As organizations continue to navigate a rapidly changing business environment, HR leaders across the APAC region are confronting challenges and opportunities surrounding the implementation of new technologies, particularly in the areas of data analytics, AI, and talent management. We sat with Eugene Lam, Senior VP HR at ST Engineering who sheds light on the evolving landscape of HR technology and the skills needed for HR leaders to thrive in 2025 and beyond.
The Slow Adoption of Analytics and AI in HR
Despite the advancements in HR technology, a significant gap remains in the adoption of analytics and AI across major regions in APAC, especially Southeast Asia. While these tools have been available for years, many organizations have yet to unlock their full potential. According to Lamb, the issue lies partly in the varying maturity levels of companies across the region and their investments in HR technology. Not all organizations are at the same stage in their digital transformation journeys, which influences how HR functions leverage data analytics and AI. For 2025, HR leaders must focus on understanding where to make strategic investments to strengthen their technology frameworks and enhance talent management processes.
Adapting to Emerging HR Technologies
While advanced HR tools such as gamification and AI-powered recruitment platforms can offer tremendous value, their usefulness depends on the context of the organization. For example, large-scale hiring initiatives—such as recruiting thousands of university graduates annually—may benefit from these tools, but for companies that hire only a handful of employees each year, such investments may not be justified. Lamb advises HR leaders to evaluate new technologies based on their specific needs, ensuring that the tools they implement align with both organizational goals and the company’s operational scale.
Key highlights of the conversation
- ROI Focus in HR Tech Investments: Many companies in Southeast Asia are reducing investments in HR tech, particularly for talent acquisition. HR leaders must clearly demonstrate the ROI of these investments to gain buy-in from business stakeholders.
- Adapting HR Technologies to Organizational Needs: HR must evaluate emerging technologies, such as gamification and AI, based on the specific needs and scale of their organization to ensure relevance and cost-effectiveness.
- Evolving Role of HR Tech Partners: HR Tech providers must shift from simply implementing tools to helping HR departments generate meaningful insights that drive business outcomes.
- Developing HR's Tech Competency: HR professionals must enhance their understanding of emerging technologies like AI and machine learning to stay relevant in the digital age.
- Changing Expectations for CHROs: The role of the CHRO is evolving as external disruptions require a blend of business acumen and tech-savvy leadership.