How HR is Evolving in the Philippines

 

I am still working on Chapter 1 of my book, and this article discusses HR Trends in the Philippines. As promised, I will share some excerpts, and I hope to hear your insights on this subject. Please feel free to send me your comments in the comment section.

The pandemic has undoubtedly reshaped the world of work, and HR in the Philippines and Southeast Asia is no exception. As organizations grapple with shifting employee expectations, technological advancements, and new workplace norms, HR's role has become more dynamic than ever.

In this blog, I’d like to share key insights drawn from recent reports and my own observations, highlighting some transformative trends shaping the HR landscape today:

Hybrid Work: The Future or a Passing Trend?

A recent HR Asia report reveals that 51% of companies in the Philippines have resumed on-site work, but 50.5% of HR professionals believe hybrid work is here to stay. It’s a clear sign that flexibility is no longer a perk—it’s becoming an expectation.

Personally, I’ve seen organizations thrive with hybrid setups, especially as employees prioritize work-life balance. But what about your company? Are you embracing flexibility, or do you think on-site work fosters better collaboration?

Talent Retention in the Gig Economy

Retention challenges are mounting as professionals explore freelance gigs and remote opportunities. The Darwinbox Blog highlights that growth opportunities and learning remain the top drivers for retention. I’ve observed this, too—upskilling is the new loyalty currency.

Is your organization investing enough in employee growth to retain talent, or are you seeing the gig economy disrupt your workforce?

Digital Transformation: A Game-Changer for HR

Automation is reshaping HR practices, from payroll to performance management. Tools like those highlighted in the Darwinbox Blog have made HR processes more efficient and freed up time for teams to focus on employee engagement.

I can attest to how these technologies simplify workflows. But I’d love to hear from you: has your organization embraced these tools, or are you still relying on manual processes?

Mental Health and Well-Being: No Longer Optional

As remote work blurs boundaries, burnout is on the rise. Companies are stepping up by introducing wellness programs and mental health leaves. But as the Darwinbox Blog notes, the challenge lies in ensuring these initiatives are accessible and practical.

How does your organization support employee well-being? Is it enough to address the growing demands of a fast-paced workplace?

Diversity, Equity, and Inclusion: Beyond the Buzzword

DEI initiatives are gaining momentum across Southeast Asia, with organizations recognizing their value in fostering innovation and building inclusive cultures. For many, DEI isn’t just a compliance measure—it’s a strategic priority.

How does your workplace promote diversity and inclusion? Do you see it driving meaningful change?

Your Turn to Weigh In!

The HR landscape is evolving rapidly, and these trends are just the tip of the iceberg. I’m curious—how is your organization adapting? Are these trends reshaping your HR strategies, or do other challenges take center stage?

Let’s start a conversation! Share your thoughts in the comments below.

Importance of Understanding the Unique Challenges and Requirements of HR in Social Enterprises

(Here's another excerpt from the book that I am working on.  If you enjoy this article, please share and comment.)

What makes HR in social enterprises uniquely challenging yet profoundly impactful? Unlike traditional corporate environments, social enterprises operate at the intersection of business and community service, requiring HR to balance employee management with a mission to create social impact.

In this excerpt, I explore the distinctive nature of HR in social enterprises, from supporting overlooked roles to fostering a culture of engagement and ownership. My journey from the IT sector to the cooperative movement has shaped my understanding of how HR can drive sustainability and transformation in these organizations.

The Overlooked Backbone: Backend Operations

In my early career, I worked for an IT company where Japanese expatriates highly valued the work of computer engineers. These engineers were often pampered and received all the support they needed to thrive. However, those of us in backend roles—handling operations and logistics—were rarely acknowledged for our contributions. This imbalance left us feeling undervalued despite our crucial role in enabling the engineers’ success.

This experience taught me an important lesson: backend operations are the silent engine that powers the organization. High turnover in these roles disrupts workflows and affects overall performance. When backend employees are supported and recognized, their work directly contributes to the organization’s ability to achieve its goals.

This lesson is even more critical in social enterprises. Recognizing backend staff as strategic partners rather than auxiliary support is key to sustainable growth. By implementing policies and processes that empower these roles, organizations can create a culture of collaboration where every employee feels valued.

Unique Decision-Making Structures in Social Enterprises

When I transitioned to working as an HR consultant for cooperatives, the contrast with corporate structures was stark. In cooperatives, decision-makers are often the members themselves—employees who also own the organization. This dynamic creates a unique HR challenge: balancing the immediate needs of the members with long-term strategic goals.

The frequent turnover of board members through elections adds another layer of complexity. 

HR must continuously educate new decision-makers while ensuring continuity in strategic plans. This requires a level of flexibility and adaptability that goes beyond traditional HR practices.

Moreover, cooperatives' participatory nature fosters a sense of ownership among employees. This involvement leads to higher commitment but also demands that HR design programs that align with members' evolving needs and expectations.

Investing in People: Training for Growth

One standout feature of HR in social enterprises is the emphasis on education and development. Unlike corporations, where training programs must demonstrate a clear return on investment, social enterprises prioritize learning as a pathway to empowerment.

For example, cooperatives often allocate budgets for employee training, focusing on personal growth and financial wellness. This commitment reflects the organization’s mission to uplift not only its employees but also the broader community it serves. In doing so, HR acts as a driver of social impact, equipping employees with the tools they need to thrive professionally and personally.

HR as a Catalyst for Social Impact

The role of HR in social enterprises extends far beyond administrative tasks. It is about fostering a supportive environment where employees feel valued and empowered to contribute to the organization’s mission.

While the general manager typically focuses on operations, HR plays a nurturing role, guiding the organization’s people strategy like a compass. From designing inclusive programs to addressing employee needs, HR ensures that the workforce remains engaged and aligned with the enterprise's social goals.

By integrating processes that promote collaboration, education, and ownership, HR in social enterprises becomes a transformative force—one that bridges the gap between business success and community development.

Conclusion: Transforming Challenges into Opportunities

HR in social enterprises operates in a unique space, balancing the demands of members and employees with the broader mission of social impact. By recognizing the value of overlooked roles, adapting to participatory governance structures, and prioritizing education, HR professionals can transform these challenges into opportunities for growth.

HR in social enterprises is a journey of collaboration and innovation. By fostering a culture that values every contribution, social enterprises can achieve organizational success and meaningful social change.