Using tech to empower
The future of work mandates that businesses must adopt digitalisation and automation to remain competitive, by improving efficiency and managing an agile workforce. By building a proper ecosystem, the technology could enable rapid change, engage the workforce and empower staff in the whole company.. Khmer Times’ Sok Chan, spoke to Victor La, country director for QHR Solutions in Cambodia to explore how technology empowers businesses of all sizes; especially in the integrated human resource management (HRM) sector. KT: Why is HR management considered to be the backbone of a company? Victor: HR has always been a key component of a company but has never been recognised as so. Since COVID-19 struck, the HR department or strategic HR planning has come to the forefront of all companies facing this unprecedented challenge. Companies now need to be able to react to changing business operations and conditions, have access to data and be able to communicate with their workforce in real-time. Chief executive officers (CEOs) and HR directors alike are now expediting their digital transformation regarding human resource management to cloud-based, automated and mobile-enabled systems to properly manage their workforce that is dispersed in various locations. KT: What are the important things in maximising employees’ potential? Victor: The ability to recognise and develop employees’ potential is critical for a company to maneuver from survival to profitability in the post-COVID-19 business landscape. Understanding of work attitudes and motivation will enable engagement and empower employee-employer relationships. These skills are essential for both employee and employer for future skills development and career-planning. The desire to learn and evolve will be key attributes that employers need to instill in their people. It is especially imperative in Cambodia. An agile workforce in Cambodia needs to be motivated and fully engaged in its skills development. HR leaders need to explore new ways to engage and empower their employees. Also ask, what they can do in order to achieve this. KT: What are the factors that affect an employee’s work behaviour and habits? Victor: Technical skills can be taught and learned. However understanding a person’s attitude and motivations toward work is the key to effectively develop and manage talent within a company. Success factors can be broken down into key areas to understand an individual’s motivational groupings; action level, scope, authority, environment, action direction, communication, task direction, responsibility, work approach, influence, change, rules, convincer inputs and interest filters. Understanding these dynamics and how they fit into the required role and job will allow an employee and company the ability to develop and manage an individual, team and company culture. It’s about building a success factor model that will allow a company to cultivate and take it to the next level. It’s the people and culture that will drive success in the competitive battle for talent in Cambodia. KT: In terms of employees’ high turnover rate, does having an effective human resources management address this issue? If so, how does a company obtain an effective human resources management? Victor: The recruitment and talent management segment in Cambodia is unique to the rest of the world. There are approximately 8 million young workers and about 160,000 entering the market each year. The majority of these candidates have limited experience and skill so there’s no way for traditional recruitment agencies to be able to assess the potential of these young employees by their experience and skills. A company must ensure the next employee it brings on is the best candidate for the role but also someone who’s going to stay, succeed and possess the right motivations. Understanding a person’s motivations and continuous development will increase employee job satisfaction, learning new skills and career development that will flow to rewards and recognition. Talent management on this level will not only lower turnover rate but will create a healthy talent pool for a company to successfully navigate through any challenges and ensure future vacancies can be filled internally. This will not only reduce operational, hiring and training costs but will also sustain a company’s culture. This is an exert of a post from Khmer Times: Sok Chan, July 27, 2020
The future of work mandates that businesses must adopt digitalisation and automation to remain competitive, by improving efficiency and...