Sharina Ng started working on 2010, then the employee has changed 7 companies and 7 jobs. On average, Sharina Ng works for one company for 1 year 4 months. Sharina Ng has been working as a Head of People, SuperApp ASEAN for airasia Super App for 212 days
1. In your opinion, how has the HR Tech landscape evolved over the years?
• The landscape definitely has evolved over the years from being mostly administrative and more bureaucratic to today’s role which are more dynamically involved in business decisions with roles such as “Strategic Business Partners,” “Supportive Key members” and “Talent Leaders” in organizations. Even for airasia, we have gone through so much transformation over the years to date.
• We have been conducting our operations with HR technology in new ways from AI developments to virtual reality. Everything is constantly shifting and evolving to build talents and to unleash the organization’s energy in the HR technology landscape, recruitment, talent management, employee engagement and more.
2. What are some of the advantages of the current technological evolution?
• To me the biggest advantage is speed - tech makes things simpler, faster which boosts efficiency in all we do like simplification of processes in order, automation, enable communication to mass and many more.
• The talents we want to attract today are also seeking after speed as the tech industry is such a competitive one. Aside from that, tech has also enabled us to make informed decisions with much more accurate data and research.
• I see that as enabling the company to stay focused on important things and less wastage on resources and time.
3. What according to you are some of the challenges plaguing the HR Tech landscape and how can they be effectively mitigated?
• Some of challenges when it comes to implementing HR technologies:
• Being too simple sometimes create oversight and fail to capture crucial information. And this might put the organization at risk.
• Can be too complex and frustrate people
• High cost
• Slow company growth and productivity as some process may hold the company back
• Another challenge would be multiple systems for various HR functions (e.g. one system for payroll, another for time tracking, and another for employee benefits) can cause inefficiency and it is hard for the HR team to keep up with all.
• Ideally, a fully automated HR management system should enable us to be more cost effective and contribute to a dynamic business:
• Streamline HR operations
• Significantly reduce administrative tasks so they can focus on revenue-generating activities
• Reduce the potential for blind spots or inaccuracies with HR data
• Make HR data complete and more accessible so you can leverage it for strategic planning and day-to-day management
“The talents we want to attract today are also seeking after speed as the tech industry is such a competitive one”
4. Which are a few technological trends influencing HR Tech today?
• Technology today is evolving at a rapid pace, enabling faster change and progress, causing an acceleration to many businesses. To name a few - Artificial Intelligence (AI) and Machine Learning for interview processes, makes it more efficient in filtering candidates, gamification to attract younger talents or being creative out of the box.
• Other than that, Robotic Process Automation (RPA), another technology that is automating jobs that are repetitive. RPA is the use of software to automate business processes such as interpreting applications, processing transactions, dealing with data, and even replying to emails.
5. Do you have any advice for industry veterans or budding entrepreneurs from the HR Tech space?
• Think simplicity and leverage on tech for speed and creativity.
• Little by little HR systems may seem cost effective – at first, especially when you’re a small business or an emerging start-up. Don’t forget to think about the pros and cons when the business scales up to remain competitive.