The Role of Talent Development in Shaping the Future of Retail

In a recent interaction with Asia Business Outlook, Sanjay Roy, Managing Director, South East Asia & Oceania (SEAO), PUMA, shared his views and thoughts pertaining to how talent development initiatives enhance employee engagement and retention in retail. With over 20 years of experience, his strategic thinking has shaped an agile business model that adapts quickly to changing markets. As Managing Director of PUMA SEA + Oceania, Sanjay leverages his deep understanding of both online and offline channels to drive innovation and create solutions that resonate with consumers.

A strong focus on talent development can lead to higher job satisfaction. In what ways can talent development initiatives enhance employee engagement and retention in retail?

We believe that localized talent development is essential, particularly in regions where market dynamics vary widely. Having a strong focus on mentorship programs allow experienced leaders to guide local employees, facilitating knowledge transfer and supporting career growth. This approach helps to foster a culture of continuous learning and development. When employees see clear opportunities for progression within their home markets, they are more engaged and invested in their roles, leading to higher job satisfaction and retention. Employees feel valued and develop a strong sense of ownership over their work.

By prioritizing local talent over expat leadership transitions, we cultivable a more stable workforce that is closely connected to the success of local teams, which not only improves retention but also strengthens one’s presence in key markets. An initiative companies can take is leadership development programs tailored to the growth of local employees, offering market-specific training that equips them with the skills and insights needed to succeed. This ensures that teams are attuned to the cultural and business nuances of their respective markets, enabling them to navigate the unique retail landscapes and consumer behaviours in their regions.

As retail increasingly relies on technology, in what ways should talent development evolve to keep pace with technological advancements in retail?

Technology is a key driver in retail and it would be effective to leverage it by developing local talent who understand both the technology and the specific needs of their market. Companies can embrace data-driven decision-making processes, utilizing data analytics to gain insights into market trends, consumer preferences, and sales performances, which enables informed decisions and optimizes overall marketing and sales strategies. An example within e-commerce would be implementing systems that allow for efficient inventory management across various marketplaces across various marketplaces and build a robust logistic/fulfilment network to support daily orders.

Companies should also embrace systems that help enhance data-driven decision-making process across retail, wholesale and product management. These tools help to reduce the need for manual data processing, minimize errors, and free up local teams to focus on strategic initiatives. Investing in localized training through the education of such systems empowers local talent to take ownership, which reduces the overall reliance on international expertise. This helps to enable faster, market-relevant technological adoption.

Leadership development is essential in retail. In your opinion, how important is leadership development in retail talent strategies?

Leadership development is a key pillar is any company and we believe that cultivating local leaders is critical to long-term success.Local leaders bring unique insights and a deep understanding of cultural nuances, which helps drive more effective strategies and operational decisions. By focusing on developing homegrown leaders, we also cultivate a stronger sense of ownership and pride, which directly impacts team morale and performance. Markets that operate regionally are at different levels of growth and phases of development. While challenging to align on an overall, cohesive brand strategy, local markets who are at a mature growth phase can support new markets or markets with a high growth phase and build local teams through knowledge transference, while matured markets are given more autonomy to carry and be self-reliant. It’s an ongoing process that ensures that all markets, regardless of their development stage, contribute to the company’s overall growthy strategy.

Fostering diversity in talent development is crucial, how can a diverse and inclusive approach to talent development benefit retail organizations?

Having a diverse and inclusive talent development approach is essential for driving innovation and staying connected to our global customer base. Companies can invest in Diversity, Equity and Inclusivity (DEI) initiatives that focus on identifying and nurturing talent from diverse backgrounds within each local market. By prioritising local hires and foster their development, ensuring that our workforce reflects the cultural and consumer diversity of the markets we serve.

This approach not only promotes a more inclusive workplace, but also drives better business outcomes. Local teams, who deeply understand their respective markets, bring diverse perspectives to the table, which helps us tailor our products, services, and marketing strategies more effectively. Additionally, by offering leadership and skill-building opportunities to all employees regardless of background. This helps to create a more equitable environment where local talent can thrive. This ultimately enhances employee engagement, fosters innovation, and strengthens our ability to compete in diverse markets.

As the retail landscape evolves, what skills are essential for the future workforce in retail, and how can organizations foster these skills?

The future of retail is evolving rapidly and we believe the most essential skills for the workforce include adaptability, technological proficiency, and market-specific insights. Companies should equip teams with skills to prepare them for the future through skills upgrading programs. These initiatives provides local teams with training in areas like digital marketing, data analysis, supply chain optimization, and customer experience design—skills that are increasingly critical as retail becomes more digital and consumer-focused.

Focusing on local skill development helps empowerteams to manage markets independently but also reduce the need for international experts to intervene, thereby promoting a more localised, agile approach. At the same time, it is pivotal to foster a culture of continuous learning, encouraging local teams to stay updated on the latest retail and tech trends. By doing so, the workforce remains competitive and capable of navigating the changing landscape while staying deeply connected to their local markets.