Shaun Woo, HR Director, Osram, Malaysia.
Shaun will be speaking at the 8th Global HR Excellence event, 21 - 24 October, 2019
1. How is the HR role evolving and contributing positively to the organisational vision and strategy?
The role of HR has evolved tremendously since the days when it was called the 'Personnel Department'. The role of HR was once merely transactional but, over the years, has shifted its focus to organisational development and has subsequently contributed to business strategy. The business recognises the need to invest in leadership, talent and capabilities and HR is responsible for driving these initiatives.
2. How does HR analytics help in decision making?
HR analytics helps to translate what was once the subjective topic of people management into quantifiable numbers and data. That data can further provide reactive or predictive analysis that contribute to strategic business decisions.
3. How do internal communications and employee engagement help boost employee morale?
Internal communications helps to cascade important information from the management to the masses in a timely manner and also helps to shape the company culture. Employee engagement essentially creates a sense of belonging amongst the employees to the organisation. Both are important to boost employee morale, which will in turn improve retention and productivity.
4. Why should an organisation invest in development of human capital?
Fundamentally, success in business is highly influenced by the 3 Ps: Product, Process and People. Organisations that recognise, and have invested in, human capital over the years have reaped the benefits in terms of improved innovation, productivity, customer satisfaction and resilience to challenging environments.
5. What are the current trends in HR and how do you see these changing in the coming years?
We see more and more organisations moving towards an HR shared-services model. This significantly removes the transactional role of HR to another party. HR organisations need to seize this opportunity to focus its resources on higher value roles, such as leadership and talent development, capability improvement, organisational development and other strategic programs. Also, the emphasis on HR big data will get more and more prominent in the coming years.
6. What is your advice in handling social stigmas and bias at workplace effectively?
Organisations should have clear policies against bias or discrimination and strictly enforce them. HR, as the custodians to these policies, should also act without fear or favour in its governance.
Interested? Do you feel you can benefit?
For registration pricing and multiple attendee discounts, please contact:
Shahlini
ShahliniM@marcusevanskl.com
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