Indonesian CHROs Have a New Role in 2022

Image credit: iStockphoto/xpoint

HR leaders in Indonesia have a critical job in 2022. They will need to bridge the gap between talent readiness and business goals, else risk their companies falling behind.

A new report, "Indonesia HR Business landscape 2022" by EngageRocket, studied the evolution of HR  in becoming a strategic business builder and highlighted five significant trends:

1. Agile working becomes the norm

Indonesian companies will transform at an even faster pace in 2022. Employees will be expected to improve their productivity through agile working practices.

As a result, HR teams need to supervise and detect changes that happen within the organization, both from a macro and micro perspective. This changing need means that HR will have to implement a new system to automate performance, feedback, and talent readiness tracking.

2. More expectations on business performance

All employees across a company will be expected to improve their performance. As a result, they will be under pressure to improve skills that they might not have previously acquired to provide more meaningful contributions to the business.

Here, HR has a role in tracking the contribution levels of each individual and intervening when specific individuals or teams show symptoms of burnout.

3. Talent readiness acceleration

Aside from the increased working pace, the report noted that acceleration would also occur at the employee readiness levels — which can be tracked from the day they join.

According to Audi Lumbantoruan, managing director for Indonesia at EngageRocket, there are three phases of employee readiness that can be tracked: readiness to work, readiness to socialize, and readiness to accelerate. The role of HR is to pay close attention to the needs of employees so they can facilitate their readiness more aptly.

4. Lean management transformation

Lean management focuses on changes within the organization in dealing with business challenges now and in the future. HR's contribution becomes critical when it comes to developing company-wide people strategies and policies.

Here, HR can help with decision-making by looking at two significant aspects: the organization and the people. The organization aspect focuses on growing the business, while the people aspect focuses on employee productivity and well-being.

5. Empowering every employee to be value creators

With the increasing productivity levels, each employee will be expected to contribute more to the organization. However, this does not mean that the burden of business growth should fall only on individual contributors.

Organizations and HR teams would need to take the initiative in empowerment through various training and retraining programs, upskilling, capabilities building, and many other areas.

Image credit: iStockphoto/xpoint