JAKARTA, INDONESIA - Media OutReach - 14
December 2021 - The ongoing impact of the pandemic forces businesses to
adapt swiftly - both from an operational and talent upskilling standpoint.
Hence, many organisations are forced to introspect ways to optimise business
efficiency and talent performance to close the accumulated revenue gap from
months prior. For these reasons, the role of HR in bridging the gap between
talent readiness and business goals will be even more important in 2022. The
evolution of HR in becoming a strategic business builder is imminent.
To help HR teams
prepare in their role as business builders in 2022, EngageRocket released a
report 'Indonesia HR Business landscape 2022', which covers 5 important trends
to watch out for and focus areas for organisations looking to prepare for the
Here are some
highlights from the report:
- Implementation of agile
working in organisations
Businesses will transform at an even faster pace
in 2022. Employees will be expected to improve their productivity through
agile working practices. As a result, HR teams need to be able to
supervise and detect changes that happen within the organisation, both
from a macro and micro perspective. This changing need means that HR will
have to implement a new system that allows them to automate performance,
feedback, and talent readiness tracking.
- Higher expectations to
improve business performance
Employees within all layers of the organisation
will be expected to improve their performance and hone skills that they
might not have acquired previously so they can provide more meaningful
contributions to the business. HR has a role to track the contribution
levels of each individual and intervene when certain individuals or teams
show symptoms of burnout.
- Talent readiness acceleration
to improve work effectivenessAside from the increased pace of working, acceleration will also occur at
the employee readiness levels - which can be tracked from the day they
join. According to Audi Lumbantoruan (Managing Director Indonesia at EngageRocket),
there are three phases of employee readiness that can be tracked:
readiness to work, readiness to socialise, and readiness to accelerate.
The role of HR is to pay close attention to the needs of employees so they
can facilitate their readiness more aptly.
- Lean management
transformation within organisationsLean management focuses on changes that happen within the
organisation in dealing with business challenges now and in the future. The
contribution of HR is even more prominent when it comes to developing
company-wide people strategy and policies. Here, HR can help with decision
making by looking at two major aspects: the organisation and the people. The
organisation aspect focuses on growing the business while the people aspect
focuses on employee productivity and well-being.
- Empowering every
employee to be value creators for the organisation
With the increasing levels of productivity, each
employee will be expected to contribute more to the organisation. However,
this does not mean that the burden of business growth should fall only on
individual contributors. Organisations and HR teams would need to take the
initiative in the process of empowerment, through various training and
retraining programs, upskilling, capabilities building, and many others.
To get more
in-depth details on the 5 upcoming trends for HR in 2022, recommendation areas,
and quotes from HR leaders, read the full report here.