Uncover and learn about complex HR innovation tools and strategies at Accelerate HR from Thailand's largest employers including Agoda, DKSH, Fonterra, FWD, Kasikornbank, Minor Food, Nissan Motor and more.
Happening in Bangkok on 26-27 November, early-bird tickets are still available.
A rapidly changing environment and innovative technologies bring a lot of changes to the workplace. This leads us to a shift in the types of skills that are needed in human resources. The 4As are the essentials for HR professionals to be prepared for the future says, Rizwan Masood managing director and head HR, retail banking and wealth management, Greater China North Asia and Hong Kong.
Awareness: Understand the commercial side of the business
HR professionals need to align the people strategy with business priorities. It is important to understand the direction of the business before planning people solutions and value-adds. The awareness of the business, especially in digital transformation, is very important as the market is changing rapidly. They will need to provide solutions to help businesses handle dynamic situations on a regular basis.
Agility: Be flexible and nimble
The transformation of business and digital is changing the way we work: how organisations hire, develop and manage. HR professionals need to be nimble and agile enough to cope with constant changes.
A lot of companies have brought in a feedback app to the organisation to provide a continuous and instant feedback tool. HR professionals will no longer track the progress, but provide advice and coach line managers on how to conduct these conversations.
With new technology, the learning behaviours will significantly change. People are learning 24/7 on their portable devices. Artificial intelligence can help to understand the learning needs from the employees’ profile, identify the skills gaps and what further training courses the employee needs to be promoted.
Analytics: Be able to tell what the data means to the business
Businesses are looking at two, three and five years out in the future and HR needs to predict what kind of workforce is required for the business outlook. HR analytics not only focuses on data-mining but has the capability to understand the data and to provide people-related insights to the business. Predictive models are essential for HR and business to foresee the future workforce.
Ability to influence: Deliver the right message to the business to align on the common understanding
With new HR technology coming into the workforce, the adoption in business is often a challenge. HR practitioners need to be able to take their business on the journey and provide direction and relevance to focus on how those tools can actually help drive actions and positive change for the business.
Business leaders and HR professionals need to fully embrace agility in the workplace and co-create a collaborative culture. HR has transformed from an executor to a business partner. Traditional HR will soon become obsolete. HR must upgrade itself and transform from ordinary to extraordinary.
The June 2018 issue of Human Resources magazine is a special edition, bringing you interviews with 12 HR leaders, with their predictions on the future of HR.