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about 1 year ago by Peter Fitzroy

The Future of Work & the Role of HR Professionals in Thailand

Future Of Work Blog   Metamorph

​Times are changing for HR.


Companies that succeed medium and long term are putting talent at the heart of their approach. And that means recognising the value HR professionals bring to the table.


There are multinationals globally pioneering this talent-led approach. McKinsey did an interesting analysis in Talent Wins: The New Playbook for Putting People First. The business case is there for placing HR on par with finance in the organisational hierarchy. But in Thailand, the pace of change is slower.


So how can Thai HR leaders raise their standing within their organisation? How can they help shape company strategy for workforce requirements in 5 to 10 years? And how can they support CEOs in boosting overall profitability?


Here are 3 essential yet practical steps you can take.


1. Get the right HR systems and technology in place


HR has a reputation as a paper-pushing department for a reason. Most HR professionals have spent days battling cumbersome filing systems and clunky software.
To prepare for the future of work and glean valuable insight to feed into business strategy, you need cutting-edge HR systems. Bringing in technology like an applicant tracking system for recruitment can make a huge difference. And automation quick-wins around sickness and vacation entitlement let you jettison inefficient manual processes. Whether you’re a Thailand-based multinational with 2 HR staff for 600 employees or a Thai PLC with 200 HR staff for 45,000 employees – technology can help free up resource to focus on strategic HR work instead of basic admin. When you’re seen as driving digital transformation within the business, you’re positioning the department to take a central role in future planning.


2. Walk in your colleagues’ shoes


The one thing we know for sure about the future of work is that it will look different from today’s model. And HR needs to be at the forefront of planning. This means determining what skills the business will require, what training needs to be provided, what systems need to be changed and what talent needs to be brought in externally.
To truly understand the future skills landscape, you need to understand how departments and roles work now. And that means getting to know every area of the business. This helps you develop a people strategy that works on paper and in practice. And it increases HR’s visibility, demonstrating that you’re championing colleagues and proactively finding ways to add value.


3. Analyse data to inform planning


Take talent acquisition, for example – how many roles are filled internally vs externally? How will that change over the short, medium and long term? What’s the cost of external hiring? Does the training strategy need to change so that upskilling current staff can mitigate external hiring costs (and boost retention rates at the same time)?
Or what about career development plans? What percentage of them result in successful promotion? How does this vary across departments? And what changes can be made to improve this?


By answering questions like these, HR can drive an evidence-based approach to future-proofing the business. And at the same time, deal with the very real hiring and retention challenges they face today.


HR leaders need the right mindset, people and technology to play a more strategic role


Learn more about the trends HR leaders in Thailand should pay attention to. Download our guide to The Future of Work today.

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