HRM 14.12 Supplement

ISSUE 14.12

HR Guide of the Year 2015

EXECUTIVE EDUCATION

Unmask deeper Asian business truths by going beyond the facades of understanding NUS Business School Executive Education programmes Authentically Asian insights

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HR GUIDE OF THE YEAR 2015

CONTENTS

14.12

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FEATURES 4 HR outlook 2015 Continued market growth, tightening restrictions on foreign talent, and a greater focus on skills over qualifications are some major themes from 2014 that will continue to create both opportunities and challenges for HR in the coming year. HRM gets some views from the ground

10 Reconfiguring L&D hardware Constant inculcation of education and skills forms the backbone of all employees’ professional growth. But what are some upcoming trends companies should look out for as they reform and recalibrate their Learning and Development frameworks? HRM investigates

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16 The mobility conundrum 2015 promises to be another year of companies broadening their horizons and expanding their presence in all parts of the globe.

HRM considers how this mobility will impact the accommodation and relocation industry

32 Carrots ahead!

Salary trends show that robust business performance and healthy pay raises are in store next year. Benefit strategies have also been evolving, with flexible benefits becoming commonplace across the globe. HRM finds out more

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44 HR Technology forecast HR technology is expected to become more seamlessly embedded into employee workflows in the new year. More user-friendly applications will also become available, as HRM reveals

50 What’s in store for MICE in 2015?

Asia’s robust economic growth has seen Singapore’s business travel and MICE sectors continuing to thrive. In 2013, Singapore hosted 3.5 million business visitors, an increase of three per cent from the same period in 2012. This year’s figures are set to show an even greater increase, as HRM explains

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PUBLISHED BY

HRM Asia Pte Ltd 121 Telok Ayer Street #02-01 Singapore 068590 Tel: +65 6423 4631 Fax: +65 6423-4632 Email: info@hrmasia.com.sg

MICA (P) 206/07/2013 ISSN 0219-6883

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PROFILE

KAPLAN PROFESSIONAL

First-class corporate training with Kaplan Professional K

aplan Professional, part of Kaplan Learning Institute, supports organisations and individuals in their quest for excellence by providing corporate training solutions that are designed to help them succeed in today’s competitive world.

Conducted by highly qualified trainers in an interactive environment, we ensure your journey for continuous development is an enjoyable one.

The cycle of professional learning and development doesn’t ever end – which is why we at Kaplan Professional continue to work with HR professionals and business owners to cater to the development needs of their talent pool.

Kaplan Professional is proud to be a OneStop Workforce Skills Qualifications (WSQ) Hub – having been appointed as a Continuing Education & Training (CET) Centre for the WSQ Employability Skills (ES) and Workplace Literacy and Numeracy (WPLN) frameworks and as Programme Partner (PP)

Devan Nair Institute of Employment and Employability 80 Jurong East Street 21 #06-02 Singapore 609 607 Tel: +65 6309 5738 Web: www.kaplan.com.sg/professional

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for the WSQ Leadership and People Management (LPM) and Service Excellence (SV CF) frameworks.

Kaplan Professional is the leading provider of holistic corporate training in the continuing education landscape.

Our diverse offering of learning solutions under the five WSQ frameworks ensures all your business and learning needs are cared for. Our highly experienced Business Development Managers, Learning & Design Specialists and Adult Educators, work closely alongside you to customise the best learning experience for your organisation. We believe

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any successful training programme is the result of open communication. At the initial consultation, we will understand your training requirements and the gaps that the training should address. Thereafter, we will work closely with our qualified team of trainers to ensure that our customised training programme fully meets your training objectives.

Our clients range from fresh graduates and new hires, to senior executives for SMEs and MNCs across Asia.

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FEATURE

RECRUITMENT

HR OUTLOOK Continued market growth, tightening restrictions on foreign talent, and a greater focus on skills over qualifications are some major themes from 2014 that will continue to create both opportunities and challenges for HR in the coming year.

HRM gets some views from the ground 4

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Sumathi V Selvaretnam sumathi@hrmasia.com.sg

RECRUITMENT FEATURE

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ingapore’s economy is expected to have a better year in 2015, with a projected growth of 3.7%.

Innovation will be key and digital trends are going to reshape the future of HR, says Theresa Phua, Managing Director, Singapore Head of HR, DBS Bank. “We can expect more firms to actively engage in social recruitment, use analytics to find the best talents, and technology to transform the fabric of everyday business,” she says. “Employer branding will also start to gain significant importance when it comes to attracting and retaining talent.”

The war for talent will continue unabated, especially in light of recentlyintroduced government policies. The new year is expected to see a shrinking supply of qualified candidates in the local job market as the government makes it more difficult to hire from overseas and local applicants are already employed somewhere else,” says Lim Teng Teng, Director of HR, Singapore and Rest-of-Asia, AB SCIEX. “A limited supply of talents may lead to a price war among competing companies, even more so for the Life Sciences industry, due to an influx of companies setting up their operations here in Singapore,” Lim says. She also feels that progressive companies will gradually shift their focus to increasing productivity to compensate for the limited supply of candidates in the market. For the coming year, AB Sciex estimates a headcount increase of five per cent.

Hiring trends Unemployment is expected to remain at a low of two per cent for 2014, according to figures from the Monetary Authority of Singapore.

The banking and finances services sector in Singapore has traditionally remained top of the table when it comes to hiring, says Serene Lam, Managing Director, CareerBuilder Singapore. “It was so for the first half of 2014, and this trend looks set to continue. The demand largely stems from a focus on business critical roles

such as compliance and risk and front compensation & benefits as well as office relationship positions.” training & development will continue This is reflected at DBS Bank in to be in demand. Senior HR generalist/ Singapore, which is hiring in areas business partners with specialist including retail banking, wealth experience will also be held in high management and key support functions regard by hiring managers facing such as technology and operations, increasingly complex business finance, and risk and compliance. environments. We can expect more HR “For example, last year, we launched roles covering emerging markets in the Graduate Associate programmes Southeast Asia as companies shift their in retail banking to groom the next production and sales focus to these generation of retail bankers. Also, underweight markets,” says Finian Toh, in departments such as risk and Associate Director at Kerry Consulting’s compliance, we have increased our HR Practice. headcounts to cater to the increasing challenges posed by the evolving Looking beyond paper qualifications regulatory environment,” Phua says.

Speaking at the National Day Rally last In the IT industry, Lam says year, Singapore’s Prime Minister Lee professionals should look to add another Hsien Loong called for a “cultural shift” skill-set, business partnering, to their to persuade young people that a degree repertoire. According to research from was not the only route to success. He Hudson, organisations are in need of urged employers to value their staff IT people who can go to the frontline and develop them to take on higher of business, leveraging their technical responsibilities regardless of whether knowledge to optimise processes, they had a formal degree. support sales, and create This shift can only spur value. “This also reflects a both organisations and The war for trend across most industries, employees to adopt innovative in which workers must practices and skills to tackle will continue, diversify and expand on their the issue, says Lam. “Recent especially in light of skills in order to provide value studies show that today’s recently introduced to their organisations,” Lam employees prefer continuous government policies says. development and acquisition Further on the technology of new skills in their front, e-commerce and cloud-related careers, over the usual pay rises and areas will continue to hire, says advancements. This shows that workers Pan Zaixian, General Manager of are now willing to diversify their skills, Kerry Consulting. “They are also key adding value and increasing overall team beneficiaries of government-sponsored productivity,” she says. incentives.”

According to Lam, companies need The 2013 JobsCentral Learning Rankings to capitalise on this during recruitment and Survey revealed that the hospitality efforts, switching from traditional and tourism industry was experiencing job offerings to detailed career a renewed interest from candidates. programmes that offer skills training, “This is evident in the popularity of the opportunity to be cross-trained Hospitality, Tourism, and Food and in multiple disciplines, and welfare Beverage higher-learning courses – programmes tailored to the generation its ranking has moved from fourth to in question. second placing since 2012, and can Research laboratory equipment be attributed to the positioning of manufacturer AB Sciex hires talents Singapore as a tourism hub,” Lam says. based on several criteria including skills, New opportunities abound for knowledge, experience, attitude as well HR Specialist roles in areas such as as qualifications. “Qualifications are

talent

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FEATURE

RECRUITMENT

important but not the sole deciding factor,” says Lim. She shares how there have been instances where her organisation hired an applicant despite the fact that they didn’t possess the necessary certificates. “Under such circumstances, we would assess and determine if the applicant has other specialised skills, knowledge or experiences which would compensate for the lack of qualifications,” she explains.

“However, for professional jobs such as accountants or engineers, qualifications would account for more, as such functions are governed by certain statutory or professional bodies,” Lim adds.

Striking a balance The Singapore economy has been beset by a labour crunch caused by a tight foreign worker quota, and mature workers should be tapped into to address the issue, advises Pan from Kerry Consulting. In a rapidlyageing country like Singapore, mature workers must be viewed as assets and valued for their experience, he says.

The National Jobs Bank will be instrumental in matching mature workers to prospective employers as it aims to facilitate employment and job-seeking between Singaporeans and Singapore-registered companies, says Pan. “This is in addition to other initiatives such as WorkPro, which is a one-stop programme to help employers recruit and retain mature workers and back-to-work locals, and www.age-mgt.sg, which provides free information for employers on how to make workplaces more conducive to older workers.”

Professionals, Managers, and Executives (PMEs) aged 40 and above can now also receive more support to enhance their employability (see: boxout).

However, research by recruitment specialist Hays suggests that Singapore must find a way to balance its ageing workforce with the continued development of new entrants to 6

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the labour market if it is to remain competitive over the long-term.

The Population White Paper in 2013 revealed that Singapore’s workforce would naturally shrink from 2020 onwards.

“Given the impending shrinking of the workforce, it makes sense to retain mature age workers for as long as possible, says Chris Mead, Regional Director of Hays in Singapore.

However, this should not be done at the expense of training and developing new entrants to the labour market, says Mead. “If we look to the future, in order

to maintain our competitive edge we need to ensure the country has a future pipeline of talent who have the skills and experience necessary to replace our ageing workforce when they do eventually retire.”

Mead urged employers to strike the right balance between retaining highlyvalued, well-educated and experienced older workers, and recruiting and developing the next generation of employees. Research from Hays suggests that the focus should be on the recruitment, development and training of staff at all levels and of all ages.

PME jobseekers receive more help Two new initiatives have been announced to help Professionals, Managers, and Executives increase their employability.

One-stop career resource portal (www.CareerResource.sg)

This provides a one-stop suite of comprehensive resources for PMEs on career development, training and employment assistance. It will also feature the relevant Government and unions’ PME events, programmes and services.

Enhanced funding support for Professional Conversion Programmes

PMEs looking to re-skill and take on new jobs in different industries can look forward to more funding.

WDA will increase the monthly salary support given to employers who hire PMEs on a PCP, from the current 70% of monthly salary (subject to a cap of $2,000), to up to 90% of the monthly salary (subject to a cap of $4,000). The enhanced support applies to industries/sectors that have existing as well as upcoming PCPs in the place-and-train mode. PMEs aged 40 years old and above, as well as those unemployed for more than six months, will be eligible for the enhanced support.

THE GMP GROUP PROFILE

Your one-stop solution F

ounded in 1991, The GMP Group is one of the largest staffing and human resource consultancies in Singapore.

GMP’s service is allencompassing, with our specialised business units offering their own distinct services to cater to each client’s niche. The six specialist divisions are:

GMP Recruitment GMP Recruitment specialises in staffing services for junior to midmanagement positions in all industry sectors including:

• HR & Administration • Sales & Supply Chain • Customer Service and Marketing Communications • Retail and Food & Beverage • Finance • Industrial Services

GMP Banking GMP Banking is dedicated to recruitment for banks, stock-broking firms, insurance and fund management companies.

GMP Technologies GMP Technologies focuses on Information Technology,

GMPRS1045 GMP HR Magazine 186x119.5mm pa.pdf

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Engineering, Healthcare and Life Sciences positions.

GMP International GMP International is a premier recruiter for foreign workers worldwide.

GMP Consultancy GMP Consultancy offers outsourcing services and HR consultancy to employers on organisational development issues. It is also a career management centre for working adults and students.

GSI Executive Search GSI Executive Search, the

headhunting arm of The GMP Group, focuses on international search for senior management positions.

Today, GMP is headquartered in Singapore with offices in Hong Kong, Malaysia and Thailand.

The GMP Group 1 Raffles Place #13-01 One Raffles Place Tower 1, Singapore 048616 Tel: (65) 6736 2022 Fax: (65) 6736 2155 Email: info@gmprecruit.com Web: www.gmprecruit.com

11:13 AM

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17% 17%

of the employees in have a of APAC the employees background in APAC havediscrepancy a background discrepancy

DO YOU REALLY KNOW YOUR EMPLOYEE? DO YOU REALLY KNOW YOUR EMPLOYEE?

According to Recruiter.com, the true cost of a bad hire comes out at a staggering USD830,000, based on someone earning USD70,000 annum According to Recruiter.com, the true cost of a bad hireper comes out and at a whose staggering employment isbased terminated after 2.5 years.USD70,000 This includes recruitment USD830,000, on someone earning per annum andagency whosefee, compensation, theafter cost 2.5 of disruption the workplace and the mistakes, employment is training, terminated years. Thistoincludes recruitment agency fee, failures and losttraining, businessthe opportunities. compensation, cost of disruption to the workplace and the mistakes, failures and lost business opportunities.

First Advantage has 4500+ employees 25 offices has around theemployees world.

FirstinAdvantage 4500+ in 25 offices around the world.

13.6% 13.6% Increase in employment

18.9% 18.9% of discrepancies in APAC

discrepancies represents close to Increase in employment 50% of all discrepancies APAC discrepancies represents in close to

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of employees

1 million checks a year, the following segments have the highest discrepancy rates Based on 1 million checks a year, the following segments have the highest discrepancy rates Manufacturing Energy Financial Services Based on

SINGAPORE Manufacturing

AUSTRALIA Energy

HONG KONG Financial Services

SINGAPORE

AUSTRALIA

HONG KONG

What can employers do to ensure you make the right hire?

What can employers do to ensure you make the right hire?

Contact First Advantage today. +65 65343262 |First weichong.chin@fadv.com Contact Advantage| fadvasia.com today. +65 65343262 | weichong.chin@fadv.com | fadvasia.com

INFORMATION YOU NEED. PEOPLE YOU CAN TRUST. INFORMATION YOU NEED. PEOPLE YOU CAN TRUST.

ADVERTORIAL

DO YOU KNOW THE TRUE COST OF A BAD HIRE? Hiring a candidate is not an easy task.

Most of the work in hiring activities involves creating a set of performance criteria to assess who is apt for a role. The entire process of hiring may appear to be easy, but in reality the costs for a recruiter are high.

With the upsurge of different sources of information, it becomes extremely tedious for recruiters to scan through candidate information available from different social networking sites like LinkedIn, Facebook, Twitter, etc… It is not just the investment of money but also the time that HR professionals spend on searching for the right candidate.

According to Recruiter.com, the true cost comes up to a staggering US$830,000, based on someone earning US$70,000, and whose employment is terminated after two and a half years.

The cost associated with the recruitment of a candidate includes advertising, recruitment agency fees, scrutiny of application, multiple rounds of interviews, travel and accommodation, training and orientation. The extent of expenditure on a bad hire depends the position of the candidate, the cost of training and the tenure of the bad hire.

Hiring the wrong person – it happens to most organisations According to a survey done by Recruit Plus in Singapore, 99% of respondents feel that their organisation is employing a certain percentage of bad hires, from 10% to a whopping 50%. Of 4,000 respondents, only 64% have the intention to improve their bad hires through training while 11% will live with it. The remaining 25% is noncommittal.

From the numbers mentioned above, it is evident that almost every company suffers from some degree of damage due to bad hires. A bad hire often causes significant loss in business, which can also tarnish the image of a company.

The costs which are difficult to quantify are the reduction in consumer confidence towards the company, loss of business, and cost of disruption of the business and mistakes and failures of the candidates.

Common reasons for a bad hire • Uncertainty of the requirements for a particular position • Urgency to fill the vacancy • Insufficient talent intelligence • Inefficient research done on the candidate • Lack of reference checks One of the major losses is reduced employee morale as when an employee is terminated, the entire team can be in disarray.

Reducing bad apples As the saying goes, prevention is better than cure. The incurring of loss of manpower, finance and business is enough motivation for organisations to avoid bad hires. So how can they do so?

When hiring, recruiters should remember these simple tips: • Understand what skills a position demands • Look for the intangible qualities like leadership, a team player and good interpersonal skills • Converse well with the candidates. This helps in understanding the candidate and also gives an opportunity to the recruiter to communicate to them exactly what is expected • Make optimal use of social networking sites and available resources for background screening

Do your homework Background screening is equally important for employees. With globalisation, companies are looking at growing markets in Asia Pacific to expand their businesses. Talent from developing and under-developed countries also endeavours to explore greener pastures that would allow them to lead a better life both financially and socially.

This has resulted in tough competition as there are often many candidates available for the same position. The desire to get a good job in a top multinational company with an excellent remuneration package is so high that one may not be deterred from forging his/her CV.

Background verification also helps in providing employees with a safe working environment. While conducting background screenings, companies also carry out criminal and financial checks.

This enables the recruiters to be aware of any recorded criminal offences, including violent and theft offences, committed by prospective candidates in the past.

Based on the First Advantage Q1 2014 Asia Pacific Background Screening Report, criminal history and financial-related discrepancies can pose greater legal, compliance, reputational and security risks than other types of discrepancies. Criminal and financial background verification not only helps to provide a safe working environment, but also protects a company from reputational damage, potential risk to workplace safety or confidential data that could result from negative hiring.

To protect the company, an effective background screening programme is an essential part of any employer’s hiring strategy. A bad team has always been a catalyst to a company’s failure. Sustaining the talent pool and providing the employees with a safe work environment is of utmost importance for every company.

This article is contributed by Matthew Glasner, managing director of South Asia Pacific for First Advantage, the largest provider of employment background screening services in the Asia Pacific region.

First Advantage conducts more than 23 million background checks annually, offering comprehensive screening solutions and industry best practices for coverage, legal regulations and processes.

For more information, visit www.fadvasia.com

FEATURE

LEARNING & DEVELOPMENT

Reconfiguring L&D HARDWARE 10 ISSUE 14.12 SUPPLEMENT

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LEARNING & DEVELOPMENT FEATURE

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ccording to the Workplace Learning Trends across the Asia-Pacific Region 2014 survey by Cegos Asia-Pacific, online learning use has risen, from 38% of employees taking some advantage of it last year to 42% this year. Singapore is the most mature market in its use of mobile devices.

While mobile gadgets were previously viewed as only useful for social purposes, they are increasingly being applied to work and learning, the report found.

L&D needs technology This mobile learning phenomenon is not lost on Laurence Smith, Managing Director of HR and Group Head of Learning and Talent Development, at DBS Bank.

According to Smith, while businesses are becoming mobile, social and collaborative, HR departments do not realise that Learning and Development (L&D) departments need to follow suit.

“I remember speaking at a global L&D event last year and at my suggestion, the organisers had a second screen for the tweet-stream,” says Smith.

“Much of the conference talked about ‘learning technologies’ and the importance of mobile and social media, but nobody in the audience was tweeting and very few of the speakers were even on Twitter.”

He stresses that L&D departments need Constant inculcation of education and to radically increase skills forms the backbone of all employees’ their capabilities in

professional growth. But what are some upcoming trends companies should look out for as they reform and recalibrate their Learning and Development frameworks?

HRM investigates

mobile, social media, gamification and simulations in 2015.

While he explains there are a few leading edge examples, mainly tech firms, he adds that L&D and HR Sham Majid professionals are often sham@hrmasia.com.sg behind the curve.

“This is unforgivable when so many industries are being radically disrupted by digital, and L&D should be leading in building digital mindsets and capabilities in their leadership teams and cultures,” says Smith.

Cara Reil, Vice President of Talent Management and Development at SingTel,

concurs, saying that organisations will continue to see an increased demand for mobile learning in 2015.

“In L&D we are moving from being the creator of programmes to being the curator,” says Reil.

She says this means finding the most relevant online resources and sharing them with the right audiences in the business.

Christina Ho, Manager of Executive Development Services at the Marketing Institute of Singapore (MIS), believes that in the face of global economic uncertainties, an organisation’s workforce will need to remain structurally lean with a focus on increasing productivity.

“This will put pressure on the training industry to innovate and integrate cuttingedge learning tools like mobile learning as part of their offerings,” says Ho. “This means the industry may have to review its existing operating environment and place greater reliance on technology to support and engage learners.”

Ho says MIS believe L&D will be extremely crucial for the retail and fast-moving consumer goods (FMCG) sectors. She stresses that the evolution of e-learning in Singapore will be another challenge that will require significant modification to Singapore’s curriculum design and delivery in 2015.

“Although adoption is not homogenous at this juncture, the demand will most likely increase over time as professionals seek continuous support beyond the classroom,” explains Ho.

Rise in workplace-oriented training From Kaplan Learning Institute’s perspective, trainees in 2015 can expect material to be customised for specific industry sectors.

“Facilitation at training courses will take on a blended learning approach to help trainees learn more effectively and apply that knowledge to real work situations,” says Leon Choong, Executive Vice President of Kaplan.

The Workplace Learning Trends across the Asia Pacific Region 2014 survey found that some L&D and other HR functions are out of touch with learners’ needs and are not collaborating enough on personal requirements, methods of training, or integration of technologies in learning.

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“L&D is essential to staying competitive, both to ensure that your employees are well-trained so you can compete effectively in your industry” Cara Reil, Vice President – Talent Management and Development, SingTel

healthcare, also says the emergence of self-directed learning cultures mean that more individuals will take responsibility for their own personal skills development.

“In line with this trend, we can expect to see more industry-specific learning content and innovative delivery modes to encourage applied learning,” explains Choong.

In line with the theme of a workplace oriented training culture, Ho believes that HR professionals in Singapore in 2015 will have to prepare and respond to several policy changes.

“The more significant ones are particularly in the area of talent management,” says Ho. “HR professionals will have to intensify their efforts on talent attraction and retention strategies to cope with the labour and skills shortages that have resulted in increased restrictions on foreign talent, compliance with Fair Employment Practices, and the implementation of the progressive wage model in applicable industries.”

C-suite involvement According to the Prasetiya Mulya Executive Learning Institute, the commercial focus on developing talent and human capital has been rising in the last four years.

“This issue is becoming a C-level agenda and many of them even get involved in the development programmes,” says Deddi Tedjakumara, Executive Director of Prasetiya Mulya Executive Learning Institute.

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“We believe that this trend will be continued in 2015 and it will bring a positive impact to the L&D initiatives in terms of budgets, time and resources.”

Tedjakumara’s forecast may well be pertinent. The Cegos Asia Pacific 2014 survey revealed that the L&D function is becoming increasingly marginalised, with the majority of learners turning to their managers and peers for information on training, up from 31% in 2012 to 40% in 2014.

Less than a quarter (24%) of employees go to their L&D or HR department for information on training (down from 28% in 2012).

A platter of L&D offerings In order to stay ahead of the pack in next year, HR professionals will have to choose from a plethora of L&D modules and courses.

For example, Choong says Kaplan has successfully delivered programmes for key clients in the food and beverage, retail and healthcare industries.

These include programmes in high performance team development, creativity and innovation, change management, coaching and mentoring, customer service management, and business communication.

For 2015, Prasetiya is offering a customised intervention programme; a course that is contextual and systematically designed to solve specific problems through consideration of the organisational structure and strategic direction of each individual company.

In addition, it is also offering short courses programmes which aim to inspire and enrich business perspectives.

Subjects offered under the two-tothree day short courses cover functional management in HR, marketing, production and operations, finance, and strategic management.

Meanwhile, in order to help companies propel their growth more strategically, MIS will be working in solidarity partnership with Sheth Learning Academy Singapore to design a suite of courses that focus on strategic thought-leadership in the fields of marketing and management.

The content materials will be delivered through lectures and the writings of celebrated marketer Dr Jagdish Sheth.

Three-pronged approach to 2015 While L&D is vital for inculcating staff with the necessary skills and nous to perform their roles to the best of their abilities, Smith believes L&D professionals need to think very deeply about alignment with key business priorities.

He says three key aspects will determine whether an organisation can succeed in paying close attention towards developing their pipelines in 2015.

Firstly, it will only occur when a company’s CEO genuinely believes in the importance of people and talent, says Smith.

The second determining aspect is when the HR and L&D functions build a strong business case for investment in developing leaders.

Lastly, Smith adds that where the L&D function is capable of helping the organisation grow and evolve faster than its competitors and environment, the company can then successfully channel its efforts on its L&D strategies.

Reil stresses that in ever changing times, L&D is crucial across all sectors.

“L&D is essential to staying competitive, both to ensure that your employees are well-trained so you can compete effectively in your industry, but also so that you can compete to attract and retain talent,” says Reil.

PROFILE

ESSEC BUSINESS SCHOOL

ESSEC Business School:

Partnering students in their learning journey

E

stablished in 1907 in Paris, France, ESSEC Business School is an academic institution of excellence, characterised by its pioneering spirit throughout its history.

Ranked number three worldwide by the Financial Times for its Master of Science in Management, number four worldwide for the Advanced Master in Financial Techniques and number 12 worldwide for Executive Education openenrolment programmes in 2014, ESSEC is one of the leading institutions for business education.

ESSEC offers a wide range of academic and executive programmes to those looking to pursue an extraordinary learning experience that enhances their talent and leadership skills, and allows them to become truly high-level managers.

Strategically headquartered in Singapore since 2005, ESSEC’s operations in the Asia-Pacific region present the perfect foothold for ESSEC to be part of the vibrant growth of Asia and to bring its expertise to this dynamic region. ESSEC Business School is expanding

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its activities in the region, complemented by the construction of a 6,500m2 campus at one-north Business Park in Singapore to be completed at the end of 2014.

Through executive workshops, professional forums, advanced management programmes and the Executive MBA AsiaPacific, the school provide tailor-made education experiences that suit the specific needs of individuals and organisations.

The range of programmes covered include Negotiation, Innovation Strategies, 1

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11:26 am

Financial Modelling, Digital Marketing, Marketing Analytics, Leadership and Entrepreneurship, Luxury Brand Management, Real Estate Finance, Health Economics and Management.

With a supportive community of 46,000 alumni worldwide, ESSEC opens our students up to new, unthought-of opportunities.

For more information, visit www.essec.edu/asia

ESSEC | CPE Registration number 200511927D Period of registration: 30 June 2011 - 29 June 2017

PRASETIYA MULYA EXECUTIVE LEARNING INSTITUTE PROFILE

The preferred partner for business leaders P

rasetiya Mulya Executive Learning Institute provides integrated services in workplace learning and performance.

The institute works to inspire and provide solutions in equipping and empowering human capital, improving the effectiveness of organisations and also in enhancing the performance and sustainability of the organisations.

Prasetiya Mulya Executive Learning Institute sees itself as a partner for business leaders who believe that people are the primary resource in developing and maintaining sustainable growth.

The institute has become the trusted partner for many national, multinational companies and government-related

agencies in developing human capital to face the challenges of organisation and business.

The service is contextual and systematically designed to solve problems and to fulfil needs with a thorough consideration of alignment with the stages of organisations and the strategic direction of each company.

Prasetiya Mulya Executive Learning Institute works in synergy with corporate universities, corporate learning centres and HR in developing customised intervention programmes through consulting, as well as designing, executing, and evaluating learning and development programmes.

The intervention itself can be delivered in many forms, such as in-class programmes, business improvement projects, executive coaching, team building and other development programmes.

The institute also provides public programmes whether to inspire and enrich the business perspectives or to acquire deeper business knowledge and insight.

Our long experience and dedicated team of consultants make us exceptionally resourceful in designing development programmes material, methods of delivery and evaluation approaches for a superior level of effectiveness.

For more information: Prasetiya Mulya Executive Learning Institute Tel: +62 21 751 1126 Ext. 1009 – 1010 Email: information.eli@pmbs.ac.id Web: www.pmbs.ac.id/eli

ISSUE 14.12 SUPPLEMENT

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FEATURE

SERVICED APARTMENT & RELOCATION

THE

MOBILITY CONUNDRUM 2015 promises to be another year of companies broadening their horizons and expanding their presence in all parts of the globe. HRM considers how this mobility will impact the accommodation and relocation industry

W

hile organisations continue to restructure and recalibrate their operations ahead of 2015, one essential aspect remains the status quo: international assignments are here to stay.

According to PricewaterhouseCoopers’ Talent mobility 2020 and beyond report, assignee levels have risen by 25% over the past decade, and a further 50% 16 ISSUE 14.12 SUPPLEMENT

HRMASIA.COM

growth in mobile employees is projected for the world by 2020.

The spurt in international assignments will also herald robust activity in the serviced apartments and relocation services industries.

Localising the headcount While international assignments will remain a key thrust of organisations’

Sham Majid sham@hrmasia.com.sg

plans to expand their footprints overseas, there is a general consensus they may be scaled down in 2015 as companies look towards crafting a localised core of talent.

Ang Eng Ling – Director of Sales and Marketing, Great World Serviced Apartments, also believes there will be a scaling of expatriate relocation in the year ahead.

She says this will directly impact

SERVICED APARTMENT & RELOCATION FEATURE

serviced apartments, as fewer employment passes are being issued to expatriates.

“This will see multinationals (MNCs) adjusting their hiring profiles to localise their current expatriates which will freeze relocations for a period. They will also move towards more local hires or offer “local packages” for singles or couples that are more willing to accept a lesser terms package to work in Singapore,” says Ang. “Assignments to Singapore also tend to be on shorter terms, rather than two to three years.”

Peter Cheong, General Manager, Daimler Fleet Management, Singapore (DFMS), says corporate employers understand continually deploying costly expatriates abroad is not an ideal solution.

While many companies, especially multinationals (MNCs) with business operations in Singapore and Asia, are increasingly aware of the need to rely on developing local employees themselves, Cheong explains there is often a sense of uncertainty about the availability of suitable local talent. It can be difficult to find the critical “soft” skills needed to succeed. In these situations, senior and top management would have a strong influence in deciding whether to continue bringing in expatriates to run operations and train locals accordingly.

“Managers from developed nations are expected to continue serving assignments in Singapore, albeit on a slightly lower scale when compared to two years ago,” says Cheong.

Business + Leisure= “Bleisure”?

Forget the usual notions of business and leisure.

BridgeStreet Global Hospitality, an international provider of serviced apartment experiences, unveiled the results of its global survey this year.

The results pointed to rousing positive feedback towards mixing business with leisure, coined as “bleisure”.

Deliberating during the “The Bleisure Principle” panel at the annual Serviced Apartments Summit, Kelly Murphy, BridgeStreet vice president of marketing said: “Employees feel bleisure opportunities benefit them and add value to work assignments, contributing to higher job satisfaction and loyalty.

“The majority of our guests surveyed had taken bleisure trips before. They are also equally or more likely to blend business and leisure travel in the future, compared to five years ago.”

Some findings from BridgeStreet’s Annual International Bleisure Survey were: • The majority of respondents (60%) have embarked on bleisure travel, with most adding two vacation days to each business trip • The three most popular bleisure activities are sightseeing, dining, and arts or cultural experiences • 96% of respondents believe they accrue cultural experience and knowledge through bleisure trips • Over half of bleisure travellers bring their family members or spouse with them • 94% of younger travellers (under 35) are “more than” or “equally” likely to take a bleisure trip in the next five years -- significantly higher than the worldwide average of 60%

Sylvia Lim, Senior Marketing Executive, Santa Fe Relocation Services, says changes in assignment packages can also be anticipated.

According to her company’s 2014 Global Mobility Survey, package components that are seeing a particular increase in popularity as compared to last year are accompanying partner assistance (49%), cultural training (45%) and insurances (33%).

“There is a notable trend toward the inclusion of cultural training as a common assignment package component, which is considered to be in answer to cultural aspects representing a major challenge to assignment success,” says Lars Iversen, CEO of the Santa Fe Group.

With tighter employment policies formulated by the government, Lim also says there will be a lot of emphasis on hiring locally, forcing firms to craft stronger talent retention strategies to remain competitive in 2015.

“We have noticed that there are an increased number of companies localising their expats by offering one way assignments via lump sum payments,” says Lim. In fact, localisation –the act of moving an employee from traditional home-based expatriate terms to the host country terms and conditions – is also increasingly taking precedence.

According to the Fuelling the Asian Growth Engine: Talent mobility issues in Asia-Pacific report by Deloitte, 83% of survey respondents highlighted an employee would be likely to be localised in Asia if the assignment originated within Asia or if the assignee was an Asian national.

The three countries in Asia-Pacific most likely to localise expats were Singapore, China and Hong Kong.

Serviced apartments’ landscape Lim also identifies a number of niche trends to look out for in 2015.

One important factor will be the importance of emerging markets, she says.

“With the vast majority of companies reporting emerging markets to be important to their mobility programmes, we see that emerging markets are not just a growth destination but also a source of international assignment growth,” explains Lim. “Most emerging markets still face skill gaps and many are being sent on assignments for developmental reasons.”

Lim also notes that African destinations are becoming more popular, especially from a Chinese perspective.

“China is a massive investor in the continent, which can be seen by the flow of assignment traffic we have seen to sub-Saharan Africa,” says Lim. ISSUE 14.12 SUPPLEMENT

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FEATURE

SERVICED APARTMENT & RELOCATION

4 Bedroom Pinnacle Living Room – Great World Serviced Apartments Lim’s notion that China is becoming a powerhouse is also corroborated by Tan Boon Khai, Regional General Manager for Singapore and Malaysia, The Ascott Limited.

According to Tan, China continues to be Ascott’s fastest growing market.

“Ascott recently secured five more management contracts and crossed our milestone of 12,000 apartment units in China,” explains Tan. “This reinforces our position as the largest international serviced residence owner-operator in the country with 69 properties across 23 cities.”

Besides Beijing, Shanghai and the Hong Kong Special Administrative Region, Tan says Ascott’s footprint in China covers other high growth cities including Dalian, Foshan, Hefei, Nanjing, Shenyang, Xiamen, Xi’an, Wuhan and Wuxi.

“These cities have strong potential for economic growth and foreign investments which generate a large demand for serviced residences,” he says.

In addition, Ascott is also witnessing robust demand for its serviced residences across the Asia-Pacific, Europe and Gulf regions.

“Given Ascott’s global scale and experience over 30 years, our corporate customers prefer to have their employees stay with us when they are on relocation, project assignments or business trips, rather than working with multiple accommodation providers,” elaborates Tan. In the Singapore landscape, Tan 18 ISSUE 14.12 SUPPLEMENT

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adds the demand for Ascott properties remains strong, with occupancy rates above 80% despite corporations having lower accommodation budgets.

“The demand is driven by the inflow of foreign investment and various government initiatives to reinforce Singapore’s position as an exciting business and leisure destination,” says Tan. “In 2017, we will open our eighth property in the premier shopping and lifestyle district of Orchard Road in Singapore. Besides catering to expatriates, the new serviced residence will appeal to medical travellers as it is near prominent medical centres in Singapore.”

From Santa Fe’s viewpoint, the serviced apartment market has seen a change in attitude, from straightforward cost reduction in previous years to overall better cost management today.

“It has become more important to focus on making the assignment work,” Lim says. “There comes a point where cost reduction starts impacting the effectiveness of your mobility programmes.”

Options abound for international employees According to the HSBC Expat Explorer Report 2014, more than three quarters of expatriates in Singapore pay more for their accommodation than they did at home (77%), significantly higher than the global average of 52% of international workers.

Ang says serviced apartments in Singapore have always been in

keen competition for international assignments and therefore, the similar business and economic climate that Great World faced in 2014 will persist next year.

“The International Monetary Fund has adjusted its forecast downwards for global economic growth to be 3.8%, and this will have some impact on the expatriate management movements as our clientele is global,” says Ang. “This is primarily due to recent revelations from the US, Europe and Japan.”

In addition, she says China’s economic growth is projected to be slower than it was in 2014, and this will further impact the global economy.

“The contraction effect will affect businesses globally and Great World Serviced Apartments will not be spared,” adds Ang. In terms of accommodation choices for 2015, Ang says Great World Serviced Apartments is able to accommodate a variety of customer profiles encompassing singles, couples and families (pets included) through its range of one, two, three and four bedroom apartments, both with and without balconies.

Tan says Ascott currently has 25 properties slated to open in 2015, in cities such as Suzhou, Chongqing, Xiamen and Wuxi in China, Jakarta and Surabaya in Indonesia, Cyberjaya and Nusajaya in Malaysia, Manila in the Philippines, Hai Phong in Vietnam, Bangalore in India, and Jeddah and Muscat in the Gulf region.

Moreover, Tan says a selection of suites at Ascott Raffles Place Singapore was recently redesigned and refurbished to create a new category of one-bedroom suites – Collyer Suites.

“With a generous floor area of 52 square metres, the Collyer Suite is luxuriously outfitted with the best Egyptian silk and modern appliances,” says Tan. In addition, Ascott also has a growing pool of service staff to take care of the needs of their extended-stay guests before their arrival and ensure they have a memorable stay.

“Each resident is assigned a dedicated Ascott Host that is available 24 hours throughout their stay. The Ascott Host will provide guests with personalised

SERVICED APARTMENT & RELOCATION FEATURE

services from arranging formal meetings to grocery shopping,” says Tan. Sante Fe has adopted a consultative approach towards its customers’ mobility programmes, due to companies focussing more on strategic planning and returns on investment.

The relocation services firm uses a combined understanding of its customers’ businesses, their relocating employees and the business objectives to gain a complete overview of requirements, which in turn enables Santa Fe to design programmes and services that balance the needs of all stakeholders.

“Given our customers have global operations, we have developed the Perfect Relocation in which we ensure our customers benefit from our consistent service across the globe. This, in turn, allows them to focus on their business, rather than managing multiple suppliers and spending time explaining their business needs,” explains Lim. Looking ahead to 2015, Cheong says Daimler Fleet Management Singapore (DFMS), which counts expatriates among the majority of its corporate leased car assignees, will continue to offer its full service lease products.

These provide corporate customers with a hassle-free mobility experience at competitive monthly rates, and give them a peace of mind to focus on their work life and family, he says.

Cheong adds that DFMS’s corporate leased car insurance are comprehensively covered for both business-related usage and private leisure driving.

“Therefore, our lease programmes are accorded the same privileges of combining work and leisure in the usage of our leased vehicle,” he explains.

“They can even drive the leased vehicle into Peninsular West Malaysia and all the way up to the border of Thailand for a motoring holiday!”

Uncertainty in housing expenses in the Middle East According to the Expat Explorer Report 2014

by HSBC, rental rates and volatile housing expenses are huge worries among expatriates in the Middle East, with 44% of expatriates there saying fluctuations in rental fees pose a risk to their financial wellbeing. Over a fifth (22%) claimed changes in house expenses posed the largest threat to their financial wellbeing. leisure, dubbed “bleisure” (see: boxout).

The survey revealed that a staggering 83% of respondents use the free time garnered from business trips to explore the city they are visiting.

Pointedly, 78% of respondents agreed that adding leisure days to business travel added value to their work assignments.

Lim says from Santa Fe’s prospective, the industry is not witnessing a significant trend in international employees looking to mix business with leisure.

Nevertheless, Sante Fe launched a number of new initiatives in 2014, with one of them being a collection of destination “Super Guides” for its clients and their assignees.

“We offer detailed information for all locations worldwide, and even more in-

depth information for locations where we have our own offices,” says Lim. “We also offer cultural training as part of the customised individual relocation package for employees to understand more about the country they are relocating to.”

Ang from Great World also believes there has been an increase in “bleisure”focused expatriates.

“The ‘bleisure’ profiles tend to be of couples and younger families and this group of customers are very technically inclined. They enjoy effective and efficient reservations at a click of a few buttons,” Ang says.

According to Tan, the concept of mixing business with leisure is nothing new.

“To provide business travellers with a balanced lifestyle, our Ascott and Somerset-branded serviced residences come with facilities such as a swimming pool, jacuzzis, tennis and basketball courts, fully-equipped gymnasium and a rooftop garden where one can relax and recharge,” he says.

Ascott Hosts are also on hand to assist, recommending places of interest to visit and booking tickets to attractions if the residents require assistance.

“We also organise programmes such as visits to local attractions, fitness and leisure classes such as yoga, aerobics and ikebana for our residents,” says Tan. “Our residents therefore can enjoy a home away from home where their needs will be taken care of.”

The “bleisure” fad?

The BridgeStreet Annual International ‘Bleisure’ Survey indicates an overwhelmingly positive reaction towards mixing business travel with

4 Bedroom Pinnacle Kitchen – Great World Serviced Apartments ISSUE 14.12 SUPPLEMENT

HRMASIA.COM 19

PROFILE

SANTA FE RELOCATION SERVICES

Thinking Relocation?

Think Santa Fe “We make it easy”

S

anta Fe Group is conveniently located in 56 countries across six continents, and operates under the brands Interdean in Europe, Wridgways in Australia, and Santa Fe in Asia and the Middle East.

Santa Fe offers holistic relocation solutions to support businesses and

Find out how we can make it easy for you.

Santa Fe Relocation Services Tel: 6398 8588 Web: www.santaferelo.com Email: sg.sales@santaferelo.com

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relocate employees.

Companies with multinational interests from a diverse range of industry sectors engage Santa Fe for its full range of global mobility solutions.

Our overall business goal is to deliver value to our clients through innovation.

Santa Fe’s relocation services are designed specifically to support the person who is relocating, their family, and the company’s relocation programme.

We offer round-theclock relocation support from a single point of

HRMASIA.COM

control for each customer on their journey. In addition, with our in-house relocation information management system, HR departments and assignees alike can check the progress of the relocation from anywhere in the world using their unique login.

Last year alone, Santa Fe Group helped 110,000 families, expatriates and international assignees to relocate overseas.

Other than being dependable, being an FIDI FAIM ISO-verified international moving service, Santa Fe also

provides the following services: visa and immigration, orientation, temporary housing, home search, school search, settling-in assistance and tenancy management.

Locally, Santa Fe provides records management solutions as well.

THINKING RELOCATION? THINK SANTA FE. We make it easy

Award Winning Services

2014 Destination Services Provider of the Year 2014 Best Vendor Partnership of the Year Relocation | Moving | Immigration | Records Management

Santa Fe Singapore T: +65 6398 8588 E: sg.sales@santaferelo.com www.santaferelo.com

PROFILE

THE ASCOTT LIMITED

Redefining the way you live in Singapore T

he Ascott Limited is a Singapore company that has grown to be the world’s largest international serviced residence owner-operator with more than 200 properties in over 80 cities spanning more than 20 countries across Asia Pacific, Europe and the Gulf region. The company’s global presence means that executives need only work with one party for their accommodation needs wherever they travel to for assignments.

The company’s three award-winning brands - Ascott, Citadines and Somerset, cater to different lifestyle needs, further ensuring that there is a suitable apartment for every executive.

All three brands of serviced residences are in Singapore, and if you are finding accommodation here for yourself or your colleagues, choose from a total of five properties.

Ascott Raffles Place offers 146 luxurious serviced suites, offering discreet and personalised

The Ascott Limited Tel: (65) 6272 7272 Email: enquiry.singapore@the-ascott.com Website: www.the-ascott.com

22 ISSUE 14.12 SUPPLEMENT

Ascott Raffles Place Singapore – Cutler Suite service in an exclusive environment, and frequently welcoming top executives, government dignitaries and industry leaders. Citadines Mount Sophia caters to savvy, independent travellers who want high quality accommodation that provides the flexibility to pay for the services they require. Designed for those with families, the three Somerset residences feature more childrenfriendly facilities such as playgrounds, playrooms and swimming pools.

These fully-furnished serviced residences in Singapore are centrally located and within close proximity of the Central Business District. A plus for executives as it saves

HRMASIA.COM

them much travelling time.

Conveniences like F&B, entertainment centres and international schools are nearby, catering to the needs of individuals and executives with families.

Beyond prime location, the residences are WiFienabled and come with complimentary internet access offering excellent business connectivity and maximum comfort.

Executives will not come back to just an accommodation. Instead, they return to familiar faces, welcoming surroundings and the assurance that their needs will be taken care of.

There are even residents’ programmes including city tours and workshops on local culture to help them settle in quickly.

These are just some of the ways Ascott goes the extra mile to make executives’ stay a memorable one.

What’s here to stay, though, is the unique warmth and familiarity of home that the leader of the serviced residence industry has been renowned for around the world.

Now Defining Global Living in Singapore Our Serviced Residences in Singapore Ascott Raffles Place • Citadines Mount Sophia Somerset Bencoolen • Somerset Liang Court • Somerset Orchard

Ascott Raffles Place Singapore

Citadines Mount Sophia Singapore

From the spacious exclusivity of Ascott, to the vibrancy of independent city living at Citadines, or the pampering touches for the family at Somerset, there is a serviced residence designed to make you feel at home. Because life is about living.

Somerset Liang Court Singapore

Enjoy Ascott’s Best Rate Guarantee | www.the-ascott.com | +65 6272 7272

With three award-winning serviced residence brands, we welcome you to enjoy our renowned hospitality in more than 200 properties in over 80 cities spanning more than 20 countries across Asia Pacific, Europe and the Gulf region.

PROFILE

PARKROYAL SERVICED SUITES SINGAPORE

Your local connection P

ARKROYAL Serviced Suites Singapore is conveniently located to connect you to business and leisure amenities within minutes. Just hop onto the MRT train, which is within walking distance, and you will be on your way to the Central Business District as well as shopping, dining and entertainment centres in no time.

A stay at PARKROYAL Serviced Suites Singapore promises to be unforgettable, with 90 suites and apartments that are designed specifically with extended-stay travellers in mind.

Every room is spacious yet intimate, providing you with the right mix of style, comfort and functionality.

And on top of all that, every unit offers inspiring panoramic views of the city skyline or the sea.

After work, unwind with a book or watch a film on the LCD television and home entertainment system.

Daily chores are made easier as every floor comes with a conveniently located self-service laundrette.

Personal washing machines and dryers are also available in selected suites. To complete the refined living experience, a stylish kitchenette allows you to prepare your favourite

For more information, visit Tel: +65 6296 2511 Email: enquiry.prssin@parkroyalhotels.com www.parkroyalhotels.com/servicedsuites

24 ISSUE 14.12 SUPPLEMENT

home-cooked meals or try your hand at cooking some local dishes. You can always speak to the concierge for some easy recipes to get you started.

The concierge team is always ready to share their extensive knowledge of the city to help you fit in like a Singaporean. You can rely on them to make recommendations on how you can enjoy authentic local experiences and get under the skin of Singapore during your stay. Night or day, there’s no better place to visit than the Bugis area for some of the best local delicacies in town. For a spot of shopping, visit Suntec City, a megamall with hundreds of shops to satisfy even the most

HRMASIA.COM

discerning shopaholic. At PARKROYAL Serviced Suites Singapore, we are your local connection to the heart of the city.

To relax and rejuvenate, take a dip at the resort-style swimming pool and jacuzzi or pamper yourself at the award-winning St. Gregory

wellness spa. Guests also have the option of working up a sweat in the wellequipped gym and aerobics studio or participate in other activities such as yoga and aerobics.

At PARKROYAL Serviced Suites Singapore, you can expect all your needs to be met.

PROFILE

GREAT WORLD SERVICED APARTMENTS

Truly, a home for everyone (pets too!)

Gym Room

G

reat World Serviced Apartments has been an ideal place to stay for thousands of expatriates, travellers and Singaporeans seeking both short-term and permanent accommodation.

Located in the prime River Valley residential district on the edge of the Singapore River, the Great World Serviced Apartments

Visit us at www.greatworld.com.sg to get a pictorial walk through of our residence.

Great World Serviced Apartments 2 Kim Seng Walk, Singapore 239404 Tel: (65) 6722 7000 Sales: (65) 6722 7766 Fax: (65) 6722 7001 Email: apartments@greatworld.com.sg Web: www.greatworld.com.sg

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is an approximate fiveminute drive away from the main shopping belt of Orchard Road and the Central Business District. It is also easily accessible from major roads and expressways.

The apartments straddle the riverside recreational areas of Boat Quay, Clarke Quay and Robertson Quay, giving residents plenty of entertainment options.

Great World Serviced Apartments offers penthouses and apartments with balconies from the 31st to the 34th floor. Exquisitely furnished, residents on these floors can entertain friends over a BBQ while enjoying spectacular views of Singapore. Alternatively, they could dwell in the pleasures of a Jacuzzi spa pool in the penthouse balcony.

Each apartment is fitted with the essentials

HRMASIA.COM

Pool Lounge Bar

of a home. All you have to do is to check-in with your suitcase and your new place is ready to welcome you. Features in each unit include two colour televisions, an entertainment system and DVD player, two separate telephone lines, a hairdryer, an electronic personal safe and notably Wi-Fi. Great World Serviced Apartments is resortstyle living at its best.

Residents can enjoy an invigorating workout at the huge gymnasium, near Olympic-sized swimming pool, tennis court and basketball half-court.

Other recreational facilities include steam rooms, an outdoor Jacuzzi, sauna, children’s wading pool, Kidz Lounge and Pool Lounge.

Dogs, cats, rabbits and other pets are also warmly welcomed at the apartments.

Residents enjoy exclusive shopping discounts at the Great World City Shopping Centre located right next door. Measuring 400,000 square feet, the mall houses a supermarket, Cineplex, numerous food and beverage outlets as well as retail shops featuring popular fashion labels. It is an ideal place to unwind over a cup of coffee with your new friends made here at the Great World Serviced Apartments!

PROFILE

FRASERS HOSPITALITY

Experience International Gold-Standard with Frasers Hospitality F

rasers Hospitality Pte Ltd (Frasers), a member of Frasers Centrepoint Limited, is a global leader in premier serviced residences that constantly strives to provide excellent service and innovation to meet the evolving needs of the corporate traveller. Since its inception in 1998, Frasers has been growing rapidly from an initial 412 residences in Singapore to more than 16,400 residences worldwide.

A visionary company, Frasers has 92 properties, including those in the pipeline, in 49 key gateway cities in Europe, Middle

Frasers Hospitality 491B River Valley Road, #14-04 Valley Point, Singapore 248373 Central Reservations (Singapore): +65 62 700 800 or Singapore Toll-free: 1800-FRASERS (372 7377) Fax: +65 64 150 519 Email: reservations.singapore@ frasershospitality.com Web: frasershospitality.com

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East, Africa, North Asia, Southeast Asia, Asia Pacific and Australia by 2017 through its branded lifestyle offerings, which include: • Frasers Gold-Standard luxury serviced residences (Fraser Suites, Fraser Place and Fraser Residence) • Modena by Fraser, the second-tier serviced residences for ‘road warriors’ • Capri by Fraser hotel residences, which caters to the Millennial traveller Frasers’ intrinsic understanding of the importance of quality service and the unique needs of business executives is reflected in the number of industry accolades it has garnered to date, which most recently include the World’s Leading Serviced Apartment Brand by World Travel Awards, Corporate Housing Provider of the Year by Asian Expatriate Management and Mobility Awards, Best Serviced Apartment Group by Business Traveller Middle East, and Best Serviced Apartment

HRMASIA.COM

Fraser Place Fusionopolis, Singapore

Fraser Residence Orchard, Singapore Brand of China by China Hotel Starlight Awards.

With numerous awards adding to its achievements, Frasers continues to make its mark on the international hospitality scene with its strong vision for growth and exceptional service offerings.

Fraser Place Robertson Walk, Singapore

C

M

Y

CM

MY

CY

CMY

K

Luxe Sexy Modern Bespoke

www.klapsons.com/bangkok

FEATURE

COMPENSATION & BENEFITS

CARROTS AHEAD! Salary trends show that robust business performance and healthy pay raises are in store next year. Benefit strategies have also been evolving, with flexible benefits becoming commonplace across the globe. HRM finds out more

Shalini Shukla-Pandey

shalini@hrmasia.com.sg

32 ISSUE 14.12 SUPPLEMENT

HRMASIA.COM

W

hile global benefit strategies continue to evolve, many of those in charge are not watching closely. Seven out of 10 global or regional benefit managers at multinational companies have limited or no access to timely financial information related to current employee benefit spending, according to Towers Watson’s 2014 Current and Emerging Global Benefit Themes research.

“It is striking that global and regional benefit managers at many

multinationals — sometimes spending hundreds of millions of dollars on employee benefits annually — do not have this vital information,” says Steven Yu, Asia-Pacific Director of the International Consulting Group, Towers Watson.

“Nowhere else within their businesses would such a lack of management information be acceptable,” he adds. “However, we also see more advanced multinationals deploying solutions to address this issue so they can use

COMPENSATION & BENEFITS FEATURE

Since 2013, the Government subsidises

85%

information to identify risks and opportunities, of dental bills for civil service make decisions, and staff, up from 50% prior to the change prioritise their activities Source: Singapore Deputy to increase return on their Prime Minister Teo Chee Hean investments.� management area.

The Towers Watson The research further research also shows that two-thirds confirms that companies continue of multinationals are still in the early to be focused on the management stages of developing their global of financial risk, the optimisation benefits strategy and management of benefit spend, and the effective approach. This means they are either handling of merger and acquisition just getting started or narrowly transactions. However, multinationals focusing on a single global benefit continue to shift their focus from ISSUE 14.12 SUPPLEMENT

HRMASIA.COM 33

FEATURE

COMPENSATION & BENEFITS

The prevalence of the provision of dental care plans is significantly less than general healthcare even though

“We believe a healthy and happy employee is a productive employee” Andrew Wai, business development manager of dental care administrator, DontiaCare

Employee benefits trends 2015 Each year, organisations commit extensive resources to providing and financing benefits for active and former employees, delivering benefit plans and, increasingly, implementing frameworks to oversee, manage and govern benefits globally. Annual benefit costs can go up to hundreds of millions of dollars, with past commitments of several billions of dollars.

Findings from Towers Watson’s seventh annual Current and Emerging Global Benefit Themes research show that:

Opportunities to drive more value from employee benefits are on-going

Some multinationals are just beginning to gather data, and others have evolved their global benefit management practices over many years. In either case, companies need to continually refine or reengineer their organisation, processes, programmes and strategies to deliver more value for both employees and the business. Whatever their level of global experience, companies that benchmark against their peers and systematically review their activities move more quickly, avoid pitfalls and distractions, and achieve greater efficiency and effectiveness.

Multinationals have significant opportunities to raise their global game

Many opportunities are missed — or fail to be realised — when companies don’t systematically manage global benefits as well as they could. To raise their success rate, leading companies have employed key financial management information, benchmarking, local benefit resources and the effective use of third parties — to name a few game-raising opportunities.

Benefit and pension focus is shifting

Some themes are current, or short-term; others are more enduring, such as managing financial risk, benefit cost optimisation, and effective handling of mergers and acquisitions. Organisational and operational models need to evolve alongside shifting priorities while meeting the relentless corporate mandate: Do more with less. Effective sequencing of priorities and thoughtful use of third-party support can help global and regional benefit managers respond to these challenges.

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HRMASIA.COM

92%

of employees agree that preventive dental care is important to maintain general health Source: Survey on the Provision of Dental Healthcare Benefits to Employees in Singapore

defined benefit pensions to a more balanced view across a broader range of benefits, in particular, defined contribution retirement plans and health care.

“The relentless corporate mandate – do more with less – means the organisational and operating models of the benefits function must evolve to reflect and achieve this goal,” says Yu. “Traditional methods of decentralised benefit management are increasingly outdated, and even have the potential to hinder progress toward more cost-efficient and effective global benefit solutions.

“Review and refinement of the global benefit organisation and its processes, programmes and strategies lead to better outcomes for organisations and their employees,” he adds. “Multinationals that focus on answering the most businessrelevant questions are typically the companies that achieve the greatest value from their employee benefit programmes and investment.”

The neglected benefit Companies have always been concerned about their employees’ medical health, as there is a clear correlation with work productivity.

Unfortunately and usually, the perception tends to stop there and the important area of dental healthcare ends up being neglected.

“Most companies provide medical benefits to staff,” says Andrew Wai, business development manager of dental care administrator, DontiaCare.

“However, many do not offer dental

COMPENSATION & BENEFITS FEATURE

benefits as part of their compensation and benefits plans for staff.”

According to a survey on the Provision of Dental Healthcare Benefits to Employees by the Singapore Dental Health Foundation, the majority of Beginning early last year, Singapore civil servants have enjoyed an increase in subsidies for their workers (68%) in Singapore would dental bills. visit a dentist if their companies paid The government now subsidises 85% of dental bills, up from the 50% prior to the change. The for it. Eighty-one per cent of them annual cap has also risen from $70 to $120, which is closer to market practices. stated they would go for regular visits Under the changes, employees who used to pay $35 for a $70 dental bill now only need to pay even if they were not in pain, if they $10.50. The annual dental reimbursable limit has also been increased from $70 to $120. had corporate dental benefits.

HR also agrees that dental benefits can be used as a differential strategy for employee retention, with nearly half (42%) of the HR professionals surveyed saying so.

An employee’s wellbeing is indeed dependent on both their dental and medical health. “For example, research has shown that poor oral hygiene increases an individual’s risk of heart problems,” says Wai. One way HR can provide dental benefits to staff is to work with a third-party dental care administrator, such as DontiaCare. These organisations facilitate dental care for staff and serve as a liaison between them and a network of dental care providers.

In addition, DontiaCare offers inoffice dental screenings and regular dental health talks to improve the general oral health of employees.

“Privileges are also extended to the employee’s immediate family at no additional costs, meaning the value of your company’s dental benefits While there are various options to “waste”. He listed five causes for this: programme is stretched and the lower costs, the common problem • Overtreatment of patients staff retention strategy is faced by HR practitioners • The failure to coordinate care enhanced,” Wai explains. is that they have no viable • The administrative complexity of Asia salaries rise to an “We believe a healthy means to identify whether the US healthcare system average of and happy employee is a clinical practitioners are • Burdensome rules productive employee.” proficient or not, says Wai. • Fraud in 2015 The outgoing Administrator “We recognise these facts and we Source: Asia Pacific Implementation challenges of the Centers for Medicare shape our programmes to mitigate Salary Budget Planning All companies want the best and Medicaid Services in the said causes, help companies Report (2014 Q3) for their employees at the the US Donald Berwick, told improve employees’ dental lowest cost, as part of their the New York Times that 20% health while reducing dental care recruitment and retention strategies. to 30% of healthcare spending was expenditure,” Wai says.

Civil servants receive higher dental benefits

7%

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YOU & YOUR STAFF DÓntiaCare is a third-party dental care administrator that facilitates

dental care for patients and serve as a liaison between corporate clients and its network of dental care providers. Our intent is twofold – rstly, to create and improve value for our network of clinics and secondly, help corporate organizations improve employees’ dental health, manage dental costs while reducing administrative burden.

We assure that our patients shall be treated with the utmost quality of care, by highly qualiied dental professionals and specialists, in accordance with DÓntiaCare’s guidelines and restrictions.

Phone: +65 6733 8088 Email: enquiry@dontiacare.com Website: www.dontiacare.com Camden Medical Centre #17-00, 1 Orchard Boulevard, Singapore 248649

CONTACT US

TO FIND OUT MORE

Established network of trusted dental care providers Through a stringent selection p rocess, we ensure that our affiliates are highly qualiied professionals.

Should tertiary dental care be needed, DontiaCare provides ready dental specialist support. This stretches the value of your dental health beneet.

DontiaCare Tertiary Support Do        

Implant dentistry Orthodontics Periodontics Prosthodontics Endodontics Paediatric Dentistry Oral Surgery Sleep Apnea/ TMD

Pay-as-you-use, for more cost savings

On-Site Screenings & Talks

T here is no premium or sign-up fee.

DontiaCare adopts a pay-as-you-use model, so your organization only pays for treatment that has been done, eliminating the scenario of wastage through under-utilisation.

As part of our commitment to your organization, DontiaCare offers on-site dental screenings & health talks to improve your employees’ oral health.

Hassl Hassle-free, single point of contact Rather than go through the hassle of dealing with multiple independent clinics, DontiaCare serves as a single point of contact for clients to facilitate and consolidate billing and facilit claims. This is done with DontiaCare’s web-based solution that streamlines these processes, resulting in less pape paperwork, eliminating repetitive administrative tasks, and improving productivity overall for HR/ Finance personnel.

Beneets for the Entire Family Supplementing your company’s beneets program, your employees and their family members get to enjoy DontiaCare rates and privileges.

HAVE MORE TO SMILE ABOUT DÓntiaCare

Insurance

Quality of care, comprehensive array of services

Limitations imposed by insurers

Emergency dental service

-

Employees and immediate family members beneet

Only employees beneet

Savings to organization - Zero sign-on fee - Pay-as-you-use - Dental beneets may not be fully utilized

Fixed premium paid to insurers – whether employees expend the entire dental beneets or not

Virtual card and mobile app to make appointments and locate clinics

-

Non-exclusive, greater exibility for employees.

Customised beneets program

Restricted to only insurance panel of clinics

Table: Comparison between DÓntiaCare & Insurance Scheme.

Your corporate stars deserve the best.

The new C-Class. The best knows no alternative.

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Masterful in appearance. Unique in detail. The new C-Class impresses with its driving performance and technical innovation that sets new benchmarks in its class. Just like your corporate stars.

With the Mercedes-Benz Corporate Lease, you can now reward your key talent with a unique car benefit that keeps them at the top of their game. www.daimler-fleetmanagement.com.sg

C-Class – Fuel consumption: 5.5-5.9 l/100km; CO2 emission: 127-136 g/km Figures do not relate to the specific emissions or fuel consumption of any individual vehicle, do not form part of any offer and are intended solely to aid comparison between different types of vehicle. The vehicle shown features optional equipment.

ASIAMEDIC WELLNESS ASSESSMENT CENTRE PROFILE

Your one-stop health screening centre Strong establishment in the region Established in 1997, AsiaMedic Wellness Assessment Centre has consistently delivered highquality care and a first-class experience for our patients in Singapore and around the region. Being a major player in health screening, AsiaMedic Wellness Assessment Centre has served many MNCs & SMEs over the years.

Strong Team, Strong Support Our clinical team led

by Dr Wong Kae Thong (Medical Director, Wellness

Division), has put together an integrated process to provide a hassle-free and enjoyable health screening experience. All the services are rendered in-house on the same floor, which minimises waiting time.

Supported by a dedicated team of account managers, we are always there to provide you with customised solutions, useful advice and a warm friendly smile.

One-Stop Health Screening Centre Designed as a one-stop hub, AsiaMedic Wellness

Assessment Centre is a large, fully integrated Health Screening and Radiology Centre in the heart of Orchard Road.

Our services include: • Health screening and assessment • Travel clinic and vaccinations • Chronic disease management • Sleep apnea clinic • General and advanced imaging • PET/CT imaging for diagnosis, staging, localisation and monitoring progress of cancer

For more information, please contact us at: AsiaMedic Wellness Assessment Centre 350 Orchard Road, #08-00 Shaw House Singapore 238868 Tel: (65) 6505 6087 Email: corporate@asiamedic.com.sg Web: www.asiamedic.com.sg Facebook: www.facebook.com/AsiaMedic

ONE-STOP HEALTH SCREENING in The Heart of Orchard Road At AsiaMedic, patients always come first.

Come experience our warm and friendly services. + Customised Health Screening Packages + Friendly and Dedicated Account Managers + Hassle-free Booking for Appointments + Cosy Environment and State-of-the-Art Facilities + One-stop Health Screening and Radiology Centre

For more information, contact us at:

AsiaMedic Limited 350 Orchard Road, #08-00 Shaw House Singapore 238868 Tel: (65) 6505 6087 | E-mail: corporate@asiamedic.com.sg | Website: www.asiamedic.com.sg

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PROFILE

THE SPA ARTISAN

Time to get back to nature W

hile many spa retreats claim nature as their inspiration, few can maintain the total incorporation of nature into its facilities. The awardwinning Aramsa ~ The Garden Spa can.

Billed as Singapore’s first outdoor spa in a park, Aramsa ~ The Garden Spa is set in the lush botanical beauty of Bishan Park 2.

From its lush surroundings and nature-based treatments to its garden amenities and botanical ingredients, Aramsa is the perfect destination for relaxation and rejuvenation in Singapore.

Winners of the Singapore Tourism Board’s “Best Spa Experience”, Aramsa offers a unique garden spa experience not found elsewhere in Singapore.

With an all-natural concept in a secluded haven that boasts earthy décor and glorious gardens there is simply no escaping the ‘at one with nature’ feel. From the reception to the treatment rooms to the alfresco dining at

aramsa ~ the garden spa 1382 Ang Mo Kio Ave 1, Bishan Park 2, Singapore 569931 Tel: 6456 6556 Email: enquiries@aramsaspas.com Web: www.aramsaspas.com For event enquiries, kindly send to events@deliinthepark.com.sg For corporate benefits and enquiries, kindly send to marketing@asmaralifestyle.com

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the restaurants, it is a wonderful place to recharge and brainstorm. Pebble paths lined with scented herb gardens lead to 14 separate treatment suites, all of which replicate the outdoor garden feel with outdoor rain showers and sunken garden baths.

Aramsa’s exclusively created spa menus tap into the curative powers of botanical ingredients and offer a multitude of body massages, body wraps, exfoliations, water and body detox treatments. The spa also provides facials by SkinCeuticals, the leader in antioxidant anti-aging technology and the number one dermo-professional skincare line in the U.S.A. Further meandering paths lead to more nature-inspired facilities that focus on enhancing wellness, as well as several healthy dining and recreational options.

PowerMoves Pilates offers Pilates services by a team of dedicated instructors. SK Nails provides spa manicure and pedicure services to beautify one from top to toe. Dining options includes The Green Room Café which serves vegetarian options.

Canopy ~ Garden Dining is a pet-friendly café which provides all day brunch and western dining options.

Middle Rock Bar features an alfresco bar scene; after 5pm daily.

With the quiet spaces and multitude of service offerings, Aramsa at Bishan Park is perfect to host your corporate

HRMASIA.COM

Aramsa couple suite

Spa exterior meetings, brainstorming or teambuilding sessions in our lush garden setting.

For other venues under the Asmara Lifestyle branding, you can explore The Spa Artisan, a lush oasis situated at The Fullerton Hotel. For an out of Singapore retreat – The Club Med Bintan Spa (Bintan Islands) features spa villas with beautiful ocean settings. Club Med Bintan Spa is open to non- Club Med guests and offers complimentary land transfers upon request from your resort or the ferry jetty.

Bamboo massage

Garden bath

FEATURE

HR TECHNOLOGY

HR Technology

FORECAST

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HR TECHNOLOGY FEATURE

HR technology is expected to become more seamlessly embedded into employee workflows in the new year.

More user-friendly applications will also become available, as HRM reveals

Sumathi V Selvaretnam sumathi@hrmasia.com.sg

T

he new year is set to be a big one for HR technology.

According to data from Bloomberg, the global market is currently worth more than $15 billion. This is driving greater investment, research and innovation.

A Bersin by Deloitte report in October 2014 identified 10 major disruptions in HR technology for 2015. Of these, the most disruptive trend was the automation of HR practices and integrating systems. HR solutions of the future are expected to become easier to use and a seamless parts of an employee’s daily life.

“Such workflow-embedded HR practices and mobile applications will allow employees to HR solutions of the future are learn on demand, share work experiences in expected to become easier to real-time, update goals on-the-go, and provide use and a real-time data that ultimately can help leaders make better management decisions,” said Josh Bersin, principal of Bersin by Deloitte. parts of an employee’s daily life When addressing the Generation Y audience, which thrives on new-age social platforms such as Facebook, Twitter and Whatsapp, it has become imperative for corporates to give employees an equally engaging and easy to use HR software experience, says Ranjan Tayal, Senior Vice-President & Senior Business Unit Head, Ramco HCM. “This is driving organisations to not just relook at the aesthetics of a screen but also evaluate the user experience as a whole, making it as contextual as it can be,” says Tayal, whose organisation is investing heavily in enriching user experiences.

seamless

Mobile Access Mobile phones are increasingly becoming the go-to platform for HR applications.

HR technology providers are offering mobile applications that enable employees to login on their smartphones for anything from leave applications to company announcements, payslips and more.

Singapore has one of the highest smartphone penetration rates in Asia-Pacific (87%) and this looks set to grow even more strongly with newer and better gadgets being introduced every month, says Mahendra Kumar, Product and Software Director, iqDynamics. He adds that mobile development is also a high priority for his organisation in 2015 and beyond.

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FEATURE

HR TECHNOLOGY

“Mobility is no longer a ‘nice-tohave’ as businesses have realised the potential it offers, says Ramco’s Tayal.

“For instance, there are more online sales today than offline; employee productivity can increase with selfservices being offered over mobile, and it is possible for organisations to geo-tag their enterprise data through mobile devices for increased visibility and tracking,” he explains.

Ramco HCM, for example, is mobilefriendly right from design to easeof-usage. It features technologies like global position and near field communications, along with contextaware analytics.

HR information system (HRIS) software, incorporated with responsive design, gives employees a better user experience, says Charles Liaw, CEO of Times Software. “Our mobile apps are designed to allow easy click of the button to display business intelligence on headcounts, manpower reports and quick searches of employee records.”

Big data Big data is proving to be a game changer for HR. “Analysing and utilising big data is becoming increasingly important to not only increase business revenues, it has also captured the eyes of HR managers,” says Teo Teong Ho, CoFounder and Director of iqDynamics.

Big data prepares an organisation to scale volumes of data vertically, horizontally, across subject areas and in-depth in order to arrive at the required information, says Tayal. “It also helps HR find and hire the right candidate for every position in the organisation— faster and more costeffectively.”

Drilling down this large amount of data available to HR can provide deeper and even more meaningful insights.

“By analysing, and carefully utilising the data that runs through their HR solutions, HR managers answer the questions revolving around increasing productivity, raising workforce 46 ISSUE 14.12 SUPPLEMENT

HRMASIA.COM

“Analysing and utilising big data is becoming increasingly important to not only increase business revenues, it has also captured the eyes of HR managers” – Teo Teong Ho, Co-Founder and Director of IqDynamics

potential, narrowing skills gaps, future-proofing talent pools, and the identification of potential successors,” Teo says.

Enterprise class solutions are needed when big data complexity grows beyond the ability of common or basic HR solutions. iqDynamics’s HRIQ software, for example, offers comprehensive talent management modules that analyse and make sense of big data to provide answers for establishing talent management policies, building talent pipelines, and generating sustainable talent growth for the organisation. Realtime analysis is also built into its architecture.

According to Bersin by Deloitte research, new vendors today are trying to build assessment solutions based on “real-time big data,” rather than core psychological models. Such companies are bringing together traditional assessment with big data and what is known as “social sensing”. This enables companies to better understand the relationships between skills, personality, and organisational culture.

New tools that help employees to manage their own health and work-life balance are also emerging.

According to Bersin, all of these big data, science-based tools that assess behaviour and personality are becoming a major new industry within the HR function.

Social media Social media will continue to play a strong role in employee engagement.

Social media has penetrated almost wholly into our lives, be it for work or play, says Lim Say Ping, Co-founder and director, iqDynamics. Recruiters and HR managers are utilising social media platforms for candidate searches and updates. Solutions like HRiQ allow users to quickly post and share job openings on social sites, save and access résumés, and onboard employee data at any time during the recruitment process.

Social media can be used to identify and promote talent, says Tayal. “It also provides ways to engage with potential candidates even before a direct engagement. Organisations get to know more about the candidate and their skills from third-party endorsements and recommendations on social media sites. The candidate too gets to understand the company better from related online communities.”

According to Tayal, Ramco HCM aims to make employment an easy, savvy and fun experience by tapping into trends like engagement modeling, gamification and social media. “For example, the onboarding process can leverage on gamification (crossword puzzle with clues) and make the induction process easy and fun,” he says.

iqDYNAMICS PROFILE

Be empowered by an enterprise-class talent management solution

W

ith people and talent management increasingly thrust into the limelight, HR is playing an ever-important role in strategic talent development and creating sustainable growth in companies.

Anticipating your needs, HRiQ Human Capital Management Solution TM (HRiQ) is an enterpriseclass solution that utilises data-driven analytics for end-to-end processing, visibility and reporting.

Using graphical dashboards, flexible report builders and real-time data analysis,

valuable data is analysed and processed, ready to be turned into management reports and queries.

HRiQ Talent Extensive modules enable you to manage performance, learning, recruitment, succession and talent assessment.

Our strong data analytics empowers HR managers to answer the difficult questions about raising workforce potential, narrowing skills gaps, identifying potential successors and essentially

About IqDynamics

future-proofing their talent pool.

iqDynamics is a leading provider of enterprise-class applications. We take pride in our outstanding applications and in offering agility, security, scalability and performance to every customer, to ensure their success.

We are proud to serve 60,000 HRiQ users in the Asia-Pacific region.

HRiQ Core Core HR modules are tightly integrated to handle daily tasks of managing leave, payroll, timesheets, attendance and employee data. The modules collate all minute data and churns them into valuable analytics.

Fully web-based and available on-premise and on cloud, HRiQ partners your organisation to enable agile decision-making, productivity improvements and sustainable growth.

HRiQ Core. HRiQ Talent.

Employee Portal. HRiQ Cloud.

See how iqDynamics and HRiQ can help you Tel: 6594 4151 Email: hrm@iqdynamics.com Web: www.iqDynamics.com

Request For A Software Demo! +65 6594 4151 hrm@iqDynamics.com

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2 Leng Kee Road #06-04 Thye Hong Centre Singapore (159086) • www.iqdynamics.com

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PROFILE

TIMES SOFTWARE

Award-Winning Payroll and HR Integrated Solutions W

ith the advent of the Internet and IT Technology, never before has greater emphasis been placed on work productivity and efficiency. The one that masterfully leverages these technologies gains the most advantage in maximising greater corporate competitiveness and performance.

We can provide you with such solutions to attain the peak of your HR performance.

Times Software provides the highest quality integrated HRIS Solutions from Employee Self Service on-line Leave Applications, Travel Claims, Attendance Tracking, Appraisal Remuneration Training Analysis Needs to recruit the best talents and Learning Competencies as well as payroll outsourcing services which are suitable for Singapore and global organisation needs.

Our staff at Times Software provides the highest service quality and hotline support for our software users since 1998.

Times Software is one of the market leaders and had earned a lot of recommendation through word-of-mouth.

Times Software 10 Jalan Besar, #14-01, Sim Lim Tower, Singapore 208787 Tel: +65 6295 1998 Email: sales@timesoftsg.com.sg Web: www.timesoftsg.com.sg

48 ISSUE 14.12 SUPPLEMENT

To date, more than 5,200 companies and organisations have benefited from our integrated solutions.

Our Services To support daily operations of the finance and HR functions, Times Software provides new web-based E-module solutions such as: • E-Payroll • E-Leave • E-Claim • E-HR • E-Recruit • E-Payslip • E-Casual • E-Job • E-IRAS • E-Appraisal • E-Training • E-Booking • E-Timesheet To assist in the development

HRMASIA.COM

of large, medium and smallsized companies in a rapidly changing environment, TIMES software has added new value-added services including Payroll/HR outsourcing and E-Portal Services.

Our Technology TIMES software applications are designed with flexibility in mind, allowing the system to expand according to your business growth. Our top priority is to offer a very user-friendly and easy to implement system, in which entries are simple to modify and upgrades to the next version are hassle-free.

TIMES client-server programme concept makes product migration and deployment easier and less complicated.

Our E-module solutions are developed using the latest MS.NET tools and are proven to be efficient in performance.

TIMES software applications are compliant with Microsoft Operating System (WS Server 2008 and 2012) both 32 and 64 bits.

Our web-based modules are compliant with Windows XP/ Vista/Win7/Win8.

So rest assured that our products and services will cater to all your HR and finance needs.

FEATURE

MICE

What’s in store for

MICE in 2015?

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MICE FEATURE

Asia’s robust economic growth has seen Singapore’s business travel and MICE sectors continuing to thrive. In 2013, Singapore hosted 3.5 million business visitors, an increase of three per cent from the same period in 2012. This year’s figures are set to show an even greater increase, as HRM explains

Shalini Shukla-Pandey shalini@hrmasia.com.sg

B

usiness travel in Asia will continue to soar in 2015, with China poised to overtake the US as the number one business travel market in the world. According to the Global Business Travel Association Foundation, the current projected growth in the two markets shows China is expected to surpass the US in spending by 2016.

The Meetings, Incentive Travel, Conferences and Exhibitions (MICE) industry has been seeing a lot more power team meetings in recent years, Ruth Lim, Marketing and Communications Manager, Klapsons The Boutique The MICE industry is seeing growing Hotel says. emphasis on “Smaller groups, either from various departments of the same with more meeting planners looking to organisation or partner venues capable of value-creation across industries, are converging to brainstorm ideas and solve industrylevel issues across multi-disciplinary platforms,” says Lim. “Larger groups don’t necessarily translate into efficiency in terms of dishing out solutions,” she added. “On

“green” meetings

a more practical note, it may also prove challenging to house everyone under one locality.”

Mike Lee, vice president of sales at Marina Bay Sands, says the business travel industry will face three main issues next year.

Firstly, the intensely competitive Asian travel industry has raised the stakes for innovative ideas that provide truly distinctive travel experiences, such as those that combine accommodation, luxury retail, and unique culinary and entertainment concepts into a single MICE package, says Lee. Secondly, the MICE industry is seeing growing emphasis on “green” meetings with more meeting planners looking to partner venues capable of value-creation. This, for instance, can help them achieve their sustainability or corporate social responsibility goals.

As an ISO-20121 certified property, Marina Bay Sands has ready resources and knowledge to value-add to clients’ specific green goals. It can, for instance, provide solutions for carbonoffset meetings or sustainably-sourced food and beverage options.

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FEATURE

MICE

statements that provide post-event reports of their events’ sustainability initiatives,” says Lee. In 2013, Marina Bay Sands also became the first MICE facility in Singapore to adopt the Singapore Tourism Board’s new sustainability guidelines for the industry.

Lastly, talent development will be crucial in ensuring that a corporation continues to maintain its competitive edge, says Lee. “Professionalising the workforce is key to improving service and productivity levels, as well as optimising operational efficiency,” he explains.

“Marina Bay Sands places great emphasis on our workforce and we invest heavily in training,” Lee adds. “As a MICE-led integrated resort, having a team of well-trained staff will enable us to better assist our clients in designing unique meeting experiences for them.”

“Social media platforms are powerful tools that not only allow us to continually engage the travel and MICE community, but it is also a great way to connect with employees” – Mike Lee, vice president of sales at Marina Bay Sands

also important in helping operators curate their content and personalise the experiences.

MICE technology “Social media is increasingly Virtual meetings and technology in the important to Marina Bay Sands, and MICE Industry have taken off and will we reach out to our visitors through most likely continue to impact business channels such as Facebook, Twitter, travel next year. Many corporations are LinkedIn and, recently, Instagram,” adopting e-conferences as a solution says Lee. “We have garnered close to save money and time. Small and to 400,000 ‘likes’ on our official medium-sized enterprises (SMEs) in Facebook page, the US and Europe, for generating over 1.5 instance, are using more million unique visits.” tele-seminars and virtual Marina Bay Sands has meetings in order to also successfully built eliminate travel expenses. a sizeable group of over “With technology 3,400 followers since moving along with the in the MICE Industry have taken launching its official times, we are also keeping off and will most likely continue to Instagram account in up with it by supporting impact business travel next year June this year. and facilitating meetings “Social media that require such platforms are powerful tools that not hardware within our conference room,” only allow us to continually engage says Lim. “We have always offered the travel and MICE community, but reasonable rates (and will continue to) it is also a great way to connect with offer a competitive package to suit the employees,” says Lee. “Marina Bay needs of our clientele.”

Sands will continue to leverage on our Technological advances and the rise social media channels to reach out to of social media have presented the our target audiences.” need for MICE operators to leverage To better allow meeting planners on social media platforms to engage to engage their delegates in a more their target audiences and build brand efficient way, Marina Bay Sands has reputation online. These platforms are

Virtual meetings and technology

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HRMASIA.COM

a customisable mobile application, Marina Bay Sands Meetings Concierge, that enables organisers to update their event schedules and make new announcements in real-time.

“This ensures that delegates receive the most up-to-date information through the entire conference,” says Lee.

Going beyond technology On the other hand, technology also plays a vital role in the MICE business as a mean of facilitating face-toface meetings and event organisers, exhibitors and planners. New technology tools are being launched in MICE exhibitions around the world to help buyers or meeting planners to do their jobs in more effective ways.

“As much as technology is useful, one cannot deny the soft touch and approach of being in a face-to-face seminar or conference for hands-on experience and for teambuilding. This eventually builds rapport, creates sensibility and impact teamwork in any given work environment,” says Lim. Lee agrees and says that despite the convenience associated with virtual meetings, it is difficult to replace the bonding formed when people meet face-to-face at an event.

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PROFILE

RESORTS WORLD™ SENTOSA

Unforgettable experiences await you L

ocated on Sentosa island, just 15 minutes from the heart of Singapore, Resorts World™ Sentosa Singapore is Asia’s ultimate leisure and MICE destination.

Here, guests can meet, dine and unwind at unique venues such as Resorts World Ballroom (Asia’s largest column-less ballroom), S.E.A. Aquarium™ (one of the world’s largest aquariums), Maritime Experiential Museum™ (Singapore’s only maritime heritage museum), and Universal Studios Singapore™ (Southeast Asia’s first and only Universal Studios theme park).

With such an extensive collection of indoor and outdoor function spaces that can accommodate any group size, the Resort can comfortably host 35,000 guests at any one time.

Organise your events at Asia’s largest column-less ballroom When it comes to expansiveness and

To find out more, please contact: Resorts World™ Sentosa Singapore 8 Sentosa Gateway, Sentosa Island, Singapore 098269 Tel: +65 6577 9977 Fax: +65 6577 7770 Email: mice@rwsentosa.com Web: www.rwsentosa.com

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Ocean Gallery, S.E.A. Aquarium

your business associates at Universal Studios Singapore™ with a 1950’s New York scene right out of the movies; throw a lavish banquet against a panoramic backdrop of swimming manta rays and other exotic marine animals at S.E.A. Aquarium™; hold an intimate networking session in a wine cellar at Palio; or make it a rock and roll celebration at Hard Rock Hotel Singapore. The possibilities are as endless as your creativity.

Work, play and EAT!

Resorts World Ballroom versatility, few venues come close to the column-free Resorts World Ballroom.

This state-of-the-art mega ballroom with its 11-metre high ceiling and 6,000 square metres of unobstructed space, has hosted numerous high profile corporate and social events, as well as concerts.

With a simple segregation, it can be transformed into three ballrooms or nine mega halls with flexible seating configuration,

HRMASIA.COM

including VIP rooms and other holding rooms. To add to your convenience, secretarial rooms, video conferencing and other facilities can easily be arranged upon request.

Alternative MICE venues aplenty Apart from ballrooms and function rooms, Resorts World™ Sentosa Singapore also boasts extraordinary venues for organising talkof-the-town events. Host

The experience does not end there. Resorts World™ Sentosa Singapore is also home to some of the finest gastronomic experiences.

You and your guests can savour culinary masterpieces by our award-winning chefs, taking your events to a whole new level. When it is time to chill out, your guests will also have plenty of entertainment options, from world-class theme parks and shows to luxury shopping, all within walking distance.

For events that excite, inspire and create an indelible impression, there’s no better choice than Resorts World™ Sentosa Singapore.

Contact our experienced event specialists and let us help you turn your next business meeting or event into a success.

EQUARIUS MICE PROMOTION

Deluxe Room

Equarius Lounge

Cumin Room

With seven well-equipped and elegantly appointed banquet rooms, plus a combined area of 1,600 square metres that can host up to 1,300 guests or attendees, Equarius Hotel has everything you need – and more – to make your event or function a success.

ROOM RATE

S$300++* / S$330++* SINGLE

DOUBLE

INCLUDES INTERNET AND BREAKFAST

MEETING PACKAGE

S$95++*

INCLUDES INTERNET, 2 X COFFEE BREAKS AND 1 X LUNCH

Choice of two concessions from below: • One complimentary room • One complimentary suite upgrade • Complimentary LCD projector • Complimentary welcome reception • Round-trip transfer between City and Resort *Other terms and condition apply. Valid for a minimum of 20 rooms blocked up to a maximum of 60 rooms.

Valid for booking made from 1 Oct 2014 to 31 Mar 2015.

CONTACT OUR MICE SPECIALISTS NOW! +65 6577 9977 mice@rwsentosa.com www.rwsentosa.com

PROFILE

BUKIT GAMBANG RESORT CITY

The most unique MICE venue in Asia S

prawled across 727 acres of lush secondary jungle, Bukit Gambang Resort City (BGRC) is an integrated resort city destination offering multiple attractions within one location, making it the perfect destination for MICE and leisure activities.

Strategically located about 218km from Kuala Lumpur and 35km before Kuantan, it is easily accessible by road via the East Coast Expressway. For those who choose to fly, Kuala Lumpur International Airport (KLIA), Penang International Airport or Singapore Changi Airport offer direct flights to Kuantan airport.

Conducive work environment At BGRC, MICE venue options are plentiful with over 30 meeting and function halls. With a dedicated 220,000 sq. feet MICE Centre conveniently located between the two themed resorts, the centre boasts Malaysia’s largest ballroom, which sits on the top floor and can accommodate up to 3,100 people for a sit-down banquet. Accessibility is

Group enquiries and personalised tours to the resort city can be arranged upon request. Contact 603-8941 9898 or email to sales@bgrc.com.my. For further reference, please visit www.bgrc.com.my

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also a breeze even during wet weather, thanks to the covered link ways.

Delegates have plenty of options to consider when it comes to lodging as well while engaging in MICE activities. BGRC offers 1,866 accommodation rooms over two themed resorts – Arabian Bay Resort (ABR) and Caribbean Bay Resort (CBR).

Two popular categories of rooms include Studio Deluxe and Family Deluxe.

Arabian Bay Resort – Ballroom

Balance work with play Achieve work-life balance by checking out outdoor recreational activities after a day of MICE. Choose from horse-riding, paint ball target shooting, paint ball warzone, All-terrain vehicle (ATV) fun ride (day & night) and off-road ride, flying fox and obstacle course challenges. Teambuilding and company/family outings programmes are also available and can be arranged with our certified and trained facilitators.

Leisure is always at its best at BGRC with awardwinning facilities. The Bukit Gambang Water Park, also the Best Water Park in Malaysia, covers a total area of 45.8 acres and offers multiple fun water attractions suitable for the whole family.

The Bukit Gambang Safari Park is a 138-acre, also one-of-its-kind and largest

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Arabian Bay Resort – Pool in the country, promises to overwhelm visitors with the concept of an up-close and personal encounter with the wild; one will definitely experience the wild like never before.

Amongst the highlights of the safari park are: • Intensive collection of nocturnal animals • Exclusive Foreign Village that showcases a collection of animals from all over the world for a see-touchlearn experience from horses to farm animals

• The drive-through section that features the largest Wild Savannah with animals from the famous African Savannah, Tropical Rainforest, Australian Outback, and the soon to feature Desert Land and Bear Mountain For food options, look no further than the Simba Hill Gourmet Hall, where diners can enjoy a full view of Malaysia’s first and only White Lions. This outlet also caters for private functions.

DIRECTORY LISTINGS

AsiaMedic Wellness Assessment Centre

Bukit Gambang Resort City

Since 1997, AsiaMedic has been delivering excellent and personalised service to cater to our patients’ healthcare needs.

Conveniently located at the heart of Orchard Road, we are a progressive, fully-integrated Health Screening and Radiology Centre with up-to-date medical imaging equipment and a team of highly qualified clinical professionals.

The most unique MICE venue in Asia in an integrated resort city, located in East Coast of Peninsular Malaysia.

Tel: +65 6235 8505 Email: corporate@asiamedic.com.sg Web: www.asiamedic.com.sg

Tel: +60 9548 8000 Email: sales@bgrc.com.my Web: www.bgrc.com.sg

Daimler Fleet Management Singapore Pte Ltd

DontiaCare Pte Ltd

Daimler Fleet Management is a global leader in automotive leasing and fleet management services for passenger cars and commercial vehicles. Headquartered in Stuttgart, Germany, it has a presence in over 40 countries and is a wholly owned subsidiary of Daimler.

DontiaCare is a dental care administrator that facilitates dental care between corporate clients and its network of dental care providers.

Tel: +65 6849 8118 Fax: +65 6849 8888 Email: dfm.sg@daimler.com Web: www.daimler-fleetmanagement.com.sg

Tel: +65 6733 8088 Email: enquiry@dontiacare.com Web: www.dontiacare.com

Drumcafe Teambuilding Conference & Events

ESSEC Business School, Asia Pacific

For Motivation, Teambuilding, Conferences, Development, Leadership, Sales Goals, Values, Training and more engaging interactive programs, use music to inspire change.

ESSEC Business School has been developing a unique learning model based upon its strong identity and core values: innovation, openness, responsibility and excellence. With the expertise of a renowned faculty, the school delivers premier education and proposes high quality executive programs designed to empower decision makers to meet the challenges of a fast-changing world.

Tel: +65 6438 8949 Email: info@drumcafe.sg Web: www.drumcafe.sg

Tel: +65 6438 8949 Email: essecasia@essec.edu Web: www.essec.edu/asia

First Advantage

Frasers Hospitality Pte Ltd

First Advantage provides comprehensive background screening and information solutions that give employers access to actionable information that results in faster, more accurate people decisions.

92 Gold-Standard serviced residences across 49 key gateway cities with five distinctive brand offerings: Fraser Suites, Fraser Place, Fraser Residences, Modena by Fraser and Capri by Fraser.

Tel: +65 6270 0800 (Central Reservations Singapore) Email: reservations.singapore@frasershospitality.com Web: frasershospitality.com

Tel: +65 6534 3262 Email: Weichong.chin@fadv.com Web: www.fadvasia.com

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DĂ“ntiaCare Trusted Partners in Dental Care

DIRECTORY LISTINGS

Great World Serviced Apartments

iqDynamics Pte Ltd

Great World Serviced Apartments is the pinnacle of serviced apartments offering varied 1, 2, 3 & 4 bedroom apartments.

Ideally located in River Valley, 5 minutes drive from Orchard Road and major expressways. Great World Serviced Apartments is resort living at its best and pets are most welcomed!

iqDynamics Pte Ltd is a provider of the enterprise-grade software solution in HR and Talent Management: HRiQ Human Capital Management Solution™. HRiQ is a sophisticated full-suite solution, supporting operational effectiveness and facilitating the strategies to foster a talented, sustainable and productive workforce.

Tel: +65 6722 7000 Email: apartments@greatworld.com.sg Web: www.greatworld.com.sg

Tel: +65 6594 4151 Email: hrm@iqdynamics.com Web: www.iqdynamics.com

Kaplan Professional

klapsons The River Residences, Bangkok

Kaplan Professional, a department of Kaplan Learning Institute, proudly emerges as a One-Stop Workforce Skill Qualifications (WSQ) Hub supporting both organisations and individuals in their quest for excellence by providing learning and development solutions that are designed to help succeed in today’s competitive world.

Located along the Chao Praya, klapsons distinguishes itself by embracing bold, distinctive contemporary design with comparative five-star service and facilities.

Tel: +65 6309 5738 Email: enquiry.sg@kaplan.com Web: www.kaplan.com.sg/professional

Tel: +66 0 2803 8100 Email: info_theriverbkk@klapsons.com Web: www.klapsons.com

Marketing Institute of Singapore

NUS Business School Executive Education

Founded in 1973, the Marketing Institute of Singapore (MIS), a not-for-profit organisation, is the National Body for Sales and Marketing. Over the years, MIS has nurtured more than 50,000 sales and marketing practitioners through its professional learning and development programmes and provided ample networking opportunities for thousands of members through its diverse series of events.

NUS Business School offers a wide range of Asia-focused business management and leadership programmes for senior executives. Since 1981, 36,000 participants from over 80 countries have attended our short executive courses.

Tel: +65 6411 1620 Email: seminars@mis.org.sg Web: www.mis.org.sg/seminars

Tel: +65 6516 7872 Email: exec_edu@nus.edu.sg Web: executive-education.nus.edu

PARKROYAL Serviced Suites, Singapore

Prasetiya Mulya Executive Learning Institute

Our serviced suites, complete with a fully equipped kitchenette, are conveniently located close to business, heritage and food; where new adventures await.

Prasetiya Mulya Executive Learning Institute is the preferred partner for developing business champions in Indonesia and provides integrated services in workplace learning and performance.

Tel: +65 6296 2511 Email: enquiry.prssin@parkroyalhotels.com Web: www.parkroyalhotels.com/servicedsuites

Tel: +62 21 7511140, +62 21 7511126 ext. 1009 - 1010 Email: information.eli@pmbs.ac.id Web: www.pmbs.ac.id/eli M

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DIRECTORY LISTINGS

Raffles Medical Group

Ramco Systems

As a fully integrated private healthcare provider in Singapore and the region, Raffles Medical Group owns and operates a network of family medicine clinics, a tertiary care private hospital, insurance services, and a consumer healthcare division.

Ramco Systems provides next generation enterprise solutions across cloud, mobile and tablets. The key offerings include ERP, HCM and Aviation.

Tel: +65 6311 2222 Email: enquiries@rafflesmedical.com Web: www.rafflesmedicalgroup.com

Tel: +65 6743 1513 Email: contact@ramco.com Web: www.ramco.com

Resorts World Sentosa Singapore

Santa Fe Relocation Services (S) Pte Ltd

Host talk-of-the-town events at some of the region’s most unique venues on land and under the sea. From Southeast Asia’s largest column-free ballroom to world-class theme parks and aquarium, the possibilities are endless at Resorts World Sentosa.

Thinking Relocation? Think Santa Fe. When it comes to selecting a relocation service provider, we make it easy!

RWS LOGO 1b Full Colour 4C HORIZONTAL WHITE BACKGROUND

Tel: +65 6577 9977 Email: mice@rwsentosa.com Web: www.rwsentosa.com

Tel: +65 6398 8588 Email: sg.sales@santaferelo.com Web: www.santaferelo.com

The Ascott Limited

The GMP Group

The Ascott Limited is a member of CapitaLand. It is the largest international serviced residence owner-operator with more than 200 properties in over 80 cities across Asia Pacific, Europe and the Gulf region. It operates three award-winning brands Ascott, Citadines and Somerset.

Founded in 1991, The GMP Group is one of Asia’s leading staffing and human resource consultancies. GMP is headquartered in Singapore with offices in Hong Kong, Malaysia, China and Thailand. The group’s extensive network and comprehensive services affirm GMP’s role as one of the most dynamic staffing professionals in the region.

Tel: +65 6736 9800 Email: enquiry.singapore@the-ascott.com Web: www.the-ascott.com

Tel: +65 6736 2022 Email: info@gmprecruit.com Web: www.gmprecruit.com

The Spa Artisan

Times Software Pte Ltd

The Spa Artisan celebrates the tradition of Asian spa treatments, elevated and delivered with a contemporary touch.

Times Software Pte Ltd is an international software and consultancy company specializing in software development, project implementation and support of Payroll and HRIS solution. We market and distribute TIMES Payroll/ Human Resource solutions based on the latest leading technologies. We are Microsoft Gold Certified Independent Software Provider (ISV) Partner.

Tel: +65 6423 1382 Email: enquiries@thespaartisan.com Web: www.thespaartisan.com

Tel: +65 6295 1998 Email: sales@timesoftsg.com.sg Web: www.timesoftsg.com.sg

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TIMES SOFTWARE

NY to Tokyo

Inspiring team motivation secrets that build unity, efficiency and loyalty Programmes: Teambuilding Goal Setting Conference Openers Leadership Development Vision Mission Values Sales Motivation Change Management Improve Communication Product Launches New Staff Orientation Award Dinners Keynote Alternative

Your department is an orchestra.

Drum Cafe gets them to work in harmony.

Richard Branson, Bill Clinton and Tony Blair have all discovered the unique secret of Drum Cafe’s powerful Teambuilding or Conference activities: To use music as a catalyst to change, educate or motivate. Drum Cafe’s interactive drumming and learning trainings are proven in US, UK, Taiwan, HK and now Singapore.

Drum Cafe offers fresh trainings, from Leadership to communication. They can customize any of your objectives into a 1 day, Half-day or 1 hour programme.

From 10 to 100 to 1,000 people.

Clients include: Apple, Samsung, P&G, Singtel, Shell, Credit Suisse. Featured on CNN to HR magazines. Voted “Top global organisation effecting meaningful Change” in U.S. Handbook of Change.

Drum Cafe help staff to work in perfect harmony in achieving organizational excellence, and reaching their goals.

Drum Café have a wide variety of equipment and programs: Drumming, Percussion Orchestra, Teams create a corporate Song, War Cries, Body Percussion, Beat Box voice, Group performances, Angry Birds type games, Music Video, and so much more.

Google’s testimonial: “You exceeded expectations. Because of your involvement we are able to move forward more focused. You were a highlight of the year at Google – and that’s a hard thing to do!” Call or email Drum Cafe, and discover the secret.

Drum Cafe: +65 6438 8949

Email: info@drumcafe.sg

Website: www.drumcafe.sg

Also available in Malaysia and SE Asia, China, Taiwan: www.drumcafe.com.tw, and Hong Kong: www.drumcafe.hk