Talent & Tech Asia Summit 2024
Winning Secrets: Transparent communication builds trust internally at RHB Singapore

Winning Secrets: Transparent communication builds trust internally at RHB Singapore

"We believe that a tight-knit and inclusive workforce is not only a source of pride but also a significant driver of productivity and success," says Jenson Tng, Head of Human Resource, RHB Singapore.

An emphasis on employee engagement and wellbeing, clear and transparent communication, and a commitment to talent development and inclusion — as RHB Singapore can tell you, all of these together can lead to higher productivity, morale, and even trust. 

Paired with flexi-benefits incentives, the group's efforts have resulted in improved organisational culture, as well as better decision-making and problem-solving. In the face of rapid acceleration of digital transformation, the team recognised the need to adapt its HR communication strategy to ensure that employees had access to the information and resources they needed. This exceptional approach also earned RHB the bronze award for 'Excellence in HR Communication Strategy' at the HR Excellence Awards 2023 in Singapore

Jenson Tng, Head of Human Resource, RHB Singapore, shares more on this win.

Q Congratulations on your top performance at the HR Excellence Awards! How has your HR and people strategy contributed to your success this year?

Winning the 'Excellence in HR Communication Strategy' award this year can be attributed to several key aspects of our HR and people strategy. Firstly, we placed a strong emphasis on employee engagement and wellbeing. We ensured that our employees felt supported, connected, and heard, which in turn led to higher productivity and morale.

Secondly, our communication strategy played a pivotal role. We focused on clear and transparent communication, keeping our employees informed about company updates, changes, and future plans. This helped build trust and alignment within the organisation.

Lastly, our commitment to talent development and inclusion initiatives also contributed to our success, as it fostered a culture of continuous learning, inclusivity, and innovation.

Q Looking back at your achievements, what aspect of your HR initiatives are you most proud of and why?

Among our achievements, we are most proud of the progress we have made in fostering a tight-knit and inclusive workplace. Our employee engagement budget is catered for activities to foster collaboration and build a sense of community within each respective team. Our efforts in this area have improved our organisational culture and we have seen increased employee satisfaction and engagement, as well as better decision-making and problem-solving through diverse perspectives.

We believe that a tight-knit and inclusive workforce is not only a source of pride but also a significant driver of productivity and success.

We have also been working on enhancing our flexi-benefits incentive, to offer employees the flexibility to tailor their benefits packages to meet their individual needs and preferences. In this competitive job market, offering flexi-benefits not only helps in increasing employee engagement levels and staff retention, but also plays a crucial role in attracting top talent. It underscores our commitment to creating an inclusive, employee-centric workplace where individual preferences are valued and respected.

Q During your HR journey, what were some significant obstacles you faced, and how did you overcome them to achieve excellence?

One significant obstacle we faced was the rapid acceleration of digital transformation, which required us to adapt our HR communication strategy to ensure that employees had access to the information and resources they needed. We invested in user-friendly HR technology platforms, conducted regular training sessions for employees to enhance their skills, and created a centralised workplace channel for HR resources and updates. This enabled us to effectively communicate and support employees in a digital-first environment.

We also faced pressures to accelerate our team-bonding initiatives on the back of employees returning to the office following COVID-19. Recognising the urgency and importance of this issue, we also organised inclusive interpersonal skills training for employees and established relevant goals and metrics to track employee engagement.

Q How does your organisation measure the success and impact of your HR initiatives?

We measure the success and impact of our initiatives through a combination of quantitative and qualitative metrics. Quantitatively, we track key performance indicators such as employee retention rates, productivity, and diversity metrics. Qualitatively, we gather feedback from employees through surveys and feedback sessions to assess their satisfaction, engagement, and overall experience within the organisation. Additionally, we monitor the adoption and effectiveness of our communication strategies and adjust them based on feedback and data analytics.

Q In what direction do you see the HR/people function evolving in the future, considering the emerging trends?

Looking ahead, we see the HR function evolving in several ways. Firstly, the continued integration of technology, such as AI and data analytics, will enable more data-driven decision-making and personalised employee experiences. Secondly, the focus on employee well-being and mental health will remain paramount, with organisations investing in comprehensive well-being programmes. Thirdly, the remote and hybrid work models adopted during the Covid-19 pandemic are likely to persist, prompting us to reevaluate our approach to workforce management and collaboration.

Lastly, diversity, equity, and inclusion efforts will continue to grow, with a greater emphasis on creating inclusive cultures and addressing systemic biases.


Read more interviews on why organisations have won trophies for their HR practices - head over to our Winning Secrets section!


Lead image / Provided 

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