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Respondents indicated that HR delivery continues to face challenges; particularly in supporting line managers to effectively manage teams and establish organizational culture and values.
While hybrid working arrangements are popular in the Asia-Pacific region (APAC), the impact across the region varies.
According to new Talent Careers 2023: Asia Pacific Survey The Chartered Institute of Personnel and Development (CIPD) noted that Malaysian HR professionals specifically noted that HR delivery still faces challenges; particularly in supporting line managers to effectively manage their teams and establish organizational culture and values.
Overall, the research surveyed more than 800 professionals across Australia, Hong Kong, Malaysia and Singapore, providing insights into the talent management landscape, workforce priorities and the nuances of hybrid work.
In Malaysia, economic change and rising costs were cited as the top drivers of change among local professionals. Next up is:
- Digital transformation and advanced technologies
- Digital Technology Platform
- Industrial Change and Organizational Agility
- Social media and content consumption
Interestingly, this is the only market where social media and content consumption are the main drivers.
Engagement with employees was cited as another area of priority, pointing to the need for a cultural reset to focus on employee experience, engagement and culture in the post-pandemic workplace.
In terms of the impact of hybrid working, only about one-third of Malaysian respondents believe that hybrid working makes people’s goals easier to achieve. In fact, nearly a quarter believe the following people practices become more challenging in hybrid environments:
- Support employee mental health and wellbeing
- management performance, and
- Support line managers to effectively manage their teams.
In contrast, early career talent professionals in Asia Pacific with up to five years of experience are more confident that hybrid working will benefit people management. These different perspectives raise the question of whether work preferences, adaptability and openness to change influence perceptions of hybrid working, which may differ from those who are more experienced and better able to adapt to strategic challenges.
Barriers to advancement for professionals
While there is significant diversity in barriers to career advancement in Asia Pacific, Malaysian HR professionals highlight organizational politics (18%) as a significant barrier. Against this backdrop, about half of respondents said they were likely to leave their current organization within the next 12 months, and 70% were actively exploring new opportunities.
Amid ongoing recruitment challenges, Malaysian employers are prioritizing developing existing workforce skills to close gaps and drive business growth.
In particular, Malaysia’s top priority is workforce planning as a key strategy to manage talent, address skills gaps and mitigate associated business risks. Notably, Asia Pacific respondents place less emphasis on recruiting than other international markets.
Meanwhile, Malaysian respondents are more likely to outsource administrative HR tasks, pointing to a broader trend in Asia where HR teams are evolving from a support role to strategic partners influencing business decisions.
Finally, three-quarters of respondents in Malaysia see skills development as a key enabler of career advancement.
May Leng Kwok, Head of Global Market Development at CIPD, commented: “Malaysia is rich in diversity and therefore faces unique challenges and opportunities in talent management. Recognizing the unique nature of the Malaysian market, it is clear that a one-size-fits-all approach will not suffice. .
“Amid these complexities, this survey serves as a compass to guide us and HR professionals in understanding and solving the complex issues affecting the future of work in this country and elsewhere in the region.”
Main image/Talent careers 2023: Asia Pacific survey
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