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How does the Future of HR Looks Like?


When people go to work, they shouldn’t have to leave their hearts at home. - Betty Bender

In anything we do, we have aspirations as well as challenges we face. So, what is your aspiration as a leader? What are your current challenges that might hinder you from getting closer to your goals now? In a recent talk I did with over 150 HR Leaders in Philippines, I shared the following key points and quotes on what I believe the Future of HR should be:


Why should we not expect people to leave their hearts at home? As humans, we are all integrated and interconnected. We don't define people for their job titles. Everyone of us fulfills different roles at a time, similar to me being a daughter, sister, mother, a client, a partner and a friend to someone. We all heard of the great resignation and some of the reasons why this happened is because people realized in the last 2.5 years different priorities, how flexibility is important, why they would rather spend their commute time with their family and how important balance & wellbeing is (whether this is present in the organization they are working with).


How is communication skills and feedback important? Most organizations know that a hybrid setting is here to stay. In a survey by Sunny Giles, published in HBR says 195 leaders in 15 countries, six of the top 10 leadership competencies rated by participants involved communication. Despite the hybrid setting, communicating constantly with your team is important in building trust and relationships. Obviously, not all messages are positive and how are you handling crucial conversations?


Why is investing in your team important and how are you doing so? There is no more profitable investment than investing in yourself. It is the best investment you can make; you can never go wrong with it. It is the true way to improve yourself to be the best version of you and lets you be able to best serve those around you. I am not saying this because we are a training provider, I personally invest in myself paying thousands of dollars to be in business mentorship programs, masterminds, and other programs/communities to be able to serve my clients better. There's a lot of statistics, surveys and studies that share the ROI of training not only in the improvement of employee engagement but also around the profitability of the organizations.



The 4 Pillars of Future-Ready Teams, an excerpt from our Leadership & Organizational Development Package which I am glad was well appreciated and one of the favorites of some attendees. I explained briefly each pillars including some discussions I had with leaders like Marcia Daszko (Empowered Leadership) and Dave Ulrich (Organizational Alignment)


Knowing what are keys to growth which in our case was summarized as follows:

  • Right People - Right People in the Right Seat that are focused on key areas - skills, knowledge, behaviors and results.

  • Company Culture - Developed principles that motivate the organization and drive decision making based on Strong Core Values & Purpose.

  • Strategic Plans - Effective Growth Planning & Robust Processes by delivering tangible strategies with effective and efficient processes to grow the business, supported by a leadership team.

  • Customer Centricity - Customer Centricity with Differentiated Products & Services. Providing Customized Solutions to Customers that are superior and innovative.

  • Execution Excellence - Capability that all organizations need as a competency. Passion that drives growth and performance.


What are the connections of the above point in the future of HR?


In this section, I chose to focus on 3 areas of HR - recruitment, employee engagement and learning & development


The need to change how we recruit people.


Saw a post from Philippine HR Group around their sentiments and difficulty on recruitment and I love the answer the answer from Jaymee Addun - Roldan on how employers need to offer win-win solutions to their candidates who are now looking for (1) impact (2) core values that aligned with theirs (3) flexibility (4) brand (5) competitive compensation and benefits


I also shared questions I recommended to a mastermind, on finding out and delivering the following to encourage loyalty:

  • What motivates you to stay in your organization?

  • Why will you stay loyal in an organization you work with?

  • What core values does our company have that resonates with you?

  • What are your aspirations in life?

  • What can you contribute to this organization and how can we contribute to your growth?


Employee engagement is the extent to which employees feel passionate about their jobs, are committed to the organization, and put discretionary effort into their work. Employee engagement involves a lot of activities from the hiring process to bringing your employees to a journey within the organization where they will learn, they grow and they belong. Employee engagement can drive both performance and loyalty in your organization.


  • 85% of employees are NOT ENGAGED in the workplace

  • Low employee engagement COSTS companies US$450-US$550 billion each year

  • Companies With Highly Engaged Employees Are 21% MORE PROFITABLE


Some key things that we need to look into are

  • Building trust and relationships

  • Collaboration

  • Respecting the Diversity, Equity & Inclusion within teams

  • Breaking the Silo by leveraging on each others strengths

  • Making the workplace a joyful place to be in since we spend so much time working


Some of the things we have done in order to encourage this on top of training and summits, we have experimented on mastermind groups and gamification


Learning & Development

  • Understanding the needs of the Team

  • Being able to communicate why the program is important

  • Giving clarity on what is expected of them before sending them to training

  • Allowing peer to peer learning

  • Leveraging on technology to encourage blended learning

  • Encouraging application of learning through gamification and reflection

  • Having the follow through and support of HR & Leaders

I am convinced that nothing we do is more important than hiring and developing people. At the end of the day, you bet on people, not on strategies.” —Lawrence Bossidy

In conclusion, based on what I shared on Recruitment, Employee Engagement and Learning & Development. Our job as HR Leaders is about humanizing the way we work by being people centric in everything we do.


Find out more how we can help your HR and Leaders through training, coaching and consulting. Schedule a free 30 minute call now!


Ready to improve and invest in yourself to be a more effective HR Business partner? Use code CT50 to avail of US$50 discount when you register for this Online Certification Program for HRBP by AsiaHRM. Here's more information for your reference.

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