How organisations can plan their work transformation strategy

The pandemic has accelerated the adoption of technology and the need to design work for better efficiency, growth, and business continuity.

Mayank Parekh, CEO of the IHRP, shared, “Looking ahead, we will continue to be challenged with change and uncertainty at the workplace. Employees now expect greater flexibility in where and how work gets done. Enterprises must not only embrace this new reality but see this as an opportunity to co-opt new sources of skills, enhance productivity and ultimately build a more sustainable business through people.”

IHRP has developed a series of playbooks specially designed to help business leaders and Human Resource (HR) practitioners, especially small and medium enterprises (SMEs), with their last mile implementation of both Digital and Work Transformation.  

Each playbook comes with a curated set of practical resources, tools, and templates, as well as case study sharing by local enterprises.  The content is presented using simple and business-friendly language, accompanied by illustrations of how HR practices (“plays”) can help tackle key business challenges. 

Co-developed with a team of HR practitioners, the Work Transformation Playbook recommends five Human Capital (HC) plays: Strategise, Plan, Align, Implement, and Embed. Each of the HC play packets include a step-by-step guide, toolkits, and case studies to illustrate the strategies. 

For example, the “Align” packet highlights how companies can deploy change management for a more effective transformation outcome. One of the featured case studies shares how a manufacturing firm has planned and implemented its communications strategy to better address employees’ concerns to changes and uncertainty.

READ: Transforming work culture to empower and engage employees

In her case study-sharing video, Lilian Tan, IHRP-MP and Chief Human Capital Officer of SATS, shared, “As we navigate through the pandemic together as a company, essentially, everything including systems and processes can and will change. To remain relevant and to stay ahead of the competition, employees need to stay resilient. At times, employees may be resistant due to different reasons, but it is quite natural as people tend to be resistant to change.  My team manages this by working through different groups such as our unions who help to galvanise the ground”.  

Click here for more details of the Work Transformation Playbook, and email IHRP at [email protected] if you are keen to join the Playbook workshops to find out how SME business owners and HR leaders can apply the resources, tools, and templates.