In the past few decades, the economy in Southeast Asia has been turning heads all over the globe. Foreign direct investments have brought about the growth of multinational companies in the region which in turn, has brought in new ways of managing human capital through various HR policies. As an increasingly diverse business hub which still holds true to the individual cultures of each country, this presents a unique set of challenges for HR departments around the region. With global businesses shifting towards the region, HR professionals have to take note of the challenges that are the most prominent in the region so that they can be prepared to tackle these.
A Diverse Environment
The Southeast Asian region is home to a variety of different cultures, languages and workplace norms. While some may be similar, others vary widely and no two are exactly the same. As such, language and cultural barriers have been a long-standing challenge for HR professionals in the region to face. While english is widely spoken in some countries, there are many that are still adapting. Should it be necessary, HR professionals ought to onboard translators to bridge the gap caused by language barriers. Furthermore, research should be done on the cultural and workplace norms in each country so as to avoid any conflict that may be arised due to a difference in these. A diverse environment is beneficial in the sense that it provides a workplace with plenty of different perspectives, thoughts and ideas. As much as possible, cultural and language barriers and differences should be well researched and bridged.
In Southeast Asia, retention rates are a common issue amongst organisations. Meaning job growth opportunities are one of the top factors that employees look at when deciding whether or not to stay in a company long-term. This is said to be a problem, especially among middle management. In general, career progression and direction are very important to employees and those who do not see results often end up feeling dissatisfied and unmotivated. Additionally, work-life balance is something that many employees in Southeast Asia struggle with, further adding on to their dissatisfaction. Companies that fail to provide fulfilling job-growth opportunities to their employees may end up having trouble hiring, and keeping their employees. This is a good opportunity for HR professionals to step in and ensure that their company is able to provide an all-rounded experience for their employees.
Southeast Asia has seen significant economic growth from both companies within the region, and those in other parts of the world. While this is a great opportunity for organisations, it can also put a massive strain on workforce retention and internal conflicts regarding well-performing employees. For example, a well-performing individual may be moved to other offices within the region. While this is no doubt a good opportunity for employees, it can cause a lot of issues should individuals either be not prepared, or if a suitable replacement is not found fast enough. A growing economy and business expansion are both great opportunities for companies. However, HR professionals have to be prepared to face the challenges that accompany these.
Every country in the region will no doubt have its own unique challenges for HR to face. While this will provide much for HR to think of, it is also a good way for companies to stand out from the crowd. HR professionals have to stay on top of their game and ensure ample research on each region is done. Another solution to this would be hiring experienced Professional Employer Organisation (PEO). PEOs are experts in the regulations, cultures and norms of the regions in which they function. Not only does this mean they help organisations assimilate into various countries easily, they also ensure that these organisations are fully compliant with the laws of each country. Want to know more? AYP Group is well experienced in the area of PEOs, and are more than happy to help you. Should you have any questions, contact us at firstname.lastname@example.org