Talent Hunts

HR transformation in the spotlight

The role of the Chief HR Officer continues to evolve, but not every organization or HR team in Asia-Pacific is keeping up with the change required. That’s’ just one of the many key insights garnered from the Global Leadership Forecast 2018 study, by DDI in collaboration with The Conference Board and EY. In all, the research provides 25 data-driven insights for business people and organizational managers across functions and markets in what is effectively a new world order for international business.

But it is the insights into HR leadership that is having particular resonance in this part of the world. The Southeast Asia section of the study interviewed 534 local HR professionals as part of a function-specific survey. One of its key focuses was on how HR leaders were dealing with the disruptive and technology-driven business environment of 2018 and 2019.

New career paths, evolving organizational structures, and business models, and digital disruption are all impacting the way HR leaders are working with their organizations. And it is up to those Chief HR Officers to ensure their voice is heard and they are able to – in turn – impact their organizations and leadership.


A new role for HR

This equates to a new category of skills and tasks for many HR leaders in Southeast Asia, something the researchers have named the “anticipator” tasks. Where once the HR function was a purely “reactor” role, and later it became a much-vaunted “partner” to the business, today there is a need for HR leaders to be proactive anticipators of workforce challenges and opportunities. This could be about linking talent planning to strategic planning, boosting predictive analytics efforts, or investing more time and resources into wider-reaching global mobility programs, for example.