The hybrid working model is here to stay. More Thai organisations are set to adopt the hybrid working model this year as the pandemic has sped up workplace initiatives to address dispersed employees, according to PwC Thailand. A global survey found that more than half of businesses that adopted a hybrid working model exceeded performance and productivity targets over the last 12 months.
Dr Pirata Phakdeesattayaphong, a Consulting Partner for PwC Thailand, said that Thai organisations have already started adopting a hybrid working model, where employees don't have to come to the office every day. This model not only helps reduce congestion in the workplace by 25-50%, but also enables businesses to continue operating despite being affected by COVID-19.
"A hybrid working model has been quite effective when businesses focus on clearly communicating the objectives and expected results of work," Dr Pirata said.
"However, a lot does depend on the nature of work and the organisation," she added. "For businesses like banks, some departments such as risk management can fully work from home, while call centre teams may still need to work on-site."
This trend is in line with findings of PwC's Future of Work and Skills Survey, which gathered the views of almost 4,000 business and HR leaders from 26 countries on current workforce challenges and the future of work.
Remote or hybrid working has boosted short-term productivity in most workplaces, with 57% of survey respondents saying their organisation performed better against workforce performance and productivity targets over the past 12 months. Only 4% of respondents said their company performed significantly worse in the past year.
Performance evaluation needs to evolve
Dr Pirata says that organisations have adopted different approaches for performance evaluation, such as having more frequent meetings just to check-in and follow-up on work. Or holding a stand up meeting every day at which team members can share and get immediate advice from a supervisor.
This meets the needs and behaviours of employees, especially those in Generation Y (also known as millennials), who make up the majority of the workforce in many organisations today.
However, performance evaluation remains a major challenge for organisations and employees. It's crucial to have a transparent performance review system that is based on high levels of trust between workers and their direct supervisors.
"Clear and straightforward communication and measurement are very important for the successful implementation of a hybrid working model," said Dr Pirata.
"Traditional ways to evaluate performance like absence or showing up late is no longer the right solution. Having clear individual job goals in accordance with the organisation's goals is a more effective way.
"Supervisors must also change their mindset from finding fault to being more supportive and giving advice when there are hiccups in the work process to ensure that results meet the goals of the organisation," she said.
Adopting technology for workforce planning
Dr Pirata added that workforce planning has been gaining popularity and many organisations are using technology as part of their planning. This can be done in a variety of ways, such as 'build, buy, borrow and bots'.
It's crucial for an organisation to understand its workforce requirements. Are there any jobs where human work needs to be replaced with technology? Which jobs can be outsourced to streamline and increase workforce flexibility?
Digital technology is having an increasingly significant impact on business systems. Organisations need to continuously upskill existing employees so that they can work with technology effectively, Dr Pirata said.
"Many organisations in Thailand don't focus on replacing people with technology because the cost of labour isn't very high," she said.
"But in the next three to five years, we can see for sure that the demand for workforce will change. Workforces with analytical skills or specialised digital skills in areas such as data analytics, digital thinking, digital marketing, big data, AI and machine learning will be in higher demand," she said.
Not only do organisations and HR departments need to accelerate employee upskilling but employees themselves must take responsibility for developing their own skills. They must also be open-minded and embrace new technologies that help make a smooth transition to new ways of working, she said.
"2022 will almost certainly be a hectic year for Thai businesses as they're facing many challenges," Dr Pirata said.
"All industries must adapt to keep their businesses going by adopting a hybrid working model and upskilling their people. It's essential to start now to maintain competitive advantages and grow sustainably."
Source: PwC Thailand