The future of work is arriving in the Asia Pacific region. HR leaders are already confronting questions about where and when people will complete their work, what the culture of a workplace should be, and how to use advancing technology and resources while still putting people first.
Recently, Tanie Eio, Vice President, Human Resources Business Partner at UPS Asia Pacific, talked to HR Exchange Network about these issues and how her company is approaching the next chapter in business. She will be a speaker at the HR and Future of Work APAC online event, which is free to join. Find out what she thinks about hybrid work, empathetic leadership, and more:
WATCH: HR and Future of Work APAC
HREN: How should HR leaders determine whether to have employees return to the office full time, work remotely, or go hybrid? What kinds of parameters should they consider? What do you expect to be the norm in Asia Pacific moving forward?
TE: It all depends very much on the local government's Covid regulations. Types of industry will also determine a company's scale with all in-office or hybrid models. For example, logistics and healthcare will require frontline employees to work in the office most of the time, while tech companies may be able to afford more flexible work from home arrangements.
I anticipate the norm in the Asia-Pacific region will be a hybrid model, going forward. The hybrid work model is perceived as the best of both worlds, for both employees and employers. Increasingly it is also becoming an expectation from today's new and younger workers, who seek greater flexibility. It also allows companies to save on office space and explore creative ways to leverage technology and automation to improve productivity.
HREN: What will flexibility look like for employees in Asia Pacific in the future?
TE: People will have staggered start and end working hours. They will be able to work from anywhere and have balance between working at office or facilities and home. Employers will eliminate sick leave applications. Although APAC still lags behind the rest of the world when it comes to the gig economy, you will see companies in the region leaning into it. There will be a stronger, KPI-driven culture.
HREN: Empathy and wellbeing are top of mind for HR leaders since the pandemic revealed the great need for them. What do you see as the responsibility of HR leaders? How is your organization addressing mental health and wellbeing?
We are all responsible for creating and shaping an organization's culture. HR sets the tone for the leaders of different functions to lead, provide tools and resources to equip people, and train managers to demonstrate the behavior needed for that culture.
We introduced the Employee Assistance Program (EAP) as a resource for anyone who might need help outside the working environment, leveraged internal communications channels to emphasize the importance of mental health and wellbeing to all employees, encouraged informal events for people to interact with each other remotely, and asked team leaders to check in with as many people as possible to show care and concern.
HREN: Of the employee engagement trends in Asia Pacific, which will stand the test of time and help shape the future of work? Why?
TE: Virtual sessions (meetings, training, interactions, etc.) are here to stay. Returning to my response to the first question, I know the world is heading toward greater modernization and technology uptake. As a result, more jobs will become virtual and will be supported through technology.
HREN: Is there anything else you’d like to share with our audience? If so, what?
TE: Regardless of how the future of work will become, there still will be a need for a human touch. Technology will not result in jobs going away. In fact, it is a force for good and can help people to adapt and take advantage of new opportunities.
Don't miss Eio's session or the others at HR and Future of Work APAC. Register for free now.