Welcome to day 2 of the third annual Training & Development Asia 2016, Singapore, Asia’s only dedicated learning and development conference for HR leaders and L&D specialists! Today's conference will see speakers from Edrington, JTI, Mundipharma, Sealed Air and many more unveiling the secrets to developing best practice corporate learning strategies.
On this page, you can catch live updates from the conference, brought to you straight from Grand Copthorne Singapore – from all the tweets on #TDA2016 to the top advice dished out by our speakers, and photos through the day.
As curtains close on this year’s edition of Training & Development Asia, Human Resources' Aditi Sharma Kalra takes the stage to thank everyone who made this possible – speakers, delegates and sponsors.
Human Resources thanks the support of its sponsors and partners in this conference:
Gold sponsors 1. BTS 2. Center for Creative Leadership (CCL) 3. DDI 4. Knolskape 5. Right Management
Exhibitors 1. British Council Singapore 2. First Finance 3. Global Knowledge
Event Partners 1. SIM Professional Development 2. StrengthsAsia
Association Partners 1. Association of Chartered Certified Accountants (ACCA) 2. Japan HR Society 3. Vietnam Human Resources Association
Media Partners 1. Clocate 2. CLO-ME 3. HR Monk 4. ResearchSEA 5. Senior HR Forum 6. Voices of Leaders 7. WhenInManila.com
Thank you for your support - we hope to see you next year!
Our last panel of Training & Development Asia 2016 sees panelists discussing the best ways of using innovative new age platforms for optimal digital learning experiences. From L-R:
Moderator: Akankasha Dewan, senior journalist, Human Resources - Ilja Rijnen, regional human resources director, APAC & India, Edrington - Rupali Gupta, human resources director, APAC, LATAM and MEA, Mundipharma - Phillip Raskin, learning & development director, Golin - Jennifer Neo, global director, talent and learning, APAC, Sealed Air
Gupta, who has been involved with a pilot gamification project recently, shared: "Landing on a good partner is the most important. We have done a pilot with Axonify for three months, choosing an area where we wanted our sales representatives to be able to add value."
She added: "First, we broke down to what our business goals are, which we broke down into the areas we wanted to emphasise, and then put those in the form of questions. Employees just log in to the platform - play a game, answer five questions every day."
Mobile optimisation, on the other hand, is valued highly at Golin, where Raskin shares that it is the best way to speak to the enterprise's core audience. "We have about 4,000 courses, of which about 5% are our own, including webinars, recorded sessions, and such. Everything that is outsourced is extensively curated."
Rijnen's experience has been with Edrington Academy, for which he says the key to success lies in "seduction." He explains: "You want people to be using your app as one of the 27 apps on their phone, when the average age in the company is 34. Most people like content in which they can connect with others, such as 'a day in the life of'."
Interface and user experience is an aspect pointed by Neo as well, as she shares: When we did our training, we made sure there are not too many logins. It should be one-clck. Another key is to get leaders to be one of the characters in the video, get them to do a role play or be part of an animation."
After that break, Kulwant Bardh Singh, CEO, APAC, Knolskape addresses delegates on the future of learning, with lots of examples and a live gamified simulation in the works.
The learning culture is ripe for disruption, says Singh. Leaders aren't made for sitting through 70 Powerpoint slides!
From pedagogy to andragogy, Singh also takes this opportunity to announce the concept of neurogogy in learning design and delivery.
Right after that stimulating panel, we have Sormishtha Ghosal, head of L&D and organisational effectiveness, Cargill on stage to reveal more about L&D’s role in identifying and nurturing emerging talent.
She talks about how Cargill has made the transformation from a rating to a no-rating based system in terms of performance management, saying this has reinforced its focus on being a development-oriented organisation.
"This shift gave us the opportunity, while we were training our managers, to talk to them about how their goals are going to change, with the process moving from once or twice a year to checking in with their team more often."
For our first panel of the day, panelists take the stage (from L_R) to discuss rewarding learning outcomes and incentivising performance: Moderator: Neema Mehta, talent, learning & development director, Amcor - Namrata Kohli, head of human resources, South East Asia, Lloyd’s Register - Candy Leung, head of JB academy Asia, Julius Baer - Gary Lee, senior project manager, talent management (global), Grundfos
Leung explains the Julius Baer Academy refers to a learning function that was started three years ago to overcome the mindset of training being more regulation-related, tick-in-the-box. She says: "We are going through a learning journey, where all employees and line managers should know and understand the learning roadmap."
To moderator Mehta's question on getting senior leaders involved in learning interventions, Kohli says the solution lies in getting the leaders to experience the training themselves. "Once they experience it, they will realise the value they can acquire from corporate training programmes. They can also accordingly nominate employees who would benefit from it," she comments.
Upon being asked how they balance target-focused training with the need for training to be seen as a incentive, Lee explained that with Grundfos being a very specialised organisation, a lot of training is conducted online, with the view to get employees to perform better at their job.
Following that, Namrata Kohli, head of human resources, South East Asia, Lloyd’s Register begins a keynote on how diversity and inclusion can significantly impact organisational performance and innovation.
Commenting on why diversity of thought is important for success, Kohli explains that SGX-listed firms with "gender diversity, ethnic diversity and age diversity" in their boards "are all associated with significantly better company performance".
We now have Bridget Beattie, group executive vice president for APME, Right Management giving useful tips on how ongoing career conversations drive business success.
"Career conversations can be frightening for managers when it comes to really good direct employees, because they don’t want to lose them or hurt their working relationship in any way," she admits, while presenting tips for effective career conversations.
For our next keynote session of the day, Christopher Goh, director, global learning and leadership, Keysight Technologies shares more about the role of L&D in driving culture transformation.
Explaining how Keysight aligns its HR strategy with its corporate objectives, Goh reveals that "growth was our mantra since the day we began".
Abhilasha Krishnan, head of human resources, Singapore, Japan Tobacco International, kickstarts the day with a keynote on inculcating a culture of learning in organisations.
She highlights the different leadership behaviours and views firms can adopt in order to instill trust among employees.
"We’re conditioned to turn everything into a positive and be optimistic about how we view situations. We term challenges as opportunities. That’s great, but sometimes you have to acknowledge that a challenge is a challenge, and you need empathy in getting over that challenge," she explains.
Human Resources' regional editor Aditi Sharma Kalra takes the stage to welcome all delegates, sponsors and speakers to the second day of Training & Development Asia, the region’s only dedicated learning & development conference for HR leaders and L&D specialists.
"We've got an exciting day in store for you - with case studies on high-performance cultures from JTI and Keysight Technologies; presentations on how to hold effective career conversations with your staff, as well as to harness their diversity; and a live gamified simulation by Knolskape later in the afternoon."
We hope you enjoyed day one of Training & Development Asia 2016. We're on to our second and last day at Grand Copthorne, Singapore. Stay with us for live updates.
Day One - June 22nd 2016
Those sessions bring us to the end of day one of Training & Development Asia 2016, Singapore. Hope all of you had a great time and managed to bring home a few key takeaways from today. Thank you once again to all our speakers, delegates and sponsors, and we do hope to see you again tomorrow.
As curtains close on day one of Training & Development Asia, Aditi Sharma Kalra takes the stage to thank everyone who made this conference possible - speakers, delegates and sponsors.
In our last keynote session of the day, Raman Sidhu, global head of learning & development, Shell Eastern Petroleum explores how to boost employee productivity through training and development.
Sidhu points out that the obsession with ROI or return on expectations from L&D programmes can, at times, be dangerous because it may not link to the business results you are trying to achieve.
Having said that, he adds: "The challenge is how do I create an environment where I isolate all the other factors and see how L&D affects the results?," as presents a template to evaluate the effectiveness of training.
Next up, Alexandre Paitre, vice president, BTS discusses how to answer the question: Is your L&D investment producing business results?
Paitre brings out the need for learning professionals to make a shift from a competency model to a moments-and-moves model. He explains: "A lot of L&D strategies are designed around the level of management. But if you want them to be more effective, they need to be designed around function and role."
While delegates break for coffee and networking, check out cool insights from gold sponsor DDI at Training & Development Asia 2016, Singapore.
We now have Phillip Raskin, learning and development director, Golin sharing tips on how to boost productivity levels of middle managers.
Generation Z spends a lot of time on their mobiles watching videos, Raskin points out. "Our goal is not to get them to stop watching videos. It is to actually get into the videos they are watching."
In our next keynote session, Bernard Ho, head of talent development & learning Asia, from The Bank of Tokyo-Mitsubishi UFJ sheds light on the firm's transformation journey in its expansion into Asia, and how it altered its hiring practices.
Talking about how the company has introduced blended learning to address different learning orientations, Ho explains: "We have developed a structured learning approach that goes beyond on-the-job training, that incorporates both functional, interpersonal and leadership skills into the learning curriculum."
After lunch, Dr. Roland Smith, senior vice president, APAC and managing director of Center for Creative Leadership (CCL) identifies the best ways of designing a top-down, and high-impact training approach.
Affirms Dr Smith: "You have to create people who develop others, in order to get the most out of a limited budget. People who develop others are the happiest."
Delegates take a lunch break, and gain some interesting insights from Training & Development Asia 2016 gold sponsor, Center for Creative Leadership (CCL).
Next up, we have Rajan Krishnakumar, head of talent APAC for MasterCard on stage to share tips on coordinating learning, talent development and succession management.
"We feel that the Millennials will drive how payments are going to be made in the future. So we try to hire more of this generation into the organisation," says Krishnakumar. "Right now, about 40% of our organisation is made up of Millennials."
We now welcome DDI's senior consultant Erwin Lennertz to reveal secrets of transforming L&D professionals into ‘learning experience managers'
Repeating and applying learning really makes it sink in, explains Lennertz. "Get trainees to sit down with their manager and talk about what they learnt, why it was important, and how they used it."
We take a tea break, and thank our gold sponsor BTS. Please meet them while you're at Training & Development Asia 2016!
For our very first Training & Development Asia panel on elevating global learning organisations and strategies, panelists take the stage (from L-R): Moderator: Aditi Sharma Kalra, regional editor, Human Resources - Angelo Pinto, regional head of learning & development & head APAC Campus, BNP Paribas - Anjali Parmar, firmwide talent development lead, Asia region, Gensler - Raman Sidhu, global head of learning & development, Shell Eastern Petroleum - Magali Simon, vice president learning, talent development and perspectives, BASF
BASF's Simon believes that everyone who makes an impact is a leader, referring to the company's programme that creates coaches from within. "We want to tap on authentic leadership - how the individual is as a leader, and how the want to act in line with that. We allow them to be vulnerable yet comfortable."
Rather than mentees, it is actually hard to find mentors, admits Gensler's Parmar, when the firm-wide initiative rolled out two years ago to help standardise learning outcomes. "Since every individual has a different career development plan in mind, the first thing we did was ask them what they wanted their personal development to look like," she shares.
The key challenge in rolling out a learning campaign, says Sidhu of Shell, is that while it is visible, there is a lot of excitement. But once the trainees go back to their daily work, do they still remember and apply what they learnt?
Pinto from BNP Paribas affirms that as a bank, compliance, conduct and processes are key aspects considered in a learning initiative. "Given that we are very local in Asia, we have to ensure that our leaders and employees understand the context of the region they are operating in," he says.
Sara Roberts, managing director, head of talent & learning, Citi Asia Pacific kickstarts the conference with a keynote on how to enable employees to take ownership of their careers.
The biggest hurdle Citi faced in implementing the career portal, Roberts explains, was ensuring all internal controls and compliance were followed. She adds: "It was mainly around information security because we were using external vendors. We wanted to sort out the internal compliance matters before we enabled our employees access to the assessment tools."
Speed networking: Delegates take 10 minutes for a speed networking session to get to know each other.
To inaugurate day one of Training & Development Asia, Human Resources' regional editor Aditi Sharma Kalra takes the stage to welcome all delegates, sponsors and speakers.
She says: "Training & Development is our signature L&D conference organised for the past three years in Singapore. This year it is a privilege for this two-day event to make its debut in Malaysia, as well as for your colleagues in Hong Kong. That makes this a truly regional conference, something we are proud of."
The registration counter is open and our team is all set to welcome today's delegates at Training & Development Asia 2016, Singapore.