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"We know our talent is a person with high performance and high potential, but have we ever asked ourselves if their aspired growth aligns with the business needs?", Pongsakorn "Kard" Chanchaisrisakul, Head of Organisation and Talent Development at Lazada Thailand reflects, in conversation with Mary Ann Bundukin.
Meet Pongsakorn "Kard" Chanchaisrisakul, Head of Organisation and Talent Development, Lazada Thailand.
A consultant turned HR leader, Kard's background ranges from handling post-merger integration between two Asian food and beverage giants to pre-season mindset readiness building for a premiere league football team in Southeast Asia.
He is also a certified facilitator of the LEGO® SERIOUS PLAY® method, and a lecturer in pitching and negotiation for MBA students.
Ahead of his session at the inaugural Transform Talent Thailand 2024, in this revival of our series dedicated to featuring top speakers from our events, Mary Ann Bundukin speaks to the leader on the biggest learning in life that continues with him on his journey today, why he believes HR should understand the business needs before we think of developing our talent, and more.
Q Thinking back to your first day in HR, what is the most important learning that sticks with you until today?
"The most important thing is not to stick with the frameworks and philosophy, but it's moving the business forward."
In many cases, HR is obsessed with following 100% of the framework that they're taught and not paying attention to the business needs, the context, the limitations, and the practicality of applying that framework in those certain situations. As such they cannot move things forward to support the business.
To prevent this, I encourage HR to adopt the Japanese 'Three Gen Philosophy' of Genba/Real place, GenButsu/Real thing, and GenJitsu/Real facts; so that HR can see [the benefits] for themselves and thus, understand the business context.
Q What steps do you believe are necessary to transform today's talent into the talent that the business needs?
To understand what the business needs are is the step that I think is most necessary.
We know our talent is a person with high performance and high potential, but have we ever asked ourselves if their aspired growth aligns with the business needs?
Let's ask ourselves more of these things and come up with clear answers before we start giving our talent development schemes or programmes.
Q Could you share emerging trends that you believe will have the most significant impact on HR in the next few years?
Companies unknowingly trade physical and mental wellbeing in the workplace for more efficiency.
In a time where companies are focusing on bringing out more and more efficiency at the lowest cost and with the least amount of headcounts, staffs have to go through endless transformation which could come in the form of higher responsibilities and long hours.
This results in higher physical and mental fatigue, which leads to resignation and lower retention rate.
Remember that when your employees' mental health suffers, so does your business.
On that note, as cited in Mercer’s 2024 Global Talent Trends© Study, the second-highest priority on the people agenda in 2024 is investing more in benefits to improve physical/mental health.
Q What are you most looking forward to in your session at #TransformTalentTH?
To see for myself the gathering of vast knowledge and know-how from real leaders and real practitioners.
I want to attend the conference: If you're keen to attend this closed-door conference, kindly register your interest here. For speaking opportunities, please write in to Mary Ann Bundukin. We look forward to welcoming you!
I want to sponsor: Engage in meaningful dialogue through dedicated speaking slots, roundtable discussions, and at your booths! If your organisation provides any talent solutions and products that you'd like to showcase, you’ll fit right into this event. To learn how you can sponsor, please reach out to a member of our team now!
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