The year 2023 demonstrated that HR leadership played a proactive and pivotal role in bolstering an organisation's sustainable success. This was achieved through effective talent management, cultivation of a future-ready work culture embracing new technologies, implementation of DEI initiatives, talent retention through recognition, learning and development strategies, prioritisation of employee well-being, fostering leadership development, and enhancing employee engagement. Therefore, these are the top mantras for Strategic HR to implement in 2024, fortifying their organisation from within to become one of the thriving workplaces from this year onward.

#1 Effective talent management

Through the adoption of effective talent management strategies, HR professionals can identify and nurture talent, fostering a culture of continuous learning and growth within the organisation.

With the aim of fostering a secure environment that encourages the workforce to take risks and embrace challenges and failures without fear, thus extending their existing skills and capabilities, Jessie Cheing, CHRO of Manulife Singapore, shared, “Our multimodal learning ecosystem includes classroom training, social learning platforms, virtual webinars, and site visits, making learning dynamic and engaging. We are humbled by the recognition from industry bodies, which serves as a testament to our ongoing efforts in promoting learning and development within the organisation.”

Tariq Ahmad, Head of Empowerment and Inclusion, UAE at VFS Global said, Our Human Resources team carefully shortlists and selects the right talent, both from within and outside the organisation, for each role. Our Learning & Organisational Development team leads strong  programmes that equip employees with operational and vocational skills that help prepare them for the roles they undertake, and prepare them for larger roles within the organisation, fostering an environment of  growth. A work culture where learning is as constant as change, and where your journey is interwoven with the company's growth. An approach where the 'right talent in the right role' and potential of each individual is celebrated."

#2 Diversity, Equity, and Inclusion initiatives

Inclusivity fosters a sense of belonging, encourages diverse perspectives, and contributes to a more adaptable and resilient organisational culture. To achieve this, HR leaders should ensure that all employees feel valued and included, boosting their morale and productivity while also promoting an innovative workplace.

Christine Geissler, Global SVP of Human Resources at Reckitt, states, “Diversity in perspectives goes a long way in enhancing creativity and problem-solving, as well as fostering innovation to create a more agile and adaptive organization capable of navigating the challenges of the ever-evolving business landscape.” 

Describing how Reckitt nurtures an inclusive culture, she explains, 'We cultivate a winning culture by fostering a sense of empowerment and ownership among employees, leading to increased motivation and productivity. We understand that when individuals have more autonomy to manage their work-life balance, they are more likely to be engaged and committed to their roles. Additionally, this flexible approach is critical in supporting diversity in general, whether it is accommodating various working styles and preferences or creating a more inclusive and dynamic workforce that influences the retention of our people. Ultimately, this approach impacts our work culture and contributes to business growth.'"

Addressing traditional employment challenges with modern DEI strategies is the need of the hour. To support this initiative, Tariq emphasized fostering an inclusive work culture by instilling a sense of belonging through DEI initiatives with key pillars:

• Reducing the employment gap,
• Enabling awareness and internal training sessions,
• Diversifying the supply chain,
• Supporting diverse communities.

He further added, “This approach is enhanced by inclusive leadership, behaviourally inclusive practices, strategies that are  agile, caring, and transparent, comprehensive learning programmes, and adherence to the UN Global Compact's principles. Coupled with the attainment of the highest People Maturity Model certification, which demonstrates a commitment to improving people processes in line with business goals, we constantly aim to ensure a fair, inclusive, and motivating work environment for everyone.” 

#3 Talent retention

Talent retention is the need of the hour, given that the majority of today's workforce comprises tech-savvy Gen Z and Millennials who are constantly seeking better career opportunities. A shift in addressing their needs to thrive within their workplace is essential. By introspecting on the needs and requirements of their workforce and providing opportunities for career growth, organisations can enhance their chances of retaining valuable talent.

Sharing a practical tip for talent retention Zubin Zack of O.C. Tanner shared, “To reduce employee turnover, organisations should identify the problem statement, collect data, and conduct exit interviews and surveys to understand why employees are leaving. Once data is collected, organisations can select three parameters to improve in the next survey.” 

“Organizations need to build Trust Capital as an effective strategy for talent retention," commented Nanang Chalid, SVP of People and Culture at Tokopedia. He explained, “Trust capital is a dynamic and multifaceted approach that recognizes the interconnected relationships between the company, leaders, and peers as pivotal influences on employee retention."

Yenny Wong, Director of Talent Acquisition for APJ and EMEA at New Relic highlighted, “Creating inclusive workplace strategies, providing training and enablement and growth opportunities, conducting pulse surveys, and offering competitive compensation and benefits are among some retention initiatives that organisations can look to deploy, but more importantly, they need to shift their strategies from siloed programmes to employee experience.” Elaborating with some examples she added, 

• Redesigning retention strategies with focus on connection and belonging, sustainable productivity as well and growth and impact. 
• Holding monthly Ask Me Anything sessions with senior leaders, 
• Organising a yearly Global Day of Service where employees are given the day off work to connect locally or virtually, volunteer and give back.
• Environmental, Social and Governance (ESG) report to inspire and enable every Relic to ignite positive change where they live, work and play, alongside a continued commitment to sustainability and corporate social responsibility."

#4 Fostering a future-ready work culture

To support the digital shift across various parts of business, Jessie stated, “We have designed our learning curriculum with technology-focused courses to help employees adapt and prepare for the future of work.” Sharing some examples she added, “The company is also actively partnering with government agencies and leveraging national initiatives, such as the Career Conversion Programme (CCP), to reskill our employees. As part of our talent development strategy, we recruit mid-career switchers and fresh graduates through the Technology in Finance Immersion Programme (TFIP). Additionally, the Manulife Business Academy (MBA) has been launched to prepare our financial advisory representatives for holistic customer engagement in the digital era. The academy equips consultants with digital skills through a structured learning roadmap, including valuable modules on digital engagement, such as social media, and competencies in digital tools. Leveraging emerging technologies like AI and virtual reality will be integral to the future of workplace learning as these solutions will enhance personalised learning experiences. We're already leveraging technology through our Pursuit Learning platform to offer anytime, anywhere learning. Strengthening our workforce’s adaptability quotient to embrace AI, building a growth mindset, and continuous upskilling and reskilling will be key agenda items for our HR team moving forward.”

"The past two years have taught us the importance of remaining nimble and agile to adapt and respond to change. Implementing flexible work arrangements has taught us that it is possible to achieve the same productivity levels even if employees are working from remote locations," shared Audrey, Vice President of SEA Operations at FedEx Express. The strategies that worked at FedEx SEA include:

Hybrid workplace model - It help boost morale and job satisfaction of non-frontline employees and even helped us attract a wider talent pool. Employees now have more time with their families and for themselves, which promotes a more engaged workforce. Our actions cultivated a positive workforce culture, demonstrated by the strong retention rate of an average tenure of 13 to 14 years within the company and a favourable employee engagement rate of 85% in the 2022 Survey Feedback Action programme.  

Tech-enabled work arrangement - We also introduced a hot desk system which enabled optimised use of office space. This setup provides team members with the opportunity to better work together on designated weekly Collaboration Days.  

Flexibility - For our front liners, we introduced modified scheduling, split shifts, and shift-swapping options. These have allowed us to offer our employees the flexibility necessary to maintain a healthy work-life balance while ensuring operational efficiency and customer satisfaction."

#5 Employee wellbeing 

Holistic wellbeing mental health support to fitness programs and work-life balance initiatives, fostering holistic well-being ensures that employees are not only productive but also experience a fulfilling and balanced professional life. 

Fueled by the effects of the COVID-19 pandemic on work culture, Christine shares, “We recognize that different employees face various challenges. Some are working parents, while others have caregiving responsibilities within their families. Reckitt has evolved and enhanced its practices in the area of flexibility, acknowledging that our employees work across time zones. This allows them to effectively contribute to the best interests of the business while maintaining a healthy balance in their personal lives. We have activated the Employee Assistance Program, addressing the need for well-being. Continuously, we offer well-being boosters to our employees through a partnership with Hinsta, focusing on mental, physical, and emotional well-being. Additionally, we provide social engagements and volunteering opportunities, acknowledging that our employees have the desire to make an impact beyond their work responsibilities.”

Audrey shared, "According to an MSD report, indirect costs, including absenteeism and productivity loss, will remain the bulk of the total ongoing economic costs of COVID-19. In a base case scenario,  the estimated economic cost of the pandemic in Singapore is around SGD 3.6 billion per year, with 96% of costs due to productivity losses, either due to personal illness or caring for dependants affected by COVID-19. To combat these challenges, we implemented stringent health protocols and promoted hygiene practices. Additionally, we provided crucial mental health support through counselling services, and mental health awareness programmes, as well as implemented weekly check-ins with team members."

#6 Leadership development

By providing guidance, mentorship, and targeted training, leaders can empower their employees to enhance their leadership skills and contribute more effectively to the organisation. This approach not only ensures a pipeline of capable leaders but also fosters a culture of continuous learning and professional development. Through investing in the growth of their team members, leaders can create a positive and collaborative work environment, aligning individual career progression with the sustainable success of the organisation.

Audrey said, “We consistently host cross-functional learning sessions to provide our employees with valuable chances to broaden their expertise and abilities, going beyond their current job responsibilities. This approach yields multiple benefits. Besides fostering stronger interdepartmental connections and cultivating enhanced trust among employees, it also ensures multiple employees are trained to perform critical tasks. This, in turn, helps mitigate the potential impact of individual absences and contributes to the overall resilience of our workforce. For example, we launched the Linc Up AMEA mentoring programme, in which selected applicants will receive mentorship guidance from FedEx executives, to help mentees expand their range of professional competencies, gain better confidence in interacting with senior executives, broaden their strategic thinking skills, and better plan their individual career pursuits.”

“People and Leadership are two out of the six key pillars of our sustainable growth strategy,” says Christine. Adding, “Through our conscious inclusion e-modules, our employees can learn and practice allyship and unconscious bias and can further show that support through the Employee Resource Groups (ERG) and #StrongerTogether sessions, which share stories of courage, growth and inspiration. Our Women@Reckitt Leaders Program supports women by helping them achieve leadership positions through mentorship programmes and focused development. We also provide leadership training across all levels of employees to become more inclusive leaders, dialling up active listening and how to drive conscious inclusion.”

#7 Employee engagement

Engaged employees are more likely to be productive, innovative, and dedicated to achieving the company's goals. In the dynamic world of work, organisations need to prioritize and cultivate employee engagement to experience higher levels of innovation, productivity, and overall success. 

Yenny shared, “The speed of change and transformation are key reasons why employees are not always fully aligned in a hyper-growth organization.

• Focusing on communicating the vision, mission and expectations of employees, which we call leadership accountabilities, helps bring employees along for the growth journey.
• Encouraging employee involvement in decision-making processes, implementing robust recognition and rewards systems, and maintaining a diligent focus on performance management contribute significantly to enhancing engagement and productivity.
• Additionally, a commitment to continuous learning and professional development, along with initiatives that promote work-life balance plus diversity and inclusion, serves to bolster employee satisfaction and retention.
• New Relic promotes a focus on the growth mindset which helps to set the tone for growing together. Securing regular feedback through mechanisms such as pulse surveys and team-connection activities further amplifies workforce productivity and cohesion.
• By embracing these multifaceted strategies, organisations can cultivate a thriving culture of engagement and productivity even in times of rapid expansion.”

Apart from these essential principles for building a thriving workplace, a focus on the evolution of HR leadership in sync with the dynamic shift in the work landscape is much needed. HR leaders need to incorporate AI tools to boost employee engagement, performance management, and rewards and recognitions.