Thursday, February 2, 2023

Building human resource strategies after a widespread pandemic

Vietnam, January 12 –

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Episode three of the Vietnam HR Awards Podcast, the first of its kind in Vietnam, will tell stories that go beyond HR stories, including improving HR strategy to the new normal and responding to the changing demands of employees in the aftermath of COVID-19. Is carrying. – photo courtesy of talentnet

HCM City – Business leaders are faced with the challenge of developing a comprehensive HR strategy to create physical, mental and financial well-being among employees and in the race to attract talent post-COVID-19 To get a start.

According to the first speakers of a series of Vietnam HR Awards podcasts by TalentNet, mental health will be a non-negotiable post-pandemic.

COVID has changed the lives of employees, pushing HR people to handle countless inquiries from them, including some “very personal” such as how to achieve work-life balance.

Speaking in the first episode, Nguyen Hiu Trang An, Vice President, Head of Talent Center – APAC, Suntory Beverage & Food Asia, said, “I think mental wellness is a combination of myriad factors and every employee has a right to demand. . This.

“There are no absurd demands from employees, the problem is only with businesses as they may be unwilling or unable to meet the needs of their employees at that time.

“If and only if businesses can find a solution to this problem will they have productive human capital.”

He said his company conducted several sessions with psychologists on how to effectively manage stress and personal relationships for its employees when working from home.

Hans Nguyen, senior advisor, distribution, Dragon Capital Vietnam, said that employees can only achieve mental well-being when they find their jobs enjoyable and remarkable.

“To be sure, HR departments and leaders need to keep the word ‘right’ in mind, which means assigning the right job to the right talent, and ensuring the right employees are prioritized. But it is difficult to implement it.”

Financial wellness, while relatively new in Vietnam, has long been familiar to multinational businesses.

Based on his extensive experience working in various markets such as Switzerland, the US and Vietnam, Nguyen suggests that home businesses should get used to the fact that employees have a tendency to moonlight.

“Even if the compensation is great, workers will always aspire to find other sources of income. The challenge here is making sure that the second job won’t stir up a conflict of interest with the main job. ,

To guarantee profits for both parties, he said businesses should make way for the “buck” by providing information and conducting training in investment and financial security.

Only then will employees have an understanding of personal finance, and will be able to safely increase their passive income, which in turn will improve their standard of living while maintaining business productivity.

There is a tendency for workers to be interested in passive investing and improving their financial well-being, and businesses need to heed and support this trend, he said.

Speakers said that each employee’s terms of happiness would include three pillars: physical well-being, mental well-being and financial well-being, and that when these demands were met, they would be fully committed to their work. This is the key that HR leaders must recognize when trying to create a resourceful HR strategy focused on people in the new normal.

The Vietnam HR Awards podcast, the first of its kind in Vietnam, with the theme ‘Matters That Matter’, has three episodes on Thursdays starting December 30th at 8 p.m.

It is available on the Vietnam HR Awards official fanpage, Spotify, Apple Podcasts, YouTube and Google Podcasts. – VNS


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