Based on the case study, several fundamental social and economic factors are driving changes in the business landscape. These include rapid shifts in the business environment, a growing emphasis on emerging markets, the borderless nature of workspaces, specialized job roles leading to new career models, evolving leadership styles, and fierce talent competition.
Looking back at the previous decade, during the era of industry 3.0, traditional HR functions primarily focused on labor management, meeting operational demands, and handling recruitment. However, the increasing complexity of business needs has compelled HR roles to evolve. Today, HR functions have transformed into Global HR or strategic HR, actively partnering with the business to leverage global mobility, tap into specialized expertise, and deploy the right talent at the right time and place. HR now utilizes the company's structure to take charge of skill and talent management, combining recruitment expertise with a global mobility mindset to source and manage the workforce.
The evolution of the HR function places a stronger emphasis on its strategic significance, expanding its scope to align closely with the overall business objectives. Equipping HR professionals with the necessary skills, ensuring that staff are well-versed in mobility concepts, and facilitating business-oriented discussions about mobility act as the bridge to the mobility island. This approach is more focused on achieving business objectives for sustained success.