Thank you KSI (Strategic Institute for Asia Pacific) for your kind invitation to have me in one of your sharing session for National Human Resources, Leadership & Talent 2025 – Towards Future Proofed and a Future Ready Workforce forum in Kuala Lumpur, Malaysia on 7th August, 2025.

The National Human Resources, Leadership and Talent Forum is a high-level event bringing together business leaders, C-suites, thought leaders and human resource managers and professionals to discuss strategic issues of importance to strategic human resource management.

It is a meeting of minds for leaders and professionals to exchange ideas, insights and information and to take stock of key challenges and trends.

L.E.A.D.

Below is my full speech transcript for the event at Royal Chulan Hotel, Kuala Lumpur, Malaysia.

Salam Sejahtera and blessed morning to you, Dato, esteemed panel speakers, distinguished guests, ladies, and gentlemen.

I am Esther Law, founder and chairlady of YAST Group, and this year, we celebrate not just our 10th anniversary, but also my 20th year in the healthcare sector. I have walked a meaningful path: from being the International Affairs Director and VP in a 400-bed cancer hospital in Guangzhou to leading a 1,000-bed facility in Hainan from 2005 – 2016, Now, I manage my own portfolio companies with an aim of journeying with 100 young entrepreneurs in the next decade, particularly in healthcare, agriculture, and mining, all with a strategy rich in education, digitalization, globalization, and corporate social responsibility.

I am blessed too for having 2 columns – Sarawak Tribune- Leadership Horizon and Life Senses as I am able to share inputs and hopefully be a blessing to others.

As I reflect on these years of experience, I invite all to consider the evolving role of Strategic HR Management… using the acronym “L.E.A.D.”…

I will walk you through my perspectives on effective HR leadership, performance management, and organizational transformation.

L: LEADERSHIP – The Foundation of Strategic HR Management

At the heart of successful organizations is effective leadership. Research by Gallup indicates that companies with strong leadership can improve employee engagement by up to 36%. In the healthcare sector, where empathy and communication are crucial, transforming our management into an influencer-based model has greatly enhance staff satisfaction and, ultimately, patient care.

To strengthen leadership within HR, we must focus on developing leaders who embody emotional intelligence and adaptability. I believe that co journeying programs can amplify this growth as they offer a great environment for sharing knowledge and building interpersonal skills.

E: EMPLOYEE EMPOWERMENT – A Pillar of Engagement- lead with concerned HEARTS

If we want to see real transformation in our HR, empowering employees or workforce is the key.
According to a report by the Great Place to Work Institute, there is a remarkable correlation between employee empowerment and retention rates. Employees working for organizations that prioritize empowerment experience 50% lower turnover rates.

Strategic HR should actively involve employees in decision-making processes; give them that sense of ownership. This could mean establishing employee resource groups to provide insights into workplace culture or initiating platforms for sharing ideas.

Companies like Google have led the way, offering employees “20% time” to explore side projects. This not only fosters creativity but also heightens engagement.

A: ADAPTABILITY – Responding to Change as Human Duties

In an ever-evolving landscape, adaptability is non-negotiable. HR must facilitate change management initiatives that empower employees to embrace transformation rather than resist it. In the context of today’s ever-changing world, this has become, not just an option that we may or may not take, but a duty for success and adaptability.
Harvard Business Review emphasizes the importance of a strong change management strategy, as organizations with effective change initiatives are 3.5 times more likely to succeed.

HR must develop training programs focused on resilience and innovation. Change is terrifying, yet inevitable; hence, we need to transform our workforce into agile entities. By fostering a culture of love, culture of continuous learning, culture of welcoming positive feedback or evaluation, companies can ensure they not only survive but thrive during moments of disruption.

D: DATA-DRIVEN STRATEGIES – Measuring Success

Lastly, leveraging data is essential for understanding the effectiveness of HR in driving business outcomes. Using key performance indicators (KPIs) to assess employee satisfaction, productivity, and turnover can provide valuable insights.

For instance, the Society for Human Resource Management (SHRM) suggests that organizations using data analytics have 3 to 5 times higher revenue growth than those that do not.

Evaluating HR’s effectiveness as a strategic partner requires integrating metrics into daily operations. Regular surveys, feedback loops, and performance evaluations can help facilitate informed decisions.

In closing, I wish to draw attention to ‘employee benefits’ as a crucial part of enhancing workplace satisfaction.
Progressive companies like Salesforce and Microsoft provide comprehensive well-being programs that go beyond the standard health benefits. From mental health resources to wellness stipends, these companies highlight the importance of holistic employee support and satisfaction.

By adopting the LEAD model in HR, we become more capable toenable leadership, empower employees, adapt to changes, and leverage data to create thriving workplaces.

Change begins with us, and if we align HR with strategic goals, we not only enhance performance management but lead a transformative journey throughout our organizations.

Let’s inspire — let’s lead.

Thank you.

Presentation Deck

Photo Gallery

Note: Photos and text from Esther’s sharing on social media – https://www.facebook.com/share/1B7sDbenHY/