Human Resources November 2013

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Register now at: w w w. r e c r u i t m e n t i n t e r a c t i v e 2 01 3 . c o m

28 November 201 3 I Four Seasons Hote l , S ingapore

Theres no denying it locating and attracting the best talent has become a serious problem in Asia.

:KLOH6RXWKHDVW$VLDKDVH[SHULHQFHGUDSLGHFRQRPLFJURZWKRUJDQLVDWLRQVDUHVWLOOVWUXJJOLQJWRQGWDOHQWZLWKWKHULJKWVNLOOVWRKHOStheir business expand and develop alongside the rest of the region.

5HFUXLWPHQW,QWHUDFWLYHZLWKLWVUHIUHVKLQJDQGHQJDJLQJIRUPDWZLOOHTXLS\RXZLWKWKHNQRZOHGJHDQGWRROV\RXQHHGWRDFTXLUHthe best. Join us at this exciting event to get ahead of the talent competition.

MAIN TOPICS: Foreign employees vs. local employees Candidate sourcing innovation Diversity and inclusion Recruiting with social media Selection strategies and techniques Recruitment outsourcing

F E A T U R E D S P E A K E R S I N C L U D E

Joy RomanHead of Talent SolutionsAPAC3M

Debbie RogersHR Director APACAbbott Nutrition International

Suzie CustersonHead of Recruitment & Resourcing APEA; Head of HR Shared Services, SingaporeANZ

Patrick GhielmettiVP of HRAPACFour Seasons Hotels & Resorts

D N PrasadDirectorGoogle People Services APACGoogle

Lau Yin ChengCluster DirectorHR and Organisation Development Cluster Infocomm Development Authority of Singapore

Sehr AhmedSenior Director of HR APAC, Middle East & AfricaMcDonalds

Ow Seng FongDivisional DirectorNational Human Resources DivisionMinistry of Manpower

Lyn LeeVP of HRShell Business Service CentresShell

Subarna MalakarHead of Diversity and InclusionAsiaThomson Reuters

CK MohanSenior Director of HR, Asia Franchise Business UnitYum Restaurants International

Amita ChaudhuryGlobal Diversity DirectorUnilever

Brought to you by:Gold Sponsors

MANAGEMENT SERVICES: Find your suppliers quickly and easily on page 42

3 Eds note4 In the news6 Hot topic8 Suite talk8 Widernet9 Spacial Awareness

10 HR by numbers11 Snapshot12 White paper46 Up the ranks47 Shelf life

Regulars

MODERNISING YOUR HR STRATEGIES

MAIN TOPICS Big data and analytics Mobile HR Next generation recruitment tools HR cloud Collaborating with IT stakeholders Future-proong yourself Social media and collaboration

FEATURED SPEAKERS INCLUDE:

Are you going into the talent war empty handed? Despite HR professionals being on the front line, not all teams are armed with the same weaponry. Old legacy systems and outdated technology are limiting organisations ability to perform efciently and achieve goals. HR teams can no longer afford to overlook the benets of people technology.

HR Tech Interactive 2013 will help you better quantify your people decisions to business leaders, and ensure youre making the correct decisions to boost your human capital strategy to remain competitive.

Join other HR leaders from across Asia for a day of insights from leading HR professionals, who are ghting the talent battle alongside you.

Eugene LamHR VP of Applied Global Service/APAC Applied Materials

Srikanth ChandrashekharHR DirectorAPAC SSO & OperationsBombardier Transportation

Michael LeeCIOGroup Information ServicesBanyan Tree Hotels and Resorts

David LongPeople Services DirectorAPACDaVita

Gaurav HireyRegional HR Director APACGroupM

Amor VillalonRegional HR VPFujitsu Asia

Sudhi Ranjan SinhaDirector & GM, Center of Excellence in EngineeringJohnson Controls

Avery PalosVP, Information ServicesMarina Bay Sands

Malathy DwaraknathHR Director, AsiaMead Johnson Nutrition

Bernard SeetHR Director, OperationsNXP Semiconductors

Ravi BhogarajuHead of HR Services & Regional Business Partner for APACSyngenta

Ramesh NarayanaswamyGroup CIOSingapore Post

Register: www.hrtech2013.com

Platinum Sponsor Brought to you by:

HumanResourcesGold Sponsors Exhibitor

November 2013 Human Resources 3

Human Resources November 20134

News from humanresourcesonline.net


As we approach the end of the year, Amos Seah fi nds out what companies should and shouldnt do when organising their company celebrations.

How to throw a great party


suitetalk Get into the bosss head

widernetWorking with diverse cultural attitudes

Perspective on regional HR


People WORK LIFE


Source: Abacus Corporate Travel Practices Survey


snapshot 15 minutes with ...

Business Model & Service InnovationGlobal Supply Chain ManagementHealth Technology AssessmentLeadership and Motivation Management

Luxury Brand ManagementNegotiate Business Deals in AsiaReal Estate FinanceSocial Media and Digital Marketing

An innovative range of Executive Workshops offered at ESSEC Asia-Pacific

ESSEC Asia-Pacific | T: +65 6884 9780 | [email protected] | www.essec.edu/asia

Economic Evaluation of Health Care Technologies | 29 October - 2 November 2013Market Fear, Volatility, and Risk Management | 7-8 November 2013Leading Teams Across Cultural Boundaries | 14-15 November 2013Halal Business | 5-6 December 2013Innovation Learning Workshop | 27-28 February 2014

Scan this with your smartphonefor more information.


Best companies for leadership Asias top 10

1. Samsung

2. Toyota

3. Unilever

4. Tata

5. Petronas

6. General Electric

7. IBM

8. Sony

9. Coca-Cola

10. DHL International


What skill would have the biggest impact on overall performance?

Having candidate dialogue 31%

Linking performance to development planning 20%

Setting SMART goals 14%

Providing coaching 13%

Ensuring fair and equitable evolutions 12%

Holding formal evaluation 6%

Gathering measuring performance information 4%

What would bring you home?

Family 30%

Home opportunities 17%

Relocation 14%

The economy 13%

No work abroad 11%

Tax and incentives 7%

Will not return 6%

Other 3%

Gonzalo Cajade has been with Otis and United Technologies for nearly two decades. Based in Singapore, he is responsible for the HR strategies and initiatives that support the companys growth, and meeting strategic business goals. His focus lies with the talent agenda, labour relations strategies and building an engaged workforce to support a high-performing and effective organisation.

VITAL STATS


The relationship between HR and technology isstill blossoming, but are employees ready to

allow IT to change the way they work?Sabrina Zolkifi fi nds out what

organisations are doing to ensurestaff are equipped with the right

skills to embrace IT asa key aspect of work.


HOW TORECRUITSPONSORED ADVICE

THIS ARTICLE WAS BROUGHT TO YOU BY AIA SINGAPORE

Encouraging Singaporeans to take a more proactive role in planning and managing their long-term fi nancial health and healthcare costs has been the cornerstone of my career. The evolving protection needs of Singaporean families are changing with the trend of developing dietary and lifestyle habits that put their long-term health at risk.

The Singapore workforce is increasingly exposed to major health risks, including stress, insuffi cient sleep, lack of physical activity, poor diet, not following medical advice and not taking enough action to reduce or curb behaviours1. However, nearly 90% of Singaporeans feel their employers have an obligation to help them lead healthier lives1.

While many employers acknowledge unhealthy behaviour adversely affects their businesses and productivity, they are faced with the bill for employees care, rising by 8.5% a year2. In response, more companies are looking to maximise their employee benefi ts budget and improve engagement and productivity.

With this in mind, we launched AIA Vitality in July 2013, a science-backed health and wellness proposition providing Singaporeans with the knowledge, tools and motivation to achieve sustainable long-term behavioural change and attain their health goals. AIA Vitality members enjoy deep discounts from a nationwide network of high quality partners as they get healthier, and it also helps to improve employee health, resulting in boosted productivity and performance.

Committed to championing healthy living, AIA Singapore has implemented the programme for its staff as part of its employee benefi ts programme.

THE BENEFITS OF AIA VITALITY Since its launch, we have noted an increase in participation of staff who attend our health and wellness-centric programmes. Along the corridors, we hear staff exchanging notes on how to increase their AIA Vitality Points and peer-to-peer competition on being the fi rst Gold AIA Vitality Status achiever.

More staff are also taking an active role in improving their health there are weekly AIA Vitality Runs at different locations which have seen a steady increase in the number of participants from the various departments. Staff are also creating common health activity groups such as yoga lessons, tracking steps on their pedometers, Zumba and kick-boxing. This has indirectly helped foster a closer working relationship among employees and led to better communication and teamwork in cross-functional work groups.

To encourage staff to take a more active role to improving their health, we have seven AIA Vitality Champs to help co-workers engage in the programme, who are in charge of regular communication about the programme.

I am heartened to hear conversations among staff about health and fi tness because a healthier and engaged workforce helps boost productivity and lower health-related expenditure. Whats more, we already have 19 staff who have achieved the Silver AIA Vitality Status, which is a strong indication of their commitment, by stepping up their participation in fi tness activities and embarking on a healthier diet.

Almost every employee I speak with tells me they are excited about getting more AIA Vitality Points. One even taught me ways to improve my AIA Vitality Status besides doing physical activity, such as going for my health screenings and logging in my own food diary. The programme is great. It gives an analytical report on the areas that I need to improve on and I feel very encouraged whenever I see that Im getting closer to achieving my health goals, she told me.

Since starting this programme, I too have become a convert. From a person who rarely exercised, I now cant go without my daily runs or walks. Every healthy choice that Ive made has not only helped me manage my stress, it has also improved bonding with my family now they join me in this newly found healthy lifestyle. I am now 2,350 points away from reaching my Gold AIA Vitality Status, and I know it wont be long before I attain it.

Persist in your journey of wellness. Break your unhealthy lifestyle habits, and be the real change in your life.

1 Source: AIA Healthy Living Index 20132 Source: Why managing healthcare costs must be Singapore rms top agenda, Singapore Business

Review, 21 May 2013

BRINGING REAL CHANGE TO YOUR HEALTH

AIA Group Limited has partnered with Discovery Limited, innovator of Discovery Vitality the worlds largest wellness programme with more than fi ve million members worldwide to offer the science-

backed wellness programme, AIA Vitality, in APAC.

AIA Singapore Private Limited is the fi rst market to launch AIA Vitality as part of its broader efforts to provide customers with innovative products and services which meets their protection and savings

needs and motivates and enables Singaporeans to lead healthier lifestyles.

This article is contributed by

Tan Hak Leh, Chief executive of cer,

AIA Singapore

23_BrandedContent_NOV13_sub.indd 21 1/11/2013 2:36:41 PM

27504AIA_Vitality_HR Mag_280x210w_p.ai 1 9/24/13 4:25 PM

IT Skills Training FEATURE

Trainings. Teambuildings. Conferences.

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Hong Kong +852 5808 [email protected]

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This teambuilding is the best

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One world. One future.

Bond International Softwarewww.bondinternationalsoftware.com

Specialist staf ng software

Global VisionConnecting people and processes everywhere.

Chosen by the worlds leading recruitment organisations for its multi-lingual and multi-cultural capabilities, Adapt enables global businesses to connect their of ces and streamline operations revolutionising the world of recruitment.

Feature rich specialist recruitment software, Bond Adapt, is 100% con gurable and fully scalable for effective global deployment. By managing the entire placement cycle, Adapt improves productivity, providing global organisations with the right tools to maximise their business performance.

Contact us to nd out how Bond Adapt can transform your business.

T +65 6809 6171 E [email protected]

Choosing Bond Adapt with in-built Chinese character sets and the local resources to back up our implementation program was the right decision

for us. We have China and Hong Kong branches employing over 70 staff and a

far-reaching expansion plan across key Chinese cities. For our business model to work

effectively we needed a blueprint system that is easily replicable and scalable. Importantly, our agency staff needed to instinctively engage with the user experience so

Bonds investment in the complete Chinese version of their industry-standard recruitment

software has meant that training is minimised, and our teams can be up to speed in the

shortest possible time.

Masahiro Nishimura |General Manager | Faro Recruitment

Hays is a global business operating across 33 countries and communication between

our 8,000 consultants, candidates and clients via the internet is a key business issue.

The latest Adapt system brings us multi-lingual capabilities, sophisticated integration options, and social media enablement combined with scalability through a web-based delivery model. This provides a platform to enable business options that historically

could never be imagined, let alone realisedSteve Weston |Group Technology Director | Hays, 2012

Creating home-made talentIf necessity is the mother of invention, perhaps ownership is the father, says Caroline Lim, who explains the motivation behind PSAs learning programmes.

The average

frontline leader has

been described as

unprepared,

indecisive, scattered,

and scared.

TAKE FRONTLINE LEADERS FROMAVERAGE to EXCEPTIONAL.

The Talent Management Expert

Learn how at www.ddiworld.com/BetterThanAverage


Talking about salary can often feel like wading into dangerous and murky waters. Here is some much-needed advice on how to deal with one of HRs most dreaded topics.

Money talks: Taking the plunge


Dolly Ng talks about how exchanges and secondment programmes can give your organisation a competitive edge in todays globalised world.

Its time to get moving

MANAGEMENT SERVICES


Executive Relocation - MovingHR Solutions Provider

Our Value Proposi on

HRM3 Asia has assisted thousands of non-execu ves, professionals, managers, directors and CEOs through our

career transi on programs.

my company made a good choice in selec ng HRM3 to assist in its restructuring in Asia. Since I have not been in the job market for 20 years

- American Managing Director, China

I have fully benefi ted from the career consulta on program provided by HRM3. It provides an all-rounded program with

advice on my career planning - Financial Controller, Singapore

Some industry partners

Specialist in Career Transi on/ Outplacement since 2000Contact UsTelephone: +65 6291-4478 Email: [email protected]: www.hrm3asia.com

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Training programs that works

Our training programs designed for executives and senior managers;

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The Speaking Factory Pte Ltd is dedicated to helping organisations and individuals to develop public speaking skills and other soft-skills using acting, drama and improvisation techniques.

ServicesMaster of Ceremonies (Emcee)Ice-breakers & EnergisersSpeechwriting services

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Training Services

The CET Academy o ers a wide range of in-demand and industry-relevant adult training & educa on programmes. These range from Part-Time Diploma, Specialist and Advanced Diploma, to short courses and customised in-company training to cater to specifi c needs of corpora ons. As a WDA Approved Training Organisa on, we also conduct Workforce Skills Qualifi ca ons (WSQ) programmes.

Fields of study: Business, Finance & Accoun ng, Engineering, Health & Life Sciences, Humani es & Early Childhood Educa on, Infocomm Technology, Language, Life Skills, Media & Arts.

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ENGINEERING & TECHNICAL PLACEMENTS

The mind of an engineer is the core foundation of every city, infrastructure and building. At Capita, we know the significance of precision when it comes to finding the right skill set and we understand the importance of seeking the right technical specialist in the global marketplace.

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We are a progressive and dynamic training and educational institution involved in the training of insurance and fi nancial services professionals since 1974. We offer a challenging working environment and learning opportunities and an attractive remuneration package.

Assistant Director (Training)(Singapore)

Job DescriptionAssist Head of Department in: Identifi cation of training gaps in industry Planning appropriate training programmes to meet gaps Identifying appropriate lecturers Overseeing the smooth operational running of programmes Interacting with participants and evaluating quality of programmes Event book planning Department budgeting and report writing Covering duties of head of department

Requirements Possess a least fi ve years of related experience Degree holder and possess qualifi cations in Learning & Development Able to write and speak well Excellent interpersonal skills Strong in administrative skills

If you are interested in this opportunity, please send in your resume and expected salary to:

Chief ExecutiveSingapore College of Insurance

9 Temasek Boulevard #14-01, Suntec Tower Two, Singapore 038989or Email: [email protected]

57-61 snr appts_OCT10.indd 57 9/21/2010 2:12:54 PM


WHY SHOULD PEOPLE BE LED BY YOU?So, youve worked your way to the top. Now, how can you convince people they should be listening to you? By Rebecca Lewis


Pick of the month

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Human Resources November 2013

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