HR Leaders Meet at the Offices of Microsoft in Kuala Lumpur and Discuss HR

The Chapman Consulting Group (ChapmanCG) continued its APAC HR leader’s series with a gathering of 25 HR Heads in Kuala Lumpur, Malaysia, co-hosted by Microsoft.

The group were treated to three thought provoking mini case studies from attendees and our host. Overall themes included the simplification of HR, including removing redundant processes and procedures, thereby allowing a focus on quality conversations between employees, managers and HR. Our presenters discussed the following topics:

• "Innovative Approaches to Diversity & Inclusion" Microsoft
• "Experimenting with a Strengths Based Approach to Employee Engagement in Malaysia" DHL
• "Intel's Recent Experiment with Performance Appraisals" Intel

Key learnings were:

• Innovative performance appraisal approaches with no rankings/grading can work using only two grades; an acceptable or not acceptable performance definition. This was found to drive closer management by line managers on reward, as well as bring HR into a true partner relationship to coach the business through reviews.
• Diversity and Inclusion must be driven from recruitment and performance management, as well as across HR. Ensuring a longlist of diverse candidates for all external hires was key. The shortlist/hire had to be the best for the role, but a diverse longlist was helpful.
• Implementing a half yearly appraisal focused on strengths and including a manager (with HR) had greatly improved engagement. Asking 'are your strengths being used?' and 'are you motivated in your role?' created plenty of forward thinking conversations.
• While using engagement surveys is common practice, 'pulse' versions with less questions and more data around mood, motivation and personal worth are making a difference when planning Talent Management and HR policies.