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The Futurist: The evolving workplace of Chevron Hong Kong

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Kitty Chow, HR manager of the company predicts the future workplace will become more flexible, posting a huge challenge for employers and employees to strike the right work-life balance.

As leaders of the company, HR plays an important role in ensuring the company is prepared for the future. We constantly look for original and innovative ideas to build an engaged and productive workforce.

Moving into the future, we believe our workplace will be very different from today. Enabled by the latest technology, working hours and the workplace will become more flexible and less defined. The workforce will become more productive.

These new changes will post a huge challenge for employers and employees to strike the right work-life balance.

To heighten our team spirit, relieve stress and continue to make our workplace productive, the company has set up and funded a staff committee which is responsible for arranging various activities for staff to participate in throughout the year.

To effectively manage and attract new talent, we also know we have to get better at creating a more inclusive culture where all employees are valued for their distinctive ideas, talent, experiences and perspectives, so they can enhance the company’s competitiveness and thrive in their careers at the same time.

Focusing on inclusion and diversity (ID) efforts will help enhance our organisational capability which is necessary to address the changing workforce demographics.

To ensure the long-term growth of the company we need to strengthen the talent pipeline to groom our talent to become leaders.

The skills and knowledge our employees have developed are critical to our continued success.

In Hong Kong, we have established a talent forum. It is a discussion forum which will be conducted periodically with a shared aim to strengthen the talent pipeline required to identify future leaders and fill critical positions.

It provides greater visibility for the existing workforce by identifying employees with the potential to succeed in managerial roles; they will then take part in cross-functional development activities which will enable them to gain the knowledge and experience required for future roles.

Having such a committee enables us to engage new and experienced hires because having quality future career opportunities has been proven to drive employee engagement.

Image: provided

The June 2016 issue of Human Resources magazine is a special edition, bringing you interviews with 32 HR leaders, with their predictions on the future of HR.

Read The Futurist or subscribe here. Read more interviews on The Futurist here.

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