Employees in the country are convinced about the benefits of a shortened workweek and employers are ready to oblige.
In line with the current challenge of attracting and retaining the best talent, employers should consider strategies that address employees’ current needs.
In contrast, over 20% of leaders in the Philippines, India, Sri Lanka and Malaysia expect employees to be working in the office all the time.
Josh Bersin describes the seven key principals that can help organisations create successful business strategies.
While compensation is still important for employees, work flexibility and career development opportunities are increasingly being prioritised.
As HR leaders begin to define their strategies for 2023, those
in the Asia-Pacific region see manager effectiveness as a top priority for 2023.
A projected salary increase of 4.5% across all industries can be expected for the next two years as companies offer higher wages to attract talent.
Employers are also urged to set clearer policies on flexible work to develop more comprehensive workforce strategies.
South Korea’s employment and workplace practices need to be more flexible and in line with global standards, said the Federation of Korean Industries.
For the next 12 months, employees will have the flexibility to choose which day or set of hours is most suitable for them to take off.
Job training and reskilling are measures that can be taken to create more employment opportunities in 2023, says business group.
About 83.2% of New Zealand employees say the ability to work from anywhere has made them happier and more productive.
Employee experience and overall business processes are changing as employees embrace remote work post-pandemic.
Flexible schedules can reduce burnout, increase employee engagement and loyalty, and promote business success.
Among the reasons why senior workers wish to re-enter the workforce are self-esteem and financial pressure, according to a survey.
Josh Bersin describes the rise of non-routine work and how it is impacting HR decisions and the way work is carried out.
Employees born after 2000 are more willing to work from home and to become "digital workers" with flexible working locations and schedules.
A hybrid work pattern with some days in the office and others at home is becoming the norm, but with big discrepancies depending on occupation.
Providing more flexibility and time off are some of the ways Google is using to lure staff back to the office.
The telecommuting law in the Philippines has been revised to ensure flexible work arrangements without compromising employees’ productivity.
Hybrid managers feel less connected to their company culture than their full-time remote or full-time on-site peers.
The Council of Trade Unions (CTU) is suggesting a comprehensive pilot of a four-day working week as part of a strategy to develop the economy.
Female employees who choose flexible hours or work from home may risk missing out on opportunities through in-person interaction
The prevalence of remote work is making companies in Japan revamp or revise their employee transfer systems.
Most UK firms participating in a pilot expect to keep four-day schedules after the trial ends in November this year.
Employers and employees should adopt a "flexible mindset" on a four-day workweek, said Gan Siow Huang, Minister of State in the Manpower Ministry.
A 70:30 hybrid work ratio (70% onsite and 30% work-from-home) has been recommended to the government to sustain economic recovery.
While offering benefits such as better performance and higher team morale, the jury is still out on the feasibility of a four-day workweek.
More than 170 HR and business leaders discussed topics like modern HR mindsets, flexible work and employee wellbeing at HR Leadership Series: Live.
A new report by the Centre for Creative Leadership (CCL) reveals a persistent gap in Asian leadership representation on the global stage.