MANAGEMENT TRAINING
Stephen Yee
Ronald Tan
Singapore National Employers Federation
Singapore Institute of Management
Victor L. Magdaraog
DDI-Asia/Pacific International
“Quality and relevancy are the two key points
The Singapore Institute of Management
The biggest challenge for employers today is
of a better service to the HR community,” said
group (SIM) offers its services through three
understanding that talent management and
Stephen Yee, assistant executive director and
educational brands – SIM University, SIM Global
all its aspects are not too bothersome to deal
senior director of training.
Education and SIM Professional Development.
with, says Victor L. Magdaraog, DDI-Asia/Pacific
Coming in two places higher than 2013
Ronald Tan, executive director of SIM,
International’s vice-president.
to take out this year’s top spot, the Singapore
oversees the SIM Professional Development
“But our job at DDI is to guide our clients to
National Employers Federation (SNEF) provides
as one of six business units under his charge.
take those small steps which will lead us to the
that quality and relevancy in a management
It offers an array of short executive training
ultimate goal.”
training capacity by offering services from
programmes for working executives and
training and consultancy and tripartite advisory
professionals, as well as customised in-company
development and succession management
to HR consultancy, government scheme
training programmes to companies in the various
consultancy, which has jumped up one spot in
management and compensation and benefits.
fields of leadership, management and human
this year’s rankings in this category.
In the past 12 months, Yee said while the
resource development.
type of business and services it had been
“We have become even more focused in our
DDI is a global talent acquisition, leadership
Leadership is undoubtedly a priority for local companies, and DDI’s expertise extends across
working with had remained more or less the
offerings in the past 12 months as businesses
helping businesses to define how leaders will
same, it had increased its number of courses by
are beginning to request for very specific
succeed in their business, diagnose strength and
10% – boosting knowledge around various new
requirements in terms of ROI for spending on
development gaps and develop and transform
legislations and regulations.
staff training,” Tan said.
leaders across all levels, while measuring the
“The main areas of focus will be in the
“In fact, it calls for alignment of training
Personal Data Protection Act and in the
programmes to their business objectives over
Employment Act as well.”
and above learning objectives.”
SNEF has also “aggressively promoted” a
A challenge over the past year has been the
impact and results. “Organisations are competing to capture emerging markets and with globalisation showing no signs of slowing, they don’t have
government scheme called WorkPro, which
competition, with many providers cutting across
a choice, but to also bring talent management
assists companies in Singapore for age
all areas of soft skills and knowledge training,
beyond borders,” he said.
management, flexi-work arrangement and job
but one of the biggest challenges is one the
redesign, and has attracted more than 1,000
industry knows well – business owners deciding
a key focus area as organisations need enough
companies to the scheme.
whether to send employees for training versus
people with the right skills, experience and
requiring them to contribute to the daily business
motivation to ensure succession.”
“We also achieved a good number of KPIs for training – gross revenue, we trained more
“Investing in their talents will continue to be
operations, said Tan.
than 20,000 PMEs in a year and offered more
“Another would be to justify not just the time
than 20 new courses in a year,” he said.
aspect, but ROI that leads to attaining some business outcomes after training takes place.”
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HR VENDORS OF THE YEAR
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2014
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