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As we settle into 2024, let us look at some of the trends and key updates that took place this year, and what HR leaders are anticipating for the year ahead.
2023 was an eventful year, with many new guidelines, statutory updates, and more taking effect in the region.
Let's take a look at some of the highlights:
Starting off in Singapore, the country is progressing towards a more future-ready workforce through upskilling. In that vein, the launch of the Job Redesign Centre of Excellence (JRCoE) will serve as a one-stop touchpoint for enterprises looking to incorporate job redesign and workforce transformation in their HR practices.
On the wellbeing front, many organisations are now taking their leadership and employees' mental health more seriously, and are prioritising them more this year. For instance, some are encouraging mental wellbeing days off for their employees and their family members, while others have introduced workplace wellbeing champions.
Across the border in Malaysia, the upcoming National Human Resource Policy will cover the health and safety aspects of workers. Further, the announcement of the Malaysia Budget 2024, pushed HR leaders to dive head-first to enhance their workforce policies based on the amended Employment (Amendment) Act 2022, which aims to restructure the workforce such that flexible work arrangements (FWAs), maternity and paternity leave, maximum weekly hours of work, and approvals on hiring foreign workers, will be taken into consideration.
Finally, over the ocean in Hong Kong, applications for the Enhanced Supplementary Labour Scheme, formerly known as the Supplementary Labour Scheme (SLS), have commenced to alleviate the manpower shortage across different sectors. With the scheme in place, more individuals looking to work in Hong Kong can expect better labour protection.
In addition, Hong Kong's 2023 Policy Address highlighted the "Global Talent Summit cum Guangdong-Hong Kong-Macao Greater Bay Area High-quality Talent Development Conference" which will be held in 2024 to promote regional exchange and co-operation in talent attraction.
As we look forward to 2024, HR leaders must continue to stay relevant and maintain their seat at the business table. On that note, in this mini-feature, Sarah Gideon reaches out to leaders from Carsome, AtkinsRéalis, and Dentsu to find out what their vision is for the function in the year to come.
Q: What is your vision for HR in 2024?
For Sergio Salvador (pictured above, centre), Former Chief People Officer Officer and current Advisor to the ExCo, Carsome, he wants HR to be recognised as a business function with a "real seat at the table", contributing more measurable input and value for the business, that can be supported by data and by analytics.
Yvonne Tan (pictured above, far right), Chief People Officer, Southeast Asia, Dentsu, echos Sergio's sentiments, hoping for HR to maintain its seat at the table — as it has in the recent years. In particular, with an event such as the pandemic in place, HR comes to the forefront as an essential function; yet, post such events, the business needs turn back to profitability and financials.
To this, she highlights: "You need to continue to prove your worth as an HR professional by being financially savvy, business focused, and client centric, because that's the new reality. It’s [now about] pivoting to being a critical business partner for the company to deliver profitability amid a dynamic environment.”
Finally, Archana Srinivasan (pictured above, far left), HR Director, Asia, AtkinsRéalis, she notes the current transformation that the HR function is undergoing, which has seen the introduction of digital and self-service provisions for managers.
Thus, she says: "[My vision would be to] embed that change, and equip managers and employees to be able to handle their own systems and self-service."
Lead photo: 123RF;
Interviewees' photos: Provided
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