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Job satisfaction

Most HR workers across Singapore, Malaysia and Brunei satisfied with their jobs, but burnout remains a risk

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Study by CIPD reveals challenges and aspirations

A recent study conducted by the Chartered Institute of Personnel and Development (CIPD) has revealed intriguing insights into the job satisfaction levels of HR professionals across Singapore, Malaysia, and Brunei. The study found that 54% of these professionals express contentment with their current roles.

Nevertheless, the research highlights a noteworthy concern: the toll of burnout resulting from the front-line engagement of these experts in assisting their organizations in navigating the challenges brought about by the recent pandemic and persistent new obstacles. The pressure stemming from these circumstances has led to a sense of overwhelm among certain individuals in the HR domain.

Approximately half of the participants in the CIPD’s survey acknowledged that their respective organizations have encountered adverse effects due to the prevailing economic conditions. This economic climate has generated issues with attracting and retaining skilled personnel, as employees seek more alluring prospects elsewhere. Simultaneously, the financial constraints are compelling HR professionals to devise innovative strategies to enhance the employee journey.

Commenting on the situation, May Leng Kwok, the Regional Head APAC at CIPD, noted, “In the wake of the pandemic, we’ve observed a surge in transformative workplace trends that have posed challenges for talent retention across the Asia Pacific region. Those in the people-centric profession have been at the forefront of these shifts, evidently influencing their job satisfaction and equilibrium between work and personal life.”

In response to these findings, the CIPD has put forward several recommendations to address the existing challenges. These include a concentrated effort on well-being, job mobility, cultivating professional networks, and continual growth of skills and competencies. These strategies are designed to enhance job satisfaction and bolster the resilience of HR professionals.

The study also brought to light the aspirations of the surveyed professionals. A striking three out of four respondents expressed a desire to progress in their careers. Among senior managers, there was a notable inclination toward advancing their careers within different organizations, while those in less senior roles exhibited a preference for upward mobility within their current workplaces.

When contemplating future job choices over the next three years, respondents underscored the significance of financial compensation (56%), career advancement opportunities (51%), and flexible work arrangements (39%).

The survey also emphasized the importance of upskilling, certification attainment, and networking as pivotal components of career advancement. A considerable 86% of participants recognized the significance of upskilling, with senior management personnel unanimously acknowledging its importance.

The study identified three core skills deemed pivotal for career progression within the HR domain: business partnering (51%), learning and development (38%), and organization design and development (34%). These competencies are expected to play a key role in propelling HR professionals toward greater success in their careers.

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