HR head reveals biggest challenge

Cigna’s international HR officer thinks most industry professionals are up against this major issue

HR head reveals biggest challenge
Cigna’s international HR officer thinks most industry professionals are up against this major issue.

An international HR head has opened up about the biggest challenge currently facing the industry, offering insight into how her organisation is addressing the issue.

“I am sure many would agree that a major challenge in the industry continues to be recruiting the right talent, coupled with engagement and retention,” says Michelle Leung, HR officer of international markets at insurance giant Cigna.

“One of Cigna’s major investments is in its people so it’s critical that we embrace this challenge,” continues Leung, who says the firm has increased efforts in the area in order to future proof itself.

“We have developed several programs in the last few years to ensure the company consistently drives leadership growth with a focus on the development of local talent, investment in targeted exposure, early identification of high-potential talent and enhanced succession planning to increase Cigna’s candidate pool, driven by big-data analysis,” she tells HRD.

One such example is the firm’s Emerging Leader Talent Pool initiative which immerses future leaders in the business, exposes them to senior leaders and provides tailored growth plans.

In addition, Cigna's supports the learning and development of its workforce via its Global Educational Reimbursement Program.

“This excellent resource provides financial support for employees to grow and develop professionally through the pursuit of college degrees or professional certifications,” explains Leung.

Hong Kong-based Leung – who has over 20 years of international business and HR experience – also says there are some major challenges related to traditional ideas about the workplace.

“Mobile and flexible workspaces are a must as the increase in freelance workers and competition is driving ‘anytime – anywhere’ workspaces,” she tells HRD. “Performance and contribution to the business must be measured in results not time behind the desk.”

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