Recruitment and Retention Congress 2012

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How to build a loyal workforce? …

How to build a loyal workforce?

Attracting and engaging talented employees are critical components in ensuring long term business success. In the “2012 Global Workforce Study” conducted by Towers Watson, Singaporeans are most likely to leave their firms within the next couple of years compared to their global counterparts.

The Recruitment and Retention Congress is designed to address the latest challenges in hiring and keeping the best talents. HR experts from different industries will share relevant insights and best practices on their organisations’ recruitment and retention strategies.

Key benefits of attending this event:

• Learn the new rules and tools of hiring the best talents
• Implement effective talent attraction strategies in challenging times
• Customise developmental programmes to retain talents in key positions
• Identify the key motivation factors that affect employee engagement
• Create loyalty among the Generation Y
• Design effective loyalty programmes within budget
• Engage employees amidst generational differences

Date and time: 18 October 2012, 9AM – 5PM
Venue: Grand Hyatt Hotel
REGISTER NOW AND SAVE $400!

More in: Business , Technology
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  • 1. Early Bird Special Only S$599 + GST* Save S$400 Further discount for HR Summit Visitors RECRUITME NT AND RE CONGRESS Building a TENTION: SERIES L o y a l Wo r k Grand Hya t t H o t e l, S in g a p o r e | 18 O force ctober 201 2 Hear from leading experts including: Jeremy Broome Joyita Poddar John Murphy Jennifer Dignam Jayesh Menon Director of Talent HR Director, APAC VP, HR and Organisational Head of HR Director, HR for Asia Acquisition, Asia & Pacific SABRE HOLDINGS Development TANKER PACIFIC Pacific DEUTSCHE BANK AG PANDORA PRODUCTION MANAGEMENT (S) ITRON INC. CO., LTD PTE LTD Attracting and engaging talented employees are critical components in ensuring long term business success. The Recruitment and Retention Congress is designed to address the latest challenges in hiring and keeping the best talents. HR experts from different industries will share relevant insights and best practices on their organisations’ recruitment and retention strategies. Key benefits of attending this event: Who should attend: Learn the new rules and tools of hiring the best talents Chief HR Decision Makers Implement effective talent attraction strategies in challenging times VPs / Directors / Heads / Managers of: Customise developmental programmes to retain talents in key positions Regional HR Identify the key motivation factors that affect employee engagement Recruitment and Resourcing Create loyalty among the Generation Y Talent Management Design effective loyalty programmes within budget Diversity and Equality Engage employees amidst generational differences Strategic Planning Employee RelationsInteractive Learning and Development Workshop Designing Effective ‘Loyalty’ Programmes Cindy Ma Jonathan Poh Former HR Leader Former Sr. HR / Director (APAC), Director for Talent Global IT Industry & OD * Early bird expires 4 October 2012
  • 2. RECRUITMENT AND RETENTION: CONGRESS SERIES Building a Loyal WorkforceFeatured Topics:Bridging the Skills Gap The 4Cs of Employee Engagement ProgrammesAddressing skills shortage starts with identifying Employee engagement is one important componentthe competencies required in meeting the business of loyalty. Building an engaged team requires a uniqueobjectives. HR plays a vital role in ensuring a steady blend of four elements: Clarity, Competence, Confidencesupply of skills for the current and future demands of and Commitment.the business. • How an innovative and practical strategy focusing on the• Where to find the right talent for the job – Build, Buy, or 4Cs is supporting world class engagement Borrow? • Communications as a driver of engagement across• Tools to match skills and competency needed for the job generations• Integrating social media in employer brand building, talent • Beginning with the end in mind: If Engagement is the acquisition, and employee loyalty strategies destination, what signposts do we need to see if we are on• Customising development programmes to retain key track? employees and increase skill level of staff John Murphy, VP, HR and Organisational Development,Jeremy Broome, Director of Talent Acquisition, Asia & PANDORA PRODUCTION CO., LTDPacific, DEUTSCHE BANK AG Effective Talent Attraction Strategies in HighlyEmployee Retention through Effective Communication Competitive IndustriesEmployees feel valued not only when their contributions As jobs become more specialised and highly technical,are recognised but also when their concerns are taken the demand for high potential talents is continuouslyinto consideration. Clear communication channels and on the rise. Whether going through expansion or merelytrust networks must be established to manage workplace filling a vacant position, companies are competing head-conflicts. to-head to hire individuals with the right skills needed for• Emotion and communication when relating to difficult the job and the right set of values that fit well into the people, or terminating an employee, or talking about organisation. How then do you win the war for talent? absenteeism or presenteeism • Market forces that influence recruitment• Understanding the other employee through asking the right • The new rules and tools of hiring in specialised industries questions and communicating firmly and fairly • Recruitment strategies that attract the most talented• Process and follow through to ensure that agreement sticks individuals and works for everyone • Cultivating loyalty to avoid talent poaching by competitorsJennifer Dignam, Head of HR, TANKER PACIFIC Joyita Poddar, HR Director, APAC, SABRE HOLDINGSMANAGEMENT (S) PTE LTDThe Gen Y agenda - Are you in?This emerging generation of employees, known as the InteractiveGen Y, is slowly shaping the workplace. Growing up Workshop Designing Effective ‘Loyalty’in a technology-driven environment, the Gen Ys arechallenging the traditional mindset and bringing in new Programmesperspectives in the workplace.• What you need to know when you are targeting Gen Y hires The key in building an effective and loyal workforce is• Emotionally engaging your Gen Y engaging every employee’s head and heart. But why are there many unsuccessful engagement programmes? One• How the intrinsic motivation of each generation differ reason is that “logic” outweighs “magic” at the workplace.• How generational differences can make or break your ability The engagement programme may be right, however, to hire and retain it lacks creativity in delivering delightful surprises• Ensuring harmony in the workplace amidst generational that connect to employee’s heart. Strategy in most differences organisations are the same, the difference is how creativeJayesh Menon, Director, HR for Asia Pacific, Itron Inc. is the implementation. • Is Loyalty Still a Virtue in Today’s Workplace? / Is there still room for workplace loyalty? • Employee engagement – “The Fundamentals” • Use of ‘LOGIC and MAGIC’ to drive employee engagement Cindy Ma, Former HR Leader/Director (APAC) Jonathan Poh, Former Regional Senior Director for Talent and Leadership Development,
  • 3. RECRUITMENT AND RETENTION: CONGRESS SERIES Building a Loyal WorkforceA world-class programme of international experts & business leaders:Jeremy Broome Jennifer DignamDirector of Talent Acquisition, Asia & Pacific Head of HRDEUTSCHE BANK AG TANKER PACIFIC MANAGEMENT (S) PTE LTDAs Director of Talent Acquisition at Deutsche Bank in Asia Pacific, Jeremy Jennifer is a Senior Consultant with over 20 years experience inBroome is responsible for consulting and partnering with the bank’s Organisational Development, Learning and Human Resources.senior management team to help deliver business objectives through She has worked in senior management roles in both privatethe attraction, acquisition, and integration of top talent in the investment enterprise and the public sector being responsible for all areas ofbanking and asset and wealth management industries. Working across human resource and learning and development. Jennifer’s workall facets of talent acquisition, including branding and marketing, has spanned projects in strategy development, coaching, training,sourcing, acquisition, and integration, the Talent Acquisition function recruitment, development of learning materials, performancedrives the overall strategy and supports the hiring of 5000 people management, change and integration, researching complex issuesannually, from graduates to leadership across 17 markets. Jeremy joined for clients, assessing systems within the public and private sectorsDeutsche Bank in 2008, prior to which he spent 10 years in the executive and providing innovative solutions for individuals and the business.search industry, advising global leaders in the transaction banking and Her previous work has been to create and implement nationalwealth management industries on their global senior talent strategies. learning and human resource strategies and initiatives; restructure large and complex organisations; and coach and mentor staff and senior management. Jennifer has worked throughout Australia,Joyita Poddar Singapore, Thailand and with numerous Asian and Pacific countries.HR Director, APACSABRE HOLDINGSA Human Resources professional carrying expertise and experience Cindy Mastraddling every aspect of HR, having worked on HR Strategy and its Former HR Leader / Director (APAC), Global IT Industryexecution, Staffing and retention, Talent acquisition, Organisational Cindy Ma started her career in Industrial Relations and has about 20development, Compensation & Benefits, Employee Relations, and other years of experience in Human Resource Management. In her last 15related areas. Earlier in her career, she held a position in eBay as Regional years of HR career, she had held several senior positions in variousHead of Human Resources, a strategic partner to the business helping organisations, mostly MNCs and in a regional capacity. Her mostbuild high quality teams for the success of regions including, Singapore, recent employment was with a global technology MNC as theirSoutheast Asia & Japan. Key deliverables in this role included both HR Business Partner. Prior to this, she was with a global IT solutionsformulating and executing HR strategies for the region. Joyita is currently provider as their APAC HR Director and later as their Director, ODthe HR Director of Sabre Holdings. Projects wherein, she was the ‘Architect’ in designing the strategic framework and developing the change plan to elevate management excellence to promote a high performance culture. She is a certifiedJohn Murphy NLP practitioner and holds a Masters in Counseling and BBAVP, HR and Organisational Development degree specializes in HR Management. She is currently workingPANDORA PRODUCTION CO., LTD on her development pursuit, doing her coaching practicum withWith more than 30 years career experience, John Murphy has held International Coaching Academy.national, regional, and global responsibilities for HR for London Transport,Baker Tilly, RMA Group, and The Gillette Company. He has worked andlived in Europe, the USA, Canada, Singapore, and Thailand in these Jonathan Pohvarious roles. In addition to his HR responsibilities, he has held positions Former Sr. HR Director for Talent & ODas Director of Business Development, General Manager, Director of Jonathan Poh has more than 25 years of experience in HRQuality Assurance, and Director of World Class Manufacturing-- giving Management & Consultancy, Training and Organizationhim a unique insight into HR’s Business Partner role from a true customer Development. He is very experienced in working with both internalperspective with a strategic implementation focus. and external clients in the region in the areas of Leadership Development, Talent & Performance Management, Enhancing HR Capabilities, Organisational Change Management, Building EffectiveJayesh Menon Teams and Interpersonal Communication. Presently an independentDirector, HR for Asia Pacific consultant and an affiliate with Mercer College, Jonathan hasITRON INC. held several senior HR positions in the last 18 years in differentJayesh Menon heads the HR operations for the Asia Pacific region. organisations; the last as a Sr. HR Director for Talent & OD in anPrior to Itron, Jay had a 6-yr career with Flextronics. He has lived and American MNC. He had also provided developmental expertise toworked in India, Malaysia, and China, managing HR Generalist functions numerous global and Asian indigenous organisations, both privatefrom KPO to manufacturing. Jayesh also previously managed the and public, across Asia. Jonathan holds a Masters in HR Consultancylargest manufacturing facility of Flextronics based in South China with & Organization Development, and a BSc Degree (Honors) in55 thousand employees and a revenue of almost 6 Billion USD. His Management & Economics.knowledge on HR competency models made him a key player of a 5member team put forward by Flextronics to relook and redesign their HRmodel to fit into the fast evolving business structure. He is also creditedwith creating the first ever attrition cost model in Flextronics which isnow widely used globally to measure the cost of attrition at various sites. Jayesh Menon is also a certified executive coach from ACCP Australia.
  • 4. RECRUITMENT AND RETENTION: CONGRESS SERIES Building a Loyal Workforce Registration includes: presentations, luncheons, Order Form networking sessions, refreshments and delegate pack Methods of PaymentRecruitment and Retention Congress Upon InvoiceCONFERENCE DATES: 18 October 2012 Cheque: Enclosed is our cheque for S$VENUE: Grand Hyatt Hotel, Singapore payable to Key Media Pte Ltd., and mailed to 121 Telok Ayer Street, #02-01, Singapore 068590Please reserve ______________ seat(s) Credit Card: Regular Conference Fee (in SGD + GST) I authorize Key Media to debit my: Early Bird (in SGD + GST) VISA MASTER CARD AMEX S$599 + GST S$999 + GST Total amount payable: (For registration and payment (For registration and payment Credit Card Number: received by 4 October 2012) received after 4 October 2012) Expiry Date: / 10% off for group booking of 3 or more per normal conference fee CVV Number: Name On Card: Delegates Billing DetailsPLEASE PHOTOCOPY THIS FORM TO REGISTER FURTHER DELEGATES Company» Delegate 1 Main ContactName Nature of BusinessPosition AddressEmail Billing Address» Delegate 2 TelName FaxPosition EmailEmail Terms & Conditions» Delegate 3 The organisers reserve the right in unforeseen circumstances to change the content of any published particulars withoutName liability. Payment must be received prior to the event. Early bird discounts not applicable to Service Providers. All cancellations must be received in writing 28 days prior to the event or 100%Position cancellation fee applies. In the event that a registered attendee fails to attend, 100% of the event fee remains due. SubstituteEmail delegate(s) are welcome with 10 working days prior notice. Contact Gail Ritze Velasquez Fax: (65) 6423 4632 Signature / Date CODE: WEB Tel: (65) 6423 4631 Website: www.hrmcongress.com Email: gail.ritze@keymedia.com.sgParticipating organisations: Another event organised by: Supported By: hrm