MANILA - Under the guiding theme of "Break Limits & Transform With Purpose," People Matters launched TechHR Pulse Philippines today. Pushkaraj Bidwai, CEO of People Matters, set the context by saying, "One of the biggest elements that will connect HR function needs with return on investment is analytics. It's not about the tech; it’s about how we are architecting it."

Pushkaraj also shared insights from People Matters SHRPA 2024 report, a transformative journey filled with inspiration, learning, and growth, saying, “Learning is not a one-way street, and questioning without sharing your own thoughts, will not change the world”

Reflection before resolution  

People Matters’ purpose is driven by one question: 'How can we contribute to helping HR and talent professionals tackle every challenge and seize every opportunity? Pushkaraj reflected, “It’s been an exciting, sometimes wild, journey over the past 15 years. We are now connected with nearly 500,000 HR and talent leaders across the Asia Pacific region, who engage with us daily. When we began TechHR, there was barely an ecosystem for HR tech and work tech in Asia-Pacific. For years, we've been building the right blueprints, redefining standards, and rethinking what’s often left unseen unless we take bold action. Often, we don’t have all the answers, and it takes a collective effort—a village—to build an ecosystem. As you embark on or continue your journey of transformation, consider these three key questions:

1. What inspires and fuels a deep sense of purpose within your organisation?

2. What barriers are currently blocking your growth?

3. What gaps exist, and how can you bridge them?

These reflections can help guide a meaningful and sustainable transformation path.”

SHRPA– a journey together…

“When you’re navigating uncharted territory, you’re stepping into the unknown. You need a guide, a map, a navigator to understand the landscape—where are the valleys, where are the peaks? Is an avalanche ahead, or are there clear skies? Will we reach base camp in time? These are questions that often don’t align with the scripted plans we start with,” says Pushkaraj introducing People Matters SHRPA 2024. 

He said, At People Matters, our aim is to be that guide. This year, we engaged with nearly 1,300 APAC organisations and over 100 leaders, along with in-depth conversations with analysts and community members, to map out what this terrain looks like.” 

Sharing the insights for Philippines from People Matters SHRPA 2024 report, he says, “Among the 1,300 leaders, tech emerged as the primary challenge. Consumer awareness and rising consumption trends were next, and talent ranked high as well—especially in the Philippines, where talent was the second most pressing concern. With talent at this critical inflection point, it’s clear that addressing it is both a business challenge and an opportunity.

As we dug deeper into what ‘talent’ truly means, two major areas stood out are:

1. First - Talent management, attracting the right people and developing strong leaders, emerged as a top challenge, with 8 per cent of leaders in the Philippines identifying it as one of their organisation’s biggest hurdles. Addressing these core areas will be essential as we work together to build an empowered workforce. 
2. Second - Team management stands out as one of the biggest challenges for leaders in the Philippines, with 91 per cent adopting new models to tackle this issue. The other major challenge lies in the realm of technology: how to select, evaluate, integrate, and effectively use the right tech tools.”

Pushkaraj insisted on changing the perspective saying, “Think about how we’ve spent over a century evolving the people and work functions. Not too long ago, talent and workforce management relied on paper-based processes back in the 1900s. HR departments emerged around the 1950s, and since then, our field has transformed rapidly, especially with the introduction of AI models. The key takeaway here is that as we face these challenges, our ability to adapt and expand our capabilities is more important than ever. The path forward involves building skills and infrastructure to meet these evolving demands head-on."

Critical gaps and challenges in the HR landscape..

Sharing insights on the key challenges that exist today and the ones looming over HR in the near future, Pushkaraj says, “Many HR leaders feel confident managing crises, but challenges still lie in areas like implementing technology and improving employee experience. How do we create career paths for each person? How do we scale upskilling? These are pressing questions, and we looked closely at how different organisations are tackling them, and categorised them with insights from leading-edge companies. 

Data analytics and talent management emerged as essential areas for growth. While analytics tools are everywhere, we’re not fully harnessing their potential. About 76 per cent of us are ready for change, but 65 pe cent still struggle with actual transformation. An opportunity for all of us to become architects and catalysts of change. But, we’re not alone in this journey; tech vendors and partners are innovating alongside us. The HR tech landscape is evolving, and the key investment areas include AI-driven talent acquisition, performance management, and personalised learning. If these areas aren’t on your investment roadmap, it’s time to reassess priorities.”

Comparing HR priorities to tech vendor offerings, People Matters SHRPA 2024 found some critical gaps: 

• Data analytics didn’t even make the top five criteria for tech selection in Asia, even though analytics is what connects implementation to outcomes. 
• Mobile experience is another area often overlooked. It is essential, not just an add-on. 
• Cost-effectiveness, are we buying at the right price and maximising value?

Pushkaraj emphasised considering the following core gaps as part of HR strategy: 

#1 Change Management – Technology is powerful, but it’s only as good as our ability to adopt and implement it effectively. We, as leaders, are the change agents, not the tech.

#2 Expectation Alignment – Are we bridging the gap between what products offer and what we need? Open conversations with vendors about purpose and capabilities can help.

#3 Capability Development – Are we equipping ourselves to adapt quickly to new demands? A focus on continuous learning and upskilling will be essential.”

He shared key imperatives, saying,”

• Act now - Execution is everything, which is a clear message from CEOs conversation: strategy is essential, but without execution, it means nothing.
• Build resilience - Pushing ourselves and our teams to become more adaptable and resilient. This includes upskilling in emerging areas and driving change within our organisations.
• Prioritise sustainable tech buying - When investing in technology, focus on the long-term purpose, not just the features. Ask vendors about their vision—where is their product going?

Together, we can continue to drive this evolution. People Matters is committed to sharing these insights with you each year, helping us all build stronger strategies.”

The People Matters SHRPA Research 2024 provides valuable insights for HR professionals and business leaders, emphasising how talent and technology are essential for future growth. As the work environment evolves, staying informed and adaptable will be crucial to overcoming challenges and making the most of new opportunities.

DOWNLOAD the SHRPA 2024 report now for more insights.