Photos and roundup: Employee Benefits Asia 2017 Philippines

Employee Benefits Asia 2017, the largest C&B conference in Asia, held its second Philippine conference last May 4 at the SMX Convention Center, SM Aura Premier, Bonifacio Global City. More than 150 practitioners attended the event tailored for HR leaders who need to stay abreast of compensation and benefits trends and best practices.

The conference focused the spotlight on current industry concerns such as creating structures for employee motivation, developing health and wellness programmes, and devising platforms that can help talent respond proactively to a rapidly changing workplace.

Adrian Tiozon, Country HR Head of AstraZeneca Pharmaceuticals, Inc., said that the gig economy is in for the long-haul, and HR managers should maximise this emerging talent which he calls the ‘contingent employees.’ Clear project agreements can retain them for the long haul. Some Millennials want stability without being employees. Companies can also offer incentives and benefits to keep them engaged. He said, “Preferred packages can include a fixed cash compensation, a completion bonus, performance bonus, insurance, and training and education.”

Jojy Azurin, CEO of Horsepower.ph, affirmed that contingent workers will become a part of the gig economy which is growing. About 83 percent of U.S. companies said they will be hiring more of them in the next few years. To address the contingent workers’ need for stability and longevity of project, Azurin recommended that they be referred to freelance management systems that can help them manage their career, finances, and professional future. He gave one key to engaging what he called ‘Millennial gigsters’: “They want stability – but without having to become employees.”

The panel discussion elaborated on the difference between contingent workers and the process of contractualising temps. It also focused on steps how to integrate important contingent workers into the organisation. HR, too, would have to constantly shift gears, assessing whether roles should be filled by gigsters or fulltime employees. As Tiozon put it, “HR will have to be able to identify in five years’ time the work that will be done by fulltime employees and those that would have to be performed by the contingent ones.”

As the conference ended, the HR participants had a broader yet firmer view of the compensation packages, rewards, and other incentives that can draw in and retain top talent. This preferred kind of worker can contribute to the company’s success and its bottom line. The ‘correct’ set of employee benefits will always increase talent engagement.

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