are beginning to play more of a technical and analytical role in the sales process as products become more technically advanced and product differentiation becomes less evident. “You have to train your people to ask and answer the right questions and this is applied across the board,” explained George Khoury, CEO of Khoury Home. This factor is also adding to the super-store phenomena sweeping the region as smaller, more traditional consumer electronics outlets are less capable of offering these kinds of services. “The market is not growing at the same rate that we are. It is growing at a maximum of ten to fifteen percent, so this is where the difference is. Even [the] medium sized shops will disappear in the long-run,” Khoury said.
It is not all peaches and cream for the service sector, however. Exemplary service requires a great deal of investment in infrastructure as well as human resources. “The service sector is important for local added value partners such as ourselves, or in any market [where] you are dealing with local business houses; the service sector employs over 50% of our total human resources,” Chalhoub pointed out.
In the end, it’s about the people
Like any sector, human resources are intrinsic to the operations and upkeep of the consumer electronics industry — from the service sector to the showroom. The Middle East in particular has undergone several interconnected phenomena relating to the movement of labor in the region which has affected human resource costs and availability.
The economic boom in the GCC has shifted labor away from non-oil rich countries in the region to the GCC and resulted in a brain drain from countries like Lebanon. On the other hand, growth in the GCC is so substantial that many of the markets staffing needs go unanswered. “There is a shortage at all levels, in the Gulf and in Lebanon,” explained Selim Antaki, CEO of LG’s distribution agency in Lebanon. “We get a lot of inquires from LG distributors in the Middle East; they ask me if we have an excess of technicians or salespeople.” However, Chalhoub noted “The limitation of skills [and] human resources is becoming a problem when it relates to moving and supporting infrastructure elements like servicing, management, and sales.”
The economic prosperity that is recently being enjoyed by countries across Asia, and specifically in the Indian subcontinent, is adding to staffing woes across the GCC, which has come to rely on people from these regions to staff their industries. “For instance in the Emirates, 75% of the population comes from the Indian subcontinent and this relates to other countries in the region as well,” said Chalhoub. The consumer electronics industry in the GCC relies heavily on people from these regions for its service sector. “People from the Indian subcontinent in our industry are on the technical side [of the industry],” explained Antaki. “You don’t see them as sales staff and in showrooms; you see them at the supply level, at the distributor level.” Many of the staff employed in the consumer electronics industry are moving back to their home countries in order to take advantage of the subcontinent’s recent economic success. “India is seeing strong prosperity so I think you will start to see skills moving back to India even though people may have to compromise some income. If we face the lack of such skills then we will see a struggle to fill it in the consumer electronics market,” Chalhoub said.
This is good news for people looking to leave countries like Lebanon where unemployment and low wages have resulted in a mass exodus of brain power to places like the GCC. “There is a difficulty in finding skilled workers in Lebanon,” stated Cherfan, “and if you find any you will pay double or triple what you used to pay because most of the skilled elements in our human resources have been moving to the Gulf because of political instability and because they are getting much better packages.”
Thus the staffing void created by the flight of traditional labor elements in the GCC is being filled by people from the non-oil rich nations of the region. “The void needs to be filled and it is being filled from Lebanon, Jordan and Syria who will be supplying these skills,” said Chalhoub. This shortage and re-filling of labor from within the region is increasing wage levels in the consumer electronics industry and making the industry a profitable one in which to work. “Wages are going up. Recently the talk of the town is about increasing the minimum wage and [a mandatory] increase in wages [in Lebanon]. This all seems a bit silly in our industry since we are well above that in the first place,” Antaki said.
Without a constant supply of skilled labor, organizations are shying away from recruiting highly qualified and costly human resources and are instead focusing on the promotion and training of new and existing staff. “If we go to hiring agencies to acquire highly qualified technical staff, we won’t get them because the market is suffering from the low availability and high demand for such staff,” explained Robert Chahwan, general manager of Khoury Home. “Instead we are focusing on hiring and promoting of our new and existing staff through technical and practical training programs aimed at bringing them to the desired [technical] level.”
This trend is taking hold of the industry as companies have little choice but to nurture talent as the labor shortage becomes ever more prevalent. “We are taking people in lower positions and sending them to our regional or international offices to receive proprietary training in order for them to be efficient in our in-house business practices,” Cherfan stated. Yet training alone does not solve the human resources conundrum. As staff become more qualified they also become more desirable, especially when they are located in low income areas such as Lebanon, and eventually staff retention becomes an issue.
According to Khoury, “Unfortunately, sometimes when you expend a great deal of effort on certain personnel to promote them, you risk them getting snatched up by the wider region in general who look for market leaders to recruit staff.”
