This 2 day conference on Innovation in HR will be happening in Singapore 23-24 January 2013. Invitro Innovation is a sponsor of the event and will be delivering an Experiential Ideation session as well as selling our Innovation Provocation Cards at the event. See you there!
This document provides information about the Talent Management Solutions 2010 conference being held on April 14-15, 2010 in Arlington, VA. The conference will focus on topics related to talent management, such as understanding the changing landscape of talent management, establishing a strong talent pipeline, creating an effective onboarding process, and using an ROI approach to talent retention. Speakers will provide insights and case studies on these topics. The document outlines the agenda, speaker biographies, registration information, and logistics for the two-day conference.
Social media is demonstrating its power to bring together disparate groups through sharing ideas. Some organizations are looking to leverage social media to help deliver innovation during difficult economic times. This requires a collaborative leadership style that taps into the depth of talent within an organization. O2 established an internal social network to encourage idea sharing and improve customer service. Glaxo Smith Kline is developing a talent pool of high potentials by paying off their student loans to recruit top graduates and deliver future innovation. Developing talent pools can provide cost savings and improve quality over time.
Strategic Talent Management and Leadership Development Canada Program Tatawan Plengsirivat
This document provides information about a conference on strategic talent management and leadership development. The two-day conference in Toronto will focus on successfully developing and managing talent and leadership programs to enhance business competitiveness and goals. It will enable attendees to connect talent strategies to business strategies, create multifaceted leadership development strategies, and strengthen internal talent management programs. The agenda includes keynote speakers and case studies from top companies on various talent management topics.
This document provides information about Talent2, a company that offers human resources outsourcing and consulting services globally. It lists various HR services including executive search, payroll processing, learning and development, and HR consulting. The document highlights Talent2's regional presence and capabilities in the Middle East and Africa to provide end-to-end outsourced HR solutions. It also shares examples of projects Talent2 has completed for clients in the region.
This document provides information about the Talent Management Solutions 2010 conference, including the schedule, speakers, and topics. The two-day conference will be held on April 14-15, 2010 in Arlington, VA and will focus on strategies for recruiting, engaging, and retaining employees. Day one will cover topics such as talent management strategies, workforce planning, employee branding, and using social media for engagement. Day two will discuss communication strategies, employee retention, leadership development, and succession planning. The document provides details on registration, hotel accommodations, speakers, and session content to help attendees understand how the conference will address current challenges in talent management.
The document provides information about STANDARDS Consultants, a business consulting and human resources firm. It discusses STANDARDS' mission, vision, values, services, customers, and training programs.
STANDARDS' mission is to provide excellence in business consulting and corporate development. Their vision is to achieve excellence through positive culture and best practices. Their values include clients, employees, franchise, credibility, quality, and constant improvement.
The company offers human resources consulting, business management consulting, and training programs. Their services help measure success in key areas like leadership, communication, and compliance. They customize solutions for different industries. STANDARDS works with customers in various sectors to develop processes involving employees at all levels.
The document announces an HR convention on January 9, 2010 in Noida, India titled "Determining Solutions For Challenging Times & Changing Expectations". The convention will feature sessions on aligning HR with business goals, developing future leaders, and managing change. It will provide networking opportunities for HR professionals from various companies. The agenda includes plenary sessions, case studies, and panels on topics such as talent development and reducing training costs in difficult economic times.
Project on elements of talent managagementDeepak Rai
The document defines talent management as using integrated activities to attract, retain, motivate and develop talented employees that an organization needs currently and in the future. It aims to ensure a steady flow of talent as a major corporate resource.
The key elements of talent management include developing a resourcing strategy based on business needs, implementing attraction and retention policies, conducting talent audits, developing roles, managing talent relationships, performance management, total rewards, career management, and creating a best place to work environment.
Talent management is important for organizations as it can improve employee morale and retention, enhance efficiency, and lower expenses by ensuring the organization has the right talented people in place.
This document provides information about the Talent Management Solutions 2010 conference being held on April 14-15, 2010 in Arlington, VA. The conference will focus on topics related to talent management, such as understanding the changing landscape of talent management, establishing a strong talent pipeline, creating an effective onboarding process, and using an ROI approach to talent retention. Speakers will provide insights and case studies on these topics. The document outlines the agenda, speaker biographies, registration information, and logistics for the two-day conference.
Social media is demonstrating its power to bring together disparate groups through sharing ideas. Some organizations are looking to leverage social media to help deliver innovation during difficult economic times. This requires a collaborative leadership style that taps into the depth of talent within an organization. O2 established an internal social network to encourage idea sharing and improve customer service. Glaxo Smith Kline is developing a talent pool of high potentials by paying off their student loans to recruit top graduates and deliver future innovation. Developing talent pools can provide cost savings and improve quality over time.
Strategic Talent Management and Leadership Development Canada Program Tatawan Plengsirivat
This document provides information about a conference on strategic talent management and leadership development. The two-day conference in Toronto will focus on successfully developing and managing talent and leadership programs to enhance business competitiveness and goals. It will enable attendees to connect talent strategies to business strategies, create multifaceted leadership development strategies, and strengthen internal talent management programs. The agenda includes keynote speakers and case studies from top companies on various talent management topics.
This document provides information about Talent2, a company that offers human resources outsourcing and consulting services globally. It lists various HR services including executive search, payroll processing, learning and development, and HR consulting. The document highlights Talent2's regional presence and capabilities in the Middle East and Africa to provide end-to-end outsourced HR solutions. It also shares examples of projects Talent2 has completed for clients in the region.
This document provides information about the Talent Management Solutions 2010 conference, including the schedule, speakers, and topics. The two-day conference will be held on April 14-15, 2010 in Arlington, VA and will focus on strategies for recruiting, engaging, and retaining employees. Day one will cover topics such as talent management strategies, workforce planning, employee branding, and using social media for engagement. Day two will discuss communication strategies, employee retention, leadership development, and succession planning. The document provides details on registration, hotel accommodations, speakers, and session content to help attendees understand how the conference will address current challenges in talent management.
The document provides information about STANDARDS Consultants, a business consulting and human resources firm. It discusses STANDARDS' mission, vision, values, services, customers, and training programs.
STANDARDS' mission is to provide excellence in business consulting and corporate development. Their vision is to achieve excellence through positive culture and best practices. Their values include clients, employees, franchise, credibility, quality, and constant improvement.
The company offers human resources consulting, business management consulting, and training programs. Their services help measure success in key areas like leadership, communication, and compliance. They customize solutions for different industries. STANDARDS works with customers in various sectors to develop processes involving employees at all levels.
The document announces an HR convention on January 9, 2010 in Noida, India titled "Determining Solutions For Challenging Times & Changing Expectations". The convention will feature sessions on aligning HR with business goals, developing future leaders, and managing change. It will provide networking opportunities for HR professionals from various companies. The agenda includes plenary sessions, case studies, and panels on topics such as talent development and reducing training costs in difficult economic times.
Project on elements of talent managagementDeepak Rai
The document defines talent management as using integrated activities to attract, retain, motivate and develop talented employees that an organization needs currently and in the future. It aims to ensure a steady flow of talent as a major corporate resource.
The key elements of talent management include developing a resourcing strategy based on business needs, implementing attraction and retention policies, conducting talent audits, developing roles, managing talent relationships, performance management, total rewards, career management, and creating a best place to work environment.
Talent management is important for organizations as it can improve employee morale and retention, enhance efficiency, and lower expenses by ensuring the organization has the right talented people in place.
The document summarizes insights from an executive briefing on talent pipelines and retention. It discusses the need to align learning and development with business strategy to build needed capabilities. It also describes ABB's integrated talent management approach including competency frameworks, global systems, capability planning linked to business goals, and policies to encourage internal mobility. Leaders saw capable leadership, career prospects and culture as most important for retention over financial rewards or flexibility.
DIFR provides customized HR solutions to meet organizations' unique and changing needs. They offer a full range of HR services, including talent acquisition and training, talent management, HR process reengineering, and business incubation. DIFR's experts work with clients to design solutions tailored to their industry, size, goals, and budgets. Their vision is to develop high-quality human capital and maximize employee performance through coaching and career development.
Marc Effron, author of One Page Talent Management: Eliminating Complexity, Adding Value (Harvard Business Press) showed how companies have buried talent processes under layers of bureaucracy and complexity that make them unusable and unused. More importantly, he’ll show you how to cut through the clutter with One Page Talent Management (OPTM), a powerfully simple approach that significantly accelerates a company's ability to develop better talent faster. The OPTM approach combines the best behavioral science research with lean process design to create easy to use talent processes that managers truly value. This webinar is for anyone who leads a team or wants to one day.
In this session, you will hear a combination of the latest research and best and next practices from leading organizations on the role the learning and development staff is increasingly playing in the integrated talent management movement. As a starting point, the group will discuss the top-level findings from ASTD’s recently published report, “Learning’s Critical Role in Integrated Talent Management,” including information on how high-performing and low-performing organizations use talent management differently. You will also gain information on which organizational roles are primarily responsible for the key elements of talent management: leadership development, individual development, performance management, employee learning, recruitment/selection, employee engagement, compensation and benefits, and succession planning. And you’ll hear about learning’s role in each area.
Elementz is an HR and OD consulting firm established in 2006 that partners with clients to help unlock their human potential. They have 6 trainers and 3 OD consultants working with over 60 companies. Elementz focuses on holistic organization development including people, processes, and design. They deliver training programs and interventions in areas like leadership development, competency frameworks, culture change and more. Elementz aims to help organizations unleash the hidden potential in their people and systems.
The New Workplace: Creating the 21st Century Businessbridgitts
The document discusses the changing nature of the modern workplace and strategies for success. It emphasizes that (1) innovation, leadership, and collaboration are key priorities, (2) old rules are no longer effective and companies must focus on the present, and (3) embedding innovation in company culture and developing strong leadership are important for staying competitive.
The Next Generation of Talent Management Strategy: Pay for TalentHuman Capital Media
Pay for performance is an accepted model for many organizations, but is it effective or shortsighted? Does it drive the right behavior and focus on the key people you must retain? How do you tie in potential, risk of losing someone, etc., into the overall reward process?
In this session, Jan Brockway, director of product management for talent management at ADP and a long-term HR practitioner, and Robert Mattson, director of talent management marketing at ADP, will discuss the advanced concepts of pay for talent, which might include pay for potential and how and where performance, succession/talent assessment and compensation information can be used across HR processes. Attendees will learn:
• Pay for talent: What is it really, how can it impact an organization and what are the keys to making it successful?
• The links between performance, succession, talent assessment and compensation.
• Keys to successful implementation: Gotchas, change management and success.
The Talent Dialogue approach aims to establish an ongoing, two-way dialogue between employers and employees to better understand employee needs, preferences, and goals. Unlike point-in-time employee engagement surveys, Talent Dialogue facilitates continuous conversation and involvement of employees in shaping talent management strategies. Implementing Talent Dialogue can help increase employee engagement by making employees feel included in important decisions and foster a culture of engagement through management's commitment to seeking employee feedback.
Siemens Pakistan is a leading SAP solutions and systems integrator in Pakistan. It was the first value added reseller, certified implementation partner, and support partner for SAP solutions in Pakistan. Siemens Pakistan provides a full portfolio of SAP services including solutions, IT services, hardware/infrastructure, training, and consulting. It has a team of over 120 SAP experts and has trained over 1,300 consultants.
The document provides information on several leadership development companies in India. It discusses:
1) The leadership identification, assessment, and development solutions offered by the companies to help clients identify and strengthen their current and future leaders. This includes 360 assessments, leadership programs, coaching, and customized solutions.
2) The types of clients served, which include large Indian and multinational corporations.
3) Additional services offered beyond leadership development, such as organizational consulting, change management support, and talent management.
4) Key differentiators of the companies, which emphasize their customized approach, global expertise, and track record of positive outcomes for clients.
The document discusses managing talent in today's changing environment. It covers topics like talent acquisition, employee engagement, and the impact of technology on talent management. It notes that economic changes are driving new talent needs. Talent management is becoming more important than traditional HR practices. Innovative solutions are emerging for organizations to differentiate themselves in attracting and retaining top talent.
The document provides an overview of the Certified Human Resource Intelligence Professional (CHIP) program. The program aims to equip HR professionals with the skills needed to implement HR intelligence technologies that provide real-time insights. This allows for better strategic decision making to align workforce management with business objectives. The CHIP program teaches participants how to perform analytics in areas like workforce planning, employee development, and performance management. Upon completing the course, HR executives will be able to apply technology-based best practices to help their organizations maximize opportunities through HR intelligence.
Sarvagnya is a strategic HR and organizational development consulting firm founded on 20 years of global experience. It aims to provide best-in-class business solutions to clients through its core value drivers of knowledge, competence, and wisdom. Sarvagnya's services include change management, competency modeling, learning and development programs, business process engineering, HR policies and processes, performance management systems, executive search, and support for mergers and acquisitions. The firm takes a scientific approach using proprietary assessment and evaluation tools.
M-Talent provides talent acquisition and research solutions to help clients attract and retain top executives, managers, professionals, and specialists. They reduce reliance on agencies by using talent research, mapping skills to gather intelligence on people and organizations of interest to clients. M-Talent also provides talent sourcing, organizational insights, and a pipeline of talent to meet short and long-term hiring needs.
The document discusses a presentation by Knowledge Infusion on reassessing talent management strategies in a down economy. It provides an agenda for the presentation which includes an overview of Knowledge Infusion, the importance of a talent management strategy during an economic downturn, reevaluating the importance of talent to business strategy by focusing on retention and productivity and prioritizing critical talent segments, and upgrading talent pools and enhancing mobility. It also discusses Knowledge Infusion's optimization services.
- Clariant International Ltd is a global leader in chemicals headquartered in Switzerland with over 22,000 employees worldwide.
- The company uses Corporate Spirit's 360-degree feedback tool to assess over 1,200 leaders as part of its People Excellence program aimed at developing organizational performance.
- Ian Barclay of Clariant emphasizes the importance of setting challenging goals, clarifying employees' roles, and providing support to help employees succeed, and sees feedback as key to a productive organizational culture.
This document provides information about a specialization program in competency mapping and benchmarking. The program is intended for experienced human resources professionals and will cover topics like competency analysis, organizational competency requirements, competency-based strategy development, and change management techniques for adoption of competency mapping. Attendees will learn Catalyst's framework for competency mapping and benchmarking implementation, explore case studies, and participate in interactive sessions focused on application of the concepts. The goal is to equip participants with the skills to execute competency mapping in their own organizations and enhance their professional growth.
McKinsey on Organization CHROs and talent managementPeter Allen
This document discusses the future of performance management in organizations. It begins by noting that traditional annual performance evaluations are widely disliked but still commonly used. It then outlines some emerging trends in how top companies are rethinking performance management, such as focusing only on top and low performers rather than trying to differentiate average ones, providing continuous feedback instead of annual reviews, and basing compensation more on team performance and skills development than individual ratings. The document suggests the changes signal performance management practices are overdue for an update to better suit modern job roles and business needs.
Sophie Kleber, for HUGE, will discuss how to make sure creativity happens and let the best ideas break through, how to keep teams inspired so creativity can thrive, and how to give your teams the tools they need to be creative.
This two-day forum provides an opportunity for marketing professionals to learn about new trends and insights in strategic marketing. Over the course of presentations and workshops, attendees will gain practical knowledge on topics such as product innovation strategies, aligning marketing with business strategy, leveraging social media, measuring marketing ROI, and designing strategic marketing plans. The forum is aimed at senior marketing executives and is designed to provide perspectives and best practices for shaping effective marketing strategies.
The document summarizes insights from an executive briefing on talent pipelines and retention. It discusses the need to align learning and development with business strategy to build needed capabilities. It also describes ABB's integrated talent management approach including competency frameworks, global systems, capability planning linked to business goals, and policies to encourage internal mobility. Leaders saw capable leadership, career prospects and culture as most important for retention over financial rewards or flexibility.
DIFR provides customized HR solutions to meet organizations' unique and changing needs. They offer a full range of HR services, including talent acquisition and training, talent management, HR process reengineering, and business incubation. DIFR's experts work with clients to design solutions tailored to their industry, size, goals, and budgets. Their vision is to develop high-quality human capital and maximize employee performance through coaching and career development.
Marc Effron, author of One Page Talent Management: Eliminating Complexity, Adding Value (Harvard Business Press) showed how companies have buried talent processes under layers of bureaucracy and complexity that make them unusable and unused. More importantly, he’ll show you how to cut through the clutter with One Page Talent Management (OPTM), a powerfully simple approach that significantly accelerates a company's ability to develop better talent faster. The OPTM approach combines the best behavioral science research with lean process design to create easy to use talent processes that managers truly value. This webinar is for anyone who leads a team or wants to one day.
In this session, you will hear a combination of the latest research and best and next practices from leading organizations on the role the learning and development staff is increasingly playing in the integrated talent management movement. As a starting point, the group will discuss the top-level findings from ASTD’s recently published report, “Learning’s Critical Role in Integrated Talent Management,” including information on how high-performing and low-performing organizations use talent management differently. You will also gain information on which organizational roles are primarily responsible for the key elements of talent management: leadership development, individual development, performance management, employee learning, recruitment/selection, employee engagement, compensation and benefits, and succession planning. And you’ll hear about learning’s role in each area.
Elementz is an HR and OD consulting firm established in 2006 that partners with clients to help unlock their human potential. They have 6 trainers and 3 OD consultants working with over 60 companies. Elementz focuses on holistic organization development including people, processes, and design. They deliver training programs and interventions in areas like leadership development, competency frameworks, culture change and more. Elementz aims to help organizations unleash the hidden potential in their people and systems.
The New Workplace: Creating the 21st Century Businessbridgitts
The document discusses the changing nature of the modern workplace and strategies for success. It emphasizes that (1) innovation, leadership, and collaboration are key priorities, (2) old rules are no longer effective and companies must focus on the present, and (3) embedding innovation in company culture and developing strong leadership are important for staying competitive.
The Next Generation of Talent Management Strategy: Pay for TalentHuman Capital Media
Pay for performance is an accepted model for many organizations, but is it effective or shortsighted? Does it drive the right behavior and focus on the key people you must retain? How do you tie in potential, risk of losing someone, etc., into the overall reward process?
In this session, Jan Brockway, director of product management for talent management at ADP and a long-term HR practitioner, and Robert Mattson, director of talent management marketing at ADP, will discuss the advanced concepts of pay for talent, which might include pay for potential and how and where performance, succession/talent assessment and compensation information can be used across HR processes. Attendees will learn:
• Pay for talent: What is it really, how can it impact an organization and what are the keys to making it successful?
• The links between performance, succession, talent assessment and compensation.
• Keys to successful implementation: Gotchas, change management and success.
The Talent Dialogue approach aims to establish an ongoing, two-way dialogue between employers and employees to better understand employee needs, preferences, and goals. Unlike point-in-time employee engagement surveys, Talent Dialogue facilitates continuous conversation and involvement of employees in shaping talent management strategies. Implementing Talent Dialogue can help increase employee engagement by making employees feel included in important decisions and foster a culture of engagement through management's commitment to seeking employee feedback.
Siemens Pakistan is a leading SAP solutions and systems integrator in Pakistan. It was the first value added reseller, certified implementation partner, and support partner for SAP solutions in Pakistan. Siemens Pakistan provides a full portfolio of SAP services including solutions, IT services, hardware/infrastructure, training, and consulting. It has a team of over 120 SAP experts and has trained over 1,300 consultants.
The document provides information on several leadership development companies in India. It discusses:
1) The leadership identification, assessment, and development solutions offered by the companies to help clients identify and strengthen their current and future leaders. This includes 360 assessments, leadership programs, coaching, and customized solutions.
2) The types of clients served, which include large Indian and multinational corporations.
3) Additional services offered beyond leadership development, such as organizational consulting, change management support, and talent management.
4) Key differentiators of the companies, which emphasize their customized approach, global expertise, and track record of positive outcomes for clients.
The document discusses managing talent in today's changing environment. It covers topics like talent acquisition, employee engagement, and the impact of technology on talent management. It notes that economic changes are driving new talent needs. Talent management is becoming more important than traditional HR practices. Innovative solutions are emerging for organizations to differentiate themselves in attracting and retaining top talent.
The document provides an overview of the Certified Human Resource Intelligence Professional (CHIP) program. The program aims to equip HR professionals with the skills needed to implement HR intelligence technologies that provide real-time insights. This allows for better strategic decision making to align workforce management with business objectives. The CHIP program teaches participants how to perform analytics in areas like workforce planning, employee development, and performance management. Upon completing the course, HR executives will be able to apply technology-based best practices to help their organizations maximize opportunities through HR intelligence.
Sarvagnya is a strategic HR and organizational development consulting firm founded on 20 years of global experience. It aims to provide best-in-class business solutions to clients through its core value drivers of knowledge, competence, and wisdom. Sarvagnya's services include change management, competency modeling, learning and development programs, business process engineering, HR policies and processes, performance management systems, executive search, and support for mergers and acquisitions. The firm takes a scientific approach using proprietary assessment and evaluation tools.
M-Talent provides talent acquisition and research solutions to help clients attract and retain top executives, managers, professionals, and specialists. They reduce reliance on agencies by using talent research, mapping skills to gather intelligence on people and organizations of interest to clients. M-Talent also provides talent sourcing, organizational insights, and a pipeline of talent to meet short and long-term hiring needs.
The document discusses a presentation by Knowledge Infusion on reassessing talent management strategies in a down economy. It provides an agenda for the presentation which includes an overview of Knowledge Infusion, the importance of a talent management strategy during an economic downturn, reevaluating the importance of talent to business strategy by focusing on retention and productivity and prioritizing critical talent segments, and upgrading talent pools and enhancing mobility. It also discusses Knowledge Infusion's optimization services.
- Clariant International Ltd is a global leader in chemicals headquartered in Switzerland with over 22,000 employees worldwide.
- The company uses Corporate Spirit's 360-degree feedback tool to assess over 1,200 leaders as part of its People Excellence program aimed at developing organizational performance.
- Ian Barclay of Clariant emphasizes the importance of setting challenging goals, clarifying employees' roles, and providing support to help employees succeed, and sees feedback as key to a productive organizational culture.
This document provides information about a specialization program in competency mapping and benchmarking. The program is intended for experienced human resources professionals and will cover topics like competency analysis, organizational competency requirements, competency-based strategy development, and change management techniques for adoption of competency mapping. Attendees will learn Catalyst's framework for competency mapping and benchmarking implementation, explore case studies, and participate in interactive sessions focused on application of the concepts. The goal is to equip participants with the skills to execute competency mapping in their own organizations and enhance their professional growth.
McKinsey on Organization CHROs and talent managementPeter Allen
This document discusses the future of performance management in organizations. It begins by noting that traditional annual performance evaluations are widely disliked but still commonly used. It then outlines some emerging trends in how top companies are rethinking performance management, such as focusing only on top and low performers rather than trying to differentiate average ones, providing continuous feedback instead of annual reviews, and basing compensation more on team performance and skills development than individual ratings. The document suggests the changes signal performance management practices are overdue for an update to better suit modern job roles and business needs.
Sophie Kleber, for HUGE, will discuss how to make sure creativity happens and let the best ideas break through, how to keep teams inspired so creativity can thrive, and how to give your teams the tools they need to be creative.
This two-day forum provides an opportunity for marketing professionals to learn about new trends and insights in strategic marketing. Over the course of presentations and workshops, attendees will gain practical knowledge on topics such as product innovation strategies, aligning marketing with business strategy, leveraging social media, measuring marketing ROI, and designing strategic marketing plans. The forum is aimed at senior marketing executives and is designed to provide perspectives and best practices for shaping effective marketing strategies.
This document discusses approaches to open data and its reuse. It outlines both top-down and bottom-up strategies, and argues that a combination of the two may be most effective. On the one hand, a top-down approach aims to harvest, harmonize and enrich data on a global scale. However, locally governed data leads to locally relevant apps. The document suggests that providing uniform data on a municipal level and using semantic data and APIs may help bridge these approaches.
The document outlines Kevin Popovic's expertise in social media marketing through his company Satellite Marketing. It discusses his experience in communications, publishing, speaking and teaching. It then covers the key aspects of Satellite Marketing's methodology for using social media to create engagement, including identifying goals, understanding audiences, creating strategies, selecting platforms, planning communications, creating engagement, and measuring performance. The document serves as an introduction and overview of Kevin Popovic's work in social media marketing.
Design thinking for designing and delivering servicesZaana Jaclyn
This document outlines an agenda and introduction to a design thinking workshop focused on reimagining libraries. The workshop covers the core phases of design thinking - discovery, definition, development and delivery. In the discovery phase, participants share stories about libraries and build personas. In definition, they identify opportunities and frame focus questions. The development phase involves generating many ideas and prototyping a new library experience. Finally, in delivery, participants prepare pitches to present their visions for the library of tomorrow. The overall workshop aims to collaboratively solve challenges facing libraries through a human-centered design process.
The document outlines the steps of a design thinking workshop, which includes gaining empathy for the problem of redesigning the gift-giving experience for a partner. Participants are then instructed to reframe the problem, generate alternative solutions to test through ideating, iterate designs based on feedback, build and test solutions, and then gather as a group to debrief. The workshop is led by Kevin Popovic, founder of Ideahaus and lecturer at San Diego State University, to teach participants the process of design thinking.
Open Badges Belgium, a new Open Knowledge Working Group to give value to badg...Open Knowledge Belgium
The document discusses an event on Open Badges Belgium to launch a new Open Knowledge working group focused on open badges. It includes an agenda with introductions to open badges, a use case from the City of Ghent, and a hands-on session on creating and issuing open badges. The goal of the working group is to spread open badge use in Belgium and support open recognition initiatives.
This document discusses the 5-Star Linked Open Council Decisions (LBLOD) project. The project aims to map intermunicipal structures and publish local government decisions as linked open data. It involves stakeholders to develop a standardized data model and open methodology for local decision-making processes. The goals are to provide a central searchable repository of machine- and human-readable local decisions through a proof of concept application. The document outlines the project timeline and challenges participants to build applications using the published local decision data.
The document discusses Lego Serious Play, a method that uses Lego blocks to break through mental blocks, fuel imagination, and open minds. It is an immersive participation method where participants build Lego models to represent their ideas in response to a challenge question. This serves as a basis for knowledge sharing, problem solving, and decision making. The hands-on nature of Lego Serious Play activates deeper thinking and allows access to untapped knowledge. It has been used successfully in workshops with major banks and other organizations.
This document provides an overview and discussion of topics related to developing a business from an initial idea, including:
- Researching customer needs and validating ideas through frameworks and brainstorming techniques.
- Customer development processes like validating minimum viable products and creating shared visions with teams.
- Business model canvases, acquisition channels, revenue streams like marketplace, subscription and advertising models.
- Pricing strategies like determining the unit of exchange and capturing customer value while driving desired behaviors.
- Examples of pricing models for software and lessons on testing pricing through interviews and mockups.
This document provides an agenda for a two-day visioning workshop. The workshop goals are to reimagine the company's purpose and vision and energize stakeholders to develop innovative initiatives. Day one will include sharing foundational information about the company, discussing what business it is really in based on participant homework, and identifying key challenges. Day two will focus on imagining a new purpose through exercises, defining important touchpoints, developing vision ideas, and bringing the new vision to life through activities and principles. The workshop aims to have key stakeholders collaboratively develop an inspiring future vision and plans to achieve it.
This document summarizes an event for the Employee Experience & Engagement 2017 conference happening on November 28-29 in Singapore. It provides details on registration, featured speakers from top companies, key topics to be discussed around employee engagement, and an overview of the agenda for the two-day conference. The conference aims to help organizations revamp their employee experience strategies and engagement programs to attract and retain top talent in today's economy.
This document provides information about an upcoming Chief Learning & Development Officer Conference in Nairobi, Kenya on July 23-24, 2015. The conference will focus on framing learning and development as a source of competitive advantage and optimizing the transfer of learning. Key speakers from various organizations in Kenya and Ghana will provide case studies and discuss topics like cultivating a learning culture, leadership development, the changing role of L&D, and using learning for succession planning and talent retention. Attendees will learn practical strategies for ensuring learning is aligned with business needs and enhancing organizational capabilities. Compelling case studies will be presented from Safaricom, Kenya Airways, Groupe Nduom Ghana, Kenya Airports Authority, and Central
The Talent Management Handbook: Chapter 15crowelba
This document discusses the need for a new model of career development that encompasses all employees, not just high potentials. It argues that career development must be flexible, self-powered by employees, and not dependent on traditional succession planning. A key part of the new model is career growth plans that help all employees take responsibility for their own development and align their goals with the organization's strategy. This shifts the focus from the organization developing employees to employees developing themselves with manager and peer support.
Blink Consulting provides concise summaries to understand documents quickly. The document discusses how organizations can improve results by mobilizing and developing people. It explains that Blink Consulting helps clients with human resources strategies in four areas: organizing structures, aligning people with strategies, managing performance, and developing skills. The overall message is that empowering people and continuous learning are keys to exceptional organizational results.
The document promotes the innovationcultures program, an online executive learning series designed to support organizational transformation and foster a culture of innovation. It provides concise summaries and insights into emerging disciplines and practices. Subscribers gain access to webinars, reports, videos and other resources. The program aims to increase awareness of innovation strategies and enable change agents to implement new approaches in their organizations.
This document provides information about the Talent Management Solutions 2010 conference to be held on April 14-15, 2010 in Arlington, VA. The conference will focus on strategies for recruiting, engaging, and retaining employees. Topics will include talent management best practices, social media, onboarding programs, employee retention, and succession planning. Speakers will provide case studies and techniques for talent management in changing economic conditions.
This document provides information about the Talent Management Solutions 2010 conference to be held on April 14-15, 2010 in Arlington, VA. The conference will focus on strategies for recruiting, engaging, and retaining employees. Topics will include talent management best practices, social media strategies, employee onboarding and retention. Speakers will provide case studies and techniques for communication, leadership development, and succession planning. The conference aims to help attendees create comprehensive talent management strategies.
This document summarizes an event recognizing HR innovation in India. It provides details of the Mint Media Marketing Initiative HR 4.0 conference, which awarded several Indian companies and HR leaders for innovations in HR. Key highlights include discussions on building intelligent organizations through digital transformation and talent management, and how HR must innovate and adapt to remain relevant in a changing business environment. The document lists award categories, winners, and quotes from speakers on the challenges and opportunities for HR innovation.
This document provides an agenda for a two-day conference on talent management and succession planning being held in Kuala Lumpur, Malaysia. The conference will feature presentations from HR leaders of major companies on aligning talent strategy with business strategy, relationship management skills, and creating space for employees to foster innovation. It will also include sessions on utilizing culture and engagement to attract, develop, and retain talent, and designing employee experiences to recruit and retain top talent. The goal is to help organizations select, manage, and develop talents to improve both individual and organizational performance.
The document discusses various types of client engagements Kedge provides related to strategy, culture change, learning and development, and innovation. It then provides examples of specific client engagements including:
1) Helping a large investment company expand their perspective through an immersive workshop.
2) Conducting trend analysis and scenario planning for multiple organizations to help transform their strategies around talent management, unions, employee benefits, and children's education.
3) Establishing a futures team and training program to develop foresight capabilities for a media company's global regions.
4) Leading a C-suite retreat that helped a language learning company identify a new strategic acquisition.
Shaping your Employee Experience through Design ThinkingSara Coene
We define employee experience as seeing the world through the eyes of our employees and staying connected to their wants and needs, so they are committed to the larger business goals and results.
As the war for talent heats up, many companies have appointed a Head of Employee Experience and are developing a strategy to create an employee experience which takes into account the physical environment employees work in, the tools and technologies that enable their productivity, and learning to achieve their best at work.
HR leaders are leading this effort by reaching outside of the HR function to partner with Marketing and Internal Communications in order to create one seamless employee and customer experience. Making the workplace an experience allows companies to embed their culture and values in the workplace and use this to recruit and retain top talent.
In this slideshare you learn about employee experience, why it is so important to put your people first and what the (new) role of HR is.
Sara Coene is Organisational Change Coach, Employee Experience Designer and Design Thinking Facilitator supporting organizations and leaders in their change, with strong focus on team dynamics and development, using co-creation, visual design tools and insights from behavioral science. She is currently working as strategy designer & managing partner at Bedenk, a Belgium based business creativity agency making organizations futureproof.
This document provides information about the Talent Management Solutions 2010 conference, which will take place April 14-15, 2010 in Arlington, VA. The conference will focus on strategies for recruiting, engaging, and retaining employees. Topics will include understanding the changing talent management landscape, creating effective onboarding programs, using social media to connect the workforce, and revitalizing employee retention. Speakers will provide case studies and techniques for talent management best practices. Participants can learn how to develop comprehensive talent management strategies to build a thriving workforce.
This document provides information about the Talent Management Solutions 2010 conference, which will take place April 14-15, 2010 in Arlington, VA. The conference will focus on strategies for recruiting, engaging, and retaining employees. Topics will include understanding the changing talent management landscape, creating effective onboarding programs, using social media to connect the workforce, and revitalizing employee retention. Speakers will provide case studies and techniques for talent management best practices. Participants can attend the full conference or a follow-up workshop on succession planning.
This document provides information about the Talent Management Solutions 2010 conference, which will take place April 14-15, 2010 in Arlington, VA. The conference will focus on strategies for recruiting, engaging, and retaining employees. Topics will include understanding the changing talent management landscape, creating effective onboarding programs, using social media to connect the workforce, and revitalizing employee retention. Speakers will provide case studies and techniques for talent management best practices. Participants can learn how to develop comprehensive talent management strategies to build a thriving workforce.
This document provides information about a leadership engagement workshop on leading organizations in volatile, uncertain, and complex environments. The workshop will use a Results-Based Leadership Framework to help participants understand how to drive results through leadership effectiveness, organizational climate, employee engagement, and customer engagement. It will cover developing emotional and social intelligence, leveraging different leadership styles, and creating individual leadership development plans. The workshop aims to equip participants with skills for achieving organizational success in challenging times.
This document provides information about the Talent Management Solutions 2010 conference, including the schedule, speakers, and topics. The two-day conference will be held on April 14-15, 2010 in Arlington, VA and will focus on strategies for recruiting, engaging, and retaining employees. Topics will include talent management best practices, social media strategies, onboarding programs, employee retention, and succession planning. Speakers will provide case studies and techniques for communication, branding, and leadership development.
This document provides an overview of HR practices at HAL (Hindustan Aeronautics Limited). It discusses HAL's HR vision to become a dynamic and learning organization with highly skilled employees. The objectives are to ensure availability of quality talent, continuous skills improvement, and a culture of learning and achievement. Key strategies include aligning with corporate goals, identifying and upgrading employee knowledge and skills, and promoting HAL's vision and values. Competency-based practices and recruitment of graduates and professionals as trainees are highlighted. Learning and development aims to make training an integral part of professional growth.
Five Steps to Delivering a Competency-Based Development PlanHuman Capital Media
A competency management strategy is key to an organization’s ability to deliver focused and efficient learning and development plans to employees. Job competencies provide a consistent way to assess and measure the success of learning initiatives, focusing on results of the programs themselves and the positive impact on the business. This webinar will discuss five critical steps in defining and implementing a job-specific competency-based approach to development.
Objectives:
Understand the challenges to deploying competency-based development plans.
Review the five-step methodology to deliver competency-based development.
Learn key tips and tools that can help you overcome common objections and delays.
(1) Social media allows companies to engage with current and prospective employees to positively influence perceptions of the company. (2) It can be used for recruitment, onboarding, training, communication, and retention from prospect to employee. (3) When implemented strategically through a phased approach, social media provides measurable returns through improved hiring metrics and reduced costs versus traditional sources.
A 40 minute webinar on how Breakthrough Innovation is possible when we use our heart as much as our heads. Explore how Empathy for Customers and Stakeholders holds the key to opening the door to breakthrough ideas. This Keynote was delivered by Angela Koch of Invitro Innovation to a group of over 200 employees of a global luxury group.
This workbook is an essential tool for participants to the Purpose-made people half day workshop.
This workshop is part of the community work of Invitro Innovation an Ideas and Innovation Consultancy that uses Purpose to guide its Brand and Innovation work.
Join a workshop in Singapore.
http://www.invitroinnovation.com/purpose-made-people/
We are all purpose-made. A simple process to discover your personal purpose. Join a Purpose-made workshop in Singapore. This is an initiative of Invitro Innovation, an Ideas and Innovation consultancy that works with Purpose in the Brand and Innovation spaces.
A quick intro to the Ideas and Innovation consultancy Invitro Innovation. We are a Singapore based consultancy that works across the Asia region in Brand and Product Innovation. www.invitroinnovation.com
A 2 day Workshop outline to discover the driving purpose of your company or brand. Facilitated by Invitro Innovation's Angela Koch in Singapore, Malaysia, Hong Kong, Indonesia, Thailand and Taiwan.
10 file downloads will be permitted
Starting a business is like embarking on an unpredictable adventure. It’s a journey filled with highs and lows, victories and defeats. But what if I told you that those setbacks and failures could be the very stepping stones that lead you to fortune? Let’s explore how resilience, adaptability, and strategic thinking can transform adversity into opportunity.
Discover innovative uses of Revit in urban planning and design, enhancing city landscapes with advanced architectural solutions. Understand how architectural firms are using Revit to transform how processes and outcomes within urban planning and design fields look. They are supplementing work and putting in value through speed and imagination that the architects and planners are placing into composing progressive urban areas that are not only colorful but also pragmatic.
Digital Marketing with a Focus on Sustainabilitysssourabhsharma
Digital Marketing best practices including influencer marketing, content creators, and omnichannel marketing for Sustainable Brands at the Sustainable Cosmetics Summit 2024 in New York
Best practices for project execution and deliveryCLIVE MINCHIN
A select set of project management best practices to keep your project on-track, on-cost and aligned to scope. Many firms have don't have the necessary skills, diligence, methods and oversight of their projects; this leads to slippage, higher costs and longer timeframes. Often firms have a history of projects that simply failed to move the needle. These best practices will help your firm avoid these pitfalls but they require fortitude to apply.
IMPACT Silver is a pure silver zinc producer with over $260 million in revenue since 2008 and a large 100% owned 210km Mexico land package - 2024 catalysts includes new 14% grade zinc Plomosas mine and 20,000m of fully funded exploration drilling.
Part 2 Deep Dive: Navigating the 2024 Slowdownjeffkluth1
Introduction
The global retail industry has weathered numerous storms, with the financial crisis of 2008 serving as a poignant reminder of the sector's resilience and adaptability. However, as we navigate the complex landscape of 2024, retailers face a unique set of challenges that demand innovative strategies and a fundamental shift in mindset. This white paper contrasts the impact of the 2008 recession on the retail sector with the current headwinds retailers are grappling with, while offering a comprehensive roadmap for success in this new paradigm.
Best Competitive Marble Pricing in Dubai - ☎ 9928909666Stone Art Hub
Stone Art Hub offers the best competitive Marble Pricing in Dubai, ensuring affordability without compromising quality. With a wide range of exquisite marble options to choose from, you can enhance your spaces with elegance and sophistication. For inquiries or orders, contact us at ☎ 9928909666. Experience luxury at unbeatable prices.
Cover Story - China's Investment Leader - Dr. Alyce SUmsthrill
In World Expo 2010 Shanghai – the most visited Expo in the World History
https://www.britannica.com/event/Expo-Shanghai-2010
China’s official organizer of the Expo, CCPIT (China Council for the Promotion of International Trade https://en.ccpit.org/) has chosen Dr. Alyce Su as the Cover Person with Cover Story, in the Expo’s official magazine distributed throughout the Expo, showcasing China’s New Generation of Leaders to the World.
4 Benefits of Partnering with an OnlyFans Agency for Content Creators.pdfonlyfansmanagedau
In the competitive world of content creation, standing out and maximising revenue on platforms like OnlyFans can be challenging. This is where partnering with an OnlyFans agency can make a significant difference. Here are five key benefits for content creators considering this option:
NIMA2024 | De toegevoegde waarde van DEI en ESG in campagnes | Nathalie Lam |...BBPMedia1
Nathalie zal delen hoe DEI en ESG een fundamentele rol kunnen spelen in je merkstrategie en je de juiste aansluiting kan creëren met je doelgroep. Door middel van voorbeelden en simpele handvatten toont ze hoe dit in jouw organisatie toegepast kan worden.
𝐔𝐧𝐯𝐞𝐢𝐥 𝐭𝐡𝐞 𝐅𝐮𝐭𝐮𝐫𝐞 𝐨𝐟 𝐄𝐧𝐞𝐫𝐠𝐲 𝐄𝐟𝐟𝐢𝐜𝐢𝐞𝐧𝐜𝐲 𝐰𝐢𝐭𝐡 𝐍𝐄𝐖𝐍𝐓𝐈𝐃𝐄’𝐬 𝐋𝐚𝐭𝐞𝐬𝐭 𝐎𝐟𝐟𝐞𝐫𝐢𝐧𝐠𝐬
Explore the details in our newly released product manual, which showcases NEWNTIDE's advanced heat pump technologies. Delve into our energy-efficient and eco-friendly solutions tailored for diverse global markets.
Garments ERP Software in Bangladesh _ Pridesys IT Ltd.pdfPridesys IT Ltd.
Pridesys Garments ERP is one of the leading ERP solution provider, especially for Garments industries which is integrated with
different modules that cover all the aspects of your Garments Business. This solution supports multi-currency and multi-location
based operations. It aims at keeping track of all the activities including receiving an order from buyer, costing of order, resource
planning, procurement of raw materials, production management, inventory management, import-export process, order
reconciliation process etc. It’s also integrated with other modules of Pridesys ERP including finance, accounts, HR, supply-chain etc.
With this automated solution you can easily track your business activities and entire operations of your garments manufacturing
proces
Anny Serafina Love - Letter of Recommendation by Kellen Harkins, MS.AnnySerafinaLove
This letter, written by Kellen Harkins, Course Director at Full Sail University, commends Anny Love's exemplary performance in the Video Sharing Platforms class. It highlights her dedication, willingness to challenge herself, and exceptional skills in production, editing, and marketing across various video platforms like YouTube, TikTok, and Instagram.
Anny Serafina Love - Letter of Recommendation by Kellen Harkins, MS.
Innovation in HR 2013
1. CONGRESS
SERIES
EARLY BIRD SPECIAL
ONLY S$699 + GST (UP S$1,699) for two days
Register before 15 January 2013 + Save $1000
2nd Annual
Innovation in HR Congress:
Leading Change for the Future Workplace
Mandarin Orchard Hotel, Singapore | 23 & 24 January 2013
The 2nd Annual Innovation in HR Congress is packed with forward-thinking people
strategies, practical case studies and new insights to help drive organisational growth and
performance. Over two action-packed days, ideas-driven organisations will share how you can
better integrate innovation and creativity into your operations and company culture.
Hear from leading experts including:
Anouk De Blieck Johan van Vuuren Peter Allen Gen Mckenzie Pete Baker
General Manager Human Director, People & Culture Vice President of Human Vice President, HR Director, Asia Pacific
Resources, International & (AP) Resources and Organization Human Capital MAERSK LINE
Institutional Banking DIMENSION DATA Development SILVERNEEDLE HOSPITALITY
ANZ AGODA
More speakers
coming soon
David Lim Rachael Fitzpatrick Linda Lim Angela Koch
Senior Director, Director, HR APJ Head of People & Culture Founder and Chief Ideas
Staffing, Asia Pacific AKAMAI AIRASIA EXPEDIA Facilitator
QUINTILES TECHNOLOGIES INVITRO INNOVATION
Attend this highly-anticipated two-day congress and be better
equipped to: PLUS Interactive Group Workshop:
Define HR’s role as enablers and drivers of innovation
Hands on Innovation Experience
Identify leadership competencies needed to create a smarter
• Innovation Challenge Definition
human capital strategy
• Ideation
Reinvent your talent management programmes for the
• Sharing how we can all become Innovators
future
Encourage collaboration and ideas-sharing in the workforce
Attract talents that will be key to fuelling innovation
Revamp your rewards and recognition programmes as a tool
to boost innovation
PLUS Case Studies:
Maximise your employees’ innovative capabilities through Innovative human capital strategies at Agoda
development and training programmes Communicating the importance of change in Dimension Data
Learn how the use of technology and social media supports Building and promoting innovation at AirAsia Expedia
innovation initiatives
2. 2nd Annual
CONGRESS Innovation in HR Congress:
SERIES
Leading Change for the Future Workplace
Featured Topics:
Performance Management: Innovative Approach to the HR’s Role in Leading Change
Process and Tools at ANZ • Change management as a key HR capability
• Incorporating and examining the “how” and “what” of • Preparing the organisation for relentless change
performance across levels in the organisation • Mistakes that HR leaders make
• A process to encourage collaboration rather than • Change management tools from theory to practical
competition between employees on the same application
organisational level
• A view at the departure from “relative ranking” to Dimension Data Case Study: The Use of Metaphors
“absolute rating” at ANZ and Icons in Communicating Change Programme
• Performance review discussions at ANZ would focus Messages
more on the substance of an employee’s performance, Managers often feel bombarded by a multitude of
rather than simply explaining why a particular label messages when it comes to people management
was assigned: hence performance management at programmes and processes in present-day
ANZ is now seen as a forward looking tool for future organisations. Efforts to reduce and align HR message
development traffic are often met with mixed success. Ensuring
that critical messages particularly those concerning
Building and Sustaining a Culture of Innovation: organisational change “hit the mark” requires
Challenges and Strategies amongst others segmenting and understanding target
• What drives innovation in an organisation? Most audiences. This case study will show how metaphors
importantly, who leads the innovation? and icons were used in communicating the importance
• Trade-off between innovation and structure of changes in leadership behaviors in a particular
• How can you encourage innovation and collaboration company.
among your employees? • Understanding changes and desired outcomes
• Promoting risk-tolerance and rewarding innovators • The importance of segmenting and understanding
• How can HR make significant contributions to the target audience
innovation in the company? • Selecting change communications channels and
packaging messages
AirAsia Expedia: Harnessing, Building and Promoting • Using metaphors and icons to help get the
Innovation in Three Ways message across
• Integrating innovation into the organisation’s core • Measuring the impact
values and performance management system
• Creating a conducive environment – diversity and Agoda Case Study: One Set of Competencies to Rule
collaboration among employees Them All – Toward a Smarter and Simpler People
• Leveraging on technology – enterprise social platforms Strategy
Leadership competencies should be at the core of
Don’t be an Old Guard – Reinvent your Talent Attraction any company’s people strategy. The leadership
Strategies for the Millennium competencies that companies adopt and endorse, if
With the entrants of the millennial generation whose designed and used correctly, form the backbone of
behaviour and beliefs are shaped by the political, their approach to every aspect of people management.
technological and unpredictable economic cycles, how Unfortunately, many companies fail to handle leadership
does your organisation continue to attract the best and skills right. Agoda believes that a better approach uses
brightest? Will old wine in new bottle techniques still work unified and consistent criteria across the company. The
or do we need a revolutionary strategy? What is the flavour first step is to identify the skills and competencies that
and recipe for tomorrow’s talent attraction strategy? are already inherent in the company, interviewing a range
of employees from different departments, locations, and
levels. Getting the CEO and senior management involved
is critical at this stage. The second stage is to apply these
criteria to every part of the company’s people processes.
This session will discuss the challenges encountered and
results achieved in Agoda’s innovative strategy.
3. 2nd Annual
CONGRESS Innovation in HR Congress:
SERIES
Leading Change for the Future Workplace
Our Distinguished Panel of Guest Speakers:
Anouk De Blieck Gen Mckenzie
General Manager Human Resources, International & Institutional Vice President, Human Capital
Banking SILVERNEEDLE HOSPITALITY
ANZ Gen leads the human capital function across regions where the
Based in Hong Kong, Anouk is responsible for delivering Human organisation operates. Her strong human capital leadership
Resources strategies and initiatives to support the employment and creates an environment that attracts and retains the industry’s
development of IIB’s workforce. She joined ANZ in October 2010. most committed, passionate and driven talent. Her core focus is to
Immediately prior to her current role, Anouk was Managing Director establish SilverNeedle Hospitality as the employer of choice across
HR for Citibank’s CIS, Central and Eastern European business. She the service categories and product portfolios of the organisation by
spent 15 years with Citibank where she built an impressive career employing industry best practices, developing leadership capabilities
in numerous HR and business leadership roles in Europe and North and creating diverse functional mentor models. Armed with 20
America. Prior to joining Citi, Anouk worked as a Sales and Training years of experience in Asia, Gen held a key position in Alila Hotels &
Consultant in the IT industry. Resorts. She also spent 12 years with Four Seasons Hotels & Resorts in
leadership roles in the human capital function.
Johan van Vuuren
Director, People & Culture (AP) Pete Baker
DIMENSION DATA HR Director, Asia Pacific
Johan joined Dimension Data AP (formerly Datacraft Asia) in 2006, MAERSK LINE
with responsibility for developing, leading and executing People and Maersk Line is the world leader in container shipping. One of the key
Culture strategies, policies and programs in the Region. His current focus areas of Pete’s role is talent management and development,
portfolio also includes CSR and Business Continuity Support. Earlier and specifically ensuring that Maersk Line is developing the
assignments included Regional Manager, Africa & Asia-Pacific HR capabilities of its employees to be constantly successful as the
Shared Services (Chevron Corporation) and various specialist and business changes. Before joining Maersk, Pete spent much his career
leadership roles within Caltex Corporation covering the Africa, Middle at Procter & Gamble. He worked across sales, marketing and HR in
East and Asia regions. Johan holds Bachelor degrees in Commerce as Australia, NZ, USA and Singapore and prior to this, he also worked for
well as MA (Cape Town) and MSc (HEC-Paris) degrees. He completed Shell in Bulgaria.
a Diploma in Consulting and Coaching for Change (Oxford & HEC –
Paris). A registered Industrial Psychologist, he has spoken on People Rachael Fitzpatrick
and Culture topics at business conferences across the Africa, Middle Director, HR APJ
East and Asia regions. Johan’s views have been published in various AKAMAI TECHNOLOGIES
media and he has taught Human Resources Management. Rachael is Director, HR APJ with Akamai Technologies and has been
in the dedicated generalist stream for the past 10 years in the IT,
Peter Allen Insurance and Shipping industries. She has worked for companies
Vice President of Human Resources and Organization Development such as IBM, Progress Software and SSA Global. Rachael’s areas of
AGODA expertise include M&A activities, benefits harmonization, market
Peter Allen is a senior executive with extensive experience in learning pricing and benchmarking strategies as well as coaching and
and development, talent management, and leadership development. neuroscience in the workplace. Rachael holds a BSc in Business
Most recently, he has led the development of talent management Management from Kings College, London University and is a Faculty
strategies, executive management programs, and the corporate Member for the WorldatWork organization. Rachael has spent time
alumni programme at Standard Chartered Bank in Singapore. He working in Japan, the UK, Australia and Singapore.
has also consulted on developing the finance function leadership
pipeline at Doosan, Inc., in Korea, and on developing graduate Angela Koch
e-learning strategies at the Relay Graduate School of Education Founder and Chief Ideas Facilitator
(formerly TeacherU), in New York. From 2007 to 2009, Allen was the INVITRO INNOVATION
director of Google University, which provides innovative education Angela is founder and Chief Ideas facilitator of Invitro Innovation,
to employees of Google, Inc. In this role, he helped structure Google an Asia-based ideas and innovations consultancy. She brings a
University as a global organisation, leading the development wealth of creativity and innovation practice following a career as
of cross-functional learning and development in Asia and Latin Strategic Planning Director with global brand and communications
America; redesigned Google’s North American new-hire orientation companies across South Africa, Greater China and Singapore. Angela
programme, and led the development of Google’s self-directed spends her days empowering teams and individuals to unlock
learning curriculum. their creative abilities so that they can innovate on purpose within
their organisations. She spent more than 13 years as Strategic
David Lim Lead for TBWA and Leo Burnett working with some of the world’s
Senior Director, Staffing, Asia Pacific most innovative consumer goods companies such as Coca-Cola,
QUINTILES Wrigley, Samsung and Proctor & Gamble. Most formative in Angela’s
David has 16 years of talent acquisition experience and possesses Innovation career was her time working with Proctor & Gamble in
tremendous experience running regional recruitment and strategic Greater China as an Innovation Facilitator on their beauty care and
staffing programmes across Greater Asia region in different household care divisions. Angela is keen to share her passion for
industries. He is currently the Senior Director Staffing, Asia Markets creativity and innovation with young people in Asia. She is a Business
- Quintiles East Asia, responsible for the Recruitment operations Mentor to entrepreneurs in incubation at the Singapore Management
in Asia (excluding Japan). Prior to that he was with Hitachi Data University’s Institute for Innovation and Entrepreneurship.
System (HDS) where he was the Talent Acquisition Director, APAC
spearheading a talent acquisition team to support the Storage Linda Lim
business in 11 countries in APAC. Before joining HDS, David was Head of People & Culture
the Recruitment Lead for SE Asia, Australia and Korea in Accenture AIRASIA EXPEDIA
managing a team of 200+ recruiters to support the Consulting and More information coming soon
Business Process Outsourcing business. David started his HR career
with top executive recruiting organization, Korn/Ferry before moving
in house to acquire extensive regional talent acquisition experience
with Intel and Gillette.
4. 2nd Annual
CONGRESS Innovation in HR Congress:
SERIES
Leading Change for the Future Workplace
Registration includes: presentations, luncheons,
Order Form networking sessions, refreshments and delegate pack Methods of Payment
2nd Annual Innovation in HR Congress Upon Invoice
CONFERENCE DATES: Wednesday & Thursday, 23 & 24 January 2013. Cheque: Enclosed is our cheque for S$
VENUE: Mandarin Orchard Hotel, Singapore payable to Key Media Pte Ltd., and mailed to
121 Telok Ayer Street, #02-01, Singapore 068590
Please 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$699 + GST
Total amount payable:
(For registration and payment received by 15 January 2013)
S$1,699 + GST thereafter Credit Card Number:
Expiry Date: /
10% off for group booking of 3 or more per normal conference fee CVV Number:
Name On Card:
Delegates Billing Details
PLEASE PHOTOCOPY THIS FORM TO REGISTER FURTHER DELEGATES Company
» Delegate 1
Main Contact
Name
Nature of Business
Position
Address
Email
Billing Address
» Delegate 2 Tel
Name Fax
Position Email
Email
Terms & Conditions
» Delegate 3 The organisers reserve the right in unforeseen circumstances
to change the content of any published particulars without
Name 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. Substitute
Email delegate(s) are welcome with 10 working days prior notice.
Contact: Gail Fax: (65) 6423 4632 Signature / Date
CODE: WEB
Tel: (65) 6423 4631 Website: www.hrmcongress.com
Email: gail.ritze@keymedia.com.sg
Participating organisations: Supported By:
hrm
Another event organised by: