Navigating challenges in HR through innovation

(From left) Vic, Norhamijah and Lim say new strategies are needed in today’s employment landscape.

INNOVATIVE human resources (HR) solutions are required to navigate challenges.

According to Jobstreet by SEEK Malaysia managing director Vic Sithasanan, the biggest challenges facing HR today were talent acquisition and retention, and rapid technological advancements.

“The rapid pace of technological change requires HR departments to continuously update their tools and processes.

“Integrating artificial intelligence (AI) and other technologies can be challenging but is necessary for staying competitive.

“It is also critical to ensure high levels of employee engagement and address mental health and well-being,” he said.

Vic noted that with the changing needs of talents, many companies found it challenging to attract new talent despite having competitive offers in the market.

“Offers are not tailored to suit the talent. Often, they lack employer branding or EVP (employee value proposition).

“These changes demand a re-evaluation of HR strategies and an embracing of innovation as a pathway to meaningful impact,” he said.

With that in mind, the inaugural SEEK People & Purpose Awards by Jobstreet by SEEK in Malaysia celebrated organisations and individuals who have demonstrated exceptional commitment to advancing HR excellence, both through outstanding performance and in a purpose-driven manner.

“The Top Voted Employers and Special Recognition awards serve to recognise those who have done well in EVP because it is pivotal in acquiring the right talent and through their stories, we hope it inspires others to pursue the same.

“As for the Submission categories, we deep dived into areas that are relevant in today’s market such as Best Sustainable HR Practices, to encourage, promote, and emphasise HR practices that are beneficial to the greater community,” he said.

Winning HR practices

According to one of the judges for the awards, KPJ Healthcare chief human resource officer Norhamijah Mohd Hanafiah, winning practices for the Diversity, Equity, and Inclusion (DEI) Awards went beyond mere rhetoric; they entailed creating a culture of respect where every voice was not just heard but genuinely valued.

“Organisations must underscore the significance of valuing contributions from all individuals, ensuring equal opportunities for growth and advancement irrespective of background.

“Friendly policies and benefits, coupled with a robust corporate culture, are vital in fostering an inclusive environment where everyone feels a sense of belonging.

“Furthermore, promoting collaboration across all levels of employees fosters engagement and strengthens the fabric of inclusion.

“Together, these practices cultivate a workplace where diversity flourishes, equity takes centre stage and inclusion permeates every facet of the organisational ethos, setting an unequivocal standard for DEI excellence.”

Fellow judge and TDCX chief group human resources officer Lim Chee Gay stressed the need for several effective strategies that organisations could implement to retain valuable talent.

These include creating a positive workplace culture, investing in individual development plans, finding employees who aligned with the company’s values and culture, and recognising and rewarding employees for their contributions.

“As Asia’s leading Business Process Outsourcing (BPO) company in complex digital customer experience and partner to the biggest global brands, TDCX empowers employees with meaningful experiences so they can make a positive impact in and out of work.

“Our employees are the heart of our company.

“We provide them the best opportunities and accelerate our employees’ careers,” he said.

Pandemic impact

The shift in the employment landscape since the pandemic had been significant, said Vic.

Remote work, digital transformation and renewed focus on employee well-being and purpose have become front and centre.

“The job market landscape has evolved in recent years, hybrid or remote working is here to stay,” he said.

“What job seekers are looking for is very different from what it was before the pandemic.

“It has become more dynamic than ever. Malaysian talents yearn for a stable career with good work-life balance.

“Many Malaysians are open to reskilling to different careers throughout their lives,” Vic added.

Lim said the pandemic accelerated the need for HR management (HRM) to be agile, empathetic and innovative.

“HR professionals had to quickly adapt to digital tools for recruitment, onboarding and performance management.

“The sudden shift to remote work posed challenges in managing virtual teams, maintaining productivity and ensuring employee well-being.

“Hence, organisations embraced flexible work hours, compressed workweeks and hybrid models to accommodate employees’ needs.”

Lim added, “For example, the blurring of work-life boundaries led to burnout and mental health issues.

“In response, companies introduced wellness initiatives, mental health resources and virtual fitness classes to support employees.”

Norhamijah said the onset of the pandemic brought about profound changes in HRM and employee engagement, necessitating swift adaptation to unprecedented challenges.

“Innovative measures like virtual wellness programmes were swiftly implemented to bolster engagement and support staff well-being and advanced scheduling systems were deployed to effectively manage staff shortages and mitigate burnout.

“Through these efforts, KPJ ensured sustained employee morale and productivity amid the ongoing challenges posed by the pandemic, as well as cultivated a resilient and supportive workplace culture,” she said.

The future of HR

On the future of HR, Vic foresees trends such as AI-enhanced recruitment, improved candidate experience and data-driven HR strategies.

“AI is revolutionising how employers attract and retain talent by providing tailored job suggestions and notifications, making the recruitment process more efficient and accurate.

“Data empowers HR to make data-driven decisions, leading to more effective talent acquisition and better alignment with business objectives,” he said.

Lim suggested developing future-proof HR skills, saying “HR professionals need to stay ahead of industry trends.

“Hence, we upskill our HR team through the HR Capability roadmap.”