Hrec cf-12-121 8th talent management conference-en

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  • 1. The th Annual Conference on 20128TALENT MANAGEMENT & LEADERSHIP DEVELOPMENT Organized By Building Up Flexible Talent Echelon Through Long-term Talent Management System CONTACT US Tel: +86 21 6056 1858 Email: marketing@hrecchina.org Website:www.hrecchina.org 2012 23rd-25th, October Beijing 1 Report,2 Analysis,3 Forms,4 Topics, and Multilateral Talk Would Bring the Deepest Discussion CORPORATE VISIT Walk Into the Corporate, Feel the Corporate Culture and Get Some New Idea From the Case Study CONFERENCE Key Points Analysis of 2012 China Talent Management Landscape Survey Report + Corporate Case Study Combining with the case and data, Sharing Talent Management and Leadership Development Program From Different Angle WORKSHOP Workshop + Corporate Case Study With the Perfect Combination of Tools and Cases, High Potential Employees and Succession Planning Would be Discussed
  • 2. The th Annual Conference on 12th-14th, March, 2012, Shanghai 8 2012 TALENT MANAGEMENT & LEADERSHIP DEVELOPMENT Building Up Flexible Talent Echelon Through Long-term Talent Management System CORPORATE VISIT COFCO CORPORATE VISIT Xian-Janssen CORPORATE VISIT Tencent Conference Workshop Corporate Visit The Afternoon of Oct.23rd Three Corporate Visit of Different Type Can Be Choose: ★ COFCO ★ Johnson & Johnson | Xian-Janssen ★ Tencent Conference Oct.24th Part One System and Deployment of Talent Management Corporate strategy implementation through the long-term talent strategy Talent strategy under organizational change Analysis of China Talent Management Landscape Survey Report 2012—Part One Part Two Practice and Identification of Leadership Development Program Case Study of Leadership Program Tracking and evaluation of leadership development program How HR line manager and senior executive cooperate with each other to manage talent Analysis of China Talent Management Landscape Survey Report 2012—Part Two Workshop Oct.25th PART ONE—High Potential Employee Workshop + Mini Speech + Panel Discussion PART TWO—Succession Planning Workshop + Mini Speech + Panel Discussion 1
  • 3. The th Annual Conference on 12th-14th, March, 2012, Shanghai 8 2012 TALENT MANAGEMENT & LEADERSHIP DEVELOPMENT Building Up Flexible Talent Echelon Through Long-term Talent Management System O ctober23 | Day O ne Benchmarking Visit The Benchmarking Visit is a new try of HREC. We aim to provide you a variety of experience to attend different forms of activities from what you will get the chance to have comprehensive understanding and profound insights into the HR function. This time for the Talent Management & Leadership Development Conference, we carefully selected famous companies which are experienced in the field of talent management. Walk into the corporate, you would get more personal feeling of corporate culture; combined with the human resources department and the business unit case studies, you would get in-depth understanding of corporate talent management from the best practices. 13:30 Registration 14:00 Welcoming Speech and Speed Network 14:15 Corporate Introduction 14:25 Open Area Visit 14:40 Speech from Business Department 15:20 Speech from HR Department 16:10 Panel Discussion 17:00 End of the Visit About COFCO: COFCO was established in 1949.After years’ effort, from an oil and food trading company to China's leading suppliers of agricultural products, diversified products of food area and services, COFCO committed to build the whole industry from farm to fork chain as an oil and food enterprise, construct the urban complex of a full-service chain, provide health food, high-quality living space and lifestyle services by ever-renewable natural resources, and contribute to people's lives, wealth and social prosperity and stability. From the grain and oil trade as well as food processing to the planting and breeding, storage and transport logistics, food processing of raw materials, biomass energy, production and sales of brand food as well as real estate hotel, financial services and other fields, COFCO build the core competitiveness in all aspects , create maximum value for stakeholders, and reward to all customers, shareholders and employees. Through building up a complete industrial chain, COFCO format a grain combination of many branding products and services: Fortune edible oil, the Great Wall wine, Le Conte chocolate, Tuen River tomato products, the meat of Jia Jia Kang, Hornsey, flour, the Cereal Way instant noodles, Lohas fruit juices, dairy products of Mengniu, Joy City Shopping Mall, the Yalong Bay Resort, Snow Lotus cashmere, in tea, tea, finance, insurance and so on.These brands and services has forged a reputation of high quality, high grade in the market of food. As an investment holding company, COFCO owns 4 Hong Kong listed companies:Chinese food (00506.HK), Agri (00606.HK), Mengniu Dairy (02319.HK), four of the CPMC (00906.HK), COFCO Tunhe (600737.SH), and 3 listed companies in the Mainland:COFCO Property (000031.SZ) and COFCO biochemical (000930.SZ). Facing the development trend of world economic integration, COFCO continue to strengthen the cooperation with the global business partners in the field of agricultural products, foodstuff, tomato fruits and vegetables, beverages, wine, sugar, feed, meat and biomass energy, real estate hotel,financial,etc.. COFCO continued to hold Fortune 500 among the United States,which is No.1 of the China National Food Industry hundred with its good operating performance. Speaker: CORPORATE VISIT COFCO CORPORATE VISIT Xian-Janssen CORPORATE VISIT Tencent Conference Workshop Tony Tong | Director of Learning & Development/ Executive Operator of China Foods Business Collage | China Foods Ltd. Tony has 16 years working experience in HR, working as performance manager in Gome Ltd, training director of China Grand Ltd, HRD of The Cereal Way company. Currently working as the director of learning&development, executive operator of China Foods Business Collage in China Foods Ltd. Responsible for overall strategy design and to build, maintain and develop the training systems based on company's talent development requirements. Have rich practical and management experience and innovative views in training organization management especially in leadership and action learning. Efficiently combine the training and company culture, experience in reducing training cost and enhancing training effect. from HR Department 2
  • 4. The th Annual Conference on 12th-14th, March, 2012, Shanghai 8 2012 TALENT MANAGEMENT & LEADERSHIP DEVELOPMENT Building Up Flexible Talent Echelon Through Long-term Talent Management System About Johnson & Johnson: Caring for the world, one person at a time, has inspired and united the people of Johnson & Johnson for more than 125 years. Johnson & Johnson embrace research and science -- bringing innovative ideas, products and services to advance the health and well-being of people. Employees of the Johnson & Johnson Family of Companies work with partners in health care to touch the lives of over a billion people every day, throughout the world.With $65 billion in 2011 sales, Johnson & Johnson, through its family of companies, is the world's most comprehensive and broadly based manufacturer of health care products, as well as a provider of related services, for the consumer, pharmaceutical, and medical devices and diagnostics markets. The more than 250 Johnson & Johnson operating companies employ approximately 118,000 people in 60 countries throughout the world. Financial results for 2011 reflected the strong growth of its recently launched pharmaceutical products and the continued momentum of new product approvals across all the businesses. Its enduring market leadership in health care. About Xian-Janssen: Xian-Janssen Pharmaceutical Co., Ltd. was established on October 22, 1985. The U.S. wholly-owned subsidiary of Johnson & Johnson, Janssen Pharmaceutica of Belgium and the responsibility of the Shanxi Pharmaceutical Holdings Group Co., Ltd., Shaanxi Hanjiang Pharmaceutical Co., Ltd., China Pharmaceutical Industry Company and China National Pharmaceutical Foreign Trade Corporation joint venture built the large modern pharmaceutical companies together. Xian-Janssen is one of the earliest joint ventures in China,and is currently China's largest Sino-foreign joint venture pharmaceutical companies. Adhering the purpose of "faithful to the science, dedicated to the health purposes", Xian- Janssen product and recommend the innovative medicines that help to improve the health of the people of China. Also,Xian-Janssen support socially activities and charity to promote the development of health and education in China, which practice the responsibility of "creed"from Johnson & Johnson faithfully. Xian-Janssen formed a unique corporate culture in the process of development. Based on the core values—“Creed” of Johnson & Johnson and the old motto" striving for perfection ", the fusion of East-West cultural essence of the corporate culture has become the company's tremendous cohesion. Speaker : O ctober23 | Day O ne Cathy Zhang | Senior HR Director | Xi’an Janssen, a Pharmaceutical company of Johnson & Johnson Cathy Zhang is currently Senior HR Director of Xi’an Janssen Pharmaceutical Co., Ltd., the pharmaceutical company of Johnson and Johnson. In her current capacity, Cathy leads HR organization responsible for organization and talent strategy as well as HR operations in support of short-term delivery and long-term growth of the company. In this role, Cathy and her team drives enterprise level HR related initiatives and programs, to facilitate organization transformation in alignment with business model. Cathy has 15 years’ experience of human resources management career. Before joining Johnson and Johnson, Cathy held key management positions with Symantec, GE Medical Systems, Oracle Software and Ericsson Telecommunications followed by running a boutique HR consulting business for 2 years. CORPORATE VISIT COFCO CORPORATE VISIT Xian-Janssen CORPORATE VISIT Tencent Conference Workshop From HR Department Benchmarking Visit The Benchmarking Visit is a new try of HREC. We aim to provide you a variety of experience to attend different forms of activities from what you will get the chance to have comprehensive understanding and profound insights into the HR function. This time for the Talent Management & Leadership Development Conference, we carefully selected famous companies which are experienced in the field of talent management. Walk into the corporate, you would get more personal feeling of corporate culture; combined with the human resources department and the business unit case studies, you would get in-depth understanding of corporate talent management from the best practices. 13:30 Registration 14:00 Welcoming Speech and Speed Network 14:15 Corporate Introduction 14:25 Open Area Visit 14:40 Speech from Business Department 15:20 Speech from HR Department 16:10 Panel Discussion 17:00 End of the Visit 3
  • 5. The th Annual Conference on 12th-14th, March, 2012, Shanghai 8 2012 TALENT MANAGEMENT & LEADERSHIP DEVELOPMENT Building Up Flexible Talent Echelon Through Long-term Talent Management System About Tencent: Founded in November, 1998, Tencent has grown into one of China's largest and most used Internet service portal. Since its establishment over the last decade, Tencent has maintained steady growth under its user-oriented operating strategies. On June 16, 2004, Tencent Holdings Limited (SEHK 700) went public on the main board of the Hong Kong Stock Exchange. It is Tencent's mission to enhance the quality of human life through Internet services. Presently, Tencent is providing value-added Internet, mobile and telecom services and online advertising under the strategic goal of providing users with "one-stop online lifestyle services". Tencent’s leading Internet platforms in China – QQ (QQ Instant Messenger), QQ.com, QQ Games, Qzone, 3g.QQ.com, SoSo, PaiPai and Tenpay – have brought together China's largest Internet community, to meet the various needs of Internet users including communication, information, entertainment, e-commerce and others. As of June 30, 2011, the active QQ users accounts for QQ IM amounted to 701.9 million while its peak concurrent users reached 136.7 million. The development of Tencent has profoundly influenced the ways hundreds of millions of Internet users communicate with one another as well as their lifestyles. It also brings possibilities of a wider range of applications to the China’s Internet industry. Looking forward, Tencent remains committed to enhancing its development and innovation capabilities while strengthening its nationwide branding for its long term development. More than 50% of Tencent employees are R&D staff. Tencent has obtained patents relating to the technologies in various areas: instant messaging, e-commerce, online payment services, search engine, information security, gaming, and many more. In 2007, Tencent invested more than RMB100 million in setting up the Tencent Research Institute, China's first Internet research institute, with campuses in Beijing, Shanghai, and Shenzhen. The institute focuses on the self-development of core Internet technologies, in pursuing its development and innovation for the industry. Tencent's long term vision is to become the most respected Internet enterprise. In order to fulfill corporate social responsibilities and to promote civil Internet communities, Tencent has been actively participating in public charity programs. In 2006, Tencent inaugurated the Tencent Charity Fund, the first charity foundation set up by a Chinese Internet enterprise, and the public charity website gongyi.qq.com. The website focuses on youth education, assisting impoverished communities, care for the disadvantaged, and disaster relief. Tencent has currently begun a number of public charity projects across China. It strives to help build a harmonious society and to become a good corporate citizen. Speaker: Lydia Han | Human Resources Director ,Beijing Centre | Tencent Lydia Han is currently director of Human Resources, Tencent Technology Beijing Co., Ltd., who has nearly fifteen years of rich work experience in human resources management and organizational development. Miss Han has human resources management experience multinational companies such as VIA Technologies (China) and Wal-Mart (China) Investment Co., Ltd. etc.. And she also worked for the government's economic management departments; She has MBA degree from Guanghua O ctober23 | Day O ne CORPORATE VISIT COFCO CORPORATE VISIT Xian-Janssen CORPORATE VISIT Tencent Conference Workshop from HR Department Benchmarking Visit The Benchmarking Visit is a new try of HREC. We aim to provide you a variety of experience to attend different forms of activities from what you will get the chance to have comprehensive understanding and profound insights into the HR function. This time for the Talent Management & Leadership Development Conference, we carefully selected famous companies which are experienced in the field of talent management. Walk into the corporate, you would get more personal feeling of corporate culture; combined with the human resources department and the business unit case studies, you would get in-depth understanding of corporate talent management from the best practices. 13:30 Registration 14:00 Welcoming Speech and Speed Network 14:15 Corporate Introduction 14:25 Open Area Visit 14:40 Speech from Business Department 15:20 Speech from HR Department 16:10 Panel Discussion 17:00 End of the Visit 4
  • 6. The th Annual Conference on 12th-14th, March, 2012, Shanghai 8 2012 TALENT MANAGEMENT & LEADERSHIP DEVELOPMENT Building Up Flexible Talent Echelon Through Long-term Talent Management System Jun Der Chiang |HR Director, Asia Pacific Operation| Ashland(China)Holdings Co.,Ltd. Mr. Xu Yili, graduating from business school at the age of 27, started his career in the human resources field, and later became the senior organization development professional, passionate lecturer and consultant. In 2010,after ten years working experience in corporate, he quitted from business, and moved to a relax life of reading, travel, photography, and occasionally provides advisory to organization. Mr. Xu writes a blog that little person interests named " Almost Awesome". In the summer of 2011, Mr. Xu started again to promote his show. Now he is living in Suzhou and Shanghai. Grace Xu|Regional Human Resource Director,North China|Sodexo Grace Xu is currently working as a human resource director,North China in Sodexho. Ms Xu has more than 10 years’ HR management experience in foreign companies who had assumed as a manager at DHL; Schneider Electric Group; United States ARAMARK Service Industry Co., Ltd. Jackie Deng|Regional Operation Director| Sodexo Jackie Deng is regional operation director of Sodexho.He graduated from Switzerland, Les Roches Hotel Management School and has more than 10 years experience in hotel management. Jackie worked as front office manager in “Lindner Golf Hotel Rhodania” in Switzerland; F&B Manager in “Les Roches Jin Jiang International Hotel Management College”; F&B Director and Project Manager in “Melco China Resorts”; Operation Director in “Tsinghua International Convention Center”.He as in charge of Services for: 2003 UN Crans Montana Forum; 2003 European Horse Jumping; 2003 and 2004 Omega European Masters; 2009 World University Winter Games; 2009 China Entrepreneurs Forum. Stone Zou|Deputy general manager|Beijing Vanke Property Service Co.,Ltd “Mr Zou Ming is deputy general manager of Beijing Vanke Property Company, and general manager of recruitment training center of Beijing area of Vanke Group, 14 years of human resources experience. As the group planning development department director, according to the needs of business development of Vanke property system, has promoted human resource system standardization,human resources information, human resource policy, personnel training and organization structure reform work. Ruiling Guo| Human Resource General Manager | China Meheco Corporation Ms. Guo Ruiling is a human resource general manager of China Meheco Corporation. She worked as a teacher in the university, and has work experience in the large state-owned enterprises work for 20 years, who has a wealth of cross-sectorial management experience, including financial department manager, general manager, President and director of General Office of enterprise management. These years’ management working experience richen her experience in human resource management, deepen the organic combination of theory and practice, and accumulate human resources management experience of large state-owned enterprises. Ms.Guo has a bachelor's degree in economics, and she is a senior human resources management division. Also, She is one of the trainees of Tsinghua University EMBA human resource management and" China Human Resources 100" member. Arnold Zhang| Senior Manager, Learning and Development| Terex China Mr. Arnold Zhang is a senior manager, learning and development, Terex China, who has more than 10 years’ management consulting and HR management working experience. Arnold worked as a senior manager of learning and organizational development in Yahoo China and Alibaba Group, manager of organizational development and integrated planning in DHL, Sr. consultant in Deloitte Consulting and Sr. analyst in Accenture, etc. His management experience covered most business process and all the HR management functions. Arnold graduated from automotive engineering of Tsinghua University and get the bachelor degree of engineering. Choo May Ling |Corporate Training & Development Manager|Nestle(China) Ltd. Ms Choo May Ling, from Singapore, is Training and Development Director of Nestle Greater China Region(includes HK, TW and mainland). She is responsible for the training and development over 50k people in Nestle GCR from first line staff to senior executives. Ms Choo, has over 20 years senior professional experience and many brilliant contributions in training and development, in terms of Training system setting up and management, people and management development program, leadership development system design and operation, Nestle management Academy building up. Under her leadership, there are many accomplishments and success were selected as global best practices and promoted to many other countries. One of them is the NEXT program. Introduction of Speakers and Panelists -Conference and Workshop 5
  • 7. The th Annual Conference on 12th-14th, March, 2012, Shanghai 8 2012 TALENT MANAGEMENT & LEADERSHIP DEVELOPMENT Building Up Flexible Talent Echelon Through Long-term Talent Management System Introduction of Speakers and Panelists -Conference and Workshop Jun Wang|Director, Organization Development and HR for HR|Schneider Electric Mrs. Wang Jun is now the Director of Organization Development in Schneider Electric with more than 10 years of global and China experience with Motorola, Hewitt Packet and Schneider Electric in Organization Development, Learning and Development, etc. Mrs. Wang Jun has a PH.D in Instructional Technology from University of Tennessee, USA. Xiaohong Wang | HR Director | Gome Ms.Xiaohong Wang, master of human resources management from Capital University, served as human resources director in Huatai automobile and GST Holdings Limited. Nearly 10 years of work experience in human resources of Gome led HR team won "the best example of corporate human resources ",” best practice talent retention " " optimal employer in Chinese college students "," Top 10 Shawn Zhou | Staffing Manager | Intel Semiconductor (Dalian) Ltd. Shawn Joined Intel in Sep 2009 as staffing manager he supported the Fab68 site ramping which included workforce planning, workforce development and leading the recruitment campaign for both experienced and graduation hire. His latest job prior to Intel was PRC management consulting staffing manager of Accenture in last 5 years. Shawn hold a Master degree from university of Hertfordshire, UK, majoring in International Business. He has worked in UK and has experienced across retail, BPO and IT industries. His functional portfolio includes Talent acquisition, talent management and HR strategy. Wells Tian| Head of Leadership Consulting Practice| Aon Hewitt China Wells is the head of Leadership Consulting Practice of Aon Hewitt China.He also leads the Executive Compensation Service in China market. With experience generated from his management and consultancy role in nearly 15 years, Wells is an expert on advising broadly in subjects encompassing HR Strategy, Corporate Governance, Organization Change, Executive Remuneration, Leadership Assessment and Development, Performance Management, etc. Most of his consultancy project was delivered to big SOE organizations and multinationals. Before he took the position in Aon Wells had been working on management roles like BD director of Hewitt Associate China as well as Human Capital Consulting Director of Accenture China. As the major coordinator of the leadership development center of Asia Pacific region of Accenture, Wells worked with many experts from other countries to develop knowledge and methods on the related subjects. Wells also assumed senior roles in business and marketing functions in other firms including Lucent and Samsung and contributed to significant growth of their business in China market. As an consultant on corporate governance and executive remuneration, Wells was invited by the SASAC (State-owned Assets Supervision and Administration Commission of the State Council) to participate in the study and development of manager compensation system of SOEs. He actively addressed on different topics on conferences and seminars related to talent and organization changes. Wells graduated from Management Engineering of Tsinghua University’s MBA program. He also has a bachelor degree of applied accounting Oxford Brookes University. Jean Chen| Lead HR Consultant, NSN Delivery GCHN| Nokia Siemens Networks Jean Chen is Lead HR Consultant for Services China Region in Nokia Siemens Networks.She joined NSN since April 2008, starting from HR Consultant for Solution Sales Team (SSM). Before moving to Services HR, she supported 3 BU—Sales, CUC CBT, MCA & Legal team. Before NSN, she worked in HR area around 14 years in various industries & companies, e.g. State-owned Institute, Swiss invested “manufacturing, sales & researching Enterprise” & American high-tech Company, including the latest 4 years in Dell China. Learning & growing in various HR specialist functions, e.g. Staffing, C&B & HR Generalist (Business Partner). Christie Hsu| Consulting Director of Human Capital Advisory Service | Mercer Ms. Christie Hsu is a Consulting Director of Human Capital Advisory Service with Mercer Human Resource Consulting (Shanghai Office). With more than 15 years’ HR consulting experience, Ms. Hsu has accumulated broad expertise in the areas of talent development and management, OD, performance management, job analysis and evaluation, among others. Ms. Hsu has diversified experiences with different types of clients including both Chinese and multi-national companies. Some of her clients include,., DTZ, YKK, Wyeth, TYCO, BenQ, ABC bank, First Bank (Taiwan), Taipei Fubon Bank (Taiwan). Anta, Metersbonwe, Longcheer Technology Co. Chery, Supor. Prior to RE-joining Mercer, Ms. Hsu worked for a China private company who is the leading company in sports industry as group HRD to build HR system and team , and after that she joined a MNC company as AP L&D Sr. manager to build AP leadership capability ; her practical experience in corporate and solid consulting experience can help clients to solve their HR issues. Ms. Hsu has a Bachelors degree in Business Administration from Kensington University in U.S.A, and certified as Mercer internal trainer for leadership program, also got MBTI, CPI 260 certification and coaching skill training certification David Yang | General Manager of Human Resource Dept. | Perfect World Network Technology Co., Ltd. COMING SOON 6
  • 8. The th Annual Conference on 12th-14th, March, 2012, Shanghai 8 2012 TALENT MANAGEMENT & LEADERSHIP DEVELOPMENT Building Up Flexible Talent Echelon Through Long-term Talent Management System O ctober24 | Day Tw o 0830 Registration 0900 Opening Address From the Chairman 0915 Speed Networking System and Deploying of Long-term Talent Management Talent management is the key of the corporate development, and good planning of long-term and wholistic deployment of talent management could help corporate strategy. However, corporate always pay more attention to short-term achievement and ignore the long-term talent management system and deployment which makes the following-up work very hard. In this part, we would discuss the whole planning of talent management which can help the corporate strategy. 0930 Session One How to Promote the Corporate Strategy Implementation Through the Long-term Talent Strategy Pay attention to long-term talent management deployment and system building How to balance short-term achievements and long-term strategy planning 1020 Tea Break 1035 Session Two Talent Strategy under Merger and Acquisition and Organizational Integration Nowadays, many corporate is facing to the organizational change include merger and acquisition and business model changement which effects talent management strategy. So,we would discuss how to adapt to organizational change, especially under merger and acquisition and organizational integration in this session. Jun Der Chiang|HR Director, Asia Pacific Operation| Ashland(China)Holdings Co.,Ltd. 1125 Session Three Analysis of 2012 China Talent Management Landscape Survey Report—Part One Xiaohong Wang | HR Director | Gome 1215 Luncheon Practice and Identification of Leadership Development Program Case Study of Leadership Development Program How to follow and identify the effectiveness of leadership development program 1315 Session Four: ‘Next’--The Best Practice From Leadership Development Project of Nestle Model and Case Sharing of Leadership Development Program What kind of leadership we need? The help of the leadership development project Mayling Choo|Corporate Training and Development Manager|Nestle(China)Ltd. 1405 Session Five: Tracking and Evaluation of Leadership Development Program Model and Case Sharing of Leadership Development Program Effect Tracking of Leadership Development Program Evaluation of Leadership Development Program Arnold Zhang| Senior Manager, Learning and Development| Terex China 1455 Tea Break 1510 Session Six: Dialogue - How HR, Line Manager and Senior Executive Cooperate with Each Other to manage talent Talent motivation and retention is not only related to HRs, but also to line managers and senior executives. In this dialogue, let’s listen to the voice from HR, line manager and senior executives. Grace Xu | Regional Human Resource Director,North China | Sodexo Jackie Deng | Regional Operation Director | Sodexo Jade Li | HR Partner&Manager | BMW China 1600 Session Seven: Analysis of 2012 China Talent Management Landscape Survey Report—Part Two Jun Wang | Director, Organization Development and HR for HR | Schneider Electric 1650 End of Day 1 CORPORATE VISIT COFCO CORPORATE VISIT Xian-Janssen CORPORATE VISIT Tencent Conference Workshop 7
  • 9. The th Annual Conference on 12th-14th, March, 2012, Shanghai 8 2012 TALENT MANAGEMENT & LEADERSHIP DEVELOPMENT Building Up Flexible Talent Echelon Through Long-term Talent Management System O ctober25 | Day Three 0830 Registration 0900 Opening Address from the Chairman Workshop 1——High Potential Employees 0905 Session One: Workshop--Identifying and Screening High Potential Employees through Quantitative Analysis & High Potential Employees’ Tracking What is the standard of talent? More objective way to identify talent Quantitative tools with high quality and low cost How to match talent with the key position? How to track high potential employees? Christie Hsu| Consulting Director of Human Capital Advisory Service | Mercer 1050 Session Two: Speech--Identifying Career Path to Motivate and Retain High Potential Employees As C&B and training opportunities, career path is what talent concerned. Talent drain is because of vague career path. In this session, we will pay attention to the way to clarify the career path to motivate and retain high potential employees. Jean Chen| Lead HR Consultant, NSN Delivery GCHN| Nokia Siemens Networks 1130 Tea Break 1145 Session Three: Panel Discussion:--Retaining High Potential Employees through Various Talent Retention Strategy Many corporate use C&B and training opportunities to retain talent but are there any other way to be combined? You will find the answer. Sherry Liu|HR&Communication VP,Asia|Munters Ruiling Guo| Human Resource General Manager | China Meheco David Yang | General Manager of Human Resource Dept. | Perfect World Network Technology Co., Ltd. 1230 Luncheon Workshop 2——Succession Planning 1330 Session Four: Workshop 2--How to match the development program of high potential employees and succession planning Wells Tian| Head of Leadership Consulting Practice| Aon Hewitt China 1515 Tea Break 1530 Session Five: Speech --Talent Echelon Construction for High and Mid-level Succession Planning Many HRs are concerned about succession planning but they found they have no suitable successor the time they want. The problem is that they may ignore the fundamental problem which they didn’t build up a good talent echelon at the beginning. High and mid-level succession planning are what HRs most interested in, and you will see the best practice about it. Stone Zou|Deputy general manager|Beijing Vanke Property Service Co.,Ltd 1625 Session Six: Panel Discussion--How to Improve the Success Rate of Successor Shawn Zhou| Staffing Manager | Intel Semiconductor (Dalian) Ltd. 1710 End of Day 2 CORPORATE VISIT COFCO CORPORATE VISIT Xian-Janssen CORPORATE VISIT Tencent Conference Workshop 8
  • 10. The th Annual Conference on 12th-14th, March, 2012, Shanghai 8 2012 TALENT MANAGEMENT & LEADERSHIP DEVELOPMENT Building Up Flexible Talent Echelon Through Long-term Talent Management System WHY YOU SHOULD ATTEND Corporate visit, conference and workshop will be included in the 8th talent management and leadership development conference. Talent management and leadership development is related to corporates’ future, so corporate pay more and more attentions to it. In the past 7 conferences, we have different emphasis on talent management and leadership development practice, but how to balance the short-term practice and long-term strategy must be considered by HRs. This year, we would go back to the origin and to reflect on long-term strategy and system building of talent management, which bring you the deepest thinking. We welcome all talent management professionals and professionals-to-be to join the conference, and to share your idea together. WE ARE LOOKING FORWARD TO MEET YOU IN BEIJING! Who should attend Vice President, Director, General Manager, Senior Manager, Manager and Officer: Human Resource Talent Management Leadership Development Succession Planning Learning and Development Organizational Development Strategy Planning and Development Employee Service Talent Acquisition and Retention Employer Branding About HREC To excel in an increasingly competitive and knowledge-driven business world, the HR Excellence Center (HREC) is a membership based platform which is created to improve the competencies and capabilities of HR practitioners and advance the development of HR as a profession in China. When you become a HREC member, you enjoy access to a diversified range of HR Events and knowledge platforms discussing hottest issues and cutting-edging topics faced by HR practitioners in China, including HRD Networks, HR conferences, trainings & workshops, HR Frontier, HR industrial working group, monthly newsletters, website and other valued added services. HR Excellence Center is a subsidiary of JFPS Group. JFPS Group is the leading business performance enhancement company with affiliated partners in U.S., China, UK, Japan, Singapore and Malaysia. For more details, welcome to visit: http://www.hrecchina.org Please contact: HREC / Marketing Mail: 1701, Imago Tower 99 Wu Ning Road, China 200063 Tel: +86 21 6056 1858 / Fax: +86 21 6056 1859 Email: marketing@hrecchina.org Website: www.hrecchina.org 9