Executive Roundtable DiscussionOnlineBy invite only
Josh BersinGlobal Industry AnalystCEO Of The Josh Bersin Company
The business world is rapidly moving from the old style of “talent management” with its 9-box grids, HIPO lists, and manager-dictated career progressions to a “talent intelligence model” in which employees match themselves up to opportunities based on skills, demands, and needs.
Business agility depends on a talent model in which people can quickly move into new roles and adapt to new, changing business needs. These changes are not “managed” by managers – they’re created by the marketplace at frightening speed.
In his presentation, Josh Bersin will discuss this new paradigm and what it means to employees and managers. He’ll also review the technology solutions and innovations that are making internal talent marketplaces a reality in forward-thinking companies.
Amer IqbalAPAC Head of Digital TransformationFacebook
What do Balinese coffee, Japanese martial arts, and Covid-19 have in common?Let’s face it: a global pandemic is a strange environment for business as usual. According to Satya Nadella, we saw 2 years of digital transformation in 2 months. Something strange is brewing. Unprecedented times certainly call for unprecedented measures, but is there some common wisdom available to help the business world wake up and smell the coffee?One of the most common ways that corporates innovate is through internal upskilling programs, but many of these efforts fall short: armies of newly agile certified employees flock back to their desk only to discover everything around them stayed the same. This session reveals some of the secrets that global tech companies have used to drive innovation behaviour, providing a simple framework for internal change that has been successfully adopted by incumbents in traditional industries.
Eklavya BhaveRegional Director – APAC and Japan Coursera
We are no strangers to the shifts in business and the corresponding talent requirements. Changing work patterns, business models and reliance on digital technologies require organisations to upskill their employees with future-age competencies swiftly. We are seeing an evolution of enterprise learning with organizations taking a skills-first approach to build critical skills for critical roles. Join this session to see how organisations can successfully implement this new model of workplace learning.
Dr Tanvi GautamHR Influencer, Keynote Speaker, Best Selling Author &Transformational Leadership Expert
Datuk Nora A ManafGroup Chief Human Capital OfficerMaybank
Kim NguyenHead of HR, Tech APAC, Asia PacificGoogle
As organisations move out of survival mode to contemplate what’s next, HR remains at the nexus of these conversations, shifting the focus to align overall corporate initiatives and objectives rather than just do HR for the sake of HR anymore. In this session, you will discover how can HR leaders can sustain their leadership voice, be the driver in the middle of what an organization needs to do from the growth and strategy perspective, speak the language of your CEO and most importantly gather insights on how to demonstrate and sustain the value that HR can offer beyond the pandemic.
Brent ColescottSenior DirectorGlobal Business Strategy & TransformationSumTotal Systems
As the talent skills gap continue to widen and the war on talent intensifies, it is more important now than ever for us to reimagine our talent pipelines, workplace culture, process and even ‘return to work’, to stay relevant and competitive in the new economy
Radha ShreeniwasVice President Global Talent Partner, APJServiceNow
Sasha WightFounder and Employee Experience Leadwrkflow
The last twelve months have brought about a renewed focus on workplace communication, engagement, wellness, and productivity. With the scales visibly tipping towards a hybrid future, it’s time to quit sitting on the fence and engage head-on with the need to revamp workflows to drive business agility, operational efficiency, and last but not the least, a great employee experience.
While individual teams and functions have been able to seamlessly replace their daily huddles with daily virtual huddles, the one aspect of workplace experience that is struggling most is cross-functional collaboration. Be it clashing schedules or behavioural challenges that restrict virtual interactions, cross-departmental engagement has taken a hit, impacting both productivity as well as experience.
With hybrid here to stay, its time organizations gear up to tackle this roadblock to their growth and reinvent workflows to enhance the productivity and experience for the hybrid workforce and foster long-term collaboration, independent of where the workforce operates from.
This fireside chat crafted with a focus on diving into the hybrid world of work and exploring how organizations can:
Mike BollingerSPHR, SWP, Vice PresidentCornerstone OnDemand
Are robots coming to take our jobs? Are driverless vehicles ending our need? Will Artificial Intelligence remove decision making? Do we see the face of work changing in its entirety? If 60% of elementary children will work in jobs which don’t yet exist, how do we embrace the 4th industrial revolution? The good news is that Mike Bollinger believes that this is opportunity for us as human, and for us in HR.
Key Take Away’s:
This session provides easy-to-understand insights and specific recommendations on:
Kevin Martin Chief Research OfficerInstitute for Corporate Productivity (i4cp)
The pandemic exposed the importance of an organization’s ability to pivot quickly and embrace change. Essential to both is a workforce with the skills and capabilities at the moment of need, and organizational systems and processes that ensure a ready-now workforce whenever and wherever its needed. This is “workforce readiness” at its core.
Together, HRM Asia and research firm Institute for Corporate Productivity (i4cp) have conducted a global study that explored workforce readiness and how organizations are planning to identify, attract, develop, and deploy talent post-pandemic. Join i4cp’s chief research officer Kevin Martin for an exclusive, early look at what we’ve found.
Johannes EckoldDirectorHCM Strategy & Business Development ASEANOracle
The skills, expertise and innovative spirit of employees are a critical key to tackling a continuously volatile business environment. Successful organizations have made upskilling an urgent priority and continuously nurture a thriving learning culture. But what are the critical skills for a workforce and how to motivate employees to continuously crave further self-development? Join this session to understand the urgency of up- and reskilling, learn about which new skills are vital in a changing world, how organizations can establish a culture of curiosity and continuous learning and how smart technology can help to uncover new skills even recruiters never knew were important.
Lauren HuntingtonEX Solution StrategistQualtrics
After 18 months of disruption, many organisations are confronting the question of exactly what their employee experience needs to look like for a post-pandemic world. It means there is a significant need to refine and enhance employee experience programs to meet the rapidly evolving and diverse needs of employees.
Join this session to understand how you can devise a roadmap for building and maturing the EX-programs that help in improving employee engagement, experience, and productivity, including:
Lucy AdamsCEODisruptive HR
As a result of this session, you will understand how to:
Michael LeeManaging ConsultantSHL Singapore
A transformational candidate experience has clear positive business outcomes – drawing inspiration from consumer experiences, SHL’s latest study found 6 major shifts that emerged as natural opportunities for companies to improve their candidate’s experience. The first real experience that a new employee has of their future employer is as a candidate, and it’s hugely important. Recent research from 14,000 job seekers found 86% saying that the way they are treated during the application and interview stages will impact their decision on whether to join. Data from Glassdoor shows that 72% will share details of a bad candidate experience online, and that 55% will avoid applying to companies with negative online reviews. The business outcomes to be gained from a transformational candidate experience are clear but starting that transformation can be intimidating. For this research, we studied the current state of candidate experience but importantly looked for inspiration from consumer experiences and found 6 shifts that emerged as natural opportunities to transform the candidate experience
Kanako NagataBusiness ConsultantADP
ADP® Celergo helps you to run payroll across multiple countries from a single system of record. It handles changes, calculations, compliance, funding and reporting through standardized global payroll processes that ensure visibility to meet regulations. Reimagine payroll with ADP Celergo by unifying technology, local suppliers and simplifying the management of global payroll.
Becky ChuaSr. Solution Consultant – Employee WorkflowServiceNow
In our demo today, we will show you how ServiceNow can make it easy for your employees to get great service experience across multiple departments, all a single platform. We will also demonstrate how you can unlock productivity for your service teams by replacing manual, siloed processes with automation and digital workflows
Sam RamjahnHead of Solution Engineering – SEA, HK & IndiaQualtrics
Whether in the office, on job sites, or remote, it’s becoming more critical than ever to hear every voice in your organization with a listening engine that helps you understand and design the unique employee experiences your diverse workforce requires. Join us to discover how Qualtrics EmployeeXM gathers continuous feedback across the employee lifecycle and enables the management, HR professionals and frontline managers to take the right actions that impact engagement, talent planning, productivity, and innovation
Jacq Lin-ArielCustomer Success ManagerAchievers
For most organisations, recognition does not happen organically in the flow of work. In this session, we will showcase how the Achievers Experience Platform streamlines it for employees to recognise and be recognised – connecting the dots regardless of the diverse types of tech stack utilized.
Matthew KaneSenior DirectorSolutions Advisory – Asia Pacific and JapanCeridian
The world has changed, and it’s going to keep changing, with workforce models evolving to respond to new workplace realities. Discover how, with a single Human Capital Management application, you can gain accuracy, agility and visibility across workforce management, time, attendance, and payroll processing. In this session, you’ll learn how modern HCM technology is transforming the way people work and see a demonstration of the award-winning Dayforce platform in action.
Ammara NaeemHead of Client SuccessTop Employers Institute
Gábor MajdánAnalytics ConsultantTop Employers Institute
The demo will explore Top Employers’ results dashboard. It will focus on how the wealth of data derived from Top Employers’ survey can be used to identify an organisation’s strengths and areas of growth to inform its people strategies and priorities.
Reggie ClairvilleSales Support EngineerGlobalization Partners
Our global employment platform enables companies to choose a new country to expand into, generate a locally compliant employment contract, and issue payroll and benefits: all in one place. Join our platform demo where we will showcase key features. Our expansion experts will guide you through these product features:
Clarissa Pang Manager, Corporate Marketing and Communications DivisionWSG
As your manpower and business needs change with the economic climate, Workforce Singapore (WSG) will be there to walk your business journey with you. Join us and learn about the various SGUnited Jobs and Skills Package and WSG programmes available.
Lars SchmidtAuthorFounder of Amplify
In this session you’ll learn:
Katie BurkeChief People OfficerHubspot
Between adjusting to remote work, caregiving, and heart-breaking headlines about racial injustices and COVID-19 around the world, 2020 caused many to reconsider what we expect in leaders and what we value most as employees.
Companies who want to win in the future of work will need to require a new kind of leadership – one that is authentically more human, is rooted in empathy and connections, and focuses on inspiring and enabling people to do their best work. In this session, HubSpot’s Chief People Officer will cover:
Nela RichardsonChief EconomistADP
Nela will share the ADP Research Institute’s latest intriguing research findings on remote and on-site workers and how those experiences vary by industry in the new post-pandemic world of work. She’ll discuss how companies and managers have a wide range of considerations on what makes sense for their organisations and the analysis of the employee perspectives for the return to on-site work post-COVID era including:
Rachele FocardiGlobal Thought Leader, Author and Founder of XYZ@Work
Yvonne TeoVice President Human Resources Asia PacificADP
Natalia NavinChief Human Resources OfficerMaxis
Gen Z employees are transforming the workplace. They are the first fully digital generation and because of their high-tech and hyper-connected upbringing, they will bring a new set of behaviours and expectations into the workplace. In this discussion, you will discover important changes organisations need to recognise, create, and consider, to stay ahead and develop the best and brightest of this newest generation. Join this session and also understand what makes this generation tick if you want to attract, hire, and retain
Stephen Roche CEOCloud Services Solutions, Inc.
Most companies wind up selecting the wrong HR solution for their company. Spending a lot of time and money. Come to our presentation and find out how to select the best package for your company needs.
Gurinder SinghHead of Solutions AdvisoryCeridian
In the corporate world today, the workforce needs are constantly changing. The pandemic further accelerated this change, causing a workplace trend of overworked employees wanting to change their jobs within this year. Retaining and recruiting talent becomes a challenge for organisations as the war for talent begins to heat up. It comes down to understanding what employees and job seekers want and need.
According to Ceridian’s 2021 Executive Survey, 72% of executives see employee experience as a high priority or essential. However, only 24% strongly agree that their companies are agile in addressing issues and there are gaps between employers’ priorities and what matters most to their people.
Join this session to learn how HR leaders can approach digital transformation strategically to help organisations become agile and future-ready to win in the war for talent and achieve business success by creating a strong employee experience.
Emma HarvieHead of Client Services Team Achievers APAC
HR leaders and company executives are well aware of the benefits of employee recognition: stronger employee engagement, retention, and productivity to name a few. Research suggests that 90% of companies have some kind of recognition program yet 1 in 3 employees report they don’t feel recognised. According to a recent Achievers research- managers are off the mark by 2x when it comes to understanding if their staff feel recognised. Managers estimate only 13%, while actually 30% of staff don’t feel recognised in Singapore. A big miss for managers and one that could prove costly!In this session, Emma Harvie will share best practice strategies on how you can shift the needle on your recognition program to deliver frequent recognition for your employees and deliver on your organisation’s objectives.• Understand why high frequency is key to your employee recognition program’s success• Leveraging social recognition to create meaningful relationships• Rethinking recognition to truly move the dial on engagement and culture
Ben Whitter CEOHEX Organization & AuthorHuman Experience at Work
As a business topic, employee experience continues its unstoppable rise to positively transform businesses and HR functions worldwide. EX remains a top priority for leaders and has broken through into mainstream management thinking, but what’s next for employee experience and how can EX deliver real value in 2022? Drawing on an intense period of global research, this session will help you to consider the most important areas to focus on within the employee experience and detail how the world’s best EX leaders are building elite teams with the right mindset, capabilities, and skills for human-centred business success
Joan CollarAsia and Pacific Regional LeaderMercer Marsh Benefits
Mercer Marsh Benefits – According to a recent Microsoft report, 40% of the global workforce and 49% of Singapore workers are considering leaving their employer in 2021. People risk is a growing concern for organizations in Asia and it has never been more urgent to tackle these risks than it is today. The Mercer Marsh Benefits’ new research examines 25 of the most pertinent threats to employers in Asia today to help stakeholders identify, understand, and prioritize which risks can be addressed through employee benefits plans, health insurance and other initiatives to minimize the impact to their organization.
Join Joan Collar, Asia and Pacific Regional Leader, Mercer Marsh Benefits, as she reveals the top ten risks businesses in Asia should look out for, how Asia compares to the rest of the world, blind spots around critical risks and insights on how HR, Risk and the C-Suite can work closer together to manage and motivate the workforce.
Charles H. FergusonGeneral Manager of Asia PacificGlobalization Partners
Companies must continue to reinvent themselves to stay afloat and resilient, now and well into 2022 and beyond. What began as a chaotic adaptation to a new reality of remote work became a clear opportunity for businesses to grow their teams with top talent from anywhere in the world. But the global war for talent has made procuring qualified professionals challenging. According to Forbes, the power has shifted from organizations to their professionals — employees can now dictate where and how they want to work.
Employees now want increased work-life balance, flexibility, and the option to work from anywhere, which spurred major companies like Reddit and Zillow to abandon location-based salaries altogether. An aging population, a growing skills gap, and talent shortage further pits companies and nations against each other as they desperately try to win over a limited pool of professionals.
Join Globalization Partner’s Charles Ferguson, General Manager of Asia, as he shares:
Jon InghamDirectorStrategic HR Academy
The shift to employee experience has been a hugely positive one for a variety of reasons. However, it is still only a dim reflection of the changes we still need to make. People do not come to work for the experience of work. If we really want to break with the perpetual low levels of engagement around the world, we have to help people with their real objectives for their employment, which may have nothing to do with our own business goals. Moving to this truly people-centric approach will not be easy, but there are things we can start doing now. Attend this session to learn about:
Anthony SmithChief Human Resources OfficerElements Global Services
Every day, HR is being challenged to think BUSINESS! While enabling functions such as HR have historically been seen to provide administration and overall support to business growth, times are changing. HR is now being driven to think profitability, speed to market, and overall resilience against every changing external factors. Every year (or now quarter depending on your organizations agility model), HR is provided with their budgets which then drive the decisions on:
It’s time for HR to start thinking like a Venture Capitalist and take our budgets and strategically assess where to take small, risk-free bets, and where to take small, big opportunity bets. What people solutions should we be doubling down on during these times of rapid global expansion and how do we show our return on investment back to our key stakeholders
Stephanie SngManager, Creative & Professional Services DivisionWSG
Technology is disrupting the current state of HR. In a 2020 Willis Towers Watson study commissioned by IHRP and MOM, it was revealed that 90% of HR jobs will be impacted in the next three to five years. With the proliferation of technology adoption, HR functions are increasingly automated. HR roles need to be redesigned and reskilled to deliver higher value-add to organisations. How can organisations implement a successful and seamless HR technology strategy? Job redesign and change management could be the key.
Workforce Singapore (WSG) will be sharing the Career Conversion Programme (CCP) for Professional Executives, HR Track. The programme aims to build a pipeline of HR talents, uplift the HR sector, in areas of HR technology so that HR can shift towards a more strategic role. WSG will also be sharing the Design Thinking Business Transformation Programme, where HRs will learn to use Design Thinking methodology to empathise employees’ needs, set effective HR policies and build a strong employee experience. The programme will also include a Job Redesign workshop that guides the review and redesign of job roles of employees impacted by the business transformation.
Join us to find out how to benefit from these programmes.
Yajini BalujaSr. Implementation ManagerCoursera
In this demo, we will be covering how an organisation can transform their talent with high impact skills with the Coursera platform.
We have developed a world-class enterprise learning platform that offers some of the most comprehensive learning solutions on the market to addresses all the pillars critical to driving skill transformation.
You will learn how to easily leverage best in class university & industry content that delivers essential and critical job skills through a flexible, hands-on learning experience— and the ability to track and benchmark actual skills developed by your teams.
Mathew Ward CEO and FounderWorkmate
In an age of abundant data, how do businesses that manage a large shift-based workforce leverage the right data? How does data integration improve workforce productivity? See how Workmate’s intelligent tools help businesses make smarter hiring decisions, and capture accurate, unified, and insightful data for a better, stronger workforce.
Jason De SouzaPublishing Sales ManagerWolters Kluwer CCH Asia Pte Ltd
We’ll show you how you can:
Who should attend:
HXM Solution Advisor TeamSAP SuccessFactors
A slew of technological offerings and services have sprung up to support the new modes of work and collaboration. This immersive showcase explores the most exciting and useful developments that can vastly impact the efficiency of the workforce
Rob ScottGlobal LeadHCM & Behavioural TechnologistSmart WFM
Everything we do in a digital workplace will always have People, Technology and Environment as part of the design. In the past, these three Focal Points were often owned and managed in isolated ways, which gave rise to power struggles, siloed mentality, and less-than-optimal outcomes. If you want to maximise people value, lift employee engagement, or grow your team dynamics, it’s imperative that these three Focal Points are in complete alignment. A single Focal Point cannot operate optimally unless the others two are given equal consideration.
New research shows that the relationship between People, Technology and Environment is no longer a unidirectional relationship. It’s now bidirectional and this is what makes all the difference. In the past, for example, the IT function may have provided a piece of software to Operations, Finance or HR, with the understanding that the receiving department took functional ownership of the software, and IT would maintain the technology. This is an example of a one-way relationship. In a digital workforce, this is no longer an appropriate response, as we are in a continuous state of flux.
This is a fascinating new area for HR and IT leaders, join Behavioural-Technologist, Rob Scott to gain new insights and learnings that will allow you to grow “Digital Muscle”.
Daryl KohSVP, Head of Employee Banking Solutions & Business Development HSBC
HSBC is one of the world’s largest banking and financial services organisations. Our global businesses serve more than 40 million customers worldwide through a network that covers 64 countries and territories.With the global pandemic, it has led to a new way we operate in our markets, and Singapore is no exception. In order to be able to support our HRs, their employees and relocation firms on their banking needs, HSBC Singapore has made available online platforms or digital solutions. The process is simple and hassle-free. HSBC can support employees in setting up banking facilities before they arrive in their new country.
Employee engagement strategies have been proven to reduce staff turnover, improve productivity and efficiency. To support HR Managers on this, the HSBC Employee Banking Solutions teams are able to work hand-in-hand and organize Wellbeing clinics on finance, wellness, and personal development. This helps to increase the opportunities for employees to come together to learn and have a fun and interactive time together online, increasing employee well-being at the same time. Join this session or email email@example.com to find out more.
Natively built for the cloud, Oracle Fusion Cloud Human Capital Management is a complete solution connecting every human resource process from hire to retire. This provides a consistent experience across devices, enables one source of truth for HR data to improve decision-making, and empowers you with market-leading innovation to address your needs today and into the future. This is what we call work made human
Alvaro Castañón Lead Client Product SpecialistElements Global Services
Discover how to simplify your global People Operations and enable you to hire talent and manage compliance anywhere anytime! Join us for an exclusive demo of ApprovPay – Global people Operations made simple!
The Institute for Human Resource Professionals (IHRP) will be launching a Playbook series that will provide one-stop resources and toolkits to recommend useful insights on Human Capital practices in a practical and user-friendly format.
The IHRP Playbooks are targeted at all types of organisations ranging from SMEs with smaller HR teams to organisations with established and mature processes. These organisations have a common desire to tap into and apply the very best of Human Capital practices. Based on their key business priorities, these organisations can identify relevant business themes and workforce challenges through IHRP’s Human Capital Diagnostic Tool (Navigator). They will then be recommended a series of human capital solutions and interventions. These efforts are illustrated through the use of case studies where local business owners have adopted such strategies to effect business transformation.
Susan CheongManaging Director & Head, Talent Acquisition Group, Group Human ResourcesDBS Bank
The rise of AI in recruiting raises a provocative question for talent acquisition professionals: What is the role of humans in hiring? Recruiting will become a symbiosis of human and machine, complementing each other’s strengths. As AI takes over more manual tasks, some functions of a recruiter’s role may disappear. However, new, higher-value, more fulfilling human roles will also emerge. In this session, you will discover and learn:
• how to make hiring more human• the importance to stay ahead of the game by learning, experimenting, and adapting to emerging technologies• tips to continue delivering on a positive candidate experience
Drew FernandezGlobal Chief People OfficerCoca-Cola Bottling Investments GroupThe Coca-Cola Company
Employee experience encompasses everything from the time candidates are recruited until the day they leave the company. One of the most important elements in an effective employee experience strategy is providing opportunities for employee learning and development (L&D). L&D not only represents an investment into existing talent to meet the current business needs of the organization, but also in building a pipeline for talent, that the organization will need in the future. This session will examine:
Olivier PestelVP, Solutions GroupCornerstone OnDemand
Preparing for never-ending change, innovation and disruption has become a fact of everyday life for organisations since the arrival of Covid-19 pandemic. But how do you keep up with the pace of change and become resilient?
In order to remain nimble and adapt to constant change, HR is tasked with developing the skills of their people and the jobs of the future. Join this session and find out how.
Fleur ToniesAberkyn Senior LeaderMcKinsey & Company
Vandna Dawar RamchandaniRegional Head of Corporate Philanthropy Asia PacificBloomberg
Jacely VoonChief of People Officer, People, Culture & CSR FUJIFILM Business Innovation Singapore
Wellness and wellbeing have been on the radar screen for a long time, however, employers are said to be only “scratching the surface” when it comes to progression. But after the beginning of the pandemic, leaders and companies must think of new ways and implement expanded and creative solutions to support wellbeing.
Today, leaders are expected to have tabs on their employees’ lives, morale, and wellness almost as much as their ongoing tasks. This evolution corroborates a trend that many of us already held true: employee wellness and overall performance go hand-in-hand. With that said, many questions remain. In this session we will analyse:
• Where are we today? What trends will remain or change?• Why CSR is the missing piece of holistic employee wellness?• How can companies further invest in their employees?
Mathew WardCEO and Founder Workmate
Bhavani Shankar MishraRegional Director, Logistics (APAC)foodpanda
While many white-collar jobs quickly pivoted to remote or hybrid work since the pandemic, the frontline workforce emerged as a key pillar of resilience, offering vital lifelines to global supply chains and consumer demands. HR plays a critical role in sustaining a strong workforce to keep operations running. As logistics, manufacturing, and service industries recognise the need for ongoing agile operations to stay resilient during the crisis and beyond, many companies are accelerating the adoption of digital tools to automate and drive efficiencies in recruitment, retention, and workforce productivity.
This fireside chat will examine:
Stacey HarrisChief Research OfficerSapient Insights Group
Achieving sustainable business and organizational outcomes, requires a well aligned, incentivized, and engaged workforce. The tools and technology we use to connect with our workforce matters, and how we implement complex HR Technology has a major impact on what we can achieve.
Join Stacey Harris, Chief Research Officer for Sapient Insights Group and Author of “Introduction to HR Technologies, Understand How to Use Technology to Improve Performance and Processes” as she shares the most recent global research data on how organizations leveraged talent, technology, and culture to overcome the challenges of the last year and achieve sustainable long-term growth against the odds. We’ll share key findings and data from Sapient Insights Annual HR Systems Survey, including a global view of HR Technology adoption, usage, and proven practices for achieving outcomes.
Adrian Seligman Executive Board MemberTop Employers Institute
Among our certified Top Employers worldwide, Asia-Pacific (APAC) organisations are making progress in almost all areas focused on People Strategy. However, there is certainly room for growth when looking at well-being practices. This presentation from Top Employers Institute shows how APAC businesses are performing in this domain, and what they can do to improve.
Faced with the cliché of understanding and meeting the challenges of the “new normal”, the presentation will give practical examples of how leading organisations worldwide are becoming bolder in their experiments to drive and support a more holistic approach to well-being.
HR leaders in APAC have a unique opportunity to achieve rapid and positive change in this area. Join our session with Adrian Seligman, Chief Commercial Officer, and Ammara Naeem, Head of Client Success from Top Employers Institute at the HR Tech Festival Asia Online 2021 on Day 3 (23rd September,) at 2.30pm
Josie KangVice President, Human CapitalHuman Capital Leadership Institute
Srinivas B ReddyChief, Skills and Employability BranchInternational Labour Organization
Indranil RoyExecutive Director, Consulting Human Capital LeadershipDeloitte Consulting Southeast Asia
The traditional thinking of the workplace no longer exists as Covid-19, technology and demographic shifts are transforming the way organisations operate. There is now increasing pressure for businesses to build digital resilience as organisations and within their workforce, to be prepared for tomorrow’s challenges and to seize opportunities in the future of work. This panel discussion brings together leading industry experts to explore emerging trends that businesses should prepare for in 2022 and beyond. The panel will discuss how employers, business, and leaders can rethink their workplaces, work models and workflows to develop a human-centred strategy for the future of work.
Lisa ChristyDirector – HR Service DeliveryWolters Kluwer Tax & Accounting (APAC)
We have reached the second half of the year and it is the perfect time for HR professionals to ensure they are well-informed for upcoming developments in HR/employment law for 2022.
While companies have continued to meet the challenges presented by the global COVID-19 pandemic, the business landscape is fluidly changing so HR leaders need to be ready to shift priorities in order to meet the evolving needs of their business.
In this session, we will be providing a glimpse across a few countries within the APAC region on the latest labour and employment laws, rules to take into consideration and policies to be implemented in 2022.
This knowledge sharing session prepares HR and employment law professionals well in advance of 2022 in developing a structured approach to employee management and the implementation of their company’s work rules in accordance with the latest changes.
We’ll cover highlights for 2022 including changes to the minimum wage rates, working hours, statutory holidays, and many other updates
Cloud Services Solutions reduced a 3 year project to 6 months, saved the customer $8 million dollars, and gave them real-time access to reports that used to take weeks. Come learn how we can help you untangle the ERP cloud.
Christopher LimFounder, CEOGlee Trees Pte. Ltd.
Ada LimFounder/Marketing and Sales DirectorGlee Trees Pte. Ltd.
A lot of complex HR processes (e.g. on-boarding staff, payroll, recruitment, talent management) still rely manually on humans and paper documents. However, people are leaving manual processes due to its drawbacks: cost, time, inconsistent results, and effectivity. Cognitive automation, also generally known as A.I. & RPA, arises as a tech-solution that brings greater value to the HR firms/departments. With A.I., it is capable to automate HR processes that usually require human staff to handle. Example of A.I. incorporated is Machine Learning, Natural Language Processing/text-analytic, and Image Recognition. Learn how the powerful combination of A.I. and RPA brings greater productivity in HR processes, by transforming the traditional processes.
SHL Experiences is an immersive Candidate Experience designed to convert and delight your candidates. It helps you to stand out, providing opportunities for candidates to learn about your organization, hear from current employees, and provide transparency on the recruitment process. Candidates are empowered to show their unique capabilities, discover more about the role and receive valuable feedback for their time. SHL Video Feedback offers first of its kind, personalized feedback to every candidate on their strengths in an engaging, branded film. Join our demo to be ahead of the curve, stand out to your ideal candidates through impactful experiences, and win top talent for your team today
Jacqueline GweeDirector and FounderaAdvantage Consulting Group Pte Ltd
Sunil SetlurChief People OfficerGo-Jek
Hajah Mahuran Saro Dato’ Haji SarikiHeadGroup Research Development & Policy and HeadMalaysian Professional TalentTalent Corporation Malaysia Berhad
Najati GhoshehLegal SpecialistInclusive Labour Markets, Labour Relations and Working Conditions Branch International Labour Organization
Hybrid models of work are likely to persist beyond the pandemic, as they provide a way for businesses to remain resilient during disruptions. They also allow workers flexibility to combine onsite and offsite work as they and their employers see fit. Hybrid work presents opportunities for employers to promote diversity and inclusion in the workplace by eliminating barriers regarding location, disabilities, and caregiving.
However, hybrid work also risks accentuating social inequalities, as the potential for remote work is highly concentrated among skilled workers in a handful of industries, occupations, and geographies. Lower-wage workers are more often unable to perform their jobs remotely and so are disproportionately affected by COVID-19 lockdown measures. Likewise, those who can work remotely may not necessarily have access to a conducive environment to do so.
The panellists will talk about the challenges and opportunities of using hybrid work to promote a more inclusive world of work
Other potential questions to be discussed include:
Dr Francis YeohPresidentSingapore Association for Mental Health
Evelyn KwekManaging Director, ASEAN/ANZGreat Place to Work Institute, Singapore
Bicky BhanguPresident, South East Asia, Pacific & South KoreaRolls Royce Singapore Pte Ltd
Michelle BaxterCEOSafe Work Australia
There has been increasing attention on workers’ well-being and growing recognition that a negative work environment adversely impacts workers’ motivation and work performance. The COVID-19 outbreak has seen many workplaces adopting work-from-home arrangements. While this has brought about benefits such as increased flexibility and time with family, this has also blurred the lines between work and home, leading to longer working hours, increased stress and higher risk of burnout.
This panel will discuss the role that tripartite partners can play to build a conducive and inclusive workplace to support mental well-being and work-life harmony. This includes promoting mental health awareness in the workplace, setting out guidelines and best practices and empowering colleagues to look for their at-risk peers etc.
Carolyn Chin-Parry Managing Director and Digital Innovation LeaderPwC Singapore
Dr Anwar SanusiSecretary GeneralMinistry of Manpower Indonesia
Phyllis LimDeputy DirectorU Care Centre, NTUC Singapore
Daryl NeoCorporate Planning and Strategy ManagerOmni-Plus System Limited
COVID-19 has been a forceful reminder that lifelong learning is crucial for businesses and workers to adapt to job and skills demands which can change very rapidly. This panel will discuss how tripartite leaders can support businesses and workers to reskill and upskill during COVID-19, especially SMEs, displaced workers, lower-wage workers etc. who may have less access and resources to engage in skills upgrading.