Featured Speakers:

  • jayeshJayesh Menon
    Regional Senior Director
    Flextronics

    william-chinWilliam Chin
    Staffi ng Director
    Qualcomm

    ipma_newProf Sattar Bawany
    Chief Learning Officer
    IPMA ASIA PACIFIC

    jayesh_newJayesh Sampat
    Group Head of Human Resources
    Liberty Mutual
  • penny_50Penny Bongato
    Executive Director
    Business Processing
    Association Philippines

    ihg_50Ying Ying koh
    Director of Talent
    Resourcing
    InterContinental
    Hotels Group Asia
    Pacific

    infastech_50 Kevin Fernando
    Chief Operating Officer
    INFASTECH

    ups_50 Pete Elroy
    Vice President - Human Resources
    UPS LOGISTICS GROUP ASIA
  • sc_50 Kanitha kk
    Head - Learning &Talent Development
    Scope International, Standard Chartered

    weather_ford_50Robert Massy
    Regional HR Manager
    - Talent Retention and
    Service Delivery
    Weatherford

    gyan_50Gyan nagpal
    Principle & CEO
    PeopleLENS Global
    Associates

Attract, retain, and engage employees of all-levels in today’s fl uid economy

A recent poll of 1,400 workers found that 84% plan to look for a new job in the next 10 months.
Concern is growing because retaining, recruiting and managing talents will become more
difficult and complicated in 2012. Furthermore, talent is increasingly the only sustainable differentiator organization have. Developing and
pursuing a coherent talent management strategy is essential to executing on business strategy.

This year’s Talent Management Asia (22-23 Nov 2011, Singapore) is addressing the key areas of talent Management including how to utilise Social Media Recruitment, optimizing hiring at all levels of your management hierarchy, how to manage the impression of your ‘employer brand’ in an overly connected world and getting the Line Managers involved in Talent Management to harness high performers.

Get your talent strategies geared up for 2012:

  • “Pick of the Crop”: Engaging selective hiring for ALL employees from Executive Managers, Middle Leaders to Lower-Level Staff
  • Attracting the finest talents in the market by compelling 'employee value proposition’ & placing strong emphasis on global branding
  • Building a strong & culture-ingrained Leadership Pipeline across organizational levels
  • Successful performance management process to turn the Under-Performing staff around
  • Keep the “Blood” sufficient for your company : Retention for solid-performing lower level employees
  • Developing “Employee Attachment” to drive retention and performance: Security, Value, Acceptance, and Belonging
  • Tailoring personalized and culture-immersed competitive Compensation & Benefits plan

Why Talent Management Asia is unlike any other conference you have ever attended:

  • 90% HR Directors and Line Managers sharing their stories: Hear from people who are managing talent issues on a daily basis
  • 100% focus on strategic concerns: recruitment, retention and development. No dilution with other HR issues
  • Featuring the talent strategies of World Class Organizations with the recruitment & retention innovations of Small & Medium Enterprises - Every session is applicable to your business model

Gyan Nagpal, Principle & CEO of PeopleLENS Global Associates, believes that when it comes to acquiring good talent, attitude trumps skill anytime. “There are three basic principles I follow – the first is to hire for attitude and train for skill, secondly diverse teams are cooler and much more fun. Finally, experience is a blunt weapon without purpose – I’d trade a 20 page CV any day, for a little fire in the belly,” said Nagpal

Koh Ying Ying, the Director of Talent Resourcing, at InterContinental Hotels Group Asia Pacific is attracted to candidates who demonstrate a high degree of energy, enthusiasm and endeavors to find out what makes one tick in an organization. But she is slightly more methodical in her approach to developing creative talent acquisition strategies in an increasingly competitive environment.

“Continual internal stakeholder feedback, review and buy-in; external benchmarking; understanding of how our talent acquisition strategies are aligned with the business objectives in the short and mid term, always on the look-out on innovation and ensuring that we are globally aligned and locally relevant,” explained Koh.

Both Koh and Nagpal will be speaking at the 4th Annual Talent Management Asia Summit. Read their full interviews here.

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