Employee Engagement is a new business science that is rapidly becoming critical knowledge for leaders across the enterprise. Today, organizations are in a highly competitive global, board band business world. Therefore, they can no longer afford slow, incremental improvement. Organizations must value past their competitors with new ideas, innovative new products, and the agility to enter and markets on a dime. Many organisations are facing the realities of managing and leading their business through the toughest situation they have ever experienced. The current crisis has clearly shown that responsible business practice is critical to an organisation’s sustainability. One of the most important assets any organisation needs to see it through is good leadership supported by an engaged workforce. The business case for employee engagement is clear, whether in challenging times or not – leaders and managers who inspire and engage their employees are more likely to realise the full potential of their workforce, unlocking hidden talent and maximising business performance. Many market leaders are moving away from the industrial-era HR model that manages people as one more ‘resource’ in the supply chain. In fact, the traditional administrative HR activities to support this model are already being commoditized, outsourced, and off-shored, along with other command and control management practices. By attending the Employee Engagement & Development Conference, HR professionals from across the Asia Pacific will discover the inside secrets of today's best performing and most highly valued human resources professionals. This conference will give you the opportunity to explore with us the key behavioural drivers of employee engagement, the role of the leader, organisational culture, as well as the barriers to employee engagement and how to overcome them. We will look at how to develop effective engagement strategies that will help you to create and sustain a highly engaged workforce within your organisation. You'll learn how to maximize HR's strategic value within an organization, transforming it from an administrative function to a dynamic, bottom-line-enhancing business asset. The highly topical issues that will be discussed coupled with the appropriately senior speakers ensure that delegates will gain the practical edge and nurture the connections to get ahead. This conference will provide HR professionals a unique opportunity to get an understanding on the most current pressing HR issues.
EMPLOYEE ENGAGEMENT & DEVELOPMENT CONFERENCE Featuring Presentations and 10 case studies from over 20 Industry Experts Including: REGISTRATION HOTLINE: +65 6832 5102 23rd - 25th November 2009 | Novotel Singapore Clarke Quay Early Bird Offer Save up to $400! Pete Baker Senior HR Manager-Asia Procter & Gamble Prestige and Female Beauty Christopher Goh Director, Global Learning & Leadership Development Agilent Technologies Cheok Mei Ing Head, Corporate Consulting Services Ipac Financial Planning Robert Yeo CEO and Executive Director Singapore Training & Development Association Gyan Nagpal Regional Head of Talent & Development - Asia Pacific Human Resources Deutsche Bank AG - Asia Pacific Head Eugene Tan Hung Liang Area Director of Human Resources Shangri-La Hotel Singapore Richard Yeo Senior Consultant, Human Capital Group Watson Wyatt Singapore Johan Van Vuuren Director-HR Datacraft-Asia Dr. Brent Ruge Group Leader TowersPerrin Singapore Don Yeo Deputy Chief Executive Officer (Policy & Corporate Development Group) CPF Board CS Yue Vice President, Human Resources, Asia Pacific Owens Corning Theng Soo Ting Senior VP- Human Capital Shatec Institutes Sung Hae Kim Head of HR Hewlett-Packard Southeast Asia Cheryl Liew CEO Lifeworkz Grace Burton Head of Human Resources Seadrill Management Dr. Mano Ramakrishnan Regional Head of Leadership Assessment Hewitt Associates Organised by: Premier Partner: Event Endorser: Supporting Media Partners: Key Highlights: • Learning to hear the new employee voice • Keeping employees’ promises • Build engagement between managers and employees • Link your brand with specific engagement objectives • Energise and involve senior leaders in your engagement efforts • Steering employees through organisational change • Balancing and internal and external risks to engagement • Consolidating and streamlining HR processes • Improving loyalty through flexibility and culture POST-CONFERENCE WORKSHOPS 25th November 2009 Workshop A: The Power of Positive Politics Workshop Leader: Jane Horan, Consultant, The Horan Group Workshop B: Inspiring Employee Engagement Workshop Leader: Frank Kuijsters, Director of Digne Consult Asia Pacific
Transcript
EMPLOYEEENGAGEMENT& DEVELOPMENTCONFERENCE
Featuring Presentations and 10 case studies from over 20 Industry Experts Including:
REGISTRATION HOTLINE: +65 6832 5102
23rd - 25th November 2009 | Novotel Singapore Clarke Quay
EarlyBird OfferSave up to$400!
Pete BakerSenior HR
Manager-AsiaProcter & Gamble
Prestige and Female Beauty
Christopher GohDirector, Global
Learning & Leadership
DevelopmentAgilent Technologies
Cheok Mei IngHead, Corporate
Consulting ServicesIpac Financial
Planning
Robert YeoCEO and Executive
DirectorSingapore Training &
Development Association
Gyan Nagpal Regional Head of
Talent & Development - Asia
Pacific Human Resources Deutsche Bank AG - Asia Pacific Head
Eugene Tan Hung Liang
Area Director of Human ResourcesShangri-La Hotel
Singapore
Richard YeoSenior Consultant,
Human Capital Group
Watson Wyatt Singapore
Johan Van VuurenDirector-HR
Datacraft-Asia
Dr. Brent RugeGroup LeaderTowersPerrin
Singapore
Don YeoDeputy Chief
Executive Officer (Policy & Corporate
Development Group)
CPF Board
CS YueVice President,
Human Resources, Asia Pacific
Owens Corning
Theng Soo TingSenior VP- Human
Capital Shatec Institutes
Sung Hae KimHead of HR
Hewlett-Packard Southeast Asia
Cheryl Liew CEO
Lifeworkz
Grace BurtonHead of Human
Resources Seadrill
Management
Dr. Mano Ramakrishnan
Regional Head of Leadership Assessment
Hewitt Associates
Organised by: Premier Partner: Event Endorser: Supporting Media Partners:
Key Highlights:
• Learning to hear the new employee voice
• Keeping employees’ promises
• Build engagement between managers and employees
• Link your brand with specific engagement objectives
• Energise and involve senior leaders in your engagement efforts
• Steering employees through organisational change
• Balancing and internal and external risks to engagement
• Consolidating and streamlining HR processes
• Improving loyalty through flexibility and culture
POST-CONFERENCE WORKSHOPS25th November 2009
Workshop A: The Power of Positive PoliticsWorkshop Leader:Jane Horan, Consultant,The Horan Group
Workshop B: Inspiring Employee Engagement Workshop Leader:Frank Kuijsters, Director of Digne Consult Asia Pacific
Registration
Chairperson’s opening remarks
Frank Kuijsters Director Digne Consult
Opening KeynoteEffective Talent Management Strategies to Engaging your Talent• Watson Wyatt's market studies report that the acquisition of high performing or critically skilled talents remains a major challenge despite the current economic situation. To be successful in the war for talent, companies need to differentiate the way they engage their talent internally as well as to attract new talent from the "limited" pool in market. • Talent Engagement is different from Employee Engagement; companies need to understand that the drivers of engagement of these talent employees are different from other employees. • Engaging talents involve an end-to-end strategy involving the identification, development, reward and management of talent. Companies must also differentiate their talent strategies and interventions for their different talent groups.• Watson Wyatt's Integrated Talent Management and Strategic Rewards approach facilitates effective talent management and engagement which ensures that companies have the talent edge over their competitors and be successful.
Richard Yeo Senior Consultant, Human Capital Group Watson Wyatt Singapore
Case StudyEmployee Engagement in Complex Global Systems
Changing employee demographics and rapidly evolving business models demonstrate a clear correlation to the way employees view their value, contribution and career opportunities within their organisation. In particular, an organisations ability to attract and retain the best staff, depends on its ability to keep management's ear close to the ground on the needs and motivation of its talent. What can HR do clarify and amplify the organisation's internal voice?
Gyan Nagpal Regional Head of Talent & Development - Asia Pacific Human Resources Deutsche Bank AG - Asia Pacific Head
Morning Coffee and Networking Break
Case StudyUsing Company Brand to Engage Employees• Measuring and demonstrating the value of internal branding in business terms• Setting goals and work towards achieving them• Understanding what your customer wants via testing the success of campaigns• Measure the effectiveness of internal branding and engagement efforts
Pete Baker Senior HR Manager-AsiaProcter & Gamble Prestige and Female Beauty
Case StudyFirst-Line Leaders as Key Employee Engagement Agents • The “business case” for focusing on Employee Engagement • The role of first-line leaders in Employee Engagement • Developing Employee Engagement capability at first-line leader level – A Datacraft case study • Communications and Awareness • Learning and Development • Systems and Processes • Accountability
Johan Van Vuuren Director-HR Datacraft-Asia
Networking Luncheon
Putting People at the Heart of Your Engagement Strategy• Creating an engagement culture tailored to employees and customers • Developing cultural transformation plans • Assessing the journey so far-approaches, results and future plans• Measuring employees’ responses
Eugene Tan Hung Liang Area Director of Human ResourcesShangri-La Hotel Singapore
Case StudyEstablishing the Elements of Great Managing• How do managers inspire top performance in employees?• Generating enthusiasm and uniting disparate personalities • Focusing on a common mission• Motivating teams to achieve ever-higher goals
Theng Soo Ting Senior VP- Human Capital Shatec Institutes
Afternoon Tea and Networking Break
Expert KnowledgeWorking with Senior Leaders to Engage Front-Line Employees• How to convince your senior leaders that employees want to hear directly from them• Setting and communicating clear actions taken by leaders following engagement surveys• Learn what keeps Generation X, Generation Y and Baby Boomers in your workforce so your organisation keeps valuable skills, knowledge and relationships• Find out why an undifferentiated retention strategy, that doesn't cater for employee gender and generation, is less effective than an approach that segments your employee groups• Gain tips for building an irrefutable business case and winning the budget to increase retention
Cheryl Liew CEO Lifeworkz
Case StudyEngaging your Leaders as Partners in Facilitating Learning and Development”• Establishing the business case for manager/leader led development.• Involving your managers as partners in employee and leadership development.• Ensuring manager accountability in developing their employees in the organization.• Building a culture of leaders developing leaders
Christopher Goh Director, Global Learning & Leadership DevelopmentAgilent Technologies, Inc
Chairperson’s Closing Remarks
Frank Kuijsters Director Digne Consult
End of Day 1
Chairperson’s Opening Remarks
Frank Kuijsters Director Digne Consult
Keynote sessionEmployee Engagement in Difficult Times• How has the financial downturn affected employee engagement?• Recent trends in employee engagement: What's improving and what's declining.• Global vs. Asia key drivers of employee engagement• Practical tips for managing employee engagement in difficult times
Dr. Brent Ruge Group Leader Towers Perrin Singapore
Expert KnowledgeAchieving Work-Life Success through Financial Empowerment• The impact of financial stress on employees’ productivity• How employees’ financial well being are in the best interests of both employer and the employee• How to make financial empowerment part of your employee engagement process
Cheok Mei Ing Head, Corporate Consulting Services Ipac Financial Planning
Greg Campbell Country Manager Ipac Financial Planning
Morning Coffee and Networking Break
Case StudyTranslating the Drivers of Engagement to Meaningful Actions• Implementing strategies to rapidly embrace chance and engage staff• What makes a great manager and what HR can do to act on this information?• Developing an integrated approach to replicate “great manager” behaviours• Designing internal communication initiatives that build engagement between managers and employees
Don Yeo Deputy Chief Executive Officer (Policy & Corporate Development Group)CPF Board
Case StudyEngaging Employees through Career Growth• HP's Career Development Framework• The role of career development in building a talent pipeline• Individual career profiles and hpFirst• The role of the employee, manager, and HR in career development
Sung Hae Kim Head of HR Hewlett-Packard Southeast Asia
Case StudyTotal Employee Engagement• Employee engagement has to be absolute, comprehensive and complete. The HRoffering needs to address all the needs of employees - right from security to self - actualisation. The Maslow model is still relevant.• It is about looking at all unconventional sources of engaging and connecting up with employees; much beyond money and compensation• There is a great need to develop an emotional connect and bond with not just the employee but also his/her family; it’s about building affiliation and closeness on all the fronts• Most importantly, the key to drawing employee engagement lies in HR and people managers demonstrating genuineness and sincerity in its approach and attitude ; championing human values. “People join companies and leave managers” still holds true in many situations today.
CS Yue Vice President, Human Resources, Asia Pacific Owens Corning
Expert KnowledgeBuilding Leaders that can Drive Employee Engagement• More so than ever before, employee engagement is a critical factor in determining the success of organizations.• Time and time again, leadership effectiveness emerges a key driver in enhancing employee engagement • The value of individual leader depends not so much on their own contribution, but rather their ability to energize and inspire their team • Find out how Top Companies consistently build leaders that drive employee engagement• Learn the specific behaviors that individual leaders can undertake to improve the level of engagement in their team
Dr. Mano Ramakrishnan Regional Head of Leadership AssessmentHewitt Associates
Afternoon Tea and Networking Break
Expert KnowledgeLearning Without Boundaries• Understanding the changing business landscape• Role of leadership development• Leadership development approach and solutions• Case studies
Robert Yeo CEO and Executive Director Singapore Training & Development Association
Roundtable DiscussionTurning Points in HR• How to achieve higher level of commitment and lower staff turnover?• How to retain top talents using career management strategies?• What employees want Vs what you can afford?• How the future will differ from the past for HR leaders?
Moderators:
Panelists:
Chairman’s closing remarks
Frank Kuijsters Director Digne Consult
End of Conference
Day 2 Tuesday, 24th November 2009
Post Conference Workshop Day: Wednesday, 25th November 2009
12:30
13:30
14:15
15:00
15:30
16:15
17:00
17:15
Frank KuijstersDirector Digne Consult
Bee OngFounderHapitalist
Grace BurtonHead of Human Resources Seadrill Management
Jane HoranConsultantThe Horan Group
Rosa GohRegional DirectorRossJuliaRoss
Brenda LeongHR DirectorAvaya Singapore
Nadeem AshrafHR Senior Manager Cargill
Ng Lee Keng Senior Manager, Talent Management & Employee CommunicationsSMRT Corporation Ltd
“A curious feature of organizational life is that although many people are surrounded by organizational politics, the rarely come out and say so.”
(G. Morgan)”
This half-day workshop will provide participants with a firm understanding of what is needed for success within organizations, focusing on positive politics and ethical, high integrity strategies. Delving into the unspoken areas of organiza-tional life with case studies, the participants learn the value and impact of; power, language and relationships. The primary objective of the Power of Positive Politics is to create and maintain a high integrity organization where the right people with the right ideas develop and succeed.
The workshop explores: • Defining Politics: Positive or Negative? • Understanding power, reputation management, and language• Developing a plan for Positive Political Skills
About Your Trainer: Jane Horan is the founder of the Horan Group, a strategic consulting practice focusing on the acceleration of women leaders, innovation and learning. Jane has published articles and is a frequent speaker on Transformational Women Leaders, Organizational Politics, Action Learning and Innovation. Of late, Jane provides workshops and coaching to executive women on organizational politics, ethical lobbying, and high integrity tactics for career and personal success. Leveraging on her business experience and research on
women leaders, Jane now works with multiple Fortune 100 companies in the Asia Pacific Region and across Europe. Jane holds a board position as 1st Vice President with PrimeTime, a business and professional women's network in Singapore. Jane is frequently published on Women-omics, a global organization focusing on gender balance work environments.
In this workshop we will provide you with a unique and hopefully inspiring learning experience designed to enhance your ability to become an inspiring leader. We will focus on being Present, Empathetic, Encouraging and Rigorous (PEER). This model will help to build your leadership engagement capabilities. A leader, who inspires others, engages his team members, empowers people and establishes a positive climate.
During the workshop we invite you to reflect on your experiences, to look at specific ways in which you can begin to use your new skills and to impact your effectiveness as a leader in more fully engaging your employees. Through thought-starters, questions and other prompts we encourage you to look for the links that bridge the workshop experience with the real world of your everyday work setting.
• Being Present• Being Empathetic• Being Encouraging• Being Rigorous
About Your Trainer:In 2007 Frank founded Digne Consult Asia Pacific in Singapore. Frank has more than twenty five years of experience. He trained, coached and consulted (senior) executives and professionals at all levels in profit and non-profit organisations in multiple countries in Asia and Europe. He is a business coach to both entrepreneurs and executives of entrepreneurial firms. In previous consulting roles, he worked extensively on leadership/management capability issues, outplacement programmes for multi-
generation groups, and designed leadership development programs, has profiled (managing) directors of different organisations and facilitated several conferences.
The Power of Positive Politics INSPIRING EMPLOYEE ENGAGEMENTWorkshop A: 9am to 12.30pm Workshop B: 1.30pm-5pm
Payment Methods:EfT: Transfer your money to Tonkin Corporation Pte Ltd (Registration Number: 200903688R) at Overseas Chinese Banking Corporation Limited 65 Chulia Street, OCBC Centre, Singapore 049513 Current Account: 591382924001 Swift Code: OCBCSGSG Bank’s Code: 7339 (Please quote HUM04 and your company name when making your transfer.)
Cheque: Please make cheque payable to Tonkin Corporation Pte Ltd at 1 Fullerton Road, #02-01 One Fullerton, Singapore 049219 (Please quote HUM04 and your company name on the back of your cheque.)
DATES & VENUES:23rd - 25th November 2009Novotel Singapore Clarke Quay
GROUP DISCOUNTS:Tonkin Corporation understands the benefit of group learning experiences. Save money with one of these group discounts: • Register 3 delegates and receive $500 off the group price! • FREE ! Register 4 delegates and receive a 5th ticket FREE.Group discounts are only applicable for 3 Day VIP package and 2 Day Conference only.
VIP Code
Cancellation Policy: Should you be unable to attend, a substitute delegate is always welcome at no extra charge. Alternatively a full refund, less a $200 service charge, will be made for cancellations received in writing up to 21 days prior to the event. Regrettably no refunds can be made less than 21 days prior to the event.
Tonkin Corporation is a business information provider offering timely-conferences, workshops and compact discs. Celebrated for its structured research benchmarks and for being produced by sector-specialists, Tonkin conferences guarantee you gain dependable, high-quality commercial knowledge at the vanguard of issues.
Tonkin Corporation has taken due care and dilligence in selecting qualified professionals as its speakers.The information they offer, howsoever provided, is not produced by Tonkin Corporation and should in no way be regarded as financial or legal advice. Tonkin Corporation accepts no responsibility for reliance on such information and recommends that its clients seek independent, professional advice.
Tonkin Corporation takes due care and diligence in producing its products. However, given circumstances beyond its control, Tonkin Corporation reserves the right to change any conference programme without notice.
