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  • 5 Jan, 2023
  • 3 min read
    • #Accounting

The 2022 Lesson for HR in Singapore: Think Flexibly

The 2022 Lesson for HR in Singapore: Think Flexibly

Human resources (HR) professionals worldwide have grappled with a new reality post-COVID that has changed the dynamics of work.

For example, remote working became more widely accepted and adopted as countries entered lockdowns during the initial stages of the pandemic. Trends such as the Great Resignation and quiet quitting emerged in the aftermath.

For talent-scarce Singapore, it is exceedingly important for HR leaders to keep pace with the current state of work to keep their best workers and attract new hires.

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As the characteristics of the new workplace shift, here are some lessons for HR in Singapore to remember in 2022:

Flexible is the New Normal

There is no doubt about it – since the pandemic struck, many workers have become used to working from home instead of the office.

Post-pandemic, hybrid work arrangements have been quickly gaining popularity and precedence. Many employers have also become more open to flexible work solutions, such as remote work.

Therefore, flexible work is quickly becoming the new normal and may eventually become a key consideration for potential new hires.

HR managers need to work with their employers to establish new strategies to manage hybrid employees to maintain engagement at work and productivity.


Reskilling and Upskilling as a Necessity

Today, reskilling and upskilling are viewed as necessary for employees to prepare themselves for the future of work. Additionally, they can benefit employers by improving employee retention, reducing training costs, and increasing innovation.

Digital transformation is an enabler for these activities, allowing employees to work remotely and offering opportunities to upskill themselves.

HR leaders can be more proactive in helping their employees stay abreast of the latest skills and trends. This can be done by providing training opportunities, access to industry-specific certifications, and networking events.

Related Read: Employee Professional Development: How Support Retains Staff »


Adopting Digital Tools

The pandemic has shifted many business processes online, so HR professionals need to adapt and familiarise themselves with digital tools.

Today’s HR technology solutions revolve around digital platforms, tools, software, and cloud-based technologies. Artificial intelligence and 5G are expected to be key technological changes beyond 2022.

These technologies can automate daily processes, store essential data securely, and offer analytical tools to derive insights to improve decision-making.

Ultimately, they can save HR professionals time and money, improve accuracy, limit liability, and boost productivity.


Investment in Employee Welfare

Today’s employees treat welfare with more importance than ever. This is particularly so as mental awareness increases and a greater emphasis is placed on mental well-being.

Employers now need to focus on better supporting their employees and creating an inclusive culture. 

This includes offering adequate resources such as mentorship programmes, health insurance coverage, and flexible working arrangements.

Related Read: Good Employee Engagement Practices »


The Continuous Pursuit of Work-Life Balance and Fulfilment

One of COVID-19’s lasting effects is how employees are putting work-life balance and company values first. 

Working from home has made many people prioritise these factors and rethink their jobs by adding purpose and fulfilment into the mix.

One global trend reflects workers’ sentiments – termed the Great Resignation, this movement has been in motion since 2021. From employees belonging to the lower rungs to the higher-ups, the Great Resignation has spared no one.

In fact, 80% of senior leaders surveyed consider quitting their jobs in the next 2 years.

With new priorities, these workers leave in search of better job opportunities with better work-life balance and culture.

Another phenomenon that has emerged is quiet quitting. This involves employees rejecting the hustle culture deeply embedded within the Asian workplace.

An example of quiet quitting is the refusal to carry out work outside of an employee’s job scope or responsibilities in their contracts. 

It also reflects the desire to achieve a better work-life balance as a response towards burnout worries.

Related Read: 10 Best Ways to Build Employee Loyalty »


A Shift in Focus to Succeed for HR in Singapore

Businesses today must customise their workforce strategy to the new needs of their employees to succeed over the long term.

Today’s employees are no longer just driven by salary – progression opportunities, work-life balance, flexibility, and company values also influence them.

Therefore, companies must think beyond salary figures, which is not sustainable in the long run, and consider other employee needs like:

  • Emotional needs
  • Physical needs
  • Mental needs

Faced with a growing global talent shortage of skilled workers, there is no better time to get started than now to attract and retain talent.

FAQs

  • Some key HR trends in 2022 are:

    • The adoption of remote working
    • The shift towards a people-first culture
    • The increasing importance of work-life balance and mental wellbeing
  • Some obstacles they may face are:

    • Coming up with an effective strategy to keep employees engaged even amidst remote working
    • Adopting and understanding digital tools
    • Establishing a good strategy to meet the increased and shifting demands of employees
  • Our HR experts at InCorp are here to offer you valuable HR advice to manage your employee expectations.

Get Help With HR

Get expert HR advice to navigate the changes in employee culture in 2022!

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About the Author

InCorp Content Team

InCorp's content team includes talented copywriters from our regional group and globally. We contribute informative, thought leadership, and market-trending articles to guide aspiring business entrepreneurs to a higher level across the Asia-Pacific region.

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