Top HR Topics In 2015!
Transcription
Top HR Topics In 2015!
Top HR Topics In 2015! HR Business Partner Strategy • Multi-Gen Workforce Management 4 & 5 February 2015 | Marriott Hotel Singapore Part I: HR Business Partner Strategy features the latest practices and insights on how to elevate your HR function to the next level, whilst improving organisational processes. Using case studies and effective blue-prints, leading C-level executives, HR and business leaders will help you build your business partnering capabilities to strategically influence your business and be instrumental in the future success of your organisation. Part 2: Multi-Gen Workforce Management features interactive open room sessions and no holds barred Panel Discussions from different generational viewpoints to address today’s most pressing issues, and equip you with the knowledge and best practices to build a cohesive and sustainable workforce to future-proof your organisation. Key Learnings from this event: • • • • • • • • Develop broader commercial awareness and understand how HR is linked to your business strategy and financial goals. Learn best practices and pitfalls in integrating human capital strategy into business strategy. Build strategic internal consulting skill sets to formulate the value proposition. Ascertain the critical competencies and capabilities of tomorrow’s HR business partner. Master strategies to transcend beyond an administrative role to a strategic role. Discover innovative methods to keep up with the increasingly diverse workforce. Balance the organisations’ vision and business needs against the demands of your millennials. Explore the benefits of using communication technology and social media to engage with the new generation. 2 Events for the price of 1 Save $600 Early Bird Special Only S$1,500 + GST* Register before 14 January 2015 Featured speakers: Jérôme de Grandmaison Vice President, Human Resources, Asia-Pacific ALSTOM BIODATA Venkat Eswaran Senior Director, Finance, Asia-Pacific HITACHI DATA SYSTEMS Evangeline Chua Head of Human Resources CITIBANK Grace Wong Vice President / Head of HR, Regional HR, SEA, Oceania & Taiwan SAMSUNG Jassy Tan Divisional Director, Human Resources, Asia-Pacific FJ BENJAMIN Brent Tignor Regional Manager, Human Resources, Asia-Pacific STEPAN COMPANY Carmen Wee Global Vice President, Human Resources (Software Business) SCHNEIDER ELECTRIC Cara Reil Vice President, Talent & Leadership Development SINGTEL Charis Bhagianathan Communications Manager, COUNCIL FOR WORLD MISSION Eswaran Nadarajah HR Director CLUB 21 Kar-Men Lim President, AIESEC SINGAPORE CURRICULUM VITAE Clarence Hoe HOE Yin Wae Clarence Group Director, Group Director, Human Resource Group International Enterprise (IE) Singapore Human Resources Carmen Wee has more than 20 years of extensive Human Resources experience in FMCG, hospitality and technology space. Her experience encompasses the broad spectrum of strategic HR Management in talent acquisition, reward management, organization development and M&A. Group Currently, Carmen is the Global Vice President, Human Resources, for the Software Business for Schneider Electric, a global technology group with an annual turnover of Euros $23 billion. She also carried a business role as the executive sponsor for a key customer in the region. Mr Clarence Hoe was appointed Human Resource Group Director of INTERNATIONAL International Enterprise (IE) Singapore with effect from 1 July 2012. ENTERPRISE As the government agency driving Singapore’s external economy, IESINGAPORE Singapore spearheads the overseas growth of Singapore-based enterprises and promotes international trade. The agency also has a global network in more than 35 locations, with presence in many emerging markets. Low Peck Kem CHRO & Senior Director (Business Partnership), SINGAPORE PUBLIC SERVICE DIVISION, PRIME MINISTER’S OFFICE Premium Gold Sponsor: Clarence has been in IE since 2005, where he had opportunities to lead internationalization intiatives for real estate and oil & gas sector. Following which Joe Hau Chee Dhananjay Misra he was posted to Sao Paulo Overseas Centre where he assisted various Seng to expand successfully into South America. And upon his return,HR companies he Business was posted to HR Group where he oversees the talent management, learning Directors, Partner, APAC Sales and development, and HR operations. Operations and Marketing Prior to joining IE, Clarence also contributed in JTC to conceptualise and TAN TOCK GOOGLE develop industrialSENG parks; as well as in Ministry of Trade and Industry for a national project to help finetune government policies and incentives to assist HOSPITAL Small and Medium Sized Enterprises (SMEs) in Singapore to be globally competitive. Brought to you by the people & ideas at: Contact Me to Register: Karen Soh | Tel: (65) 6423 4631 | Email: [email protected] Alan Whitehead Assistant Director Professional Development Centre BRITISH COUNCIL HR Business Partner Strategy - Wednesday, 4 February 2015 Registration and Coffee 8.30am On-Site Business Clinic with C-Suite Panellists How Can HR Better Contribute To True Business Value? Straight from the Horse’s Mouth C-Suite Insider: Is It Time to Split HR? Management guru Ram Charan’s recent article in the Harvard Business Review entitled “It’s Time to Split HR” has certainly created quite a stir. He proposed to eliminate the position of CHRO and split HR into two functions. One would be HR-A (for administration) that would primarily manage compensation and benefits and report to the CFO. The other would be HR-LO (for leadership and organisation) which would focus on improving the people capabilities of the business and report to the CEO. But is it really time to say goodbye to HR? Join our face-to-face interview with CEOs, COOs and CFOs and gain deeper insights into: • • 9.00am • • What are their opinions about Ram Charan’s suggestions? Where and how HR can add value to organisations, in terms of bottom line, shareholder and stakeholder’s values? What are the non-HR related projects where they would like more contribution from the HR department? How can HR better collaborate with C-Suite leaders for better strategic manpower planning? Take advantage of this free-consultation opportunity one-on-one meeting staged in a roundtable setting. Prepare questions and get into conversation with our C-Suite panellists to discuss specific business opportunities or challenges you may be facing C-suite Panellists: 10.00am Joe Hau Chee Seng Directors, Operations, Tan Tock Seng Hospital Venkat Eswaran Senior Director, Finance, Asia-Pacific Hitachi Data Systems 11.00am According to a recent survey*, five hundred CEOs indicated their disappointment in their HR departments due to HR rarely bringing a strategic initiative to the C-Suite in terms of ROI, revenue growth and profitability. This perception mainly stems from HR’s lack of business acumen skills. To position your department as part of a strategic investment that supports executive-level needs, you must have an understanding of how your business makes money and a grasp of the key challenges and priorities your business is facing. Low Peck Kem CHRO & Senior Director (Business Partnership), Singapore Public Service Division, Prime Minister’s Office Panellists: Joe Hau Chee Seng Directors, Operations, Tan Tock Seng Hospital “Eminent and inspiring speakers with good sharings and topics covered” - Gardens by the Bay Morning Refreshments and Networking Break Business Acumen Skills for HR – Your Role as a “Business Partner” Moderator: Venkat Eswaran Senior Director, Finance, Asia-Pacific Hitachi Data Systems Low Peck Kem CHRO & Senior Director (Business Partnership), Singapore Public Service Division, Prime Minister’s Office 11.30am This session will equip you with the skills and frameworks to: • Understand and speak the language of business to empower your department in the Boardroom • Master practical strategies to aligning human capital initiatives to the bottom line and to meaningful business outcomes • Evaluate all your HR processes and potential investments to understand your HR priorities and make investment decisions like other business functions • Grasp effective approaches to assessing internal client needs and delivering value against those needs * Accord Management Systems, Thousand Oaks, CA Lunch and Networking Break 12.30am Case Studies Presentation Integrating HR and Business Strategies for Better Business Results? The 2013 Global Assessment Trends Report (GATR) survey reported that only 41% of firms are confident that their human capital strategy is truly embedded in their organisation’s strategy. Moreover, most senior business leaders are unclear as to who should actually bear the responsibility for these critical issues. A key contributor to the failure of most HR strategic plans and confusion is a lack of integration of HR strategies in the overall business plans. Think Tank Where did Your HR Business Partner (HRBP) Model Go Wrong? Although many organisations advocate for a strategic HRBP model, they have struggled with translating the theoretical concept into practical reality. Join a panel of experts to learn about their successes and pitfalls in implementing HR business partnering. Find out: • What are their roadblocks in establishing and operating the strategic business partner role? • How to find the right balance between transactional HR operations and strategic responsibilities? • How they overcame the limitations of their HRBP model? • How to get line managers to work as “partners” with HR? 1.30pm 2.15pm • • • • Moderator: BIODATA Carmen Wee Global Vice President, Human Resources (Software Business) Schneider Electric Panellists: Evangeline Chua Head of Human Resources Citibank Carmen Wee has more than 20 years of extensive Human Resources experience in FMCG, hospitality and technology space. Her experience encompasses the broad spectrum of strategic HR Management in talent acquisition, reward management, organization development and M&A. In this session, you will learn about the toolkit approaches the organisation adopted to: 3.15pm Develop a Business and People SWOT analysis to identify sources of competitive advantage Translate business priorities into talent needs Identify talent management risks associated with business objectives using strategic workforce planning Align strategic business objectives to HR metrics and reporting progress against strategic goals Afternoon Refreshments and Networking Break Currently, Carmen is the Global Vice President, Human Resources, for the Software Business for Schneider Electric, a global technology group with an annual turnover of Euros $23 billion. She also carried a business role as the executive sponsor for a key customer in the region. Grace Wong Vice President / Head of HR, Regional HR, SEA, Oceania & Taiwan Samsung Jérôme de Grandmaison Vice President Human Resources Asia-Pacific Alstom “The conference speakers were very approachable and honest with their feedback and case studies - it was excellent overall” - Trust Energy Resources “An excellent job done by HRM Asia to make this grand event special and successful” - Coca Cola Case Study Presentation Public Sector Focus: International Enterprise (IE) Singapore’s HR-Business Partnership Journey Mini-Workshop: Internal HR Consulting Skills: How to Shine as a Trusted Business Partner HRBPs continue to be challenged by today’s myriad complex business situations. They are expected to move away from being transactional administrators to become proactive internal consultants who deliver strategic people management solutions that drive business performance. IE Singapore’s HR role is transforming in tandem with the agency’s growth direction, going beyond administrative functions to one that closely engages management and business units at a strategic level. Learn from IE Singapore that is still on the journey – what their lessons learned have been, as well as plans and next steps. This session shares practical guidance and insights in: • How to implement strategic HR in the public sector? • How to forge effective partnerships with line managers to identify critical people gaps and strengthen their capabilities to deliver? • How to incorporate Organisational Development and Centres of Excellence in their HR initiatives to meet business objectives? • What have been the consequences of this transformation and what metrics have been introduced to measure the success? CURRICULUM VITAE 3.45pm This interactive mini-workshop will equip you with the skills, tools and frameworks required to effectively embrace internal consulting and better contribute to the organization bottom line. This session will explore: • • • 4.30pm • Fostering strategic trusted partnership with your stakeholders: Understanding the 4-Level Value Relationships and IMPACT model Begin with Stakeholder’s End in Mind: Solution-Focused Approach Gaps’ Applications: Leveraging Strengths Putting Everything Together Adam Lim APJ Talent Transformation Manager HP Clarence ClarenceHOE HoeYin Wae Group Director, Human Resources Group Enterprise AsInternational the government agency driving Singapore’s external economy, IE Singapore spearheads the overseas growth of Singapore-based enterprises andSingapore promotes international trade. The agency also has a global network in more than 35 locations, with presence in many emerging markets. Group Director, Human Resource Group International Enterprise (IE) Singapore Mr Clarence Hoe was appointed Human Resource Group Director of International Enterprise (IE) Singapore with effect from 1 July 2012. Adam Lim is an experienced Internal Consultant who had foster trusted partnership with business and cross-functional stakeholders to drive Sales Transformation, Leadership & Management Development and Professional Skills programs in Global Technology companies. Some of his key projects are Customer Value Creation, General Manager Series and Transformational Accounts Program. Clarence has been in IE since 2005, where he had opportunities to lead internationalization intiatives for real estate and oil & gas sector. Following which he was posted to Sao Paulo Overseas Centre where he assisted various companies to expand successfully into South America. And upon his return, he was posted to HR Group where he oversees the talent management, learning and development, and HR operations. IE Singapore is the government agency that promotes international trade and spearheads the overseas growth of Singapore companies. Clarence Hoe has been in IE since 2005, where he had opportunities to lead internationalization initiatives for real estate and oil & gas sector. Following which he was posted to Sao Paulo Overseas Centre where he assisted various companies to expand successfully into South America. And upon his return, he was posted to HR Group where he oversees the talent management, learning and development, and HR operations. Prior to joining IE, Clarence also contributed in JTC to conceptualise and develop industrial parks; as well as in Ministry of Trade and Industry for a national project to help finetune government policies and incentives to assist Small and Medium Sized Enterprises (SMEs) in Singapore to be globally competitive. Besides internal consultancy, Adam coaches managers and talents for career & leadership development, leveraging strengths and people strategy. He also facilitates strategy, team & collaboration workshops for internal groups. Prior to joining IE, Clarence also contributed in JTC to conceptualise and develop industrial parks; as well as in Ministry of Trade and Industry for a national project to help fine tune government policies and incentives to assist Small and Medium Sized Enterprises (SMEs) in Singapore to be globally competitive. Adam is a Certified Solution Focused Coach, Certified Emotional Quotient-Inventory 2.0 Consultant and Registered LEGO® SERIOUS PLAY® Facilitator. 5.30pm End of Day One Multi-Gen Workforce Management - Thursday, 5 February 2015 8.30am Registration and Coffee 9.00am Opening Address by Chairman Dialogue #3: Gen Y Viewpoint The Other Side of the Story – Millennials’ Tips on How To Move With the Times Dialogue #1: HR Viewpoint Challenges the Millennials Bring 9.15am Often earmarked as the frivolous generation, Gen Y is seen to be the one that rocks the organisational boat. Bringing their anecdotes and suggestion to the table, this Panel Discussion will have HR professionals discuss how to appeal to the young talent pool by: • Uniquely positioning their employer branding to attract and retain young candidates • Customising careers for this group of talent • Questioning issues brought up by the millennials and how to deal with them 11:15am Panellists: Kar-Men Lim President AIESEC Singapore Charis Bhagianathan Communications Manager Council for World Mission Karynne Choong Management Associate Learning Lab Panellists: Jassy Tan Divisional Director, Human Resource FJ Benjamin Mini Workshop Overcoming Communication and Relationship Difficulties by Understanding Generations Differences Eswaran Nadarajah HR Director Club 21 This workshop is designed to help people work more effectively within their generational teams, through increased understanding, empathy and a respect and appreciation for difference. Dialogue #2: Gen X Viewpoint No Holds Barred – What We Really Think and How We Can Progress 10:00am This session will bring together established employees to discuss what they really think about the younger workforce and the adjustments they are willing and able to make to develop together. This Panel will cover: • The important factors that motivate them to perform • Their expectations in terms of recognition, rewards and benefits • How to cope with youth’s perception their generation is out of touch with current socio-economic developments 10.45am Morning Refreshments This session will have a young group of digital natives address the various factors that attract, engage and retain them in an organisation. These Gen Y panellists will cover: • What they really think an ideal workplace should be like • Their realistic expectations in terms of recognition, rewards and benefits • Engagement and motivation tools and strategies that encourage their creativity and would improve attrition rates 12.00pm Introduction • Why understanding the different age groups will help you in your work My shoes, your shoes – shifting emotions and attitudes • Characteristics of the generations • Traditionalists • Boomers: early and late • Gen X • Gen Y • What other generations think about you! My shoes, your shoes – shifting action • Acknowledge the feelings, do something different • Get to know, appreciate and learn from the person • Relationship building transcends difference Alan Whitehead Assistant Director Professional Development Centre British Council Networking Lunch 1.00pm Panel Discussion: Exploring Communication and Social Media Tools That You Could Incorporate Into Your Workplace Interactive Case Study Presentations + Live Open Room Discussions Changing Trends in Work Styles and Environment How do organisations that adhere to traditional morning meetings and classroom style training programmes cope with a new generation that favours Whatsapp virtual meetings and updating teams about their whereabouts through Foursquare. Generational gaps and the increasing use of technology are causing a huge transformation in the way organisations are managed. Listen to four different organisations that are making a conscious effort to move away from their traditionalist ways to keep up with the times and expectations of their ever-evolving workforce. 4:00pm Case Study #1: Changing the Way We Communicate Internally Dhananjay Misra HR Business Partner, APAC Sales and Marketing, Google 2:00pm Panellist: Brent Tignor Regional Human Resources Manager - Asia-Pacific Stepan Company Case Study #2: Workplace Flexibility as a Retention Strategy Cara Reil Vice President, Talent & Leadership Development SingTel Incorporating Reverse Mentoring into your Organisational Development Programme Case Study #3: Vibrant and Exciting Workspaces and Office Environments 4:45pm Case Study #4: Developing a Digital Savvy Workplace 3:30pm This Panel Discussion will push the boundaries of how technology is changing the way we view work by: • Understanding the various applications and tools now available to communicate and engage with your workforce • Exploring how organisations can leverage on the implementation of these communication and social media tools • Introducing technology as a concept to the older generation and how to go about doing this Organisations are increasingly looking within the existing workforce to fill knowledge and skill gaps. One effective way to go about doing this is to get your already tech savvy employees to mentor those who are not. This session will cover: • How reverse mentoring can save resources • How to design rules of engagement and action plans before implementing this method • Creating an openness among staff that will encourage this seamless transition of knowledge Afternoon Refreshments 5.30pm Participating Organisations: BIODATA End of Congress Sign Up Registration includes: Presentations, luncheons, networking sessions, refreshments and delegate pack 60% CASH BACK Conference Rates on all HRM Congresses Top HR Topics In 2015! Conference Date: 4 & 5 February 2015 Venue: Marriott Hotel Singapore The Productivity Innovation Credit (PIC) Scheme offers Singapore registered companies 60% cash back on all HRM Congresses. Or a 400% tax deduction instead, the choice is yours. 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