OSI Systems

Raymund Chua (“Ray”) is a seasoned global HR professional with over three decades of diverse experience in leading multinational corporations. He has a proven track record of success across various industries/sectors and geographies.

What impact do you expect new developments in Performance Management to have on overcoming the obstacles your business faces in meeting its requirements?

It's not about new developments in performance management, but rather the critical necessity of implementing a performance management program as a consistent strategic competitive advantage for any organization. Let me highlight two key environmental changes in recent years.

Firstly, there's been a shift in job longevity. In the past, you could train an entire cohort of people and be set for the next 10 years. However, in some countries like Singapore, job longevity now averages between 3 to 5 years. This means that every three years, there's a completely new set of employees entering the organization.

Secondly, our digitally connected world has transformed business interactions. Previously, interactions were primarily reserved for senior management teams. However, today, even the most junior staff members are expected to engage with customers and suppliers. The skills and knowledge once exclusive to senior management must now be accessible to those representing your business.

Managing employee performance has become even more critical. The key to maintaining a competitive advantage for any organization lies in how quickly you can train new hires to adhere to standardized approaches in workforce management. Our customers now expect consistent service delivery regardless of who they are interacting with.

If your company can give consent for this, can you share your experiences from one of the initiatives that you were recently involved in?

OSI Systems recognizes the importance of maintaining a regular performance management program. We conduct two full days of training for all our supervisors to ensure a uniform approach to workforce management.

Our objective is to provide this critical training annually to new supervisors and those in need of refreshment. We refer to this as our supervisor program, the "Performance-in-Motion" workshop, covering five critical areas: Goal Setting, Performance Monitoring, Performance Assessment, Rewards, Recognition, and Consequences, as well as Training, Education, and Development.

Our supervisors have reported significant learning outcomes from this workshop, indicating a resounding success. Moreover, these workshops facilitate invaluable networking opportunities among supervisors. In our digital environment, such gatherings are rare, making the exchange of insights in person even more valuable.

What are some of the challenges in your business that current services are unable to provide an optimal solution?

Not so much about the current services that are unable to provide an optimal solution. The challenge is to strike a delicate balance between a standard global approach versus site/geographical customization and executing in an agile manner.

What advice would you give to colleagues in the HR field, based on your own experiences, in terms of actions to take and actions to avoid?

Don’t try to reinvent the wheel. Performance management is not rocket science. What is important is to quickly design and deliver a regular performance management program for the organization. The best way is to do it in-house, providing an opportunity for the HR team to be part of the business.