DAY I : Tuesday 23 February 2010
08:00 - 09:00 hrs.
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Registration of Press, Guest, Delegate
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| 09:00 - 09:30 hrs. |
Opening Ceremony |
| 09:30 - 10:00 hrs. |
Keynote Address :
By the Honorary Guest Speaker
|
| 10:00 - 10:30 hrs. |
Networking Tea Break |
| 10:30 - 12:00 hrs. |
Keynote Address : “People Transformation : The Path to Turn Down the Downturn”
By Prof. Dave Ulrich, University of Michigan
This keynote address will be about changing business conditions and the implications for the management of the individual’s abilities, organizational capabilities, and leadership. He will suggest that as companies emerge from the recession, they will need to build a stronger employee engagement by ensuring that employees are competent, committed, and are willing to make a relevant and positive contribution. Also, Professor Ulrich will highlight some of the required organizational capabilities needed in the future and identify future business realities and how industry leaders might have to respond. He will conclude with the possible implications for the changing role of Human Resource professionals and the competencies they will need to acquire to demonstrate success.
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| 12:00 - 13:30 hrs. |
Networking Lunch |
| 13:30 - 15:00 hrs. |
Plenary Session : “Linking HR to Business Results and HR Energy”
By Prof. Dave Ulrich, University of Michigan
This session will address how HR must begin with communication. This will include a discussion of new business realities and how HR can be positioned to help companies reach their goals. In addition, in this session, he will talk about how HR professionals can sustain their personal energy to help businesses be more successful. This discussion will focus on ways to manage physical, emotional, social, intellectual, and spiritual dimensions of their lives so individuals and teams have the resources to cope with the demands. |
| 15:00 - 15:30 hrs. |
Networking Tea Break |
| 15:30 - 17:00 hrs. |
Plenary Session : “HR Creation of Value”
By Prof. Dave Ulrich, University of Michigan
This session will address the issue of how HR can deliver value to multiple stakeholders.
We will look at the impact of HR on:
Employees: helping employees have greater competence, commitment, and contribution
Organizations: helping other organizations deliver on their strategies and
Customers: helping customers received valued services from HR work
Investors: helping investors receive tangible value from HR work
Communities: helping organizations incorporate each other, through HR
The result of this session is that HR professionals should be able to engage in a different conversation with their business leaders by showing how HR will help the business leaders reach their objectives and goals. |
| 17:00 - 18:00 hrs. |
Visit Asia Pacific HR Congress 2010 Exhibition |
DAY II : Tuesday 24 February 2010
08:30 - 09:00 hrs.
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Registration
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| 09:00 - 10:30 hrs. |
General Session Human Capital, Competitive Edge and the Credit Crunch:
Global Challenge Ahead
By Mr. Michael A. Potter, CEO, Michael A. Potter International
Addressing the issues of a tough economic climate, we look at strategies for utilising
human capital and maintaining the competitive edge through creativity and efficiency. This
challenging economic time means that effectively managing human capital within
organizations has never been more critical. The key, is to respond to rapidly changing
market conditions and utilise the human capital of the workforce to develop a competitive
edge.
|
| 10:30 - 11:00 hrs. |
Networking Tea Break |
| 11:00 - 12:30 hrs. |
Panel Discussion
HR Paradox : Opportunity or Threat
Organizations in Asia Pacific region are confronting a human resources paradox. Despite the climbing unemployment rate, we are facing talent shortage which is affecting the majority of industries and geographies. Issues such as aging workforce, changing patterns of employments, shifting of demographics, cross generation employees’ conflict, and advanced in technology are driving not only the shortage in talent but also the specific skills and competencies required by emerging industries. Organizations must look outside the traditional employee boundaries and need to prepare a talent management strategy. They need to become ‘employers of choice’, adept at attracting and retaining talent by understanding the motivations of individual generational groups and providing opportunities that will appeal to them. Encouraging cross-training and promoting job flexibility will provide an organization with employees that can step into a role quickly.
Panelists :
Shared by the representative from India, WFPMA
- Mr.Y P S Kanwar , General Manager ,Oil and Natural Gas Corporation Ltd. (ONGC)
- Mr.Ernesto G. Espinosa, Vice President, World Federation of People Management Associations (WFPMA)
Moderator :
Representative from New Zealand
|
| 12:30 - 13:30 hrs. |
Networking Lunch |
13:30 - 17:00 hrs. ............Concurrent Session
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Time/Track
|
A
Activating organization transformation through Inventive HR |
B
Building organization capability in post recession |
C
Cultivating Leadership Under Challenging Circumstances
|
|
| 13:30-15:00 hrs |
Winning the Cultural Challenge: People and the Company
Pinpoint how human resource plays a critical role in turning an organization around. Learn how to overcome cultural bias and establish desirable cultural changes and shape a new pattern of leadership and organization behaviors.
By Nancy W. Smith
General Manager Human Resources Asia South Business Unit Chevron Asia South Ltd.
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Talent Management Strategy: Keeping Things in Sync
Explore how to link its talent activities to business drivers and to make essential decisions about how to deploy, promote and develop leadership talent at all levels.
By Mr. Mark Busine
Managing Director for South East Asia, Development Dimensions International (DDI)
|
Engaging Leaders through Innovative Ledership Development Program
Novel strategy to engage potential leaders in the innovative leadership development program. This approach can bring out leadership mindset in order to enhance and create business value.
By Mr.Mark Pixley
Managing Director of LEADERSHIP INC. |
HR Trends and Challenges in China
Explore HRM, HRD Trends and Challenges in China and how HR copes with upcoming challenges. Learning how to manage people in cross cultural and HR Best Practices
By Patrick Ran, PhD, GPHR
China Chief Representative,
Society for Human Resource Management (China)
|
| 15:00-15:30 hrs |
Networking Tea Break |
|
Time/Track
|
A
Activating organization transformation through Inventive HR |
B
Building organization capability in post recession |
C
Cultivating Leadership Under Challenging Circumstances
|
|
| 15:30-17:00 hrs |
Learning and development : Challenges and Opportunities for HR Transformation
- • Prevailing trends in learning and development as seen by CLO’s across the globe and discuss implications and innovations
- • How people will learn, and What people will learn in 2011
By Mr. Todd M. Warner
Managing Director, Duke Corporate Education (DukeCE)
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Talent Reward System : Design or By Choice
Best practice sharing on how to analyze the effectiveness of the current reward system. Selecting the appropriate reward structure design and job architecture. Developing flexible HR policy to facilitate effective strategy to recruit, retain and motivate talent which fit with organization’s culture.
By Mr.Kulshaan Singh
Sount East Asia Market Lead Hewitt
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Managing global mobility in today's world - critical issues and challenges
• Examine the key challenges of workforce mobility from both the perspective of the organisation and the mobile employee.
• How having the right international assignment policies and processes in place are crucial to enable the HR function to effectively manage their mobile workforce.
• Understanding and managing the costs of international mobility programmes is also a key consideration for organisations as they strive to achieve sustainable human capital costs in the long term and deliver the return on that investment.
By Ms.Maureen Jeganathan Arm
Senior Manager, PwC International Assignment Services (Singapore) |
Managing Generation Y : Engage and Motivate
Organizations are likely to have three of generation: Gen X, Gen Y, and the Millennium. Each generation has its own values, expectation, career perspective, sense of loyalty, and work-life balance. What do companies need to do to attract manage, and retain all generations? What are the implications of HR professionals?
By Mr.Apiwut Pimolsaengsuriya
Managing Director, Orchid Slingshot |
|
| 17:00 - 18:00 hrs. |
Visit Asia Pacific HR Congress 2010 Exhibition |
| 18:00 - 21:00 hrs. |
Social Network Night
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DAY III : Tuesday 25 February 2010
Plenary Session : "Building Business Genius Leadership"
By Mr.Sam Witteveen
Founder of Neuro-Action Technology
08:30 - 09:00 hrs.
|
Registration
|
| 09:00 - 10:30 hrs. |
Plenary Session : "Building Business Genius Leadership"
Address required leadership competencies, identify what the needs of the needs of the future are and create a new leadership model to promote high performing team and create organizational synergy
By Mr.Sam Witteveen
Founder of Neuro-Action Technology |
| 10:30 - 11:00 hrs. |
Networking Tea Break |
| 11:00 - 12:30 hrs. |
Plenary Session : CEO Forum : Talent…CEO & HR Agenda ?
Wish lists from CEO to HR in building the right talent for future organization
Talent management continues to be an item in Business agenda for organization to achieve sustainable success in the long run. The Emphasis has now shifted from talent as HR's work to Leader's work. In a world where talent is the most critical resource, leaders have to get involved in the process of attract, select, retain, and develop talents. Not only CEO has to appoint himself or herself as Chief People Development, but also he or she plays a crucial role in building the culture of talent champion. When CEO sees HR as his or her responsibilities, it empowers HR to change the reality of organization.
By
• CEO of PTT Plc. (Invited)
• Mr.Mark Devadason, CEO of Standard Charter Bank |
| 12:30 - 13:30 hrs. |
Networking Lunch |
13:30 - 17:00 hrs. ............Concurrent Session
|
Time/Track
|
A
Activating organization transformation through Inventive HR |
B
Building organization capability in post recession |
C
Cultivating Leadership Under Challenging Circumstances
|
|
| 13:30-15:00 hrs |
Employee Engagement: Performance Optimization Strategy...
Increasing employee engagement correlates directly with a positive impact on key business metrics. Explore how to design, implement, and execute an employee engagement strategy in order to optimize employee performance, and improve financial performance
By Mr.Ashok Gopal
Principal Consultant Gallup
|
Global Talent Acquisition, Development & Retention Strategy
Explore how acquiring and retaining talent has become the biggest challenge facing organizations. How economic downturn present new opportunities for organizations to attract, acquire, and retain talent across sectors and nations. Find right strategy to attract and retain top talent despite limited resources.
By Mr.Yashwan Mahadik
VP-HR South Asia (India, Pakistan & ASEAN Countries) Johnson & Johnson Medical |
HR Change Strategy in Merger and Acquisitions
Address how HR can successfully facilitating merging and acquisitions life cycle. Learn how to capture values using a wide variety of HR strategy for employee realignment such as strategic change management, proactive communications planning, workforce planning and talent deployment.
By Yvonne Cox
Managing Director,ASEAN,Watson Wyatt |
Develop Leaders for Specific Leadership Challenges through the Downturn : Coaching Leaders for Emotional Intelligence (EQ), Changes, and Physical Well-Being
Explore how organizations who successfully turndown the downturn developed their leaders and how these leaders effectively meet the challenges posed by an increasing turbulent global environment.
Learn why many leadership development efforts do not result in a positive long-term improvement? What are the best practices in Leadership Coaching. Learn the path, plan, process and measurement of a world authority on helping leaders get even better – by achieving positive, lasting change in behavior for themselves, their people, and their teams.
Understand what is involved in coaching for EQ, change & transitions, and physical Well-being. Learn how HR can effectively influence and support the organization in making the coaching culture happen.
By Atchara Juicharern, Managing Director – AcComm & Image International Co.,Ltd with her Guests,
Prachuab Trinikorn, Advisor – Banpu Public Company Limited
Dr. Tachapol Posayanon, Managing Director – Cisco System (Thailand) Company Limited
|
| 15:00-15:30 hrs |
Networking Tea Break |
|
Time/Track
|
A
Activating organization transformation through Inventive HR |
B
Building organization capability in post recession |
C
Cultivating Leadership Under Challenging Circumstances
|
|
| 15:30-17:00 hrs |
Organizing for competitive advantage…
* How are most admired
responding to the current downturn
* What Organization Models
make most sense ?
* What are the best Practices in designing Organization structures ? – centralization / decentralization, role of corporate centre , etc,
* Are there any specific trends for family owned businesses ?
* 2-3 Case studies on
organizing for competitive advantage
By Mr.Gaurav Lahiri
Director in Building Effective |
Managing HR Risk: From Critical Zone to Comfort Zone…
Looking at risk management from human resource perspectives. How HR can transform organization by playing a vital role in proactively identify, assess, prioritize, and minimize people risk such as employee misalignment, low morale, miscommunications between staff and management, negative publicity.
By Mr.Peter Wilson
National President ,
Australia Human Resources Institute |
HR Strategy in Blue Ocean…
Learn concepts and best practices of how to apply blue oceans in people practices. How to examine HR value innovation that exists in organization and use that to engage and retain existing employees instead of gaining new talent pool in the post recession time.
By Mr.Luciano Pezzotta
Managing Director, UCSI Blue Ocean Strategy Regional Center (Thailand) |
Energizing People Through Happy Transformation…
People management includes not only skill building but also harmonization. People experience and live; therefore, to fostering productive work environment requires work-life balance. o create workplace happiness and better quality of life become the principle of effective organization operation.
• Bridging the gap between employer and employee
• Happiness activities
• People center to create the happy organization
• Happy employee, Productive organization
By Mr.Surapong Supajanya
Director and General Manager,NOK Precision |
|
| 17:00 - 18:00 hrs. |
Visit Asia Pacific HR Congress 2010 Exhibition |
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