Training & Development Asia 2016, Malaysia - delegate book

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CONTENTS EDITOR’S NOTE

3

AGENDA

4

SPEAKERS

8

SPONSORS

16

EXHIBITORS

17

DELEGATE FEEDBACK FORM

19

1 | TRAINING & DEVELOPMENT ASIA 2016

F O R C O R P O R AT I O N S

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O R G A N I Z AT I O N S

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GOVERNMENTS

Developing Leaders Around the World Who Can Meet Today’s Most Critical Business Challenges

WORLD-CLASS FACULTY AND EXPERTS FOR LEADERS AT ALL LEVELS TECHNOLOGY-ENABLED SOLUTIONS BLENDED LEARNING

harvardbusiness.org | corporate@harvardbusiness.org

19169_CL_DevelopingLeaders_Ad_TalMngmt.indd 1

3/23/15 1:36 PM

EDITOR’S NOTE LEADING AND LEARNING Continuous learning is a nationwide agenda for Malaysia.

Not only is there an emphasis on making the current workforce more productive, but there is also an equal focus on building next-level capabilities to compete effectively with organisations outside of this region.

The federal budget, announced late last year by the prime minister and minister of finance, listed increasing productivity and empowering human capital as two of the nation’s five critical priorities.

This was in line with the 11th National Plan, where the Malaysian government aims to achieve 35% of the workforce comprising skilled workers and the creation of over 1.5 million jobs by 2020.

To promote this culture of lifelong learning, a number of initiatives have been made public, such as the strengthening of higher education, the establishment of a skills committee in collaboration with various industries, and the train-and-replace programme focusing on effective transfer of skills to the local workforce.

Training & Development Asia has grown to become the leading annual conference for senior HR professionals from large organisations, currently in its third year, and organised for your peers in Singapore and Hong Kong as well.

Over these two days, you can expect to gain a much-needed opportunity to network, benchmark and learn from proven innovative L&D strategies at other organisations.

We also promise to discuss – through case studies and keynote sessions – how to build best-in-class learning programmes and leadership initiatives.

With the changing workforce in Malaysia – and across the region – it is now more important than ever to plan learning strategies with effective long-term capabilities.

Let us pledge to keep continuous learning on top of each of our priority lists, for ourselves and our teams, who work so hard in their roles to achieve business goals.

Enjoy the conference.

The impact of these initiatives will not be lost on local as well as international employers operating within the country.

Building a pipeline of home-grown talent is of paramount importance for organisational growth in this increasingly competitive business landscape.

And companies that are able to leverage on current L&D trends to engage employees and maximise their return on investment, will be essentially laying the groundwork for a successful L&D programme.

To discuss exactly this, we are proud to inaugurate our annual learning conference, Training & Development Asia, in Malaysia, to help HR leaders map the changes within the L&D space, and determine key skilling strategies for an increasingly diverse workforce.

Aditi Sharma Kalra Regional editor Human Resources aditis@humanresourcesonline.net

3 | TRAINING & DEVELOPMENT ASIA 2016

AGENDA | DAY 1 8.00am

Registration

9.00am

Welcome address

1.40pm

• Taking into consideration the employees’ aspirations and readiness for the new role in addition to their performance and potential.

• Ensure their development plans are tailored to their specific needs.

• Keeping both external incentives and internal motivators in check for high potential performers.

Sasidharan Muniandy, senior manager - talent management, Scomi Energy Services

ALIGNING LEARNING AND BUSINESS STRATEGIES 9.20am

Keynote address: Delivering effective learning outcomes for a global business • Global programmes are great for consistency, but know who your target audience is, how they will benefit from this and know why this is important.

• Asia is a different market, and maturity in the business will impact how global programmes are received and should be implemented.

• Localisation is a good thing, as long as it’s aligned to global programmes.

• Vendor relationships are key!

Neema Mehta, talent, learning and development director, Amcor

10.10am

Coffee break

10.40am

70:20:10 – Bringing learning into the workplace

Improving employee retention and satisfaction through management training • What are the key drivers behind this programme?

• Successful implementation of the programme.

• Evaluate the results to create the next action plan.

Chella Pandian, human resources director, Merck Sharp & Dohme

3.00pm

3.40pm

Coffee break

Networking lunch

Keynote: Engaging the “disengaged learner” • Discuss how to design a learning programme that cuts through distraction and engages learners.

• How to create the right content mix to meet the evolved needs of learners with different learning styles.

• How to ensure learning sticks by designing with reinforcement and sustainability in mind.

• Measuring the ROI of your learning programmes.

Perdeep Kumar, regional director, corporate learning, Harvard Business Publishing

Ask the experts: Create a conducive learning environment to increase employee engagement • Refine your strategies to create an effective learning environment.

• Achieve multi level collaboration within different functions.

• Should L&D be created as an independent function within an organisation instead of being a subset of HR? Moderator: David Heng, managing director, head of talent management and culture building, CIMB Group Panellists: Chan Hoon Chuah, head of HR, global business services, DHL Dona Siti Zawina Don Najib, manager, talent development and learning, Media Prima Sasidharan Muniandy, senior manager - talent management, Scomi Energy Services

12.00pm

2.20pm

LEARNING ROI

• What are the challenges and opportunities?

• Developing a 70:20:10 learning strategy.

• The PwC journey.

Ling Hsern-Wei, head of learning and development, PwC

11.20am

Building a strategy to identify, develop and retain high potentials

4.20pm

Engaging your senior stakeholders to drive the culture change • Convincing them to champion and to be involved – is it even possible?

• What will the value be for their organisation if they are doing this?

• Improve the way L&D is assessed to get buy-in from key stakeholders.

Zohrab Chong, vice-president, learning and development, AXA Affin General Insurance

4.55pm

Closing remarks

5.00pm

End of day 1

HIGH POTENTIAL MANAGEMENT AND SUCCESSION PLANNING 1.00pm

Enforcing the best leadership model to achieve organisational transformation • Tactical challenges faced in implementing the right leadership model for your organisation.

• What qualities should a transformational leader possess?

• Discuss the leading practices in the marketplace.

• How do you execute a succession planning strategy effectively?

Iskandar Noor, head of group organisational learning and development, Felda Global Ventures

4 | TRAINING & DEVELOPMENT ASIA 2016

AGENDA | DAY 2 8.30am

Registration

8.55am

Welcome address

TRAINING METHODOLOGIES 1.30pm

LEARNING TECHNOLOGIES AND INNOVATION 9.00am

9.40am

2.20pm

3.00pm

Coffee break

Devise the right employee strategy to increase the level of employee engagement • Review the employee drivers/needs that enhance and decrease engagement.

• Understanding the power of feedback and data.

• Aligning organisational systems, environment and people levers to support employee engagement.

Manish Arneja, global organisational development manager, Fonterra

11.50pm

12.30pm

3.40pm

Coffee break

4.10pm

Panel discussion: How do you incorporate a training methodology that best fits your culture?

• Based on industry practices, which training methodology offers the best results?

• Key differences between coaching and mentoring – how they support your L&D function.

• Ensure a successful implementation is in place.

Moderator: Amit Saxena, head of HR, Recron Malaysia Panellists: Neema Mehta, talent, learning and development director, Amcor Eli Wong, head of HR, Malaysia and Singapore, Maersk Azah Othman, general manager, global HR, learning and development, Scomi Malaysia

Panel discussion: Discover the unconventional methods of employee participation • Analysing successful case studies of companies using unconventional methods.

• Inspiring employees to feel connected by giving them a purpose in their role.

• Up close and personal with your employees – learn about what drives them both on a personal and professional level.

Moderator: Andrew Yeo, group HR director, Tien Wah Press Panellists: Joanne Loong, senior manager, HR, Coca-Cola Bottlers Manish Arneja, global organisational development manager, Fonterra Adeline Looi, head of talent and organisation development, Nestlé

Adopting a proper coaching framework to boost employee engagement • Understanding coaching and the strategic importance it plays in employee development.

• Devise a constructive coaching programme to aid personal development and devising future plans.

• How to create a coaching culture in an organisation.

Amit Saxena, head of HR, Recron Malaysia

EMPLOYEE ONBOARDING AND ENGAGEMENT 11.10am

Applying a positive thought process in the workplace to make it successful • Channelling positivity for productivity.

• Tactical ways and practices to encourage an organisation to think positively.

• Strong correlation between change management and positivity.

Cilia Rasasegram, general manager, people and culture, iCar Asia

Experience the future of learning • Learn about the disruptions happening today on the way learning is done • Experience a live gamified simulation where you interact with peers to beat others in the room, in a safe learning environment and demonstrate better leadership behaviours which drive performance outcomes.

Kulwant Singh Bardh, CEO, APAC, Knolskape

10.40am

• Bringing the business to the classroom, and back to the workplace.

• Sustainable behavioural change at all levels, including a senior management commitment.

• Defeating the forgetting curve with continuous reinforcement.

Amita Nandi, senior consultant and master trainer, DDI

Blowing up traditional L&D – building a learning engine for a disruptive and digital world • Learning for the future – how are we envisioning and building it?

• Building the culture of innovation 360 – open sourcing innovation and collaboration.

• HR’s role in this journey – do we follow or do we lead?

Animesh Mukherjee, head of human resource centre expertise, Digi Telecommunications

How to reap maximum returns from your L&D initiatives?

4.50pm

Closing remarks

5.00pm

End of Training & Development Asia 2016

Networking lunch

5 | TRAINING & DEVELOPMENT ASIA 2016

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SINGAPORE 2–3 August

HONG KONG 9–10 August

MALAYSIA 17–18 August

ASIA'S MOST ESTABLISHED & COMPREHENSIVE COMP & BEN STRATEGY CONFERENCE Discover the latest compensation and benefit trends and benchmark your salaries & benefits packages against the competition Key discussion topics: • Salary & Bonus • Flexible Benefits • Cost Management & Program Optimisation • Healthcare & Wellbeing • Non-cash Rewards & Recognition Programmes • Mobility & Global Rewards • Employee Value Proposition • Comp & Ben Data Analytics

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Sponsors & Partners

Brought to you by

SPEAKERS

Neema Mehta

Zohrab Chong

Joanne Loong

David Heng

Neema Mehta brings with her more than 15 years of talent management, organisational development and HR generalist experience from leading organisations, including Chevron and PayPal. She holds a MBA in strategy, human and organisational performance from Vanderbilt University and a BA from Rutgers University.

She has worked in several industries, including retail operations, energy and manufacturing.

She comes from an international background having lived in Zambia, India, US, Thailand, China and now Singapore. She enjoys cooking, travelling and spending time with friends and family.

Zohrab Chong has more than 20 years of industry experience in various industries in Malaysia since he graduated from Monash University.

He was formerly a practising lawyer, an economic trade officer with the South African High Commission and an international business developer before joining the insurance industry.

He began his insurance exposure as a loss adjuster before moving onto claims, business excellence, learning and development and talent management.

His operational exposure and experience has enabled him to understand and speak the business language in his current role as head of learning, development and talent management.

He is well respected among his peers, including both his senior stakeholders and those in the region.

He was also serving in the insurance industry as the leader for the Young Managers Think Tank between 2010 to 2014.

From supply chain to sales to human resources, Sony EMCS Malaysia was where Joanne Loong spent the first 11 years of her career after graduating from the National University of Malaysia with a bachelor’s degree in industrial and organisational psychology.

She was then invited to join Maju Group as group HR and admin manager where she spent two years and won MIHRM’s Employer of Choice Awards in 2012. She briefly moved to Celcom Axiata as senior manager of people capability development until Hanwha Q CELLS knocked on her door where she took up the role of head of human resources. Coca-Cola came calling last year and she is now the strategic HR business partner to the commercial division in Malaysia, Singapore and Brunei.

David Heng has over 20 years of hands-on experience in corporate human capital management within both international and regional institutions across Asia, Europe and North America. In his role at CIMB, he is responsible for institutionalising the talent management architecture for optimising leadership capital and embedding a unifying culture for harnessing business synergies.

Before this, he was the associate dean of the World Economic Forum’s global leadership fellows programme in Switzerland and head of organisational excellence at the EDB of Singapore. He also served as an international HR advisor to the International Baccalaureate Organisation’s board of governance for two terms. He has a MSc (organisation development) from Pepperdine university in the US.

Talent, learning and development director Amcor

Vice-president, learning and development AXA Affin General Insurance

Senior manager, human resources Coca-Cola Bottlers

8 | TRAINING & DEVELOPMENT ASIA 2016

Managing director, head of talent management and culture building CIMB Group

SPEAKERS

Amita Nandi

Chan Hoon Chuah

Animesh Mukherjee

Iskandar Noor

Having been in HR and talent development, specialising in behavioural change and high performance for more than 20 years, Amita Nandi lends a “sui generis” approach towards adapting to the unique economic, environmental and social demands of the clients.

She has a proven track record as a global consultant in the fields of learning, education, training and the design and development of a variety of solutions in the areas of strategy execution, leadership, communication, facilitator development, teams, service excellence, English for specific purposes, personal productivity, vision and values, performance management, presentation and facilitation skills, change management, cultivating sustainability behaviours and driving innovation.

Being result-oriented and focused on productive and high-yield activities, she is a keen specialist in crafting learning tools, competency guides and measurement instruments that ensure sustained application and ROI for organisations. She copes very well with cross cultural and generational diversities in the workplace.

Chan Hoon Chuah has over 20 years of HR experience in consulting with clientele spanning various major industries, including oil and gas, logistics and maritime, hi-tech manufacturing, utilities, telecommunications and business solutions integrators. Her skills encompass areas such as change management (organisation change/ restructuring, M&A, IT-enabled transformation, outsourcing/ offshoring), organisation and human resources development as well as HR management covering all HR specialised topics, such as talent management and sourcing, learning and development, compensation and benefits and business partner management. She is currently the APAC regional head of HR for DHL’s global business services and corporate centre finance functions that provide support and services to all business units/divisions within the DHL group. She has a bachelor of science degree with education (hons), major in mathematics and minor in physics from the University of Malaya.

Animesh Mukherjee has more than 15 years of experience working across a wide spectrum of human capital issues. From 2001 to 2014, he worked with Aon Hewitt in various capacities in India, Singapore, Thailand and Malaysia with his last role being the country manager of Aon Hewitt Malaysia.

In July 2014, he joined Digi Telecom as the head of the HR centre of expertise. It is accountable for the design and execution of human capital programmes across the value chain which support the business strategy and growth aspirations.

From a functional point of view, the HR CoE covers talent and leadership, learning, performance and rewards, employer brand and recruitment, culture, employee engagement and human capital analytics.

Iskandar Noor has been in L&D and HR development since 1989. A MINDEF scholar from Royal Military College, he studied English literature at the University of Massachusetts at Amherst. Upon graduation in 1987, he joined the army as an education officer.

He joined Bursa Malaysia in 1997 as a training officer and moved up to head of training. After his stint at RHB Group, as GM of training and development, he joined CyberSecurity Malaysia. He headed several departments which affected transformation and changes, including training and outreach, corporate planning and strategy.

He is currently the head of group organisational learning and development for Felda Global Ventures Holdings. He recently completed in May 2016, the certified human resource director programme jointly organised by Malaysian Institute of Human Resource Management (MIHRM) and HELP University.

Senior consultant and master trainer DDI

Head of HR, global business services DHL

Head HR centre expertise Digi

9 | TRAINING & DEVELOPMENT ASIA 2016

Head, group organisational learning and development Felda Global Ventures

SPEAKERS

Manish Arneja

Global organisational development manager Fonterra Manish Arneja is a certified professional facilitator and neurolinguistic programming (NLP) master practitioner with more than 13 years of experience in organisational development and change.

He is based in Singapore working for Fonterra Co-Operative group as a global organisational development manager focusing on leadership behaviours, team dynamics, people change, employee engagement and organisational values and cultures.

Before Fonterra, he worked with top multinational companies and with one of the big four consulting firms across continental Europe, Asia and the UK and had his own consulting practice in the UK focusing on coaching and consulting in change management and leadership effectiveness. He holds an MBA from the Asian Institute of Management with additional post-graduate qualifications in organisational development from Heriot-Watt University, UK.

Perdeep Kumar

Regional director, corporate learning Harvard Business Publishing Perdeep Kumar started his career as a researcher in the National University of Singapore and moved onto a business development role with the world’s largest scientific publisher, Elsevier.

After 13 years, culminating in an APAC-wide leadership role, he moved to the corporate learning group of Harvard Business School Publishing (a wholly owned subsidiary of Harvard Business School). He has a keen interest in leadership and mindfulness and spends his available time reflecting on leadership lessons from ancient Asian scriptures.

Cilia Rasasegram

Kulwant Singh Bardh

GM, people and culture iCar Asia

CEO, APAC KNOLSKAPE

Cilia Rasasegram is iCar Asia’s general manager of people and culture. She leads the employee experience across the verticals of onboarding, employer branding, learning and development, internal communications, recruitment and CSR. She has more than 15 years of industry experience, primarily from Kelly Services, where she was managing Malaysia’s commercial operations, and more recently at Tune Protect, where she started and spearheaded the people and culture team across multiple geographies, participating in the growth of the group from 15 employees to 500.

She has a master’s in business administration from Nottingham Trent University.

Kulwant Bardh has nearly 30 years of a good balance of MNC and SME experience in various industries.

He was formerly the managing director of Asia for a public listed global strategy and technology consulting firm and was based in the US for two years.

His most trying time was when he returned to Singapore to juggle managing his family, doing his MBA with the University of Chicago and starting two companies and two nonprofit organisations. These critical experiences prepared him well when he subsequently joined Mercer as the APAC business leader for HR transformation where he also doublehatted as lead faculty for leadership development, a new practice at Mercer. His most recent two roles were as P&L head and director of the talent practices at DDI and Aon Hewitt respectively in Singapore. A former military officer, who speaks five Asian languages, he has worked in different Asian cities.

11 | TRAINING & DEVELOPMENT ASIA 2016

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SPEAKERS

Eli Wong

Dona Siti Zawina Don Najib

Chella Pandian

With 18 years of experience in diverse industries, Eli Wong believes human resources plays a pivotal role in driving the business towards the winning line and supporting employees to be successful individuals.

Having the privilege to work in notable companies such as BASF and now Maersk Line, she firmly believes that besides aspiring to succeed, and the ability to differentiate and deliver EVP, companies need to consistently “live good core values” to continue being successful; and the same goes for people.

She graduated from RMIT University, lives in Kuala Lumpur, but is often mistaken for a Singaporean because of her frequent travel there for work. She enjoys globetrotting, good company, movies and food.

Dona Siti Zawina started her career in learning and development 10 years ago with MAS as a trainer, specialising in safety and health in aviation.

She developed and delivered modules that covered both the air and ground staff. After two years, she headed the soft skills division in the MAS Academy. She developed, delivered, evaluated and monitored the service level of the front-line, including pilots.

She moved to Media Prima to lead the talent development and learning section. Bringing in her vast experience that ranges from safety to soft skills, she addresses the challenges that include the fast moving needs which varies across each individual platform, as well as the development and nurturing of creativity in employees.

Balancing creativity, functionality and business acumen, the L&D framework is comprehensive yet fluid to ensure that all aspects of development are taken care of.

Chella Pandian has been the HR director for Merck Sharp & Dohme (MSD) for the past five years. He drives the HR function for Malaysia, Singapore and Brunei in addition to overseeing the HR for Indonesia and Thailand.

His key responsibilities include spearheading HR leadership and organisational development through the best HR practices and strategy.

Before this, he was in a global HR role managing the emerging markets for Merck consumer care and MSD India. Before MSD, he was GM of HR and OD, with a leading drug discovery company in India.

He has over 15 years of pharma HR experience in HR strategy, OD, change management, HR business partnering and talent development.

He was credited as a founding member of NHRLSF – a national HR forum for life science business in India which brings many life science companies together.

Head of HR – Malaysia and Singapore Maersk

Talent development and learning Media Prima

13 | TRAINING & DEVELOPMENT ASIA 2016

Human resources director Merck Sharp & Dohme

SPEAKERS

Adeline Looi

Ling Hsern-Wei

Amit Saxena

Adeline Looi is the head of talent and organisation development at Nestlé. She is responsible for talent management, training and leadership development across 11 locations within the region. She is also part of the global team which is responsible for endto-end HR process mapping and optimisation.

Being regarded as an instrumental leader with strong people skills, she has had a string of success in driving processes and structure change, while engaging multiple generations and levels.

She specialises in talent development, change management, succession planning, and leadership development in areas of organisational development with various levels of the organisation.

In her previous consulting role, she coached various industries such as FMCG, oil and gas, medical, telecommunications and financial services.

Ling Hsern-Wei is the head of learning and development at PwC Malaysia (Malaysia’s top graduate employer 2013, 2012 and three-time gold winner at the HR Excellence Awards 2014).

He believes that learning and development is most effective when it moves beyond the classroom and most transformative when it is designed into a work environment, activity and relationships.

In 2011, he was selected as one of the “30 under 30” learning leaders at Elliott Masie’s Learning 2011, a programme aimed at developing and spotlighting the next generation of learning leadership.

He has an MSc in organisational and occupational psychology and before PwC spent his working career in consulting and leadership development in London.

After completing his bachelor’s in electronics engineering, Amit Saxena moved into HR where he now has more than 15 years of experience with MNCs such as HCL, Honeywell, Schneider Electric and Solvay. In his current role, he heads the HR and management services division at Recron Malaysia, a group company of Reliance Industries Group.

He has led change management, departmental revamps, process and efficiency building, M&A, communication and CSR-related initiatives. He has worked across geographies from India to China, Thailand and now in Malaysia.

He is an effective HR strategist who believes in applying logic and practical solutions for simple yet effective operational efficiencies.

He holds an MBA and a post-graduate certificate from University of Michigan, US, in strategic management. He holds a Six Sigma Green belt certification from Honeywell and is a certified coach from the International Coach Federation. He is a life member of NHRD India and the Malaysian Association of Certified Coaches.

Head of talent and organisation development Nestlé

Head of learning and development PwC

14 | TRAINING & DEVELOPMENT ASIA 2016

Head of HR Recron

SPEAKERS

Sasidharan Muniandy

Azah Othman

Andrew Yeo

Sasidharan Muniandy is an internationally certified trainer, NLP practitioner and is driven by his keen interest in people development. He is fondly described as “utterly creative, theatrical and absolutely passionate in engaging with others”.

With over 10 years of experience in training and organisational development, he has risen from the rank and file. He led a team of international staff at Centrica, in London, for three years and developed a penchant for cross cultural management as well as employee engagement.

He is a lawyer by qualification having completed his LL.B (Hons) at the Wolverhampton University in England. He then went on to sit on the UK Bar and did his pupillage at Middle Temple Inns of Court.

His desire to obtain a master’s degree was fulfilled when he was offered a scholarship to study at the University of East London. He completed this and received his MBA in 2001.

Azah Othman has over 25 years of experience and has been actively involved in conducting management training programmes in Malaysia, Singapore, Mumbai, Jakarta, Dubai, US, UK, Australia, Thailand and Turkmenistan.

Her experience encompasses all aspects of HR, including development and implementation of HR policies, professional recruitment, training and development, employee relations and industrial relations across diverse industries, including oil and gas, banking, insurance, shipping, engineering and logistics.

She is an experienced trainer with an innate and astute ability to assess and analyse human behaviour. She has conducted executive coaching with employees in her current employment. She has a master’s in international business from University of New Haven, Connecticut, USA. She is certified in NLP and is also a certified solution focused coach from the Canadian Council of Professional Certification and has recently been upgraded to a professional certified coach under the International Coach Federation.

Andrew Yeo delivers practical solutions across a range of corporate and HR programmes, including talent and performance management, succession and workforce planning, IR/ER, organisational design, change management and restructuring, rewards management, senior talent acquisition, employee development and corporate communications.

He is a strong proponent of aligning business and organisational strategies, and is known for managing HR and corporate affairs, making them business-relevant, measurable and effective to drive people and business preparedness to meet current and future challenges.

Senior manager - talent management Scomi Energy Services

General manager, global HR, learning and development Scomi Group

15 | TRAINING & DEVELOPMENT ASIA 2016

Group HR director Tien Wah Press

SPONSORS Gold sponsor

Gold sponsor

Gold sponsor

DDI

Harvard Business Publishing Corporate Learning

KNOLSKAPE

One of the top talent management consultancies, Development Dimensions International has been a pioneer in the field and is currently recognised as a chief innovator.

DDI is known to help companies transform the way they hire, promote and develop their leaders and workforce with the outcome being peopleready to execute business strategies. If you have ever had a leader you revered or marvelled at how quickly a new hire came up to speed, you might have experienced DDI at work.

Harvard Business Publishing Corporate Learning partners with global and government organisations to strategise and deliver world-class innovative and technology-enabled leadership development solutions for leaders at all levels.

Harvard Business Publishing Corporate Learning leverages the business insight and thought leadership of Harvard Business School faculty, Harvard Business Review authors, and other management to create and deliver flexible leadership development solutions in blended learning formats that address the most pressing business challenges within an organisation.

Corporate Learning is a market group within Harvard Business Publishing. Harvard Business Publishing is a wholly owned subsidiary of Harvard University and is an affiliate of Harvard Business School.

KNOLSKAPE is an award-winning immersive gamification and simulation software company focusing on talent transformation. Using experiential learning products, KNOLSKAPE helps organisations attract, grow and retain talent. Global Fortune 500 companies and top10 B-schools use KNOLSKAPE’s products and solutions for onboarding, training, assessments and talent engagement.

KNOLSKAPE’s core belief is that the best method of learning is by doing. Keeping with this philosophy, KNOLSKAPE develops engaging, immersive and real life-like products and services such as business simulations, mobile learning applications, case platforms and gamified e-learning.

KNOLSKAPE has a presence in Singapore and India, with clients across the globe. KNOLSKAPE was a top 20 gamification company in the world for two consecutive years in a row (2014, 2015).

KNOLSKAPE has also won the gold for “Best Advance in Unique Learning Technology” at the Brandon Hall Awards.

16 | TRAINING & DEVELOPMENT ASIA 2016

EXHIBITORS Exhibitor

Exhibitor

Exhibitor

LearningRank HCK Properties

LearningRank

SEGi University and Colleges

HCK Properties Sdn Bhd, a wholly owned subsidiary and the major contributor of HCK Capital Group Bhd, is involved in property development throughout the country (Peninsular and East Malaysia) with a gross development value exceeding RM7 billion.

The properties include commercial, residential, educational as well as industrial.

The company’s completed and ongoing projects are located in Petaling Jaya (Ara Damansara and Damansara Perdana), Subang Jaya, Cyberjaya, Setia Alam, Mont Kiara, Johor, Ipoh and Kuching.

HCK Properties aims to record continuous growth in its returns and be recognised as a top developer delivering distinctive and quality properties.

LearningRank® is the online platform for HR professionals to discover, compare and review the best corporate learning programmes.

LearningRank® connects HR professionals with the best corporate learning programmes worldwide. LearningRank® enables training providers to reach targeted clients, build a strong brand, and expand their business overseas.

With over 50,000 programme searches, more than 10,000 users and featuring more than 1000 featured programmes, LearningRank® exists to discover the world’s best corporate learning programmes.

Currently present in eight countries: United States, United Kingdom, Australia, India, Hong Kong, Singapore, Malaysia and Philippines, LearningRank® is the world’s largest online marketplace for offline learning programmes.

SEGi University and Colleges first opened its doors as Systematic College in 1977 in the heart of Kuala Lumpur’s commercial district, offering globally recognised professional qualifications.

Since then, SEGi has experienced significant growth by adapting and catering to an increasing demand for tertiary education and professional qualifications in Malaysia.

Known as one of the largest private higher education providers in Malaysia, SEGi now serves 27,000 students in five major campuses located in Kota Damansara, Kuala Lumpur, Subang Jaya, Penang and Sarawak.

Today, the significance of climbing the career ladder in the employment industry is highly competitive, therefore SEGi now offers a new breakthrough method known as PACE or professional and continuing education. SEGi PACE enables working adults to upgrade their qualification level while accommodating their work schedule, hence, fulfilling work-life balance.

17 | TRAINING & DEVELOPMENT ASIA 2016

A complimentary invitation-only forum on HR Technology Strategies

HONG KONG

MALAYSIA

SINGAPORE

September 1 Hotel ICON

September 6 Aloft, Kuala Lumpur

September 15 InterContinental Hotel

Limited only to 100 VP-level and senior HR leaders from large companies which invest heavily in technology, HR Tech Interactive provides the opportunity for Asia's HR elite to gather and discuss the latest revolution in HR technology and best practices in HR technology strategy.

KEY TOPICS • Big data talent analytics • HR cloud • Mobile HR • Social media and collaboration • Next generation recruitment tools

For sponsorship opportunities and to request your invite, visit www.hrtechinteractive.asia SPONSORS AND PARTNERS

BROUGHT TO YOU BY

DELEGATE FEEDBACK FORM Your evaluation of this conference is very important to us Please help us by taking time to fill out this evaluation form. Your responses will help us develop conferences that are relevant to you and your industry. Return the form to the registration desk before you leave the conference or to anyone from the Human Resources team.

Name Job title Company Address Tel no:

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Email: What can you say about the event? How likely are you to attend again next year?

PART I: OVERALL EVENT EVALUATION 1. Please evaluate the following using the scale: 1= POOR, 5 = EXCELLENT

Please circle one

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2. What has been the most beneďŹ cial aspect for you in attending this event?

PART II: SPEAKERS’ EVALUATION 3. Which speakers or sessions did you enjoy the most or were of most value to you?

4. Which speakers or sessions did you enjoy the least or were of the least value to you?

19 | TRAINING & DEVELOPMENT ASIA 2016

PART III: INDUSTRY UPDATES 5. What do you regard as the biggest issue or challenge facing your industry at present?

6. What is the biggest issue or challenge you are facing in your current role at present?

7. Which additional topics would you have liked to be included in the programme?

8. Are you interested in the following topics or issues? Please tick topics which are of interest to you. (List of Lighthouse upcoming events)

[

] Employee BeneďŹ ts Asia

[

] Employee Healthcare Interactive

[

] HR Technology Interactive

[

] Recruitment Asia

9. Please provide details of any other topics that are of interest to you

10. Which industry associations do you belong to?

11. What industry publications or portals do you read/subscribe to for your industry news and updates?

20 | TRAINING & DEVELOPMENT ASIA 2016

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