Agenda

Wednesday 16th May, 2012

Giri Ganesh, Domain Lead – HR & Travel Services

As buyers today engage with more than 100 suppliers globally for RPO and Contingent Workforce, it is essential for the buyers to understand the rationalization strategies and how to manage the suppliers more efficiently through various category management tools to gain visibility into the spend and volume per supplier.

Sylvia Vorhauser-Smith, Senior Vice President-Research

As much of the world struggles to deal with economic uncertainties, certain markets are experiencing unprecedented growth, significant increase in their qualified workforces, and are attracting multinational companies to their regions.This presentation will address the four critical business challenges multinational corporations face that are subject to the multiplier effect due to geographical, political, and cultural complexities.

• Welcome, What’s Going on Across the Association, Innovation Survey Results
• Workshop: 10 Ideas that Have the Biggest Bang
• Q&A/ Future topic discussion

The Buyers Special Interest Group provides a bespoke opportunity to meet with peers and discuss specific topics to help in your day to day running of your outsourcing contract.  
This meeting’s buyer clinic will focus on how to bring the best out of your provider irrespective of what stage in your contract you are at.

An open discussion on challenges and trends currently being experienced within the provider community with the aim of improving the HR outsourcing industry in Asia Pacific. With APAC being a relatively new market compared to the US and Europe, this provides a great opportunity for providers to come together and brainstorm ways in which we can grow and enhance HR Outsourcing in this part of the world.

Thursday 17th May, 2012

Thorsten Barth, Director, People & Change

This session will provide an overview about the HRO landscape and give insights into the specific challenges of the New HRO in Asia-Pacific. It will look at current characteristics and explore some of the key future trends for New HRO which will determine the development of the market in the next couple of years. These trends will provide companies a set of critical factors to consider when engaging in an HRO journey and allow shaping the thinking of organisations going for HRO.

Latifah Daud, Staffing Director – Asia Pacific

Any transformation story starts with the global picture and Latifah will give an overview of how Honeywell designed their HR structure globally and the scope that this involved. From there she will then drill down into a specific example of how one element – recruitment, was implemented in APAC where no countries were ready at the start. After this overview, the audience will be split into groups to cover one of 4 topics – stakeholder identification, scorecard criteria, service delivery and structure development. The groups will discuss what they have learnt – these discussions will be facilitated by service providers, and notes will be taken for distribution post event as a take-away for delegates. Latifah and her APAC Team Leaders will be circulating to answer any specific questions and will then ask select groups to share their key learning. This is a unique ability to hear from an experienced company and work through your own current challenges. Latifah will then close the session with some of her key observations for the audience.

As the pressure mounts for HR departments to be more efficient and effective, the option to outsource part or all of the HR function is fast becoming “best practice”.

This session will give insight into the partnership of Corning and Talent2, which has moved beyond RPO and is transitioning to a fully integrated and scalable talent acquisition model. Calvin will discuss the business opportunity of integrating  volume and executive recruitment, embedding EVP in HR and candidate communications and assessment services.

For organisations considering outsourcing for the first time, or expanding outsourced HR processes, Calvin will candidly walk through:

• How to build the business case
• How to ensure the business is ready for change
• How to get leadership on your side
• How to work through challenges
• How to approach knowledge transfer from Asia  operations back to the parent company
• How to prove success

With China the first of eight countries being implemented, Corning followed the approach of: lessons learnt in the West, applied in the East and rolled out Globally. Before you take the plunge to outsource, learn the pitfalls to avoid and hear the success factors that underpin a successful HR outsourcing partnership.

The world’s economic woes are not shared equally. In fact, signs of a slowdown may be just what some Asian economies need right now. As full-tilt growth subsides, governments can shift their focus to domestic matters, including containing inflation—central banks in India, Korea, Taiwan and Thailand raised rates in June 2011—and removing barriers to future growth.From this relatively comfortable economic vantage point, Asian businesses can begin to consider how they will tackle the barriers to future growth in 2012 and beyond, including:

• Finding and securing talent in a tight employment market
• Retaining and managing existing resources to best effect
• Building the kind of corporate culture that overcomes challenges in the region
• Obtaining the right talent to shift from a cost focus to a quality focus
• Managing rising costs

Johan Mahmood Merican, CEO, Talent Corporation

Brain drain is a global issue arising from a highly competitive global job market that causes an immense demand on talent pools worldwide.  For Malaysia to successfully achieve advanced economy status by 2020, highly-skilled human capital is needed to drive the transformation. In addressing the talent needs of economic transformation, how do we formulate and facilitate initiatives to attract, retain and nurture talents in support of the country’s Economic Transformation Programme (ETP)? This session will provide an overview on Malaysia’s strategies and initiatives to ensure talent pipeline meet the needs of key industries identified under the ETP.

Astik Ranade, Mercer,  Michael Schnoll, Oracle

Sylvia Vorhauser-Smith, PageUp People,  Sue Campbell, Futurestep

Change’ is a business constant and still viewed with scepticism and mistrust. The research indicates change programmes fail to deliver substantial benefits in 66% of cases – why?

• What, and why, are you changing?
• Change or Transformation – the crucial difference
• Why Change projects fail
• A Change process designed to succeed?
• What are the sustainable and specific desired outcomes?
• Impact of culture and leadership on Change

The future of HR

• Cloud technology that integrates the HR key practices: Recruiting, Compensation, Performance Management and Talent/Succession coupled with powerful dashboards and analytics.
• Dealing with technology spend increasing but jobs are not
• Increased use of social media (up 37% in last year) and its on HR.

Weina Ang, Partner

Introduced by Neil Jones, Adecco Solutions

Delivering accurate and compliant payroll across the region remains a fundamental yet challenging area for multi-nationals. This session will help you understand the current landscape with emphasis on legislative change and regional tax office audit activity. We will discuss on the challenges in establishing a payroll SSC in APAC and the probable solutions to support a regional initiative.

Dave Mendoza, Dave Mendoza & Associates Inc.

We’ll address a common industry challenge: How does a staffing organization retain its intellectual property, as both a process and as an output within an environment of change?  Our featured speaker will discuss his award-winning, data driven approach, having conceived, developed and implemented the most elaborate and unparalleled competitive intelligence mapping effort of its kind, within today’s talent acquisition industry.

Dr. Graeme Codrington, Futurist, TomorrowToday

Understand the forces that are reshaping your industry’s landscape, and see how they can help you gain a competitive advantage. The five forces are: Technology, Institutional change, Demographics, the Environment and shifting Societal values. These are the T.I.D.E.S. of change. A guaranteed paradigm shaker, this presentation will show you how to set a strategic agenda that will ensure your success in the next decade!