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Live: Talent Management Asia 2017, Malaysia

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Welcome to Talent Management Asia 2017, Malaysia, Asia’s biggest and most respected conference on talent management and human capital strategy! This conference will see speakers from FedEx Express Malaysia, Pfizer, TalentCorp Malaysia, and more sharing their insights into some of the biggest challenges through keynote presentations, panel discussions and interactive roundtables.

On this page, you can catch live updates from the conference, brought to you straight from Connexion@Nexus, Kuala Lumpur, Malaysia – from all the tweets on #TMA2017 to the top advice dished out by our speakers, and photos through the day.



Day Two


Those sessions bring us to the end of Talent Management Asia 2017, Malaysia. Hope all of you had a great time and managed to bring home a few key takeaways from the conference. Thank you once again to all our speakers, delegates and sponsors, and we do hope to see you again next year.


As curtains close on this year’s edition of Talent Management Asia, Henry Yeoh, deputy president, Malaysian Institute of Human Resource Management (MIHRM) takes the stage to thank everyone who made this possible – speakers, delegates and sponsors.

TMA MY 2017 D2 closing

Here’s a list of our generous sponsors:

Gold sponsors
– KNOLSKAPE
– ManpowerGroup
– Virgin Pulse

Silver sponsor
– iTalent

Co-organiser
– Malaysian Institute of Human Resource Management (MIHRM)

Event Partners
– DDI
– FAA
– Kelly Outsourcing & Consulting Group (KellyOCG)

Exhibitor
– People Psyence


The final case study will be shared by Jing Pei Goh-Asmala who co-founded the Otak-Otak programme, a social enterprise with an integrated internship and leadership development programme to tackle brain drain issues in Malaysia.

We welcome, Jing Pei Goh-Asmala, head of people and organisation, ServisHero, on stage to share a quick case study aound how young talent can be recruited, selected and retained.

TMA MY 2017 D2 ServisHero

The second case study will be shared by Vaclav Koranda who has held executive roles in human resources in several companies in the ICT industry since 2002. Throughout his career, he has received numerous awards for HR excellence, employer branding, and more.

Now, Vaclav Koranda, vice-president, human resources, T-Systems Malaysia, takes the stage to share a quick case study around implementing people engagement to boost engagement and productivity.

TMA MY 2017 D2 T-Systems CS

The first case study will be shared by TP Chua who brings with her extensive experience in higher education, training, learning and development in both education and the corporate arena. She started her career at Infineon under HR learning and development and has set up three comprehensive talent management programmes at Infineon in the past five years.

Today, TP Chua, HR future work manager, Infineon Technologies, shares a quick case study around designing graduate recruitment and development programmes to build a talent pipeline.

TMA MY 2017 D2 Infineon CS

The last session on today’s agenda see delegates treated to three quick presentations on best practices in talent management from award winning companies, Infineon Technologies, T-Systems Malaysia, and ServisHero.


Delegates break for coffee and networking, and thank Talent Management Asia 2017 sponsors, partners and exhibitors.


As the regional HR lead for Dell Malaysia, this next speaker drives human resources strategies that support the company’s vision, transformation and continued growth. Under his leadership, both Dell Malaysia and Singapore have won numerous Employer of Choice and HR Innovation awards.

Taking the stage now, Andy Muniandy, regional HR director, South East Asia, Dell EMC, shares some key takeaways from redesigning and streamlining a performance management process at the computer technology company – these include the critical areas to focus on as well as challenges and how they are overcome.

“Performance management is not something that you can change in one day, it is a process. You have to constantly make it better to meet the expectations of the organisation, the leaders and the employees,” he says. 

TMA MY 2017 D2 Dell

As Malaysia’s Top Graduate Employer 2013 and 2012, and a three gold winner at the HR Excellence Award 2014, our next speaker strongly believes that learning and development is most effective when it moves beyond the classroom and is most transformative when it is designed into the work environment, activities and relationships.

Today, Ling Hsern-Wei, general manager, human capital, PwC, shares a case study on how organisations can develop the skills that managers, supervisors and team leaders need to be effective in performance appraisals.

Ling shared three observations about performance management.

“Performance appraisals and performance management are not the same thing; the most valuable performance management is done informally and day to day; and a culture of real time development is the most powerful force in the world of high performance,” he says.

“But many organisations ignore all three.”

TMA MY 2017 D2 PxC

Delegates take a lunch break, and check out cool insights from exhibitor People Psyence. Please meet them while you’re at Talent Management Asia 2017!

20170307_105608

Talent Management Asia 2017, Malaysia exhibitor: People Psyence


Up next is a speaker who is passionate in driving the organisation to bring life to talent strategies that support growth and associate development. As the people and organisation director of Mars Chocolate Southeast Asia and Thailand, she has led several change initiatives which presented development opportunities for talent while driving unit effectiveness.

On stage now, Karen Yen, people and organisation director, Mars Chocolate Southeast Asia and Thailand, taps on her experience to share a case study of how the confectionery manufacturer built a consistent high-performing culture.

Yen shares the five steps to the firm’s high performing culture – inspire purpose, crystallise intent, cultivate collaboration, activate ways of working, sustain and renew.

High performance culture plays an important role in retaining great leaders and team managers that our associates deserve,” she says.

TMA MY 2017 D2 Mars

A chemical engineer by training, this next speaker has more than 20 years of experience in the HR services industry in Europe, the Middle East and Asia, and has worked with working with a wide range of local and multinational organisations to implement HR solutions and best practices.

Taking the stage now is Sam Haggag, director, MSP and sales – Asia Pacific and Middle East, country manager, ManpowerGroup – Malaysia and Indonesia, with tips on designing a sustainable talent strategy during the fourth industrial revolution.

“Millennials are focused on a career for me, paving their own path and developing the skills to ensure employment security,” Haggag says.

“Managing others is low on their list; money and purpose matter much more. It is time for organisations to rethink people practices to attract, retain and develop the next generation of leaders.”

TMA MY 2017 D2 ManpowerGroup

We take a tea break, and thank Talent Management Asia 2017 event partners, DDI, FAA, and Kelly Outsourcing & Consulting Group (KellyOCG).


Our next speaker has had extensive experience in both the start-up and corporate environments in the digital world before venturing into the field of human resources. His utilisation of analytics to foster a digital mindset and engagement among leaders and experts is reflected in the high adoption rates of digital tools as well as unprecedented double-digit growth in the employee engagement scores over the past three years.

Today, Monir Azzouzi, head of employee experience and branding, Maxis,taps on his expertise to share how the firm is achieving a digital-ready workplace through HR.

Azzouzi highlights that when working towards a digital-ready workplace, mindsets have to be changed.

“You have to change their mindsets through disrupting, inspiring, and elevating your employees,” he says.

“You have to disrupt them – let them know that their job might not exist in 10 years time. Then you have to inspire them – let them know that there are people who have succeeded in adopting new technology. You then have to elevate them – give them the tools that they need for the workplace,” he explains.

“It’s important that you go through all three stages when you want to change their mindsets,” he adds.

TMA MY 2017 D2 Maxis

Moderating this panel discussion on transforming the HR function with technology – efficiently and effectively is Faz Kamaruddin, group head, talent, AirAsia. Joining her on the panel are (from L-R):
– Victor Phang, regional general manager, iTalent
– Karen Yap, chief human resource officer, Manulife Holdings
– Fazilah Yusof, chief human resource officer, Prudential BSN Takaful
– Yvonne Teng, human resources director, SEA, Ericsson

Phang raises the issue of getting go-ahead from stakeholders on implementing HR technology. “You have to set their expectations, let them know that it takes time to implement the system, after which, productivity will increase by 40% and we will use that increase in productivity to implement something that will benefit the organisation in another way.”

A desired state in HR is that the people leaders own the development, performance management etc. of their employees, affirms Yap. She adds: “Innovation might not be an innovative product, it could also be inculcating a culture where the people managers act as HR leaders and manage the HR processes for their employees.”

TMA MY 2017 D2 Panel

Our first speaker kick-started the APAC operations for KNOLSKAPE in 2014 and currently leads the region’s operations. In his current role, he is responsible for defining the vision, strategy and execution of KNOLSKAPE’s expansion in the APAC region.

We welcome, Ritish Reddy, SVP, capability solutions, KNOLSKAPE, on stage to tap on his experience and share how organisations can use gamification to manage and develop talent, as well as how its cost and effectiveness can be measured.

“Some benefits of gamification are that it bridges the gap between theory and practice; provides instant feedback about the actions that participants take; and boosts productivity when compared to traditional learning.”

“You can’t gamify the goal of the organisation,” Reddy adds. “There has to be a set of shared goals between the stakeholders (employees) and employers (HR leaders) to meet the goals of the organisation.”

TMA MY D2 Knolskape

Henry Yeoh, deputy president, Malaysian Institute of Human Resource Management (MIHRM) takes the stage to welcome all delegates, sponsors, and speakers to day two of Talent Management Asia.

He says: “The insights that the digital HR experts are going to share today will ignite a spark of realisation in you to look to upgrade your workforce to be digital ready.”

TMA MY 2017 D2 opening

Welcome to day two of Talent Management Asia 2017, Malaysia, Asia’s biggest and most respected conference on talent management and human capital strategy! Today’s conference will see speakers from AirAsia, Maxis, KNOLSKAPE, and more sharing their insights into some of the biggest challenges through keynote presentations, panel discussions and interactive roundtables.

On this page, you can catch live updates from the conference, brought to you straight from Connexion@Nexus, Kuala Lumpur, Malaysia – from all the tweets on #TMA2017 to the top advice dished out by our speakers, and photos through the day.

The registration counter is open and our team is all set to welcome today’s delegates at Talent Management Asia 2017, Malaysia.

TMA MY 2017 D2

Day One


As day one of Talent Management Asia 2017, Malaysia comes to an end, we thank all sponsors, speakers and delegates for joining us. Hope all of you had a great time and managed to bring home a few key takeaways from today’s conference join us tomorrow for more insights.

TMA MY 2017 D1 closing

TMA Stream 1: That buzzer marks the start of the second interactive session, this time around developing high potentials where delegates give their take on growing the organisation’s greatest asset for future business success.

TMA MY 2017 D1 Stream 1 interactive 2

 

TMA Stream 2: That buzzer marks the start of a second interactive session, this time around onboarding and retention. Delegates dive into a discussion around the key factors that drive the engagement of managers to help new hires during the onboarding process, as well as the best practices in retaining top performers during an economic downturn.

TMA MY 2017 D1 Stream 2 interactive 2

TMA Stream 1: After a well-deserved coffee break, delegates of the leadership development stream dive into two consecutive interactive sessions.

Moderating the discussions are table hosts:
– Rebecca Khor, director and head of human resources, BNP Paribas Malaysia
– Chella Pandian, human resources director – sub region, MSD Malaysia
– Fazilah Yusof, chief human resource officer, Prudential BSN Takaful
– Haikal M Z Akmar, corporate director of human resources, UOA Hospitality

The first discussion is around identifying leadership capabilities, what are the best approaches on determining the most crucial capabilities, and how to identify talent for future development and training.

TMA MY 2017 D1 stream 1 interactive 1

 

TMA Stream 2: Post a quick coffee break, delegates of the recruitment and retentin stream enter two back-to-back interactive sessions.
Moderating the discussions are table hosts:
– Asha Menon, director, human resources and administration, Agility
– Chloe Gan, HR director, Arvato Systems
– Badariah Jalil, director of group human capital, Petra Energy
– Adriad Choo, human resources and administration director, Puratos

In the first session, they discuss and dissect the different methods used in the selection process – from interviews to, role-plays and team exercises – and discuss how to determine which method is the best for their organisation.

TMA MY 2017 D1 stream 2 interactive 1

Delegates break for coffee and networking, and thank Talent Management Asia 2017 co-organiser Malaysian Institute of Human Resource Management (MIHRM).


TMA Stream 1: As the head of HR at Volkswagen Passenger Cars Malaysia, our next speaker is a skilled HR practitioner with experience in the full spectrum of human resources. She has more than 21 years of industry experience, of which 13 have been in human resources.

Sharmeel Kaur, head – group human resources, Volkswagen Passenger Cars Malaysia, answers the question of how organisations should transform training into greater productivity and ROI by detailing how sustainable L&D was carried out at the German automaker’s subsidiary.

TMA MY 2017 D1 Stream 1 Volkswagen

 

TMA Stream 2: With more than 20 years of working experience, our next speaker’s career has spanned various industries such as technology, consulting and engineering. Leading talent management at AirAsia, she is responsible for talent and leadership development initiatives to build the talent pipeline.

Today, Faz Kamaruddin, group head, talent, AirAsia, takes the stage to share how the low-cost carrier retained its top performers through effective succession planning – including creating cross-functional programmes such as lateral hiring, and more.

TMA MY 2017 D1 Stream 2 AirAsia

TMA Stream 1: Our first speaker for the leadership development stream started her career at Citi in 2002 as part of the HRMA programme and has worked across four different Citi locations – Argentina, Brazil, US and Singapore.

Joining the Citi Malaysia team in March 2016, Marcela Mihanovich, chief human resources officer, Citi Malaysia, kickstarts this stream with a case study on how the bank develops its future leaders – from how it transferred knowledge within the organisation, to how it tapped on talent pools to develop the next generation of leaders.

TMA MY 2017 D1 Stream 1 Citi

 

TMA Stream 2: This first speaker for the recruitment and retention stream is responsible for the end-to-end HR operations with a targeted emphasis on regional talent management, organisational development, resourcing, learning and development, performance management, manpower planning, employer branding, and diversity initiatives for B. Braun Asia Pacific.

Chen Fong Tuan, director – human resources, B. Braun Medical Industries, kickstarts this stream with a presentation on how the firm optimised talent acquisition strategies to attract and retain talent.

TMA MY 2017 D1 stream 2 B Braun

Talent Management Asia is now going to split into two streams, each specialising on a different topic, based on the issues which matter most to our delegates.

• Stream 1 – Leadership development
• Stream 2 – Recruitment and retention


Delegates take a lunch break, and thank our silver sponsor iTalent. Please meet them while you’re at Talent Management Asia 2017!

Talent Management Asia 2017, Malaysia silver sponsor: iTalent

Talent Management Asia 2017, Malaysia silver sponsor: iTalent


Our next speaker is an award-winning entrepreneur with a diverse portfolio of F&B brands spanning the country. Just in his early 30s, he is a culinary business proprietor, owning a company that is currently serving nearly three million consumers per month from more than 200 outlets across the country.

Bryan Loo, chief executive officer, Loob Holding takes the stage to shed light on how strong culture plays a part in retaining top talent during organisational change.

“When you strip off the brand, what makes our outlets successful is the people working behind the brand,” Loo says. “As long as the people working behind the brand is the same, the service standard will be the same and the business will still succeed.”

TMA MY 2017 D1 Loob Holding

Moderating this panel discussion on understanding the needs of talent, while keeping market reality in mind is Shazmi Ali, human resource director, Pfizer. Joining him on the panel are (L-R):
– Michelle-Ann Iking, head – talent, learning and performance management, Citi Malaysia
– Christopher Ong, managing director, DHL Express Malaysia and Brunei
– Farid Basir, chief human capital officer, Bank Rakyat
– Bryan Loo, chief executive officer, Loob Holding

Loob CEO Bryan Loo cements his position: “The people are the ones who serve the customers, they understand the customers better than we do. So we have to put the people first.”

Adding, Citi’s Michelle-Ann Iking segments the different types of talent: “A high potential is defined as a person who has ability to assume a bigger role with a bigger breadth. Promotables are those who are able to assume a bigger role, but not necessarily the breadth. Expert resources are people who have skills that are irreplaceable, and difficult to find in the market.”

TMA MY 2017 D1 panel

We take a tea break, and gain some interesting insights from Talent Management Asia 2017 gold sponsors, KNOLSKAPE, ManpowerGroup, and Virgin Pulse.


As the Asia regional director for Virgin Pulse, our next speaker has access to billions of data points gathered from the firm’s local members for over 10 years.

Bringing deep insights from this data is John Garrido, regional director, Asia, Virgin Pulse, taking the stage to share how a high engagement improves the value on investment in wellbeing programs as well as tips on creating an employee experience that appeals to the most disengaged employees.

Garrido points out a common mistake of trying to make one size fits all wellness programme.

“With every employee being a different individual, it is very important to speak to them like they are individuals,” he says.

TMA MY 2017 D1 Virgin Pulse

Our next speaker joined FedEx Malaysia in 1993. Now, as the courier firm’s managing director, he manages more than 880 employees, he oversees its day-to-day operations in Malaysia and is responsible for developing and executing its corporate strategies

Taking the stage now, Ramesh Kumar Singam, managing director, FedEx Express Malaysia, shares tips on how HR can align with senior managers for business growth, as well as what business leaders expect from the HR function.

“We believe that every employee who comes to work wants to do a good job, and our job is to remove the obstacles that prevent them from doing a good job,” explains Singam.

TMA MY 2017 D1 FedEx

Prior to being appointed chief executive officer of TalentCorp in June 2016, our first speaker was the director of corporate responsibility at Khazanah Nasional, where she helped shape its corporate responsibility strategy and established initiatives such as PINTAR, Yayasan Sejahtera and GEMS Malaysia.

Today, Shareen Shariza Dato’ Abdul Ghani, chief executive officer, TalentCorp Malaysia, kickstarts the conference with a keynote to make sense of the local and regional talent outlook as well as discuss key talent management challenges faced in the Malaysian market.

“Things are already disrupting us and if we are not looking at things fast enough, we will be left behind. We need to be the disruptors, not be disrupted,” Shareen says.

“A lot of the changes are happening faster than we can adapt. So how do we look at the change and challenges and bring our talent forward so that they won’t be disrupted?”

TMA MY D1 TalentCorp

To inaugurate day one of Talent Management Asia, Henry Yeoh, deputy president, Malaysian Institute of Human Resource Management (MIHRM) takes the stage to welcome all delegates, sponsors and speakers.

“Against the backdrop of the challenging economic landscape, HR leaders like yourselves will often be called upon by the organisation to enable the workforce to be the horsepower of the organisation,” Yeoh says.

TMA MY D1 opening

The registration counter is open and our team is all set to welcome today’s delegates at Talent Management Asia 2017, Malaysia.



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