HRM Magazine Asia - August-September 2020 Issue by HRM Asia

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AUGUSTSEPTEMBER 2020

NAVIGATING 2020: ADP PROVIDES A WINDOW INTO YOUR WORKFORCE

Dave Ulrich highlights the continued relevance of HR and presents his

VISION FOR THE Price inc. GST $9.95

FUTURE OF HR HR TECH FESTIVAL ASIA ONLINE 2020: ALL YOU NEED TO KNOW ABOUT THE LARGEST VIRTUAL CONFERENCE FOR ASIA-PACIFICâ&#x20AC;&#x2122;S HR COMMUNITY

EDITOR’S NOTE

Dear HRM Magazine Asia readers, SENIOR JOURNALIST

Shawn Liew JOURNALIST

Daniel Teo GRAPHIC DESIGNER

Adrian Taylor adrian.taylor@mac.com SALES DIRECTOR

Luke Kasprzak SENIOR ACCOUNTS MANAGER

Edwin Lim MARKETING DIRECTOR

Yee Ling Chua MANAGING DIRECTOR AND PUBLISHER

Joanna Bush PHOTOGRAPHER

Tom White tomwhitephotography@gmail.com

Manpower (MOM) and Second Minister for Home Affairs. She will kick off HR Tech Festival Asia Online 2020 by making the keynote address on September 29.

s many of you are continuing to experience, the COVID-19 pandemic has brought about an unprecedented wave of disruption that has fundamentally changed the way we work.

To provide a platform to discuss skills studies, employment facilitation and HR capability building across South-East Asia, we have also worked with MOM to present an ASEAN Future of Work track that will include presentations from not only key policy makers in Singapore, but ministers from the region.

With 2021 now in sight however, thoughts will turn towards how organisations are planning their recovery from the pandemic, and towards a future that will be driven by smart technologies and leadership agility for organisational success.

These include Dr Ha Thi Minh Duc, Deputy Director General of International Cooperation Department, Ministry of Labour, Invalids and Social Affairs, Vietnam; and Ida Fauziyah, Minister of Manpower, Indonesia.

While the road to recovery may be filled with uncertainty and numerable challenges, it also presents opportunities for organisations to push ahead with key initiatives such as accelerating their digital transformation, reshaping their change management strategies, and rethinking how they communicate with their employees.

Also in this issue, we spoke with Dave Ulrich, known affectionately to many as the “father of modern HR”. Ulrich, who is also one of the keynote speakers for HR Tech Festival Asia Online 2020, maps out his vision for the future of HR, one which, while characterised by constant change, will see HR playing a bigger role than ever.

To help organisations navigate a new era of HR and people management, HRM Asia is organising the HR Tech Festival Asia Online 2020, a completely virtual event that will take place from September 29 – October 1.

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And that perhaps, is the key message for HR leaders today. The world of work will continue to change and be reshaped as the effects of the pandemic continue to be felt by organisations around the world. We wish you a very successful HR Tech Festival Asia Online 2020, and hope you will find some valuable insights into how HR can play a bigger role for your organisation in the new normal.

Included in this August-September issue is a comprehensive show guide that lays out everything you need to know about HR Tech Festival Asia Online 2020. A distinguished lineup of some of the world’s leading HR thought-leaders will be headlined by HR luminaries such as Dave Ulrich, Josh Bersin, Brain Sommer, Abhijit Bhaduri and John Sumser, as they discuss the future of HR and how organisations can emerge stronger postpandemic.

SHAWN LIEW,

The event will also be graced by Josephine Teo, Singapore’s Minister for CONTACT US: Read something you like? Or something you don’t? Perhaps there’s some insight we haven’t considered? Have your say on HRM Asia’s news, features, and contributions by emailing: info@hrmasia.com.sg

Senior Journalist, HRM Asia

MEET THE TEAM

Shawn Liew

Daniel Teo

Senior Journalist shawn.liew@hrmasia.com.sg

Journalist daniel.teo@hrmasia.com.sg

AUGUST-SEPTEMBER 2020

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CONTENTS

AU G U S T - S E P T E M B E R 2020

ON THE COVER

SHAPING THE FUTURE OF HR

“In any crisis, decisions and choices get magnified, and require even more attention to making the right decisions.”

At HR Tech Festival Asia Online 2020, Dave Ulrich, Rensis Likert Professor at the Ross School of Business, University of Michigan, and a partner at the RBL Group, will be highlighting HR’s continued relevance as he presents his vision for the future of HR.

– DAVE ULRICH

F E AT U R E S A WINDOW INTO 6 YOUR WORKFORCE AS WE NAVIGATE 2020

ADP examines the outlook for the workforce in the wake of the COVID-19 pandemic, with a focus on the AsiaPacific region

9 PRODUCTIVITY, PANDEMIC AND HR

Technology analyst, strategy consultant and writer Brian Sommer, highlights the role HR can play in supporting productivity efforts.

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AUGUST-SEPTEMBER 2020

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WORKPLACE COMPETENCIES 10 ENHANCING THROUGH SIT WORK-STUDY DEGREE Work-study programmes offered by the Singapore Institute of Technology (SIT) are allowing employees to upskill themselves through continuous learning.

YOUR HR 48 SUPERCHARGE PROCESSES THIS 2020

Grab explains why 2020 is as good a year as any for oganisations to re-think, re-define and re-shape their HR processes.

COMPETENCIES FOR 50 BUILDING DIGITAL TRANSFORMATION

The Institute of Singapore Chartered Accountants describes the pivotal role that the HR team plays in ensuring that the workforce is ready to embrace and harness the benefits of digital transformation.

THE BEST AND BRIGHTEST A SUB-OPTIMAL ECONOMIC CLIMATE, 52 CELEBRATING HR SERVICE PROVIDERS 56 INWHAT HAPPENS TO YOUR HR TECH STACK? 30 prestigious awards are up for grabs at the HRM Asia Readers Choice Awards 2020, which recognises Asia-Pacific’s best HR service providers. Held in conjunction with HR Tech Festival Asia Online 2020, the winners will be announced on 30 September.

HOW TO BETTER ENGAGE IN A NEW WORLD OF ONLINE LEARNING

Executive coach, advisor and author Abhijit Bhaduri explains why organisations should start to rethink online learning.

Tim Sackett, president of HRU Technical Resources, gives organisations some tips on how they can manage their technology stack during challenging times.

NEED FOR SPEED AND AGILITY 58 THE IN THE NEW WORLD OF WORK

In HRM Asia’s regular 2 Cents column, we examine how companies can improve their workforce’s learning agility as they begin their recovery from the COVID-19 pandemic.

H R T E C H F E S T I VA L A S I A S H O W G U I D E All you need to know about HR Tech Festival Asia Online 2020 – this section is your comprehensive guide to everything that is happening at the highly anticipated virtual event.

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WELCOME SHOW HIGHLIGHTS KEYNOTE SPEAKERS CONFERENCE HIGHLIGHTS CONFERENCE AGENDA EVENT OVERVIEW EXHIBITOR LISTING PRODUCT LISTING AUGUST-SEPTEMBER 2020

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THOUGHT LEADERS

DAV E U L R I C H

Few would argue that the COVID-19 pandemic has fundamentally changed the way we work. Within this environment of constant change however, HR will have a bigger role to play then ever, suggested Dave Ulrich, Rensis Likert Professor at the Ross School of Business, University of Michigan, and a partner at the RBL Group. One of the most recognisable names in the world of HR, Ulrich will be one of the keynote speakers at HR Tech Festival Asia Online 2020, where he will present his vision for the future of HR.

SHAPING THE FUTURE OF HR

B Y S H AW N L I E W

ven before the onset of the COVID-19 pandemic, the world of work has been constantly shaped by a myriad of external forces, including social, technological, economic, political, environmental and demographic (STEPED) changes. 10

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What the pandemic has done, is dramatically intensify where, how and what work is done, observes Ulrich. Speaking exclusively to HRM Asia Magazine, he adds, “The global pandemic has heightened HR’s relevance to business success by increasing pressure on the world of work. In this context, HR has to continue to create sustainable value.” While many organisations continue to try to make sense of the true impact of COVID-19, Ulrich, known affectionately as the “father of modern HR”, is not quite ready to propose a definitive ‘new normal’; nor does he wish to speculate with precision the new practices that may emerge to stay.

D AU E CG EUMS BT E- SR E 2P 0T 1E 8M- B J AE N R U2A0R2Y0 2 0 1 9

Instead, he suggests five key principals for companies to consider as they continue to formulate their COVID-19 recovery plans.

Increasing customisation or personalisation Around the world, social distancing, lockdowns and health care stipulations may assume a degree of conformity. However, the impact of COVID-19 on organisations and individuals is likely to vary. Describing how a “one-size-fitsall” approach may no longer work, Ulrich explains, “Mass customisation or personalisation is not new, but they may get increased attention as organisations customise services to unique customer requirements and personalise work to fit the needs of individual employees.”

Redefining the boundaries of work from place to values Traditionally, people go “to work”, are “at work”, and return “from work”. From this repetitive cycle, work is given a physical and place boundary. The emerging boundaries for work, on the contrary, may focus less on space and place, and more on creating value

recognised and been forced to navigate many paradoxes, Ulrich observes. These include caring for the individual and creating a competitive organisation, reacting to the short-term with bold decisive actions and envisioning the longterm future with sustainable values, and taking care of themselves and offering care to others. Leaders also have to be divergent to seek new ideas and be convergent to make things happen, while practicing social distancing and avoid social isolation. “Leaders and organisations can navigate these paradoxes by recognising and avoiding predispositions and unconscious biases, encouraging disagreements without being disagreeable, and constantly adapting to current circumstances,” Ulrich advises.

Tolerating uncertainty

for key stakeholders. For instance, “creating value” for customers, investors and communities outside the organisation can be done anywhere – in an office, at home, on an airplane or in a hotel.

Navigating paradox During the current crisis, leaders have

While it is only human nature to crave for stability, he is also keen to emphasise how nobody will really know what is going to happen next. “For example, people want to know when they will be out of lockdown, when the government loans will come through, what will happen to their economy, and when they can return to work. “The reality is that no one really knows. Tolerating uncertainty comes when the brain’s threat response is replaced with rewards and opportunities.”

Seeking guidance Another trend emerging from COVID-19 is the acceleration of digital transformation in many countries. This is an important development, because post-crisis, many

“THE GLOBAL PANDEMIC HAS HEIGHTENED HR’S RELEVANCE TO BUSINESS SUCCESS BY INCREASING PRESSURE ON THE WORLD OF WORK. IN THIS CONTEXT, HR HAS TO CONTINUE TO CREATE SUSTAINABLE VALUE.” – DAVE ULRICH

decisions need to increasingly be made with rigorous analytics using digital technology, Ulrich points out. “In any crisis, decisions and choices get magnified, and require even more attention to making the right decisions,” he adds.

Increasing organisation value while shaping the future of HR Besides these five principals, Ulrich will also be discussing three targets or outcomes (talent, leadership and organisation) and two HR actions (upgrade HR department and HR individuals) during his presentation at HR Tech Festival Asia Online 2020, which is taking place from September 29 to October 1. For any organisation, the key question to ask themselves is perhaps this: Have you started to reinvent yourself so that you can improve your responsiveness to take advantage of dynamic market opportunities? Drawing on a book he co-authored with Arthur Yeung called Reinventing the Organisation, Ulrich characterises organisation evolution into four phases: 1) hierarchy or bureaucracy, 2) aligned systems, 3) capability, and 4) market-oriented ecosystem (MOE). “The current phase of organisation design, the MOE, enables organisations to meet today’s demanding digital world of incredible change,” he explains. “We named this reinvented organisation ‘MOE’ to capture the essence of the emerging organisation logic. “That is, taking advantage of marketoriented opportunities brings people together, and the ecosystem refers to how resources and people are organised to win in the marketplace beyond obtaining mere market share.” And, as far as Ulrich is concerned, the journey for HR has only just begun. Lauding how HR professionals have made ‘enormous progress’ as a profession, he highlights how HR has helped individuals discover meaning, organisations deliver winning capabilities, customers receive valued products and services, investors gain intangible confidence, and communities to reap the benefits of social citizenship. “And the best is yet to come,” he declares. “We continually work to create the next agenda for HR, and to explore how HR professionals at all levels can deliver value to all stakeholders inside and out through talent, leadership and organisation.”

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F E AT U R E

ADP

A Window into Your Workforce as We Navigate 2020 ADP examines the outlook for the workforce in the wake of the COVID-19 pandemic, with a focus on the Asia-Pacific region

arlier this year we shared with HR and business leaders results from ADP Research Institute’s study Workforce View 2020, Volume 1. Released in January before the pandemic unfolded globally, the study provides HR and business leaders a window into their employee base on key topics including pay, career, and health and wellness.

Volume 1 pre-COVID-19: an optimistic yet challenging workplace From the Volume 1 snapshot we learned key trends in place before the virus hit by surveying employees in a variety of jobs (including gig workers), covering workplace topics impacting performance, productivity, and careers: • Global employee optimism was high with nine in ten (92%) respondents reporting feeling very or quite optimistic about the next five years at work; Asia Pacific was the most optimistic region (95%), and China was the most optimistic market globally (96%). • Demands of the modern workplace were

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taking their toll, as 60% of Asia Pacific respondents report feeling stressed at least once a week, although this was the lowest across all regions. • One challenge for HR leaders is employees’ reticence to talk about stress and mental health, as only 22% of respondents said they would feel comfortable telling their manager or supervisor about a mental health problem or concern. • Pay matters to employees and issues around being paid add to employee stress - globally only 2 in 5 workers receive their salary on time – Asia Pacific is the most challenging region. • Pay slips are hard to read with a quarter globally saying they wouldn’t know if they were paid accurately (29% in Asia Pacific). • Asia Pacific employees work an average of 8.5 hours of unpaid time per week. As the pandemic circled around the globe – business was disrupted, and everyone became focused on personal health, businesses adapted, which resulted in many workers moving to work from home.

AUGUST-SEPTEMBER 2020

Volume 2 highlights pandemic transition concerns of employees In May 2020, ADP Research Institute went out and asked more questions, increasing the total Workforce View 2020 study to over 43,000 interviews across 17 countries. This provided new insights into considerations for employees during their first months adapting to new work environments.

Optimism with notes of caution Optimism around the globe declined just 2% - 86% to 84% - in the second round of the study. Asia Pacific’s previously world-leading optimism levels had a larger decline of 8%, to levels similar to other regions of the world. Notes of caution in confidence levels were evident across the workforce. Younger workers (18-24 years old) in the region were resilient, with 74% feeling

APAC workers give away twice as much time as global Number of hours per week employees work unpaid

Asia Pacific

8.4h

9.4h

LATAM

4.5h

5.3h

Europe

4.5h

5.8h

7.1h

Jan 2020

May 2020

North America

confident in their prospects in the upcoming 6 months, rising to 84% when asked about the upcoming 5 years. Similar long-term confidence levels were shared by respondents 25-34 and 35-44-years old. Short-term confidence waned with each step up the age group ladder with a 5% decline per age bracket in their upcoming 6-month outlook. Experienced workers (55+) were least confident in the next 6-months at a 50% level.

“THE PANDEMIC HAS BEEN A CATALYST FOR TREND ACCELERATION”

Navigating transitional economic waters The pandemic has been a catalyst for trend acceleration in the region and economic concerns have entered the Volume 2 data with an increasing focus on job stability and added interest in the gig economy. Previous economic downturns created concerns over jobs, with individuals making job stability a priority as they ride out the storm. Sacrifices are evidenced in the Volume 2 study, with 19% of employees globally reporting working over 11 extra hours unpaid per week, up from 15% in January. Asia Pacific workers were already working nearly twice as many unpaid hours as other regions in January at 8.5 hours per week. Workers here are doing even more now – adding another 1 hour a week to the regional average - with 28%

reporting they are giving 11 hours per week extra in the latest measurement. Reasons for this increase could be tied to job security concerns, but also to an inability to “switch-off” while working remotely. The willingness to sacrifice was evidenced when respondents were asked if they felt it would be appropriate and acceptable for employers to implement pay consideration measures if it meant savings jobs at the company. Asia Pacific respondents were most accepting of the idea of a pay cut (42%) and deferred salary (51%) option, and these acceptance rates were the highest of any global region. Intuitively it might seem contrary that the attractiveness of gig employment, requiring adaptability in a less structured employment situation, would increase to 18% from 14% in the January measure. Both flexibility and stability may be response drivers, with the growing availability of gig roles providing new options for some, and used as back-up extra work by others. Navigating between pandemic onset and the next normal continues to be filled with new challenges for HR leaders. ADP Research Institute reports will continue to provide a window into the workplace to help HR leaders chart their course ahead. Download ADP’s Workforce View 2020, Volume 2 here for more insights.

AUGUST-SEPTEMBER 2020

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Challenge or Opportunity Take a new look at pay. In times of change, uncover how pay can be a driver of optimisation. Moving from complex backroom operation to your simplest hidden transformation opportunity. Payroll, HR, Talent and Time. Informed by data and designed for people.

sg.adp.com ADP and the ADP logo are registered trademarks of ADP, Inc. Copyright ÂŠ 2020 ADP, Inc.

F E AT U R E O P I N I O N

Productivity, pandemic and HR (Today’s different world of HR)

The concept of productivity has been around for a long time. For most, productivity gains occur whenever you can do more with the same or fewer resources.

BY BRAIN SOMMER rganisations have focused on improving productivity for ages as it is the way to lower costs and widen margins. It can also help firms deliver better levels of (and more timely or accurate) service to its constituents (customers, employees and suppliers). And while productivity has been, and will remain, a key business focus, it took some hits when the pandemic changed the world. Covid-19 really threw a wrench in productivity. As plants and offices closed, many firms could not produce products or deliver many services without access to these facilities. Take restaurants: it does not matter how hard employees would work, if the government shut these businesses down or forced them to only do take-out business, their revenue per employee (or productivity) would likely plummet. Work-from-home (WFH) mandates by governments and employers have produced a mixed effect on productivity. For some people, WFH is a productivity boost as they no longer waste time commuting to work. But for many others, WFH is hurting productivity. Why? WFH works best in countries where individuals have high-speed/ broadband internet access in their homes. Just having a 4G-enabled smartphone is not enough. Through interviews, we encountered an executive who had to add an additional internet line and acquire another broadband router as his children’s online activities were adversely impacting his business Zoom calls. The initial rush to WFH was complicated, too. Many firms lacked enough licenses for remote access to their application software. The most challenged firms had on-premises solutions running on underpowered servers or lacked enough VPN licenses or other network access points. These shortfalls took time to remedy and productivity was impacted. Processes that relied on paper,

spreadsheets or collaboration with colleagues were adversely affected and hurt productivity, too. For these and other reasons, a loss of productivity has been cited a key executive concern since the start of this year. The question is: What can HR do to help?

HR’s New Role HR must support two main productivity efforts. One of these must make HR itself as productive as possible while the other should address what HR can do for the rest of the firm. Today, a number of productivity challenges must be addressed by HR. These include a number of issues with on-premises applications, especially payroll. In fact, our interviews have turned up a number of firms that have struggled with payroll lately. Their issues included difficulty in: •R emotely entering/updating employee time. •R emotely processing paid time off. •D eveloping/correcting the payroll/general ledger interface files. •P rocessing mass changes. Recruiting is another function that HR may be struggling with now. How do you interview people if you cannot meet them or easily co-ordinate interviews and interview results with remote colleagues? What HR must have now, are solutions that are more in-sync with the times and trigger productivity gains: •S olutions that the vendor (not internal IT) supports and maintains (multi-tenant cloud apps) •S elf-service solutions that HR (and other employees) can access anywhere, anytime on any kind of smartphone, tablet or personal computer. •T echnology with great mass change capabilities (mass hirings, mass layoffs and across the board pay changes). •S olutions with fully automated integrations

to HR and non-HR systems. • The deployment of new chatbots (to offload many common tasks and workloads from HR). • The use of smart (ML-powered) workflow and exception handling technology (so systems make a number of routine decisions faster than humans). • Powerful machine learning (ML) tools to make recommendations re: job candidates to pursue, career options for employees, and assessments of potential retention issues. There are other productivity opportunities/challenges, too where HR can help the enterprise itself. HR must keep all employees motivated, engaged and productive. They need to help employees everywhere coordinate with each other. And, of course, they need to make sure people have the right skills and are working on the most important and valuable tasks the firm requires now. BOTTOM LINE: This is the time for HR to reimagine what it can be and how it can deliver outsized value even in the face of such radical change. The goal should not be to just return to some variation of the old normal. No, the goal is re-invent HR to deliver value in a more chaotic, dynamic world. That is the focus every firm needs from its HR leaders now.

About the Author BRIAN SOMMER is an awardwinning technology analyst, strategy consultant and writer, who will also be making a keynote presentation at HR Tech Festival Asia Online 2020. Turn to page 22 for more information.

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F E AT U R E

SIT

Enhancing Workplace Competencies Through SIT Work-Study Degree Learning is a lifelong journey that transcends multiple boundaries. As workers around the globe continue to grapple with the uncertainly brought forth by the COVID-19 pandemic, now is perhaps as opportune a time as any for them to consider upskilling themselves.

or Syamim Bin Selamat, a Principal Assistant Engineer with Singapore’s Land Transport Authority (LTA), the journey towards continuous learning began even before COVID-19 struck. Driven by a desire to upgrade himself both personally and professionally, Syamim enrolled in a civil engineering degree programme at the Singapore Institute of Technology (SIT) in 2018. SIT offers SkillsFuture Work-Study Degree (WSDeg) as part of a suite of work-study programmes that are designed to provide students in Singapore with

deep skill sets and meaningful career opportunities. Companies who wish to help advance the careers of their employees in their relevant field of work or industry can also support or make nominations, as was the case with LTA’s Syamim. He explained, “Previously, I had expressed interest to my supervisor, Dr Kelvin Goh, about getting a degree. He then nominated me for the Engineering Undergraduate Study Award.” With an emphasis on applied learning, SIT regularly engages industry guest lecturers, such as LTA’s Dr Goh, to ensure

WSDEG HELPS LTA TO DEVELOP TALENT AND RAISE ORGANISATIONAL PRODUCTIVITY HOW ARE EMPLOYERS IN SINGAPORE BENEFITTING FROM WSDEG, as their workforce continue to gain valuable skills? An LTA spokesperson said, “As an employer, we benefit from the WSDeg when our staff return to the organisation equipped with knowledge they have acquired from their study. They can then start applying what they have learnt to their areas of work.” “The structured 8-month attachment back with the organisation helps to reinforce the concepts that they learnt in their study through actual application.”

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LTA also found that staff who are undergoing the WSDeg programme have a better grasp of theoretical concepts and skills in their relevant fields of work. This helps them better understand the rationale behind the decisions made at work, and also paves the way for the potential application of new perspectives in their projects. Upon graduation, staff are typically deployed back to the same department they used to be from. This, explained LTA, enables staff to effectively apply the knowledge and skills they have picked up during their

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studies, although they may also choose to explore other roles within the organisation for their career development at a future stage. Encouraging more organisations to participate in the WSDeg programme, the LTA spokesperson concluded, “Besides reaping better productivity for the organisation in the long run, WSDeg also provides adequate platforms and opportunities for staff to upgrade and upskill themselves, which contributes to a positive and continuous learning culture in the organisation.”

“I believe in lifelong learning and one should never stop learning”

– MUHAMMAD SYAMIM BIN SELAMAT

the institution’s relevancy to the industry, and to allow the guest lecturers to share their industry experience with students. “Both my classmates and I have received a lot of help from Dr Goh,” Syamim continued. “Whenever we have queries and doubts, we are able to approach him and he is always ready to clarify our doubts.” At LTA, where he has worked for eight years, Syamim’s job experience centered largely on road projects, which called on his knowledge in transportation engineering. With the SIT degree programme he is currently attending, modules such as geotechnical engineering, concrete and steel design, structural analysis, environmental engineering and hydraulics have given Syamim deeper knowledge and skills where civil engineering is concerned. “Civil engineering projects are very complex and include a mix of more than one element,” he explained. “By learning more, I am equipped with the knowledge to analyse the problems that I might encounter for future projects.” Because of the nature of his work, it was also a requirement for Syamim to liaise closely with colleagues from other departments within LTA. Besides allowing him to better understand the specific nature of his colleagues’ respective specialisations, Syamim believes that his

on-going education is also helping to improve his communications skills. “Having attended communicationrelated modules in SIT, it would also help me in communicating better with my colleagues and project stakeholders,” he added. For working adults, adjustment to university life can be a tough proposition, particularly if there is a sizable gap from the last time they were in school or exposed to certain curriculum. To help students cope better and transit quicker, SIT offers preparatory adaptive online courses that help students such as Syamim refresh their knowledge on fundamental concepts and techniques in solving subject-related problems. Another common problem faced by working adult students is the inability to assimilate to campus life, due to the age difference between themselves and younger schoolmates who have just completed polytechnic studies or national service duties in Singapore. Thankfully for Syamim, the conducive environment provided by SIT meant he was quickly able to adjust and fit into his new environment. “Although most of my course mates are younger, we are able to get along well. We form study groups and help one another.”

“I am able to help clarify their doubts on certain concepts stemming from the working knowledge that I possess. By sharing and learning together, we complement one another, and we also work hard as a group, and individually, to prepare for exams, quizzes and submission of assignments.” With his SIT degree programme set to be completed in August 2021, Syamim is hopeful of transferring the knowledge that he has gained into practical use when he returns to LTA. This, he hopes, will increase his chances of climbing the corporate ladder and enhance his career progression within LTA, even as his learning journey continues. Encouraging more working Singaporeans to step forward to upskill themselves, Syamim concluded, “I believe in lifelong learning and one should never stop learning. Personally, I feel that there is so much to learn in life and to be successful, you should not limit your understanding. The added knowledge you possess might help you stand out from the crowd, be more confident, and make yourself relevant in the industry you work in.”

About SIT

Singapore Institute of Technology (SIT) is Singapore’s University of Applied Learning, offering applied degree programmes targeted at growth sectors of the economy. With a mission to nurture and develop individuals who impact society in meaningful ways, SIT aims to be a leader in innovative learning by integrating learning, industry and community. The university’s unique pedagogy integrates work and study by incorporating applied research for students to work on real industry problems and creating solutions that meet industry needs. SIT also advocates the work-learn continuum, which places an emphasis on upskilling and lifelong learning. For more information on WSDeg, please contact SkillsFutureWS@ SingaporeTech.edu.sg

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ONLINE

29 Sep - 1 Oct 2020 | Online Conference & Exhibition Brought to you by

Show Guide

HR TECH FESTIVAL ASIA ONLINE SHOW GUIDE www.hrtechfestivalasia.com

sg.adp.com ADP and the ADP logo are registered trademarks of ADP, Inc. Copyright ÂŠ 2020 ADP, Inc.

HR Tech Festival Asia Online Show Guide 2020 August-September 2020

HR TECH FESTIVAL ASIA ONLINE SHOW GUIDE www.hrtechfestivalasia.com

Navigating the new era of HR and the workplace Welcome to HR Tech Festival Asia Online 2020, the largest virtual conference for the professional HR and workplace technology communities across Asia-Pacific COVID-19 has become the accelerator for one of the biggest workplace transformations for our lifetime. Fundamentals have changed and the future will be driven by smart technologies and leadership agility for organisational success. Year 2020 is an exceptional year and to show solidarity with the HR community, HRM Asia is offering every HR professional in our community with complimentary access to our flagship conference and exhibition, HR Tech Festival Asia Online. Let’s chart the course together with over 70 of the world’s leading HR thoughtleaders and the largest gathering of HR and business leaders from the region. Join HR luminaries such as Dave Ulrich, Brian Sommer and Abhijit Bhaduri as they discuss the future of HR and how organisations can emerge stronger post COVID-19. In collaboration with Singapore’s Ministry of Manpower, HR Tech Festival Asia Online 2020 will also examine the future of work in ASEAN by bringing together senior government representatives, heads of unions and employer organisations and the International Labour Organisation for the three days to discuss skills studies, employment facilitation and HR capability building across the region as they prepare to shape their workforces beyond the global pandemic. To kick off the event, Josephine Teo, Singapore’s Minister for Manpower and Second Minister for Home Affairs, will be making the keynote address on September 29. Away from the conference streams, a concurrent online exhibition, the largest online HR tech exhibition in Asia, will hope to inspire you and allow you to gain unrivalled access to the latest technologies, trends and solutions as you navigate the new era of HR and people management. The road ahead in the new norm will be challenging. So, spread the word and let’s band together at HR Tech Festival Asia Online 2020 to rethink, reimagine and transform your navigation strategy to spur post recovery and cope with the new norm. Joanna Bush Managing Director HRM Asia August-September 2020 HR Tech Festival Asia Online Show Guide

HR TECH FESTIVAL ASIA ONLINE SHOW GUIDE www.hrtechfestivalasia.com

Always Learning The winners of today are the organisations who can adapt and navigate change in the New World of Work. Explore new ways to develop employeesâ&#x20AC;&#x2122; resiliency, flexibility, and engagement by joining us at HR Tech Festival Asia Online 2020.

.. .

Talent Management session on 29th Sep at 12:00PM - 12:30PM SGT CxO Symposium on 30th Sep at 11:30AM - 12:00PM SGT Virtual Booth from 29th Sep to 1st Oct

Learn more at csod.com 16

HR Tech Festival Asia Online Show Guide 2020 August-September 2020

HR TECH FESTIVAL ASIA ONLINE SHOW GUIDE www.hrtechfestivalasia.com

Show highlights Welcome to HR Tech Festival Asia Online 2020, the largest virtual conference for the professional HR and workplace technology communities across Asia-Pacific. Besides gaining valuable insights from the lineup of speaker presentations from some of the most prominent HR thought leaders, be sure to take the opportunity to network with fellow HR and business leaders from the region, and experience some of the latest HR technology on offer! Guest of Honour: Singapore Minister for Manpower and Second Minister for Home Affairs Josephine Teo, Singapore’s Minister for Manpower, and concurrently the Second Minister for Home Affairs, will be HR Tech Festival Asia Online 2020’s Guest of Honour. Minister Teo will open the event with her keynote address, which will usher in three days of discussion on the future of work in South-East Asia.

Manpower policies unpacked

In collaboration with Singapore’s Ministry of Manpower, HR Tech Festival Asia Online 2020 will examine the future of work in ASEAN by bringing together senior government representatives, heads of unions and employer organisations, as well as the International Labour Organisation. Collectively, these key stakeholders will discuss skills studies, employment facilitation and HR capability building across the region as they prepare to shape their workforces beyond the global pandemic. August-September 2020 HR Tech Festival Asia Online Show Guide

HR TECH FESTIVAL ASIA ONLINE SHOW GUIDE www.hrtechfestivalasia.com

HR Fest Awards 2020 celebrates the best of HR in Asia

Besides showcasing the latest technology and bringing the HR community together, HR Tech Festival Asia 2020 Online will be recognising the outstanding achievements of the region’s top HR leaders, companies and teams. Over 33 finalists are vying for the top award in six exciting categories, including Employer of Choice, HR Team of The Year, Best HR Leader (Individual Award), Best Use of Technology, Best Workplace Culture and Engagement (<500 Employees), and Best Workplace Culture and Engagement (>500 Employees). The winners of the awards will be announced at the close of the first day’s proceedings, and will be selected by an esteemed panel of judges that include: • Sriven Naidu, Leadership & Talent Development Consultant • Rachele Focardi, Founder, XYZ@Work • Sharmeel Kaur, Head of Human Resources, DHL Asia Pacific Shared Services • Josephine Chua, Director of Human Resources and Quality, Ramada and Days Hotels Singapore at Zhongshan Park • Elisa Mallis, APAC Managing Director, Centre for Creative Leadership • Pip Penfold, CEO and C-Founder, People Collider

Take a tour around the virtual expo

Looking for the right technology for your organisation now and into the future? The expo floor offers you the opportunity to interact with some of the most innovative companies offering solutions in areas such as artificial intelligence (AI), benefits administration, compensation, employee experience, HRMS, learning management systems, machine learning, people analytics, recruitment, succession planning, talent management, wellness, as well as workforce planning and analytics. The expo will also feature a dedicated Startup Zone featuring eleven of the most exciting new HR technology developers in the Asia-Pacific region, who will be highlighting their cuttingedge technology and solutions to address HR challenges.

HR Tech Festival Asia Online Show Guide 2020 August-September 2020

Showcasing the latest innovations in HR Tech

After a successful debut last year, the HR Tech PitchFest is returning as a highly anticipated part of HR Tech Festival Asia Online 2020. It is also a platform for tech start-ups in the HR scene to showcase their solutions to the HR community. In the initial qualifying round, 16 qualifiers submitted a three-minute video recording pitch for evaluation by the judging panel. The field will then be reduced to five qualifiers, who will participate in a final round pitch, where they will be afforded five minutes to convince the judges of their product’s ability to solve a key HR problem, as well as overall viability of their business model. The winners of HR Tech PitchFest 2020 will be announced at the award ceremony reception held online during HR Tech Festival Asia Online 2020.

HR TECH FESTIVAL ASIA ONLINE SHOW GUIDE www.hrtechfestivalasia.com

Mobility Insights: Driving decisions with data The disruptions in the last few months have forced many companies to confront their people strategy and think about how they can improve talent agility. As hiring slows, tapping into internal talent, or internal mobility, in turn is emerging as a critical but lacking area in HR's workforce planning capabilities. Why is Internal Mobility important? Internal hires are on average 18% less expensive than new hires External hires require an average of two years to catch up to the level of competency that an internal hire would exhibit day one Internal moves are good for company performance: “the fastest-growing organisations… are twice as likely to have excellent talent mobility programs than organisations that are not growing at all” (Deloitte 2019) And, it’s the right thing to do: why lay off employees if they could be re-skilled and retained in the business in other roles? We know however, that internal mobility is difficult to implement in practice for a reason:

Introducing pymetrics’ Mobility Insights: We use an evergreen dataset based on years of neuroscience research. Instead of lagging indicators like surveys and job experience, we collect real-time behavioural data using engaging gamified exercises. It’s designed for fairness – our matching algorithms are tested for bias, meaning clients are tackling internal mobility while ensuring workforce inclusion at the same time. It’s easy – we break down the silos between different talent functions, and allow you to see data in one central place. Mobility Insights can help you uncover: Where you can source for internal talent:

Where to focus L&D by surfacing the biggest skills and abilities gaps to close when making a move

Talent leaders don’t have the right data to make Internal Mobility decisions. HRIS systems often host skills information on employees that is far out of date with the fastpaced change of jobs, and the data is often siloed across behemoth people management systems, making it difficult to access by leaders looking to make strategic workforce decisions.

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As you continue to restructure your workforce, pymetrics’ Mobility Insights can enable you to optimise reskilling and improve retention, increase ROI on external recruitment by focusing on areas for which there is no internal talent supply, and optimise succession planning in view of your longer term business agenda. August-September 2020 HR Tech Festival Asia Online Show Guide

MAKE THE RIGHT DECISION FOR YOUR EMPLOYEES As the nature of work itself continues to change, the need will intensify for organizations to offer employees a wide variety of learning opportunities to quickly upskill and reskill your team. Your LMS should be agile, and capable of supporting your learning needs as the organization evolves. This is a big decision and one we know you can’t take lightly. That’s why we’ve outlined the six steps our most satisfied customers take when evaluating the best match for their business.

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Keynote speakers Josephine Teo

At HR Tech Festival Asia Online 2020, over 70 of the world’s leading HR thought leaders will discuss the technologies, trends and solutions as a new era of HR and people management continues to be shaped. In particular, these cuttingedge visionaries will be leading the discussion on how you can plan your recovery from the pandemic. To be held across the three days of HR Tech Festival Asia Online 2020 from September 29 to October 1, these sessions will bring all event delegates and participants together for a shared learning experience on a virtual platform. The lineup of distinguished speakers will discuss key topics such as the future of HR, learning and development (L&D) needs in the post-pandemic world, new challenges for HR and its support for the organisation, as well as how technologies such as artificial intelligence (AI) is helping to create augmented workforces.

“COVID-19 DRAMATICALLY INTENSIFIES WHERE, HOW AND WHAT WORK IS DONE. IN THIS CONTEXT, HR HAS TO CONTINUE TO CREATE SUSTAINABLE VALUE.” – DAVE ULRICH

Mrs Josephine Teo was appointed Singapore’s Minister for Manpower and concurrently the Second Minister for Home Affairs on 1 May 2018. As Minister for Manpower, she is a member of the National Jobs Council and the Future Economy Council. Mrs Teo previously served in the Prime Minister’s Office and the Finance, Transport and Foreign Affairs ministries. A member of Parliament since 2006, Mrs Teo was formerly Chairman of the Government Parliamentary Committee for Education and Assistant Secretary – General of the National Trades Union Congress (NTUC). She represented the labour movement on the government-appointed Economic Strategies Committee and co-chaired the sub-committee on Fostering Inclusive Growth. Mrs Teo joins HR Tech Festival Asia 2020 as the official Guest of Honour and will open the event on Tuesday, September 29, at 10am (SGT) when she makes her keynote address.

Dave Ulrich Known affectionately as the “father of modern HR”, Dave Ulrich is the Rensis Likert Professor at the Ross School of Business University of Michigan and a partner at the RBL Group, a consulting firm focused on helping organisations and leaders deliver value. He has published over 200 articles and book chapters and over 30 books, and is known for continually learning, turning complex ideas into simple solutions, and creating real value to those he works with in three fields. Ulrich will deliver a keynote presentation on Tuesday, September 29, at 12.30pm (SGT), titled The future of HR, where he will review five principals, three targets or outcomes and two HR actions that will help people and organisations deliver increased value as they emerge from COVID-19. “The world has been shaped by many external factors, then along comes COVID-19, which dramatically intensifies where, how and what work is done. In this context, HR has to continue to create sustainable value,” Ulrich said. August-September 2020 HR Tech Festival Asia Online Show Guide

HR TECH FESTIVAL ASIA ONLINE SHOW GUIDE www.hrtechfestivalasia.com

Josh Bersin Josh Bersin is a global industry analyst, author, educator and thought leader, focusing on the global talent market and the challenges and trends impacting business workforces around the world. He studies the world of work, HR and leadership practices, and the broad talent technology market. Bersin is often cited as one of the leading HR and workplace industry analysts in the world, and most recently launched the Josh Bersin Academy, the world’s first global development academy for HR and talent professionals at all levels and across all industries. Serving as the Academy’s dean, Bersin guides its programme offerings, interacts with members, and shares relevant research and insights to help HR and talent professionals stay current on the trends and practices needed to drive success in the modern world of work. He will deliver a keynote presentation on Wednesday, September 30 at 10am.

Abhijit Bhaduri Abhijit Bhaduri is a digital transformation coach who works with organisations in transforming their leadership teams, talent strategy and culture. His clients range from Fortune 50 companies to medium-sized businesses. He is an alumnus of Wipro, Microsoft, Pepsi and Colgate. He has led global HR teams in US, Asia-Pacific and India and has been voted as a top influencer in Human Resources. He is the author of the popular book The Digital Tsunami and has been published in Harvard Business Review, HBR Ascend, Wall St Journal and by Duke University. Bhaduri will deliver a keynote presentation on Wednesday, September 30 at 12pm (SGT), titled How to prepare the L&D team for the post-pandemic world, where he will highlight what organisations should be doing to upskill their workforce as the home turns into the workplace in the wake of the COVID-19 pandemic.

HR Tech Festival Asia Online Show Guide 2020 August-September 2020

Brian Sommer Brian Sommer is an award-winning technology analyst, strategy consultant and writer, who has keynoted numerous software and HR conferences globally. He has been named a 2019 and 2020 Top 100 HR Tech Influencer by Human Resource Executive magazine, and has advised hundreds of clients on software selection, process design and contract negotiations. Sommer will deliver a keynote presentation on Thursday, October 1, at 10am (SGT), titled Productivity: The new challenge for HR and its support for the organisation, where he will address issues such as how current events have created a new set of requirements for HR, and how HR will balance old and new requirements with new technology and processes. “While it’s tempting to wait until a new technology is in use by hundreds or thousands of other companies before your firm takes the plunge, this ‘strategy’ will certainly doom your HR group to mediocrity. Great firms look to what is the art of the possible not the art of the past. Being a leader is about looking forward, not behind,” said Sommer.

John Sumser John Sumser is a US-based futurist and technology commentator and principal analyst for HRExaminer, a HR technology analyst firm. An engineer by trade and philosopher by education, he has surveyed the evolution of HR technology for 25 years. Sumser’s work includes deep research into the nooks and crannies of HR technology to identify and explain rapidly evolving trends. Known for his ability to simplify, desire to understand, and ability to see through hype, he is fully devoted to making the next wave of technology intelligible to its users. Sumser will deliver a keynote presentation on Thursday, October 1 at 12pm (SGT), titled Moving towards an AI augmented workforce, where he will sketch a vision of a future in which much of work remains distributed. The technology for meeting, collaboration, learning and belonging will all evolve considerably, driven by the innovation inspired by today’s crises, Sumser added, as he attempts to help organisations move into the future by taking the right direction.

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August-September 2020 HR Tech Festival Asia Online Show Guide

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Setting the stage for workforce transformation As organisations continue to plan their recovery from the COVID-19 pandemic, there are many considerations for them to ponder, as they continue to rethink, reimagine and reshape the way they work. To help organisations gain a better perspective and understanding of how the future of HR will look like and how they can emerge stronger post-pandemic. HR Tech Festival Asia Online 2020 is bringing together a lineup of some of the most distinguished HR thought leaders from around the world. From September 29 to October 1, they will be discussing in depth some of the key issues that organisations should be paying particular attention to as a â&#x20AC;&#x2DC;new normalâ&#x20AC;&#x2122; of work emerges. 24

HR Tech Festival Asia Online Show Guide 2020 August-September 2020

Elisa Mallis Tuesday, September 29 at 10.30am (SGT)

LEADERSHIP In a post-pandemic world, leadership will be the key differentiator between organisations that come out stronger and those that will suffer and perish, suggested Elisa Mallis, Managing Director and Vice-President, Asia-Pacific, Centre for Creative Leadership. Speaking on Tuesday, September 29 at 10.30am (SGT), Mallis will discuss how disruption can present opportunities to reset the leadership development function, and for organisations to view this without biases and prejudices. COVID-19 has set the stage for companies to learn how to tap on an agile workforce,

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Low Peck Kem Wednesday, September 30 at 10.30am (SGT)

said Low Peck Kem, Chief HR Officer and Advisor (Workforce Development) for the Public Service Division, Prime Minister’s Office of Singapore. She said, “Leaders have to learn how to maximise the new normal of a more agile workforce, and learn how to better engage and motivate the agile workforce without comprising on the results expected from the

team.” In the highly anticipated C-Suite Conversation taking place on Wednesday, September 30 at 10.30am (SGT), Low will be joined by Dr Tanvi Gautam, Transformation Leadership Expert and Justina Tan, Managing Director, People at Changi Airport Group, as the panel discusses and shares insights on how organisations can shape and lead agile workforces. Gautam added, “The renaissance leaders will emerge on top of the pandemic rubble. These are people who know to speak, lead and engage beyond areas of core competence. HR needs to speak IT, Finance, Marketing and more if it wants to be relevant.”

Dr Tanvi Gautam Wednesday, September 30 at 10.30am (SGT)

Justina Tan Wednesday, September 30 at 10.30am (SGT)

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Jeanne Achille Wednesday, September 30 at 10am (SGT) and Thursday, October 1 at 11am (SGT),

Anthea Collier Wednesday, September 30 at 11.30am (SGT)

DIVERSITY AND INCLUSION

One of the direct results of the pandemic continuing to reshape the world of work, is how organisations are beginning to pay more attention to diversity and inclusion (D&I), including the empowerment of women in the workforce. For Randstad, D&I is at the core of everything they do, revealed Anthea Collier, Managing Director, Randstad Sourceright APAC. “Our HR outsourcing partnerships mean that we must become the enabler of our clients’ D&I strategy,” she explained. Alongside Urvi Jobalia, Regional Head of Talent Acquisition, SEA Oceania and India, Ericsson, Collier will be sharing on Wednesday, September 30 at 11.30am

Urvi Jobalia Wednesday, September 30 at 11.30am (SGT)

(SGT), how a partnership between Randstad and Ericsson is helping to foster leadership, team member adoption and talent management. Both Collier and Jobalia join the lineup of female innovators and entrepreneurs in the tech industry who will be highlighted in the Women in HR Technology sessions organised and hosted by Jeanne Achille, who is the founder and CEO of The Devon Group, and Conference Chair, Women in

Soh Siew Choo Wednesday, September 30 at 10am (SGT)

HR Tech Summit, US and Singapore. The Women in HR Technology sessions will also feature Soh Siew Choo, Managing Director, Group, Head of Consumer Banking and Big Data/AI Technology, DBS Bank; Stacy Harris, CRO, Sapient Insights Group; and Joy Koh, Head of Consulting APAC, Alexander Mann Solutions. In a panel discussion on Wednesday, September 30 at 10am (SGT), they will highlight why and how organisations can find new ways of skilling, reskilling and upskilling their workers in order to retain valuable talent, while supporting diversity.

Stacy Harris Wednesday, September 30 at 10am (SGT)

Joy Koh Wednesday, Wednesday, September 30 at 10am (SGT)

HR Tech Festival Asia Online Show Guide 2020 August-September 2020

COMMUNICATION In planning their recovery from the pandemic, how organisations communicate with their employees will be integral to building business resiliency and successful business continuity planning. Without effectively engaging and communicating with their employees, organisations simply would not be able to build high-performing work cultures, suggested Jeanne Achille, founder and CEO of The Devon Group, and Conference Chair, Women in HR Tech Summit, US and Singapore. Archille, who will be speaking on Thursday, October 1 at 11am (SGT), added, “Culture and communications go hand-in-hand, and given the impact of COVID-19, most workforces are remote making a disciplined approach to employee communications even more important.” At Shopee, while the user needs of their customers are always a priority, equally important is the emphasis placed on creating a vibrant work environment, as well as a fun and collaborative culture. Jean Lua, Regional Learning and Organisational Development Manager, Shopee, explained, “Here at Shopee, we value learning and the holistic development of our people. We want to become better versions of ourselves and build a culture where work becomes more than just a job.” During her presentation on Wednesday, September 30 at 10am (SGT), Lua will provide more insights into Shopee’s engagement and learning strategy, which focuses on developing employees professionally, building closer bonds, and uniting teams together to innovate.

Jean Lua Wednesday, September 30 at 10am (SGT)

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Rashmi Sharma Wednesday, September 30 at 11.30am (SGT)

EMPLOYEE WELL-BEING For many employees around the world, it has been an exceptionally stressful time of late as they adapt to a new world of remote working, while having to balance between work and family. This perhaps, makes employee well-being more important that ever for organisations as they strive to provide support to their people – both physically and mentally – during these challenging times. Speaking on Wednesday, September 30 at 11.30am (SGT), Rashmi Sharma, Learning and Wellbeing Lead for Southeast Asia & Australasia, Unilever, will provide insights into the company’s approach and

experiences in driving employee well-being globally. She revealed, “Employers must get involved and educate and enable well-being, especially for the mid- leadership levels. The companies & teams that win will be those that have the strongest capacity to bounce back, and well-being is key to developing that resilience among our leaders.” According to Saurabh Nigam, VicePresident of Human Capital at Omidyar Network, an impact investing organisation, a positive employee reward and recognition strategy essentially reflects the conviction that nothing is better than a sincere “thank you/ job well done.” During his presentation on Thursday,

Saurabh Nigam Thursday, October 1 at 10.30am (SGT)

October 1 at 10.30am (SGT), Nigam will share how organisations adopt employee recognition programmes to raise employee morale, attract and retain key employees, elevate productivity, increase competitiveness, revenues and profitability, improve quality, safety and customer service, and reduce employee stress, absenteeism and turnover. He added, “In an era of increasing competitiveness for top talent, a well-managed recognition programme can provide valuable help for employers that must use every available means to attract and retain the best employees and keep them engaged and productive.”

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August-September 2020 HR Tech Festival Asia Online Show Guide

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Ariane Virtue Thursday, October 1 at 10.30am (SGT)

Abhijit Bhaduri Wednesday, September 30 at 12pm (SGT)

EMPLOYEE EXPERIENCE (EX)

LEARNING AND DEVELOPMENT

No matter how much the COVID-19 pandemic has disrupted the way we work, one constant arguably remains unchanged – people will remain the most important asset for any organisation. With many organisations having to work remotely because of the pandemic, it is more important than ever to provide a safe and productive work environment for employees, suggested Ariane Virtue, partner at Flex We Are, a consultancy firm. In her presentation on Thursday, October 1 at 10.30am (SGT), Virtue will highlight the need to create a ‘FlexFit’ future workforce and workplace that embeds and normalises flexible work practices. As the modern workplace and workforce enter into a new paradigm, a shift of mindset is a priority for organisations. Describing a new “humanised workplace flexibility”, she concluded, “It is not about saving money, nor long-term social distancing. In the end, it’s an investment in employee wellbeing, improved productivity and increased profitability.” One of the biggest challenges facing HR as remote became a norm due to the pandemic, perhaps, is how they deliver on employee experience (EX). “Delivering a great EX when you can

With the pandemic having changed the world of work, learning and development (L&D) needs are having to evolve as well. On Wednesday, September 30 at 12pm (SGT), Abhijit Bhaduri, digital transformation coach and author, will discuss what organisations need to do to upskill their workforce, and how L&D teams can be prepared to thrive in a postpandemic world. He described, “The home has become the workplace. Workdays stretch into personal time and play blends into work as employees work with easy access to entertainment. “Prime time is nine hours earlier than normal. Without the freedom to socialise, people are fighting boredom by looking for content that is engaging. When combined, these changes have many consequences for L&D teams across organisations.” During his presentation on Tuesday, September 29 at 12pm (SGT), Aek Ussivakul, Senior Vice-President, Learning Platform and Data, Siam Commercial Bank (SCB), will provide his insights into exponential technology and learning. Some questions he will attempt to answer include: What can we expect from the technology? How far can we go? Where is the world heading? Ussivakul will also share the key learning points from SCB’s transformation journey, and explain how the SCB Academy is continuing on its quest to achieve a higher degree of learning agility.

see and touch your employees daily is much easier than when those same employees are mostly working remote,” said Tim Sackett, president of HRU Technical Resources, an engineering and it staffing firm. “Remote work was thrust upon many with little time to think through how we grow, build and maintain our unique organisational cultures when so many of our employees are now working from home.” To help organisations gain a better grip on delivering an effective work-from-home EX, Sackett will, during his presentation on Tuesday, September 29 at 11.30am (SGT), share the best practices of the world’s best business and HR leaders, as they continue to elevate the experience of their remote employees.

Tim Sackett Tuesday, September 29 at 11.30am (SGT),

Aek Ussivakul Tuesday, September 29 at 12pm (SGT)

HR Tech Festival Asia Online Show Guide 2020 August-September 2020

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Aubeck Kam Tuesday, September 29 at 10.30am (SGT)

ASEAN Future of Work In collaboration with Singapore’s Ministry of Manpower, HR Tech Festival Asia Online 2020 will examine the future of work in ASEAN by bringing together senior government representatives, heads of unions and employer organisations, as well as the International Labour Organisation. Collectively, these key stakeholders will discuss skills studies, employment facilitation and HR capability building across the region as they prepare to shape their workforces beyond the global pandemic. On Tuesday, September 29, hear from Aubeck Kam, Permanent Secretary,

Singapore Ministry of Manpower (10.30am SGT), and Dr Ha Thi Minh Duc, Deputy Director General of International Cooperation Department, Ministry of Labour, Invalids and Social Affairs, Vietnam (10.45am SGT), as they provide an update on how Singapore and Vietnam are addressing the impact of the COVID-19 pandemic on the labour markets in their respective countries. Zaqy Mohamad, Senior Minister of State, Ministry of Manpower, Singapore, will address development strategies in the HR sector on Wednesday, September 30 at 10am (SGT), while a panel discussion on the same day at 11am (SGT) will examine how HR

Dr Ha Thi Minh Duc Tuesday, September 29 at 10.45am (SGT)

Zaqy Mohamad Wednesday, September 30 at 10am (SGT)

will support business transformation as the HR profession continues to evolve. On Thursday, October 1 at 11am (SGT), a panel discussion will discuss what is required to develop digital skills for a resilient and digitally enabled workforce for Southeast Asia. To round off the ASEAN Future of Work discussion, Ida Fauziyah, Minister of Manpower, Indonesia, and vice-chair of the ASEAN Labour Ministers Meeting, will be making her closing remarks.

For a full lineup of the conference sessions, turn to pages 30-35.

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August-September 2020 HR Tech Festival Asia Online Show Guide

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Conference Agenda

Cxo Symposium

Talent M & Deve

HR & Digital Transformation

29 Sep 2020, Day One

Josephine Teo, Si

Overview Presentation

Chihoko Asada-Miyakaw

10.30 - 11.00am Developing Future-Fluent Asian Leaders: Myths We Must Debunk

10 Creating The Agile Talent Function: Fo

MORNING

Elisa Mallis, APAC Managing Director, Center for Creative Leadership (CCL)

11.00 - 11.30am Technology Presentation

11.30 - 12.00pm Work From Home EX: Increasing Your Remote Employee Experience Tim Sackett, President, HRU Technical Resources

12.00 - 12.30pm Navigating 2020: HR And Business Leaders Moving Through Transitional Waters ADP

Steve Boese, Preside

11.00 - 11.30am Why Adapting To The “New Normal” Isn’t Going To Be Good Enough For HR

Thriving

Steve Bennetts, Head of EX Strategy & Solutions, Qualtrics 11.30 - 12.00pm Leading Culture Transformation In Indonesian Companies Pambudi Sunarsihanto, Human Resources Director, Blue Bird Group 12.00 - 12.30pm “Win The Virtual Room”: Leveraging Technology In A Post COVID-19 Distributed Team Environment David Shirley, Partner, Flex We Are

Skills, Not Deg

Brent Colescott Strategy & Tran

Engage Lear

Olivier Pestel, A Consulting & Deli Corn

12.30 - 1.15pm KEYNOTE: The Future of HR: 5 Principles, 3 Targets &

AFTERNOON

Dave Ulrich, Professor at University of Michigan and Partn

1.30 - 1.50pm Presentation by HS

1.30pm - 2.50pm Session in 20mins interval 1.00 - 3.00pm

EXPO VIEWING

HR Tech Festival Asia Online Show Guide 2020 August-September 2020

TECHNOLOGY PRESENTATION

Brandon Coate, Head of Huma HSBC Singapore

HR TECH FESTIVAL ASIA ONLINE SHOW GUIDE www.hrtechfestivalasia.com

Management elopment

Recruit & Engage

ASEAN Future of Work

10.00 - 10.15am Keynote Address ingapore Minister for Manpower and Second Minister for Home Affairs

10:15 - 10.30am n On The Impact Of COVID-19 On The Labour Market In The Asia Pacific

wa, Regional Director for Asia and the Pacific, International Labour Organization 10.30 - 10.45am Presentation On Singapore’s Response To Address The Impact Of Covid-19 On The Labour Market Aubeck Kam, Permanent Secretary, Singapore Ministry of Manpower

0.30 - 11.00am our Questions To Help Your Transition To Agile HR

10.45 - 11.00am Presentation on Viet Nam’s Response to Address the Impact of COVID-19 on the Labour Market

ent and Co-Founder, H3 HR Advisors

Dr Ha Thi Minh Duc, Deputy Director General of International Cooperation Department, Ministry of Labor, Invalids and Social Affairs, Viet Nam 11.00 - 11.45am Panel Discussion: Building A Better Post-COVID Future Of Work

11.00 - 11.30am g In Employee Performance Management & Engagement In The New Age Datuk Nora Manaf, Group Chief Human Capital Officer, Maybank

11.30 - 12.00pm grees, Drive Today’s Workforce

t, Senior Director, Global Business nsformation, SumTotal Systems

12.00 - 12.30pm e Your Workforce Today: rning The Agile Way

Associate Vice President, Solution ivery Advisory, Asia Pacific & Japan, nerstone OnDemand

11.30 - 12.00pm Technology Presentation

Panellists: Aubeck Kam, Permanent Secretary, Singapore Ministry of Manpower Dr Ha Thi Minh Duc, Deputy Director General, International Cooperation Department, Ministry of Labor, Invalids and Social Affairs Shoya Yoshida, General Secretary, International Trade Union Confederation - Asia Pacific Graeme Buckley, Director, DWT/CO-Bangkok, International Labour Organization Lynn Dang, HR Lead, Microsoft Singapore

12.00 - 12.30pm The New Era Of Learning To Accelerate The People Performance And Business Agility

11.45-12.30pm Panel Discussion: Employment Facilitation Post-COVID, For A Better Recovery

Aek Ussivakul, Senior Vice President Learning Platform and Data, Siam Commercial Bank

ner, RBL Group

an Resources,

Panel Moderator: Aparna Bharadwaj, Managing Director and Partner, Boston Consulting Group Panellists: Tan Choon Shian, Chief Executive Officer, Workforce Singapore Gilbert Tan, Chief Executive Officer, Employment and Employability Institute Sim Gim Guan, Executive Director, Singapore National Employers Federation Daniel Robinson, Programme Director, Maximus François Lançon, Regional President, Asia Pacific and Middle East, ManpowerGroup

& 2 HR Actions

SBC

Panel Moderator: Diaan-Yi Lin, Senior Partner, McKinsey & Company

2.00 - 2.20pm Staying Focused Amid Chaos By Embracing Change

2.30 - 3.30PM Charles Ferguson, General Manager, Asia Pacific, Globalization Partners

PITCHING ROUND 1

2.00 - 2.30pm

AWARD PRESENTATION CEREMONY

August-September 2020 HR Tech Festival Asia Online Show Guide

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Conference Agenda

Cxo Symposium

30 Sep 2020, Day Two

HR & Digital Transformation 10.00 - 10.30am

10.00-10.30am Exclusive Keynote Presentation By Josh Bersin Josh Bersin, Global Industry Analyst, Dean, Josh Bersin Academy

MORNING

10.30 - 11.30am C-Suite Conversation: Shaping & Leading An Agile Workforce Low Peck Kem, Chief HR Officer & Advisor (Workforce Development), Public Service Division, Prime Minister’s Office Justina Tan, Managing Director, People, Changi Airport Group Dr Tanvi Gautam, Transformation Leadership Expert

Skilling, Reskilling & Upskilling For Digital Transformation Success Stacey Harris, Chief Research Officer, Sapient Insights Group Joy Koh, Head of Consulting APAC, Alexander Mann Solutions Siew Choo Soh, Managing Director, Group, Head of Consumer Banking and Big Data/AI Technology, DBS Bank

10.30 - 11.00am Forget The Workforce, Focus On Your ‘Skillsforce’ Benny Ramos, Solutions Principle, Skillsoft

11.00 - 11.30am The Secret Variable In The EX To CX Equation

Srinivas Konidena,

Vice President, Product Development, ADP Rahul Goyal, General Manager, India & Southeast Asia, ADP

11.30 - 12.00pm 11.30 - 12.00pm Mind The ‘Skills’ Gap Kartik Krishnamurthy, Managing Director, Asia, Cornerstone OnDemand

How Ericsson Build Its Culture Of Inclusiveness: A Journey In Southeast Asia Anthea Collier, Managing Director APAC, Randstad Sourceright, Urvi Jobalia, Regional Head of Talent Acquisition, SEA Oceania and India, Ericsson

KEYNOTE: H

AFTERNOON

Abh

1.30pm - 2.50pm Session in 20mins interval 1.00 - 3.00pm

EXPO VIEWING

HR Tech Festival Asia Online Show Guide 2020 August-September 2020

TECHNOLOGY PRESENTATION

How A Intellig

Shin Technolo

HR TECH FESTIVAL ASIA ONLINE SHOW GUIDE www.hrtechfestivalasia.com

Talent Management & Development

Recruit & Engage

ASEAN Future of Work

10.00 - 10.30am Shopee’s Learning & Engagement Strategy That Boost Employee Experience Across The Region

Zaqy Mohamad, Senior Minister of State, Ministry of Manpower, Singapore

Jean Lua, Regional Learning & Organisational Development Manager, Shopee

10.30 - 11.00am What Is Talent Acquisition’s Value When Hiring Slows? Michelle Hancic, Global Head of Consulting Psychology, pymetrics

11.00 - 11.30am How Does Leadership Drive Business Outcomes, Inspire And Engage Employees In A Volatile, Uncertain And Changing Environment

11.00 - 11.30am Technology Presentation

11.30 - 12.00pm Driving Wellbeing At Workplace – The Why, What, How Rashmi Sharma, Global Learning & Wellbeing, Unilever South East Asia & ANZ

10.00 - 10.15am Address On HR Sector Development Strategies

10.15 -11.00am Exclusive Session: The Impact Of Wider Use Of Technology Across The Singapore HR Sector Shai Ganu, Managing Director, Global Practice Leader – Executive Compensation and Talent & Rewards Business Leader, ASEAN and South Asia, Willis Towers Watson Vidisha Mehta, Managing Director, Talent and Rewards Business Leader, Singapore, Willis Towers Watson 11.00 - 12.00pm Panel Discussion: Developing The HR Profession Of Tomorrow – How HR Will Support Business Transformation

Lekha George, Head of HR - ASEAN and Korea, Cisco

Panel moderator: Renata Janini Dohmen, Global Head of Early Talent Attraction, SAP, Institute for Human Resources Professionals Master Professional

11.30 - 12.00pm Enhancing Workplace Experience For Employees

Panellists: Poon Hong Yuen, Deputy Secretary (Workforce), Ministry of Manpower Aileen Tan, Chief Human Resources Officer, Singtel Group Mayank Parekh, Chief Executive Officer, Institute for Human Resources Professionals Professor Annie Koh, Vice President, Business Development, Singapore Management University Andrew Ing, Chief Operating Officer, The Lo and Behold Group

Jimmy Sia, Head, Go to Market, Strategy & Operations, Grab for Business

12.00 - 1.00pm How To Prepare The L&D Team For The Post Pandemic World

hijit Bhaduri, Executive Coach, Talent Advisor & Author

1.30 - 1.50pm Artificial Intelligence And Human gence Will Transform HR Function

njika Shukla, Associate Director ogy Practice, Michael Page Singapore

2.00 - 2.20pm Technology Presentation

2.00 - 3.00pm

AWARDS PRESENTATION CEREMONY

August-September 2020 HR Tech Festival Asia Online Show Guide

HR TECH FESTIVAL ASIA ONLINE SHOW GUIDE www.hrtechfestivalasia.com

Conference Agenda

Cxo Symposium

1 Oct 2020, Day Three

HR & Digital Transformation

10.00 - 10.30am KEYNOTE: Productivity: The New Challenge For HR A

Brian Sommer, Founder and Presid

10.30 - 11.00am The #NOWofWork: Creating A 'FlexFit' Future Workforce And Workplace

MORNING

Ariane Virtue, Partner, Flex We Are

10.30 - 11.00am Digital Transformation: From Strategy To Execution Juliana Chua, Regional Director, Digital Transformation AMERA, Essilor

11.00 - 11.30am Role Of HR In Building ‘Giant Start-Up’ Culture To Prepare The Future Ready Organization Rahul Kalia, Head of HR APAC, Bayer Crop Science Division

Ta 11.00-11.45am How To Build Business Resiliency Through Better Communications

Mic

Jeanne Achille, Founder & CEO,The DEVON Group

W 11.30 - 12.00pm Technology Presentation

Gui

KEYNO

AFTERNOON

John S

1.30pm - 2.50pm Session in 20mins interval 1.00 - 3.00pm

EXPO VIEWING

HR Tech Festival Asia Online Show Guide 2020 August-September 2020

TECHNOLOGY PRESENTATION

HR TECH FESTIVAL ASIA ONLINE SHOW GUIDE www.hrtechfestivalasia.com

Talent Management & Development

Recruit & Engage

ASEAN Future of Work

10.30 - 10.45am Special Remarks By ASEAN Labour Ministers Meeting (ALMM) Chair

m And Its Support For The Organization

10.45 - 11.00am Special Session: The Impact Of Technology And i4.0 In The Singapore Financial Services And Logistics Sector

dent, TechVentive Inc.

Samir Bedi, Partner, ASEAN Workforce Advisory Leader, People Advisory Services, Ernst & Young 11.00 - 11.45am Panel Discussion: Developing Skills For A Resilient And Digitally Enabled Workforce For The Region

10.30 - 11.00am Reward And Recognize - Creating Strategies And Programs That Work Saurabh Nigam, Vice President, Human Capital, Omidyar Network India

11.00 - 11.30am aking An Agile Approach To Digital Integration

chelle Rubio, EVP, CHRO, Union Bank of Philippines

Panel moderator: Max Loh, Managing Partner, Singapore & Brunei, IPO Leader, EY ASEAN

11.00 - 11.30am Virtual Assistants And Social Robots: Our New Daily Assistants Professor Nadia Magnenat Thalmann, Director, Institute for Media Innovation, Nanyang Technological University (NTU), and NovaCYTINETS Pte

Panellists: Dr Gog Soon Joo, Chief Futurist & Chief Skills Officer, SkillsFuture Singapore Patrick Tay Teck Guan, Assistant Secretary General, Singapore National Trades Union Congress Ng Ying Yuan, Chief Learning Officer and Chief Operating Officer, Group Human Resource, DBS Bank Ronald Tay, Executive Director, APAC Head of Learning & Development, Asset & Wealth Management, JPMorgan Chase

11.30 - 12.00pm WSGâ&#x20AC;&#x2122;s Talent Management And Development Programmes

11.45 - 12.00pm Special Remarks By ASEAN Labour Ministers Meeting Vice-Chair

inevere Teong, Manager, Creative and Professional Services Division, WSG

Ida Fauziyah, Minister of Manpower, Indonesia

12.00 - 1.00pm OTE: Moving Towards An AI Augmented Workforce

Sumser, US-based Futurist & Technology, Commentator

1.30 - 1.50pm Vaccinating Your Company Against The Unknowns: Corporate Agility In A Disruptive World Adrian Choo, CEO and Founder, Career Agility International

2.00 - 3.00pm 2.00 - 2.20pm Technology Presentation

PITCHING FINAL ROUND

3.30 - 4.00pm

HR TECH PITCHFEST PRIZE PRESENTATION August-September 2020 HR Tech Festival Asia Online Show Guide

HR TECH FESTIVAL ASIA ONLINE SHOW GUIDE www.hrtechfestivalasia.com

Event Overview

Datuk Nora Manaf Group Chief Human Capital Officer, Maybank

Jean Lua Regional Learning & Organisational Development Manager, Shopee

MENT AGE N T MA LOPMEN T EN EVE L D TA &

Brian Sommer Founder and President, TechVentive Inc.

Josh Bersin Global Industry Analyst, Dean, Josh Bersin Academy

CXO SYMP OSI UM

Dave Ulrich Professor at University of Michigan and Partner, RBL Group

CON & NET

HR TECH PITCHFEST 2020 Hear start-ups pitch their innovative HR solutions. Glimpse into future of HR innovation from these budding entrepreneurs.

READER’S CHOICE AWARDS 2020 30 September 2020 |2pm

29 September 202

Qualifier Round: 29 September 2020 | 2.3opm Final Round: 1 October 2020 | 2pm

CONNECT &

Log into the event platform 4 w the event to see who’s atten your network within the commu chat, meeting schedule and me

HR Tech Festival Asia Online Show Guide 2020 August-September 2020

HR TECH FESTIVAL ASIA ONLINE SHOW GUIDE www.hrtechfestivalasia.com

Josephine Teo Singapore Minister for Manpower and Second Minister for Home Affairs

ONLINE

Chihoko Asada-Miyakawa Regional Director for Asia and the Pacific, International Labour Organization (ILO)

29 Sep - 1 Oct 2020 | Online Conference & Exhibition Brought to you by

ASEA N OF W FUTU OR RE K

Aek Ussivakul Senior Vice President Learning Platform and Data, Siam Commercial Bank

RUIT REC GAGE N &E

VIRTUAL EXHIBITION

HR & TRANS DIGI TA F O R MA L T IO N

NNECT TWORK

Saurabh Nigam Vice President, Human Capital, Omidyar Network India

Steve Boese President and Co-Founder, H3 HR Advisors

Pambudi Sunarsihanto Human Resources Director, Blue Bird Group

20 | 2pm

& NETWORK

VIRTUAL EXHIBITION

weeks before nding. Build unity through messaging.

Explore over 50 exhibitor booths and engage in free consultation face-to-face virtually to source for innovative products that meet your needs

August-September 2020 HR Tech Festival Asia Online Show Guide

HR TECH FESTIVAL ASIA ONLINE SHOW GUIDE www.hrtechfestivalasia.com

HR Tech Festival Asia Online Show Guide 2020 August-September 2020

ONLINE

29 Sep - 1 Oct 2020 | Online Conference & Exhibition Brought to you by

Exhibitor Listings

August-September 2020 HR Tech Festival Asia Online Show Guide

HR TECH FESTIVAL ASIA ONLINE SHOW GUIDE www.hrtechfestivalasia.com

Exhibitor Listings (Click on company logo to visit the exhibitorâ&#x20AC;&#x2122;s booth)

SPONSOR

First Advantage ADP Designing better ways to work through cutting-edge products, premium services and exceptional experiences that enable people to reach their full potential. HR, Talent, Benefits, Payroll and Compliance informed by data and designed for people.

First Advantage delivers comprehensive background check and insights that enable employers and housing providers to make confident choices, reduce risk, and maintain compliance. For more detailed information on First Advantage products and services, visit fadv.com.sg

HSBC Bank

https://www.hsbc.com.sg

imc information multimedia communication https://www.im-c.com/

Learn more at ADP.com.

Frontier e-HR https://www.frontier-ehr.com

Ascender HCM

SPONSOR

Josh Bersin Academy https://bersinacademy.com

https://www.ascenderhcm.com

SPONSOR

Globlization Partners Cornerstone On Demand Cornerstone OnDemand is a premier people development company, pioneering solutions to help organisations and individuals around the globe realise their potential at work. Founded in 1999, Cornerstoneâ&#x20AC;&#x2122;s solutions are now used by more than 7,000 global clients, spanning approximately 75 million users across over 180 countries and over 50 languages. Find out more at cornerstoneondemand.com.

Globalization Partners enables companies to quickly and easily expand internationally across six continents and 187 countries. Our Global Employer of Record (EOR) model allows companies to hire employees in as little as 12 hours without having to navigate complex international legal, tax, and HR issues. Learn more here.

SPONSOR

Grab for Business ePayslip https://www.epayslip.com

GfB is a unified digital platform that empowers the management of transformative solutions for everyday biz needs! GrabFood for Business empowers your teams to easily arrange team meals, working lunches & catering for guests or employees. GrabGifts brings you digital Grab vouchers for everyday use. Click here to find out more.

HR Tech Festival Asia Online Show Guide 2020 August-September 2020

Kosh Consulting Group http://www.koshconsultinggroup.com

Nuvista Technologies https://www.nuvistastech.com

SPONSOR

pymetrics Pymetrics is an enterprise talent platform that enables companies to make more efficient, accurate, and fair workforce decisions. We use behavioural data and ethical AI to answer questions like: Is your company digitally ready, do you have attributes to be agile, how can you optimise teamwork? Find out more at pymetrics.ai.

HR TECH FESTIVAL ASIA ONLINE SHOW GUIDE www.hrtechfestivalasia.com

Exhibitor Listings (Click on company logo to visit the exhibitor’s booth)

SPONSOR

Workmate Qualtrics

SumTotal Systems

Qualtrics, the creator of the Experience Management category is changing the way organisations manage and improve the four core experiences of business–customer, employee, product, and brand. 11,000+ organisations globally are using Qualtrics to listen, understand, and take action on experience data. Learn more at qualtrics.com

SumTotal’s award-winning technology provides talent acquisition, onboarding, learning management, and talent management solutions across some of the most innovative, complex and highly regulated industries, including technology, airlines, financial services, healthcare, manufacturing, and pharmaceuticals. Learn more at sumtotalsystems.com.

Rizing https://rizing.com

Times Software https://www.timesoftsg.com.sg

SPONSOR

Singapore Institute of Technology

https://www.workmate.asia

SPONSOR

Workforce Singapore Workforce Singapore is a statutory board under the Ministry of Manpower that supports enterprises in their manpower solutions and transformation needs so that they can remain competitive in this rapidly changing economic environment. Log on here for more information.

SPONSOR

Wolters Kluwer https://www.wolterskluwer.com/en

Zegal https://zegal.com/en-sg/

SIT is Singapore’s university of applied learning, offering degree programmes that integrate work and study. Its CET arm, SITLEARN, provides professional development courses for working adults. Find out more about what SIT is offering here.

SPONSOR

Skillsoft Skillsoft delivers online learning, training, and talent solutions to help organisations unleash their edge. Leveraging immersive, engaging content, Skillsoft enables organisations to unlock the potential in their best assets – their people – and build teams with the skills they need for success. Visit skillsoft.com for more information.

August-September 2020 HR Tech Festival Asia Online Show Guide 2020

HR TECH FESTIVAL ASIA ONLINE SHOW GUIDE www.hrtechfestivalasia.com

HR Tech Festival Asia Online Show Guide 2020 August-September 2020

HR TECH FESTIVAL ASIA ONLINE SHOW GUIDE www.hrtechfestivalasia.com

Exhibitor Listings (Click on company logo to visit the exhibitorâ&#x20AC;&#x2122;s booth)

Startup Zone HR Tech Festival Asia Online 2020 is featuring ten of the most exciting new HR technology developers in the Asia-Pacific region. The participants listed below are all in their first five years of business, and each offers a new perspective or unique technology-enabled solution on some age-old HR challenges.

Astarel https://mathilda.io/content/pages/home

MindFi

Haury Solution Our SaaS enables companies to build independently, expand, or reorganise a suitable HR structure. Manage the ever-increasing complexity in HR on your own and experience transparent optimisation of HR across borders!

https://www.mindfi.co

Find out more here.

Panalyt https://www.panalyt.com

Bigyellowfish https://www.bigyellowfish.io

Infinit Care https://infinitcare.co

Career Agility International

Smart WFM https://www.smartwfm.com

https://www.careeragility.org

IoTalents https://www.iotalents.com

Ceipal

SmartUp.io https://www.smartup.io

https://www.ceipal.com

August-September 2020 HR Tech Festival Asia Online Show Guide

ONLINE

29 Sep - 1 Oct 2020 | Online Conference & Exhibition Brought to you by

Product Listings

HR Tech Festival Asia Online Show Guide 2020 August-September 2020

HR TECH FESTIVAL ASIA ONLINE SHOW GUIDE www.hrtechfestivalasia.com

Product Listings (Click on company name to view their products)

Artificial Intelligence Astarel Ceipal Haury Solution imc information multimedia communication Panalyt Pymetrics Qualtrics SumTotal Systems

Consulting and Implementation Services Ascender HCM Career Agility International Haury Solution Nuvista Technologies Smart WFM SumTotal Systems Workforce Singapore

Applicant Tracking Systems

Education & Training

Ascender HCM Astarel Ceipal Cornerstone OnDemand IoTalents Times Software

Ascender HCM Career Agility International imc information multimedia communication Josh Bersin Academy MindFi Singapore Institute of Technology Skillsoft SumTotal Systems Wolters Kluwer

Assessment Astarel Haury Solution Kosh Consulting Group SmartUp.io SumTotal Systems

Benefits Administration Frontier E-HR Globalization Partners Grab for Business Times Software Wolters Kluwer

Career Management and Outplacement Career Agility International imc information multimedia communication Singapore Institute of Technology SumTotal Systems

Compensation ADP Cornerstone OnDemand Globalization Partners Rizing Wolters Kluwer

Engagement and Recognition ADP Astarel Bigyellowfish Technologies Cornerstone OnDemand Grab for Business HSBC Bank imc information multimedia communication Qualtrics Rizing Smartup.io Skillsoft SumTotal Systems

Enterprise Healthcare Management Infinit Care

HRMS

Frontier e-HR Globalization Partners Grab for Business HSBC Bank MindFi Qualtrics Rizing

ADP Ascender HCM Ceipal Frontier e-HR Haury Solution Nuvista Technologies Rizing Smart WFM Times Software Workforce Singapore Workmate

Employee Experience

Job Board or Search Engine

ADP Ascender HCM Bigyellowfish Technologies Career Agility International Ceipal Cornerstone OnDemand Globalization Partners Grab for Business Haury Solution imc information multimedia communication Infinit Care Skillsoft SumTotal Systems Workforce Singapore

Astarel Ceipal Cornerstone OnDemand IoTalents Workforce Singapore

Employee Benefits

Employee and Manager Self Service ADP Ascender HCM Ceipal Frontier e-HR imc information multimedia communication Nuvista Technologies Skillsoft SumTotal Systems

Learning Management Systems Ascender HCM Cornerstone OnDemand Frontier e-HR imc information multimedia communication Rizing Smartup.io Skillsoft SumTotal Systems

Legal Globalization Partners Wolters Kluwer Zegal

August-September 2020 HR Tech Festival Asia Online Show Guide 2020

HR TECH FESTIVAL ASIA ONLINE SHOW GUIDE www.hrtechfestivalasia.com

Product Listings (Click on company name to view their products)

Machine Learning

Performance Management

Surveys

Astarel imc information multimedia communication Panalyt SumTotal Systems

ADP Ascender HCM Cornerstone OnDemand Frontier e-HR Haury Solution imc information multimedia communication Nuvista Technologies Qualtrics Rizing Skillsoft SumTotal Systems Times Software

Ascender HCM Astarel Haury Solution Kosh Consulting Group Qualtrics SmartUp.io

Mobility and Relocation Globalization Partners HSBC Bank

Onboarding Ascender HCM Ceipal Cornerstone OnDemand Globalization Partners imc information multimedia communication Smartup.io

Outsourcing ADP Ascender HCM Frontier e-HR Globalization Partners Haury Solution Nuvista Technologies Times Software Workmate

Payroll ADP Ascender HCM Ceipal ePayslip Frontier e-HR Globalization Partners Nuvista Technologies Rizing Smart WFM SumTotal Systems Times Software

People Analytics Ascender HCM Bigyellowfish Technologies Haury Solution imc information multimedia communication Infinit Care MindFi Nuvista Technologies Panalyt Skillsoft SumTotal Systems

Recruitment Ascender HCM Astarel Ceipal Cornerstone OnDemand IoTalents Kosh Consulting Group Nuvista Techologies Pymetrics Rizing Singapore Institute of Technology SumTotal Systems Workforce Singapore Workmate

Screening Astarel Ceipal First Advantage IoTalents

Talent Management ADP Ascender HCM Ceipal Cornerstone OnDemand Frontier e-HR imc information multimedia communication Kosh Consulting Group Panalyt Pymetrics Rizing Singapore Institute of Technology SumTotal Systems

Time and Attendance ADP Ascender HCM Frontier e-HR Nuvista Technologies Rizing Smart WFM Times Software Workmate

Vendor Management SumTotal Systems

Staffing

Video Interviewing

Astarel Ceipal Globalization Partners imc information multimedia communication IoTalents Workmate

Wellness

Succession Planning Cornerstone OnDemand imc information multimedia communication Kosh Consulting Group Rizing Skillsoft SumTotal Systems

HR Tech Festival Asia Online Show Guide 2020 August-September 2020

Ceipal IoTalents

Bigyellowfish Technologies Infinit Care MindFi Skillsoft

Workforce Planning & Analytics Ascender HCM Ceipal Frontier e-HR Haury Solution imc information multimedia communication Panalyt Pymetrics SumTotal Systems Wolters Kluwer

HR TECH FESTIVAL ASIA ONLINE SHOW GUIDE www.hrtechfestivalasia.com

Thank You

to our sponsors and partners for a successful edition of HR Tech Festival Asia Online 2020, powered by ADP

Premium sponsors

Associate sponsors

Conference partner

Recruitment partner

Supporting Organisations

August-September 2020 HR Tech Festival Asia Online Show Guide 2020

F E AT U R E

STRAP

Supercharge your HR processes this 2020 Times are changing and technology is evolving. According to Gartner research, 67% of business leaders say their company won’t be competitive if it doesn’t become significantly more digitalised by 2020. That is why businesses, including the HR departments, need to keep up. A growing millennial workforce You are sure to have noticed the ongoing generational shift towards a Millennial workforce. By 2025, according to Forbes, millennials will make up three-quarters of the global workforce, and many of them will be in leadership positions. Often called “digital natives”, what sets this demographic apart is their openness to utilising tech solutions for a more efficient workflow. Studies have shown that millennials lead technology adoption measures, with 93% of them owning smartphones and 86% of them already on social media. Millennials are accustomed to accessing information on-demand through smartphones or computers. Companies that digitalise their operations can accommodate the preferences of this growing proportion of their workforce and improve their processes at the same time.

Digitalisation improves processes and employee experience Alongside the generational shift is a digital transformation. There is great potential to be tapped in terms of using technology to improve a company’s workflow in departments such as HR. Employee-related operations like application, onboarding, and even checking benefits and paid time off can be made available online to cater to the habits of a millennial workforce. When a global agribusiness company digitalised their HR functions, they found it improved their onboarding and employees’ experience and delivered HR cost savings of up to 40% within two years, as they relayed

HRM ASIA.COM

at a recent APQC webinar. According to Tech Pro Research, 70% of companies they surveyed had gone digital or were working on it. It should come as no surprise. Converting to digital solutions allows employees to self-service and repetitive processes to be automated. So, HR personnel can cut down on the time spent on administrative tasks and channel their energy into other much more meaningful work.

Software as a service changes the game Software as a service (SAAS) platforms have been gaining traction — the industry grew an estimated 17% in 2019. By taking advantage of the cloud and offsite computing power, SAAS can offer solutions that are lower in cost and easier to implement than traditional onsite IT. Companies of all sizes are taking advantage and SAAS for practically all functions from sales and marketing to HR. So, what are some easy ways to begin streamlining HR processes with digital solutions? Grab for Business is a corporate transport expense management solution. That enables companies to better manage their transport budget and keep track

AUGUST-SEPTEMBER 2020

of their employees’ Grab business trips. Everything is organised within reach in the same portal: employee management, transport expense tracking, management of trip policies and billing options. The portal also provides transparency and control over employees’ travel expenses. With the information easily retrieved at the push of a few buttons, HR personnel no longer need to sieve through stacks of receipts or claims. For those on the HR team handling transport expenses and reporting, this digitised tracking is a huge time-saver. Not to mention, this easy accessibility also caters to the immediacy that millennials are used to. Even for end-user employees, Grab for Business helps accommodate the all-in-one seamless digital experience that millennials prefer. Without having to download a new software, they can use their existing Grab app to book rides and toggle from “personal” to “business” to track corporate travel. This is a convenience offered to employees — they can easily separate their personal use from their business use and they do not have to deal with the hassle of requesting a receipt or filing transport claims.

Looking towards a digital future If you want to stay competitive in your industry, you need to consider adopting digital solutions that can help you cut costs by improving your efficiency. This is especially true in departments like HR, where many man-hours are being wasted on administrative tasks that can be easily automated. It is also important that the adoption of digital tools are in line with the preferences of the millennial workforce. Certainly, migrating your HR process onto digital platforms from manual operations is not an overnight task. But if you want to streamline your operations, improve your employees’ experience as well as boost their productivity, you should embrace change and look towards a digitalised future.

PA R T N E R CO N T E N T

ISCA

Building competencies for digital transformation While talent acquisition remains crucial for businesses to succeed in todayâ&#x20AC;&#x2122;s complex environment, talent development and retention are other factors that impact the disruption to businesses. The HR team plays a pivotal role in ensuring that the workforce is ready to embrace and harness the benefits of digital transformation.

o ensure that the accountancy and finance workforce is equipped with relevant skill sets for the future economy, the Institute of Singapore Chartered Accountants (ISCA) has launched the ISCA Professional Business Accountant (PBA) Programme to enhance the competencies of accountancy and finance professionals amid the digital transformation. The ISCA PBA Programme will cover topics in the areas of Future Finance, Business Acumen, Professional Values and Ethics, Technical Excellence, and Leadership and Personal Empowerment. This is aligned to the ISCA Professional

HRM ASIA.COM

Accountants in Business (PAIB) Framework which provides an overview on the five key DNAs of a Professional Accountant in Business (PAIB). Upon completion of the programme, participants will not only be awarded the ISCA Professional Certificate in Business Accounting, but they will also be able to gain professional recognition by becoming an ISCA Professional Business Accountant (subject to meeting membership eligibility requirements). The ISCA PBA Programme is run on an e-learning platform which allows busy accountancy and finance professionals the ease and flexibility of attaining new skill sets at their own pace.

AUGUST-SEPTEMBER 2020

At the same time, businesses can build capabilities of their finance team by ensuring that they are equipped with emerging skill sets and knowledge to handle dynamic business situations. Organisations will need to continue to acquire, develop and

ABOUT ISCA

retain talents to keep up with the new skills required to drive the future. Constant learning is key to build a more agile team and having a future-ready workforce will help businesses safely navigate the uncertainties in a rapidly changing business environment.

THE INSTITUTE OF SINGAPORE CHARTERED ACCOUNTANTS (ISCA) is the national accountancy body of Singapore. ISCAâ&#x20AC;&#x2122;s vision is to be a globally recognised professional accountancy body, bringing value to the members, the profession and wider community. There are over 32,000 ISCA members making their stride in businesses across industries in Singapore and around the world. ISCA is a member of Chartered Accountants Worldwide (CAW), a global family that brings together the members of leading institutes to create a community of over 1.8 million Chartered Accountants and students in more than 190 countries.

ISCA PROFESSIONAL BUSINESS ACCOUNTANT (PBA) PROGRAMME Aligned to the ISCA PAIB Framework which provides an overview of the five key DNAs of a Professional Accountant in Business (PAIB), the ISCA PBA Programme aims to enhance the competencies of accountancy and finance professionals in the key areas identified in the framework.

Hear What Employers Say...

Topics covered within the progamme:

• Self Leadership • Team Leadership

05 LEADERSHIP & PERSONAL EMPOWERMENT

DNAs OF PAIBs

• Business Partnering • Strategic Business Planning & Analysis • Sustainability Reporting

BUSINESS ACUMEN

TECHNICAL EXCELLENCE

• Business Analytics • Financial Modelling • Corporate Governance • Corporate Finance • Taxation • Business Valuation

• AI/Automation • Blockchain • Cybersecurity • Big Data

Lorem FUTURE ipsum dolor sit FINANCE amet, consectetuer adipiscing elit, sed diam no

03 PROFESSIONAL PROFESSIONAL VALUES & VALUES ETHICS & ETHICS

• Sceptical Mindset for Accountants • Ethics

GET IN TOUCH Find out how the ISCA Professional Business Accountant (PBA) Programme can help enhance your competencies.

Scan the QR code to register your interest today!

http://isca.org.sg/PBA

6597 5533

As a Finance leader, I firmly believe that members of the accounting and finance team need to embrace continous learning to stay abreast of the constantly changing workplace. Besides on-the-job coaching, undertaking relevant courses will empower accountancy professionals to handle dynamic business situations. The PBA programme is based on multiple e-learning modules that offers flexibility and encourages participants to learn while managing work and personal commitments.

Ms. Lelaina Lim

Group Chief Financial Officer Eu Yan Sang International Ltd

Sweeping disruption of the accounting industry is imminent. Technological change and shifting business trends demand a new approach to how the industry creates value. Increasingly, financial controllers and CFOs will use data (structured and unstructured), robotics and predictive analytics to access financial trends and industry information to make insightful forecasts and analysis. The ISCA PBA programme is designed to enhance the competencies of accountancy professionals by equipping them with emerging skills to do more interesting and rewarding work that will add more value to the bottom line.

Mr. Neo Sing Hwee cpdinfo@isca.org.sg

Managing Director Head, Operations System & Control Mapletree Investments Pte Ltd

R E A D E R S’ C H O I C E AWA R D S

Celebrating the best and brightest HR service providers HRM Asia’s Readers’ Choice Awards are back for 2020! It is the year’s biggest celebration of the best HR service providers in Asia Pacific. AWARD

Best Business Hotel Best Corporate Healthcare/Wellness Solution Provider Best Corporate Healthcare Group Best Corporate – Learning & Development Provider Best Corporate – Leadership Development Provider With 19 exciting categories representing the entire ecosystem of HR service providers, these coveted awards offer a much deserved recognition for those vital partners to the HR profession and industry from all components of HR technology today. A total of 72 nominations from 40 contenders have been made across categories such as Best Payroll Solution, Best Talent Management System, Best Learning Management System, to Best Recruitment Firm Outsource Solution, Best Serviced Apartment by Property and Best Corporate Healthcare/Wellness Solution Provider. This year, the awards will be held in conjunction with Asia’s largest HR technology and workforce management event, HR Tech Festival Asia Online, the industry’s premium showcase designed for the C-Suite, HR tech influencers, recommenders and decisionmakers. The winners of the hotly contested awards are decided through the votes of HRM Asia Magazine readers over the two-week voting period from August 31 to September 15, which takes up 70% of weightage. The other 30% is decided through judging by a panel of independent expert judges based on submitted case studies and research. Winners will be announced on 30 September virtually, so no celebration will be missed, and every winner will receive the recognition they deserve - online!

HRM ASIA.COM

AUGUST-SEPTEMBER 2020

Best Corporate – Training Provider Best HR Tech – Cloud Solution Best HR Tech – Employee Engagement Solution Best HR Tech – Employee Performance Management Solution Best HR Tech – HR Data & Analytics Solution Best HR Tech – Human Resource Information System Best HR Tech – Learning Management System Best HR Tech – Outsourcing Solution Best HR Tech – Payroll Solution Best HR Tech – Talent Management System Best HR Tech – Time & Attendance Management System Best Employer of Record (EOR) Service Provider Best Recruitment Firm – Outsource Solution Best Serviced Apartment – By Property

ONLINE SERIES 2020

Leading An Agile Workforce For An Adaptable Organisation

INDONESIA

MALAYSIA

SINGAPORE

NOVEMBER 3

NOVEMBER 24

DECEMBER 2

An exclusive by-invitation event for HR leaders The world of work has profoundly changed over the last few months and we are witnessing a seismic shift in workforce operations. Almost every HR policy and practice has been affected by the global crisis and CEOs are looking to CHROs to solve these problems. This has challenged HR Leaders to be highly agile as they face unprecedented demands for crisis management, resilience, and adaptability in real time. The CHRO Series has been exclusively curated to support HR Leaders to navigate around the challenges faced in todayâ&#x20AC;&#x2122;s fierce environment. It is an exclusive by-invitation event for HR and business leaders. KEYNOTE SPEAKER

JOSH BERIN Global Industry Analyst, Dean, Josh Bersin Academy

NADIAH TAN ABDULLAH

WILLY SAELAN

Vice President Human Resources, PT Unilever Indonesia Tbk

Chief Human Resources Officer S P Setia Berhad

PARTICIPATE AT CHRO SERIES 2020 TODAY SPONSORSHIP Luke Kasprzak luke@hrmasia.com.sg + 65 6423 4631

DELEGATE REGISTRATION Edward Padora registrations@hrmasia.com.sg www.chroseries.com

F E AT U R E

OPINION

How to better engage in a new world of online learning Online learning has grown exponentially during the lockdown as the world of work continues to shift online. However, the lack of training of facilitators, of time to plan the pedagogy for the new medium, as well as poor hardware, software and bandwidth issues at home have made the online learning experience ineffective.

BY ABHIJIT BHADURI his may be a good time to rethink online learning and to stop thinking of it as a lecture delivered to a camera.

Plan the Pedagogy 1. Focus on pedagogy, then the medium We are in a world where getting distracted is easy. Alarms, reminders, beeps, clinks and notifications are constantly shortening how long we can focus on any content. When the person is sharing the content on their screen with the students, it is hard to know whether the participants have put the device volume to zero and completing their online shopping before the facilitator notices. 2. Build high interactivity Taking the same slide deck and sharing it online is a perfect recipe to disengage a passive participant. Whether it is language apps, virtual tutoring, video conferencing tools, or online learning software, it is important to build the pedagogy by leveraging technology along with instructional design methodology. 3. Shorter session time Some research shows that on average, participants retain 25-60% more material when learning online compared to only 8-10% in a lecture. E-learning requires 4060% less time to learn than in a traditional classroom. Sessions longer than 45-60 minutes seem to be threshold for an online learning experience. Plan the Delivery 1. Low airtime for the facilitator If there is pre-work done (preferably in

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groups), it helps to get participants to share their ideas and have an engaged conversation online. One of the B-schools gives every student a 30-minute video lesson by the professor that the students watch individually before the class. The time spent online is for asking questions, making presentations and sharing experiences and opinions. 2. More than one facilitator Having more than one facilitator makes it possible for one person to monitor the chat rooms and short exercises and discussions done in breakout rooms. This is a unique feature of online learning. It takes more than one person to manage the discussion, breakout rooms and answer the conversations in the chat room. 3. Hybrid Approach Great content that can be delivered using multiple media formats and platforms can get attention in a world that is always distracted. Audio is an underutilised learning medium. I have asked participants to create podcasts and even leave audio responses in their respective WhatsApp groups. While video is growing in its usage, the content is what creators have to build a deep relationship with the viewer. The Learning Teams 1. Build Context Creating a common time chunk where a team can learn together while on video with the team leader leading is an effective way to contextualise content. Think of this as a way of building a common context for the entire team.

AUGUST-SEPTEMBER 2020

2. New business models will need new skills The pandemic has changed how we sell, work and learn. Each of these changes has given rise to new business models and opportunities. Business leaders have to make their organisation more adaptable and resilient. As customers have become more digitally savvy, they need the sales team to work with them to co-create solutions and help them grow their market share and profitability. Conclusion Online learning is going to be the way for great content to be distributed more efficiently, but it needs to be supplemented by high dosage coaching in small groups. The ability to build great content that engages the learner; facilitators who understand the new media and the corporate culture that values learning is at the heart of this new world.

About the Author ABHIJIT BHADURI is an executive coach, advisor and author of the upcoming book Dreamers & Unicorns due in October 2020. He will be making a keynote presentation at HR Tech Festival Asia Online 2020. Turn to page 22 for more information.

F E AT U R E

OPINION

In a sub-optimal economic climate, what happens to your HR Tech stack? I do not believe any economist alive right now believes we are heading towards great economic times, post Covid-19 pandemic. Most countries around the world are going to have some lean months and possibly years ahead. That is just what happens, historically, after major issues like a pandemic. B Y T I M S AC K E T T

n HR, we understand what it is like to run lean. We (HR) seemingly are the first ones in line at budget time to take a cut to our budget when the CEO and CFO are asking for cuts. In a modern world, I could argue this is the exact wrong thing to do, but, again, history tells us HR will be first in line again when cuts come. The big question will be, as an HR leader in your organisation, are you going to allow your HR Tech stack to remain stagnant for months or years, or are you going to find ways to improve it? I’m a Senior Faculty member at the Josh Bersin Academy, and as Josh has laid out the big reset of HR during the pandemic, he would call this “doing less with less”. What does that mean? It means, we have to keep improving, but to do so, we in HR must become more efficient by eliminating and letting go of work that is not a priority or no longer needed, and use our smaller resources more wisely.

How do we do that? There are a number of things HR must do when times are lean when it comes to our technology stack: 1 First, become a super-user of the HR and Talent technology you already have. I find that too often, organisations want to change technology when they are only using a fraction of the technology they have, only to switch to another technology that is basically 90% the same. If you cannot look your leaders in the eye and specifically state what your current

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technology is lacking versus the new tech you want, you should not be asking for new tech. 2 Re-evaluate every single piece of technology that you are using and its true value and ROI to the organisation and specifically to the HR team and its effectiveness. Let go of technology that you no longer need and add technology that will give you a higher ROI. Different economic times call for different strategies. The tech stack you have had for the last decade might not be what you need for the next decade. 3 Do not allow your tech stack to have a people issue! “Well, we just can’t get our team to use the tech!” That is not a tech issue, that’s a “You” issue! Build-in accountability and measurement across your processes that require the use of your stack. If you truly believe your technology makes you better, more accurate, and more efficient, you need to build into the process that your team must be using the technology. 4 Pressure your vendors to help you be better at the technology you already have. Your vendors do not want you to leave them and find a new technology. It is in their best interest to keep you, and they should be willing, especially during hard times, to help you become better users of the technology you already have. 5 Invest in technology before you invest in adding headcount. This is not a popular opinion. As an HR leader, you want more

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headcount. It is actually part of being a leader. We want to empire build. I am a better leader if I have ten direct reports versus nine direct reports. Modern CEOs will actually measure you based on what you deliver, not the size of your organisation, and great technology, used to its fullest, will deliver better faster results. As you face tough economic times as an HR leader, your gut will tell you to circle the wagons and hunker down. Your gut is lying to you! In tough times the greatest leaders make their functions better. They eliminate waste and have a laser-focus on priorities that have the most impact on helping the organisation thrive. For modern HR leaders, that means becoming a bit of an HR Technology expert!

About the Author TIM SACKETT is President of HRU Technical Resources, and he will be making a presentation at HR Tech Festival Asia 2020. His presentation, titled Work From Home EX: Increasing Your Remote Employee Experience, will take place on Tuesday, September 29, at 11.30am (SGT).

Are you meeting your candidates’ expectations? Candidates in today’s consumer-driven society are inundated with choice. They’re also savvier and better informed than ever. As companies strive to differentiate themselves in a crowded market, articulating your authentic employer brand is increasingly important. The rapid adoption of consumer tech is also transforming the way we attract, engage and inspire talent across the entire candidate journey.

Invest in candidate experience today to attract the talent of tomorrow At Resource Solutions, we take brand advocacy for our clients very seriously. We’re proud to have won Best Candidate Experience at The RAD Awards for a campaign conceived and managed by our Talent Marketing & Insights team in Asia. Find out more about our award winning PayPal campaign at https://info.resourcesolutions.com/HRM-Asia.

Visit http://info.resourcesolutions.com/HRM-Asia, or email Mairianne Reardon at m.reardon@resourcesolutions.com to discover how our specialists in Asia can support your talent strategy.

TWO CENTS

The need for speed and agility in the new world of work

BY DANIEL TEO

As companies begin on the road to recovery from the COVID-19 pandemic, they need to consider how best to improve their workforce’s learning agility If your organisation was barely keeping up with the pace of digitalisation and disruption even before the COVID-19 pandemic, you might want to speed up now - or risk being left behind for good. Organisations find themselves being hit by the train of change when the pandemic swept around the world - just when they were getting serious about their digitalisation and agility plans. But after being thrusted into remote working for the last few months, businesses are now forced to rethink their workforce and learning agility strategies. It is now a matter of ‘be agile or die’ in the post COVID-19 new normal. Having said that, the pandemic has presented opportunities for businesses to improve agility, upskill, and prepare their workforce for the skills needed in this increasingly mobile and digital world, as well as for future disruptions.

Look within With most companies going through some form of restructuring of their businesses and workforce, hiring has taken a backseat as being lean and cost efficient is at the fore of leaders’ minds during these challenging times when survival is their main priority. However, in order to bounce back and recover quickly postpandemic, organisations need to understand their talent needs and gaps. But why look outside when you can tap into your existing pool of employees where their skills, capabilities and experience can be mobilised and redeployed to fill your evolving business needs and gaps? Moreover, speed is everything in this increasingly digitalised and disruptive world where the fastest wins. A study by Wharton Business School found that external hires require an average of two years to catch up to the level of competency that an internal hire would exhibit on day one. And that is where the importance of learning agility becomes more pronounced than ever during these disruptive times. Employers need to identify the existing skillsets of their people to equip them with new skills that complement their existing ones. More importantly, it will help to effectively map them to roles that are essential for future business success. If that is not a good enough incentive to look within the organisation, Wharton Business School also found that internal hires are on average 18% less expensive than new hires. And according to the 2019 Global Human Capital Trends report

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AUGUST-SEPTEMBER 2020

by Deloitte, “the fastest-growing organisations are twice as likely to have excellent talent mobility programmes than organisations that are not growing at all.”

Look ahead While companies are understandably focusing on cutting costs and staying afloat, it is imperative that they look ahead to what capabilities and knowledge are needed for a strong recovery after the pandemic in order to have a head start over their competitors when the economy restarts. It is also important for employers to identify what roles and aspects of work that will evolve with the advancement of work technology and automation. Technologies such as Artificial Intelligence (AI) and robotics require organisations to rethink their talent management strategies and anticipate recruiting and workforce training needs months in advance. Having great execution is no longer sufficient for organisations to navigate this new world of work. Organisations need to have the foresight to spot opportunities and threats in order to adapt and pivot faster than their competitors. In this increasingly volatile world, employers need to prepare their people beyond crisis management and prepare for the next wave of changes and disruptions.

Look to each other Why be agile only within your organisation when agility and talent resources can be maximised across different industries? One of the areas that the pandemic has illuminated is the need for greater collaboration where businesses can share, borrow or “rent” talent from each other. One example of such talent collaboration and agility is between medical supplies manufacturer 3M and carmaker Ford where both companies shared talent resources to develop N-95 face masks at scale to help combat the COVID-19 outbreak. Pharmaceutical firm Novo Nordisk and brewery Carlsberg also came together to convert ethanol into hand sanitiser. Such partnerships and workforce agility between companies could be the solution for the evolving talent needs and helps strengthen understanding across different industries. And not only can businesses tap on each other’s talent resources, it can also improve their workforce’s learning agility by sharing of industry knowledge and experience.

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HRM Magazine Asia - August-September 2020 Issue

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