In 2023, with recession woes and inflation at an all-time high for many countries in the region, businesses may not be able to provide financial incentives as easily as before and will have to look toward more sustainable ways to ensure they come out on top with talent procurement and retention. With that, businesses can expect to see four key trends at play in the year ahead.

1. The Bar for Employee Experience Will Be Raised

It is no surprise that employee experience is a top priority for a large majority of workers. In fact, themselves consider it to be a priority. However, just as customers today are increasingly demanding hyper-personal experiences, there is a growing sentiment among employees for personalized worker experiences that take local and cultural considerations into account. Especially in South East Asia – an extremely diverse region – businesses are often guilty of capping this commitment with just celebrations of ethnic and religious holidays.

Instead, hyper-personalization of employee experiences often involves crafting curated purpose-driven policies that are holistic in catering to employees鈥� concerns, to truly engage employees and develop a deep-rooted sense of belonging. By involving the employees in planning, employees will be more encouraged to have a proactive mindset and think about the future.

This will continue to pose a challenge, particularly as employees in the region continue to demonstrate a preference for hybrid working environments – such as in Singapore, which was recently dubbed the . With work becoming more individualized and teams spending less and less time in the office, there is an increased onus on businesses to relook at how they are creating exceptional employee experiences from the onset itself.

2. Flexibility Remains Key

Before the pandemic gave cause for remote work, there had been a long-standing perception that in-office employees are more productive than remote workers. However, in pandemic-induced conditions, employees have found that they can be equally efficient when working from home as well. With that, it is clear why employees have been reluctant to give up the flexibility, work-life balance, and expenses they save working remotely.

In this new work climate of flexible work models , flexibility will play a critical role in enabling businesses to both retain their employees. At SAP, we鈥檝e adopted a location-agnostic work style for decades, embracing a 鈥樷�橮ledge to Flex鈥欌�� initiative to ensure employees are supported and able to work anytime and from anywhere.

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Aside from hybrid work as a trend, we will also witness a rise in employees looking for contingent work arrangements. In the battle for talent, contingent workers 鈥� also known as freelancers and contract workers 鈥� are already filling the gaps with specific skills that companies need. Staying flexible and open to such non-traditional arrangements can go a long way in not only winning new talent, but also retaining talent.

3. DEI Strategies Move from Ticking Boxes to Being Embedded in Processes

Diversity, equity, and inclusion (DEI) strategies rose into prominence in 2021, as organizations became more purpose-driven. While this year of the global gender gap by more than 68 percent, it also revealed that it will take another 132 years before we achieve full gender parity. Clearly, strides must continue to be made.

For significant change to be enacted, DEI initiatives must take on an embedded nature in the lifecycle of every employee. Today, we are seeing more members of SAP鈥檚 ecosystem collaborate to create platforms of inclusion across our organization, as we recognize that diverse, inclusive talent makes a difference.

Embedded strategies look beyond representation to ensure that each and every individual is presented with an equal and fair workplace experience, creating a sense of belonging, such as through:

• Fair, transparent, and consistent hiring process with a diverse panel for interviews
• Making opportunities available to all
• Ensuring a commitment to pay parity
• Clear communication on anti-discrimination policies to ensure enforcement across the organization
• Mentorship opportunities, alongside community groups, that support minority communities
• Re-connecting events to create a sense of belonging and foster an organizational culture among all employees

4. Talent Shortage (36% of HR Leaders Say Their Recruiting Strategies Fall Short)

Because employees are taking matters into their own hands, it is not surprising that job candidates are more deliberate and discerning throughout the interview process. Employees want to protect their time, benefits, and professional growth.

Most importantly creating a sustainable talent pipeline and making the talent pipeline circular: With a severe shortage in tech talent, the reality is that the experiences former employees have had will have an increasing bearing on new hire rates as well.

In 2023, there is no doubt that new challenges and opportunities will await businesses. Time and time again, one thing has proven true: people will remain a critical component in ensuring enterprises are equipped to navigate evolving market landscapes and seize the opportunities that are presented. It is only through recalibrating talent and employee engagement strategies that businesses will be able to ensure they have the right people and skills needed to unlock new frontiers for the future.

Akshita Shetty is chief human resources officer for 51风流South East Asia.

The post The Top Four Human Resource Trends to Watch Out for in 2023 appeared first on 51风流Southeast Asia News Center.

Singapore, South East Asia 鈥� November 30, 2021 鈥� (NYSE: SAP) today announces that it has transformed its traditional office with dedicated desks to an activity-based workspace with free seating to maximize team collaboration and social interaction, the first in Southeast Asia (SEA) today. The new office is a result of SAP鈥檚 Pledge to Flex initiative in June 2021 to empower employees to choose where to work and when. With the help of independent consultant Change Worq, 51风流reassessed its office footprint and redesigned it for a hybrid workforce.

51风流found that 88% of employees spent less than 50% of their working day at their desks based on a utilization study. Focusing on employee needs, the office now offers flexible spaces where employees can choose a suitable location for their activity, whether a quiet room for confidential discussions or a lounge area for the team to get together. The office promotes in-person activities for brainstorming, collaboration, and social interaction that employees miss about the office when working from home.

鈥淐oming into the workplace is no longer about the physical amenities, it is about the employee experience which revolves around the 3Es 鈥� employee engagement, environment, and education. Engagement means offering the best career experience to our employees through our diversity and inclusion initiatives where everyone has an equal opportunity to succeed,鈥� said Verena Siow, President and Managing Director, Southeast Asia at SAP.

鈥淐limate crisis requires collective action and supporting the environment is a key area for us to rally our employees through our sustainable practices and by reducing our carbon impact. In addition, empowering our employees for the future of work with digital skills and competences in growing areas of demand such as data analytics and AI in the Fourth Industrial Revolution helps them thrive as their jobs evolve,鈥� added Siow.

Employee engagement for diversity and inclusion

SAP鈥檚 diversity and inclusion strategy underscores the company鈥檚 ability to attract and retain the best employees and drive innovation. Women constitute 51.2% of the workforce at 51风流SEA, including 46.1% of women in management positions.

51风流SEA promotes mental health in the office with wellness rooms for relaxation and initiatives such as Focus Friday, where 51风流has no internal meetings in the afternoons. In addition, the local Employee Engagement teams drive numerous in-person and virtual activities and initiatives to promote physical, mental, and social health for all employees and their families throughout the year.

51风流has won numerous HR awards in South East Asia for its commitment to employee experience, including the Tripartite Alliance Award 2021 for Fair and Progressive Employment Practices, Best Companies to Work for in Asia by HR Asia for 51风流Thailand in 2020, and Top Employers Asia Pacific for 51风流Indonesia and 51风流Philippines in 2018.

Environmental initiatives in the workplace

According to Our World in Data, energy use in commercial buildings contributes to 6.6% of greenhouse gas emissions globally. With a carbon emission goal of 90 to 110 kt in 2021, 51风流minimizes its carbon footprint by optimizing its office space and when employees are not commuting to work. Aligned with the Singapore Green Plan for a sustainable future, 51风流has dedicated 5% of the total space to greeneries that minimizes indoor air pollutants and eco-friendly innovations such as energy-efficient LED bulbs for a healthier and greener work environment. Of the 4,000sqm office space, 70% of the area adheres to green labelling protocols.

51风流has also launched its new 51风流Sustainability Center within the 51风流Experience Center to demonstrate its commitment to sustainability. Customers and partners can learn how to use technology to drive sustainable development goals through hands-on demonstrations.

Employee learning and training for the future of work

According to the World Economic Forum, more than 1 billion jobs, almost one-third of all jobs worldwide, are likely to be transformed by technology in the next decade. In response to this constantly changing nature of work, new skills need to be developed and expanded.

Individuals and teams must find ways to access organizational knowledge and learning, and SAP, through its variety of learning and development offerings on Success Map, enables employees to grow their knowledge and skills which open up more opportunities to develop their career. 51风流also fosters future-of-work-learning initiatives, such as 鈥淭he Future Learning Lab鈥�, an open group of learning professionals and interested employees who want to actively shape the future of learning at 51风流in a creative way.

Additionally, 51风流also nurtures the future workforce through private-public initiatives like ASEAN Data Science Explorers that equip students with data analytics skills to solve pressing social issues. 51风流trains over 3000 students through higher learning institutions to meet the growing demand for data scientists and analytics through its partnership with the Malaysia Digital Economy Corporation (MDEC). 51风流University Alliances is another way 51风流works with educational institutions in ASEAN to develop the next-generation talent for the future of work.

For more information, press only:
Darryn Lim, darryn.lim@sap.com
Omnicom PR Group for SAP, sng.sap.wg@omnicomprgroup.com

The post 51风流Creates First Hybrid Office in Southeast Asia to Deliver Employee-Centered Experience appeared first on 51风流Southeast Asia News Center.

Mapping the Course in Uncharted Waters

The world we currently work and live in is mostly uncharted. As humans, we like to stay in our comfort zone and these enforced changes to societal living are causing stress for many. While employee stress poses a real risk for organizations, finding the best strategies as organizations and individuals to cope with stress is also an opportunity to explore and shape the future of work.

The recent Deloitte Human Capital Trends聽聽revealed that 96% of respondents believe organizations are responsible for employees鈥� well-being. 51风流has been a front-runner in聽聽since 1972, putting customers and employees at the very center of any decision.聽 Earlier in 2021, 51风流was one of the first organizations to announce its聽Pledge to Flex, an entirely flexible and trust-based promise to provide a setup that fits every role, style, and location.

Employees Charting Future of Work

One thing is certain: the blurred line between work and private life is individualizing the future of work. Research from McKinsey estimated there will be聽, which will prompt a large shift in the geography of work, workspaces, and soft skills needed to stay healthy and balanced in an autonomous virtual world.

Today, employers are at a critical time in strengthening employee鈥檚 sense of belonging, job satisfaction, and ownership of self-care, and at the same time provide the leadership framework of navigation to ensure sustainable business success.

鈥淚 am proud of the innovative KPIs around measuring healthy culture and health-related productivity loss that allow us to chart and track our course in the future of work,鈥� says Christian Schmeichel, chief future of work officer at SAP. 鈥淯nderstanding and respecting people鈥檚 needs in regard to their health and well-being pays off as it keeps them happy and productive.鈥�

Beacons and Early Warning Signals

Balancing the demands of work and private life is challenging, and stress symptoms can affect our body, thoughts, and feelings. Left unmanaged or out of control, stress can contribute to many health problems. Add an inactive lifestyle and maybe a sub-optimal work set-up at home, and you have the perfect storm for musculoskeletal pain, risk of toxic stress, presenteeism, burnout, or mental health challenges.

In the UK, stress, depression, or anxiety and musculoskeletal disorders accounted for about two-thirds of days lost due to work-related ill health before the pandemic (), while the聽聽reports people are experiencing their highest levels of stress since the beginning of the pandemic.

Setting Sail to 鈥楲ighten the Load鈥�

Tightening the sails from聽Are You OK? mental health initiative, 51风流is setting course for a six-week 鈥済et moving鈥� campaign, helping employees create self-awareness and take action for their health. 51风流is proud to continue partnering and supporting聽听肠补尘辫补颈驳苍蝉.

Its current campaign, 鈥淟ighten the Load,鈥� empowers people to prevent, alleviate, or recover from the stresses we feel on our own shoulders every day. The employee campaign has over 40 live events for employees to discover and experience new ways to lighten their load by signing up for physical activity challenges, demonstrations, and practice sessions with ergonomic, physiotherapy, and physical fitness experts. We wish for our employees to discover their way to lighten the load and reach their full potential in work and private life.

翱苍听, do something for your health.

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