Is Thailand ready for AI in HR?
By Rachadapon Prasomsub Thailand is not short of enthusiasm for AI. It is short of readiness. That distinction matters more in HR than almost anywhere else in the business. A marketing team that experiments with AI and gets it wrong loses a campaign. An HR team that experiments with AI and gets it wrong affects […]
Beyond headcount: How Bangladesh’s manufacturers can grow through productivity
By Anwar Parves Headcount management is a complex challenge in the manufacturing sector, especially in industries such as Ready-Made Garments (RMG), factories and industrial areas. Traditionally, businesses have assumed that adding to the headcount would increase production. This may have been true in the past, but it’s increasingly apparent that the key to future growth […]
GenAI in HR ops: What’s practical today vs future possibilities
Generative AI has been described as the most consequential shift in HR technology in a generation. It may well be. But the more useful question for an HR operations team this quarter is narrower: what can it actually do for us now, and what should we plan for rather than buy? The gap between what […]
We don’t have a data problem. We have a decision problem.
By Rashika Fazali Every organisation I speak to tells me the same thing, “We need better data.” What they mean is better dashboards, better reports, better analytics, more visibility, and more KPIs. But we’re asking the wrong question. Because if we’re honest, most organisations today aren’t suffering from a shortage of data. In fact, they’re […]
Beyond one-size-fits-all: How AI can personalise learning and career growth paths
The skills clock is running faster than the training calendar Most learning programmes were designed for a world where a skill lasted a career. That world has gone. The World Economic Forum’s Future of Jobs Report 2025 found that employers expect 39% of workers’ core skills to change by 2030. The same report identified skills […]
The future of work in Malaysia: From compliance to competitive advantage
By Bakhtiar Pahroraji Ask a Malaysian HR director what has changed most about their role over the past two years, and the answer is rarely about technology. It is about pace. Statutory amendments that arrived once every few years now arrive every few months, and each one lands on the same small team that is […]
Digital HR in Sri Lanka’s banking and financial sector: Why governance, accuracy, and talent performance matter
By Pubudini Abeyesekera Having explored the need to build a digitally competitive workforce in Sri Lanka, strengthen HR compliance, and protect employee data in an increasingly regulated digital environment previously, themes come together very clearly in one of Sri Lanka’s most governance-heavy industries: banking and financial services. Banks, finance companies, and financial institutions operate in environments where trust, accuracy, controls and accountability are non-negotiable. […]
Talent strategy vs. talent management: what HR needs to know
Talent strategy and talent management are two terms used interchangeably in most boardrooms. They are not the same thing. Talent strategy is a set of decisions about where an organisation places its people bets. Talent management is the operating system that carries those decisions into daily work. One answers why and where. The other answers […]
The changing role of HR leaders in hybrid and remote workplaces
For several years, the conversation about hybrid work was framed as a temporary negotiation, a phase organisations would eventually exit in one direction or another. That framing no longer holds. Gallup’s latest workplace research finds that 52% of remote-capable employees now work in a hybrid arrangement, with a further 27% working fully remotely1. Separate data […]
How to build an HR strategy that aligns with business goals
The most common reason an HR strategy fails to land isn’t poor execution. It’s that it was never built from the business strategy in the first place. Too many HR strategies begin with an inventory of HR’s own priorities, engagement, retention, learning, wellbeing, and then look for ways to connect them back to the business. […]