| | MAY 2024MANAGEHRMAGAZINE.COM19There is also more and more technology being available to improve and support hybrid and remote workplace strategies, it would be interesting how the whole metaverse play out and immersive technologies evolveengagement, productivity and collaboration rather than a broad stroke approach.2. What keeps you up at night when it comes to some of the major predicaments in the HR industry?The last 3 years has been quite interesting for HR, the industry continue to be tested with Pandemic, ever changing workforce dynamic (quiet quitting, great resignation, career cushioning) and economic challenges and we cannot seem to get a break.The role continues to evolve and what keeps on my toes is how fast things change while we are expected to continue to deliver the constants (keep the lights on and continue HR process wheels running). I think it would be critical for HR to be closer to the data, get the insight, catch the trend, and build targeted interventions. It's critical for us HR professional to upskill ourselves and have a closer pulse on how the business and people are doing, be more proactive and be ready for the next curveball to ensure we support business sustainability.3. Can you tell us about the latest project that you have been working on and what are some of the technological and process elements that you leveraged to make the project successful?One of the elements I am excited about is the work on data analytics and being more of a data driven function. When I was in Vietnam, we looked at a few elements when it came to well-being looking into self-reporting of time spent in meetings, focus hours and line manager engagement. It allowed us to have specific people intervention to address how we can drive efficiency and productivity while still giving people their time back and really pushing for our wellbeing agenda.I think with data and technology being democratised there is huge space for HR to bring this into play and automate many of our processes. From employee listening, better visualization of data and insight and even dabble on app building. I have worked on small projects in powerApp that focuses on centralizing data, approvals and its good tests and pilots before investing in heavy systems.I think there is endless opportunity of building smarter, automated process if we keep ourselves up to date on what technology is out there, and how you can apply it to your work.4. What are some of the technological trends that excite you for the future of the HR industry? I am excited about the upcoming CoPilot/AI trend happening in the corporate space. I am excited on how we can use this capability in our HR work and how it could enable engagement and improving employee experience.There is also more and more technology being available to improve and support hybrid and remote workplace strategies, it would be interesting how the whole metaverse play out and immersive technologies evolve.People Analytics is not new but its getting more sophisticated and the modelling capability for predictive elements is becoming more reliable. With AI and machine learning models, we can process data faster and more effectively than ever before. There is a lot of way technology can shape how HR function in the future, so the critical aspects would be how intentional business are when it comes to interfaces that matter. Technology is one thing, but it is not a direct replacement of human interaction. This article is based on an interview between Manage HR and Laila Ngo.
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