the future-ready organization - uih · in the future, southeast asia’s workforce will be...

September 2017

The future-ready

organization

2

The shift towards the future of work is being driven by

technology advances, further propelled by ASEAN’s unique

landscape

Catalysts for change

Copyright © 2016 Accenture All rights reserved.

New technology is

changing the way

information is processed,

decisions are made, and

knowledge is shared

Analytics

Collaboration Tools

Intelligent Tools

Next-gen Robotics

Growing young workforce

• Fastest growing working age population

in Asia, with 50 million people entering the

working age population in this decade

• These millenials have different expectations

of professional life and will drive changes

Digital surge

• High mobile penetration and social media

adoption rates reflect ASEAN’s readiness

for a digital future

• Digital is seeping from the personal to the

professional life

ASEAN as a growth story

• ASEAN is experiencing a wave of growth –

expected to be the world’s 6th largest

economy in 2020

• AEC endeavors to build the competitiveness

of ASEAN and be a growth multiplier

157

57 6248

194

347

183

70 6848

234

397

Indonesia Philippines Viet Nam Thailand Malaysia Singapore Total

ASEAN Working Age Population(aged 15- 64, in millions)

2010 Population 2020 Population Growth (number)

ASEAN’s workforce will have 50 million entrants in this decade,

fuelled by population growth in Indonesia and the Philippines

3

347

131

780

209

1000

505

397

146

848

214

1015

497

ASEAN Brazil India USA China Europe

2010 Population

2020 Population

Working Age Population

(aged 15-64, in millions)▪ ASEAN will not only see faster growth

in its working age population than the

US and Europe, it will be the fastest

growing region in Asia

▪ The Philippines, Malaysia and

Indonesia will drive the increase, with

average annual growths rates

between 2010 and 2020 of 2%, 1.5%

and 1.4% respectively

▪ In 2020, 32% of the population will be

between 20-39 years old

▪ The Millennial in ASEAN has more in

common with their global cohort than

with other generations in the region

▪ This large, young workforce have

different expectations of professional

life and will drive changes in the work

experience

14.4%

2.4%

1.5%

-1.6%


26

13

6

14 1

50

11.4%

8.7%

4

These forces will transform the workforce composition, work

experience and how work gets done

Vision of the Future of Work in Southeast Asia


A workforce

that’s multi-

generational

and diverse

New mindset

and new skills

A workforce

that expects

highly

customized

work

experiences

A workforce

that is

organized in

radically

different ways

A workforce

that integrates

external

resources

using open

ecosystems

5

In the future, Southeast Asia’s workforce will be

demographically and culturally diverse, with companies tapping

into broader pools of talent

A workforce that’s multi-generational and diverse


Hidden pools of talent

• Samasource divides contracts for digital services from large companies

into “microwork”, and sends it to centers in developing regions, where

employees complete it using a web-based interface

• TalentCorp Malaysia has put in place a program to tap into overseas

Malaysian talent by offering incentives for their return (Returning Expert

Program)

More women in the workforce

• TalentCorp in Malaysia uses tax and training incentives to encourage

companies to hire women

Younger workers and older workers together

• By 2020, 55% of ASEAN’s working age population will be in the 20-39

age bracket

• Some countries have put in place policies increasing the existing

retirement ages

6

ASEAN’s future workforce will be digitally literate as well as

emphasize soft skills and an innovation mindset

New mindset and new skills


At ease with

technology

Employees will develop digital

literacy skills such as the ability

to mine and deliver insights

from data to make just-in-time

decisions

Pairing soft skills with

digital skills

“We also need to give them soft

skills. In the old days it was

about deep training and

practical skills. Now…because

technology and work practices

are likely to be obsolete, we

also focus on the horizontal

skills.”

Tan Choon Shian,

Singapore Polytechnic

Mindset of collaboration,

change and innovation

• Leaders and employers will

adapt to and manage

constant change and volatility

in a global environment

• Workers will adapt to a

consensus-building, constant

knowledge sharing, and un-

hierarchical style of working,

often working with people

who operate in a different

cultural content

7

Flexibility will rule the work experience as employers provide

the ability to customize careers, learning and workplaces

A workforce that expects highly customized work experiences


Meaningful work

“Before, the reasons to work were for money and position, and yes, some of

them are still like this, but for the others it’s not about the money. ..Give me an

opportunity: I will deliver. They want more responsibility.”

– HR executive at Indonesian bank

Customized careers

DBS Bank “emphasizes choice and flexibility”, minimizing “one size fits all”

programs

Working wherever, whenever

Agilent Technologies enables more than 15% of its employees in Malaysia to

work using part time, telecommuting, job sharing and variable work schedules

Gamification

“One of the best ways to be creative and be innovative is to gamify the work that

we do and bring out the elements of childlike play in them..”

– ASEAN government official

8

Employers will flexibly “plug and play” to fill talent gaps and

move towards flatter, leaner organization structures

A workforce that is organized in radically different ways


Rise of the ‘flash mob’

workforce

Regional airline will be able to

utilize the excess supply of pilots

in Malaysia to fill talent gaps in

Indonesia

Flatter, leaner

organization structures

Command-and-control, top-down

decision-making leadership will

be replaced by frameworks and

standardized procedures that

enable self-management and

measurement

Collective

leadership

Leadership will adapt to focus on

facilitating, integrating, and

synthesizing as diversity and

autonomy in the workplace

increase

“Imagine, instead of just drawing on servers and processing power on an as-needed basis,

companies also draw on people that way. A workforce that operates like the cloud, swelling and

shrinking at a moment’s notice…”

− ‘The future of enterprise hiring: Humans are the new cloud’, Pandodaily, 24 Sep. 2013

9

Organizations across ASEAN will plug into a broader

ecosystem, moving beyond their organizational boundaries to

source talent and ideas

A workforce that integrates external resources using open ecosystems


Leveraging

freelancers

• In Singapore, two-thirds of

employers already hire

contract staff and the trend

will grow

• Malaysia is oDesk’s 7th

fastest growing market, where

the company connects more

than 4.5M freelancers with

900,000 clients

Crowdsourcing

ideas

• Philips Healthcare Plus

Program develops healthcare

solutions sourcing from

community ideas, developing

an early self-detection breast

cancer app for Indonesia

• The Malaysian government

crowd-sourced feedback and

suggestions on the country’s

2014 budget through

“#Bajet2014” campaign

Tap into talent hubs and

business ecosystems

• The Philippines is a major

global hub for offshore

outsourcing services—the

sector has grown at a rate of

20% annually since 2007

• Philippines is now moving to

higher value tasks such as

animation, software

development and medical

transcription

10

Creating future-ready organizations will require leaders across

sectors to consider how to position their organizations and

talent


Business Leaders Government

11

Businesses should think beyond the war for talent and focus on

tailoring work experiences, tapping into a broader talent

ecosystem and adapting to change

Considerations for business leaders


• Customize the work experience through tailored career

paths, rewards, and increased workplace flexibility

• Create an extended workforce through creatively tapping

into diverse pools of talent, and leveraging networks

across the ecosystem to meet business outcomes

• Recalibrate the operating model, enabling an agile “buy,

borrow, build, move” talent model and refreshing

performance management processes

• Evolve the right management mindsets, moving towards

collective leadership styles and creating champions for

change

Business Leaders

12

Decision makers in government and education institutions can

also help build a future-ready ASEAN by forming valuable

partnerships with industry and developing vital infrastructure

Considerations for government leaders


Government

• Anticipate and align industry needs by forging

connections between private sector organizations and

educational institutions to develop job-ready talent and

instilling lifelong learning skills in students

• Strengthen ecosystem interactions, facilitating

connections between workforce, private and public sector

organizations to foster innovation and develop talent

• Build infrastructure by investing in technology

infrastructure and creating clear legal frameworks (IP,

data privacy) to encourage enterprise innovation

the future-ready organization - uih · in the future, southeast asia’s workforce will be...

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