"The pandemic has only reinforced our approach, as we had to adapt quickly to ensure that employees have the skills needed to thrive in the new future of work," shares Georgina Chung, EZ-Link's Head of HR.
Q How has your learning strategy today evolved from what you’d planned out last year?
Our learning strategy has always been underscored by the need for us to evolve alongside an ever-changing business landscape. Transformation in the digital payments industry has accelerated rapidly over the past two decades, and we have been intentional in cultivating a culture where our people stay curious and have the skills to remain competitive in the workforce. A key tenet has also been in empowering our team to take ownership of their growth and allow them to chart their own development trajectory - this allows us to provide the resources and support that best cater to their development goals.
The pandemic has only reinforced our approach, as we had to adapt quickly to ensure that employees have the skills needed to thrive in the new future of work. We have also pivoted to digital tools to facilitate remote learning, and ensure that our team can keep learning anytime, anywhere.
Q What are the hottest, function-agnostic skills in your industry today – skills that will never fail you?
No matter the industry or job function, we must all participate actively in the digital economy to succeed in the long run. Skills in emerging technologies like data analytics, cybersecurity, and robotic process automation (RPA) will soon become a must-have, and not just a good-to-have.
However, tech skills in isolation are not enough. The workforce of tomorrow must also invest in cultivating soft skills such as inspirational leadership, communication, and resilience, to ensure that they can effectively lead and inspire others around them. At EZ-Link, we value strengthening these leadership qualities on top of technical abilities, so that the organisation can grow and progress holistically.
Q How are you building these skills in your workforce? Essentially, how do you help employees accelerate their learning (especially when it comes to soft skills)?
We have curated specific learning paths tailored to the differentiated needs of our people, to ensure they can learn at their own pace. This year, we launched Own My Growth, our flagship programme to accelerate their learning in line with their career growth while empowering them to take charge of their own development and learning progress. We also introduced a Skill Enhance and Empower Development programme to support colleagues seeking a career switch within the organisation, by offering resources for them to accelerate their learning and assimilation into their new role.
Q On the HR front – what are the top 3 critical skills for HR to have in and beyond 2021?
The top three critical skills for HR professionals today are: data literacy, people wellness design, and creativity. Data literacy allows us to leverage people analytics to develop and plan tailored HR programmes. This also helps to inform people wellness design, where we create a people-first work culture that prioritises and safeguards the wellbeing of our employees, be it emotional, physical, or mental.
Lastly, HR professionals need to be creative and think out of the box to create innovative employee experiences that engage their team in today’s ever-evolving workforce.
Q Lastly, if there was a magic wand and you could do anything within your power to build a future-fit workforce, what action would you take?
It can be easy to be swept up in new and innovative technologies in today’s digital age, but it is crucial that we continue to keep people at the heart of our workforce. With that, my ideal workforce of the future is one that remains human-centric - where digital tools are leveraged to empower, and not replace or encumber our people.
Employees must in turn, be proactive in seeking out opportunities to learn and engage with new technologies, so that they do not get left behind.
Photo / Provided