WHITEPAPER - HR TRENDS
THREE POTENTIAL CHALLENGES FOR HR IN MALAYSIA IN THE NEXT 12-24 MONTHS Close to nine in 10 (87%) HR executives in Malaysia
Since traditional face-to-face training formats are
believe the function plays a leading role in responding
no longer an option, HR leaders must be creative and
to COVID-19, KPMG’s recent 2020 HR Pulse Survey has
accepting of digital learning via online platforms and
found. That said, the survey has identified three key
adapt their own custom courses to create a virtual,
challenges likely to arise for HR in the coming 12 to 24
asynchronous or live learning setting.
months, namely: •
13% of the workforce will be made redundant
Harness analytics
•
30% will likely continue to work remotely
In the current remote working environment, data will be
•
47% of the workforce needs to be reskilled or
the key factor to help improve productivity, understand
upskilled towards a new reality.
talent needs, and design the future workforce. However,
The survey also found that just 39% of HR executives
less than half (43%) of respondents in Malaysia admit to
in Malaysia say their organisation is adapting to the ‘new
being proficient in using data and analytics to target and
reality’ in light of COVID-19. A similar 39% consider their
recruit new talents.
organisation to still be in the resilience phase, where they are involved in supporting and developing leaders and employees to manage through uncertainty. At the same time, close to one in five (18%) have moved on to the recovery phase and are supporting the organisation to reset and identify opportunities; while a much lower percentage (4%) is currently still in the reaction phase, managing talent risk as the organisation responds to immediate challenges. In light of this, KPMG has identified three key practices HR leaders in the nation adopt to drive a more resilient organisation. Create a purpose-driven culture Besides recognising the importance of creating a cohesive employee experience, HR leaders should adjust the organisation culture to better suit a remote working environment. The workplace is now no longer associated with a physical space, but instead defined by long hours of solo work and online meetings. The report stated: “It is more crucial than ever for HR to engage its workforce or risk the organisation’s culture dissolving into an environment of isolation, anxiety, and video call fatigue that puts productivity, on-the-job learning, and employee retention at risk.” Take the lead to reskill the workforce At least 44% of respondents consider delivering on the agenda for transformational learning and reskilling the workforce as a top skill to add value in today’s environment. However, the survey noted that this can be a difficult process during this uncertain time, as employees need to be re-trained to work and lead effectively in a remote environment.
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