HR VOTY Malaysia 2015

EDITOR'S NOTE

THE BEST IN THE BUSINESS

regional art director branding designer senior designer web designer circulation executive regional head of advertising & sponsorship regional directors

regional marketing manager regional production lead regional producers

regional head of event services regional finance director group editorial director group managing director

Aditi Sharma Kalra Anthony Wong Akankasha Dewan Jerene Ang James Foster Shahrom Kamarulzaman Booney Tan Fauzie Rasid Sherlyn Yap Deborah Quek Naomi Cranswick Karen Boh Yogesh Chandiramani Jaclyn Chua Robin Yeo Jenilyn Rabino Darren Beck Sharissa Chan Nikita Erpini Kenneth Neo Evon Yew Yeo Wei Qi

Evelyn Wong Tony Kelly Justin Randles

Vendors of the Year is published annually by Lighthouse Independent Media Pte Ltd. Printed in Singapore on CTP process by Sun Rise Printing & Supplies Pte Ltd, 10 Admiralty Street, #06-20 North Link Building, Singapore 757695. Tel: (65) 6383 5290. MICA (P) 178/08/2010. Subscription rates are available on request, contact the Circulation Manager by telephone: (65) 6423 0329 or by email to: subscriptions@humanresourcesonline.net

by a strong jury of HR leaders from some of Asia’s largest employers.

In effect, the very end users of service providers, such as in the fields of recruitment specialists to HR technology providers and mobility consultants, are the ones who made the critical decision of the winners and finalists represented in the pages ahead.

Given the vast experience of each jury member, a stamp of approval has been given to each vendor, solution provider and partner featured in this special edition of Human Resources.

This publication has also expanded to a fully fledged awards show celebrating the very best HR solution providers in Asia over a glittering evening of networking and recognition.

Our warmest congratulations to the winners, and a heartfelt thank-you to all our judges and those HR leaders who took the time to rank the finalists.

We sign off for this year with this special edition, and with that, we wish you happiness and success for the festive season, and the year ahead.

Here’s to another year of celebrating the best in HR. Enjoy the issue.

Photography: Stefanus Elliot Lee – www.elliotly.com; Makeup & Hair: Michmakeover using Make Up For Ever & hair using Sebastian Professional – www.michmakeover.com

regional editor editor (Hong Kong) senior journalist journalist sub editor

What you hold in your hands is the first-ever, hot off the press, Malaysia edition of the HR Vendors of the Year special annual edition, spearheaded by Human Resources.

This research into finding the HR industry’s most preferred service providers is not new – in fact, 2015 marks a decade of this special edition in Singapore.

Having received phenomenally positive feedback about the comprehensive listings in the past, this year we are privileged to extend this definitive directory of trusted and reliable HR solution providers to Human Resources readers in Malaysia and Hong Kong.

This annual special edition serves as the one-stop guide for reliable HR solutions providers that leaders need to achieve their HR objectives, according to HR managers and directors, the people HR professionals trust most.

In bringing this guide to HR leaders regionally, this year we have also bolstered the entire methodology underlying the research.

Consistent with our aim of improving each year, we set in place much more stringent assessment criteria to ensure the winners and finalists you meet in these pages truly stood out in all 23 areas of HR services assessed.

One of the ways in which we did that was to get these vendors judged by the people who matter most: senior HR professionals from the biggest employers in Asia.

The rankings, classified among gold, silver and bronze winners, was based on a two-tier selection process.

Finalists in each category were identified through an extensive online survey of HR managers in Asia, which queried them on their vendor preferences.

The finalists then submitted documentation to verify their credentials and this was validated

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Aditi Sharma Kalra Regional editor

HR VENDORS OF THE YEAR 2015

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Editor’s note

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Best Mobility & Orientation Consultants Getting ready for day one

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Methodology

4

Best Recruitment Websites Logging into the leaders

6

Best Management Training Providers Time for school

52

Best Recruitment Firms – non-management roles (under US$4k per month) Building a strong foundation

10

Best Team Building Training Providers The collective sum of individual efforts

56

Best Payroll Outsourcing Partners The best way to dole out the dough

60

Best Recruitment Firms – mid-management roles (US$4k-US$10k per month) Managing the middle

14

Best Recruitment Process Outsourcing Partners Partners in hiring

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18

Best Payroll Software Paying their way

66

Best Recruitment Firms – senior management roles (over US$10k per month) Load up your leadership

Best Applicant Tracking Software Keeping an eye on your talent pipeline

70

Best Overall Recruitment Firms Recruiting winners

22

Best Learning Management Systems Learning the ropes

74

Best Employer Branding Consultants Be what you want to be

24

Best Talent Management Software Manage your talent smartly and effectively

78

Best Psychometric Testing Providers Reading your candidate’s mind

28

Best HR Management Systems Efficient systems for more productivity

82

Best Background Screening Providers Keeping out the unwanted

30

Index

88

Best Succession Planning Consultants Passing on the baton

32

Best Leadership Development Consultants Leading from the front

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Best Compensation & Benefits Consultants Getting bang for your buck

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Best Corporate Healthcare Providers Getting in great shape

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Best Relocation Companies Wheels in motion

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HR VENDORS OF THE YEAR 2015

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METHODOLOGY

PRESENTING THE BEST OF THE BEST In this exclusive edition of the HR Vendors of the Year Awards, solution providers were ranked based on a two-tier selection process, including robust assessments made by senior HR experts in Asia.

2015 was a year of changes within Malaysia’s HR landscape. These ranged from alterations in hiring legislation to an increased focus on local leadership training. Despite this, HR vendors continued to stand as reliable pillars of support for HR departments in the country, adjusting their services and products to suit what was required by firms.

This was once again proven in Human Resources’ HR Vendors of the Year Awards, which is a long-running annual vendor rankings report that recognises and celebrates the very best HR vendors in Asia, starting out in Singapore, and this year extended to Malaysia and Hong Kong. In line with this big development, our team strengthened the rankings’ judging criteria to ensure 2015’s top HR vendors truly represented the best in the landscape.

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A strong portfolio of categories We are proud to announce that 23 big award categories have been identified this year. We designed the categories carefully in order to identify the vendors that have truly delivered excellence in growing their business and serving the HR industry at the same time. These cover a range of areas, including Best Recruitment Websites, Best Leadership Development Consultants, Best Relocation Companies, Best Payroll Software, Best HR Management Systems, and Best Team Building Training Providers, among others.

Robust assessment process Keeping in mind the extensive range of categories we fi nalised this year, we also bolstered our

judging process to make it more robust and truly effective. The HR Vendors of the Year Awards was based on a two-tier selection process.

In the first step, Human Resources conducted an extensive online survey which was sent to its comprehensive and large database of HR managers in Asia. These professionals provided us with a list of category finalists which reflected their vendor preferences for each category.

Each finalist then provided us with a submission form, profiling their companies and any special alterations they had made to their products and services over the past year.

In the second step, an esteemed jury of senior regional heads of HR from throughout Asia judged the finalists’ profiles (listed in the table on page five).

HR VENDORS OF THE YEAR 2015

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METHODOLOGY

Companies represented on the HR Vendors of the Year Awards jury are the most respected Fortune 500 organisations and some of the biggest employers in Asia. Jury members hailed from companies such as Volvo Malaysia, Hilti Malaysia, Tetra Pak, Astro Malaysia, CIMB Group, Weir Minerals and Citi Malaysia, among others.

Scores obtained from these judges then led to us identifying gold, silver and bronze winners across each of the 23 categories, along with a list of finalists per category (listed out alphabetically). This year, we received close to 150 entries across all of the categories in total.

FULL LIST OF CATEGORIES

A regional gala awards show To culminate the 10 th edition of Human Resources' Vendors of the Year research, and to inaugurate the Malaysia special edition, the annual vendor rankings report will be celebrated as a fully fledged awards gala night.

Recognising and celebrating the best of service providers for HR professionals, this prestigious award ceremony honours the most esteemed HR vendors and promotes excellence across the plethora of HR services and solutions.

At this year’s hugely coveted awards, gold, silver and bronze trophies will be taken home by the winners presented here in each category.

NO. CATEGORIES

12. Best Corporate Healthcare Providers

1.

Best Recruitment Websites

2.

Best Recruitment Firms (non-management roles under US$4k per month)

14. Best Mobility & Orientation Consultants

3.

Best Recruitment Firms (mid-management roles US$4k-US$10k per month)

15. Best Management Training Providers

4.

Best Recruitment Firms (senior management roles over US$10k per month)

16. Best Team Building Training Providers

5.

Best Overall Recruitment Firms

17. Best Payroll Outsourcing Partners

6.

Best Employer Branding Consultants

18.

7.

Best Psychometric Testing Providers

19. Best Payroll Software

8.

Best Background Screening Providers

20. Best Applicant Tracking Software

9.

Best Succession Planning Consultants

21. Best Learning Management Systems

13. Best Relocation Companies

Best Recruitment Process Outsourcing Partners

10. Best Leadership Development Consultants

22. Best Talent Management Software

11. Best Compensation & Benefits Consultants

23. Best HR Management Systems

JUDGES NAME

DESIGNATION

COMPANY

Zaireen Shahriman

Vice-president of human capital

Astro Malaysia Holdings

Cynthia Ooi

Head of human resources

B. Braun Medical Industries

Daniel Leong

Head of human resources, APAC

Big Dutchman Agriculture Malaysia

Hamidah Naziadin

Group chief people officer

CIMB Group

Nikki Grant-Cook

Country human resources director

Citibank Malaysia

Thiyagarajan Govindasamy

Regional director of human resources, APAC

Danfoss Industries

Roy Shanker

Vice-president of regional human resources

Dunlopillo Malaysia

Natalia Navin

Country human resources director

Hewlett-Packard Malaysia

Mye Lene Teo

Head of human resources

Hilti Malaysia

Shankar Nagalingam

Human resources director, APAC

IHS Malaysia

Milton Foo

Head of human resources

Tetra Pak

Roopy Dhaliwal

Head of human resources

Volvo Malaysia

Adam Abdullah

Human resources director

Weir Minerals

HR VENDORS OF THE YEAR 2015

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BEST RECRUITMENT WEBSITES

LOGGING INTO THE LEADERS Career websites fulfil one of the most basic needs HR professionals have – sourcing candidates easily and conveniently.

With recruitment being one of the top challenges of HR professionals, HR managers would be lost without recruitment websites.

While all recruitment websites have their strengths and weaknesses, the best recruitment

websites are not necessarily the ones that deliver the most candidates.

Instead, the best recruitment websites focus on delivering the most relevant candidates – high-calibre, motivated applicants who can do the advertised job well.

Other features of great recruitment websites are candidate management features, ability to integrate

with employers’ recruitment systems, mobilefriendly, and social sharing-enabled. Employer branding flexibility, price and customer service are also big considerations.

The winner of the Best Recruitment Website award is the site which ticks the most boxes on the HR professional’s wish list. If you are a user of one of these seven finalists, you’re in good hiring hands.

BEST RECRUITMENT WEBSITES GOLD

Michael Page

SILVER

Mudah.my

BRONZE

Spring Professional (Malaysia)

FINALISTS Career88 eFinancialCareers JobStreet.com myStarjob.com Finalists are listed in alphabetical order.

GOLD Michael Page This gold winner embarked on a project that positioned itself as a true innovator in the recruitment space, with the success of its NextGen website at Michael Page Malaysia.

Michael Page’s NextGen website in Malaysia was one of the first to launch globally within PageGroup.

The goal of the website was to improve usability for clients and candidates. After user-testing to ensure it would be simple to navigate, the new website rollout represented the first time Michael Page’s global sites have had a consistent look and feel. The design and implementation of this platform has involved the collaboration between the internal IT, marketing, online and communication teams worldwide.

A key enhancement with the NextGen website is the inclusion of a responsive layout optimised to display well across devices. In Malaysia’s highly mobile-connected society, it is inevitable that an increasing number of potential users are seeking recruitment services from their mobile device. The website ensures it reaches these people through targeted communications and mobile-optimised messaging and user journeys.

The website is enabled with LinkedIn integration

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allowing users to apply for roles directly using their LinkedIn profile. With a single click, users are taken to a LinkedIn login page and are then able to submit their profiles as a job application. This is completely integrated with the website’s CV submission systems and reduces the time taken in applying for roles with Michael Page.

The website’s smarter job search function is updated with keyword-based search that allows candidates to discover jobs more easily and ensures they are presented with the most relevant jobs.

The new website’s MyPage service allows candidates to sign up and receive job alerts based on their previous searches or selected criteria. They can also save their CV and view previous applications.

This self-management tool simplifies the job search for candidates.

Clearly, Michael Page is increasingly focusing on a strong and relevant content strategy to sustain interest and drive traffic to the NextGen website.

This also includes efforts such as regular articles, reports and interactive content published on the site and amplified via third party distribution, social media and internal stakeholders.

HR VENDORS OF THE YEAR 2015

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BEST RECRUITMENT WEBSITES

SILVER Mudah.my Launched in 2007, Mudah.my is part of the portfolio of online marketplaces owned by 701Search, a joint venture between Singapore Press Holdings, Schibsted Media Group and Telenor Group.

In Malaysia, the yellow pages was a popular guide used by everyone when required to search for a service or product back in the day. Inspired by the classified ads, Mudah.my applies the same concept and has become the largest online marketplace for second-hand goods in Malaysia. As a result, this silver winner works rigorously to ensure it is well updated with the latest technology.

Its focus on providing an online portal for recruitment stems from the realisation of the high demand for pink-collar workers in Malaysia, that is, those who perform jobs in the service industry.

Realising the demand for pink-collar workers was high, but they were difficult to hire, the website pushed forward in becoming the first online classified ad portal to cater to this market segment.

Currently, the website hosts more than 7,000 job ads and has become the second highest mostvisited website in Malaysia for the array of products and services it offers.

The website is also evolving from a desktop version to a mobile site and now to an app. As it embraces greater technology, Mudah.my will focus on becoming a mobile-centric company to empower Malaysians to be more technology savvy.

Besides job ads, Mudah.my inspires the lives of Malaysians by giving them opportunities to sell and buy second-hand items online through the community. It is a market leader in second-hand goods, the number one online marketplace for cars and among the top sites for property sales. It has proven to be a lot more than a recruitment website.

The past year saw the prominent hire of Gaurav Bhasin who joined Mudah.my as CEO. His passion for architecting new business models, innovation and innovation accounting, a belief in lean start-ups and design thinking, and building brands led him to join the leadership team of 701Search in July 2010.

With the firm’s steady growth in revenue, Mudah. my also saw growth in the number of employees and a greater focus on them in the design of the new office. This includes two-container meeting rooms, a Kampung House Meeting area, and a personal cave (for the days they wish not to be disturbed).

BRONZE Spring Professional (Malaysia) Spring Professional is an international recruitment firm specialising in mid-senior level management in the industries of engineering, IT, property and construction, as well as supply chain and logistics.

Since its inception in March 2013, Spring Professional has expanded its regional footprint to cover eight countries in Asia, while at the same time increasing its repertoire of specialisations.

This bronze winner has ramped up its digital and social media attack with targeted “build, engage and recruit” online tactics, with a particular focus on LinkedIn. Spring has put a lot of effort into becoming a more high-tech specialist recruitment company.

At the end of 2014, Spring embarked on a mobile optimisation charge and the new springasia.com site is now fully optimised for all mobile devices and is fully integrated with its front office system as well as shareable on all social media platforms.

The new site allows CMS job tracking, personalised candidate dashboards, job application history reviews, application analytics, job streaming on mobile for all the latest jobs and jobs streamed straight to Facebook with eco-systemic links to all other social media sites.

Apart from the website interface, Spring provides regular industry updates, informative thought leadership and career advice through its Spring professional leadership series, which is available for download on the Spring Asia website.

At Spring Professional, teamwork is recognised as a very powerful tool and it is committed to fostering a collaborative working environment for its colleagues, and ultimately, for its clients.

Spring’s regional footprint spans eight countries in Asia. It has operations in Europe as well, with the setting up of 45 offices in France and five in Spain.

Spring consultants and employees extend their capabilities beyond the office and across borders to gain valuable knowledge and experience about the unique workings of the recruitment industry in different countries.

Spring is undoubtedly at the cusp of a streamlined and more efficient digital breakthrough as a specialist recruitment company and will definitely expand its “spring to mind” conceptual pitch as its online influence continues to grow. It was also recently commended for “best marketing campaign” at a global awards event.

HR VENDORS OF THE YEAR 2015

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BEST RECRUITMENT WEBSITES

Career88 Career88 is a recruitment agency in Malaysia run by Kayelle (Malaysia) and Jobs Agency (Singapore). The word “Kayelle” comes from the capital of Malaysia – Kuala Lumpur – the starting point of its services.

The company was established in the first quarter of 2011 in Malaysia. In 2014, it branched out to Singapore. Its clients include some of the largest multinationals worldwide as well as local small and medium companies. It focuses on industries such as construction, property development, oil and gas and engineering-related sectors.

Recruitment is all about knowing people, working together and ensuring candidates meet the organisational fit. Career88 pledges to significantly reduce time and effort in the recruitment process by efficiently directing qualified candidates to an organisation. It offers a comprehensive range of services that includes permanent placement, temporary and contract services, recruitment drives and executive search.

It strives to provide the best recruitment service in the industry. Based on a no-placement, no-fee model, Career88 allows companies to try its services before building a long-term relationship.

Whether these companies are looking for a senior executive or just trying to fill a part-time job, their assignments will get the equivalent level of attention and commitment.

The firm offers a comprehensive screening process, including face-to-face interviews with candidates to effectively identify suitable ones for companies to ensure they get the right talent in terms of job requirements and corporate culture.

Career88 understands that companies may require contract and/or temporary staff from time to time for business developments and operational needs. It has a substantial database of qualified candidates that are readily available, assuring a timely response in fulfilling additional manpower requirements, when required.

To speed up the recruitment process for mass recruitment, Career 88 has dedicated HR recruitment specialists to handle the whole process for the hiring needs of companies.

With its name starting with “Career”, this firm endeavours to find careers, not jobs for candidates. A closer look at the logo reveals the number “88” being represented as people.

eFinancialCareers One of the world’s leading financial services careers website, it is focused on helping financial professionals advance in their careers. A DHI Service, eFinancialCareers operates in 19 markets across North America, Europe, the Middle East and Asia Pacific.

It connects finance professionals to companies, and companies to investment bankers, traders, asset managers, relationship managers and other employers in finance.

Its website is built to equip financial professionals with insights and connections to make the most out of their careers. It organises the world’s talent by compiling the most current data in the most searchable fashion. By unlocking data and applying expertise in finance, it allows companies and professionals to make the best decisions about their careers and their workforce. It strives to show professionals the right opportunities and companies the right talent to make recruiting more efficient.

The firm gives financial professionals the vital edge they need to maximise their career. The site contains invaluable industry insights, for example, access to career-changing roles from across the

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industry from leading brands to niche boutiques. It also provides news and analysis, career-shaping advice and professional opinion.

The site focuses on helping financial professionals be the first in line, and best prepared.

It ensures they know about the latest opportunities and have the best market intelligence, wherever and whenever they need it.

For financial recruiters, eFinancialCareers helps them gain a vital edge over competitors. It has an advanced recruitment solution that enables recruiters to source the talent they need, quickly and efficiently. Recruiters have access to the largest pool of top talent with the right mix of skills, who are keen to progress their career to the next level.

And that access, together with invaluable market intelligence, is tailored to the changing needs of business, allowing businesses to leverage a tangible competitive advantage.

Employees at eFinancialCareers are immersed in an exciting, multi-cultural environment that positively embraces change. They are consistently empowered to achieve the results their talents deserve, while developing a commercial edge.

HR VENDORS OF THE YEAR 2015

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BEST RECRUITMENT WEBSITES

JobStreet.com JobStreet.com represents one of Asia’s leading online employment marketplaces, helping facilitate the matching and communication of job opportunities between job seekers and employers, across Malaysia, Philippines, Singapore, Indonesia and Vietnam.

Founded in Malaysia in 1997, JobStreet.com now has a big team of talented individuals, giving it a strong local presence in every country in which it operates. Its vision is to connect businesses with talent and improve lives through better careers.

With its understanding and insights on each market, as well its passion for technology, it provides job seekers the best opportunities and delivers exceptional value to employers.

In November 2014, JobStreet.com became part of the Australian Stock Exchange-listed SEEK – the world’s largest online employment marketplace by market capitalisation. As part of the SEEK family, it

leverages world-class products to match talented job seekers with reputable employers across the region.

JobStreet.com is committed to continuously improving the value it provides to job seekers and employers. To deliver on this, it continues to evolve its products and services offerings to better facilitate the matching of job seekers to employers.

Candidates can expect an easy creation and updates of their online resume. Their online application can be instantly submitted for local and worldwide job opportunities, even as personalised LiNa job alerts are delivered to their email. The website also enables tracking of their job applications and application status, while providing them access to salary reports, career-related tips and more.

Such services are also available on JobStreet. com’s mobile app, which ensures a job application is only one tap away, giving candidates features similar to the website’s functionality.

myStarjob.com This website has been recently revamped with the aim of becoming the ultimate career and talent resource for job seekers and employees. The new product offerings leverage on the Star Media Group’s integrated media platform, ranging from print to digital and online solutions.

The new myStarjob.com offers new features such as a revamped web portal, a career guide in The Star newspaper as well as online, and training to enable employers to not only recruit quality talent, but also develop and retain them.

One of the most prominent new features is Malaysia’s first video resume function called Visume.

Lifeless resumes now come to life as candidates can upload their video resumes to apply for jobs. This allows recruiters to better assess them and conduct a live video interview with potential candidates. This helps cut costs and saves time for both parties.

As part of the newspaper exposure, along with

the well-established recruitment ads print pull out, a weekly 12-page career guide serves as a valuable resource for those seeking professional advice, and for organisations to use this opportunity to profile themselves to attract talent and build a reputation.

The career guide’s contents, including all the articles and related videos, will also be accessible online.

Training services are provided by myStarjob. com, in partnership with Leaderonomics, one of the subsidiaries of Star Publications. These encompass seminars, workshops, on-ground training, and talks by industry leaders, which achieve the single-minded purpose of building better talent in the workforce.

Along with this, myStarjob.com also allows talent to connect with flexible working arrangements through flexWorkLife.my. This feature enables the firm to connect talented candidates with flexible work arrangements and family friendly employers so that they can optimise work-life integration.

YES, we recruit there.

Your single point of contact for all of your hiring needs globally

www.npaworldwideworks.com HR VENDORS OF THE YEAR 2015

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BEST RECRUITMENT FIRMS – NON-MANAGEMENT ROLES (UNDER US$4K PER MONTH)

While some integral skills are industry and jobspecific, the most in-demand employee attributes are those which unanimously straddle across varied positions, regardless of entry levels and/or industries. Leveraging this array of skills, junior staff keep the wheels of the organisation turning and feed the company’s talent development programmes to become the leaders of tomorrow.

Attracting the right junior staff is hugely important and the winner of the Best Recruitment Firm – Non-Management Roles (under US$4k per month) category is the recruitment firm which best supplies its clients with high calibre entry level and junior talent.

Consider yourself in safe hands if you consistently partner with one of the winners and finalists listed in this section.

BEST RECRUITMENT FIRMS (non-management roles under US$4k per month)

BUILDING A STRONG FOUNDATION As an employer, you are constantly on the look out for high potential, multi-skilled talent to do more with less in today’s tight labour market.

GOLD

ManpowerGroup

SILVER

VHR Consultancy

BRONZE

Randstad Malaysia

FINALISTS Adecco Personnel Career Channel Hanodale Technologies Hays Malaysia Kelly Services (Malaysia) Michael Page Finalists are listed in alphabetical order.

GOLD ManpowerGroup Recognised for its contribution to the workforce industry, ManpowerGroup has been in Malaysia for close to 18 years in eight locations nationwide.

With its aspiration to be the number one workforce solution provider through accelerated growth, cost efficiency and constant innovation, this gold winner has grown its business year on year.

ManpowerGroup consistently pursues better allocation of resources and maintains excellent service for clients. The company focuses on building lasting relationships with customers by carefully analysing and understanding their needs and delivering outstanding service. Its commitment to deliver outstanding services also brings it more opportunities and a wider market share.

Some of the innovative products and services it offers include ART (Associate Reassignment Team), a one-stop career platform for all its candidates inclusive of redeployment and counselling; and MYCORE (Centre of Recruitment Excellence), a centralised recruitment hub that responds to client needs by validating resumes with speed and quality.

Other solutions include CRT (Central Research Team), a dedicated high level team that purely runs

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on passive sourcing mode for niche, senior level and international assignments; and BTS (Borderless Talent Solution) which fills scarcity gaps for niche talent in Malaysia through expat hiring and knowledge transfer.

The company also has a Returning Ladies Programme, to maximise the skills and availability of this demographic into the workforce.

Another one is the strategic client services team where each client is dedicated an account manager, with the focus to become a consultative partner for the client through better understanding of their needs and requirements.

The three key drivers in the way Manpower Group operates are people, knowledge and innovation.

People being the main driver of their business, Manpower Group has innovated and implemented various initiatives for its own people. For example, the staff members are sent for frequent internal and external training programmes. The company also believes in hiring the right person for the right role, enhancing career alignment through detailed assessment and profiling.

HR VENDORS OF THE YEAR 2015

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BEST RECRUITMENT FIRMS – NON-MANAGEMENT ROLES (UNDER US$4K PER MONTH)

SILVER VHR Consultancy In a short span of three years, VHR Consultancy has grown from a small study-room set-up into one of the largest engineering specialising executive search firms in Malaysia with a solid reputation for timely and accurate delivery of qualified candidates. The company offers a full range of tailored recruitment solutions including market mapping, personality assessment, and coaching upon on-boarding.

It mainly focuses on the sectors of manufacturing & construction, equipment & trading, and automotive & transportation, within engineering.

With a committed team of expert consultants, VHR Consultancy is able to deliver the highest quality bespoke recruitment solutions on time.

Adopting Michael Porter’s Differentiation Focus Strategy, VHR strongly believes that search consultants must know the industry in-and-out as this provides insightful thinking of the challenges and the candidate's cultural fit. This founding philosophy became the cornerstone for the company’s unique approach in providing services.

VHR offers two key services - retainer and contingency. To best fit its client’s needs, VHR also customises its recruitment services and will go

as far as to execute mass recruitment projects as and when a client needs it. The company takes a systematic view and tailors its plans for both client and candidate to succeed in the long term. It also provides personality assessments that gives its clients high levels of clarity in selection decisions.

Knowing the importance in recruiting the right candidate, VHR bases its own recruitment process on the ASK criteria - attitude (A), skills (S) and knowledge (K). To provide the best service to its clients, the company sends its employees for multiple training programmes including but not limited to DISC – Thomas International in Malaysia and Oh Norman Sales Training. Starting in 2015, the company also provides employees with the opportunity to take part in Harrison Assessments which will help align their qualifications and passion with company specific jobs.

VHR believes the key success factors that will bring the company to greater heights are building a service-oriented organisation, by giving sufficient training programmes to employees, implementing a systemised structure, and being heavily involved in the digital space with LinkedIn and Facebook.

BRONZE Randstad Malaysia In today’s digital age, leveraging on various electronic platforms for recruitment is essential for success.

That is exactly what Randstad is known for. The company employs a unique sourcing strategy, a part of which focuses on social media to enhance targeted recruitment campaigns by investing in ad campaigns. Coupled with other social media and digital activities, this has helped the Randstad website receive an impressive hit rate to date.

The company runs a sourcing centre from its Kuala Lumpur office, with dedicated researchers assigned to specific client engagements. Through this centre, Randstad is capable of running multiple talent searches for global companies. Thereafter, its specialist recruiters take over and qualify all potential candidates before profiling them to our clients.

Leading the way in innovation, both globally and locally, the company has set up a Randstad Innovation Fund, a one-of-a-kind in the recruitment industry, with a constant focus on seeking out and investing in the newest disruptive technology. This commitment to invest in emerging technologies has given Randstad a competitive advantage in the increasingly evolving HR services industry.

The company has strenthened its leadership team across multiple divisions including through the new appointment of Ryan Carroll as country director in order to build, develop and lead a team of high performing consultants.

In order to ensure a consistent service level across the business, all new staff are required to go through a comprehensive 16-week induction programme which sees consultants being trained on Randstad’s values and recruitment standards. As a result, the company is able to achieve high levels of satisfaction for both clients and candidates.

Having just turned 55 globally, while believing that happy employees will focus on delighting clients and candidates, the company celebrated its anniversary by reinforcing focus on organisational culture and people. In recognition of its teamwork, unity and high performance culture, Randstad organises a half-day activity based celebration, the Great People Day, for its staff every year.

This event fosters a sense of affinity amongst staff, reinforces Randstad’s culture and values, and ensures employees understand their importance and value to the organisation.

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BEST RECRUITMENT FIRMS – NON-MANAGEMENT ROLES (UNDER US$4K PER MONTH)

Adecco Personnel

Career Channel

Hanodale Technologies

Adecco Malaysia strives to provide lifelong employment for everyone per their personal, family and geographical needs and abilities.

At the same time, it aims to foster dialogue with its societal, governmental and business stakeholders to unlock the potential of its clients’ staff as well as its own.

Placing customer satisfaction among its top priorities, the firm conducts surveys and workshops to keep in touch with clients and candidates alike to gain their valuable feedback.

This has played a huge part in the development of Adecco’s business and service standards.

The firm’s consultants are specialised in specific industry and business divisions such as banking, engineering, IT and more. They also possess the relevant expertise as well as knowledge of industry and employment trends.

In 2013, the firm included retail outsourcing as a specialty branch due to the increasing need for customised solutions for its mid-tier to luxury retailers. This is aligned with Malaysia’s position as an increasingly popular destination for shopping and events.

Adecco Malaysia offers a range of services including recruitment services, employment and outsourcing services, HR consultation services, training solutions, and outplacement services, all of which are geared towards helping people work more effectively and efficiently. One such example is the aspect of technology. Adecco Malaysia noted behavioural shifts in the general audience towards digital platforms and has tweaked its various job posting platforms to make job distribution more effective for consultants.

Adecco is also well aware that people are a company’s greatest assets. It has a strong focus in the area of employee development and has developed Adecco Academy to recognise and develop talents within itself.

Having seen impressive double digit growth in revenue over the past year, Career Channel Executive Search plans to expand deeper into Malaysia to better support its clients. At the end of 2014, the firm established a Junior Perm division covering the bulk of the recruitment of junior staff (salary range below RM5,000) for its clients across the whole of West Malaysia.

The company has also confirmed a jointventure with Intersearch in order to enhance its services to support clients to recruit from within as well as outside of Malaysia.

With a sharp eye for selecting the best fit candidate, Career Channel has seen steady growth in headcount as well as minimal attrition rate, assuring clients of doing an excellent job in securing the right candidate for them.

As a result, the company has also witnessed significant year-on-year growth in new clients.

The company’s senior leadership team consists of talented experts who are deeply rooted in the industry. The company believes in empowerment of women, and clients can be sure that Career Channel will have the philosophy of gender equality ingrained into its recruitment processes.

Career Channel also believes that in order to ensure the best service is provided to its clients, developing and understanding its own employees is crucial. It provides a result-oriented work environment and allows its employees plenty of flexibility. This follows its view that a happy employee is a great employee and this will ultimately help bring about better results for clients.

The company also believes in equal opportunity and having a multicultural environment so that it is able to leverage on the strength of being diverse.

Hanodale takes great care in identifying the right candidates for its clients’ nonmanagement roles as they are the future managers of the organisations. The company is known for having a good understanding of its clients, as well as its transparency to clients and candidates alike.

With transparency being Hanodale’s key differentiator, the company allows clients to login to the system to access candidate resumes and shortlist them. This allows its clients to get a feel of the candidate’s expectations in terms of salary and benefits expected as well as other information like their work permit and legal status.

One of the company’s key products, TMS Boss, was conceptualised by Hanodale’s staff under the sales, recruitment and technology team and was projected to the leadership team.

Hanodale believes a candidate with a “can-do” attitude can be groomed even if they lack technical competencies. While recruiting, it administers a “Can-Do” attitude test to evaluate its candidates, and its own employees.

Hanodale also opines that in order to succeed, it has to satisfy the client’s needs either by providing qualified resources or delivering cost effective solutions which would enhance its clients’ return on investments.

The company communicates its vision of being “a recognised and trusted company that delivers quality and cost effective software solution within a minimum time frame using automated software development process” to its employees and clients.

Hanodale’s leadership team also communicates regularly with its clients and partners on the latest development in the human capital and technology perspectives in order to ensure that its customers are making the most of trends.

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HR VENDORS OF THE YEAR 2015

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BEST RECRUITMENT FIRMS – NON-MANAGEMENT ROLES (UNDER US$4K PER MONTH)

Hays Malaysia

Kelly Services (Malaysia)

Michael Page

Hays is known as a market leader in recruitment of skilled professionals in Malaysia since its entrance into the market in 2012. Its deep expertise allows it to recruit across more than 16 areas spanning accountancy & finance, banking & financial services, IT, construction, engineering and HR, to name a few.

The company has been accredited with the International Quality Standard ISO 9001:2008.

Due to Hays’ strong global and regional footprint, it is able to source professionals from both its global network of mobile candidates and its extensive database of local nationals.

Committed to delivering the best service to its clients by finding them the best talent available, Hays uses innovative candidate sourcing techniques which include system integrations with Google and LinkedIn across its database of screened and assessed candidates, enabling far reaching and accurate search results.

With a high volume of applications and impressive number of visits per month on its websites in Asia, Hays has access to a readily available pool of talent. It also has a large pool of passive candidates on its easy to use database, and through its numerous LinkedIn connections and strong following.

The Hays Talent Solutions business is a leading Recruitment Process Outsourcing expert, delivering intelligent resourcing through a combination of market insight, technical excellence and unrivalled methodology.

The company offers full outsourcing solutions to manage the end-to-end resourcing process or modular-based services to support customers' existing infrastructure. Its services range from discreet projects to support a single Shared Service Centre or site to large scale projects. The company frequently measures customer satisfaction as well.

Since 1984, Kelly Services has been partnering with the best local companies, Government agencies as well as some of the world’s most prominent multinational companies to deliver the best talent in the market.

With over 30 years of leading the total workforce solutions industry in Malaysia, Kelly’s team of dedicated professional and technical consultants places an impressive amount of talent annually with reputable companies. The firm offers a comprehensive array of outsourcing and consulting services as well as world-class staffing on a temporary, temporary-to-hire, and direct-hire basis.

Kelly has a philosophy of building long-term relationships and its portfolio demonstrates the trust and expertise it is recognised for. At the same time, its ability to manage and retain clients is well validated by its list of loyal clientele.

The last year produced new milestones in terms of winning good clients, demonstrating its ability to help companies with their talent and recruitment needs. Launched in May 2014, Kelly’s career portal keeps candidates aware of new job opportunities in nearly every discipline and industry and has a strong pool of members.

The company’s Business Process Outsourcing (BPO) solutions involve Kelly owning and managing the selected process based on defined and measurable performance outcomes such as increased sales, better customer satisfaction, higher level of employee engagement and productivity. This solution allows its partners to focus on strategic business initiatives while Kelly manages critical non-core activities to support business tactics.

Kelly dedicates a specialist team to every partner it supports, that is equipped with adequate industry and company knowledge.

2016 will mark five years of recruitment excellence in Malaysia for Michael Page. As part of PageGroup, it is a leading provider of permanent, contract and temporary recruitment for qualified professionals, clerical professionals and executives. It comprises of 25 disciplines – each providing a service to a specialist area of the market. The company recruits permanent, temporary, contract and interim opportunities, typically from second/ third job levels upward and works with SMEs to global blue-chip organisations.

The company’s agility gives it the confidence to respond quickly to opportunities and challenges as they appear, navigating the dynamic recruitment space with ease.

True to the Group business model, the Malaysia office has diversified and recruits in 12 disciplines including accounting, engineering & manufacturing, human resources, information technology, marketing, oil and gas to name a few. As a part of PageGroup, Michael Page can leverage on the Group’s scale and access industry-leading technology to support the businesses.

In 2015, PageGroup rolled out and enhanced several key technologies including the Page Recruiting System, NextGen Website, Yammer - PageGroup’s newest communications platform and Join PageGroup - its unified global careers website.

Crucial to Michael Page’s success are its people and its strategy to grow organically is achieved by drawing upon their skills and experiences, ensuring that the best, most experienced, home-grown talent are in each key role. Hence, Michael Page Malaysia is led by a directorate group possessing in excess of 100 years of PageGroup experience. Indeed, the company offers its consultants a welldefined and varied career in recruitment.

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full control of the business, high calibre middle managers are confident in their abilities and well looked after by their current employers.

But they are looking to accelerate their careers and are open to joining a new employer if it means taking a step up into a more senior role.

The winner of the Best Recruitment Firm for mid-management roles (US$4k-US$10k per month) award is the recruitment firm which excels at identifying high potential talent and linking them with the companies and roles which are the best fit.

With hundreds of recruitment firms in this category dotting Malaysia’s landscape, if you are working with any of the 10 on this list, you can be assured of working with the best of them.

MANAGING THE MIDDLE The average tenure of a manager has shrunk to less than four years on the job. With companies having to replace key personnel so often, this can lead to a drain on the senior team’s time and financial resources to fill vacancies.

What is more important is these costs – be they monetary or non-monetary – are avoidable.

Both line and HR managers can nip the problem in the bud with a strong hiring process.

However the reality is, mid-level talent is often the trickiest to recruit.

Investing in the pipeline of middle managers and grooming them for future leadership positions is

BEST RECRUITMENT FIRMS (mid-management roles US$4k-US$10k per month) GOLD

Hays Malaysia

SILVER

VHR Consultancy

BRONZE

Robert Walters

FINALISTS Adecco Personnel cited as the number one concern of HR heads. Hay Group’s 2012 study on Next Generation HR listed “developing future leaders” as the top priority for HR leaders, not just then, but for at least the following five years.

Experienced enough to understand their core function, yet not sufficiently seasoned to take

Capita Global Hanodale Technologies Kelly Services (Malaysia) ManpowerGroup Michael Page Randstad Malaysia Finalists are listed in alphabetical order.

GOLD Hays Malaysia Leading the category this year is Hays – the world’s leading expert in recruiting qualified, professional and skilled people across a wide range of specialised industries and professions. The firm has been in Malaysia since 2012 and is accredited with the International Quality Standard ISO 9001:2008. This gold winner has also made its mark in the field of permanent professional recruitment.

This year, Hays Malaysia opened its second office, and it now has a significant number of staff operating across more than 16 areas of expertise in the country, including accountancy and finance, banking and financial services, IT, construction, engineering, HR and many more.

As an international recruiter, Hays has a global and regional footprint, and is able to source professionals from both its global network of mobile candidates and through a database of local nationals.

Hays employs a specialist business model and believes in developing deep expertise in each of the industries in which it recruits. It makes use of this expertise to inform clients, candidates and the wider community on recruitment-related trends and insights affecting various sectors and professions.

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The firm is focused on finding solutions combined with quick responses and a flexible tailored service. It is committed to delivering the best service to clients by finding them the best talent on the market. Hays’ impressive candidate-sourcing techniques include system integrations with Google and LinkedIn across its database of screened and assessed candidates, enabling far-reaching and accurate search results. With a high volume of applications, and a large pool of passive candidates on its database, it has constant access to a readily available pool of talent.

To ensure its ongoing success, the firm relies on a talented and engaged workforce. Hays is determined to be recognised as the global industry leader for the way in which it trains and develops its people – not only in the quality of the provisions it offers, but also in the way it builds a culture that truly supports and encourages learning, networking, knowledge creation and sharing.

Its training and development programmes focus on developing people into recruitment experts, and giving them the opportunity to further develop their careers to senior-management level.

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SILVER VHR Consultancy Silver winner VHR Consultancy has become one of the biggest specialist engineering recruitment firms in Malaysia serving mainly clients looking to hire mid to senior-level talent.

With a solid reputation for timely and accurate delivery of qualified and talented candidates, the recruiter offers a full range of tailored recruitment solutions, including market mapping, personality assessment, and coaching upon onboarding. The firm focuses on the engineering sector, which includes manufacturing and construction, equipment and trading, and automotive and transportation.

VHR offers two types of key services, namely retainer and contingency, which target mid to higher-level positions. It customises recruitment services based on clients’ needs, and has executed mass recruitment projects when clients have such requests. The firm believes that searches should be conducted by consultants who know the ins-andouts of the industry because they are able to provide insightful thinking of the challenges faced by the position, the candidates’ cultural fit and capabilities within the organisation.

It has many years of experience managing

executive and top management searches in engineering-based public listed and multinational companies. With a well-connected network, a proven proprietary methodology and a committed team of consultants, it is capable of delivering high quality bespoke recruitment solutions on time.

VHR takes a systematic view and tailors plans for both clients and candidates to succeed for the long term. It provides personality assessments that give clients a high level of clarity for all candidate selection decisions. To help clients locate the best talent in engineering, the recruiter is also in close contact with service-oriented organisations to provide training programmes to employees on the latest industry trends and talent needs.

VHR also makes use of systemised structures such as recruitment software and individual consultants’ performance reviews and is heavily involved in digital spaces such as Facebook.

This year, VHR provided opportunities for employees to take part in Harrison Assessments.

These assessments were structured to align people’s qualifications and passions with the relevant company specific jobs.

BRONZE Robert Walters Established in 2006, Robert Walters Malaysia is one of the leading global specialist professional recruitment consultancies in the region.

This bronze winner’s localised expertise gives companies unique insights into specific industries and job markets, while the group’s global footprint enables it to meet the demands of candidates and clients whose needs extend beyond Malaysia.

A majority of Robert Walters’ recruiters are industry professionals and are equipped with the necessary market knowledge, professional memberships, affiliations and network connections.

To keep abreast of the areas they specialise in, consultants regularly attend or participate in industry forums and conferences. This enables them to keep updated on the latest industry trends, challenges and developments, and helps them bring the right candidates and clients together.

Robert Walters is committed to investing in their personal and professional development to ensure consultants offer the highest quality of service available to clients. For example, a specialist accounting and finance recruiter, who has come from the industry, has the ability and knowledge to

speak confidently about market trends, employment requirements and is even able to provide consultative advice to clients on a tailored recruitment solution that addresses their needs.

Innovation continues to be central to its strategy for growth, providing unique ways to strengthen relationships with clients and candidates. The Robert Walters salary checker app enables job seekers to check and compare their salaries on the go. Salary figures are updated according to the most recent global salary survey numbers for the most accurate comparison. The app regularly features in the top 10 business apps across multiple countries.

The firm's ability to understand and address market demands has enabled it to stand apart from its competition.

Given the talent shortage faced by clients in Malaysia, it leverages its international database and strengthens the local talent pool by tapping on Malaysians living and working overseas, through its “Returning Malaysian” initiative.

This allows the firm to reach out and keep in contact with Malaysians overseas who are thinking of moving back home.

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Adecco Personnel

Capita Global

Hanodale Technologies

Adecco Malaysia offers a range of services including recruitment, employment and outsourcing, HR consultation, training solutions, and outplacement.

With skilled talent and talent attraction areas of focus for many companies, Adecco strives towards innovative solutions. With talent from different fields, backgrounds, walks of lives and interests, it launched Top Talent Alert in 2015, aimed to increase the number of float candidate interviews.

Technology is another area of focus for Adecco Malaysia, with behavioural shifts in the general audience towards digital platforms, more evident today than five years ago.

In the past 12 months, Adecco Malaysia has revamped its website for better usability.

Job posting platforms were enhanced to make job distribution more effective for consultants and an increasing number of job applications are evident through the website since this improvement.

People remain the most important asset in the business, and knowing this, the products and services Adecco Malaysia has developed are geared to help people work more effectively and efficiently. Adecco is the first in Malaysia to provide a career programme for the nation's athletes under the Athletes Career Programme initiative together with the International Olympic & Paralympic Committees and Malaysia National Olympic Council. As part of the programme, Adecco has a two-tier approach combining structured career training and job placement for athletes in Malaysia. Under Career Training, Adecco helps athletes through career assessment, CV, and personality assessment. Adecco also helps athletes develop an actionable career plan with additional studies or training opportunities per the recommendations received.

Capita Global was incorporated in Malaysia in February 2012 and has since become among the fastest growing recruitment agencies in Malaysia. Capita Global Malaysia has recently gained new market ground in areas such as retail, technology outsourcing and pharmaceutical sectors where its has steadily added headcount to keep up with the increasing demand.

Its business support division is the core offering, partnering clients in many mid-level corporate support placements. Capita’s temporary and contract placement division has also made great progress into RPO services with the inception of Capita Global Outsourcing in 2013. Since then, Capita has partnered with many MNCs and local conglomerates and its temp and contracts businesses is now a core area for the company’s growth.

Capita Global has always adopted the “inward approach” in its practices, by putting its people first. The firm believes all it has achieved so far would not have been possible without its strong team. The firm also believes in contributing back to society through charitable contributions as well as giving graduate students free career advice. It provides job seekers free consultancy on effective resume writing and interview preparations. As a member of the British Malaysian Chamber of Commerce and NPA Worldwide, Victor Cheah, country director of Capita Global, regularly holds meetings with market and industry leaders on current issues affecting Malaysia.

Another key contributor is the firm's jointventure partnership with Intelligence Asia from Japan. Through this venture, Capita Global is able to further expand its market offering and reach into the Japanese placement market in Malaysia, making a significant impact to the overall business results.

Identifying the right resources for nonmanagement roles is a challenging task, considering these professionals will go onto become future managers of organisations.

Keeping this in mind, Hanodale Technologies prides itself in understanding client requirements to the best of its abilities.

One of the key success factor for Hanodale is transparency. Customers can login to the company’s systems and shortlist candidate resumes. This gives them a feel of the candidate's needs, in terms of salary and benefits, work permit, and legal status.

The challenge in identifying mid-level resources, however, is they are next-in-line to their managers. So, during Hanodale's recruitment cycle, they are evaluated for people management and negotiation skills in addition to domain and technical skills.

Hanodale strongly believes that any candidate with a “can-do-attitude” can be groomed even if he or she lacks technical competencies. During recruitment, Hanodale administers the “can-do attitude” test, and then identifies the top performers.

Out of the talent pool available Hanodale goes as far as to train the cream of the crop on things like conflict management and emotional intelligence, to aid their move to the next cadre.

Hanodale constantly works with leading universities for industry perspectives on what is being expected from students and how they should equip themselves. The firm's leadership team has delivered lectures on entrepreneurship development as well.

Hanodale's MD is T Venkatesh Prabhu, a successful entrepreneur with more than a-decade-and-a-half years of experience in the field of IT. Throughout his career he has executed projects valued at more than eight million Malaysian Ringgit.

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Kelly Services

ManpowerGroup

Michael Page

With more than 30 years of leading the total workforce solutions industry in Malaysia, Kelly Services has been partnering with local companies, government agencies and multinational companies to deliver the best talent in the market.

Kelly’s specialist search solutions offer a high-touch permanent recruitment service to some of the most respected organisations in Malaysia. Based on the requirements from the Ministry of Human Resources to separate temporary search with permanent placements from temporary and contract hiring, this portfolio was formed in October 2013. Kelly has since acquired various finance, banking and engineering clientele as part of its portfolio.

Kelly’s job board, launched in 2014, is its career portal that keeps candidates aware of new job opportunities in nearly every discipline and industry.

In an effort to go green, Kelly has also kicked off e-initiatives such e-payslips and e-birthday cards for candidates, e-glad letters sent to clients who hired the firm’s candidates and e-congrats letters to candidates.

Having operated in Malaysia for nearly 18 years, Manpower has eight locations nationwide and employs an impressive number of associates.

Manpower believes there is no such thing as a bad employee, but rather a mismatch of jobs, so it strives to ensure each future employee fits into the right role for the right reason.

In recent years, the recruiter has brought in a series of innovative solutions to enhance its services. Manpower’s borderless talent solutions helps to fill scarcity gaps for niche talent needs in Malaysia through expat hiring and knowledge transfer. This team is dedicated in mapping the region. For senior and more complicated roles, the central research team runs on a passive sourcing mode.

Clients working with Manpower for consulting services are handled by the strategic client service team, whose focus is to become a consultative partner for the client. Further, ManpowerGroup’s associate reassignment team provides a one-stop career platform to help candidates develop their careers through services such as redeployment and counselling, while managing candidate attrition.

2016 will mark five years of recruitment excellence in Malaysia for Michael Page. The company, part of PageGroup, is a leading provider of permanent, contract and temporary recruitment for qualified professionals, clerical professionals and executives.

Its Kuala Lumpur office is a platform for expansion in the region, and supports Thailand, Vietnam, Philippines and emerging markets, recruiting for disciplines such as accounting, engineering and human resources. It leverages on the group’s scale to access industry leading technology to support businesses.

PageGroup’s page recruiting system standardises systems and ways of working, thus increasing productivity for businesses.

The newest communications platform adopted by the firm, Yammer, is a corporate social network that allows the group’s staff to collaborate with colleagues anywhere in the world. At the same time, the recent launch of the unified global Michael Page careers website has signalled a powerful change in the way the company communicates its employer brand to potential candidates.

Randstad Malaysia Randstad’s strategy to the recruitment sector is one that blends a key account management strategy together with a 360-approach from its consultants.

Randstad runs a sourcing centre from its Kuala Lumpur office, where it assigns researchers to specific engagements with clients.

It currently runs multiple talent searches for global companies through the sourcing centre, after which, specialist recruiters take over and qualify all potential candidates before profiling them to clients.

Randstad puts a lot of focus on innovation, both globally and locally. The Randstad Innovation Fund is the only one of its kind in the recruitment industry,

with a constant focus on seeking out and investing in the newest disruptive technology.

Employing a unique sourcing strategy, Randstad focuses on social media to enhance targeted recruitment campaigns by investing in ad campaigns. Randstad is also honoured to be the only HR services provider included as a member in the professional services industry of the Dow Jones Sustainability Indices review in September 2015. The firm has been the official partner of the Williams Martini Formula 1 Racing Team since 2006, with the aim of developing and understanding high performing teams.

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LOAD UP YOUR LEADERSHIP As market boundaries blur and organisations try to cope with increasingly diverse workplaces, the question of senior leadership has to be raised.

Questions such as: do our current senior managers have what it takes to pave the way for your organisation’s successful future? What makes a truly exceptional leader? How can we find and groom the next generation of leaders?

Answers to all of these lie at the heart of recruitment of senior managers and leaders.

Talking to senior managers and discussing their

careers takes a sophisticated set of skills, not the least of which is the ability to communicate at their level and establish trust.

Identifying senior candidates who are ready for business unit management or top leadership roles and then persuading them to move is an extremely difficult task.

The Best Recruitment Firm – senior management roles (over US$10k per month) category winner is the recruitment firm which has best demonstrated consistent success in this high level area.

If your senior-level recruitment mandate lies with any of the 10 firms who have made their mark on this list, then you have just raised your chances of success at hiring leaders.

BEST RECRUITMENT FIRMS (senior management roles over US$10k per month) GOLD

Kelly Services (Malaysia)

SILVER

Hays Malaysia

BRONZE

ManpowerGroup

FINALISTS Adecco Personnel Career Channel Hanodale Technologies Michael Page Robert Walters Spring Professional (Malaysia) VHR Consultancy Finalists are listed in alphabetical order.

GOLD Kelly Services (Malaysia) Since 1984, Kelly has been partnering with top local companies, key government agencies as well as some of the world’s most prominent and successful multinational companies to deliver the best talent in the market.

With decades of experience in leading the total workforce solutions industry in Malaysia, Kelly’s team of dedicated professional and technical consultants successfully recruits and places a significant number of talent annually with reputable companies; positioning itself as one of the preferred working partners for these companies. For the convenience of its clients, Kelly Malaysia has 13 offices across strategic locations in Malaysia – Kuala Lumpur, Melaka, Penang and Johor Bahru – while being supported by a professional workforce.

Kelly’s executive search team specialises in C-level searches. It also has an outsourcing and consulting team known as KellyOCG. This team provides extended solutions such as recruitment process outsourcing, business process outsourcing, contingent workforce outsourcing, career transition and executive coaching, executive search and consulting.

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KellyOCG was ranked as a leader in the NelsonHall NEAT evaluation for managed services programmes (wider talent management focus market segment) in December 2014.

The firm’s 30-year history gives it strong references within the communities it works in, and its practices are designed with extensive research support to broaden its reach in identifying top talent worldwide for its clients.

Assisting clients in acquiring the best talent to match their strategic direction and growth is its priority. Kelly’s success today is directly related to the many benefits its clients enjoy as a result of their strategic hires. Its portfolio demonstrates the trust and expertise Kelly is recognised for. Its clients encompass a wide range of industries such as FMCG, healthcare and information technology.

This gold winner values its staff and makes every effort to motivate and retain them, with strong retention strategies in place. Kelly invests significantly in learning and development to ensure all employees are comprehensively trained. Kelly Malaysia established a Kelly School of Learning Development, in operation since 2013.

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SILVER Hays Malaysia Hays is Malaysia’s market leader in the permanent recruitment of skilled and professional people. Its deep expertise allows it to recruit across more than 16 areas, spanning accountancy and finance, banking and financial services, IT, construction, engineering and HR to name a few. It is accredited with the International Quality Standard ISO 9001:2008.

Due to its strong global and regional footprint, Hays Malaysia is able to source professionals from its global network of mobile candidates and its extensive database of local nationals. The firm’s approach proactively focuses on finding solutions combined with quick responses and a flexible tailored service, while finding the best talent in the market for its clients. Its innovative candidatesourcing techniques include system integrations with Google and LinkedIn across its database of screened and assessed candidates, enabling far-reaching and accurate search results.

To ensure its ongoing success, Hays relies on a talented and engaged workforce. It is determined to be recognised as the global industry leader for the way in which it trains and develops its people – not only in the quality of the provisions it offers, but

also in the way it builds a culture that truly supports and encourages learning, networking, knowledge creation and sharing.

Its training and development programmes focus on developing its people into recruitment experts, and giving them the opportunity to develop their careers to a senior-management level. The career path at Hays is clear and transparent at all levels and built on a foundation of meritocracy. Appraisals and career reviews are regularly performed and successful employees can seek local, regional and global opportunities within the company through a supportive internal environment.

Hays has been accepting students from tertiary institutions as part of its internship programme for the past couple of years. The internship gives students the foundations they need to enter the workforce once they graduate, with some of them joining the firm full-time once they graduate.

Hays’ talent solutions business delivers intelligent resourcing through a combination of market insight, technical excellence and unrivalled methodology, providing talent solutions that will transform businesses.

BRONZE ManpowerGroup Having adopted the philosophy of efficiency into its day-to-day operations, ManpowerGroup consistently pursues the efficient allocation of resources, while maintaining excellent services for its clients. Its growth in business and revenue demonstrates its ability to adhere to such standards.

Client retention plays a critical role in sustaining its growth and long-term profitability.

The company focuses on building lasting relationships with its customers by carefully analysing and understanding their needs and then delivering outstanding service. Consequently, the company’s customers honour it with their loyalty.

Although retaining clients is necessary, growing the business by acquiring new clients is still an important aspect of increasing this bronze winner’s presence in the market. Its commitment to deliver outstanding services brings it more opportunities and a wider market share.

The firm monitors its performance based on outcomes. As such, it has implemented a flexwork arrangement. With staggered working hours, employees have become more productive and focused on the time spent in the office.

In the past couple of years, ManpowerGroup has embarked on high-profile assessments to ensure the right person is fitted to the right job. This initiative has since enhanced career alignment through detailed assessment and profiling. The firm helps candidates get the right job and ensures its clients have the best talent with cultural fit, along with traits and competence for success.

As part of giving back to the industry, Manpower has in place initiatives which include carrying out a yearly graduate programme with SEGI College, called the student talent enhancement programme (STEP).

Under this programme, the company provides graduates with soft training, industry training, assessment and counselling.

Having been around for nearly 70 years, with 4,000 offices worldwide, this firm evidently lives by its core values of people, knowledge and innovation.

Year in and year out, it has been recognised for its contribution and professionalism in the workforce industry. Among its many recent accolades was being listed among the world’s most ethical companies by Ethisphere, and Fortune’s list of the world’s most admired companies.

HR VENDORS OF THE YEAR 2015

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B E S T R E C R U I T M E N T F I R M S – S E N I O R M A N A G E M E N T R O L E S (O V E R U S $10K P E R M O N T H)

Adecco Personnel

Career Channel

Hanodale Technologies

Adecco Malaysia’s continual success can be attributed to the wide range of quality services it provides to its clients and candidates.

The firm’s consultants specialise in specific industries and business divisions.

Adecco has also restructured its speciality staffing services, delivered through divisions in banking, engineering, information technology, manufacturing, accounting and finance and retail outsourcing.

Retail outsourcing was included in 2013 as a speciality branch due to the increasing need for customised solutions for mid-tier to luxury retailers. This aligns with Malaysia’s position as a popular destination for shopping and events.

In 2015, Adecco Malaysia also revamped its website for better usability. It has seen an increasing number of job applications through the website since the changes were made.

As with the industry, skilled talent and talent attraction is an area of focus for the company. Adecco continues to strive towards innovative solutions for talent attraction and talent sourcing. For talent from different fields, backgrounds and interests, the company launched a programme called “top talent alert” in 2015, with the aim to increase the number of float candidate interviews.

As one of the leaders in the staffing industry, Adecco is aware of its role in the markets in which it operates in. The firm constantly strives to uphold and foster the dialogue with its societal, governmental and business stakeholders to unlock the potential of its workers, clients and solutions.

Further, its staff are sent for regional training organised by the Adecco Academy on topics such as service excellence and sales leadership to gain the tools and experience needed to excel in their dealings with clients and candidates as well as with their colleagues.

Career Channel believes in developing and understanding its employees so it can work in partnership to create a win-win situation.

It strives to build a result-oriented work environment and prides itself on allowing flexibility to its employees. It is aware a happy employee will be a great employee, and this will bring about better results and employee retention. It cultivates an environment of equal opportunity and one in which it can leverage on all its employees’ strengths.

In the past year, the company established a junior permanent division, which covers the bulk of the recruitment of the salary range below RM5,000 covering the whole of West Malaysia. It also confirmed a joint venture with InterSearch to enhance services to recruit from outside of Malaysia and vice versa.

Also in the past 12 months, Career Channel’s Penang branch moved to a new office where further expansion has been planned to support this growth. The opening of a Johor brand is planned in 2016 to support clients from South Malaysia.

The firm’s senior leadership team comprises Janice Chong, who has been in the executive search industry since 1998 and established Career Channel in 2006 together with the founding partner. Her strength is in operations, management, training and sales.

Also part of the senior leadership team is Ahmootha Ramachandran, who brings with her HR and executive search experience since 1997 and is among the shareholders of the company.

Her strengths are in sales, management, operational and HR. She has played a key role in developing the whole spectrum of HR for the company and is constantly providing new benefits to employees. The firm’s finance director K.S. Ng has 15 years of experience in the IT industry, along with a financial background.

The challenge in identifying senior management resources is that they are the ones who contribute most to revenue increase and business growth. As such, the success of Hanodale’s talent management services lies in understanding client requirements.

Identifying the right resource for a management role is a challenging task as the individual in question may bear the future of the organisation on their shoulders.

Hanodale strongly believes any candidate who has a “can-do” attitude can be groomed even if they lack technical competencies.

That’s why, while recruiting a candidate, Hanodale administers a “can-do” attitude test to evaluate candidates. Another key success factor for Hanodale is transparency.

Customers can login to the firm’s system and access candidate resumes and shortlist them.

Hanodale shares the internal assessment results to its customers through its portal.

By accessing the candidates’ resumes customers get a feel of the candidates’ expectations and salary and other information such as a candidate’s work permit, legal status and benefits expected by them.

TMS boss was conceptualised by the Hanodale employees representing sales, recruitment and technology, and was projected to the leadership team. After a careful study the leadership team decided to convert the concept into a product and entrusted it to the employees. Thus, the success of this product was a direct outcome of the employees’ dedication, even as the leadership team of the managing director, technical director and talent management services director supported it.

Hanodale’s managing director Venkatesh Prabhu is a successful entrepreneurial business leader. Apart from IT, his passion lies in mentoring and coaching.

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HR VENDORS OF THE YEAR 2015

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B E S T R E C R U I T M E N T F I R M S – S E N I O R M A N A G E M E N T R O L E S ( O V E R U S $ 10 K P E R M O N T H )

Michael Page

Robert Walters

Michael Page is one of PageGroup’s three operational brands, and it has undoubtedly played a role in the group’s success by leveraging on the group’s proven business model. PageGroup offers its consultants a welldefined and varied career in recruitment. This includes a clear development structure with significant opportunities for the most talented.

A focus on team-based performances, rather than individuals, promotes positive corporate behaviour and consistent quality of service for clients and candidates. Its operational metrics focus on productivity by team, discipline and geography. This bottom-up approach aligns expansion criteria throughout the group, focusing and optimising investment on key priorities. The firm also regularly moves experienced directors into markets where they can add the most value and guide the business through the challenges of a market cycle, while motivating the key senior talent.

The company’s Kuala Lumpur office is a platform for expansion in the region. It supports Thailand, Vietnam, the Philippines and emerging markets.

Established in 2006, Robert Walters Malaysia is one of the region’s leading global specialist professional recruitment consultancies. Its localised expertise gives it unique insights into specific industries and job markets, while the group’s global footprint enables it to meet the demands of candidates and clients with needs beyond Malaysia. The Robert Walters brand is synonymous with innovation, vision and leadership in the global recruitment market. Robert Walters Malaysia specialises in specialist recruitment across disciplines such as accounting, human resources and legal.

Diversity is at the heart of this international business. Robert Walters is an equal opportunity employer and aims to provide a working environment and culture that recognises and values differences.

Equally, the company helps its clients recruit the most diverse workforce possible.

It selects on merit, experience and appropriateness for each role. Whether the firm is recruiting for its own business or for its clients it engages with potential candidates across a broad range of outlets.

Spring Professional (Malaysia) Spring Professional is an international recruitment firm specialising in mid-senior level management in the industries of engineering, IT, property, as well as supply chain and logistics. Within two years of operations, Spring Professional has expanded its regional footprint to cover eight countries in Asia, while increasing its repertoire of specialisations.

Since its inception in March 2013, Spring has ramped up its digital and social media attack with targeted “build, engage and recruit” online tactics with a particular focus on LinkedIn – where the firm has garnered impressive growth. At the end of 2014, Spring embarked on a mobile optimisation charge and the new springasia.com site is now fully optimised for all mobile devices and is fully integrated with its front office system as well as shareability on all social media platforms.

Spring’s regional footprint across eight countries in Asia provides key opportunities for its employees to extend their capabilities across borders to gain valuable experience about the recruitment industry.

VHR Consultancy VHR Consultancy has become one of the biggest specialist engineering recruitment firms in Malaysia with a solid reputation for timely and accurate delivery of qualified and talented candidates. It offers a full range of tailored recruitment solutions, including market mapping, personality assessment, and coaching upon onboarding.

The firm believes searches should be conducted by consultants who know the ins-and-outs of the industry as this provides an insightful thinking of the challenges faced by the position, the candidates’ cultural fit and capabilities within the organisation.

The extraordinary combination of years

of experience managing executive and top management searches in engineering-based publiclisted and multinational companies, a remarkably well-connected network, a proven proprietary methodology and a commitment by its team of expert consultants is what enables the company to deliver the highest quality bespoke recruitment solutions on time.

VHR believes in a motto: “If you have the passion to do something on your own, go build it. Think big – start small – build strong!” The firm prides itself on building a service-oriented organisation by giving sufficient training programmes to its employees.

HR VENDORS OF THE YEAR 2015

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BEST OVERALL RECRUITMENT FIRMS

RECRUITING WINNERS It is no secret that economies in Asia are among the fastest growing the world has ever seen, and this is a reflection of the region’s significantly important contribution to various aspects of global business and market development.

For this reason, access to a qualified and skilled pool of candidates is the foremost priority of business leaders. Regionally, the heightened competition for talent in Asia is also having a direct

impact on recruitment processes, which means human resources professionals have their work cut out for them, and often they require the support of a capable recruiting partner.

Being recognised as a leading recruitment firm in one area is one thing, but demonstrating leadership in all areas of recruitment takes a very special organisation. The winners and finalists of the Best Overall Recruitment Firm category are

the recruitment firms which best match the right candidates, regardless of age or experience, with the right roles in the right organisations across the entire recruitment and talent acquisition spectrum.

BEST OVERALL RECRUITMENT FIRMS GOLD

Hays Malaysia

SILVER

ManpowerGroup

BRONZE

VHR Consultancy

GOLD Hays Malaysia Hays Malaysia has demonstrated why it deserves the title of 2015’s Best Overall Recruitment Firm by intelligently leveraging on both its international reputation and local expertise to find its clients the best talent on the market. Having operated within markets in Asia for more than two decades, it is able to source professionals from its extensive database of professionals. Hays uses a combination of market insight, technical excellence and unrivalled methodology to provide talent solutions that will transform businesses.

The company’s widely popular and innovative candidate-sourcing techniques include system integrations with Google and LinkedIn across its database of screened and assessed candidates, enabling far-reaching and accurate search results.

With a high volume of applicants, it has convenient access to a readily available pool of talent. It also has a large pool of passive candidates on its servers. The company’s database provides enhanced functionality harnessing the power of Google searching, automatic CV uploads, job board postings and enhanced management information.

The company recently inaugurated its second

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office in Sunway, Malaysia, and is today recognised as the best supplier of quality talent by local organisations, multinationals and SMEs. Hays has been in Malaysia since 2012 and is accredited with the International Quality Standard ISO 9001:2008.

This past year, Hays Malaysia posted high business and revenue growth – proof of its success.

In Asia, the company ended the year with a strong team of consultants, while increasing headcount by a significant number as it invested to drive growth, capitalise on market conditions across the region and build leading positions in newer, less mature markets.

The career path at Hays is clear and transparent at all levels and built on a foundation of meritocracy.

Appraisals and career reviews are regularly performed and successful employees can seek local, regional and global opportunities within the company through a supportive internal environment. Hays’ aim is to create an open, honest and vibrant working environment and to ensure all colleagues feel part of Hays and are respected as individuals. Age, gender, ethnicity, religion, education and beliefs are all valued at this gold-winning organisation.

HR VENDORS OF THE YEAR 2015

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BEST OVERALL RECRUITMENT FIRMS

SILVER ManpowerGroup Winning silver in this category is ManpowerGroup – the firm that, after 70 years, still lives strongly by its core values of people, knowledge and innovation.

Every year, Manpower is recognised for its contribution and professionalism in the workforce industry. Locally in Malaysia, after nearly 18 years of operations, ManpowerGroup has a number of locations nationwide staffed by professional associates. It aspires to be the top workforce solution provider through accelerated growth, cost efficiency and constant innovation. It has grown its business year in and year out, while collecting multiple awards and accolades.

Such performances and results are a subset of the various innovative products and solutions the company has put in play throughout the 2014 and 2015 period.

These include MYCORE, ManpowerGroup’s centre of recruitment excellence. This is a centralised recruitment hub that rapidly responds to client needs by validating resumes with speed and quality based on job specification.

On top of that, the firm also has a central research team in place, which is a dedicated high-

level team that purely runs on a passive sourcing (headhunting) mode for niche, senior-level and international assignments. This team maps and combs the market to get a better visibility of the talent movement and availability.

To fill scarcity gaps for niche talent needed in Malaysia, through expatriate hiring and knowledge transfer, the company has formed a borderless talent solution, which helps to bridge the talent gap between the needs of the industry and available talent. This team is fully dedicated to mapping the region comprehensively.

The firm prides itself in maintaining that people are the main driver of its business and on that core value, it has innovated and implemented various initiatives. These include a flex-work arrangement for its employees. It believes that with staggered working hours, employees become more productive and focused during the hours in the office.

Furthermore, the firm encourages diversity and this is displayed in the numerous nationalities of associates within its workforce. This encourages out-of-the-box thinking because such teams present various ideas and thought processes.

BRONZE VHR Consultancy The bronze winner in this category is VHR Consultancy, which has become one of the biggest specialist engineering recruitment firms in Malaysia with a solid reputation for timely and accurate delivery of qualified and talented candidates.

It delivers an extraordinary combination of years of experience managing executive and top management searches in engineering-based publiclisted and multinational companies, a remarkably well-connected network, a proven proprietary methodology and a commitment by its expert consultants, all of which helps to deliver the highest quality bespoke recruitment solutions on time.

The company offers a full range of tailored recruitment solutions, including market mapping, personality assessment and coaching upon onboarding. Its focus industries within engineering are manufacturing and construction, equipment and trading, as well as automotive and transportation.

VHR takes a systematic view to tailor a plan for both the client and candidate to succeed for the long term. It provides personality assessments that give its clients a high level of clarity for all candidate selection decisions.

The company firmly believes in adopting Michael Porter’s “differentiation focus strategy”.

It has adopted the philosophy that search consultants must know the industry ins-and-outs as this provides insightful thinking of the challenges and the candidates’ cultural fit. This founding philosophy became the cornerstone for the company’s extraordinary approach.

VHR also believes in three key success factors to bring the company to new heights.

The first one involves building a serviceoriented organisation by giving sufficient training to employees. For example, in 2015, VHR provided the opportunity for employees to take part in Harrison Assessments. These assessments, it believes, will help its employees in aligning people’s qualifications and passions with company specific jobs.

Second, the company is fully focused on implementing systemised structures such as recruitment software and individual consultants’ performance reviews.

Finally, the company believes it can also prosper by being heavily involved in digital spaces such as LinkedIn and Facebook.

HR VENDORS OF THE YEAR 2015

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BEST EMPLOYER BRANDING CONSULTANTS

BE WHAT YOU WANT TO BE The term “employer brand” is commonly used to describe an organisation’s reputation as an employer, as opposed to its more general corporate brand reputation. To attract the best talent at the right remuneration level and keep them in the organisation, companies need to be great places to work in the mind of current employees and key stakeholders such as active and passive candidates,

clients, customers and other key stakeholders. This is the essence of a valuable employer brand.

The term was first used in the early 1990s, and has since become widely adopted by the global management community. Just as a customer brand proposition is used to define a product or service offer, an employee value proposition is used to define an organisation’s employment offer.

Marketing disciplines associated with branding and brand management have been increasingly applied by the HR community to attract, engage and retain talented candidates and employees, in the same way marketing applies such tools to attracting and retaining clients, customers and consumers.

Strong employer brands don’t happen by accident. Rather, they are the product of smart strategies; and great employer brand consultants are the best in the business at helping companies achieve that outcome.

The winner of the Best Employer Branding Consultant category is the employer brand consultant which best delivers visible employer brand improvements for its clients.

The six finalists in this section have been nominated by the Malaysian HR community and by a panel of 13 heads of HR from some of Asia’s biggest employers.

If you are working with one of the best employer branding consultants listed here, your company is on the right path to a valuable employer brand.

BEST EMPLOYER BRANDING CONSULTANTS GOLD

VHR Consultancy

SILVER

&samhoud

BRONZE

Universum

FINALISTS Adecco Personnel Aon Hewitt Robert Walters Finalists are listed in alphabetical order.

GOLD VHR Consultancy VHR Consultancy has become one of the biggest specialist engineering recruitment firms in Malaysia with a solid reputation for timely and accurate delivery of qualified and talented candidates.

It believes searches should be conducted by consultants who know the ins-and-outs of the industry – those who are able to provide insightful thinking on the challenges faced by the position, the candidates’ cultural fit and the capabilities needed.

With a focus on recruiting in the engineering sector, VHR helps clients find the best mid to senior-level talent in the market, offering a full range of tailored recruitment solutions, including market mapping, personality assessment, and coaching upon onboarding. Other sectors it focuses on include manufacturing and construction, equipment and trading, and automotive and transportation.

VHR offers two types of key services, namely retainer and contingency, which target mid to higherlevel positions of talent. Throughout its value chain, it offers an integrated service, inclusive of client followups and candidate coaching after onboarding.

VHR consultants have many years of experience managing executive and top management searches

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in engineering-based public-listed and multinational companies. The firm also has a well-connected network, proprietary methodology and a committed team of expert consultants to deliver quality bespoke recruitment solutions to clients. Their experience is supplemented by multiple training programmes, such as Harrison Assessments accreditation; DISC – personal profile analysis (PPA) accreditation training; Oh Norman module one – fundamental selling skills – and two – advanced selling skills; among others.

Since starting in 2012, VHR Consultancy has grown from a small study room set-up into one of the largest engineering-specialised executive search firms. Its vision is to become the largest engineering specialist search firm in Asia Pacific by 2025.

At the helm is founder and MD Low Fang Kai who has 15 years of combined corporate and executive search experience at local and regional levels. Apart from founding VHR Consultancy, he is also credited with setting up MRI Executive Search (Indonesia), where he worked as country director.

His career comes with experience in corporate turnarounds, where he has salvaged organisations from losses to a positive cash flow to profitability.

HR VENDORS OF THE YEAR 2015

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BEST EMPLOYER BRANDING CONSULTANTS

SILVER &samhoud &samhoud is an entrepreneurial firm that is both usual and unusual. It achieves breakthroughs by inspiring and connecting people – in organisation, society and personal development. It is connected by a shared higher goal, “Together we build a brighter future”, which is defined by the three core values of authenticity, intensity and friendship.

For more than 25 years, &samhoud has been advising companies on the implementation of farreaching organisational changes, such as cultural change, leadership development, vision, strategy and branding. The “usual” aspect of its business is that it works to help clients – as consulting firms do – to create value, increase efficiency and to change culture and management.

However, its desire and ability to inspire people is where the “unusual” part of its consulting and identity as a firm comes in. It has a prominent entrepreneurial spirit and innovative culture and is constantly developing and acquiring new business lines, products and services. This allows &samhoud to have a wealth of perspectives it can utilise to help clients in creative and unusual ways (such as through serious gaming and virtual reality) and therefore

inspire them to believe in the change they are trying to implement.

This silver winner believes in a holistic approach to everything it does, and this applies to the manner in which it grows the firm as well. The team has a creative arm called “inspirations” to support the consultancy, produce innovative ideas and create interesting ways to add value to their services.

Underlying this is a belief that employees should “feel” the brand identity in order to become brand ambassadors, and this is where the inspirations department contributes to its existing services.

Having had an inspirations department in the Netherlands for the past eight years, &samhoud has begun developing the same for the office in Asia this year to grow the external branding capacity.

In the past year, &samhoud acquired a gaming company, forming a partnership by the name of &ranj. Through this, the use of game thinking is utilised to bring about positive behavioural change – allowing employees to work faster, develop scenarios for the future and collaborate more effectively.

With this objective, this firm has sold its first game in Asia, a “first line manager” game.

BRONZE Universum Universum is sometimes thought of as a research organisation, which is to be expected because it has undertaken much of the world’s largest and bestknown talent research.

However, this bronze winner is a fully fledged employer branding consultancy, activation and digital agency working at a highly strategic level with more than 1,700 of the world’s largest employers.

Universum is credited to be employer branding’s biggest innovator. Over the past 12 months in Malaysia, it has launched Iris, HR’s first-ever dedicated social listening tool. This represents an affordable SaaS product that empowers talent attraction professionals to monitor not only the effectiveness of their own social media posts to talent across all platforms, but to listen to and benchmark against the industry and their talent competitors. Brand marketers have had this technology for a while now, but Universum is the only company to invest in bringing this technology into the human resources space.

Another tech innovation Universum brought to the market recently was Gemini, a white-label content platform that enables employers to both

attract and communicate with their target talent in a way talent wants to be spoken to.

Realising that many organisations still struggle with employer branding – from knowing how to take a strategic approach with their brand and to communicate messaging and measuring their brand’s effectiveness – Universum established the employer branding academy. This is a global training platform to educate all talent attraction and employer branding professionals on how to get it right, how to compete and win in the talent market with a robust framework, and how to align with business goals and objectives. In another groundbreaking effort, the academy has opened up employer branding to SMEs, a group that many organisations leave out, but which Universum works hard to include.

In 2015, Universum Global hit a truly staggering landmark. Not satisfied with already running the largest annual talent survey in the world, Universum’s data collection team didn’t just exceed one million qualified respondents for the first time, it pushed all the way past 1.3 million globally, and over 260,000 in APAC, making for one of the deepest and most comprehensive talent surveys in the world.

HR VENDORS OF THE YEAR 2015

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BEST EMPLOYER BRANDING CONSULTANTS

Adecco Personnel

Aon Hewitt

Robert Walters

Adecco Malaysia’s success can be attributed to the wide range of quality services it provides to clients and candidates. The firm’s consultants specialise in specific industries and business divisions, which has led to its growth.

Adecco has restructured its speciality staffing services, delivered through divisions in banking, engineering, information technology, manufacturing, accounting and finance and retail outsourcing. Retail outsourcing was included in 2013 as a speciality branch due to the increasing need for customised solutions for mid-tier to luxury retailers. This is aligned with Malaysia’s position as an increasingly popular destination for shopping and events.

In 2015, Adecco Malaysia also revamped its website for better usability. It has since seen an increasing number of job applications through the website.

As with the industry, skilled talent and talent attraction is an area of focus for the company. Adecco strives towards innovative solutions for talent attraction and talent sourcing. For talent from different fields, backgrounds and interests, the company launched a programme called “top talent alert” in 2015.

Transferring knowledge on the integration, transition and matching of the right talent to the right job is a daily challenge that differs from gender to generation, to educational backgrounds as well as geographical and industrial conditions. As a leader in the staffing industry, Adecco is aware of its role in the markets in which it operates in, across industries, sectors and with talent.

Adecco Malaysia is headed up by Alma Othman, general manager since May 2012. She has won the Adecco CEO Club award six times during her tenure with Adecco due to her top performances in APAC.

Aon empowers organisations and individuals to secure a better future through innovative talent, retirement and health solutions. It advises, designs and executes a wide range of solutions that enables clients to cultivate talent to drive organisational and personal performance and growth, navigate retirement risk, while providing new levels of financial security, and redefining health solutions for greater choice, affordability and wellness.

Aon Hewitt’s consulting services help leading organisations worldwide confront complex business challenges head on.

Its experts provide solutions in the areas of talent and organisation, in terms of helping to manage the recruitment, selection, engagement and potential of critical talent, executives and next-generation leaders, while minimising the retention and compliance risk of a global workforce.

Another critical solution offered by Aon Hewitt is communication, where the team uses a proven strategic planning process and awardwinning communication design to engage, educate and empower targeted audiences to take action and change behaviours that will benefit them as individuals and improve organisational productivity.

Aon began the “Best Employers” research in Asia in 2001 to provide insights into how organisations can create a real competitive advantage through people and to explore the contours of what makes a workplace of choice.

Its 15 years of “Best Employers” studies in Asia, backed with engagement research of various global organisations covering 800,000 employee’s opinions proves having a high level of employee engagement, a compelling employer brand, effective leadership and a high-performance culture translates into a committed and productive workforce.

Established in 2006, Robert Walters Malaysia is one of the leading global specialist professional recruitment consultancies in the region. Strong local knowledge is a pillar of success for Robert Walters. Its management team, many members of which have been with the firm since inception, have a deep knowledge of local and international markets as well as longstanding client and candidate relationships.

Given the talent shortage faced by many clients in Malaysia, Robert Walters is able to leverage its international database and strengthen the local talent pool by tapping on Malaysians living and working overseas.

It has the “Returning Malaysian” initiative that reaches out to Malaysians overseas who are thinking of moving back home. Consultants keep them up to date on the job market in Malaysia and share opportunities with them.

Robert Walters offers clients the option of expanding their search beyond Malaysia to ensure the most suitable candidate is found.

Each of the candidates receives personal guidance to help them respond effectively to the job opportunities.

On top of all that, Robert Walters adds value with its regular industry leading market intelligence. This includes white papers such as on the value of career progression in employee retention and the importance of the exit process in an organisation; infographics; and interviews with business leaders, such as the “Real Leaders” series.

It shares findings from industry research weekly on social media channels such as LinkedIn and Twitter to increase engagement with its digital audience. In 2014, Robert Walters was ranked among the top 25 most influential brands globally on LinkedIn and was the most followed specialist professional recruitment brand on Twitter in Japan.

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HR VENDORS OF THE YEAR 2015

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BEST PSYCHOMETRIC TESTING PROVIDERS

Within the time given to fill openings these days, it is often an arduous task just to find a reasonably suitable candidate for the role.

But in the current environment of datadriven HR decision-making, psychometric testing has migrated from the fringe to become an increasingly common part of the talent acquisition process.

Psychometric testing is used by companies to ensure that shortlists are free of people whose personalities do not gel with an employer’s culture and environment.

The winner of the Best Psychometric Testing Provider award is the company that provides insights into a candidate’s personality and future behaviour on a consistent basis.

If you are working with one of the best psychometric testing providers identified in this year’s shortlist, you can rest easy knowing that your selection and assessment process will provide you with the best-fit candidates for the roles that enable them to excel.

BEST PSYCHOMETRIC TESTING PROVIDERS

READING YOUR CANDIDATE’S MIND

GOLD

Leaderonomics

SILVER

cut-e Malaysia

SILVER

Harrison Assessments

BRONZE

CEB

BRONZE

Fish Camp Learning

GOLD Leaderonomics Gold winner Leaderonomics’ talent assessments team was set up in 2012 and is part of the corporate services team. It works closely with Leaderonomics’ learning and acceleration team for holistic talent development and selection, that is talent acquisition and talent readiness for promotion. Psychometric testing is utilised as a core part of the company’s solutions to provide insights into the personality and behavioural tendencies of individuals that may be reflective of their characteristics in the workplace.

Apart from psychometric tests to provide another angle of the individual, Leaderonomics uses simulation-based assessments that are focused on creating engaging and real-life replicas of situations to observe actual behaviour. These observations are corroborated against the tests to gain a deeper understanding of an individual’s abilities and potential, using a multiple-assessment approach rather than only one angle of assessment.

Leaderonomics uses a variety of tools to fit into the needs it has diagnosed for clients. These range from complex behavioural predictors to simplified tools for mass-use, as well as profiling tools. Each tool is carefully selected to match situational needs.

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Dedicated to transforming the nation through leadership development, Leaderonomics believes leaders can profoundly affect the social, economic and spiritual health of the individuals and communities they influence.

The company hopes as it helps individuals grow in their leadership capacity and experience, they will be able to build communities of love as they lead and manage different teams. And, in turn, these multiple communities of love will then go on to transform the entire nation.

Its employees (called “Leaderonomers”) are divided into several teams – youth, campus, corporate services, TV and Leaderonomics.com, each one specialising in their domain.

The company also believes small gestures go a long way. Hence, Leaderonomics’ programme managers are known to go the extra mile.

As part of its commitment towards growing its people internally into leaders, a series of initiatives have been put in place to allow employees to gain functional and leadership skills. These include an accreditation process, upskilling, knowledge-sharing as well as a strengths assessment.

HR VENDORS OF THE YEAR 2015

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BEST PSYCHOMETRIC TESTING PROVIDERS

SILVER

SILVER

BRONZE

cut-e Malaysia

Harrison Assessments

CEB

Founded in 2002, cut-e is a German-based world leader in the design and implementation of innovative online tests and questionnaires for recruitment, selection and development.

Some of the innovations in the assessments cut-e provides include all-scales aptitude tests being cheat-proof, and the use of HTML5 – allowing the delivery of reliable, accurate and timed psychometric tests, independent of bandwidth. Its tests can also be integrated seamlessly, are hardwareindependent, available in many languages and produce scientifically sound test results with a maximum test time of 15 minutes.

Due to its modular and flexible systems, cut-e can build highly customised solutions for clients and help them to identify and develop the talent they need. Its technology allows firms to integrate measurement solutions into various HRIT systems.

The past year saw the launch of cut-e’s first-ever portfolio of ability tests developed for completion on mobile devices and the world’s first psychometric test that is able to measure creativity in unsupervised online settings.

A uniqueness in Harrison Assessments’ powerful ability to explain personality and human potential is derived from the “Paradox Theory” developed by Dr Dan Harrison. This, combined with today’s computing technology, has brought a more accurate understanding of the human psyche. Through this, Harrison Assessments possesses the uncanny ability to understand the holistic and true view of the human personality and behavioural ecosystem.

Innovations such as the automated performance benchmarking technology is one of the reasons why Harrison Assessments has gained a group of loyal clients. This technology is cheaper and faster with the ability to produce results in just two to three days as opposed to previous methods which took a month.

Some of this silver winner’s market-leading projects include its integration with B2B clients, integration with universities via the Blackboard Learning Management System 2.0, conducting performance benchmarking for both functional positions and behavioural competencies, and job-board partnerships through integration and single sign-on authentication.

As one of the world’s leading best practice insight and technology companies, it is not surprising CEB has emerged as a bronze winner. Well positioned to partner with its clients to develop innovative solutions that unlock their potential and help them grow, CEB is proud to serve companies from within the Fortune 100, 500 and 1000 lists.

The company has helped clients achieve real business results from the use of talent measures – from helping them realign their workforce on a tight budget to unlocking extra days of productivity.

Some new products CEB has launched in the recent past include the high potential and the enterprise leadership solution. These products help clients grow by providing them with a global overview of their leadership talent for internal and external recruitment, streamlining their selection process and improving their quality of hire. CEB also introduced talent central in 2015, a new talent measurement platform developed in response to client feedback.

The company also launched the global talent monitor in October 2015.

BRONZE Fish Camp Learning Fish Camp Learning not only provides various simulation and experiential tools for team and leadership development, but also a range of psychometric tools and assessments for talent management and organisation development. It is one of the few providers in the region that has invested time and money to become the distributor and provider for various psychometric and assessment tools. Thus, the company’s leaders hold a range of impressive certifications.

With the tag line “building teams, moulding leaders”, Fish Camp Learning has invested in introducing several psychometric tools, business

simulation and experiential learning tools. Prominent examples of these include the workplace big five profile from the Centre of Applied Cognitive Studies; PeopleKeys’ recruitment and talent management tools, as well as Belbin’s team roles profiling tools from Belbin UK. Knowing the importance of people as well as how their personality can contribute to the success of the business, Fish Camp Learning requires each staffer to undergo profiling tools and team profile analysis. This is done so as to equip all employees of the company to better understand one another and work together more cohesively.

HR VENDORS OF THE YEAR 2015

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BEST BACKGROUND SCREENING PROVIDERS

KEEPING OUT THE UNWANTED Background screening has become a fairly standard practice in the mature economies, but Asia Pacific has seen a significant rise in adoption rates only in recent times.

That stems from the fact there has been a surge of employees forging their educational or work qualifications, even at the senior leadership level, making employers aware the cost of a bad hire is too high to leave to chance.

Research shows that 82% of organisations currently perform some sort of background checks, with the objective of improving the overall efficiency of the recruitment process. Most commonly, employers deploy criminal searches as part of their screening practices, while identity verification and past employment verification follow closely behind.

The growing incidences of false and fraudulent information in candidate applications has increased the need for the type of robust background checking only specialists can provide.

In addition to leaving a company open to embarrassment, being fooled by false candidate credentials can allow fraudsters into the organisation where they can do untold damage.

The winners and finalists of the Best

Background Screening Provider category demonstrate excellence in protecting employers from unscrupulous candidates. You can be assured of a stronger recruitment and selection process for your organisation if you are working with one of the five organisations on this year’s list.

BEST BACKGROUND SCREENING PROVIDERS GOLD

First Advantage

SILVER

Verity Intelligence

BRONZE

The Learning MatchMaker

FINALISTS Alexander Mann Solutions MVD International Finalists are listed in alphabetical order.

GOLD First Advantage First Advantage provides easy to understand background screening results for its clients to confidently make decisions about prospective employees and vendors. Not only does this safeguard its clients’ brands, but it also helps them to arrive at better background insights – insights they can rely on to make more informed hiring decisions.

In Asia Pacific, First Advantage runs comprehensive programmes for a significant number of companies in the region. Its clients include the world’s largest organisations in the financial services, retail, information technology, business process outsourcing/IT-enabled services, manufacturing, pharmaceutical and oil and gas sectors, among others.

Widely recognised as a leader in background services in Asia Pacific, by combining its global reach and local expertise, First Advantage has expanded its risk-mitigating services to include solutions that complement the expertise it has nurtured. Its comprehensive range of new solutions helps reduce the risk, time and cost associated with recruiting, applicant tracking and candidate screening.

In 2014 and 2015, First Advantage implemented

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cutting-edge technology – enterprise advantage and direct advantage – in the United States.

In 2016, this industry leading technology will be launched across all its clients in South Asia.

Enterprise advantage is the new client site interface and direct advantage is a new candidate site interface; both interfaces tried and tested in the US. The gold-winning firm believes there are six ways through which its clients’ businesses and their candidates will benefit when using these two interfaces. These systems are innovative datacapture solutions that gather information from candidates and employees for screening in local languages. They also provide access to mobileenabled functionality for candidate data-entry and come with an automated first-level missing information process.

The firm’s products also allow enhanced and centralised reporting of worldwide programmes as well as online reporting and analytics, which provide insights up-to-the-minute.

The systems are also equipped with rescreen functionality – commonly requested by clients in highly regulated industries.

HR VENDORS OF THE YEAR 2015

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BEST BACKGROUND SCREENING PROVIDERS

SILVER

BRONZE

Verity Intelligence

The Learning MatchMaker

Alexander Mann Solutions

Verity Intelligence started its operations at the end of 2010 with one mission in mind – to protect its customers from hiring risks.

Known as “Verity” in the industry, hundreds of clients choose the firm as its trusted background screening partner simply because, as it believes, it is faster, cheaper and better. The company takes a firm stance in understanding each and every client’s requirements and hiring pains.

This is why Verity has appointed a customer relationship manager whose primary role is to advocate for its clients. By creating multiple touch-points throughout the year, the firm is able to improve its services to clients.

These may include meetings, lunches, coffee sessions and email correspondence.

The firm understands the essence of time and accuracy are the most important factors in maintaining a successful partnership with its clients. That is why its quality assurance team ensures a 100% precision of reports in a timely manner. Verity knows time is of the essence and is aware of the significance of addressing clients’ needs promptly and accurately.

The Learning MatchMaker (TLMM) is a distinctive service which began in September 2010. The firm takes pride in working with learning and development, training and HR departments as a “one-stop partner”, helping to screen credible trainers, training providers, consultants and coaches.

Its primary service is to provide the best type of candidates (trainers, training providers, consultants, coaches) to its clients, depending on the type of training programme they offer.

TLMM’s matching service comprises free short talks, coaching, research, comic invitations and a book titled 61 Secrets of Hiring High Potential Trainers, which has been authored by the firm’s CEO. TLMM has also crafted solutions such as “learning through comics” and “learning tutorial videos”, both of which help clients’ employees learn better.

The firm has also designed a competency rating card to help the TLMM team to screen and compare the best trainers and training providers before offering them back to clients.

It also has a process flow chart to ensure a client selects the best candidate.

Alexander Mann Solutions was founded in 1996 by CEO Rosaleen Blair, who wanted to revolutionise and professionalise the way companies hire talented people. Her vision was simple: to enable people and organisations to fulfil their potential through talent acquisition and management globally.

Serving some of the world’s leading brands in a number of countries, that belief still drives the firm today, as it provides solutions across the talent life cycle – from strategic workforce planning to assessment and selection, and employee engagement.

And it helps clients address talent at all levels – from school leavers to experienced hires, to board members and C-suite appointments. Its consulting services can be delivered as part of a broader outsourcing arrangement or as standalone programmes.

Four values are integral to Alexander Mann Solutions – being dynamic, being authentic, being passionate and doing things differently.

These values drive the company to help people and companies to fulfil their potential. They are how the firm strives to act, each and every day.

MVD International MVD International is Malaysia’s leading security and investigation firm, specialising in corporate security services, private investigations and background screening. It believes in providing truthful, accurate and timely reports to clients no matter what their requirements. Since its inception in Kuala Lumpur in 2003, MVD has grown in leaps and bounds to become a large conglomerate with networks of associates worldwide. MVD is now the preferred choice of large corporations for their day to day affairs, combating corporate crime, as well as for individuals who need help in finding solutions for personal matters (such as matrimonial cases).

The company has the Quality Assurance certification, and its services are widely used by insurance companies, law firms, financial institutions, industrial experts and corporations throughout Malaysia. The firm’s innovative and ondemand solutions puts its clients in the driver’s seat, providing them with the features required to manage their background screening programmes and make smarter decisions fast. It consistently maintains its clients are its biggest asset. In accordance, the company’s service teams take special care to make sure they understand the clients’ needs. MVD also has a stringent feedback system in place.

HR VENDORS OF THE YEAR 2015

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BEST SUCCESSION PLANNING CONSULTANTS

PASSING ON THE BATON Succession planning – that ideal system wherein senior executives periodically review their top executives and those at the next lower level to determine several backups for each senior position.

This concept found importance due to the fact that it often takes years of grooming to develop effective senior managers who will eventually form the pool of candidates with high leadership potential.

But how many organisations and boards strive to create systems that promote succession planning as a practice? In fact, because of the lack of a more viable option, many organisations tend to believe that perhaps hiring a successor from outside is a better alternative than choosing one from within the company.

An emerging Asia holds a lot of promise for the region as it pulls in more investors to leverage its growth potential, but companies in the region are lagging their Western counterparts in leadership and talent management practices. This is despite research showing companies with strong leadership and talent management practices (called “talent magnets”) increase their revenues 2.2 times, and their profits 1.5 times faster, than companies with weak practices (termed as “talent laggards”).

In a perfect world, when one employee leaves a company his or her colleague would seamlessly step into their shoes, and the business would not skip a beat.

Unfortunately that rarely happens – in the real world, staff leave and the company can struggle while looking for a replacement. The winners of the Best Succession Planning Consultant award are the companies that best ingrain succession planning and talent development into the corporate culture of their clients.

If you are working with one of the four winners and finalists in this category, you can be confident there are no leaks in your leadership pipeline.

BEST SUCCESSION PLANNING CONSULTANTS GOLD

DDI

SILVER

Aon Hewitt

FINALISTS Heidrick & Struggles Towers Watson Finalists are listed in alphabetical order.

GOLD DDI For more than 45 years, DDI has helped companies around the world transform the way they hire, promote and develop every level –from individual contributors to the executive suite.

In Malaysia, DDI has worked with various organisations on succession management initiatives, such as selecting talent to accelerate into a managerial position, and identifying the development interventions needed for strategic leaders to align with their succession management roadmap.

DDI’s approach ensures clients have the right leaders ready for critical roles – today and tomorrow.

It does so by bringing expertise, a roadmap, a structure and proven tools and methodologies to bring needed clarity to talent decisions.

This gold winner first identifies the client’s business priorities and translates them into the skills, knowledge, attributes and experiences leaders need to be successful. It then identifies leadership potential to direct leadership investments.

DDI’s holistic executive assessments then diagnose strengths and development gaps to produce insights about the firm’s senior leaders.

To accelerate development, learning solutions

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and executive coaching are available to energise and prepare middle managers.

DDI’s leadership development solutions include business impact leadership – to equip mid and senior leaders to meet business challenges – as well as interaction management: exceptional leaders, a comprehensive leadership development system to build foundational skills for frontline leaders.

Additionally, this expert’s talent diagnostic solutions include assessing talent, comprising simulation-based executive assessments to identify gaps and help prepare leaders as they transition into more senior roles.

DDI also offers acceleration centres featuring executive leadership assessment programmes to help companies accelerate the growth of senior leadership talent, with a current network of 30 acceleration centres across four continents.

Staying ahead of change, DDI invests twice the industry average in research and development.

Built on well-researched, experience-tested concepts, its solutions are flexible and adaptable – making them easy to scale globally and configure for more agile assessment and development.

HR VENDORS OF THE YEAR 2015

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BEST SUCCESSION PLANNING CONSULTANTS

SILVER Aon Hewitt

Heidrick & Struggles

Towers Watson

A global leader in HR consulting and outsourcing solutions, Aon Hewitt partners with organisations to solve their most complex benefits, talent and related financial challenges, with the goal of making the world a better place to work for employers and employees.

In Aon Hewitt’s view, building a leadership pipeline demands that organisations understand their future leadership requirements, assess the readiness of their current talent pool, and introduce focused interventions to bridge any identified gaps.

Through its flagship research best employers, Aon Hewitt knows the “best” companies have a defined formal succession planning process in place, which they manage more rigorously and more often than the “rest”.

This expert also knows the “best” organisations exhibit a higher rate of defined career paths and of ingrained career development goals in their performance objectives. Further, it is evident that career opportunities is one of the most important drivers of engagement with a higher percentage of “best” employers having defined career paths. Accordingly, Aon Hewitt supports the entire spectrum of career management.

This includes helping companies to develop a career management philosophy and career architecture, including career paths, movement criteria and all related policies, procedures, tools and templates.

Not only does Aon Hewitt help organisations by defining the framework for succession management, but also in implementing it for typically senior levels.

It does so by defining the critical levels at which succession planning should take place, the criteria for succession and assessing the talent pool against these criteria to identify potential successors for critical positions.

For more than 60 years, Heidrick & Struggles has focused on quality service and built strong leadership teams through its relationships with clients and individuals worldwide. Its leadership experts operate from principal business centres in North America, Latin America, Europe, the Middle East, Africa and Asia Pacific.

As part of the executive leadership consulting practice, its consulting experts work in partnership with the world’s most successful organisations to design and execute leadership strategies that help them adapt and thrive.

Whether the company is undergoing a significant transition or needing alignment between leadership strategies and overall business objectives, Heidrick & Struggles offers an integrated solution for its leadership needs.

What is unique is that Heidrick & Struggles’ approach to leadership consulting is a journey, not an event. Within the practice, its executive and CEO succession planning experts know that succession decisions are critical in sustaining organisational performance.

As business volatility increases and CEO tenures get shorter, clients are turning their attention to the need for efficient succession processes that sustain the organisation’s performance through leadership transitions.

Boards and C-level executives partner with Heidrick & Struggles in the design and implementation of effective corporate succession plans and leadership transitions, including alignment around future leadership requirements; identification, assessment and selection of candidates; and transition planning and onboarding for new leaders.

Blending the firm’s executive search and leadership consulting capabilities, Heidrick & Struggles runs a twin-track process providing clients with a comprehensive internal and external corporate succession picture.

Towers Watson helps organisations improve performance through effective people, risk and financial management. It offers consulting, technology and solutions in the areas of benefits, talent management, rewards, and risk and capital management.

The firm’s focus is on giving clients the clarity to make the right decisions and take the right actions. And this approach is grounded in perspective – the kind that comes from its deep experience working on a range of issues.

Today’s workforce is more agile than ever – accustomed to working anywhere at anytime.

And as the global work environment continues to change, so do employees’ needs and skills. In Towers Watson’s view, now is the time to get ahead of potential talent gaps and evaluate where the business is expected to grow or shrink over the next three to five years, how the composition of the workforce may change and what the implications are for sourcing new talent needs.

An organisation’s talent management strategy and investments must align with broader business goals. By starting with a deep understanding of their clients’ business issues, combined with extensive employee research, Towers Watson brings practical insights into how their workforce can best be managed.

The team provides the guidance, tools and capabilities to help organisations make the decisions for the long term. Additionally, Towers Watson partners with them to create the culture and programmes that will best engage and motivate their talent.

Within its portfolio of extensive talent management solutions, its capabilities include workforce analytics and planning, competency architecture and management, leadership and manager effectiveness, and performance management.

HR VENDORS OF THE YEAR 2015

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BEST LEADERSHIP DEVELOPMENT CONSULTANTS

LEADING FROM THE FRONT With no shortage of the printed word about leaders and leadership and an abundance of leadership frameworks backed up by years of research and academic theories, there is no doubt that leadership development is one of today’s most critical business imperatives. As a matter of fact, investing in talent management programmes to develop an organisation’s leaders came up as the primary focus for human resources professionals in research conducted just this year.

As a result of this intense focus, HR and business leaders are spoilt for choice in shopping for suitable solutions at the leadership development store, but with the tough challenge of effectively finding and implementing the framework that is most likely to accelerate the development of leaders in their organisation.

From functional leads to business unit heads all the way to the C-Suite, leaders who come from within

the company are much more likely to succeed than if they were recruited externally. Therefore, plan A is always to identify the organisation’s high potentials, keep them in the company and develop them into leaders. This doesn’t happen all by itself and increasingly even the best managed companies turn to leadership development consultants for help.

The winners and finalists of the Best Leadership Development Consultant category is the consultancy which best helps its clients consistently develop the next generation of leaders. These are the eight specialists you can trust to provide the know-how and the right tools to develop your leadership pipeline, based on a meaningful understanding of your organisation’s needs, your current bench strength, and the factors impacting their development.

BEST LEADERSHIP DEVELOPMENT CONSULTANTS GOLD

Leaderonomics

SILVER

DDI

BRONZE

Centre for Executive Education

FINALISTS CEB D Jungle People Lawrence Walter Seminars Mercer Right Management Systematic Competency Alliance Finalists are listed in alphabetical order.

GOLD Leaderonomics Gold winner Leaderonomics is a social enterprise dedicated to transforming Malaysia through leadership development. It believes leaders can profoundly affect the social, economic and spiritual health of the individuals and communities they influence. It aims to help individuals grow in their leadership capacity and experience, be able to “build communities of love” and then aid them in going on to “transform the nation”.

Leaderonomics’ leadership philosophy is the product of extensive field research, personal work experiences and insights from leaders across the world. It highlights the development of leadership throughout the span of an individual’s life.

The main idea behind the company’s leadership philosophy is that different aspects of leadership development occur at different points in an individual’s life. It believes an individual’s formative years are crucial in building leadership traits.

Leadership is then practised and improved in the workplace before becoming more concrete and driven in the later years of an individual.

These character traits and values become the basis of their understanding of the world, and

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often will shape the decisions made at later points in their life. As an individual develops as a leader, these character traits and values act as directions and principles, governing the type of leadership employed. Leaderonomics, therefore, offers a learning environment that is fun, encouraging, empowering and growing for individuals of all ages.

The Leaderonomics talent acceleration programme is tailored to suit developmental needs of different organisations. It includes assessments to form baselines for talent acceleration and provide key insights into individual candidates. This includes field visits to learn best practices in industries, live business projects to expose talent to business realities faced by the organisation, mentoring and guidance by the senior management team or other key leaders and roundtable sharing and engagement with the internal leadership team.

Leaderonomics believes that leadership development should be accessible and available to everybody and anybody who desires to grow as a leader. As a result, it consistently produces and shares leadership content freely on its web portal and online channel.

HR VENDORS OF THE YEAR 2015

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BEST LEADERSHIP DEVELOPMENT CONSULTANTS

SILVER DDI With 45 years of experience, Development Dimensions International (DDI) helps companies transform the way they hire, promote and develop their leaders and workforce. In Malaysia, DDI has worked with a mix of multinational companies and Malaysiabased organisations.

The company has been instrumental in transforming the way millions of participants consume content, which is deeply rooted to changing one’s behaviour with practical advice and tools to succeed in a day-to-day routine.

DDI’s learning and development approach is simple, yet realistic. It uses a three-phase process –assess, acquire and apply – to help individuals identify strengths and growth areas, plan development strategies, and acquire and apply new or enhanced knowledge, skills and experience. The programmes cater to all levels of the leadership pipeline, while the training and development solutions address the unique needs and learning preferences for each level.

These are integrated and based on a core set of leadership beliefs – creating a common leadership language for the business.

BRONZE Centre for Executive Education

CEB CEB has helped many clients achieve real business results from the use of talent measures. It has launched several new services such as the high potential (HiPo) solution and the enterprise leadership solution.

The HiPo solution enables clients to grow by providing them with a global overview of their leadership talent for internal and external recruitment. This streamlines their selection process and lessens their business risk by improving their quality of hire.

In 2015, CEB introduced talent central, a talent measurement platform developed in direct response to clients’ feedback. It also launched the global talent monitor, which provides a snapshot of how employees and job candidates around the world feel about the economy, their prospects and what motivates them – or doesn’t – when it comes to work.

With more than 30 years of talent assessment, innovation and expertise, CEB also convenes a collection of organisations to share replicable proven practices, timely business insights, peer networking and information exchange.

The heart of the leadership challenge that confronts today’s leaders is learning how to lead in a VUCA world. The Centre for Executive Education (CEE) is focused on providing executive development and talent management solutions, and helping companies with the need to deal with scale, complexity and new organisational forms that often break with the traditional organisational models within which many have learned their “leadership trade”.

The CEE suite of executive development programmes includes talent management and succession planning, management and leadership development, executive coaching, executive career directions and transitions.

The firm’s masterclass series of leadership development programmes has been proven in its success. It is based on both CEE and its strategic partners’ extensive experience globally with a broad range of businesses across diverse industries on contemporary, proven frameworks and approaches on what it takes to transform the culture and leaders of a good business to a great business.

D Jungle People With more than 15 years of experience in the people development industry, D Jungle People (DJP) has developed and implemented a range of solutions that have evolved to meet the ever-changing market needs. It understands products must address the fundamentals of mindsets and behaviours to affect real and relevant change in people and organisations.

In light of shifting market demands and the economic outlook, DJP implemented key strategies in 2015. These included a focus on leadership products and services as well as sustainability.

Through a combination of engaging programme designs and expert facilitation methodologies, its

products provide people with the experience to shift from the state of inertia to action by facilitating their thought processes to create meaning for change.

While leadership development has traditionally been approached through classroom learning methodologies, DJP believes leadership development cannot be removed from the workplace where active learning takes place. Its approach creates an end-to-end, hands-on learning experience through timely applications in relevant-work situations. In the past 12 months, DJP has expanded its leadership offerings to help clients address the gap in middle management.

HR VENDORS OF THE YEAR 2015

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BEST LEADERSHIP DEVELOPMENT CONSULTANTS

Lawrence Walter Seminars

Mercer

Right Management

Developed by Dr Lawrence Walter Ng, Lawrence Walter Seminars has a unique training methodology of using the popular system of the “Art Of Learning”, the lively concept of accelerated learning, and the science of human behaviour called neuro linguistic programming, to make its training exciting, fast-paced, fun and interesting.

The seminars are not based on a lecture format, rather on active participation and the co-operative learning concept. The trainer becomes a powerful facilitator guiding participants to change towards excellence.

These thinking games encourage participants to challenge themselves to create new results.

Specially selected videos and movies are used to create visual learning experiences.

Powerful demonstrations make the training high on energy, while active participation creates a natural response to learn.

Its certified quantum growth leadership programme has helped teams to succeed in key positions and driven such business teams towards sustainable transformation and quantum growth.

Filling the leadership pipeline is cited as one of the biggest challenges facing organisations across Asia Pacific. To help companies, Mercer offers leadership solutions that help them identify, develop and retain a pipeline of ready leaders who can drive the strategic agenda of the organisation and help it gain a competitive advantage. It provides services ranging from leadership strategy development and implementation to competencies, assessment, development and succession planning.

Another growing challenge is that global leadership is no longer the preserve of expats or senior executives. A global leader is anyone who works across geographic and cultural boundaries, including early career professionals working regionally or globally.

Based on extensive research with clients, as well as other top companies, thought leaders such as Dr Jay Conger and organisations such as Harvard Business School, Mercer has developed a global leadership model. It has also set up the centre of excellence for talent strategy groups in the region, committed to developing new products and solutions.

Part of the ManpowerGroup, Right Management is a global talent and career management consultant. It started operations in Malaysia 15 years ago and operates in eight locations nationwide, including Penang, Cyberjaya, Johor, Petaling Jaya and Kuala Lumpur. Its talent strategies focus on three approaches – organisational effectiveness, individual development and career management.

Through enhancing organisational performance and agility with talent strategies that address skill gaps, it helps clients build leadership pipelines and increase their workforce engagement and retention levels.

Right Management’s career management solutions also help clients reduce risk around career transitions and improves talent mobility.

The firm is able to carry out multi-country assessments, with a cultural and language assessment reach to over 80 countries where it can resource over-the-phone assessments.

It also recently rolled out mobile HR support to all clients, helping them with a fixed visitation schedule for all relevant HR support.

Systematic Competency Alliance Systematic Competency Alliance (SCOMA) is a training, consultancy and technology provider specialising in human capital development. It was born from the corporate restructuring exercise carried out by Strategic Corporate Alliance.

All of its programmes are built on competency based training which applies adult learning principles and SCOMA’s competency model (SCM) in order to impact learning and performance-oriented results.

The programme is equipped with tools that can be easily applied into every aspect of daily life. They have a profound effect on the participant’s quality of life because they address core issues.

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SCOMA strongly believes a person’s performance is generated from their behaviour governed by their beliefs. Rather than just tackling the end result (their performance), SCOMA seeks to identify the root cause of the limiting points in a person’s belief system, which makes training results more lasting and transformational.

SCOMA has created new training products based on the demand from various walks of customers, including Gen Y. Recent projects include the structured Majlis Belia Malaysia transformation programme that trains young employees on leadership competencies.

HR VENDORS OF THE YEAR 2015

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KKLIU2021/2015

Beacon Hospital started out as a cancer specialist hospital in Malaysia in the third quarter of 2005.

Located strategically in Petaling Jaya, the medical centre expanded from its humble beginnings to a 60-bed inpatient facility that it is today. This facility is supported by modern operating theatres and intensive care facilities. To complete the set-up, we have a comfortable day-care ward coupled with preventive health screening facilities. While we have grown from strength to strength over the years, we have not digressed from our main objective of providing high-quality patient care and diagnostic services utilizing modern medical technology.

Beacon Hospital is focused on patient care and we are committed to providing our clients with our best possible care in line with our mission of offering innovative and minimally invasive therapy.

Our distinctive and integrated approach to patient care using advanced technology administrated by our experienced and high skilled medical specialists allows us to offer advanced holistic and comprehensive healthcare services.

Our Excellence Centre Bone & Joint Centre

Stone Centre

Brain & Spine Centre

Men’s Health Centre

Cancer Centre

Health Screening & Wellness Centre

Eye Centre

Rehabilitation & Physiotherapy Centre

Our Services 24 hour Emergency Medical Services Out-Patient Clinics In-Patient Services Critical Care (ICU/CCU/SICU)

Wards (Tulip,Lotus and Lily) Operation Theatres Cyberknife Centre Radiotherapy Centre X-Ray Centre

X – Ray, MRI, CT, 3D Mammogram with Tomosysthesis, Bone Density (DXA), Ultrasound.

Clinical Research Centre

PET/CT Centre

Resource Centre

Endoscopy Centre

Corporate Social Responsibilities Program

Pharmacy and Cytotoxic Drug Reconstitution Cleanroom

Complimentary Refreshment

Beacon International Specialist Centre Sdn Bhd (621976-D) No 1, Jalan 215 Section 51, Off Jalan Templer, 46050 Petaling Jaya, Selangor, Malaysia.

Tel : +603 7620 7979 / +603 7787 2992

Email : info@beaconhospital.com.my

Website : www.beaconhospital.com.my

BEST COMPENSATION & BENEFITS CONSULTANTS

GETTING BANG FOR YOUR BUCK Gone are the days where companies had the luxury of tossing up money at the problems they faced. The world before the financial meltdown of 2008-09 was one characterised by excess, while the era since has been often classified as the new normal.

Low hanging fruit is harder to come by for organisations, which now have to go the extra mile in most geographies, product lines or targeting consumer groups. Innovation – be it in the form of newer solutions or newer ways of doing things – is repeatedly proving to be the key source of competitive advantage.

The impact of all these developments has not been lost on those in charge of devising the best ways to attract, reward and retain an organisation’s critical talent. The fact that employees are in control of today’s talent market has meant that compensation, benefits and rewards strategies have been elevated to a much higher priority.

HR teams, and their compensation and benefits professionals, have been party to a sea change in their job descriptions.

Compensation and benefits consultants provide HR professionals with the data they need to build competitive packages that don’t break the

business and also advice on how to structure and communicate remuneration policy, a complicated task which only gets more difficult when rolled out across multiple markets and tax jurisdictions.

The winners and finalists of the Best Compensation & Benefits Consultant category are those that provide the best insights and advice to their clients. These consultants have been vouched for by the HR community, so you know your spend is in the right hands when you work with them.

BEST COMPENSATION & BENEFITS CONSULTANTS GOLD

Mercer

SILVER

ECA International

BRONZE

HR Business Solutions

FINALISTS Aon Hewitt Deloitte Lee Hecht Harrison Towers Watson Finalists are listed in alphabetical order.

GOLD Mercer A global consulting leader in talent, health, retirement and investments, Mercer helps clients advance the health, wealth and performance of their employees.

A wholly owned subsidiary of Marsh & McLennan Companies, it is backed by extensive experience in working with corporations everywhere, as well as comprehensive research.

Mercer’s approach demonstrates a strong business and customer focus, taking into consideration the operational needs of customers.

Its consultants keep abreast of the latest trends and provide insightful analyses to clients to assist them in making appropriate decisions.

In the realm of compensation and benefits, Mercer has provided many organisations a better understanding of jobs through its proprietary international position evaluation methodology.

Another useful solution is the Mercer Total Remuneration Survey (TRS), which provides comprehensive information on compensation and benefits around the globe. Whenever companies need reliable up-to-date information on market pay rates to ensure their reward packages remain costeffective and competitive in the marketplace – the

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TRS provides consistent, accurate and high-quality data covering the full reward package.

Mercer’s compensation analysis and review system has been carefully conceptualised after detailed research and close collaboration with clients for their annual salary review process.

With recent years seeing a further expansion of large organisations into Asia, the company has also observed the need for a specialised executive remuneration guide. The Mercer Executive Remuneration Guides is an excellent reference for competitive remuneration data, specific to top-tier executives in larger organisations. Key survey features include over 40 benchmark top positions at the CEO and the next three reporting levels; five major markets across Asia; and online tools to allow organisations to analyse data by job position, family, size or a combination of these approaches.

In addition, local Mercer experts work closely with participating organisations and provide assistance in job matching and job evaluation. Its executive remuneration consultants are trusted advisors to companies globally on incentive pay programme design and implementation.

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BEST COMPENSATION & BENEFITS CONSULTANTS

SILVER

BRONZE

ECA International

HR Business Solutions

Aon Hewitt

ECA International’s aim is to provide industry leading data and technology to enable companies to move their staff around the world as cost-effectively as possible.

Within data, it has a value proposition of providing companies that subscribe to its country reports with information they need to manage employee mobility. Recent improvements include increasing the number of locations for which data is provided and expanding the comprehensiveness of reports for increasingly popular locations in Asia.

In accordance with its solutions, ECA’s list of accolades stretches wide – for instance, it was among the first to offer local salary trend data for Macau and Myanmar in 2014.

Within software, ECA was at the forefront of developing assignment salary calculator technology in the 2000s. Recent enhancements include the report builder functionality, where subscribers have the ability to compile their own reports. Another feature is the net-to-net calculator that allows users to assess the feasibility of offering local compensation packages to relocated staff versus their home salary package.

ECA has also introduced an integrated employee mobility cost-estimate tool, allowing companies to calculate estimated costs for all types of mobility: permanent transfers, international assignments, shortterm assignments, and more. It can also be customised to reflect company policies regarding allowance and benefit provisions.

ECA is focused on providing staff the opportunity to grow within the organisation.

The firm’s training opportunities consist of internal training as well as external accreditation, for example, courses in the expertise of global mobility specialists and global remuneration professionals.

HR Business Solutions (HRBS) prides itself on valuing clients like partners, providing them with highly responsive and relevant compensation and benefits support. Apart from typical compensation and benefits projects such as salary structure designs, sales incentives reviews, sponsored surveys, salary benchmarking, HRBS has completed several interesting projects related to local-plus policy reviews, Excel VBA automation for sales forecast/payout and L&D policy reviews.

HRBS continuously launches new products and surveys. In the past year, these include the Myanmar C&B survey, the LTI seminar, the Excel VBA for the C&B seminar, the APAC logistics survey and the marketing services industry survey.

Product enhancements were also introduced to ensure relevance. One of these was the strategising of the latest mobility practices to add new dynamics to its localplus and international assignee survey, providing greater depth in its compensation compendium, and improvement in its directors remuneration online tool.

HRBS practises a regional business model, allowing the fluid flow of information and communication across four offices. Known for its cream-of-the-crop customer service standards, it takes pride in its earnest attitude to deliver first-class data quality to clients in an efficient and accurate manner.

Leading the offices and the organisation’s strategy are the three heads based in the Singapore, Hong Kong and China offices.

Despite a distinct geographical responsibility, a matrix reporting system is adopted as well to align all products, maintain the quality of services and encourage knowledge-sharing of industry practices or market insights across APAC.

Aon Malaysia was established in 1967, and today has a strong team of qualified professionals based in Kuala Lumpur and Penang. It is one of the leading service providers in risk management, insurance and reinsurance brokerage and HR consulting.

Within its compensation and benefits services, the company undertakes several steps to ensure its clients are satisfied. These include understanding the clients’ businesses, defining guiding principles for managing performance and rewards, and defining details of the rewards framework based on best practices. It also analyses market benchmarks before designing salary structures.

Aon Hewitt helps clients ensure their pay strategy is designed and executed to meet business needs, while focusing employees on what they need to do to help the company meet its goals. Backed by superior research and data, the firm’s consultants help clients make the right choices for organisations, offering a complete range of compensation and rewards services – from total rewards strategies to executive and broad-based plan designs.

These services are provided through its executive compensation, broad-based compensation, survey solutions, sales force effectiveness, and global rewards groups.

Aon also helps clients tailor communication strategies for specific audiences, ensuring their workforce truly understands how pay and benefits add up to total rewards.

The firm has one of the most extensive office footprints in the industry, an exclusive network of owned broking centres of excellence, and an unsurpassed range of industry knowledge and expertise. Tapping into its global network, Aon Malaysia leverages its extensive local experience as well.

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BEST COMPENSATION & BENEFITS CONSULTANTS

Deloitte

Lee Hecht Harrison

Towers Watson

Deloitte is distinct in its ability to help clients solve their most complex problems – from strategy to implementation. It is differentiated by its capability to execute the advice it provides to help clients in the markets where they operate today and where they want to be in the future.

Deloitte in Malaysia is part of Deloitte Southeast Asia, a member firm that also operates in Brunei, Guam, Indonesia, Philippines, Singapore, Thailand and Vietnam; established to deliver measurable value to the demands of increasingly intra-regional and fast growing companies and enterprises.

In Malaysia, Deloitte is among the nation’s top professional services firms, providing services to the public and private sector.

For organisations seeking to design and operate compensation and benefit programmes in a cost-effective, tax efficient and compliant manner, Deloitte helps align such programmes with a company’s overall talent and corporate strategies. It helps address a complex array of tax matters at various stages of a company’s life cycle, including mergers, acquisitions, divestitures, right-sizing, and general restructuring.

Beyond compliance, its team of specialists can help transform global employment programmes, such as discerning the total rewards that critical employees want and need; identifying incentives for employees to successfully carry out company business and talent plans; and exploring ideas that provide a cost-efficient return on investment.

As a result of such client support, employees in the firm can have a rewarding career on every level. The firm believes in worklife harmonisation and offers its employees a friendly work environment where people can take pride in their achievements.

The world’s leading organisations rely on Lee Hecht Harrison (LHH) to help them achieve and sustain success by effectively managing their talent. It is a talent mobility company focused on delivering career transition, leadership development, employee engagement and change management solutions.

The company offers strategic partnerships that bring clients the experience and expertise they need to implement best-in-class solutions.

It offers a global footprint that enables LHH to provide clients with a consistent, integrated and scalable approach to address unique challenges, regardless of size or complexity.

Some of the advantages clients receive include unparalleled and innovative approaches to managing the employee life cycle, customised solutions specifically tailored to client requirements, and an ongoing commitment to understand clients’ businesses.

With a library of virtual learning modules built on its 30 years of experience, LHH’s DevelopMe programme delivers a scalable, cost-effective solution to clients. It provides managers and employees with 24/7 access to conduct results-oriented conversations on career and leadership issues, as well as deliver consistent messaging on business strategy and objectives.

Another key resource offered by LHH is the talent mobility diagnostic, which helps organisations understand whether they are practising talent mobility strategies that fall within three specific indices – understand, develop and deploy. MNCs that have adopted these behaviours are more likely to report growth in revenue while ensuring talent is prepared to move into new roles. After completing the diagnostic, organisations receive the results immediately, along with access to Lee Hecht Harrison’s research report.

Towers Watson is a leading global professional services company that helps organisations improve performance through effective people, risk and financial management. The firm offers consulting, technology and solutions in the areas of benefits, talent management, rewards, and risk and capital management.

The company provides thoughtful, timely and fully independent executive compensation advice to help companies attract, retain and motivate top leadership. Clients depend on Towers Watson to help them balance the interests of stakeholders and reach pay arrangements that stand up to close scrutiny from shareholders, regulators and others.

Apart from executive compensation, in the field of rewards Towers Watson helps build and implement leading-edge organisation, job and reward frameworks that deliver the right return on investment to the organisation. Its professional insights are backed by its marketleading data, including compensation data for more than 100 countries on six continents; ongoing research into emerging trends in organisation, jobs and reward programme design; and its proprietary integrated reward and talent management technology.

Towers Watson’s reward services include reward strategy, job levelling and job architecture; market benchmarking; incentive compensation plan design; labour regulation and compliance; and sales compensation.

Apart from this, Towers Watson’s total rewards optimisation tool helps organisations find their total rewards sweet spot – the intersection that aligns what and how much they spend on rewards with what their employees value most and least across the rewards they offer – while uncovering how rewards changes affect their behaviour and performance on the job.

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BEST CORPORATE HEALTHCARE PROVIDERS

GETTING IN GREAT SHAPE When looking at factors which have a track record of being strong attraction and retention tools, rarely does “healthcare benefits” make the list.

According to a recent Michael Page study, the top three things job seekers are looking for in their next role are an increase in salary, career progression, and more seniority or a promotion.

When it comes to what will retain top talent, the top three factors were financial rewards based on performance, additional career development or support, and a motivating manager.

But the absence of employee healthcare from the top five most powerful attraction and retention motivators hasn’t stopped the most progressive companies from realising the true value of taking care of the organisation’s most important asset – its people.

By providing healthcare offerings to staff, the company puts itself in an enviable position where it can provide benefits that will eventually be seen by employees as a “must have” rather than a “nice to have”. It is a benefit which strengthens the employer proposition given employees feel reassured they are looked after and encouraged to focus on their recovery rather than worry about their medical concerns and expenses.

To avoid healthcare costs spiralling out of control and to maintain policy consistency, many smart companies engage healthcare providers to treat their employees, put them on the road to a speedy recovery and to raise corporate wellness.

The winners and finalists of the Best Corporate Healthcare Provider award is the hospital, clinic, health screener or other healthcare provider which gets company staff back to health and keeps them healthy. Working with the companies listed here is a good way to make sure your employees are back on their feet and in optimum condition to give their best to the organisation.

BEST CORPORATE HEALTHCARE PROVIDERS GOLD

Sunway Medical Centre

SILVER

Gleneagles Kuala Lumpur

BRONZE

Mediviron Group

FINALISTS Columbia Asia KPJ Damansara Specialist Hospital Finalists are listed in alphabetical order.

GOLD Sunway Medical Centre Amid a fast-changing landscape and a growing regional population demanding greater healthcare needs, Sunway Medical Centre (SunMed) is committed to achieving its vision of becoming a leading healthcare provider in ASEAN. SunMed strives to create, support and sustain healthy communities, not just in the areas surrounding the hospital, but also among other stakeholders, including corporate clients. To help ensure this objective is met, SunMed strives to leverage on improving four key pillars – performance, products, people and perspective.

Under the products segment, a dedicated corporate client management team, the business development department, forms the frontier in providing the highest standard of clientele servicing to the corporate and general practitioner sector.

This gold winner understands the need to provide corporate clients absolute peace of mind to carry on their businesses by taking care of their employees’ health and wellbeing. Its responsibilities as a healthcare provider do not start and end at the hospital, but begin with the individual at work or at home. To that end, it has embarked on various

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programmes to raise awareness on health issues and promote lifestyle interventions to ensure corporate customers enjoy better wellbeing.

SunMed has a dedicated team of nurses and staff who work with various clinical departments in the hospital to provide preventative health screenings to its corporate clients on site. As at September 2015, there have been a number of screening programmes, with employees screened for obesity, diabetes and cholesterol, as well as 20 health talks conducted.

These were conducted for free, as part of SunMed’s commitment to building healthier communities.

SunMed also provides preventative health screening programmes through its wellness centre.

With more than 17 packages to choose from, it provides tailored screening services for corporate clients, from specialised screenings for maritime employees to a custom-screening programme to ensure employees of a particular company are fit and able to participate in demanding team activities.

In 2014, the wellness centre served more than 4,567 patients and corporate clients, who enjoyed cashless services, corporate discounts and quick and efficient turnaround times.

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BEST CORPORATE HEALTHCARE PROVIDERS

SILVER

BRONZE

Gleneagles Kuala Lumpur

Mediviron Group

Columbia Asia

Silver winner Gleneagles Kuala Lumpur (GKL) is a world-class hospital that offers value-formoney quality healthcare to patients. It has served thousands of local and international patients for the past 19 years and has grown into a reputable healthcare service provider for Malaysia as well as the Southeast Asia region.

Located in the heart of the capital, it is just a five to 10-minute drive from KLCC Petronas.

GKL has proven its commitment towards providing the highest possible standards of patient care and services to customers by achieving the 5th cycle of Malaysian Society for Quality in Health (MSQH) in October 2015. With this accreditation, patients can be assured they will receive quality clinical care in safe, efficient and well-managed facilities.

GKL is set to open a new annex this year, which will home state-of the-art-facilities and is part of a RM220 million investment to upgrade the hospital. The hospital also offers a corporate rate programme which is a privileged concession enjoyed by employees of corporate clients, and also runs an annual corporate appreciation event.

Bronze winner Mediviron was established in 1984 by Datuk Dr Lim Heng Huat to provide comprehensive occupational health and safety consultancy services. As a pioneer in this field, the company has gained rapid recognition in the industrial sector, and provides services to factories in all 11 states in Peninsular Malaysia.

From a humble beginning of one clinic, the Mediviron Group has expanded to 162. The firm’s primary policy is to achieve and maintain excellence and affordability in comprehensive healthcare services for the general Malaysian public, as well as corporate clients.

This policy is implemented through its network of clinics, complemented by facilities such as mobile audiometry and spirometry, and occupational hygiene monitoring.

To better serve its corporate clients, Mediviron is upgrading its technology by developing a corporate HR portal that will enable human resources practitioners and staff to better monitor, track and manage their staff’s medical benefits. The system will generate reports which will be useful tools in analysis and decision-making.

Columbia Asia is an international private healthcare company that was incorporated in Malaysia in 1996. Starting with its first hospital in Sarawak, it now offers hospitals, clinics and extended care facilities across Asia.

Columbia Asia offers optimum and affordable medical services among modern amenities and highly trained doctors and nurses. The hospitals are located in residential areas, making quality private healthcare more accessible and efficient for patients.

Each medical facility houses no more than 100 beds per hospital. The concept behind its simplicity leads the way towards healthcare trends in the future – efficient, accessible and cost-effective. The innovative design of these hospitals, from their manageable size to their advanced technology, is focused on creating the most positive experience for patients.

It also has a transparent rate structure for medical procedures, which allows patients to know in advance how much their care will cost.

Columbia Asia specialists also regularly share health tips and the latest findings in medical research via its online health library.

KPJ Damansara Specialist Hospital KPJ Damansara Specialist Hospital (DSH) is the eighth hospital under the flagship of KPJ Healthcare.

By virtue of this symbiotic partnership and cohesive network of specialists, the group is equipped to render comprehensive medical assistance and specialist care. Patients can tap into the wealth of expertise, experience and technology.

It is the third hospital in the group to achieve the accreditation award from MSQH in 2004 and was also the winner of the Best Managed Hospital award

by KPJ Healthcare in 2010.

The staff of KPJ DSH provide comprehensive medical care for patients’ wellbeing and treatment.

The facilities are centred on and designed to facilitate the task of helping patients gain renewed health as soon as possible.

The hospital provides innovative community oriented and patient-focused healthcare services.

It is committed to meet patients’ needs and to serve in an ethical, efficient, professional and caring manner. Besides medical services, the hospital also offers health screening and wellness programmes.

KPJ Healthcare has also developed an online referral process, designed to get patients into partner KPJ hospitals, enabling facilities such as e-referrals, updates about patients, and more.

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BEST RELOCATION COMPANIES

People say the world is getting smaller. Anyone who has flown from Singapore to New York may have a different view.

For the world’s relocation firms, the Earth’s circumference is still 40,075 km, the same as it was 100 years ago and Tim Berners-Lee’s invention of the world wide web did not change the time it takes a cargo ship to sail from Manila to San Francisco.

Layered on top of the logistical challenges is the human factor (that is, the expatriate staff member and his/her family) which means care of goods, timing, communication and customer service must be beyond reproach.

The winner of the Best Relocation Company category is the relocation firm which both delights expat staff and reduces the administrative burden on its clients’ HR and mobility departments. If you’re working with one of these six Best Relocation Company firms you can breathe easy – your HR peers have voted them the best in the business.

WHEELS IN MOTION Relocating key staff across the world has become commonplace, but that doesn’t mean the physical transportation of personal effects has gotten any less complicated.

BEST RELOCATION COMPANIES GOLD

Crown Worldwide Group

SILVER

Brookfield Global Relocation Services

BRONZE

Allied Pickfords

FINALISTS Asian Tigers Mobility Santa Fe UniGroup Finalists are listed in alphabetical order.

GOLD Crown Worldwide Group Crown Worldwide Group celebrated its golden anniversary this year globally in completion of 50 years of excellence, as well as its 40th anniversary in Malaysia last year. This gold winner has been constantly realigning its strategies, and taking a more consultative approach with its clients to create more effective partnerships. With this approach, Crown has been actively engaging its clients to lead to better management of their mobility programmes and to achieve cost savings even during downturns.

With a global footprint, Crown has the ability to provide rapid local responses, making it convenient for clients to approach it whenever they need support. Crown values quality highly, and uses its QUEST programme to give clients the opportunity to provide valuable feedback.

In 2015, Crown Malaysia strengthened its senior management team, including a new managing director, Leon Hulme, a new division manager for world mobility and immigration services, FrancoisXavier Groleau, and a new corporate services manager, Kesvaran Krishnan. Across the rest of the organisation, strengthening staff skills is also a key success factor.

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The learning and development department provides Crown’s staff with training programmes either via a webinar or the Crown University learning programme. As a result, Crown’s staff retention rate remains high each year as it provides different challenges for their career success, including assignments in different locations. Crown also encourages all new staff to represent its values both internally and externally. The company believes a healthy work-life balance is equally important and promotes measures to make sure employees and their families maintain equilibrium in their lives.

At the same time, Crown’s teams worldwide work with local schools, health initiatives and are also involved with charities.

People are central to this effort by finding innovative ways to support local issues. By giving everyone time and incentives for activities and having business practices that create this shared value, Crown aims to help improve things for others.

To supplement its work through industry knowledge, the company provides seminars on new developments in the mobility industry to enable its understanding of new trends.

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BEST RELOCATION COMPANIES

SILVER Brookfield Global Relocation Services Brookfield is a trusted leader for the design and management of international and domestic relocation and assignment services. This silver winner works on its clients’ behalf to ensure all components of their mobility programmes are possible and aligned with their broader objectives.

By being committed to a high and continuous level of growth, improvement and client satisfaction, Brookfield has achieved impressive customer satisfaction scores in the past 12 months on a balanced scorecard of mutually beneficial tactical and strategic objectives. Working tirelessly to breed a culture of innovation, the company believes innovation is a concept, not owned by a single individual or department. Its services, and the technology that enables them, reflect that culture.

In 2014, Brookfield reduced costs for clients and improved services through the introduction of its bundled destination services programme,

MovEssentials, which combines the home finding, settling in and, if applicable, orientation and educational assistance programmes. At the same time, ReloAccess, its customer portal, was launched in app form for clients and assignees to improve accessibility and ease of use. Key features introduced included allowing for the submission of expense claims by uploading a photo of the receipt into the system and remittance to the bank account in the currency of the employee’s choosing. The enhanced analytic reporting tool provides real-time information such as cost data by expense, type, assignment and assignee, and trending analysis in a dashboard view in a variety of formats.

Brookfield is passionate about maintaining high employee satisfaction and its brand as an employer of choice in the relocation industry. As such, it has established retention strategies focused on the pursuit of re-recruiting existing employees.

BRONZE Allied Pickfords Companies need a relocation partner who understands the challenges of an evolving market and is positioned to help them overcome these challenges. Allied Pickfords strives to be that partner.

With the company rooted in its tag line of “Relax. We carry the load”, Allied Pickfords is a strong partner to its clients due to its high service standards. Every office in the global network is required to follow its service charter, which ensures a consistent high level of service, international accreditation – FAIM or ISO accredited to ensure adherence to global standards. At the same time, its innovative technology tools enables it to analyse and present data to its clients.

Allied Pickfords’ expansive network provides moving services in more than 40 countries allowing it to deliver local expertise. Its products help bring about positive impact by improving the relocation experience for assignees – getting them to their

destination so they can be successful in their new role as quickly as possible.

This bronze winner also makes sure the client’s employees are aware of what is happening at every stage of the move so they know their personal effects and work documents will be safely delivered.

At the same time, Allied Pickfords helps clients lower their relocation costs by providing them with reports that indicate how their budget is being spent. It partners with clients’ HR teams to conduct pricing exercises to determine the best options for assignees while controlling costs using an RFP toolkit it developed. Thus, administrative burdens are drastically reduced, allowing clients to secure competitive and transparent rates for household goods. For Allied Pickfords, the most important asset is its people, hence, as part of its employee wellness programme, it has implemented initiatives such as personalised onboarding.

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BEST RELOCATION COMPANIES

Asian Tigers Mobility Asian Tigers Mobility is a leading provider of international relocation solutions which help families move to their new homes. The company provides a comprehensive end-to-end mobility service tailored to its client’s transferee’s needs.

With a mission to devote its full energy and attention to helping families relocate, the services Asian Tigers Mobility offers include from when an assignee is preparing to move (for example, visa and immigration, orientation and school search) to after they have moved (for example, settling in, phone support and visa renewal).

The company provides additional services such as airport transfers, language and cross cultural training, spouse programmes and concierge programmes. It also helps assignees with their lease renewals and domestic helpers.

The company has offices in 14 countries and territories and is committed to delivering the very best moving and destination services in the industry without compromise. Clients partnering with Asian Tigers Mobility have an opportunity to set a new standard in Asia by introducing specialised regional practices, innovative technology and industry leading

processes to their relocation programme. Asian Tigers is truly an innovative partner dedicated to its clients’ success. The company believes its clients and their transferees are not stereotypes and aims to achieve the best relocation strategies by supplying tailored solutions specific to their needs.

At the same time, Asian Tigers Mobility takes its corporate, environmental and social responsibilities seriously. Its continued dedication to this stems from placing its team members, clients and their transferees at the heart of everything it does.

The company’s commitment to high standards of ethical business practices means clients can rest assured they are working with a business aware of their environmental and social impact.

Asian Tigers Mobility believes its people are the backbone to its long-term success and responding to their needs is as important as that of clients and their transferees.

It operates on an equal opportunity employment strategy and promotes a diverse working environment, ensuring its policies are flexible and adaptable to better suit its team, its environment and its wider community.

Santa Fe The Santa Fe Group is among the world’s leading providers of services for global mobility and relocation, providing three services: relocation, moving, and records management.

Its relocation services business supports corporations and their employees to relocate and settle in a new country, assisting them with visa, immigration, home and school, language and culture training, managing expenses, property rentals, etc.

Its moving services business delivers domestic and international moving of households while the records management business stores and manages records for corporations.

The group operates from a network of offices in 56 countries globally, ensuring it has the local knowledge and capacity to provide the highest level of service across the region. Alongside, Santa Fe offers effective outsourced solutions for even the most challenging global mobility programmes.

No matter what drives its clients’ employee global mobility – growth opportunities, mergers and acquisitions, or new business strategies – Santa Fe meets these organisational challenges by providing clients with an effective global mobility solution that

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considers cultural, legal, political and organisational constraints, while addressing such needs as talent retention, compliance and cost management.

It uses a consultative approach that starts by asking the right questions to understand the drivers, influencing factors and concerns. From there, it creates custom, high-quality solutions designed specifically for its clients’ global mobility needs.

Santa Fe provides a complete suite of solutions, from designing and implementing relocation policies to providing immigration services or securing executive housing. Its clients include Fortune 500 companies with truly global mobility programmes, smaller organisations needing assistance with a few assignee relocations, and everything in between.

Santa Fe is fully committed to its customercentric mission: “We make it easy.” Its technology solutions drive its services, and all Santa Fe offices use a single technology to streamline outcomes.

The company continually develops innovative solutions, such as mobile applications for businesses with corporate assignees. Apart from this, Santa Fe also views its greatest resource as being the talent and knowledge of its dedicated employees.

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BEST RELOCATION COMPANIES

UniGroup Founded in 1947, UniGroup Relocation is a global mobility network with more than 1,000 locations serving 180 countries across six continents, making it one of the largest owner-managed relocation networks in the world. Each service centre in its network is held to a rigorous service level agreement, ensuring the same level of quality regardless of destination. A common voice, a consistent quality standard, and unsurpassed local knowledge sets UniGroup Relocation apart, giving customers peace of mind as they settle into their new locations.

UniGroup Relocation offers specialised moving and relocation services tailored to meet the diverse needs of its global clientele. Its range of preassignment, transportation and destination services guide transferees along every step of the journey.

Some of the services it offers includes immigration, assignment management, destination services, housing services, governance/compliance, international household goods transportation (via NVOCC or air freight) and transit coverage.

Each assignee is paired with a regional account manager who will act as a single point of contact.

As a move supervisor and strategic partner, the company's account manager will help clients address unique goals and challenges and help reduce administrative burdens.

UniGroup Relocation is committed to conducting business safely, honestly and in compliance with the law. Its code of conduct is the roadmap it uses to make the right decisions daily.

The company received its ISO 9001:2000 registration in March 2003. Every year since, UniGroup Relocation has met or exceeded the requirements to retain its ISO status. It also earned the new ISO 9001:2008 certification after it successfully passed a surveillance audit in 2009.

As one of the largest international household goods movers, UniGroup Relocation is still growing.

With people as its most important asset, UniGroup Relocation provides its employees with competitive salary and benefits packages (including medical, dental and vision plans), a dependent care assistance programme, a business casual dress code, professional development and training opportunities as well as a full-service cafeteria.

Immigration knowledge to protect your global reputation Crown World Mobility has experts on the ground in nearly 60 countries, giving us unique knowledge of local immigration laws, policies and procedures.

Our established relationships with local ofďŹ cials ensure we understand the immigration and business risks that keep you operating within the ever-changing law.

How the world works better www.crownworldmobility.com

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BEST MOBILITY & ORIENTATION CONSULTANTS

Navigating the logistical challenges involved in shipping containers full of household items is one thing. Getting relocated staff settled in their new city and back to work with minimal business disruption is another. In fact, studies with HR leaders have revealed that, more often than not, overseas assignments have failed because the individual or his/her family have been unable to successfully integrate into the new environment, and not because the individual on assignment is not successful.

The best mobility and orientation consultants should be able to prepare the relocated manager (and their family) for changes in culture before the move, take care of the immigration administration, work out tax issues, provide advice on banking and other legal and statutory requirements and get the expat executive into the office as soon as possible.

The winners and finalists of the Best Mobility & Orientation Consultant category best exemplify these traits, and you can trust them to acclimatise your assignees in their new work location.

GETTING READY FOR DAY ONE

BEST MOBILITY & ORIENTATION CONSULTANTS GOLD

Brookfield Global Relocation Services

SILVER

ECA International

BRONZE

SIRVA Worldwide Relocation & Moving

FINALISTS Crown Worldwide Group Santa Fe Finalists are listed in alphabetical order.

GOLD Brookfield Global Relocation Services Brookfield is a trusted leader in the design and management of international and domestic relocation and assignment services.

This gold-winning organisation works effectively on behalf of its clients to ensure all components of their mobility programmes are as effective as possible and aligned with their broader talent and business objectives.

The past year was an exceptional one for the company, with strong new client signings, multiple contract extensions, high client satisfaction levels, and the inclusion in the International Association of Outsourcing Professionals’ top 100 – the only relocation firm to be recognised.

Brookfield works tirelessly to breed an inherent culture of innovation. It believes innovation is a concept that is not owned by a single individual or department and feels its services, and the technology that enables them, reflect that culture.

For example, in 2014, the company reduced costs for its clients and improved services through the introduction of its bundled destination services programme, MovEssentials.

This solution combines home finding, settling

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in and, if applicable, orientation and educational assistance programmes. These programmes provide comprehensive support to the assignees and their families, optimising assignee satisfaction, while also offering clients significant benefits from a cost and efficiency perspective.

MovEssentials offers an alternative pricing structure based on the completion of services, rather than a prescribed number of days, allowing for cost transparency and an improved customer experience, and enhanced and reduced scope offerings. These are customised to meet client-specific requirements and budgets.

In 2014, ReloAccess, the company’s customer portal, was launched in mobile application form for clients and assignees to improve accessibility and ease of use. A key feature introduced for assignees was the expense functionality. This allows for the submission of expense claims and remittance to the bank account in the currency of the employee’s choosing. Receipts can be scanned and uploaded or if the mobile device has a camera function, pictures of receipts can be taken and uploaded directly onto the system for prompt processing and payment.

HR VENDORS OF THE YEAR 2015

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BEST MOBILITY & ORIENTATION CONSULTANTS

SILVER

BRONZE

ECA International

SIRVA Worldwide Relocation & Moving

Silver winner ECA International enables companies to move their staff around the world as cost-effectively as possible.

It does this through a two-fold approach – data and software. Offering a holistic product range, its value proposition is to provide companies that subscribe to its country reports with all the needed information to manage employee mobility. Improvements in the past 12 months include increasing the number of locations for which it provides data, and expanding the comprehensiveness of reports for increasingly popular locations in Asia.

When it comes to software, ECA International was at the forefront of developing assignment salary calculator technology in the 2000s. It has made three key enhancements to its software offerings in the past 12 months, including a report builder functionality, costing tool and net-to-net calculator.

Gaining favourable feedback from ECA International’s clients, the software’s report builder functionality allows subscribers the ability to compile their own reports by selecting various areas of the standard report.

Crown Worldwide Group Crown Worldwide Group recently celebrated its 50th anniversary globally and its 40th anniversary in Malaysia last year. Through this time, Crown has maintained strong growth for its mobility and immigration services by constantly realigning its strategies to adapt to market demands. It has been taking a more consultative approach with its clients to create more effective partnerships, thus actively engaging clients to lead to better management of their mobility programmes and achieve cost savings even during economic downturns.

The firm also provides seminars on new developments in the mobility industry.

With a global footprint, Crown has the ability to provide rapid local responses in locations where the company has an office, making it convenient for clients to approach the company whenever they require.

In 2015, Crown Malaysia appointed new senior management, including a new MD, Leon Hulme, as well as its new division manager for world mobility and immigration services, Francois-Xavier Groleau, and its new corporate services manager, Kesvaran Krishnan.

Companies’ mobility and relocation needs are getting more complex, creating the need for a relocation partner who understands the challenges of an evolving market and is positioned to help them overcome these challenges. SIRVA has proven it is that partner.

The bronze winner believes strong relocation programmes are built by expertise.

By supplying proprietary research, thought leadership and industry events, SIRVA has empowered companies to better face the relocation challenges of the future.

SIRVA also provides innovative technology that enables clients to better manage their mobility programmes, while enhancing the assignee and transferee experience. Easy to use intuitive tools – from web to mobile to analytics – improve the mobility experience for clients and their employees. All information is managed with the utmost attention to security.

SIRVA’s unique service model gives companies and their employees a single-point of accountability for every component of the relocation experience.

Santa Fe The Santa Fe Group is among the world’s leading providers of services for global mobility and relocation. Its relocation services business supports corporations and their employees relocate and settle in a new country, assisting them with visas, immigration, home and school, language and culture training, managing expenses, property rentals, etc.

Its moving services business delivers domestic and international moving of households.

The company provides a complete suite of global mobility solutions, from designing and implementing relocation policies to providing immigration services or securing executive housing.

Its clients include Fortune 500 companies with truly global mobility programmes, smaller organisations needing assistance with a few assignee relocations, and everything in between.

The company is fully committed to its customercentric philosophy and to its mission: “We make it easy.” Its global network and physical presence across six continents ensures it has the local knowledge and capacity to provide the highest level of service across its entire geographic region.

Its technology solutions drive and support its services, and all Santa Fe offices use a single technology to streamline outcomes and reporting.

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BEST MANAGEMENT TRAINING PROVIDERS

TIME FOR SCHOOL The foundation of a company is built on strong leadership. To help nurture the next generation of leaders for a company, employers need to provide strong leadership training for high potential staff to get them prepared for the next leap in their career.

But the sad fact is most managers learn how to

manage people on the job, and as a result, they make far more mistakes and lose far more people from their teams compared with managers who received management training before they were tasked with running teams.

Great management training providers equip

new and experienced managers with people management tools which in turn leads to improved bottom-line business performance.

The winner of the Best Management Training Provider award achieves this for its clients on a consistent basis.

Great management training consultants are able to inspire future leaders by challenging them to step out of their comfort zone and reach a new level in their career development. They are able to transform the culture of the company and the way managers look at their business.

Every organisation and every manager or executive will have different needs at various stages of their career. The most efficient training consultants are able to customise programmes to fit each individual’s needs.

If you are thinking of nurturing the next generation of leadership to ensure the sustainable and long-term growth of the company, this list of winners and finalists will be a good place to start.

BEST MANAGEMENT TRAINING PROVIDERS GOLD

Leaderonomics

SILVER

Right Management

BRONZE

Neville Clarke

FINALISTS Centre for Executive Education Pentawise Finalists are listed in alphabetical order.

GOLD Leaderonomics Leaderonomics believes leaders can profoundly affect the social, economic and spiritual health of the individuals and communities that they influence.

Thus, this gold winner aims to transform Malaysia through leadership development by developing employees of companies at all levels.

Its management development programme is designed to be a platform to allow individuals to enhance their current level of competencies within a desired period of time.

This is a long-term programme of up to 1.5 years and involves different interventions to ensure holistic learning in enhancing these gaps over time.

The programme’s framework is based on Leaderonomics’ learning philosophy and growth model and can be segmented into four key sections: learn, live, network and self.

Under learn, there are case studies, role plays, group discussions and simulation for individuals to consider. The live segment includes projects, case studies and action planning to help individuals apply what they have learnt to real-life situations.

For the network segment, external and internal leaders in the sector are available to help individuals

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enhance their professional network. Under self learning, learners are required to create personal development plans and go through supplemented reading for their self betterment and personal leadership development.

Leaderonomics’ strength-based performance management programme is designed to be a systematic leadership development process to guide the talent management and succession planning activities of an organisation. Key learning objectives include understanding what it takes to be a leader in the 21st century, the need to focus on those who are disengaged (rather than just pushing the engaged), and applying the two-fold strategy for engagement of identifying individual talent and developing great managers, among others.

To its employees, Leaderonomics offers a learning environment that is fun, encouraging, empowering and growing.

Its leadership philosophy is a product of extensive research in the field, personal experiences in the workplace and insights from leaders across the world. It highlights the development of leadership throughout the span of an individual’s life.

HR VENDORS OF THE YEAR 2015

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BEST MANAGEMENT TRAINING PROVIDERS

SILVER Right Management Part of the ManpowerGroup, Right Management has been providing management training in Malaysia for 15 years, with operations in eight locations nationwide, including Penang, Cyberjaya, Johor, Petaling Jaya and Kuala Lumpur.

In recent years, Right Management has embarked on an aggressive management training initiative through its dedicated learning and development division. Since then, the firm has given special attention to training and development by offering more than 5,000 online training modules and 1,650 classroom training sessions.

Its portfolio of training programmes is divided into three parts: management training, a graduate management programme (STEP), and government agency collaboration.

The management training programme is conducted through classroom sessions, online assignments, job rotations and industry exposure.

STEP (student talent enhancement programme), on the other hand, is part of Right Management’s efforts to ensure there is a sufficient market-ready workforce. For the past two years, it has collaborated

with SEGI College on this graduate management programme, a three-month programme to help students from information technology, business and accounting faculties acquire the skills necessary for the corporate world.

People are the main drivers of this silver winner’s business and on that core value it has a dedicated learning and development manager in place, Shamini Vidyadaran, a TEFL certified trainer and PSMB certified trainer. She has a wealth of experience in the training and coaching industry, having studied and worked in the United Kingdom and Malaysia.

The firm also organises industry talks, which gives trainees an outside-in perspective of the industry and its requirements. Innovation is another value high on Right Management’s agenda, with the firm rolling out mobile support to all clients.

The mobile support team has a fixed visitation schedule that provides all relevant HR support on client sites. Right Management also offers HR help desk support via email. With a fixed turnaround time, Right Management is able to manage expectations and touch more people with a positive experience.

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BEST MANAGEMENT TRAINING PROVIDERS

BRONZE Neville Clarke Neville Clarke originated in the United Kingdom and has been present in Malaysia providing training and solutions for the past 25 years.

It runs offices in major growth cities in Malaysia, located in Penang, Kuala Lumpur, Johor Bahru and Kuching. It has three business units focusing on management training, people management and operational management.

Neville Clarke launched a series of new training modules in 2014 to help clients improve their business. LEAN Healthcare optimises the management of healthcare processes; while LEAN Energy and ISO 50001 for energy, is a management tool around energy efficiency aimed at lowering cost and saving the environment. These two products are approved CDP programmes by Suruhanjaya Tenaga (Energy Commission) and EiMAS. In addition, LEAP is an integrated hard and soft skill talent development programme for different levels in the organisation. This bronze winner also offers Chartered Management Institute (UK) certified courses for professional recognition and upskilling for managers which can lead to being a chartered manager.

The recent past also saw the launch of Neville Clarke’s e-learning modules to increase its outreach beyond Malaysia to meet the needs of working professionals.

Clearly, Neville Clarke believes strongly in improving products and services to ensure it is relevant and effective in providing solutions.

It stays close to the market needs through its constant communication with clients and through professional networking.

Neville Clarke is registered by PSMB as a Class A training provider. All of its training modules are approved under the SBL scheme.

In addition, it is also the approved training provider under the SBL-Khas scheme, SMETAP scheme and most recently 1MalaysiaGRIP.

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Centre for Executive Education The Centre for Executive Education (CEE) helps corporate leaders and small business owners optimise their performance and accomplish their business and professional objectives.

Over the past year, CEE has strengthened its executive development and talent management solutions in the areas of assessment, engagement and development of talent. CEE’s suite of executive development programmes includes talent management and succession planning, management and leadership development, executive coaching, and executive career direction and transition.

CEE collaborates with clients by adapting organisational development approaches to their specific business contexts. It designs and implements tailor-made learning and organisational development strategies that greatly improve performance, increase market value and enhance organisational capability.

In 2013-2014, CEE established two new divisions, the centre for executive transitions (CET) and the centre for executive coaching (CEC). The first, CET provides programme participants with a contemporary and market-proven approach to outplacement consulting and support. The transition process management services provide support for executives and managers who must plan for transitions that affect their employees.

Each executive’s process is highly personalised and is designed to match needs and timetables. Executives are introduced to networking opportunities as well. CEC offers a suite of executive coaching solutions for C-suite executives and high-potential individuals, who are aiming for their next leadership role.

CEE provides support for employees as they begin their transitions to a new position, a new career or a different lifestyle.

Pentawise Pentawise was incorporated in Malaysia in May 2004, with a mission to enable people and organisations to achieve more by implanting ideas and providing solutions that transform the way people learn, work and communicate.

The company develops IT and soft skills training programmes, as well as providing consultancy services.

Currently, it operates from two offices in Mid Valley and Kuala Lumpur.

Pentawise competes in the dynamic IT environment where standards and expectations of IT training increase significantly and quickly.

To stand out, doing training better than its competitors is not enough.

Pentawise does things differently by anticipating and adapting quickly to change. In addition to offering extensive standards and common IT training, it has developed a training methodology to tailor to different professions.

Since inception, Pentawise has been actively enhancing its training methodology in order to keep up to date with international IT training standards.

In 2015, Pentawise launched eight new courses to upskill clients efficiently, some of which include storytelling with numbers; a human resource application using Microsoft Excel; and a dashboard for strategic sales and marketing analysis using Microsoft Excel.

Pentawise generates revenue by developing and conducting IT software products training such as Microsoft Office and technical application and Adobe application.

In addition to providing training services in IT, Pentawise offers suites of training services in soft-skills development such as motivation seminars/workshops, presentation skills and communication workshops, communication skills, team-building and leadership skills.

HR VENDORS OF THE YEAR 2015

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BEST TEAM BUILDING TRAINING PROVIDERS

THE COLLECTIVE SUM OF INDIVIDUAL EFFORTS In today’s uncertain global economy, achieving organisational targets is a task that even the most Herculean leader will find daunting. Prospects of growth are shaky at best, and success in this scenario cannot be achieved without team support.

In Ernst & Young’s 2013 research, an overwhelming majority of senior executives surveyed agreed that teams were the best way to

address today’s increasingly complex business problems and changing requirements.

In fact, more than 80% were of the view their organisation’s ability to develop and manage teams would be essential for their future competitiveness.

Alphabet’s executive chairman Eric Schmidt recently voiced his opinion on the topic by posting an African proverb on his Twitter stream: “If you want

to go fast, go alone, but if you want to go far, go together.”

However, the word “team” no longer refers to employees who simply work in the same department, doing similar kind of work and reporting to a single manager. Teams have changed – drastically.

Teams that work together with genuine team spirit are the ones which perform the best and deliver the most value to their companies.

Sometimes team spirit sparks by itself, but most of the time it requires hard work and smart techniques. Most of the time those smart techniques are provided by team building specialists.

The winners and finalists of the Best Team Building Training Provider category are consistently able to transform groups of employees into high performing teams who work hard for each other, communicate effectively and achieve fantastic results. You can be assured of the benefits of synergy, working with these jury approved firms.

BEST TEAM BUILDING TRAINING PROVIDERS GOLD

D Jungle People

SILVER

Lawrence Walter Seminars

BRONZE

Fish Camp Learning

FINALISTS Leadership Asia Consulting Learning Edge Consultants Quest Learning Systematic Competency Alliance Finalists are listed in alphabetical order.

GOLD D Jungle People With more than 15 years of experience in people development, D Jungle People (DJP) has developed and implemented a range of solutions designed to help organisations achieve their peak potential.

While its solutions have evolved to meet ever-changing market needs, this gold winner understands its products must address the fundamentals of mindsets and behaviours to affect any real change in people and organisations, regardless of trends or fads. As a result, DJP’s solutions act as a catalyst to this process.

Through a combination of its engaging programme designs and expert facilitation methodologies, DJP’s products are designed to provide people with the experience to shift from the state of inertia to action by facilitating thoughts.

Among its range of products include solutions for team effectiveness. While team building has traditionally been viewed as an annual event designed to improve relationships, it has greater potential to improve the bottom line through the byproduct of increased camaraderie.

Team building is most effectively done back at the workplace in a constant and purposeful manner,

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and the past year saw DJP restructuring its team building offerings to help clients create real and tangible results. This was done via a comprehensive end-to-end process.

However, you can’t build teams if you don’t have a strong team yourself, and DJP has its house in order. To build the core team, it conducts team training that involves all staff every quarter to continuously build and refresh relationships, skills and increase exposure Its associates programme increases the value of people within DJP’s “circle” (that is, those not employed by DJP), by providing free training to help people take on roles such as facilitators and trainers.

A highly lean organisation, in 2014-2015, DJP grew greatly, shifting its focus towards providing a set of long-term and tangible solutions.

Consistent with the high client retention rates, its client satisfaction scores reflect similarly positive results. Utilising Kirkpatrick’s evaluation model, in which level one evaluation (reaction of students and thoughts about the training experience) is conducted at the end of each session, the team building services scored an average of 4.45 on a five-point scale.

HR VENDORS OF THE YEAR 2015

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BEST TEAM BUILDING TRAINING PROVIDERS

SILVER Lawrence Walter Seminars With a vision and mission to be the number one training company in Malaysia, Lawrence Walter Seminars (LWS) is led by Dr Lawrence Walter Ng, considered an extraordinary entrepreneur.

He is one of Asia’s top speakers and trainers, who for more than 29 years, has brought his actionpacked, high-energy training seminars to thousands of companies and has personally spoken to millions of participants in the Asia Pacific region.

He specialises in sales, team building, mindset change, and leadership courses, especially for the senior management team, and takes on the lead design for all of LWS training programmes as well as its materials.

His training uses the participating system of the “Art Of Learning”, the lively concept of accelerated learning, and the precise science of human behaviour called neurolinguistic programming (NLP) to make training exciting, fast-paced, and fun.

Participants have the opportunity to experience innovative thinking games, which are presented in an impactful way to enable participants to fully understand what is taught because it involves multineuro-senses learning and a multi-intelligence format.

LWS’ seminars are not based on a lecture format, rather on active participation and the co-operative learning concept. The master trainer becomes a powerful facilitator in guiding participants to change towards excellence.

One of the innovative subjects LWS teaches is “mental warrior”, making it the only training company using archery as a metaphor of change. As a result, the company constantly wins awards, along with letters of appreciation for its training impact.

Another popular programme is the seminar based on Dr Walter’s best-selling book Passion for Extraordinary Performance authored in 2011. He has since written another book called The Greater Purpose, and is in the process of completing another two – Be Motivated Forever and Life After 40.

LWS’ award-winning team building programme, called teaming with passion, has been recognised for helping to increase team spirit, teamwork and team trust, while aligning the team towards the strategic direction of the company. Through this training, teams can communicate more effectively among themselves and become more committed towards the management’s directions.

BRONZE Fish Camp Learning Building teams and moulding leaders – that is Fish Camp Learning’s mission.

This organisation provides solutions in four key areas: organisational development and change, leadership development, team development, and talent management and employee engagement.

In team development, Fish Camp Learning adopts powerful models and tools such as the Drexler-Sibbet team performance model, the five behaviours of a cohesive team, and Belbin team roles. It applies such tools to four areas of team development, the first of which is team assessment, to build an effective team through modules such as the five dysfunctions of a team; along with the GPRI team assessment.

The second is team models, which it uses to understand team growth in order to build a high performing team through models such as Bruce Tuckman’s team stages model.

The third key area is team roles profiling, where the Fish Camp Learning team understands the strengths of each team member to build a strong, balanced and capable group. Some team profiling tools used include the Parker-Team player survey

and DISC team radar analysis. Finally, it focuses on experiential team activities and simulation games as learning metaphors and developmental interventions for teams to build bonds, improve communication, enhance cohesiveness and grow into a better team.

In the process of applying these four areas of team development, Fish Camp Learning helps to enhance and transform teams into more cohesive, effective, productive and highly performing teams.

Furthermore, Fish Camp Learning is the authorised partner for a host of institutions and modules, including the Centre of Applied Cognitive Studies, US; Institute of Motivational Living Inc. (US); Discovery Learning Inc. (US); The Five Behaviours of A Cohesive Team (US); and an approved reseller for Organisational Design and Development Inc. DBA HRDQ, USA. As an expert in team building, this provider also emphasises on building strong teams within its own operations. It keeps one Friday afternoon free each month for its “work hard play hard” initiative for team social activities. What’s more, every one in two years the firm sponsors certified first aid and CPR programmes for all staff.

HR VENDORS OF THE YEAR 2015

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BEST TEAM BUILDING TRAINING PROVIDERS

Leadership Asia Consulting Leadership Asia Consulting (LAC) is a human capital solutions provider with its prime focus in the areas of training and development and business solution consultations. It focuses on value creation through human capital development and the firm’s competitive edge lies in appreciating the power of customers, both internal and external.

The LAC team aligns itself with organisations that truly believe in exceeding the customer’s expectations and the consultants go the extra mile to be part of this journey.

LAC anchors its belief system in delivering customised and specialised training solutions for its customers. To support their value chain and delivery system, LAC also provides IT and software solutions to ensure value is delivered to the final customers.

The team behind LAC has valuable experience in serving both Malaysian as well as foreign clients from various segments such as insurance, banking, hotel, construction, agricultural and utilities.

Action learning team building is one of the human capital solutions LAC is an expert in, which it executes through tools that help to build teamwork at the workplace, and enhance self and team potential.

LAC is distinct in using a 10-point approach to achieve these goals. This is inclusive of classroom presentations, group dynamics, consultation with peers, case studies and a group presentation. It also involves analysis and recommendations, 180-degree or 360-degree evaluation, out-of-the-box challenges, referral readings and holistic evaluations.

Any intervention led by LAC starts with client engagement through a review of KPIs or business targets. Sample interviews and research then go into the development of the programme. The programme developed goes through three types of evaluation – pre, during and post. This review is then sent for the client’s endorsement.

With that cemented, LAC creates business and work-related action plans for implementation. These are then put through a level three evaluation.

Overall, the other spheres of human capital development addressed by LAC comprises seminars and workshops in revenue impact business tools; leadership hall; house of marketing; power of communication; strategic NLP transformational; business tools; customer service; business transformation; and customer management.

Learning Edge Consultants Learning Edge’s business is to make its clients’ businesses better. Sazali Mohd Taib and Perthpal Singh Khosa, who cumulatively have 20 years of experience and knowledge in HR development, started Learning Edge in 1999 believing training providers should deliver results – not just programmes. Equipped with experience and knowledge, Learning Edge has worked with a variety of clients across Malaysia.

It is committed to deploying experts to ensure adherence to a strict ideology of quality and service.

Its strength is in combining expertise and realworld experience to provide solutions ranging from departmental to organisational programmes.

In line with its mission of making companies more valuable, Learning Edge helps its clients realise success at all levels. Its commitment to impactful training programmes has generated enduring partnerships with world-class companies, therefore enabling the firm to gain insights to best practices.

The strongest testament to the value Learning Edge provides is the degree of its clients’ satisfaction. Their successful implementation of Learning Edge’s recommendations is a reflection

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of the team’s effectiveness. Every year its business comes from referrals or returning clients that have remained loyal clients. Learning Edge’s team building unit specialises in coaching teams for high performance. Its years of experience in providing services to corporate Malaysia has accorded it with well-researched, powerful and mature materials.

One of its team building approaches is team works, a combination of indoor and outdoor sessions, mini lectures, games, video presentations, and group and individual challenges. It includes activities such as waterworks, where teams are asked to fill as many open-ended PVC tubes with ocean water as possible.

Another approach is corporate warriors which builds solid teams through adventure learning, set in the midst of the Malaysian rainforest. It uses principles of war to deliver lessons through experiential learning. Elements of surprise, know your terrain, maintenance of morale, know your enemy, co-operation and a host of other powerful principles of war are squarely integrated during assigned missions. Participants later draw parallels of these lessons to the real business environment.

HR VENDORS OF THE YEAR 2015

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BEST TEAM BUILDING TRAINING PROVIDERS

Quest Learning Quest Group was established in 1984 and has enjoyed a leading position in the market place covering the areas of consulting, training, publishing and event management. The firm specialises in the field of HR and organisational development and has a proven track record of quality and reliability.

Presently, it has operations in Malaysia, China, Hong Kong, Indonesia, Singapore and Thailand – however, its clients are all over the world Quest Group is best known for being a resultsbased talent and leadership development consulting firm. It has been helping clients to improve their performance, productivity and profits, through training, coaching, consulting and e-learning.

It uses a six-phase model while undertaking projects, the first of which is the finalisation of success measurement. This is followed by preassessment, and then the training solution itself.

Following this is group or individual coaching, as necessary, after which a post-assessment is conducted. The step is to measure the impact on business results. Some of its hallmark team building solutions include sharp as spears, which enables the building of a championship team.

Another one is the search for lost Dutchman’s gold, a business simulation, while strategic team building is another key area. Quest Group has a number of significant firms under its umbrella. Quest Learning is part of the Quest Group, best recognised as a provider of customised in-house training as well as organisers of public seminars and conferences.

Quest Learning has offices in Kuala Lumpur, Singapore, Hong Kong and Shanghai with operations in Bangkok, Jakarta, Beijing and Australia.

MasteryAsia is another in the group’s firm, and is a provider of mentorship programmes for personal development and well-known for its certified professional trainers programme.

Quest Group also operates in the area of HR development and organisational development consulting. Quest Strategic Consulting comprises e-learning strategists, while its Institute of Business Coaches trains and certifies coaches.

NetProfitQuest helps sales and leads without increasing marketing budgets through the latest technologies and channels, including social media marketing. A sister company of Quest Group is Sage Interactive, a provider of learning resources.

Systematic Competency Alliance Systematic Competency Alliance (SCOMA) is a training, consultancy and technology provider specialising in human capital development. While it was established in 2014 from the corporate restructuring by Strategic Corporate Alliance (SCA), it carries with it seven years of expertise, knowledge and experience accumulated under SCA. SCOMA’s core products are in technology, through ACES, its training need analysis automation software; consultancy, in the fields of training need analysis and competency based assessment recruitment; and training. Products in that last category, training, include the tailor-made team building programme and tailor-made leadership programme – harnessing emotional intelligence and presenting effectively with emotional intelligence.

All of SCOMA’s training and consultancy programmes are built on competency based training which applies adult learning principles and SCOMA’s competency model for performance-oriented results. Its programme is fully equipped with tools that can be easily applied into every aspect of daily life because they address the issue of self esteem.

SCOMA strongly believes a person’s results are

generated from their behaviour, which is governed by their beliefs. Rather than just tackle the end result of a person’s work, SCOMA seeks to identify the root cause of the limiting beliefs in their belief system.

This is more lasting to employees.

SCOMA’s new training products are based on the demand it receives from customers. These include modules on managing Gen Y. Such growing demand has inspired the firm to register the new programmes into HRDF schemes to make them available for HRDF employers.

In consultancy services, SCOMA is collaborating with ETS (Educational Testing Service), a leading provider of psychometric assessments. It has received numerous requests from clients demanding to be provided a solution for job fit assessments.

Another part of its upcoming business planning is the target to open up sales offices in Johor Bahru and Penang.

SCOMA’s recent collaboration with ABE UK offering travel, tourism and hospitality certifications, as well as English BULATS from the University of Cambridge has gained it recognition, as it was awarded by the HRDF under the 1MalaysiaGRIP.

HR VENDORS OF THE YEAR 2015

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BEST PAYROLL OUTSOURCING PARTNERS

THE BEST WAY TO DOLE OUT THE DOUGH The outsourcing of traditional HR functions has now become a norm rather than an exception.

With great advancements in technology, HR professionals can rely on software to take care of payroll management.

Indeed, one of the keys to advancing the HR function is the ability of HR professionals to free

themselves of administrative HR functions which will enable them to focus on strategic HR management issues.

Such payroll systems bring benefits to employees as well – easier tracking of their salary slips with just a click on the computer, rather than looking for printed documents from months ago,

being just one of them. The switch to a paperless way of working helps both parties.

Given that so many companies in Singapore are operating across the region, another key feature HR decision-makers look for is a framework that takes each country’s considerations into account, and yet is able to manage the payroll process in an efficient manner.

Undoubtedly, outsourcing payroll to a reliable third party is a godsend for many companies. The list of winners and finalists in this edition is a stepping stone for your organisation’s consideration in working with this third party for your payroll management.

The companies that have been featured here are the ones that were listed by HR managers themselves, and then ratified by a jury of HR directors across the region. These winners and finalists of the Best Payroll Outsourcing Partner category are the companies that best deliver bottomline value for their clients as a result of taking on and improving payroll administration.

BEST PAYROLL OUTSOURCING PARTNERS GOLD

ADP

SILVER

Payroll2U

BRONZE

i-HR Consulting

BRONZE

Propay Partners

FINALIST

Adecco Personnel

GOLD ADP Employers worldwide rely on ADP for cloud-based solutions to help manage their most important asset – their people. A pioneer in human capital management and business process outsourcing, ADP serves clients across the globe. From HR and payroll to talent management and benefits administration, ADP brings unmatched depth and expertise in helping clients build a better workforce.

ADP provides flexible payroll solutions to clients of all sizes, including the preparation of employee payslips, supporting journals, summaries and management reports. Clients get a wide range of options, ranging from manually calling in their payroll requirements; entering their payroll data online with an internet-based solution or via a mobile device; or outsourcing their entire payroll process to ADP. The company also enables its largest clients to interface their major enterprise resource planning applications with ADP’s secure and compliant payroll solutions.

In Malaysia, ADP provides two main payroll outsourcing solutions – GlobalView and Streamline.

GlobalView is a multi-country payroll solution offered to large clients (typically 1,000-plus employees in two or more countries) that started in

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2001 in the APAC region with this SaaS single source solution. The solution helps clients manage complex risk and ensures regulatory compliance worldwide.

Its single shared platform supports multiple languages and currencies, providing a complete view of the organisation’s pay practices, supported by ADP’s dedicated shared services centres.

In 2005, ADP unveiled Streamline, its multicountry payroll solution for clients with typically less than 1,000 employees in two or more countries.

This holistic solution enables clients to harmonise multi-country payroll and human resources administration processes from a single point of accountability globally.

In APAC, ADP’s implementation team has an average tenure of more than 5.5 years, giving clients the reassurance that ADP will deliver consistency in its project management and implementation methodology, while incorporating leading practices based on prior personal and/or team experiences.

The success in high retention across the organisation emanates from the creation of a family culture that embraces the individual and their respective families.

HR VENDORS OF THE YEAR 2015

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BEST PAYROLL OUTSOURCING PARTNERS

SILVER

BRONZE

BRONZE

Payroll2U

i-HR Consulting

Propay Partners

Incorporated in August 2012, Payroll2U has a presence across the region in places such as Singapore, China, Hong Kong, and more.

The Payroll2U team has a strong vision to automate and deploy solutions to minimise manual intervention in payroll processing.

It offers payroll cloud solutions and BPO to companies ranging from SMEs to MNCs. Payroll2U offers easy deployment via its cloud solution, smartPAY, a highly configurable HR, payroll and time and attendance solution, scalable for all business sizes. Employees can access their personal information, submit leave applications and entertainment expenses on-the-go. For employee self-service, Payroll2U released its mobile app for Android and Apple devices in 2013. With the software, submission of claims is as simple as snapping a photo of the receipt and uploading it.

With industry veteran, Jack Goh, Payroll2U’s CEO at the helm, the team works closely together. The team is creative and innovative in continuing to develop and enhance Payroll2U’s smartPAY solutions to make them the best in Asia.

Founded in 2003 with the purpose of becoming the one-stop HR centre for businesses in Malaysia, i-HR Consulting has established itself as a reputable HR and payroll outsourcing service provider with a proven track record.

Its philosophy is to establish strong partnerships with clients to achieve their business objectives through strategic HR management. The company’s core values are focused on professionalism and integrity.

It also has a strong, highly qualified and experienced delivery team. The company’s director and founder Supramaniam Ramasamy has a deep understanding of the HR industry having entered it in 1993.

This bronze winner offers end-to-end solutions, and in 2015, it added HR mentoring and guidance to its offerings. Additionally, it has combined its HR portal and Android app which contains extensive HR and IR content and short in-house avatar videos produced for payroll and HR managers. Another major change i-HR made in 2015 was to package its HR risk management solution as part of payroll outsourcing – a first-of-its-kind in Malaysia.

Propay Partners was established in 2001 as CnetG Asia, and post its rebranding in 2012, it has grown its market position through its extensive experience serving blue-chip multinationals and leading organisations in Southeast Asia. With years of experience and knowledge, coupled with new products, the company continues to ensure clients remain compliant in a cost-effective, singular point-ofcontact and secured environment.

Propay Partners’ solutions support clients from their start-up point (1-10 headcount) and takes into account expansions of more than 1000 in headcount. The firm aims to become the preferred provider of cutting-edge technology in payroll and HR outsourcing services in the region. With its tailored solutions delivered under a consultative approach, companies can invest in a modular scalable system that will accord them flexibility for expansion as well as let them focus on business development. It has also designed a payroll and HR audit for clients to better understand how to optimise their payroll system and deliver a solution-based approach.

Adecco Personnel Adecco Malaysia tasks itself to accompany businesses and economies in their quest for competitiveness and growth, while helping people fulfil their goals through finding work opportunities and developing their skills.

The firm aims to provide lifelong employment for everyone according to their personal, family and geographical needs and abilities. At the same time, it strives to foster the dialogue with its societal, government and business stakeholders.

The company offers a range of services, including recruitment services, employment and outsourcing services, HR consultation services,

training solutions, and outplacement services. Its consultants are specialised in specific industry and business divisions such as banking, engineering, IT and more. Retail outsourcing has also been included as one of the firm’s speciality branches. This is mainly due to the increasing need for customised solutions for its mid-tier to luxury retailers, aligning with Malaysia’s position as an increasingly popular destination for shopping.

Adecco is aware that people are its greatest assets, hence, it has a strong focus in the area of employee development and has created the Adecco academy to recognise and develop in-house talent.

HR VENDORS OF THE YEAR 2015

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Connections Count!

69 Years Legacy in HR 31 Years in Malaysia Kelly Services, Inc. (NASDAQ: KELYA, KELYB) is a leader in providing workforce solutions. Kelly® offers a comprehensive array of outsourcing and consulting services as well as world-class staffing on a temporary, temporary-to-hire, and direct-hire basis. Serving clients around the globe, Kelly provided employment to more than 550,000 employees with a revenue of $5.4 billion.

Since 1984, Kelly Malaysia has been partnering with the finest local companies, key Government agencies as well as some of the world’s most prominent and successful multinational companies to deliver the best talent in the market. Kelly’s team of dedicated professional and technical consultants successfully recruit and place more than 10,000 talents annually with reputable companies; positioning us as one of the preferred working partners for these companies in the country.

69 years of legacy in HR, 31 years of experience with offices at strategic locations in Malaysia – Kuala Lumpur, Melaka, Penang & Johor Bahru, Kelly provides a comprehensive and innovative range of workforce solutions.

kellyservices.com.my

The Industries we serve: Financial Services Property & Construction Shared Services & BPO Contact Centre Fast Moving Consumer Goods (FMCG) Life Sciences & Healthcare Manufacturing & Industrial Retail Services Tourism, Hospitality and Food & Beverage Information, Communication & Technology (ICT)

Our Services: Temporary & Contract Recruitment Business Process Outsourcing Specialist Search Outsourcing & Consulting Services

Contact us at (603) 2203 0808 info@kellyservices.com.my

Connections Count!

69 Years Legacy in HR 31 Years in Malaysia Kelly Services, Inc. (NASDAQ: KELYA, KELYB) is a leader in providing workforce solutions. Kelly® offers a comprehensive array of outsourcing and consulting services as well as world-class staffing on a temporary, temporary-to-hire, and direct-hire basis. Serving clients around the globe, Kelly provided employment to more than 550,000 employees with a revenue of $5.4 billion.

Since 1984, Kelly Malaysia has been partnering with the finest local companies, key Government agencies as well as some of the world’s most prominent and successful multinational companies to deliver the best talent in the market. Kelly’s team of dedicated professional and technical consultants successfully recruit and place more than 10,000 talents annually with reputable companies; positioning us as one of the preferred working partners for these companies in the country.

69 years of legacy in HR, 31 years of experience with offices at strategic locations in Malaysia – Kuala Lumpur, Melaka, Penang & Johor Bahru, Kelly provides a comprehensive and innovative range of workforce solutions.

kellyservices.com.my

The Industries we serve: Financial Services Property & Construction Shared Services & BPO Contact Centre Fast Moving Consumer Goods (FMCG) Life Sciences & Healthcare Manufacturing & Industrial Retail Services Tourism, Hospitality and Food & Beverage Information, Communication & Technology (ICT)

Our Services: Temporary & Contract Recruitment Business Process Outsourcing Specialist Search Outsourcing & Consulting Services

Contact us at (603) 2203 0808 info@kellyservices.com.my

BEST RECRUITMENT PROCESS OUTSOURCING PARTNERS

When well-executed, the outsourcing relationship streamlines the recruitment process and passes it on to someone who is better equipped to meet the organisation’s hiring needs.

Resourcing and the administrative side of contract and permanent recruitment takes up a huge amount of time and soaks up large volumes of HR department resources, time and effort which could be put to more valuable use if allocated to more strategic HR management issues.

Regardless, if you’re new to RPO, an expert or just looking for a second opinion, HR Vendors of the Year has made your job simpler. What should you look for when choosing the right partner? How can you make the most out of your investment? How can you better foster your partnership?

The winners and finalists of the Best Recruitment Process Outsourcing Partner category are the companies that take the administrative recruitment work off its clients’ hands and deliver the most value for their clients.

PARTNERS IN HIRING Bringing the right talent with the right skills on board is harder than ever, which might explain why 58% of organisations around the world plan to increase their use of third-party recruitment firms within the next 12 months.

This is according to the Global Trends in RPO and Talent Recruitment report, which also found – albeit worryingly – that senior hiring managers did not display a strong understanding of the recruitment outsourcing models available.

BEST RECRUITMENT PROCESS OUTSOURCING PARTNERS GOLD

Accendo HR Solutions

SILVER

ManpowerGroup

SILVER

Randstad Sourceright

BRONZE

Adecco Personnel

GOLD Accendo HR Solutions Accendo HR Solutions was set up as Arcane Solutions in 2007. The first 12 months, admittedly, were quite challenging as the level of maturity and understanding of psychometrics in the Malaysian market was still relatively low.

However, thereon, as the Malaysian human resources industry grew more mature, and gradually moved towards organisations looking at HR as a strategic business driver, rather than an operational or administrative function, this gold winner underwent a restructuring to shift the company to be more holistic, and end-to-end HR technology delivery focused. This included a rebranding of the company name to Accendo Human Resource Solutions.

With this transformation, Accendo started partnering with more globally recognised HR software providers; at the same time it began developing its own applications as well. The range of tools offered expanded to include HR management, applicant tracking, performance management, onboarding, learning and development, selection, development and succession planning, among others. Accendo also developed applications that include its own cost-effective versions of applicant

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tracking and online interviewing systems. In short, the firm was able to leverage on the technology platforms at its disposal to come up with bespoke solutions to address HR-centric client challenges.

Today, Accendo has grown to be a company that is very focused on innovation as a core driver in the services that it delivers to clients. One of the components of its RPO solution is an online application tracking system (ATS) that automates all the applications, while centralising inbound applications to a single channel. It also allows for necessary soft copies of supporting documentations to be uploaded, e.g, academic transcripts/results.

The ATS has been developed with embedded minimum qualification questionnaires, which have in-built automated filters based on the client’s basic requirements, which typically include minimum CGPA and nationality.

Having a strong RPO platform gives its clients peace of mind knowing the recruitment process is being run and managed efficiently and accurately.

They are able to save on time and human resources, and focus their efforts on selecting the best candidates from the shortlist provided.

HR VENDORS OF THE YEAR 2015

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BEST RECRUITMENT PROCESS OUTSOURCING PARTNERS

SILVER

SILVER

BRONZE

ManpowerGroup

Randstad Sourceright

Adecco Personnel

After being in Malaysia for about 18 years, ManpowerGroup unlocked a new achievement in the past year through the acquisition of a leading professional services and recruitment firm specialising in technology and finance.

This acquisition proved vital given the high demand for skills across the IT and finance sectors in Singapore and all over the world and provided ManpowerGroup with access to a large, international network of resources and greater reach in both local and global markets.

This silver winner’s commitment to excellence and sterling standards in deliverables has given it one of the highest client retention rates in the industry. The firm has also consistently delivered outplacement services that sees Fortune 500 companies as trusted partners seeking their service. Not surprisingly, its expertise and commitment, together with new breakthroughs, has won ManpowerGroup numerous global awards.

ManpowerGroup is proud of its industry leading expertise that covers a wide range of services, including assessment and recruitment, workforce training and professional development, workforce consulting, outsourcing and career management. Combined, these services provide innovative solutions that add value to clients’ organisations, increase the agility of their workforce and help them minimise staff turnover and maintain productivity.

One such innovative solution is MYCORE, a centre of recruitment excellence. This hub rapidly responds to client needs by validating resumes with speed and quality based on job specifications. This improves speed-to-market, while making the hub a subject matter expert.

Not forgetting to take care of its own staff, ManpowerGroup has an enviable staff retention rate in an industry known for high attrition.

Randstad Sourceright delivers advanced RPO solutions to clients across the globe. Due to the depth, breadth and quality of the firm’s services, it is consistently ranked among the top RPO providers by analyst groups based on their customer satisfaction surveys.

Randstad’s RPO solutions are driven by a global presence, a focus on smart innovation, leading recruitment expertise and deep clientfocused resources.

It does not deploy one-size-fits-all or cookie-cutter solutions. Its RPO models come in five types – end-to-end RPO, project RPO, RPO lite, selective RPO and master vendor RPO. Led by industry experts and thought leaders in the key areas of sourcing, RPO, technology and employer branding, Randstad’s recruiting and innovation centre of expertise (COE) provides the structure and focus needed to drive continuous improvement and ensure quality results for clients. The COE is dedicated to a strategic approach to the recruiting design and is responsible for owning and nurturing the core methodologies that drive Randstad Sourceright’s recruitment. It also improves candidate quality and effectiveness by centralising knowledge, guidance and expertise in assessment utilisation, and ensuring its clients have the right assessment solution.

This silver winner possesses a deep understanding of the Asian labour market’s dynamics and its expertise to help employers overcome their challenges.

It continuously invests in knowledge, resources and technology so its clients have access to the most cutting-edge innovations and knowledgeable leaders – many of whom are well recognised in the market for their ideas and contributions. They are often cited by industry and consumer publications helping readers to grasp the trends affecting them.

Adecco Malaysia offers a range of services, including recruitment, employment and outsourcing, HR consultation, training and outplacement. Its recruitment managers and consultants are in possession of expertise, knowledge of the industry and employment trends. People remain the most important asset in the business. Its products and services are all geared to help people work more effectively and efficiently. Technology is an area of focus for Adecco, with behavioural shifts in the general audience towards digital platforms, which are more evident today than five years ago.

The improvements made by this bronze winner to job posting platforms made job distribution more effective for consultants. The past year also saw it revamping its website.

Adecco strives towards innovative solutions for talent attraction and sourcing. For talent from different fields, backgrounds and interests, the company also launched a programme called top talent alert to increase the number of float candidate interviews.

Adecco has continued to leverage on all companies under the Adecco Group umbrella in Malaysia to find opportunities for sharing of best practices and expertise, so as to provide a solution to meet challenges from general staffing and human resources in Malaysia.

Adecco’s consultants specialise in specific industry and business divisions, which have led to growth and profitability, including restructuring for speciality staffing services delivered through divisions in banking, engineering, information technology, manufacturing, accounting and finance and retail outsourcing. Adecco also works closely with INSEAD on thought-leadership around global talent competitiveness and is often part of the panel at the World Economic Forum.

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BEST PAYROLL SOFTWARE

that a lack of automation in talent management was holding them back from business success.

How times have changed. The typical payslip is now automatically emailed to employees, or uploaded to a secure network, easily accessible, and providing a breakdown of all the elements that went into its making – such as salary, commission, bonus, flexible benefits, tax, leave, expenses, time and attendance.

Alongside, there has been a focus on employee self-service, with a number of solutions now available to cater to self-service capabilities, cloudbased accessibility and multiple layers of security.

All of these factors have conspired to make a smart payroll package an essential item for all companies. The winners and finalists of the Best Payroll Software category are the companies which have developed the most intuitive and most valuable payroll systems.

PAYING THEIR WAY Back in the “good old” days, employees got a cheque at the end of the month, and if they were lucky they received a copy of the payslip. Personnel would take hours out of their routine to make the process happen, driven by a number of variables such as the total staff strength, the size and complexity of the company structure, frequency of the payroll process, and the level of control and

layers of management the process needed approval from before the pay was disbursed.

In fact, HR managers would repeatedly complain about being held back by productivity killers such as paperwork, payroll processing and routine training sessions, before efforts to automate these processes started to emerge. A report by SilkRoad found 72% of HR professionals admitted

BEST PAYROLL SOFTWARE GOLD

ADP

SILVER

Ramco Systems

BRONZE

Times Software

FINALISTS Orisoft Payroll2U Ready Software TMF Group Visual Solutions Finalists are listed in alphabetical order.

GOLD ADP Employers worldwide rely on ADP for cloud-based solutions to manage their most important asset – people. From HR and payroll to talent management and benefits, ADP brings depth and expertise in helping clients build a better workforce.

A pioneer in human capital management (HCM) with clients in more than 100 countries, ADP provides flexible payroll solutions to clients, including the preparation of payslips, supporting journals and management reports. These services are provided to clients in a wide range of options, ranging from manually calling in their payroll requirements to its specialists; entering their payroll data online with an internet-based solution or via a mobile device; or outsourcing their entire payroll process to ADP. ADP also enables its largest clients to interface their major ERP applications with ADP’s outsourced, secure and compliant payroll solutions.

In Malaysia, ADP provides two types of payroll outsourcing solutions. The first is GlobalView, wherein ADP began offering multi-country payroll to large clients (typically 1,000-plus employees in two or more countries) in 2001 in the APAC region with a SaaS single source solution. The offering helps

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clients manage complex risk and ensures regulatory compliance worldwide. The single shared platform supports multiple languages and currencies, provides a complete view of the organisation’s pay practices and data and is supported by ADP’s dedicated shared services centres in Hyderabad and Shanghai in the APAC region.

The second solution is Streamline, another multi-country payroll solution rolled out in 2005 for clients with typically less than 1,000 employees in two or more countries. The solution enables clients to harmonise multi-country payroll and HR administration processes from a single point of accountability across 104 countries.

In August 2015, NelsonHall, a global BPO analyst firm, recognised ADP as a leading provider of global payroll solutions. NelsonHall specifically cited the ADP mobile solutions app as an example of increased investment in and client adoption of the mobile delivery of payroll services. Since its launch in 2011, the highly popular ADP mobile solutions app is used by more than five million employees across 120,000 ADP clients to access their payroll and other HR and benefits information on mobile devices.

HR VENDORS OF THE YEAR 2015

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BEST PAYROLL SOFTWARE

SILVER Ramco Systems Part of the diversified conglomerate, Ramco Group, Ramco Systems is one of the fastest growing companies focused on providing next-generation enterprise solutions that enhance the competitive capabilities of its customers by leveraging new technologies and expanding global connectivity.

With over 20 years of rich experience, Ramco’s efforts on cloud, mobile and analytics are focused across three core products: ERP, aviation and HCM. Ramco offers a multi-country payroll solution compliant across more than 35 countries, with the capability to address more than 70% of the world’s working population. Ramco’s payroll global solution can comply with payroll legislation for 13 countries in APAC, including Singapore, Malaysia, Thailand, Hong Kong, Taiwan, Indonesia and the Philippines.

Ramco offers a localised payroll compliant with Malaysia’s payroll requirements (EPF, SOCSO, tax, and more), PDPA (Personal Data Protection Act), as well as GST requirements for expense claims.

Ramco also offers managed payroll services for Malaysia from its payroll processing centre in Chennai, while lodgement services are delivered locally from Kuala Lumpur.

Ramco’s solution offers one single platform to complete all activities related to payroll with built in contextual intelligence. In addition, the Ramco genie is a self-healing and rectifying intelligent engine which identifies, suggests and resolves errors.

It is a standard template-based product that comes out-of-the-box, with predefined rules per statutory country requirements. The solution has an in-memory multi-agent technology based engine for faster in-memory processing. Frequently occurring activities run through the batch process, reducing manual intervention, while the rule engine gives power to end users to configure their own visual interface. The solution also allows automatic calculations for grossed up tax and shadow payroll, besides the standard gross to net calculations.

Ramco’s payroll is statutorily compliant for 13 countries across APAC, and can be easily integrated with third-party HRIS and financial applications.

This compliance stems from its payroll bureau, which is a three-tier dedicated team for statutory compliances: country based independent consultants, top tier consultancies such as E&Y and PwC and Ramco’s own research.

BRONZE Times Software Times Software, based in Singapore, has been in business since 1998, and expanded to Malaysia in 2000, which has since been in full operations from front-end sales to back-end software maintenance.

The firm credits its success to a single powerful concept – sustainable growth.

To achieve this, the firm expanded its business proportionately and realistically, all while practising kaizen, the philosophy of continuous change for improvement to constantly better its products.

Indeed, the kaizen philosophy is at the heart of what Times Software does, which gives it an edge over competitors as it constantly improves its products, processes and services.

With such innovations, Times Software has built a complete suite of payroll and HR-integrated solutions which fulfil the areas of payroll processing, leave, attendance and claims management, recruitment and people development. The firm is also involved in turnkey projects to create specialised products for SMEs, large multinational corporations and government agencies. Its products are widely used in Singapore, Malaysia, Indonesia and China, and by clients from different industries.

In the past couple of years, Times Software has achieved many accomplishments, one of which is that by working closely with its customers, it has improved its products based on their feedback. It did so by streamlining the products’ processes, diversifying the range of payroll reports, incorporating new payroll and HR requirements, and tuning its products to be more user-friendly.

It has also capitalised on the growing demand for Software as a Service (SaaS) products by launching its very first cloud-based payroll system and services. In the process it partnered with Microsoft to host its cloud solutions on the Microsoft Azure platform, which is renowned for its world-class security, privacy of data and reliability. The firm is also about to launch its first Android and iOS mobile application, starting with leave management. In the near future, there will be a unified application for all of its HRIS solutions. The past few years also saw it placing an intense focus on putting people at the heart of what it does, by placing them first.

Its core principles are to cultivate, manage and retain talent, and enable employees to develop their skills and organisational knowledge.

HR VENDORS OF THE YEAR 2015

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BEST PAYROLL SOFTWARE

Orisoft

Payroll2U

Ready Software

Since being established in 1987, Orisoft has been a leading HCM solution provider through cutting-edge systems for HRMS, time management, payroll and employee selfservice for the local and international markets.

Orisoft’s web-based technology solutions empower small and multinational businesses to operate efficiently in the area of people management so they can focus on what they do best – growing their brands.

UnifiedPAY is Orisoft’s solution to executing the monthly payroll operation seamlessly and accurately. Its clients leverage on the integrated system to simply and amplify their payroll management. With manual calculations and physical filings having become methods of the past, unifiedPAY solutions bring all aspects of payroll management together.

The system empowers clients to manage employee information swiftly, calculate salaries and claims instinctively, and execute documentations in an orderly manner.

It is also capable of generating reports and data that serve as essential information to assist management in making decisions.

Payroll2U Malaysia offers payroll cloud solutions and BPO. Incorporated in August 2012, Payroll2U has an active presence in countries such as Singapore, China, Philippines, and more. The company now has plans for Myanmar and Australia, among others.

The Payroll2U team has a strong vision to deploy solutions that minimise manual intervention to payroll processing. It is only through a reliable, integrated and automated system, can payroll be delivered on time, accurately. Payroll2U offers easy deployment via its cloud solution, smartPAY. This is a highly configurable HR, payroll, and time and attendance solution, scalable for any business – be it in Malaysia, Singapore, Philippines or any other country in Asia.

With the widespread adoption of smartphones and other mobile devices, employees can now access their personal information, submit leave applications and entertainment expenses on-the-go. They simply need to snap a photo of a receipt and submit instantly via a smartphone, without ever worrying about losing a receipt.

Ready Software was founded in October 1993

by MD, Rachel Swee. Its team is dedicated to giving customers user-friendly and innovative software and services with prompt support.

The firm is a major player in the provision of payroll, HR and fixed assets management software and services.

ReadyPay is a powerful and user-friendly payroll system that takes care of all its clients’ related needs. They have the power to respond quickly to management, employee and government requests with accurate reports.

The firm’s team of developers and engineers with CPA experience truly understand their requirements. In Malaysia, ReadyPay includes fields for handling EPF, SOCSO, PCB tax deduction (CP 39), ASB and Tabung Haji.

Working smart and saving valuable man hours is the key to Ready Software. Its quick data entry form can perform data changes to a group of employees, without having to go through each one manually. It also has a unique feature whereby payroll administrators have the capability to add new master data on the fly while creating a new employee profile.

TMF Group TMF Group is one of the world’s largest multinational payroll providers with services in more than 80 countries. Working with a solid core of local experts, it assists local and international businesses.

Its in-country teams speak the local language and have the flexibility to invoice in the local currency.

Having one global provider with a single point of contact also helps clients decrease costs, improve management and increase efficiency so they can focus on growing their business. Its global teams ensure that not only are all regulatory needs kept up to date, but that any filings that must be done by hand in-country can be taken care of. The risk of

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hold-ups along the path as members of a network hand work over to other companies is minimised; as clients are dealing with one company which has central processes to mitigate issues quickly.

TMF Group Malaysia has a strong team of specialists in corporate secretarial, accounting, fund administration, private clients, payroll and HR. It provides a full range of corporate services to help clients be compliant and simplify their operations.

In addition, it offers trustee services, wherein TMF Trustees Malaysia is an approved trust company from the Securities Commission Malaysia to act as trustees for (PDS) and unit trust funds.

HR VENDORS OF THE YEAR 2015

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BEST PAYROLL SOFTWARE

Visual Solutions Visual Solutions is a leading HR software company dedicated to developing and implementing its HR system software called flexHR which meets the growing demands of practitioners, while it is focused on the wide and broad software industry.

Since rolling out its first payroll system in 1991, Visual Solutions today has more than 900 corporate clients that come from a broad range of business sectors such as manufacturing, retailing, consulting, oil and gas, banking, insurance, properties, utilities, hospitals, etc. Its mostly who’s-who corporate client list reflects a clear statement of confidence from business corporations for flexHR by meeting the growing demands of human resources practitioners.

Visual Solutions has branch operations in Petaling Jaya (HQ), Johor Bahru and Penang to serve its large client base from West to East Malaysia.

In addition, it also works through its network of business partners to service clients outside its service areas. Its strength lies in its attention to customers and customer service quality.

It anticipates customers’ needs and incorporates the most valuable functionalities in its

solutions to help them operate, manage and plan better. FlexHR, being a quality business software, is moulded and shaped by its continuously growing customer base. It provides a comprehensive suite of modules for the management of all aspects of personnel, payroll and time attendance. FlexHR is a fine-grained modular in design and is grouped into three major clusters of categories. It is a human resources management system (HRMS), an employee self-service system, and a human resources strategic system.

The HRMS automates the payroll processing function. In addition to basic payroll features, it includes features such as bonus simulation, payroll variance analysis, wage cost distribution by cost centres and projects, back pay processing, arrears processing for resigned employees, wage trend analysis, and retirement benefits calculation.

The HRMS also takes care of other modules such as employee and security, attendance, leave, benefits, training, performance, manpower, inventory, a financial system interface, import utilities, transport planning, and a business alert manager.

Do you understand your talent’s behavioral traits and potenƟĂů͍

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We are the Malaysian Authorized Partners for

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HR VENDORS OF THE YEAR 2015

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BEST APPLICANT TRACKING SOFTWARE

KEEPING AN EYE ON YOUR TALENT PIPELINE Anyone who has sorted through 200 resumes to fill a single role will understand how tedious it is to manage job applications. Now think about filling 200 roles in six markets over a 12-month period with a quarter of those candidates applying for more than one role. Impossibly complex.

It is no secret that a company’s success is built on the quality of its talent. In today’s ultracompetitive talent wars, merely promoting job openings through advertisements and on social media, and monitoring them manually, is not enough.

Companies need applicant tracking software to help them better manage the recruitment process

from the first contact to onboarding. Missing out on conversations with candidates at any stage may result in losing them to a competitor.

Research shows nearly half of HR professionals worldwide still don’t offer candidates the option of accessing their applicant tracking system (ATS) via a mobile device. This raises serious concerns, considering that when job seekers can’t apply via a mobile device, 65% said they rarely return to their desktop to finish the application.

Smart companies make use of applicant tracking technology to ensure they are keeping in touch with the candidates at all times. This enables them to feel the company is committed and also a caring employer, regardless of the result of the recruitment process.

An intuitive applicant tracking system is the answer. The winners and finalists of the Best Applicant Tracking Software category are the software companies that have developed the ATS packages which have both saved time and unlocked value for their customers.

BEST APPLICANT TRACKING SOFTWARE GOLD

PageUp

SILVER

Accendo HR Solutions

BRONZE

Hanodale Technologies

FINALISTS Bullhorn Workday Finalists are listed in alphabetical order.

GOLD PageUp Gold winner PageUp’s technology solutions support large multinational organisations, including more than 100,000 HR practitioners operating across more than 180 countries from a broad range of industries. Its applicant tracking/recruitment system enables the recruitment of quality candidates, fast, with one simple system to manage and track every stage of the candidate life cycle. It automates and streamlines recruitment workflows with bulk actions for volume hires and builds future talent pools with mobile and social CRM, and ensures best-fit with powerful analytics and reporting.

The software offers a seamless candidate experience and connects impeccably with its clients’ existing technology partners, including online test providers, job boards, background check providers, e-learning content platforms, and core human resources systems such as payroll.

The PageUp candidate relationship management solution empowers recruiters with collaborative and social hiring tools to proactively identify, connect and foster relationships with passive talent and start building tomorrow’s pipeline.

It provides powerful analytics dashboards and

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custom reports to prove the success of recruitment efforts and measure return on investment. Advanced analytics, assessment integration and candidateranking tools help streamline the selection and hiring process, ensuring best-fit and faster decisions.

To attract high potential candidates, PageUp impresses targeted talent with tailored, mobileoptimised career sites. These enable recruiters to search, manage and communicate with candidates any time with convenient recruitment tools that fit their lifestyle, including video interviewing, online offers, social sourcing and more.

PageUp also has a fast-track induction and onboarding solution to make a great first impression, that is welcoming, engaging and productive. It ensures new starters hit the ground running via an engaging and interactive learning and resource portal, automated forms and workflows that can be tracked. Over the past 12 months PageUp has continued to evolve its products to ensure it stays ahead of customer needs. Key developments and improvements include providing a fully mobileoptimised candidate experience on its software and easy job sharing on social media sites.

HR VENDORS OF THE YEAR 2015

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BEST APPLICANT TRACKING SOFTWARE

SILVER Accendo HR Solutions A growing maturity in the Malaysian HR industry, which has gradually moved from organisations looking at HR as a strategic business driver rather than an operational function, has seen silver winner Accendo undertaking a restructure to make the firm more holistic and focused on end-to-end HR technology delivery. The efforts have certainly paid off. Attracting high calibre candidates is tough to begin with, and add to that, the challenge of spotting top talent among a huge volume of applicants.

Accendo recognises this fundamental challenge.

It utilises Simplify, an in-house applicant tracking system, as a part of its solutions to truly transform its clients’ talent attraction initiatives.

Simplify is designed to automate the hiring process: from attracting candidates on social media and job sites, receiving applications, and screening candidates’ information using the highly flexible and easily customisable Simplify MQQTM. However,

it takes more than technology to truly transform internal processes. Hence, Accendo gets involved in every aspect of a company’s recruitment during the design and implementation phase to ensure it knows the best practices to tackle it.

Accendo excels at this through a blend of consultation and intuitive technology to deliver a customised recruitment solution that adheres to a company’s culture. Clients are able to build an impactful workforce, while cutting costs and timeto-hire ratios. Simplify has helped clients to reduce recruitment costs by 60% and slash time to hire by up to 70%. Simplify was designed with an ASEAN focus: light, customisable and affordable.

Accendo recognises the importance of applicant experience as part of a balanced recruiting and hiring strategy. It works with clients to design a user-friendly and appropriately targeted career site and online application workflow experience.

BRONZE Hanodale Technologies Tracking resumes is an important part of the talent management cycle, and like in many service companies, Hanodale was tracking resumes via Excel spreadsheets. But as its business grew this became a painful exercise, as there were cases of duplication or a lack of co-ordination.

The company was in need of a system which would help it in tracking applicants effectively.

This bronze winner then designed TMS boss, a solution conceptualised after considering the challenges faced by firms. The Hanodale management team, in consultation with the TMS team, decided to build an automated system using the firm’s technology team and expertise.

Access to TMS boss is provided to select customers to log in and choose the required applicant based on their business need. After entering their specifications, customers can search matching applicants via a search option. An intelligent search

algorithm displays matching applicants, each of whom is assigned a unique ID. Transparency to customers and candidates, and sharing of candidates’ internal assessment reports are this software’s key differentiators. Candidates get an email confirmation once the potential employer shortlists their resume. Clients get a feel of the candidate’s expectations in terms of salary, candidate work permit status, legal status and the benefits expected. This feature acts as an input to the customer on the cost and availability of candidates.

As the new system started yielding results, Hanodale has integrated the performance management system into TMS boss, which is then jointly conducted with the client. This initiative helps enhance transparency between customers, candidates and Hanodale to develop a long-term relationship. This system will be rolled out across Southeast Asia during the last quarter of 2015.

HR VENDORS OF THE YEAR 2015

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BEST APPLICANT TRACKING SOFTWARE

Bullhorn Bullhorn creates applicant tracking software to help businesses make better decisions, improve sales and recruiter productivity, and manage the entire recruitment and applicant management process from a single easy-to-use interface.

Delivered via a SaaS (Software-as-a-Service) model, the Bullhorn ATS automatically tracks all email activity associated with a particular candidate’s record and updates that record in real time, offering a complete view of candidate interactions and relationships. This ensures recruiters will not miss out on conversations with candidates.

Bullhorn ATS is integrated with Gmail and Outlook so recruiters can view their email inbox directly within Bullhorn. They can easily parse in resumes, add notes and create new tasks and appointments from candidate emails. On the system, they can see the latest information about candidates, while they are within their inbox, and they can access a sender’s full contact record from an email by jumping to Bullhorn with a single click.

Bullhorn has provided one of the industry’s first staffing-specific ATS integrations with the LinkedIn records of candidates and clients of LinkedIn View.

From LinkedIn, recruiters can see if the specific contact’s record is in Bullhorn, and if so, click through to view that record in Bullhorn conveniently.

This integration streamlines a recruiter’s workflow, reduces clicks and provides a continuously up-to-date view of candidate information.

Moreover, the recruiters’ interactions with candidates are not limited to a single location.

Bullhorn’s mobile recruiting software lets users view and edit candidate records, create notes and access placement data on any device at any time.

It also allows users to enter data into the ATS immediately after candidate meetings so no details will be missed out.

Bullhorn ATS is built to scale without limitation and addresses the needs of businesses of all sizes.

It offers editions built to fit the requirements of recruiting firms at all stages of growth.

Art Papas is Bullhorn’s founder and CEO, and has led the company through more than 14 years of consecutive growth. He was the original architect of Bullhorn’s flagship CRM system, which now helps thousands of companies worldwide run their businesses efficiently.

Workday Workday delivers human capital management applications designed for the world’s largest companies, educational institutions and government agencies.

The majority of these customers are global, large enterprise companies with operations in and around Malaysia. In 2015, Workday made a significant investment in the Asia Pacific region, including opening a new office in Kuala Lumpur.

The perfect person for a job might be across the country. Or just across the hall. Workday has built Workday Recruiting to find the best person, no matter where they sit. With recruiting, talent management and workforce planning are all part of a single system where Workday Recruiting provides visibility into the talent pool, including current employees, external candidates and prospects.

Workday Recruiting’s powerful reporting framework gives clients insights into their recruiting processes. It goes beyond traditional recruiting metrics to dig into the quality of hire metrics by comparing the performance of new hires with key recruiting attributes.

Workday is a single source of truth for recruiting,

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talent management and workforce planning, so clients can analyse their talent supply and demand and take immediate action – all from one application.

Workday Recruiting has a candidate management function that brings together internal and external talent, and active and passive candidates. It enables the entire organisation to participate in the talent-acquisition process using referrals and recommendations.

Social media integration extends clients’ core candidate management systems with Workdaysupported connectors for social media, online job postings and recruiting marketing.

Hiring is a team sport. Thus, with greater visibility and access anytime and anywhere, the entire hiring team can collaborate and communicate in real-time regarding the status of candidates.

Workday’s software connects hiring managers, recruiters, interviewers and referrers in an effective team process.

Workday Recruiting is designed and optimised for mobile devices. It works on-thego, collaboratively and in real-time and improves employee engagement and user adoption.

HR VENDORS OF THE YEAR 2015

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BEST LEARNING MANAGEMENT SYSTEMS

LEARNING THE ROPES Businesses worldwide have woken up to the fact change is the new and perhaps only norm today.

In this age of rapidly evolving ideas, technologies and systems, many of the employees’ fundamental relationships – within organisations and economies – are being reimagined and recreated in ways that challenge their usual assumptions.

Because of this, the learning and development

function has become even more integral in the process of equipping staff with the skills they need to deal with such change.

But as conventional assumptions about what such training represents for a company shift, assumptions about the operations of the human resources functions handling such programmes also naturally changes. The issue doesn’t merely stop at

whether the function grows in importance or not, but rather about how the function grows.

This involves a revaluation of both the department’s products and sources – in terms of what skills, knowledge and capabilities people will require, and in terms of how learning and development interventions can be delivered effectively amid this environment of change.

The verdict is in: keeping track of the required skills for every role, at every level, in every market, and monitoring how every employee is progressing through those required skills and making that data available to all stakeholders in real time is beyond the capabilities of the trusty spreadsheet.

Thankfully learning management systems (LMS) have been developed to take on these tasks and the winners and finalists of the Best Learning Management System award listed here are those software companies which have developed the LMS which best meets the HR professional’s learning and development needs, while providing a measurable return on investment.

BEST LEARNING MANAGEMENT SYSTEMS GOLD

Skillsoft

SILVER

PageUp

BRONZE

Cornerstone OnDemand

BRONZE

Internexia

FINALIST

SAP

GOLD Skillsoft A pioneer in the field of learning and talent management, Skillsoft Corporation was founded in 1998 as the product of a 2002 merger with SmartForce, a leader in IT courseware.

Skillsoft provides cloud-based solutions for customers worldwide, who range from global enterprises, government and education customers to mid-sized and small businesses. The gold winner provides continuing hands-on support to assist them in maximising their ongoing success.

Skillsoft’s courses, books and videos have been developed by industry leading learning experts to ensure they develop a more knowledgeable valuable workforce. At the same time, its customer support teams draw on a wealth of in-house experience, flexible delivery platforms and a comprehensive learning e-library to develop both packaged and custom learning programmes for customers.

SumTotal Learn is Skillsoft’s software as a service (SAAS) full-feature LMS. It is the only solution to align more than 60,000 curated learning assets across IT, leadership and business to deliver the greatest impact on developmental goals.

Committed to investment in software

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development, in 2015 Skillsoft doubled its research and development capacity, sharpening its focus on innovation and usability. Some standout features to improve the user experience include “in the moment” learner recommendations, which deliver push notifications to learners to individualise learning and provide relevant content suggestions to help them integrate learning into their normal workday, empowering learners to explore and discover resources, and lifting overall engagement.

At the same time, SumTotal Learn delivers a comprehensive set of capabilities for managing compliance and adapting the workforce quickly in the face of changing requirements that might impact employees’ capabilities to remain productive or expose risk for the organisation, enabling users to address and monitor compliance needs with ease.

SumTotal Learn can also be configured for each intended user audience and is accessible across a number of devices, both online and offline.

It also tracks user trends by audience to provide managers and business leaders with analytics and reports around overall usage and learner results to help tie L&D efforts back to business results.

HR VENDORS OF THE YEAR 2015

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BEST LEARNING MANAGEMENT SYSTEMS

SILVER PageUp Founded in 1997, PageUp has grown to be a significant force in unified talent management software as a service (SaaS). Since inception, it has helped multinational employers align their talent resources to execute corporate strategies across borders, business units, cultures and languages.

PageUp’s SaaS-delivered solution unifies recruiting, performance management, learning, compensation, career planning, succession management and advanced workforce analytics to help global employers overcome the talent challenges in operating across geographies.

The company’s solutions support employers across more than 180 countries from a broad range of industries, including financial services and retail.

PageUp’s learning management system offers five key benefits. It helps develop great leaders quickly through a central, cloud-based LMS, taking the delivery of tailored learning programmes to a new level with technology that glues together every part of the career development journey.

The system helps create a culture of selfdevelopment by bringing the 70:20:10 model to life, or in the case of Southeast Asia, 50:30:20. It

manages the delivery of certifications, compliance training, and instructor-led training and adds informal learning opportunities via a tailored learning library with on-demand, social and on-the-job development activities, recommended reading and events.

It provides employees with easy access to learning activities wherever and whenever, with tools that encourage social collaboration and create dynamic career paths using an innovative careermapping tool, career path, that connects competency gaps with recommended development activities. At the same time, a full picture of competency based reports can be seen using PageUp 360.

In the past year, along with the company’s in-house expertise on learning and people development, PageUp has continued to evolve products to stay ahead of customer needs. It does so by continuously listening to customers and prospects, and collecting feedback on their needs.

Some key enhancements include SCORMcompliant LMS capability, recommended learning activities and bulk assignments of learning activities.

PageUp also has a strong focus on internal training and development, and talent reviews.

BRONZE Cornerstone OnDemand Cornerstone OnDemand contributes leading content to the industry by leveraging its best practice project experience, and capitalising on its privileged position in product innovation. As one of the market leaders in the talent management space, the company’s clients have used its enterprise and mid-market solutions to empower an impressive number of users across 191 countries in 42 different languages.

With Cornerstone OnDemand, clients are given the flexibility to purchase solely those products that solve their immediate talent management needs, but can incrementally deploy additional products in the future as their needs evolve.

Its suites employ an easy-to-use intuitive user interface and may be personalised for the end user, based on position, division, pay grade, location, manager, particular use of the solution, and more.

This ease of use limits the need for end-user training, leading to increased user adoption rates and usage. While Cornerstone typically trains administrators, most of its clients do not need training on using its products.

Cornerstone’s suites are accessible through a standard web browser and do not require large

investments in implementation time, personnel, hardware, and consulting that are typical of hosted or on-premise solutions.

With a single code base to maintain, Cornerstone is able to release improved functionality on a quarterly basis – a more rapid pace than most hosted or on-premise solution providers can afford to deliver.

At the same time, the company’s suites are scalable to meet the needs of organisations of various sizes and have been used by Fortune 100 companies since 2001. They are also capable of supporting deployments of various sizes.

Cornerstone works collaboratively with its clients on an ongoing basis to develop almost every part of its suites. For example, the vast majority of its software features were designed in conversation with existing and prospective clients based on their specific functional requests.

This bronze winner plans to continue to leverage its expertise in talent management and client relationships to develop new products, features and functionality which will enhance its solutions and expand its addressable market.

HR VENDORS OF THE YEAR 2015

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BEST LEARNING MANAGEMENT SYSTEMS

BRONZE Internexia Internexia provides innovative ways of promoting learning with a focus on thinking skills and accrediting achievement. The company is supported by its board of directors who share a passion to broaden the scope and opportunities for education.

In line with the company’s ethos that learning has many styles and applications which should all be accounted for, the company understands one size does not fit all and that clients need solutions to mirror their process and cultural expectations.

As such, Internexia offers affordable solutions that map closely to its clients’ practices, setting them apart from many other providers.

Internexia’s acquire share knowledge learning management system (ASK LMS) is highly configurable in its functionality and its look and feel to meet a range of commercial requirements.

The company is experienced in delivering ASK solutions to deliver online and blended learning and training programmes.

With a proven track record of providing high quality learning content and delivery systems both nationally and internationally, Internexia’s ASK solution is currently supporting the delivery of

blended learning programmes for an impressive number of professionals across different fields in Malaysia and Singapore.

Internexia’s product allows individual users to monitor their own learning progress and keep a portfolio of achievements based on defined competencies within their personal desktop space, while managers and mentors can monitor the learning of those within their teams.

The system also allows managers and staff to set up appraisal surveys for peer, self or manager review, based on a defined competency matrix and feedback. It also graphically displays any data required for specific statistical analysis as part of this process. At the same time, the flexible system allows course materials to be set up and delivered based on sets of prerequisites and testing.

Internexia’s system also allows for the use of SCORM as well as in-built testing tools, while administrators can track time spent by employees on different modules, as well as view their scores to see if they have passed or failed. It is also available in various languages, including English, Bahasa Malaysia and Simplified Chinese.

SAP Founded in 1972, SAP is among the world leaders in enterprise applications. Building on a track record of innovation and a vision proven true throughout every economic and IT shift, now more than ever, SAP is fuelled by the pioneering spirit that inspired its founders to continually transform the IT industry.

The company provides a range of learning products which includes SAP enterprise learning, SAP knowledge acceleration, and SAP workforce performance builder.

Its enterprise learning solution drives consistent and accurate information across organisations.

Clients leveraging on this learning management environment can achieve increased productivity and employee satisfaction, enhanced product and service quality, and reduced downtime.

The software includes an LMS which allows clients to gain greater control of the learning process – and better management of course offerings, a learning portal, an instructor portal and more.

Its knowledge acceleration software enables the creation of training content by providing job-specific training scenarios, activities and support materials – which can be used out-of-the-box or customised.

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These solutions include SAP knowledge acceleration software for SAP ERP, SAP knowledge acceleration software for SAP CRM, and SAP knowledge acceleration software for SAP BusinessObjects.

The SAP workforce performance builder helps give end users the training they need – whenever and wherever they need it. It allows the easy creation and deployment of context-sensitive user help, transaction documentation, training simulations, test scripts and e-learning materials.

The solution includes the SAP workforce performance builder, enterprise edition as well as desktop edition, and a navigation option extension.

At the same time, the company provides education consulting services to help clients develop and grow their business faster by keeping invaluable resources at their fingertips – with SAP education consulting services.

SAP’s education consulting services provide clients with expert guidance, regardless of size, industry or the SAP solution. Its consulting services includes organisational change management as well as a training needs analysis.

HR VENDORS OF THE YEAR 2015

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BEST TALENT MANAGEMENT SOFTWARE

MANAGE YOUR TALENT SMARTLY AND EFFECTIVELY Do you experiment like R&D, communicate like PR, engage like sales and measure like finance?

A solid talent management strategy relies on HR leaders to collaborate and increase awareness with all other parts of the business in order to be truly strategic.

Indeed, there is absolutely no denying that people are still at the heart of what drives businesses in Singapore and everywhere else.

As the HR function takes on a more businesscritical role, the need for practitioners to realise the traditional belief that a talent management strategy only consists of the holy trinity of attract, motivate and retain has to end.

That means HR directors need to sit down and come up with a holistic talent management strategy that connects all of their work efforts to the business

strategy in a way that adds the most value to the business objectives.

The starting point here then becomes the actual business strategy itself – to look at it and find out what the business’ next step is going to be, and anticipate what the talent requirements at that stage will shape up to be.

With that being said, talent management is a relatively new concept and talent management software (TMS) is even newer. And yet smart talent management software applications are increasingly essential for companies which need an enterprise system to manage the life cycle of all their employees – from recruitment to performance management to learning and career development to retention and succession planning.

The winners and finalists of the Best Talent Management Software category are those software companies which have developed the talent management systems that provide the most value.

BEST TALENT MANAGEMENT SOFTWARE GOLD

Skillsoft

SILVER

Ramco Systems

BRONZE

Hanodale Technologies

BRONZE

PageUp

FINALISTS CEB SAP Workday Finalists are listed in alphabetical order.

GOLD Skillsoft Skillsoft’s SumTotal talent expansion suite helps transform employee engagement into organisational performance by embedding personalised learning content and development opportunities directly into daily workflows.

Such technology enables self-development, building “self-developing” organisations. The organisational benefits of this solution include powerful analytics capabilities, including crossfunctional analytics and end-to-end reporting, user friendly and intuitive dashboards and the ability to integrate talent and learning applications.

Additionally, the firm also provides the delivery of context-aware applications to develop people in their job roles, and has even embedded widgets in this programme to enable just-in-time learning and social learning.

Skillsoft is committed to its investment in software development. In 2015 it doubled its research and development capacity, sharpening its focus on innovation and usability.

It also released enhancements to its talent expansion, including a “position fit feature” to enable employees and managers to visualise individuals’

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succession paths and provide development opportunities to help them advance in their careers.

This gold winner also added “streamlined learning” to help individuals identify and prioritise learning, and enhance visibility into prescribed coursework and assignments.

Push notifications are delivered in the way individuals are most receptive to learning, via mobile or email, at the time of day they are most likely to access learning materials.

A key focus for Skillsoft is to develop strong relationships with customers.

It ensures customers are an integral part of its product planning and development process.

In addition to conducting a customer satisfaction survey, the company proactively engages with customers through customer feedback forums to ensure it continues to deliver products and services that help organisations improve people performance and processes.

These forums include advisory and focus groups, and usability testing and user groups to better understand customers views on how its solutions perform in real-life environments.

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BEST TALENT MANAGEMENT SOFTWARE

SILVER Ramco Systems Part of the US$1 billion diversified conglomerate, Ramco Group of companies, Ramco Systems is focused on providing next-generation enterprise solutions that enhance the competitive capabilities and value proposition of its customers by leveraging new technologies and expanding global connectivity.

With more than 20 years of rich experience, the firm has established a strong foothold globally.

With most of its efforts focused on cloud, mobile and analytics across three core products – ERP, aviation and HCM – the company is able to constantly innovate and stay relevant.

The year 2013 saw the launch of Ramco’s cloudbased HCM and talent management solution. Since then the youngest product from its portfolio has garnered significant traction.

Ramco’s talent management suite addresses end-to-end talent management processes from performance management, learning and development, succession and career planning.

The solution runs on a single platform-sharing organisation structure, competency models and employee data across processes. This enables each process to talk to the other in a meaningful

and relevant manner. For example, training needs recorded, as a part of the appraisal process, can be used to plan courses in the training module.

Ramco’s talent management suite equips organisations with cutting-edge capabilities to thrive in an innovation economy. The solution includes modules such as competency management, performance and goal management, succession planning and training administration.

The firm believes innovation is its DNA. And this runs across not only its products, but all across the organisation, including managing its people.

This innovative streak comes from its senior management. The CEO, Virender Aggarwal, believes in a completely flat organisation and open work culture. Its chief performance officer Raghvendra Tripathi and chief strategy officer Rohit Mathur jointly thought through the entire structuring and implemented it with the CEO signing off.

Post the restructuring, all cubicles have been demolished to create an open office. The focus is not on seniority and titles, but on a centralised layout where employees of all ranks can share ideas and make them a reality as part of a cohesive team.

BRONZE Hanodale Technologies The year 2015 started on a very positive note for Hanodale. The firm was able to achieve significant revenue growth by adding new clients and products to its portfolio, while also successfully retaining its existing customers.

Hanodale’s vision is to be a recognised and trusted company that delivers quality and costeffective software solutions within a minimum time frame using an automated software development process. This vision is communicated to all employees and clients even before they are engaged.

Hanodale strongly believes the key to success is communicating with its customers, client partners and staff. The firm is also constantly working with leading universities about the industry perspective and what is being expected from students and how they should equip themselves.

In the early stages of Hanodale’s operations in talent management, the entire life cycle pertaining to talent management was carried out by the firm using hybrid systems (Word and Excel), which included the maintaining and tracking of physical copies of resumes, offer letters and other confidential documents (customer as well as candidate)

which consumed most of its efforts in terms of maintenance, retrieval and storage. The firm felt, however, these hybrid systems were not as effective as an automated one because they were mainly manual and error prone.

It invested its time and efforts to innovate a new system called TMS boss, which was designed considering the challenges faced and their business objectives. Hanodale’s management, in consultation with the TMS team, decided to build an automated system using its technology team and expertise.

The TMS team was made accountable all the way from collecting requirements until the implementation for the new system. The current system was also uniquely designed keeping in mind feedback from clients as the firm believes transparency to customers and candidates is its key differentiator. As the new system started yielding results, Hanodale integrated the performance management system in TMS boss, which is jointly done with the customer.

This, in turn, enhances transparency between customers, candidates and Hanodale, and will be rolled out across the rest of Southeast Asia as well.

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BEST TALENT MANAGEMENT SOFTWARE

BRONZE PageUp

CEB

SAP

Since its inception in 1997, PageUp has helped multinational employers strategically align their talent resources to execute corporate strategies across borders, business units, cultures and languages – maximising employee value and business results.

The PageUp SaaS-delivered solution unifies processes such as recruiting, performance management, learning, career planning, succession management and advanced workforce analytics to help global employers overcome the talent management challenges that are inherent to operating across multiple geographies.

PageUp is headquartered in Melbourne, Australia, and has office locations in Sydney, London, New York, Hong Kong and Singapore.

The company’s unified talent management solution is delivered via SaaS tools, and possesses capabilities which extend across the full spectrum of talent management.

It includes four core solutions: recruitment, with onboarding and contractor extensions; performance, with compensation extensions; learning, with career path extensions; and 360 review successions. Each of these solutions can be implemented as a standalone. However, their full capability is realised in a unified solution which leverages interdependencies across the employee life cycle.

The key benefit of PageUp’s unified talent management solution is it’s one platform that facilitates movement of people and data and creates a consistent and engaging experience for employees. The successful implementation and application of best practice talent management is reinforced through PageUp’s consulting services, which span from process optimisation to change management, user adoption programmes and custom competency solutions.

As one of the world’s leading best practice insight and technology companies, CEB achieved significant growth in Asia from 20142015. Thus, CEB is well positioned to partner with its customers to develop innovative solutions that unlock their potential.

CEB recently launched several new products and services such as the high potential (HiPo) and the enterprise leadership solution. CEB also introduced talent central in 2015, a new talent measurement platform that was developed in direct response to its clients’ feedback, which since includes various performance and usability improvements.

Another launch by CEB recently was the global talent monitor in October 2015. This tool provides a snapshot of how real employees and job candidates around the world feel about the economy, their own prospects and what motivates them – or doesn’t – when it comes to work. By keying in six metrics, the company provides employers top-line visibility into employees’ needs and motivations, which helps them focus on priorities and shape programmes based on business needs.

CEB helps many clients achieve real business results from the use of talent measures: from public organisations that have realigned their workforce to deliver improved public services on a budget that has been cut dramatically; and a financial services group that unlocked 187 days per year of extra productivity, just by managing high volumes of graduate applicants more efficiently.

Senior leaders in the office include Shaurav Sen, advisory leader for Asia, and Tasneen Padiath, managing director of Southeast Asia. Both have been with CEB for more than 10 years and are trusted advisors to local clients and members, as well as providing internal support and guidance.

As a market leader in enterprise application software, SAP is at the centre of today’s business and technology revolution.

Its innovations enable customers worldwide to work together more efficiently and use business insights more effectively.

SAP helps organisations of all sizes and industries overcome the complexities that plague today’s businesses, jobs and lives.

With “run simple” as its operating principle, SAP’s employees focus on a singular purpose that inspires the firm every day: To help the world run better and improve people’s lives.

SAP believes that one thing customers can always count on in its industry is change.

It is always looking years ahead to see how it can better meet the needs that organisations will have in the future. Like many cloud-based solutions, SAP SuccessFactors is aware it will need to ensure that companies have the same level of support as they grow their cloud investment. It is therefore always looking at ways to improve, innovate and develop its HR solutions to fully address the total workforce – consisting of full-time and contingent labour – in an organised and consolidated manner.

Today, SAP SuccessFactors sees a strong momentum towards the cloud across many industries in Asia Pacific, including the public sector, human resources and telecommunications.

In the past 12 to 18 months, it has achieved many successes. For example, SuccessFactors announced a series of global customer wins across various industries.

The company has also publicly shared customer successes from large global organisations. SAP SuccessFactors was also positioned for the third year in a row in the leaders quadrant of Gartner’s “Magic Quadrant for Talent Management Suites”.

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HR VENDORS OF THE YEAR 2015

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BEST TALENT MANAGEMENT SOFTWARE

Workday Workday is a leading provider of enterprise cloud applications for finance and human resources.

Since the company began actively marketing in Asia Pacific in 2014, it has experienced steady growth and customer traction in the region. Today, it delivers human capital management (HCM), financial management and analytics applications designed for the world’s largest companies, educational institutions and government agencies.

In 2015, Workday made a significant investment in the Asia Pacific region, including opening a new office in Kuala Lumpur, more than doubling the number of employees in Singapore and Hong Kong, and upgrading the office in Hong Kong to add training facilities.

Workday 25 is its latest release, which adds mobile expenses, an improved user interface and detailed analytics. It can be rolled out to customers in less than four hours. Ease of migration is just one example of the disruptive benefits of Workday in the cloud. Unlike various other products, Workday HCM was built as a single unified solution.

It offers a comprehensive suite of business-

critical services, including workforce life cycle management, organisation management, compensation management, absence management, employee benefits administration, onboarding, goal management, performance management, succession planning and career planning.

Workday HCM was designed by the company to be easily adaptable for a global mobile workforce.

The company’s architecture makes getting information and taking action easy for any user via an intuitive, consumer-like interface.

A key benefit includes the presence of a single unified solution – one that has been designed to cover all processes along the human resource spectrum (from onboarding to off-boarding) to reduce administrative burdens, streamline processes, reduce costs and be a “single source of truth” for workforce intelligence.

Such workforce intelligence provides full awareness of the profile and cost of every worker, meaning companies can effectively plan for business changes, cost management, hiring and retention, succession planning and other business processes.

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HR VENDORS OF THE YEAR 2015

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BEST HR MANAGEMENT SYSTEMS

EFFICIENT SYSTEMS FOR MORE PRODUCTIVITY Philanthropist and Microsoft co-founder Bill Gates made this case for automation in business processes years ago: “The first rule of any technology used in a business is that automation applied to an efficient operation will magnify the efficiency. The second is that automation applied to an inefficient operation will magnify the inefficiency.”

His view reflected a challenge that many HR professionals face today, with a lack of technology forcing them to spend time doing things that can easily be automated.

On the other hand, many of them have implemented technology that promises to provide HR and employee information at line managers’ fingertips, only to find there aren’t enough takers because it requires an additional learning effort from

line managers before it starts to reap them benefits in time savings.

Conversations with HR decision-makers, who are in the various stages of implementing some sort of human resource management system at their organisations, point to the key challenges they face, not only in considering an external vendor, but in the implementation and utilisation.

Best of breed payroll, ATS, LMS and TMS systems are often excellent, but many companies prefer the consistency and centralised control offered by all-encompassing, end-to-end HR management systems which include all HR technology modules. The winners and finalists of the Best HR Management System (HRMS) award are the software companies which have developed the HRMS which ticks all the boxes and adds the most value for its customers.

BEST HR MANAGEMENT SYSTEMS GOLD

Ramco Systems

SILVER

Times Software

BRONZE

Workday

FINALISTS Bullhorn Imaginix Lumesse Orisoft SAP Visual Solutions Finalists are listed in alphabetical order.

GOLD Ramco Systems With the role of HR changing from performing mundane tasks to anchoring strategic talent imperatives that are driving business impact, choosing the right HR system becomes critical to engaging and empowering employees.

Ramco’s human capital management (HCM) is a global talent management solution that addresses HR and payroll needs, from hire to retire, along with multi-country payroll compliance across more than 35 countries, with the capability to address over 70% of the world’s working population.

This gold winner’s solution offers modules such as core HR (workforce management), time and attendance, payroll, talent management, recruitment and planning and analytics.

Thus, Ramco’s HCM is enabling organisations with cutting-edge capabilities such as Zero UI to thrive in an innovation economy. Despite being the youngest product in its portfolio, the system has become its fastest growth engine with its Malaysia clientele, including multinationals and large local conglomerates. Ramco offers a localised payroll system compliant with Malaysia payroll requirements (EPF, SOCSO, tax, etc.), the PDPA

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(Personal Data Protection Act), as well as GST requirements for expense claims. Ramco also offers managed payroll services for Malaysia from its payroll processing centre in Chennai, India, while lodgment services are delivered locally from Kuala Lumpur, Malaysia.

Ramco’s HR software has an SMS-based employee self-service, enabling them to perform basic transactions such as applying for leave and raising queries. True mobility is guaranteed through the system as the new-age attendance kiosk is powered by Gen Y technology such as GPS and NFC. This solution resonates with the current work trend across diversified industries that will help in managing a globally distributed workforce.

Further, Ramco’s quick self service offers a smarter approach to HCM, where employers and employees can check leave policies and request time off no matter their locations. It provides simple wireframes, easy navigation, and one-click functions for every HCM task, streamlining functions into a single intuitive anchor page for each employee.

Moreover, users can organise their screen the way they want, making for a truly contextual experience.

HR VENDORS OF THE YEAR 2015

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BEST HR MANAGEMENT SYSTEMS

SILVER Times Software Times Software has been doing business in Singapore since 1998, and expanded its operations to Malaysia in 2000, setting up full operations from front-end sales to back-end software maintenance.

In today’s advanced technology and internet information age, HR departments are required to react quickly to implement new technologies to cater to the high expectations of managers, employees and other stakeholders.

Silver winner Times Software offers a range of integrated products to cater to this challenge, creating pay and HR software and web-based solutions that streamline payroll and HR processes for a cost-effective total solution.

The kaizen philosophy is at the heart of everything the firm does, that is, to adopt the practice of continuous change for improvement. This gives it an edge over competitors as it constantly seeks to improve its products, processes and services.

Through this philosophy, it has built an innovative and complete suite of payroll and HR integrated solutions which fulfil the areas of payroll processing, leave, attendance and claims management, recruitment and people development.

Times Software is also involved in turnkey projects to create specialised products for SMEs, large multinational corporations as well as government agencies.

Its products are widely used in Singapore, Malaysia, Indonesia and China, and by clients from different industries.

Working closely with its customers, times Software has improved its products based on their feedback by streamlining the products’ processes, diversifying the range of payroll reports, incorporating new payroll and HR requirements, and tuning its products to be more user friendly.

It capitalised on the growing demand for Software as a Service (SaaS) products by launching its first cloud-based payroll system and services.

It has also partnered with Microsoft to host its cloud solutions in the firm’s Microsoft Azure platform, which is renowned for its world-class security, privacy of data and reliability.

Times Software is about to launch its first Android and iOS mobile application, starting with leave management. In the near future, it will have a unified application for all of its HRIS solutions.

THANKS THANK YOU for making &samhoud your trusted partner in the “Best Employer Branding Consultant “category of the HR Vendors of the Year 2015 For over 26 years, &samhoud have been advising companies of various sectors on how to successfully implement organisational change; from vision, strategy, leadership development, culture change to branding.

We have since diversified and evolved our business portfolios, which now consists of &samhoud consultancy, &samhoud media, &samhoud food, &samhoud places and &ranj (serious gaming).

Once again, thank you for your continued support.

samhoud.com

&samhoud

&samhoud

Together we build a brighter future We achieve breakthroughs by inspiring and connecting people.

Suite W-21-02, The ICON Jalan Tun Razak, 55000 Kuala Lumpur, Malaysia +60 3 27143410

HR VENDORS OF THE YEAR 2015

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BEST HR MANAGEMENT SYSTEMS

BRONZE Workday

Bullhorn

Imaginix

Workday is a leading provider of enterprise cloud applications for finance and HR. The past year saw Workday opening a new office in Kuala Lumpur, more than doubling the number of employees in Singapore and Hong Kong, and upgrading the office in Hong Kong to add training facilities.

Workday 25 is its latest release, which adds mobile expenses, improved user interface and detailed analytics. It can be rolled out to customers in less than four hours. Ease of migration is just one example of the disruptive benefits of Workday in the cloud.

Workday HCM was built as a single unified solution. It offers a comprehensive suite of business-critical services, including workforce life cycle management, absence management, onboarding, performance management, and more. It was designed to be easily adaptable for a global, mobile workforce. Its architecture makes getting information and taking action easy for any user via an intuitive, consumer-like interface. The system is designed to cover all processes along the HR spectrum, to reduce administrative burdens, streamline processes, reduce costs and be a “single source of truth” for workforce intelligence. Workforce intelligence provides full awareness of the profile and cost of every worker, meaning companies can effectively plan for business changes, cost management, succession planning and other business processes.

Being a cloud solution, it has a lower IT cost of ownership, as well as reduced complexity for customers. The cloud allows for continuous innovation and the redeployment of scarce IT resources to other strategic projects, resulting in tremendous savings. Moreover, Workday’s architecture, web-based service, event-driven applications and built-in workflow allow processes to be easily configured.

Bullhorn provides cloud-based CRM solutions for companies in business services industries.

Its data capture and customer insight technology puts the most up-to-date and powerful information at users’ fingertips to give them everything they need to win customers and keep them happy.

Bullhorn’s CRM is mobile, intuitive and completely automated so clients can focus on strengthening relationships while Bullhorn does the rest. Its cloud-based relationship management platform is a true multi-tenant Software as a Service system, which means it is always up to date with the latest features, requires zero software plug-ins or installations, results in 25 times less downtime than on-premise or hosted solutions, and allows companies to scale without limitation.

Bullhorn’s full line of staffing and recruiting software can help organisations manage their end-to-end recruitment life cycle, from job orders to back office operations and onboarding. Among its products include its applicant tracking system (ATS), Bullhorn CRM, Bullhorn pulse, Bullhorn VMS access, and Bullhorn onboarding.

Bullhorn’s ATS can help organisations manage the recruitment workflow – from candidate sourcing to submittal to placement.

It can eliminate time-consuming manual data entry and enable teams to move fluidly through each step. With Bullhorn’s recruitment CRM, the entire organisation can accurately forecast pipeline and revenue growth. No more copy and paste is the promise held by Bullhorn’s VMS access, which loads new jobs directly into the client’s ATS in just minutes from practically any vendor management system.

Its onboarding solution helps clients provide an excellent candidate experience with a secure portal to complete and sign documents.

Imaginix One HR is a regional enterprise HR software developer and solutions provider whose priority is to act in response to clients’ HR solutions needs by combining business vision with the latest IT expertise and industrial experience to produce far-sighted and dynamic technical innovation.

Established in 2004, Imaginix has been providing HR solutions to all tiers of clients ranging from small enterprises only looking for solutions to manage their payroll to a huge MNC looking for a fully fledged HR management suite.

One of its solutions is Software as a Service (SaaS), called One-HR, hosted at its AIMS Data Centre in Kuala Lumpur in a secured and well-managed environment, available 24/7.

Administrators can log in anytime, anywhere to process payroll, update staff details and salary information, manage leave and claims, and check staff attendance details.

Employees can also log in anytime to check, view or print payslips, or apply for changes to update their personal details. One-HR is ready for automation at the client’s request, with modules ranging from e-payroll, e-medical management, e-performance appraisal, e-training and many more.

Apart from its dynamic standard applications, Imaginix also offers high quality customisation. For highly organisationspecific tasks or for modules which must be closely integrated with existing business processes, Imaginix applies a strict project and development methodology.

HR consulting services is another area where it helps clients establish HR policies; terms of employment, HR department and administration, employer and employee communications, performance appraisal, and compensation and industrial norms.

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BEST HR MANAGEMENT SYSTEMS

Lumesse Lumesse is an HR software vendor that really understands what it's like to sit on clients' side of the table. Its strong team of employees has people within it who have previously been HR managers, L&D managers, even ex-customers who loved its products that much that they wanted to come and work with Lumesse. In essence, the firm doesn't pay lip service to clients' challenges. In the other hand, it understands how difficult their job can be at times from a first-hand experience.

Lumesse’s talent acquisition solutions are focused on bringing the most convenient recruitment process to companies and candidates alike. Its TalentLink can help employers fulfil recruitment needs, through multiple recruitment processes with extensive configurations. It allows users to manage permanent and contingent workforces, global recruitment and related processes all in one place, from wherever they are in the world.

Its other recruitment software EasyCruit is a simple yet powerful tool available in more than 40 languages. It connects hiring managers to local talent pools. It is ideal for enterprises with small office locations or companies that do not have a dedicated HR department.

Lumesse offers quick, easy and efficient performance management solutions for any type of company, including quick and easy access to online training, a variety of tools to inspire, motivate and engage employees and performance monitoring options through clear and concise reporting. Its solutions benefit the employee, manager and company alike, increasing productivity levels and securing better employee engagement. Its performance management software offers tools and insights that can help the management team to inspire people to perform well, by measuring performance levels and giving rewards.

Orisoft Orisoft is an HCM solution provider that creates products and services such as HRMS, time management systems, payroll systems and employee self-service solutions for local and international markets. Its clients range from hotels to construction corporations, trading businesses to manufacturing plants to government bodies. Its webbased technology solutions empower businesses to operate efficiently in people management so they can focus on growing their brands.

Its unifiedHCM is Orisoft’s homegrown solution designed exclusively for Windows GUI environments.

The programme is compatible with other Orisoft modules such as unifiedPAY, unifiedTMS, ESS system, MMS system and FlowNet Workflow Services. With this solution, users are able to collaborate with other necessary Orisoft modules to further enhance operation standards and transform and improve the organisation’s HR management.

The system allows everyone in the organisation to be on the same page, essential for effective HR management. It minimises possible errors and mishaps while maximising performance efficiency.

The employee self-service (ESS) can be made available over a company’s intranet, portal or a specialised kiosk. Employees are able to manage tasks such as filing for reimbursements, accessing company information or updating personal information. Business owners can choose to confine it to a private network or be part of a web-based self-service solution for a more extensive network to include partners, affiliates and even customers.

The ESS solution is instilled with a manager selfservice to enable authorised personnel to manage the overall ESS system running within their organisation.

An extremely user-friendly application and solution, Orisoft’s ESS and MSS seamlessly integrate into any other of its unified themed systems.

Services

Solutions

Customized Software Development

Facility Boss (CMMS)

Contract Manpower

Business Intelligence

Managed Services

Prospect Management System

Business Intelligence

Clinical Management System

8-2, 3rd Mile Square, 151, Jalan Klang Lama, 58100, Kuala Lumpur.

Tel: + 603-79824734 www.hanodale.com Email: info@hanodale.com

HR VENDORS OF THE YEAR 2015

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BEST HR MANAGEMENT SYSTEMS

SAP As one of the market leaders in enterprise application software, SAP is at the centre of today’s business and technology revolution. Its innovations enable customers worldwide to work together more efficiently and use business insights more effectively.

SAP helps organisations of all sizes and industries overcome the complexities that plague businesses, jobs and lives. With “run simple” as its operating principle, SAP’s employees focus on a singular purpose that inspires them every day: To help the world run better and improve people’s lives.

Today, SAP SuccessFactors has about 27 million subscription seats globally, and the firm sees a strong momentum towards the cloud across many industries in Asia Pacific, including the public sector, HR and telecommunications. SuccessFactors has helped SAP become the fastest-growing cloud company at scale.

In the past 12 to 18 months, the firm has achieved many successes in terms of clients and projects won. SAP SuccessFactors announced a series of global customer wins across various industries, and also publicly shared customer successes from a number of organisations.

SAP SuccessFactors was positioned for the third year in a row in the leaders quadrant of Gartner’s “Magic Quadrant for Talent Management Suites”. SuccessFactors’ employee central was positioned as a leader in Forrester Research’s, “The Forrester Wave™: SaaS HR Management Systems, Q4 2014”, after only two years in the market.

The firm was named as the overall “hot vendor” in Ventana Research’s 2014 Value Index for Total Compensation Management, while SuccessFactors was included as a “leader” in the just published Technology Value Matrix 2015 – Talent Management

by Nucleus Research. One thing you can always count on in SAP’s industry is change. As a result, the company is always looking years ahead to see how it can better meet the needs that organisations will have in the future. Like many cloud-based solutions, SAP SuccessFactors will need to ensure companies have the same level of support as they grow their cloud investment.

It is always looking at ways to innovate and develop its HR solutions to fully address the total workforce – consisting of full-time and contingent labour – in an organised and consolidated manner.

Visual Solutions Visual Solutions is a leading HR software company dedicated to developing and implementing its HR system software called flexHR which meets the growing demands of HR practitioners. Being focused on the broad software industry, it has been able to continually offer innovative, superior and comprehensive HR system solutions.

Since rolling out its first payroll system in 1991, Visual Solutions has been developing a range of HR system solutions. Today, its clients come from a broad range of business sectors such as manufacturing, retailing, consulting, oil and gas, banking, insurance, properties, utilities, hospitals, etc.

Its corporate client list reflects a clear statement of confidence from business corporations for flexHR to meet their ever-evolving demands.

Within flexHR HRMS, a number of critical modules are available. Employee and security is the core module which contains personal details of an employee, including family, payroll and benefits records. It incorporates a multi-level employee profile search engine, filtering and virtual grouping.

Its payroll management module automates the payroll processing function. It includes features such

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as bonus simulation, arrears processing for resigned employees, among others.

It also offers a module for time attendance, which eliminates tedious and error-prone data entries. This attendance module comes with a built-in spreadsheet and graphing tools which allows the user to analyse attendance variables such as overtime and unproductive hours.

It supports a variety of clock devices, including barcodes, magnetic stripes, proximity cards and biometric devices. In addition, the module includes features such as automatic shift scheduling, shutdown and replacement management, and unproductive hours analysis.

Visual Solutions has branch operations in Petaling Jaya (HQ), Johor Bahru and Penang to serve its large client base from West to East Malaysia.

In addition, it also works through its network of business partners to service clients outside its service areas. Visual’s strength lies in its attention to customers and service quality. It understands and anticipates customers’ needs and incorporates the most valuable functionalities in its solutions to help them operate, manage and plan better.

HR VENDORS OF THE YEAR 2015

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INDEX

Company

Page

&samhoud

24, 25

Accendo HR Solutions Adecco Personnel

64, 70, 71 10, 12, 14, 16, 18, 20, 24, 26, 60, 61, 64, 65

Leaderonomics

28, 36, 52

Learning Edge Consultants

56, 58

Lee Hecht Harrison

40, 42

Lumesse

82, 85

ADP

60, 66

ManpowerGroup

10, 14, 17, 18, 19, 22, 23, 64, 65

Alexander Mann Solutions

30, 31

Mediviron Group

44, 45

Allied Pickfords

46, 47

Mercer

Aon Hewitt

24, 26, 32, 33, 40, 41

Asian Tigers Mobility

46, 48

Brookfield Global Relocation Services

46, 47, 50

Bullhorn

70, 72, 82, 84

Capita Global

14, 16

Career88

6, 8

Career Channel CEB

10, 12, 18, 20 28, 29, 36, 37, 78, 80

Centre for Executive Education

36, 37, 52, 54

Michael Page Mudah.my MVD International myStarjob.com Neville Clarke Orisoft PageUp Payroll2U

36, 38, 40 6, 10, 13, 14, 17, 18, 21 6, 7 30, 31 6, 9 52, 54 66, 68, 82, 85 70, 74, 75, 78, 80 60, 61, 66, 68

Pentawise

52, 54

Columbia Asia

44, 45

Propay Partners

60, 61

Cornerstone OnDemand

74, 75

Quest Learning

56, 59

Crown Worldwide Group

46, 50, 51

cut-e Malaysia

28, 29

DDI

32, 36, 37

Deloitte

40, 42

D Jungle People

36, 37, 56

ECA International

40, 41, 50, 51

eFinancialCareers

6, 8

First Advantage

30

Fish Camp Learning

28, 29, 56, 57

Gleneagles Kuala Lumpur

44, 45

Hanodale Technologies

10, 12, 14, 16, 18, 20, 70, 71, 78, 79

Harrison Assessments

28, 29

Hays Malaysia

10, 13, 14, 18, 19, 22

Ramco Systems Randstad Malaysia

66, 67, 78, 79, 82 10, 11, 14, 17

Randstad Sourceright

64, 65

Ready Software

66, 68

Right Management Robert Walters Santa Fe SAP

36, 38, 52, 53 14, 15, 18, 21, 24, 26 46, 48, 50, 51 74, 76, 78, 80, 82, 86

SIRVA Worldwide Relocation & Moving

50, 51

Skillsoft

74, 78

Spring Professional (Malaysia) Sunway Medical Centre

6, 7, 18, 21 44

Systematic Competency Alliance

36, 38, 56, 59 32, 33, 40, 42

Heidrick & Struggles

32, 33

Towers Watson

HR Business Solutions

40, 41

The Learning MatchMaker

i-HR Consulting

60, 61

Times Software

Imaginix

82, 84

TMF Group

66, 68

Internexia

74, 76

UniGroup

46, 49

Universum

24, 25

10, 13, 14, 17, 18

Verity Intelligence

30, 31

44, 45

VHR Consultancy

10, 11, 14, 15, 18, 21, 22, 23, 24

JobStreet.com Kelly Services (Malaysia) KPJ Damansara Specialist Hospital

6, 9

Lawrence Walter Seminars

36, 38, 56, 57

Leadership Asia Consulting

56, 58

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Visual Solutions Workday

30, 31 66, 67, 82, 83

66, 69, 82, 86 70, 72, 78, 81, 82, 84

HR VENDORS OF THE YEAR 2015

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