HUMAN resources (HR) practices have played a central role in helping firms tackle Covid-19 challenges and are also key to transformation, said Minister for Manpower Tan See Leng, urging firms to tap various resources to improve their HR capabilities.

Resources launched in Sept 2021 include a HR playbook for the food services sector, and a free online tool which firms can use to diagnose the strengths and weaknesses of their existing human capital processes.

In the latest Jobs Situation Report on Oct 20, the Manpower Ministry (MOM) encourages firms to tap the resources and programmes of the Institute for HR Professionals (IHRP). These include a national HR certification framework, IHRP's Communities of Practices for best practices, and HR playbooks that address specific challenges.

For example, the recently-launched Food Services Playbook highlights human capital strategies and solutions for food and beverage businesses. More sector-specific and thematic playbooks will be launched in the future.

In the Covid-19 pandemic, HR teams have been central in managing manpower disruptions and the changing nature of workplaces, engaging employees and addressing mental well-being, and implementing "fair and responsible cost-saving measures to save jobs", said MOM.

The digitalisation and transformation push also requires HR's ability to drive strategic workforce planning, redesign jobs and develop talent.

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On this front, the IHRP has resources such as the Human Capital Diagnostic Tool (HCDT), used to diagnose strengths and gaps in human capital processes, and identify solutions. The recently-launched HCDT Navigator is a free self-help version that can be completed in 30 minutes.

Firms can also join IHRP's Corporate Partners Programme, which provides networking opportunities and sharing of best practices in HR.

The HR sector itself is undergoing transformation with trends such as the use of predictive analytics and modelling, as laid out in the HR Jobs Transformation Map launched in Dec 2020.

New roles are being created to design talent solutions, while some existing roles must evolve into higher-value ones. For instance, payroll administrators will have to manage automated HR processes and perform payroll analysis.

Support for such HR transformation includes IHRP's skills badges for curated courses in emerging skills and Communities of Practice, as well as government support for HR technologies under the Productivity Solutions Grant and the SME Start Digital Programme.

"The government and our partners will continue to roll out programmes and grants to help companies adopt emerging technologies, redesign jobs, and curate courses to help HR professionals acquire emerging skills," said Dr Tan.

Given the importance of its functions, the HR industry itself has many job opportunities, he said. "To me, it is always a sunrise industry."

Around 600 "exemplary employers" have been recognised under the tripartite movement's Human Capital Partnership (HCP) Programme as Human Capital Partners (HCPartners) for having progressive workplace practices and investing in human capital.

Together, these firms employ more than 250,000 workers, of which more than four-fifths are locals.

One of them is the Lo & Behold Group, a hospitality group that has adopted technology such as a HR platform that automates tasks such as employee time-off management and performs analytics. Digitalisation reduced the time spent on HR administrative tasks by 40 per cent, saving 30 man-hours per HR staff each month and freeing them to focus on higher value-add work such as strategic workforce planning and talent management.

Amid the pandemic, Lo & Behold Group's HR team engaged employees regularly to understand their concerns, upgraded their total medical insurance coverage plan for protection against Covid-19, implemented flexible work arrangements, and set up a staff relief fund to provide short-term financial assistance.

HCPartners include 5 employment agencies which have also been appointed under the Human Capital Partnership (Employment Agencies) programme since Dec 2020. Noting that these agencies have shown a strong commitment to fair recruitment practices and helped clients build a strong Singapore core, MOM said that employers can approach them for help with developing local talent pipelines.