Making a tradition of studying for workers makes them extra engaged and happy realizing that they’ve fixed alternatives to extend their information, improve profession alternatives, and in the end enhance the worker expertise, shares Irene Tan, VP HR, AETOS.
The Worker Expertise Awards 2022, Singapore, noticed the workforce at AETOS taking dwelling the bronze award for Greatest In-Home Certification Programme.
On this interview, Irene Tan, Vice President, Human Useful resource, AETOS, shares how a tradition of studying is what drives engagement and satisfaction amongst its workers. One factor she additionally highlights is – don’t deny workers’ requests to attend a course or certification that’s irrelevant to their scope of labor.
“Permitting workers to discover their pursuits would possibly result in the invention of ardour, resulting in cross deployments of job capabilities and workers excelling within the new job perform. Workers will even recognize the corporate’s effort in supporting their choice to pursue different alternatives other than what they’re at the moment doing,” she notes.
Q Congratulations on the achievement! May you are taking us by the highs and lows of your successful technique – how essential is it for the organisation to have the technique recognised this 12 months?
AETOS views skilled and lifelong schooling because the important basis of functionality growth by benchmarked requirements of excellence and always seeks alternatives to develop curated programs to lift the requirements of our workers.
Creating any new adjustments or methods amidst the COVID-19 pandemic proved to be difficult, on the identical time, it’s extremely satisfying to see the outcomes on the finish of the day, and the robust partnership solid inside the firm and with our companions. So by having our technique recognised, it provides us nice confidence and we’re honoured to have acquired the award.
Q Understanding and assembly your workers’ wants and expectations isn’t a straightforward feat. How did you establish the enterprise & worker wants, and craft the proper answer?
In AETOS, we imagine that there isn’t a excellent answer, there are solely higher options. We do fixed benchmarking of our certifications and programs in opposition to business leaders and regulatory frameworks, that is to make sure our enterprise competitiveness available in the market and on the identical time, equip workers with future-ready skillsets.
Other than benchmarking, we collect suggestions from our workers by end-of-course surveys, worker engagement surveys, and different ad-hoc surveys to make fixed enhancements to our services and products. By doing so, it permits our firm to grasp what workers like about our programs whereas additionally studying what workers really feel is missing. This manner, workers will really feel included within the course of, in the end enhancing the worker expertise.
Q How did the technique add to the general worker expertise in your organisation, by way of ROI, when it got here to fruition? Share with us the advantages of getting such a method in place.
Having a strong and award-winning in-house certification programme instils confidence in our workers to be always studying, upskilling, and reskilling by our in-house programmes. By way of supporting workers of their studying and growth, the primary ROI for AETOS is having a workforce that’s extremely expert and extra productive. Worker retention charges are additionally positively affected as they’re extra prone to pursue and develop their careers in an organisation that gives satisfactory assist.
Other than conventional classroom studying, we’ve enabled our workers to study on the go all through the e-learning platform. By making a tradition of studying for workers, they’re extra engaged and happy realizing that they’ve fixed alternatives to extend their information, improve profession alternatives, and in the end enhance the worker expertise within the course of.
Q May you provide some suggestions to your friends throughout industries – what recommendation or classes would it’s a must to information them into implementing one thing related for their very own EX basis?
Recognise and provides optimistic recognition to workers who’ve accomplished a course or certification. Workers really feel extra valued once they perceive the aim of their roles by coaching and enhancing their abilities. It additionally supplies them with development and growth alternatives, motivating them to each improve themselves and obtain nice outcomes.
Don’t deny workers’ requests to attend a course or certification that’s irrelevant to their scope of labor. Permitting workers to discover their pursuits would possibly result in the invention of ardour, resulting in cross deployments of job capabilities and workers excelling within the new job perform. Workers will even recognize the corporate’s effort in supporting their choice to pursue different alternatives other than what they’re at the moment doing.
Q For those who have been to replicate, what’s one factor you’d do otherwise in executing this technique?
In hindsight, we’ll handle the communication plans otherwise. Every time there are new programs or certifications, they have been solely communicated internally. As a public and in-house accredited coaching group, members of public are ready to join a few of our programs too.
We’re at the moment within the midst of partnering with business and studying establishments companions to share our choices and on the identical time stage up our workers by industrial attachments and programs from our companions.
Q Trying forward, how is the organisation going to take this successful technique larger and additional within the coming years? Give us a sneak peek to into your upcoming plans to develop the general worker expertise.
AETOS will proceed to strengthen our present in-house certification programmes as our precedence. We’re additionally exploring alternatives to collaborate with industrial companions and establishments to offer progressive choices which are distinctive to AETOS and particular to the business.
Other than technical talent programs, we’re additionally seeking to develop extra programs which are focused in growing our workers’ vital comfortable abilities. Such programs will permit us to develop our workers holistically. By equipping them with related and future-ready skillsets in areas akin to digital literacy, analytics, and private growth, we goal to create a well-rounded, cross-trained workforce that’s extra environment friendly, productive, and might profit from profession growth.
Q 10 years down the road, the place do you see the way forward for HR?
Because of the COVID-19 pandemic, there was a compelled acceleration of digitalisation and HR must sustain with the tempo of acceleration. From redesigning and formalising hybrid working preparations, the ever-changing new traits inside the HR panorama, new HRIS software program and applied sciences, and caring for workers’ psychological well being that comes along with the fast-paced change.
From what we’re already seeing, many present HR processes and workflows will likely be both changed by techniques or automated by scripts. HR practitioners should now embrace know-how and the advantages it brings alongside. With the introduction of know-how, many mundane duties could be automated leading to HR having extra time for strategic planning. It will be important for HR practitioners to have primary literacy of present and rising applied sciences to be a strategic companion to different departments.
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