Talented Southeast Asia is dedicated to talent management trends and challenges in this region.
Talented Southeast Asia addresses the key talent management challenges for organisations conducting business in Southeast Asia, and provides a framework to help them attract and retain talent, increase workforce productivity and achieve regional business goals.
The new book addresses key challenges and the future outlook for employers consolidated from over 100 interviews conducted over a 12 month period with business and human resource (HR) leaders.
Co-Author Sylvia Vorhauser-Smith is Senior Vice President – Global Research, at PageUp People.
Over 50 companies including Bosch, BHPBilliton, Deloitte, Dentsu Aegis Networks, DHL, Mastercard, Olam International, Pandora, and Smiggle, participated in the interview process, across six major countries: Singapore, Malaysia, Thailand, Indonesia, the Philippines and Vietnam.
Participating firms are global corporations with a significant presence in two or more of these ASEAN 6 countries.
One of the areas highlighted in the book is: How does the Southeast Asian environment differ, and how must global best practices be adapted and technology optimised for innovation in this market?
Co-Author, Karen Cariss is one of the founders of global talent management software provider, PageUp People.
Technology is playing a big part in human resource development, and 66% of the people interviewed for the book said HR technology was business-critical.
In order to address a young and highly connected workforce, Talented Southeast Asia also reveals changing practises being adopted in talent attraction, engagement and retention.
Fresh Practises outlined in the book include the increased use of innovative models such as learning management systems powered by social networks, gamified learning, mobile interfaces for task management, and real-time performance evaluation and feedback.
- Balancing global consistency with regional autonomy – 63 percent of contributors felt having regional autonomy for talent management decisions and processes was critical.
- Embracing the complexities of the region – HR executives need to understand the unique labour market nuances of each country, adding to the complexity of their roles.
- Respecting eastern values and cultures – 89 percent felt the ability to understand and work within the local culture was key.
- Leaders need ‘agile heads, hearts and hands’ – the complexities of Southeast Asia demand business leaders with a distinct set of leadership capabilities.
- Changing mindsets change the workforce – the mindset of the Southeast Asian digital natives are already evolving away from traditional ways of working.