Much improvement has been made in the Singapore profession. Yet that is not enough feels M.K. Liew. In an interview for HR Matters21, M. K. Liew said that while it is very much a conceptual thought for HR to be a "business partner" to management, however, in daily exercising of HR routines, this thought does not surface enough, to translate it into a reality. Most HR professionals are in the "transaction" mode.
M. K. as he is otherwise known, is an active contributor to the HR Mattes 21 website and has mentored, advised and counseled many in the HR industry who write in with their many queries. His experience has shown that HR personnel tend to take the safe route of playing the "policeman" role, i.e. keeper and guard of company policy. But in M.K.'s vision, HR should set the framework up and not worry about the nitty gritty. That should be the responsibility and creativity of line management, he said.
Citing an example on flexibility exercised within a framework of HR regulations/policies and at the same time empowering line management he said that in the case of the 44 hours a week work rule, why not allow flexible working hours and let line management make flexible working hours arrangement with staff that may prefer more flexible working hours. But "change can be in 1 bite" mused M.K as he reflected on how even in the application of simple flexible lunch hours, there is so much HR red-tape to overcome. HR staff can be geared to operate at a higher level through the deployment of the right kind of software support but fear of technology keeps many away from getting to know and use advanced software.
This has prompted M.K. to embark on a series of talks where regular and real life experiences in HR can be shared. He added that his aim is show HR personnel that they should not fear technology and not fear change. HR technology should be introduced although in reality he has found that technology is the least priority in any company's expenditure development plans. During these talk there would be on-the-spot demo on what the HR software can do- including practical examples.
Not one to shy from facing an issue head on, MK is of the opinion that there is a "mindset" in the HR arena which makes HR personnel slow adopters and users of technology and prevents them from becoming dynamic; they prefer to hid behind their "policeman cloak". He recommends strongly that HR personnel should perform as a business partner to the company as well as staff. Instead of providing "lip service" they should look at value adding to their roles and performances.
MK should know as he has been in 15 companies in his over 30 years working experience. He has traveled to many countries when he was in a regional role. He has learnt that HR personnel cannot use a "one size fits all" policy when carrying out their job functions and interpreting HR regulations too. Married with 2 children and an impressive load of 10 diplomas to date he is a highly energized person who keeps getting ideas and working them.
Recognising a total lack of social and professional networks for HR, prompted him to recently establish the "HR Asia Roundtable" - three chapters have already been formed, one in Singapore and the others in China and India. The Roundtable essentially gets a group of HR personnel to meet quarterly in their respective countries for about half a day to listen to consultants on the latest research and follow upon that by discussing HR trends. The Singapore chapter started about four months ago has 160 members all of whom are senior or high level HR personnel who are involved in regional HR responsibilities. The China chapter started a month ago has 15 members. Both chapters, through an online platform also exchange information, have meetings and network. In this process, MK said that he has "married" technology with human interaction. Membership is carefully scrutinized to ensure that only practicing HR professionals are admitted. These Roundtable meetings are fully sponsored and no fees are imposed.
In 2010 he is organizing a 2-day event with a target for 200 attendees to participate. The location is being finalized. He would invite consulting companies to also introduce their services in a workshop setting. Parallel sessions also would benefit participants as a wider variety of topics can be made available and participants can choose their sessions of preference to attend. The aim of this "HR Showcase" is also members to relax and enjoy some "work Life" balance as social activities will also be organized.
MK is a man with a vision to take the HR field and personnel higher up the progress ladder and he would leave nothing to chance as for him "no stone will be left unturned till he completes his objectives".
