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Welcome to day two of Talent Management Asia 2018, Malaysia, the regional conference devoted to human capital strategy! Today, we will see speakers from Denso, PETRONAS, Schindler, and more sharing their insights.
On this page, you can catch live updates from the conference, brought to you straight from Intercontinental Malaysia with the most recent session updates appearing first.
As curtains close on this year’s edition of Talent Management Asia, Human Resources‘ senior journalist Jerene Ang takes the stage to thank everyone who made this possible – speakers, delegates and sponsors.
Here’s a list of our generous sponsors:
– People Potential
– Asian Institute of Finance
– OfficeWork Software Asia
– People Psyence
– Prasetiya Mulya Executive Learning Institute
– International Professional Managers Association
– Centre of Executive Education
Those sessions bring us to the end of Talent Management Asia 2018, 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.
How do you hire and retain the best talent within the region for your organisation?
Well our next speaker promises to answer that question. As the head of talent management and development, at CMC Engineering, he is passionate about HR, and has worked in the function across insurance, banking, BPO, oil and gas and more.
Today we hear him talk about designing HiPo programmes throughout the employee cycle. Let us welcome Ahmad Risdan Abdul Rahman, head of talent management and development at CMC Engineering.
He shares: “For high performers and top talent, we have various programmes to identify them as part of the succession management plan. We also have a performance based reward exercise which includes an annual bonus or project completion bonus.”
For this next session, we are delighted to have a speaker who is a constant inspiration to youths who strive to strike a balance between career and passion. Throughout his career at iM4U, he led various projects such as the launch of iM4U’s first radio station, iM4U FM.
Today he will touch on personifying the brand value through employees as well as balancing expectations between stakeholders and employee needs. Please join me in welcoming, Rudy Malik, chief executive officer of iM4U.
He says: “When we did our brand audit, we came up with a 360 brand promise – ‘Growing you for a better us’ – that applies to all stakeholders, including employees.”
Afternoon networking break
Our next speaker is an experienced HR professional with seven years of experience in HR generalist and organisation development profiles. She currently partners the customer development team for Malaysia and Singapore at Unilever as well as heads employer branding for four markets, namely Malaysia, Myanmar, Cambodia and Laos.
Today, she shares how we can groom employees to become brand ambassadors of the organisation. We welcome – Ramya Balakrishnan, senior human resources business partner at Unilever!
She says: “It’s all about the ‘why’. A survey by Deloitte showed that 70% of people are more engaged if they know the purpose of the company.
For example, in Unilever, our purpose is making sustainable living commonplace and we make that known to the employees.”
Next up, we have a speaker who leads 13 HR teams, managing 1,600 employees both locally and overseas. As the GM of HR at Denso, his role is to lead organisational change in HR’s area of influence. He is also part of the HR change management team for the regional office based in Bangkok.
Today, he taps on this experience to share how the HR function can act as a change agent to transform the organisation. We welcome – Mohamad Roslan, general manager of human resources at Denso.
He says: “When managing complex change, you need to give your workforce incentives – and that doesn’t necessarily involve money, sometimes you just have to give them a reason for the change.”
Our next speaker has more than 25 years of experience spanning industries such as FMCG, oil and gas, and finance. As the senior general manager, Dancom Telecommunications Malaysia, he leads the sales and distribution business for major brands such as Maxis Hotlink, Apple, Dyson, and more.
Today, he shares tips on bringing different business functions together to win as a team alongside HR. We welcome, Lim See Peng, senior general manager at Dancom Telecommunications Malaysia.
He warns: “Try not to hire too many people from the same company. When a team is comprised of too many people from one company, it will be difficult for them to move away from how they used to do things in their previous organisation.”
We are fortunate to have someone who has led executive education programmes at renowned institutions moderate this panel. Bob Halperin is the chairman of academic board at Eruditus. He has been widely recognised as an educational entrepreneur for his leadership roles in launching the MIT Series on Management & Technology; Babson’s programme on corporate entrepreneurship; and HBS’ non-profit management fellowships.
So today, to moderate a lively conversation, we welcome on stage, Bob Halperin and his panellists:
– Peter Leong, head of group technology at Kenanga
– Sainursalwa Sani, head of strategic human capital management at Malaysia Airlines
– Zahira Sughra Zainuddin, head of senior vice-president’s office, group human resources management at PETRONAS
We now have a speaker whose core expertise lies in understanding the human factor and business requirements that supports change, which drives the desired value in businesses. An authorised instructor for Prosci’s change management and business analysis (project requirements), she is currently a training consultant at K-Pintar.
Today, she will share tips on aligning employees’ adaptability and capability towards achieving successful business change. We welcome Thanes Chelliah, training consultant at K-Pintar.
She points out: “The more you set boundaries, the less you are able to have improvement and innovation.”
On getting employees to move with business change, she advises: “If you want an employee to move with the change, you should show them the big picture in the organisation, rather than give employees one piece of a 3000-piece puzzle. If you only give them one piece of the puzzle, you are already setting boundaries for them.
“Make sure they know they are part of the solution and not just a piece of work.”
Networking tea break
Next up, we have someone who is the general manager of HR and administration of an organisation which has twice won the title of “Best Companies to Work for in Asia”. A certified HR professional and ISO auditor, he comes with more than 30 years of experience in the private sector covering diverse areas including HR, admin, operations, audit, and business development, both in Malaysia and overseas.
Tapping on this vast experience he will touch on rethinking leadership to support organic growth in the future. Let us welcome, Michael Lee, general manager, human resources and administration, MKH.
He says: “When we have performance reviews, it is usually negative feedback because we look for your shortcomings. I think we should adopt a more positive way of feedback instead, to encourage and support so employees will not have the fear of being terminated.”
The first speaker has more than 10 years of HR experience and a proven track record in organisational transformation programmes, driving cultural changes and employee engagement. Currently, as the HR head for Schindler Malaysia, she is responsible for providing strategic and tactical input to drive sustainable business objectives.
Today, she taps on her experience to share tips on deducing elements on your HR scorecard that bring about change at an organisational level. We welcome Serene Tan, human resources director at Schindler.
She shares: “Our performance review process is different from our development review process. When we do an appraisal, it is just for discussing the performance of the person.
“We then have another development review shortly after that to discuss the development plans for each employee. This includes a standard development review for individual contributors and a leadership development review for people managers.”
Human Resources’ senior journalist Jerene Ang takes the stage to welcome all delegates, sponsors and speakers.
She says: “As promised, in today’s conference, you can look forward to case studies from HR leaders at Denso and Unilever, an insightful take on how to conduct a brand audit – through the eyes of your employees, and a whole lot more.”
The registration counter is open and our team is all set to welcome today’s delegates at Talent Management Asia 2018, Malaysia.
As day one of Talent Management Asia 2018, 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.
Check out the photos from day one here.
We now invite delegates to share their views with peers on their table on topics such as:
– Moving from hard skills to soft skills
– Balancing culture, while bringing diversity to the organisation
– The main challenges in growing your workforce’s competencies for the future
As the COO of Malaysia Healthcare Travel Council, also known as MHTC, our next speaker keeps herself busy implementing strategic workforce planning for leaders. She has more than 24 years of experience and 13 years as an HR practitioner, having previously worked with Deutsche Bank Malaysia, Digi Telecom, and even as HR advisor for TalentCorp.
Today, we will hear her talk about how to groom a versatile talent pool to tackle challenges posed by global career mobility, as well as capitalise on technology. We give a round of applause to – Suriahni Abdul Hamid, COO of MHTC!
She shares: “Once you set the structure, and the governance, you can then go on to equip the staff with the skills and knowledge to execute.”
Afternoon networking break
Next, we have a speaker with more than 25 years of experience in HR. At the head of human capital and administration at Composite Technology Research Malaysia, he works closely with the management team to reform the people and culture.
Today, he will share on the organisation’s specialist development programmes help develop niche and relevant skills. We welcome, Che Zulhaimee Abdullah, head of human capital and administration at Composite Technology Research Malaysia.
He reveals: “We have a skill matrix programme that assesses if an employee has the capability to do the job before placing them into different levels of training.”
However, he warns that a development programme without engagement will not produce good results.
“Apart from our skill development programmes, we have various initiatives to engage employees including an engagement satisfaction index.”
Our next speaker has about 17 years of experience in the BPO industry. Currently, as the Malaysia country head of Sutherland, his responsibilities include employee relations, service delivery, and more.
Today, he will tap on his experience to share how organisations can develop talent management as a competitive edge. We welcome, Miguel Antonio Lorenzo, country head of Sutherland.
He shares: “The competitive edge that this area has that a lot of other parts of the world don’t have is the language diversity.”
We now dive into an interactive session, where delegates can enjoy conversations right from their tables. They are discussing topics such as:
– Creating a high impact leadership environment.
– Balancing the needs of high potentials and high performing employees.
– Scaling the employer-employee relationship construct.
We now have a speaker with a passion for grooming talent and building leadership capability.
As the head of consulting for DDI Malaysia, she has worked with MNCs, local conglomerates and government-linked companies to deliver solutions in succession management, competency profiling and talent development.
Today, she will tap on her experience to share tips on discovering the potential in people who might otherwise be missed. We welcome Amarjeet Kaur, head of consulting at DDI.
She says: “We don’t simply need more leaders, we need more leadership from more people within the organisation or even throughout the organisation.
“Don’t just focus on the high potential pool, cast a wider net and encourage people to step up.”
Next up, we have a very interesting presentation on how you can actualise human potential by leveraging on technology. Speaking on this topic is an expert who has worked in various GLCs and MNCs in Asia and Africa, spearheading HR functions in various areas.
Currently as the lead consultant for L&D technologies at People Potential, his work actively revolves around programme design and the implementation of disruptive learning technologies. Let us welcome Dr Raymond Jambaya, lead consultant at People Potential!
When it comes to driving behaviour change from training programmes, he says: “Technology alone, is not enough for behaviour change. What you need to support the technology is a robust science-based methodology to support the technology you are implementing.”
Next up, we are fortunate to have an experienced HR practitioner moderating this panel! Claudia Cadena is the founder and principal consultant of Thread Advisory, and brings with her more than 25 years of experience, with her most recent corporate role with Malaysia Airlines.
To moderate a lively conversation, we welcome on stage, Claudia Cadena, and her panelists:
– Jacob Jacob, group chief human resources officer of Columbia Asia Healthcare
– Peter Law, head of people development and performance at Mah Sing
– Sharifah Sarah, head of strategy and corporate development, and director of human capital at Maybank
We now have a speaker who has held various senior and leadership roles across continents including Switzerland, South Africa, and Asia – currently the managing director of JT International.
He will share how you can tap into the knowledge base of the organisation to shed light on the full reality and key challenges posed by a turbulent economy, as well as how to tackle those challenges. Please welcome Guilherme Silva, managing director of JT International!
He says: “After we know what our employees think, we need to start doing something about it – words mean nothing if you don’t act on it.”
Networking tea break
Next up, we have a certified trainer and an elected council member of MIHRM. She is currently responsible for SWIFT regional people development and talent management.
Today, she will share some tips in building a future-ready workforce with disruptive learning. Let us welcome, Mawar Mustaffa, who looks after global people and organisation development at SWIFT.
Sharing insights on SWIFT’s onboarding strategy, she says: “We have a 12-month on-boarding track with three customised tracks for people managers, individual contributors, as well as for specific divisions and functions.”
Mawar added that there will be a check list for employees fr the first three months so they are aware of where they have to be at. Onboarding has also been gamified to ensure maximum engagement.
Our first speaker heads HR for Lenovo Asia Pacific & Japan, having led large complex HR transformation projects in his career.
Today, he will share on how HR leaders can craft a win-win strategy with data science. We welcome Subhankar Roy, executive director of HR for Asia Pacific at Lenovo!
When setting up an analytics function, he advises HR to start with the business needs and business drivers before selecting metrics, collecting data, analysing findings, and sharing the findings.
To inaugurate the conference, Human Resources‘ senior journalist Jerene Ang takes the stage to welcome all delegates, sponsors and speakers.
She says: “In today’s challenging business landscape, how do you HR leaders recruit, retain and develop your talent pool? To answer this and more, is why we have organised this conference for the sixth consecutive year.”
The registration counter is open and our team is all set to welcome today’s delegates at Talent Management Asia 2018, Malaysia!
Welcome to Talent Management Asia 2018, Malaysia, the regional conference devoted to human capital strategy! Today’s conference will see speakers from Lenovo, Mah Sing, Maybank, and more sharing their insights into some of the biggest challenges through keynote presentations, panel discussions and interactive roundtables.
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