NEXT GENERATION HR - CIPD

NEXT GENE
A VISION FOR HR: OUR
INTERVIEWEES’ WORDS
We asked each of our interviewees for their own personal vision for Next Generation HR leaders
in Asia – the skills and behaviours that it takes to lead the way or trail-blaze in this uniquely Asian
context. As you will see, their ideas have strong synergies with and further illustrate the four
corners of business imperative at the heart of this report. We wanted the final word to be from
the innovative HR practitioners who inspired our thinking.
Insight
‘Fundamentally everything is coming up from the business. I need to understand what the kitchen
staff are doing and job duties and how the position drives the revenue and delivers the business
performance and how that is linked with the outside world.’
‘Having a global mindset and cultural adaptability…’
‘I think having awareness of cultures, and having the ability to work with people on all different
levels is pretty key.’
‘Two things: one is know your region. And if your region, say, is in China you need to know all the
region of what’s happening economically, education things. The flow of human capital. And the
other thing is the networking. And a lot of things you can steal from people’s brains. So you have
a bigger pool of ideas to solve the HR issues.’
‘If we do not know the business, how can we build the plan for implementation and to groom the
people for two to three years’ time? We should have a vision together with a global network to
see what is happening in the world around.’
Community
‘You need to have that awareness to understand why people believe and feel what they feel here.’
‘HR should not only play a guardianship role to help the organisation remain true to its values
but should also be entrusted to help employees internalise those values, especially when new
members are welcomed to the organisational family.’
Purpose
‘There needs to be a common focus on integrity, and personal integrity particularly, because of
past corruption in Asian businesses.’
‘Always my motto is we are not here to police, that we are a caretaker of your dreams. Share any
dream with us and then I see whether I can take care of your dreams.’
Performance
‘HR leaders need to be focused on business strategy and to be able to coach line managers to
develop a performance culture.’
‘You always have to dance with them, don’t let them dance alone or they will go and find another
partner than you.’
‘HR as PR – the first three months I am not taking up a role as HR I’m basically a PR. The majority
say ok HR I will call you when I need you.’
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NEXT GENERATION HR