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Our victory in this category hinged on fostering a collective commitment to change within the team. Collaborative problem-solving and obstacle clearance were pivotal in ensuring success across diverse digital transformation projects. Securing support and buy-in from both global and local leadership was integral to our strategy. Strategic planning – looking three steps ahead – underscored our approach. Beyond addressing specific HR challenges, our digitalisation efforts were intricately woven into a broader canvas, aiming to seamlessly enhance experiences across platforms. This achievement was realised through an unwavering commitment to an employee-centric and data-driven methodology at every juncture.

In the realm of digital transformation endeavours, challenges are inherent. In addressing these obstacles, we adhere to a people-first, employee-centric paradigm. Prior to launching our employee engagement and benefit platform, uncertainties loomed regarding our workforce's receptivity and the coherence of certain functionalities. To dispel ambiguity, we conducted user testing involving a select pool of 10 employees, seeking their insights on the app's ease of use and functionality. Beyond prioritising employee-centricity, our approach integrates a data-driven ethos in the feedback collection phase. Embracing an agile implementation mindset and a commitment to continuous improvement has proven instrumental in navigating the intricacies of digitalisation, significantly enhancing our platform adoption process.

In 2023, we took up several digital transformation projects.

Firstly, we kickstarted the transition from a local HR Information System to a well-known global solution. This lays the foundation for future digital transformation projects, such as providing seamless flow from applicant tracking system and LinkedIn data to onboarding, talent management, and learning platforms. This connectivity unlocks many more possibilities in the ways of elevating our employees’ growth and user experience. This will make it easier for any candidate and employee to navigate our organisation platforms and have an overview of their data.

Secondly, we launched an employee engagement and benefit platform in April. Gone are the days of physical Takashimaya vouchers and Starbucks cards. Our employees now receive digital points through participating in our events and can pick their rewards ranging from Lazada, Grab vouchers to getting Apple AirPods or Nescafé coffee machines delivered to their doorsteps. The same platform also celebrates employees’ birthdays and work anniversaries where their peers can send well wishes. In addition, employees can now appreciate and recognise their team members by posting on the platform anytime. Company events are posted here as reminders as well! This platform doesn’t just cover the basic employee welfare. More importantly, it provides the connection needed for a hybrid workplace.

Thirdly, we partnered with Cornerstone to level up our internal learning platforms and concurrently sync-ed it with LinkedIn Learning for all employees. This means that LinkedIn Learning Premium and Cornerstone courses are now accessible to everyone on one platform, and employees can personalise their own growth journeys, elevating their employee experience.

Right now, we’re concurrently elevating employee experience in the different HR functions, and we can’t wait to achieve the goal of creating the seamless experience between them.

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