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: karen@hrmasia.com.sg
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
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Registration includes: Presentations, luncheons,
networking sessions, refreshments and delegate pack
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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.
Please reserve ______________ seat(s)
Early Bird Special
For registration and payment received by 14 January 2015
S$1,500 + GST*
Full Conference Fee
Methods of Payments
For registration and payment received after 14 January 2015
S$2,100 + GST
UPON INVOICE
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Telephone: (65) 6423 4631
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