Pragma and Will Group and Humanica join forces to shake HR in metaverse era
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Pragma and Will Group and Humanica join forces to shake HR in metaverse era

Pragma and Will Group announces its official business launch as a transformation consulting firm joining hands with “Humanica”, the number one HR solution provider in Thailand to drive the HR business to the fullest amid changes in the digital world and HR trends ready to enter the metaverse era.

World-class Thai consulting firm

Panuwat Kanchanosot, Co-Founder and Executive Partner of Pragma and Will Group Co., Ltd., revealed, “Pragma and Will Group is a consulting company with expertise in organisational transformation and human resources to enhance business growth with digital transformation. With a team of experienced professionals from world-class consulting firms of over 15 years, Pragma and Will Group has helped many organisations transition successfully, including government agencies, state enterprises, large corporations, SMEs and family businesses in various industries.

“We specialise in strategic planning and outstanding execution that emphasises a realistic plan of action to achieve successful results with internationally accepted methods and tools. Moreover, as a Thai company, Pragma and Will Group can localise or offer solutions that are suitable for different business contexts and culture of each organisation to allow flexibility in adjusting the old business model to keep up with the digital transformation with the highest efficiency,” he said.

Pragma and Will Group focuses on four main businesses:

1. Business Transformation: Transforming the organisation to be ready for future changes including organisational structure, corporate culture, operating model change, and upgrading family business.

2. Strategy Execution and PMO: Formulating strategies and action plans to manage change.

3. Business Optimisation & Expansion: Expanding through mergers and acquisitions to generate new income as well as setting up new businesses, extending the success of the current business, or listing the company on the stock exchange.

4. HR Technology and Transformation: Using data-driven human resource management technology to formulate strategies, develop business, and create experiences for employees.

Pragma-Humanic: New phenomenon in HR industry

Wanchalerm Siriphand, Co-Founder and Executive Partner, Pragma and Will Group Co., Ltd., said, “As a corporate human resource consultant that lays out strategies and action plans for clients, a strategic partner helps create value for both companies. Therefore, we partnered with Humanica to use a technology platform to build success for our clients. In the early stages, we will build on our expertise to enable our clients to achieve success quickly. Pragma and Will Group’s clients can use the powerful and stable tools of Humanica to manage the organisation according to the plan while Humanica clients are entitled to organisation design and personnel management systems as well.”

Soontorn Dentham, Founder and Chief Executive Officer of Humanica Public Company Limited, said, “The Covid-19 situation has forced many organisations to adapt to digital transformation faster, especially on the development of personnel skills within the organisation. If an organisation has strategic partners, it will have an advantage. Humanica is the creator of personnel management software with the aid of Pragma and Will Group’s expertise in consulting, planning, and HR operating systems. This collaboration is to create value for clients and the HR industry as a whole as well as promote a more complete ecosystem which can offer services in an end-to-end format to clients, meet the needs of clients, and streamline the operation of the clients’ companies.”

“I believe that the cooperation of the two organisations will create a change in the direction of the HR industry of the future as it will connect the old world and the new world using knowledge and expertise from the long experience of both companies. We also see an opportunity to collaborate technologically in the future such as HR tech or HR analytic tools. We will jointly design solutions that fully meet the needs of clients,” added Mr. Wanchalerm.

HR trends in the metaverse age

Mr. Panuwat commented, “Managing people in this era can be a challenge as it is an uncertain and ever-changing time. Many times, experiences or solutions that have worked in the past cannot be applied to the current situation, especially as we enter the era of the virtual world where work patterns will change dramatically.”

Almost every organisation is talking about transformation. Most are focusing on technology, but Mr. Panuwat said the key challenge is to create an ecosystem that connects all four main factors together:

1. A diversified corporate culture from a modified business model, especially organisations that have created a new business model while maintaining the old business model at the same time.

2. Organisation management that is not in the traditional structure and doesn’t just stick to pyramidal or hierarchical structures, but rather focuses on agile, project-based, or platform structures with different management characteristics.

3. People, which is the most difficult factor to change in terms of different thinking, needs, and skill sets.

4. Technologies that will help increase the productivity of the organisation in order to effect real change and results with the key challenge being how to transform HR into a solution architecture to cope with change and uncertainty.

Mr. Soontorn revealed, “As we are entering the metaverse era, organisations should build HR systems to support new ways of working in accordance with the changes that are occurring, particularly the transition to hybrid workplace that allows employees to be flexible about where they work. Employees should have more options, not limited to being in the office alone. This will result in a decrease in the team’s relationship with the organisation. Therefore, technologies such as AR and VR may be needed to create employee intimacy in the virtual world. It is also important to establish a clear performance measurement system, growth criteria, and employee rewards to reduce the performance problems of employees who do not come to the office.

Mr. Wanchalerm concluded, “What is indispensable in the metaverse era is creating new skills for people in the organisation. The virtual world will demonstrate the competitiveness of organisations, and promotion of new skills is necessary to enhance the skills of employees to become more proficient to prepare for the competition and increase flexibility in human resource management. In addition to the technical skills necessary for the job, a good relationship within and between teams is important. Organisations must manage the challenges of balancing virtual and face-to-face interaction in an efficient way.”

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