Human Resource Learning Journey (HRLJ)

Hello, 2025! ✨

It’s hard to believe that January is already coming to an end—it feels like the year just started! I hope your 2025 has been filled with exciting opportunities and good vibes so far.

To kickstart my year, I had the chance to attend an insightful event: the Human Resource Learning Journey (HRLJ) and Building Companies of Good – People (BCOG-P), hosted by Singapore Polytechnic’s School of Business. It was a fantastic taster into how HR practices can shape not only businesses but also the lives of employees. Let me walk you through what I learned and reflected on.

A Look into HRLJ and BCOG-P

HRLJ is a collaborative effort by Singapore Polytechnic (SP) and the Institute for Human Resource Professionals (IHRP). It’s designed to raise awareness about human capital development, particularly for SMEs undergoing transformation.

The program highlights solutions and resources—like practical HR templates and strategies—that help upskill Singapore’s workforce and tackle key HR challenges.

Meanwhile, BCOG-P (the second instalment of the HRLJ series, launched in 2023) focuses on the “People” aspect of the triple bottom line (TBL): People, Profit, and Planet.

This session explored the critical role of First-Line Managers (FLMs) in supporting mental wellness, fostering flexible work arrangements, and improving overall employee well-being. It’s all about prioritising people to build resilient, sustainable organisations.

The Triple Bottom Line (TBL): People, Planet, and Profit

The concept of TBL is a reminder that businesses shouldn’t just be about profit—they also need to consider the social (People) and environmental (Planet) aspects of sustainability.

A profit-only mindset can lead to overworked employees, affecting the environmental and depleting resource as a whole. In contrast, sustainable practices aim to create a balance. Businesses that prioritise people foster happier, more engaged teams. This, in turn, drives better results. 🌍

For me, the People pillar feels especially relevant. A company that values its employees’ well-being and growth naturally aligns its goals with those of its team. When employees feel supported, they’re more motivated to work toward shared success.

When it comes to People, having employees to remain actively and effectively engaged in the workforce, both now and in the future can be achieve through healthy organisational cultures that prioritise employees, value their contributions, and actively support their physical, mental, and emotional well-being.

Beyond the workplace, this also involves giving back to the community, which can take many forms. One of them can be thorugh Volunteer Opportunities. This encourages employees to participate in volunteer programs that benefit society, fostering a sense of purpose and connection.

Key Takeaways from the Session

1️⃣ Reflecting on the “People” Pillar

One moment that really stood out to me was a video showing a newcomer feeling lost on their first day. It reminded me of how vital onboarding is—whether for interns or full-time employees. Simple actions, like introducing yourself, giving a quick office tour, or just checking in, can make a newcomer feel welcome and set them up for success.

2️⃣ Mental Wellness: HR’s Expanding Role

This session emphasised that HR isn’t just about policies and paperwork—it’s about people. Mental wellness is a big part of that. Some takeaways that resonated with me were:

• Proactively checking in with colleagues to see how they’re doing.
• Creating supportive environments where no one feels isolated.
• Providing resources and training for managers to handle sensitive conversations about mental health.

It was a reminder that mental health at work isn’t just the responsibility of individuals—it’s a shared effort between employees, managers, and HR professionals.

3️⃣ Flexible Work Arrangements (FWA)

With FWAs officially taking effect on December 1, 2024, the session shed light on how communication is key to making this arrangement work.

• Telecommuting: Working from home to save time from traveling
• Part-Time Work: This allow employees to prioritise personal needs through reducing working hours. The company can emphasise on supporting the transition back to full-time work when employees are ready.
• Job Sharing: Splitting responsibilities between two employees for flexibility reduce the work load between 2 person
• Staggered Time: Adjusting start and end times to accommodate individual schedules during operating hours.

What struck me was how collaborative the process needs to be. Employees should clearly communicate their needs and expectations, while company must balance individual requests with business goals. When done well, FWAs can improve productivity, employee satisfaction, and retention.

What This Means for HR Professionals

This session reminded me that HR plays such a critical role in shaping workplace culture. It’s about fostering inclusivity, well-being, and open communication. When companies invest in these areas, it not only benefits employees but also strengthens the organisation as a whole.

Retention was another topic that stood out to me. Losing talented employees because their needs aren’t met can be incredibly costly—not just financially but also in terms of morale. Offering flexibility, listening to employees, and adapting to their needs are small steps that go a long way in building loyalty.

Final Reflections

This event left me feeling reflective to think deeper about the role of HR in creating better workplaces. Whether it’s through thoughtful onboarding, promoting mental wellness, or implementing flexible work arrangements, HR isn’t just about managing people—it’s about empowering them.

At the heart of it all is the belief that putting people first leads to better results for everyone. When employees feel valued and supported, they’re more likely to be engaged, motivated, and aligned with company goals. That’s the kind of workplace culture I want to be part of—and help create.

Here’s to learning, growing, and building companies of good in 2025 and beyond! 🌱