Welcome to Recruitment Asia 2017, Malaysia – a two-day conference that will address your top recruitment concerns through comprehensive and insightful case studies, keynote presentations and interactive panel discussions from top-notch HR leaders across industries in Asia.
Reporting live from Aloft KL Sentral, today’s conference will see a stellar line-up of recruitment experts who will share their challenges and successes. Stay tuned for live updates: http://bit.ly/RAMY2017
With the future of recruitment always on our minds, the next speaker will be sharing a case study on how iFiber attracts the right talent. The next speaker has more than 25 years of experience in the ICT industry and multinational companies, with area of expertise in managing high-profile government projects both at a state and federal level from conceptualisation to successful implementation.
Speaking on iFiber’s journey in the space of recruitment, let’s welcome chief executive officer of iFiber, Shaharin Saman.
We will now have a case study presentation on organisational needs vs. the need to innovate with our next speaker. She has shaped high-performing cultures in broad-based industries ranging from telco and IT, defence, banking to oil and gas and the government link companies sector, particularly in SMEs.
Let’s hear what Farah Othman, vice-president people, Malaysian Global Innovation & Creativity Centre (MaGIC) has to share on striking that balance, keeping up with trends and external mapping of talent. She shared: “What is cultural transformation? We try to identify our (unique) way of work. At MaGic, we think beyond, charge up and step forward!”
“You must be willing to take feedback from your employees, and the willingness to take that feedback to change,” she added.
Before we head for the last coffee break, let’s unravel the next case study with two HR leaders from BT.
The first speaker has spent 19 years in various significant HR leadership roles in multinational organisations. Today, she is responsible for the overall HR strategy implementation as well as the execution of BT’s group-wide strategic HR initiatives. Let’s welcome Monique Yong is the head of human resources for BT Malaysia on stage.
Joining her would be her colleague, Arvind Sidhu who plays the role of senior talent acquisition for BT Malaysia. He operates in a highly matrix and complex environment in which he manages the dynamics of three different markets on a regional level.
Together they’d be sharing how BT takes on diversity, mobility and innovation in their case study today – a round of applause please.
Next up on the series of case studies, we have a 23-year veteran in Asia’s health and fitness industry. He now oversees the growth strategy and performance of Fitness First and Celebrity Fitness in six SEA markets and leads a team of more than 7,000 employees.
He holds a bachelor of engineering degree and is also a certified master performance coach, a certification awarded by the International Coaching Federation. Today, he will be sharing the effective tools to bring strategy to life. Let’s welcome Simon Flint, CEO, Evolution Wellness.
On recruitment, he said: “When people join an organisation, they want to know what the organisation do. But more than that, they want to know the people behind the organisation and the values they share.”
We welcome delegates back with a case study by Chen Fong Tuan, head of people, Mah Sing Group. As the head of people for Mah Sing Group, he is responsible for the end-to-end HR operations for the group, being a member of the executive team providing strategic and tactical inputs to drive organisational goals and business objectives.
His case study today is on leading the new way of recruitment. Going beyond data mining to build candidate relationship management, let’s welcome the head of people from Mah Sing Group – Chen Fong Tuan. Believing that the future of work is now, he shared: “Technology is changing the way we see, think, and do. If you’re afraid of Millenials… be very afraid of Gen Z.”
The next speaker is responsible for driving the end-to-end people strategy and operations for Nokia Malaysia. Before Nokia, he founded O2 Consulting, a boutique firm specialising in executive search and RPO solutions for the ICT and shared services industry.
He comes with 15 years of international experience in strategic HR and consulting in various HR fields. He is certified in Thomas International DISC, SHL occupational personality questionnaire, behavioural based interviewing skills, and DDI conflict management. Today, he will be presenting a case study on planning the employee life cycle post hire outcomes. Let’s welcome Jackie Chan, country head of human resources, Nokia.
He reminded: “When we talk about employee life cycle, it all comes back to the company’s core values.”
After a refreshing coffee break, delegates are welcomed back with a panel discussion. Moderated by Mohammed Parish, group head of human resources, Sapura Resources; the panelists include Koljit Singh, head of department organisational and cultural excellence, BASF Petronas; Laurence Yap, head of human resources, Dexon Electrical Engineering; and Roine Gabrielsson, senior vice-president and managing director, StrongPoint APAC.
Today, the leaders would be sharing their insights on maximising employee value as part of the business plan. Let’s give them a warm welcome.
Gabrielsson commented: “I certainly value my team, and they value each other as well. However, I don’t think you can put a number on it.”
When it comes to core values, Yap said: “After learning from my ex-employee, now I try to incorporate them into performance management and recruitment. What does it look like when it’s below, mid and above-expectation. But the core values must be first demonstrated by the core leaders.”
Meanwhile, when it comes to communication platforms with employee, Koljit commented: “It’s quite interesting when it comes to transparency. We’ve created a platform where employees can share comments – a safe ground to engage with each other.”
“However, after a year plus, we notice there weren’t much constructive feedback. From there, we realise that transparency is needed, but not workable. From there, we offer anonymous feedback and noticed more constructive comments.”
Next up, we have a case study presentation from iFlix. Initially hired in Cape Town, South Africa, to recruit tech employees for iFlix’s African offices, the next speaker is now at iFlix HQ in Kuala Lumpur, recruiting across multiple functions for the organisation worldwide. He is currently focused on adapting iFlix’s recruitment practices to ensure they follow where recruitment as a whole is headed.
Today, Daniel Ward, global recruitment, iFlix, will be sharing how to position HR as an enabler for workforce optimisation and retention. On building culture, he said: “Be playful, but not careless.”
First up on Recruitment Asia 2017, Malaysia is someone who is currently the head of the people and strategic operations department managing people and development, technology solutions, procurement, legal, property management, knowledge management and the creative multimedia sectors at World Wide Fund for Nature (WWF) Malaysia.
Today, she will be presenting her keynote on charting succession planning with an employee-centric focus, with a focus on retention. Let’s welcome the head of people and strategic operations for World Wide Fund for Nature, Mary Barton. She reminisced “Sometimes we forget that we only have 24 hours a day, with us working about 10 hours a day. Which is why we (at WWF) really look into work-life balance.”
“Hence, we create a work environment where a positive work culture shall be prevalent.”
Welcome to the second day of Recruitment Asia 2017, Malaysia – a two-day conference that will address your top recruitment concerns through comprehensive and insightful case studies, keynote presentations and interactive panel discussions from top-notch HR leaders across industries in Asia.
Today will see a stellar line-up of recruitment experts from World Wide Fund for Nature, iFlix, Nokia, and more. Stay tuned for updates.
As we come close to the end of Day 1 of Recruitment Asia 2017, Malaysia – we end it with a great case study presentation on recruitment packages. The next speaker has more than 25 years of experience in the human capital space, holds a MSc in information management and a BA (honours) in marketing (minor in finance) from the Universiti Teknologi Mara.
Join her in unravelling salary components, challenges of alignigning expectations between employers and employees, as well as cost optimisation. Let’s welcome Rasidah Kassim, group CHRO, Affin Hwang Capital on stage.
Today, she said: “Recruitment packages never end. However, it is only part of the strategic compass.”
“This is why we should move from recruitment packages to information packages.”
On to the topic of employee value proposition, we will now hear from someone who is responsible for people matters across the Vinda Group for SEA. Equipped with a degree in computer science and an MBA, he has spent more than a decade planning and executing strategic HR, talent management and organisation development initiatives both as a consultant as well as being a HR practitioner.
Sharing his insights on employer branding as a key enabler for recruitment, let’s welcome Clayton Tan, HR director, SEA from Vinda. He said: “In the past, recruiters traditionally fell into four groups – the advertisers, the processors, the hard sellers, and the gatekeepers. And all four of these have a key challenge in recruitment today.”
The next speaker has been focusing on building the local talent pool for T-systems through internal local-oriented programmes. He has held executive roles in human resources in several companies since 2002, namely in the ICT industry.
For a significant part of his career, his role included regional responsibility mainly for central/eastern Europe. Before T-Systems Malaysia, he was the vice-president of human resources at T-Systems Czech Republic.
Let’s now welcome the vice-president of human resources, T-Systems Malaysia, Vaclav Koranda.
Before we go for a coffee break, we will now be discussin on the local talent pipeline. The next speak leads the leadership programmes and university relations initiatives across GE’s ASEAN businesses, and partners local GE leaders to drive the growth, development and attraction of budding future leaders of the company. She is also responsible for brand perception and awareness of GE within ASEAN via social media and university/public engagements.
Today, her expertise will reveal how to upskill the local workforce to match employer needs. Let’s welcome Tracy Yap, ASEAN organisation and talent development manager, General Electric. She said: “The best practice of GE is to go out (in attracting young talent) and meet the talent – such as campus engagement.”
As we move on to the topic of local talent pipeline, the next speaker is an experienced human resources management and organisation development professional with 20 years of experience in the large manufacturing environment focusing on the electronic, pharmaceutical and medical devices industries.
Her expertise includes managing talent attraction and leadership development, effective organisation culture and engagement, human resources operations and compliance as well as organisation design and change.
Today, sharing how her company aligns onboarding with organisational goals, let’s welcome Bee Hong Tan, HR director of Alcon Manufacturing on stage. “When it comes to assigning a buddy to a new employee, she highlighted: “They really need to know the new hire. You also need to check that the production time is productive. Of course, they must be patient and willing to extend the support.”
The next speaker has 20 years of HR experience covering six industries – aviation, manufacturing, financial services, construction management, oil and gas, and currently professional services. A HR generalist, her past experience also includes performing a regional role in 2009 when she was the regional HR manager for the Middle East countries. Currently, she is the employer branding and talent acquisition lead for PwC Malaysia.
Based in Kuala Lumpur, she is responsible for enhancing PwC’s brand presence to recruit top talent for PwC Malaysia and PwC Vietnam; as well as implementing talent attraction initiatives through active collaboration with local and private learning institutions and professional bodies.
Today, she will be presenting her case study on an effective onboarding programme that captures the essence of an organisation. Let’s welcome employer branding and talent acquisition lead from PwC – Sherriza Nor Rashidi.
She shared: “At PwC, we have what we call the connectors. As the name suggests, these are the ones that warmly welcome new hires on the first day of work. Then there’s the hiring managers, recruiters – we need to know that HR is not solely responsible for the experience.”
After a refreshing lunch break, Recruitment Asia 2017, Malaysia will now have a case study presentation on HR techonlogy too. The next speaker has more than 10 years of recruitment experience, with her latest role at Maxis as head of recruitment has evolved into digitalising the recruitment process and experience. She has also had exposure in analytics to provide a different perspective for making sound business decisions.
Continuously looking for a new way of doing things in the digital age is a must for her to stay in touch with this new world, let’s have head of recruitment from Maxis, Jo-Ann Low on stage to share more on tracking staff progress and best practices that relieves HR from bruderson recruitment processes.
She said: “HR needs to be an enabler to drive the business faster.”
Next up is a case study from Unilever, with the next speaker being an experienced HR professional with seven years of experience in HR generalist and organisation development profiles. She has worked across the entire employee life-cycle initiatives spanning employer branding, organisation development and change management for companies such as Dell, GE and Unilever. She currently partners the customer development team for Malaysia and Singapore; and also heads employer branding for four markets – Malaysia, Myanmar, Cambodia and Laos.
Presented by Ramya Balakrishnan, senior human resources business partner, Unilever; let’s hear more on how the firm addresses employability among digital natives. She said: “Millenials are not different from everyone else. It’s just that their approach is different because they’re accessibility natives.”
After the coffee break, we now welcome the next speaker. A seasoned and well-recognised talent strategist, she supports companies with all aspects of their talent supply chain – from attraction and engagement, best-in-class recruitment and assessment methodologies to strategic workforce planning. Providing human capital management solutions which deliver efficiency and cost savings to KellyOCG, she designs signs recruitment process outsourcing and managed services provider global solutions to deliver immediate high-level cost reductions and drive transformational productivity gains.
Today, Karin Clarke, director, global solutions, APAC; will share on how you can achieve business outcomes in a cost-efficient manner – especially in a time-sensitive environment. She reminded: “It’s been shown that when you lose a staff, you lose about one and a half times of the salary. Which is why, the number one priority is still managing talent.”
As we take a short coffee break, we’d like to thank gold sponsor, KellyOCG.
Next up, we have a panel discussion on rising abover the talent war; and identifying whether your hire is an asset or burden.
Moderated by Hairuzzaman Sagi, head of HR, Sime Darby Plantation; the panelists include Serene Tan, HR director, Antah Schindler; Jacqueline Chue, group HR, BIV Global; Danny Yong, general manager, human resources, Munchy’s; and Ling Ming Choo, HR director, Unilever.
Jacqueline Chue, group HR, BIV Global, said: “Different industries and companies define talent differently – such as how some would consider hi-pos as talent. Talent management is a tough job, it’s about communication – not only with the talent, but also with the leadership.”
Additionally, Serene Tan, HR director, Antah Schindler, commented: “In the service industry, talent is definitely an asset. However, when we don’t hire right in the first place; that’s when it would dampen the process and become a burden.”
Ling Ming Choo, HR director, Unilever, remarked: “The leader that understands the Millenials, and applies one-to-one, are the people with a very strong generation – and that’s when it becomes an asset.”
Meanwhile, Danny Yong, general manager, human resources, Munchy’s commented: “We at Munchy’s look at talent as people who are loyal to the organisation, able to perform and adapt to the culture – these are asset to us.”
Let’s welcome the first speaker who has earned her MBA majoring in human resources management from Nottingham Trent University, UK and is a qualified trainer from the University of TESOL, US and the HRDF, Malaysia. She extends a lot of assistance to non-governmental organisations and hospitals around Asia, focusing on best practices, PR, communications, branding and talent management.
Today, Dato ‘Aliyah Karen, CEO, MAA Medicare Charitable Foundation, Malaysia will be sharing her expert opinions on recruitment in the backdrop of talent management for business decision. Covering topics on graduate recruitment and more, let’s welcome Dato ‘Aliyah on stage.
She said: “Maturity and loyalty can be groomed. You can send your staff in grooming their skills. They know the culture of the organisation – and that itself is an asset.”
Hanie Razaif-Bohlender, general manager and executive director of Dragonfire Corporate Solutions welcomes delegates as she kickstarts the event. In her opening speech, she said: “One of the highlights this year is that apart from fiery on-stage case studies and keynote presentations from MNC’s, SME’s and startups, there will also be 2 panel discussions and winners from the recent Asia Recruitment Awards 2017 showcasing their milestones.”
With that, she welcomes the first speaker on stage.