In an exclusive interview with Asia Business Outlook, Diptatonu Biswas, Head HR- Rest Of Asia & Far East, Valvoline Global Operations, gives pointers on how organizations can frame HR strategies which is capable of catering to a diverse work environment like the APAC region while maximizing productivity and minimizing cultural barriers. He has over 19 years of experience in human resource management and working with diverse teams.
Some of the key parameters he recommends that must be adhered to for an APAC enterprise are
APAC is a diverse region with unique cultural, economic, and regulatory dynamics. How can HR leaders balance a unified talent strategy with the need to adapt to local nuances across different APAC markets?
HR leaders must establish core principles for unity. This means defining an overarching talent retention strategy that aligns with the organization’s global goals while also emphasizing values like diversity, equity, inclusion, employee well-being, and leadership development. These principles must be non-negotiable at the organizational level, but execution should allow for flexibility. This flexibility gives local leaders the autonomy to integrate cultural elements and local needs into the strategy.
Another important point is understanding the local context. Every country in the APAC region has distinct cultural values. For example, the Far East Region of APAC is highly hierarchical when it comes to decision-making, while Australia has a more egalitarian culture. Understanding the specific cultural context in each country is vital to developing the corresponding people strategies, as decision-making styles and leadership engagement will vary. Thailand, Vietnam, and Indonesia, for instance, are high-context cultures, whereas Malaysia and Singapore are hybrid cultures (a mix of low-context cultures). Knowing these differences is key when engaging with teams across the region.
The next step is segmenting the talent strategy. A global framework is essential, but within that framework, region-specific strategies must be developed. For example, in Singapore, office-based work might be prioritized due to infrastructure and work culture norms. It’s critical to empower local strategic HRM teams to address country-specific challenges while still aligning with the overall global strategy. Collaboration between corporate HR and local teams should be encouraged to ensure this alignment while also leveraging technology and data for insights into employee engagement and market trends. HR analytics can help pinpoint unique challenges in different markets and consequently develop human resources retention strategies.
Additionally, fostering open communication is crucial. This means creating forums where local teams can share insights and challenges with the global leadership team, conducting regular check-ins, and ensuring alignment and responsiveness across the region.
Respect for diversity and promoting inclusion should also be prioritized. Diversity can be celebrated through inclusive policies, holiday observance, and cultural training. In regions with many nationalities working together, it’s important to celebrate various cultural festivals and make employees feel respected and valued within the organization. This kind of inclusivity fosters a sense of belonging and safety in the workplace. This has proven to be a working employee retention strategy.
Furthermore, inclusivity is not just about having a diverse workforce, but ensuring employees feel psychologically safe to challenge the status quo and ask questions. Policies should be equitable, regardless of whether an employee is a citizen of the country or not, ensuring that everyone has access to the same benefits.
The integration of AI and automation is revolutionizing HR processes. How can organizations effectively leverage emerging technologies to enhance people operations and drive efficiency across the APAC region?
The effectiveness of AI depends heavily on the quality of data fed into these systems. Credible and accurate data is crucial for generating meaningful insights, as the output of AI is only as good as its input.
AI has found significant applications in HR, including recruitment and talent acquisition, where AI-powered tools can screen candidates, identify top talent, and match profiles with job requirements. Chatbots are increasingly used to engage with candidates, answer queries, schedule interviews, and provide updates, improving responsiveness and reducing reliance on human intervention. Predictive analytics enables organizations to analyze hiring trends, refine sourcing strategies, and anticipate future workforce and employee management needs. Additionally, AI enhances employee experience and engagement by curating personalized learning paths and development programs tailored to individual needs, supporting skill-building and career growth.
In workforce management, AI helps predict current and future needs by analyzing business growth and external dynamics, enabling better planning and optimization of headcount while managing costs effectively. Tools leveraging advanced analytics can predict and address employee turnover risks by identifying patterns in attrition data. In performance management, AI provides data-driven evaluations, highlighting high performers and areas for improvement. Automation of routine processes, such as payroll, compliance checks, and document management, reduces errors and saves time, while predictive workforce planning ensures resource optimization and cost control.
Data-driven insights are crucial for optimizing workforce strategies. What role does HR analytics play in driving strategic decisions in talent acquisition and retention?
In talent acquisition and retention, HR analytics has significantly enhanced the quality of hires by measuring recruitment metrics such as cost per hire, time to hire, and the long-term performance of new employees. It enables predictive retention analysis, identifying patterns that indicate potential attrition risks and equipping HR teams with the tools to implement proactive retention strategies. By analyzing workforce data, organizations can streamline their recruitment processes, optimize hiring expenses, and focus on retaining top talent.
Workforce planning and optimization are other areas where analytics delivers substantial benefits. Predictive models analyze workforce data to forecast future hiring needs and ensure headcount aligns with business demands. Through talent gap analysis, organizations can identify skills shortages and develop initiatives to address them, such as targeted recruitment drives or upskilling programs. Additionally, scenario modeling has emerged as a promising tool, allowing HR teams to simulate potential workforce changes caused by market shifts, mergers, or acquisitions. By using historical data to anticipate these scenarios, organizations can mitigate risks and make informed decisions for future workforce needs.
Performance and productivity management also benefit from the application of HR analytics. By leveraging performance predictors, organizations can identify the key drivers of individual and team success. Analyzing productivity metrics helps HR teams monitor workforce efficiency and engagement, creating opportunities for continuous improvement. The feedback derived from these insights enables companies to address gaps and align employee efforts with organizational objectives effectively.
Transforming people operations requires strong leadership and a clear vision. How can HR leaders drive cultural transformation while managing resistance to change across different APAC markets?
Cross-cultural collaboration is a critical aspect of aligning HR strategies with organizational goals and manpower planning, especially in diverse regions like APAC. HR leaders must work closely with business leaders to establish a shared vision for talent strategy, ensuring alignment between HR initiatives and business objectives. This shared vision involves defining a common talent philosophy that balances global consistency with local relevance. Key talent priorities such as leadership development, workforce agility, diversity, equity, and inclusion (DEI), and digital skills must be clearly articulated to support business objectives. By utilizing data-driven insights, HR leaders can demonstrate the impact of talent strategies on business outcomes, solidifying this alignment.
Cultivating cross-cultural awareness among leaders is another essential component. This involves providing intercultural training to business leaders to enhance their understanding of the diverse work cultures within APAC. Developing country-specific playbooks can guide leadership in managing local talent effectively. Additionally, creating forums for employees and leaders to exchange ideas and share best practices fosters an inclusive work environment. Such initiatives ensure that cross-cultural awareness is cascaded throughout the organization, equipping leaders with the skills to manage diverse teams effectively.
Data plays a pivotal role in facilitating informed decision-making in cross-cultural collaboration. HR analytics can identify regional workforce trends, talent gaps, and employee engagement levels. Real-time dashboards on metrics such as attrition, productivity, and succession readiness can be shared with business leaders, enabling them to make data-backed decisions. Leveraging predictive analytics further allows HR teams to anticipate workforce needs and develop personalized talent strategies.
Customizing talent strategies for local markets is vital to the success of cross-cultural collaboration. While maintaining a global framework, HR policies must be flexible enough to adapt to local contexts in areas such as recruitment, learning and development, and performance management. Effective communication between HR and business leaders is key to driving these initiatives. Embedding HR leaders in business strategy discussions ensures that talent priorities are aligned with commercial objectives. Regular reviews of talent strategies and the creation of cross-functional task forces can further enhance collaboration on local HR initiatives, such as employee upskilling and employer branding.
Ultimately, cross-cultural collaboration requires a holistic approach where HR and business leaders work in tandem to balance global standards with local nuances. By aligning strategies, fostering cultural awareness, leveraging data, and maintaining strong communication channels, organizations can drive effective cross-cultural collaboration and achieve their broader business goals.
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