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Exploring possibilities: Why flexible workforce models are key to winning the talent war for TDCX

Exploring possibilities: Why flexible workforce models are key to winning the talent war for TDCX


With TDCX looking to make the four-day workweek a reality, Lim Chee Gay, Group CHRO shares the considerations and processes he and his team are undertaking in ensuring a smooth transition.

Lim Chee Gay, Group Chief Human Resources Officer, TDCX (pictured above), is a firm believer in the hybrid workplace, which in his industry of business process outsourcing (BPO) services speaks volumes about the commitment to being a progressive employer. So much so, that the group has placed 99% of employees on a work-from-home arrangement.

It comes as no surprise, therefore, that the TDCX team is in discussions about making the four-day workweek a reality in the organisation.

The recent pandemic has driven organisations to rethink about employment types, working hours, and work location. We need to be more agile and flexible in our workforce model and policy.

In discussing this transition, he shares that the organisation continues to listen to, and allow employees, to give feedback on the work environment. For example, it conducts weekly pulse surveys, and continues to focus on its ability to have more real-time sentiments from employees.

Pointing to the need to be both flexible and agile in policies, Lim prompts that this is integral to "continue to build a high-performing team and win the talent wars".

In his view, as long as the results and desired productivity are achieved, companies should be flexible in their workforce models — particularly for work locations and working hours. This is more so given that organisations are able to collaborate more effectively and flexibly as a team, given the technology and tools on offer.

As we drive continuous performance management, and an output-based focus, we will be able to be more flexible in employment contracts to meet our talents' needs.

"The working hours will be the same, but workdays can be compressed."


Viewing the 4-day workweek through the lens of employee flexibility: Microsoft APAC's case study

Moving to a 4-day workweek is possible when the CEO believes in it: An Uncharted case study

The history of the workweek: Interview with Dr Mengyi Xu, Lecturer in HR Management, Cranfield University

This article first appeared in the Q1 edition of Human Resources Online's Southeast Asia e-magazine. View a copy of the e-magazine here, where you'll find power-packed features and interviews with leaders from Singapore, Indonesia, Thailand, the Philippines, the US, and more!

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Follow us on Telegram and on Instagram @humanresourcesonline for all the latest HR and manpower news from around the region!

Follow us on Telegram and on Instagram @humanresourcesonline for all the latest HR and manpower news from around the region!

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