Unlocking business resilience through a successful HR management strategy

While change in today’s day and age has always been increasingly rapid, recent challenges have accelerated this even more. The pandemic has changed the way businesses and consumers are behaving. This combined with the already fast-pace developments of new digital technologies, means that businesses are constantly needing to change, reevaluate their strategy and refresh their business model. 

To increase business resiliency, a strong HR management strategy is needed. As part of building a robust HR strategy, businesses should consider these 4Rs:

1.       Resilience: It is the ability to quickly react to change. Organizations need to design their business – whether through their organization structure or employee levels – to be agile, have a suitable span of organizational control, as well as promote collaboration among teams to create new innovations and to be able to efficiently and quickly answer clients’ needs and enhance agility.

2.       Reshape: Reshaping the way human resources is managed, including hiring and workforce management. This is done under the concept of 4Bs.

• Buy: Recruit and find new talented employees and skills into the organization.
• Build: Enhancing the ability of employees and unleash their current capabilities in response to the changing needs of the organization.
• Borrow: Apply outsourcing model and hire temporary employees to enhance organizational capabilities.
• Bot: Use digital technology to support, enhance and manage the organization to become more efficient.

3.       Reskill and Upskill: It is important that organizations increase their capabilities and their employees’ capabilities to support new goals, vision, mission and strategy. There are many aspects that employees need to improve on, such as digital technology, customer-centricity, design-thinking and ESG. All of this will allow employees to help their organization grow sustainably.

4.       Retain: Whether in terms of recruiting talented employees or reskilling and upskilling current employees, if organizations cannot retain these employees, it will all be for nothing. Therefore, talent management to retain high performing employees is very important. Organizations need to be able to balance their employees’ happiness with good performance.

“After a company considers these aspects in HR management, it needs to build a roadmap for implementation,” continues Tidarat. “The roadmap will consider the HR Value Proposition in terms of the related operating model, defining gaps and closing the gaps. These all need to be aligned and be suitable for short-term and long-term strategies.”

Thai version: ปลดล็อคธุรกิจสู่ความยืดหยุ่นด้วยการบริหารบุคลากรยุคใหม่

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Ploi Phayakvichien
ploi@kpmg.co.th