HR Senate Manila - April 2014

WHY YOU CANNOT MISS THIS EVENT I believe in the adage: Hire people smarter than you and get out of their way, a quote by Howard Schultze, CEO of the world famous co�ee chain Starbucks. This quote will take us back to the past 10 to 15 years, how CEOs and boards have increasingly looked to their human resources leaders in adopting a more strategic, results-oriented approach. It is also a known factor that HR leaders have acquired the right business knowledge and developed their skill-sets to position themselves as true business partners.

Philippines is known for low-cost and quality human resource. By 2016, around 12.4 million Filipinos would still be unemployed, underemployed, or would have to work or create work for themselves in the informal sector. Addressing this growing job challenges, companies needs to look into addressing issues that can help to attract and retain the right talent and improve the overall hiring process in an organisation.

Any CEO that has ever run a business knows that talent is the lifeblood of their company, but talent acquisition takes time - a lot of time! Also, once compensation and benefits are agreed to and the employee is hired they must be constantly trained and developed and their performance continuously monitored throughout the entire employee life-cycle.

HR Manila by Trueventus is a one stop conference that will shift away from HR's day-to-day accountabilities while focusing on leadership and business skills you need to succeed. This will be a platform to hear from award-winning HR and business leaders in designing a fruitful journey in developing the right talent for an organisation.

This unique conference will bring delegates the benefits of:• Staying abreast of the latest business changes and the role of HR Leaders

• Adopting to long-term strategies in attracting, retaining and engaging employees

• Discovering a clear and di° erentiated employer branding for organisationperformance

• Building congenial work culture to optimise employee performance

• Enhancing employee engagement and organisational growth through continuouslearning and development

• Understanding the power of employee recognition in driving organisational success

• Creating a more engaged and smarter work-force

PG.1PG.1

87% of C-Suite executives recognise that disengaged employees is one of the biggest threats to their business. - The Economist 2012

HR SENATE 2014Crafting The Future For HR23 - 24 April 2014 | Ascott Makati, Manila, Philippines

Who should attend? This conference is speciÿcally designed for VPs, Directors, GMs, Heads, Senior Managers, Managers, Specialists and Executives in charge of:

• Human Resource• Compensation and Benefit• Performance and Remuneration• Rewards• Human Resource Planning• Human Capital• Internal Communications• Employee Engagement• Employee Communications• Employee Relations• Talent Sourcing• Talent Management• Talent Retention• Organisational Development • Learning and Development• Career Development• Performance Evaluation• Performance Management• Workforce Planning and Evaluation

• Oil & Gas

• Retail• Mining, Metals and Minerals • Education• Automotive• Manufacturing• Real Estate and Property Development• Transportation• Hospitality and Tourism• Pharmaceutical• Healthcare Services• FMCG• Gaming and Casino• Airlines• IT and Telecommunications• Broadcasting/Media• Food & Beverage

• Healthcare• Medical Technology• Education• Hospitality and Tourism

From • Banking and Financial Services

• Electric & Electronics

• Government

HR SENATE 2014CRAFTING THE FUTURE FOR HR23 - 24 April 2014 | Ascott Makati, Manila, Philippines

PG.1PG.2

PARTNERS

Leading the way with strategic HR advice for the new economy HR Magazine provides a trusted, fully independent platform for sharing resources and services among over 33,000 HR Directors, T&D Heads and CEOs in the region. Published quarterly, HR Magazine reveals the latest professional knowledge and industry insights from HR heavyweights to equip HR professionals with relevant, local and up-to-date skills they can directly apply within their own organisations.

First Advantage provides comprehensive background screening, identity and information solutions that give employers access to actionable information that results in faster, more accurate people decisions. With anadvanced global technology platform and superior customer service delivered by experts who understand local markets, First Advantage helps customers around the world build fully scalable, configurable screening programs that meet their unique needs.

ManagementNext is India's leading Management and Leadership monthly with focus on providing sharp insights, fresh perspectives and enabling nurturing of high performance, responsible executives and entrepreneurs. It is also a platform for Executive Education seekers and providers.

www.chinabusinessphilippines.comChinaBusiness Philippines: China Business Philippines Online is the o�cial homepage of China Business - Philippines, a monthly magazine that publishes in English. China Business - Philippines is the �agship publication of Fairnews Media Inc.

HR Magazinewww.hrmagazine.com.hk

SPONSOR First Advantage www.fadvasia.com

ManagementNextwww.managementnext.com

ChinaBusiness Philippines

BPO hotjobswww.bpohotjobs.comBPO hotjobs: BPO Hotjobs is a job-search weekly newspaper created in cooperation with the Business Processing Association of the Philippines (BPAP).

OFW hotjobs

OFW Hotjobs is a fortnightly paper in the Philippines that focuses on serving Overseas Filipino Workers or those who plan to pursue careers abroad.

HR Asia readers are professionals who take leadership at strategic levels, beyond the traditional con�nes of human resource management functions. HR Asia goes beyond the customary who's who reporting to imparting strategic ideas and becoming your learning partner. HR Asia keep you informed of the latest benchmarks, best practices and happenings in the Asian HR scene, and empower you to make better decisions for yourselves and your organizations.

HR Asia www.businessmedia.asia

A PUBLICATION OF

FEATURING KEYNOTE PRESENTATIONS AND CASE STUDIES BY:

PG.2

Donna Grande Total Rewards Strategy Leader/HR Mergers & Acquisitions Asia Pacific Lead Accenture, Philippines

Speaking on: Keeping HR awake at night: Navigating through business changes

Donna has over 20 years of extensive Human Resource Development / Organisational Development (HRD/OD) and Talent Management. Currently she is overseeing and managing Total Rewards Strategy by working closely with Accenture Delivery Businesses. Donna is also working as a member of the Global HR Mergers and Acquisitions Team, responsible for M&A initiatives in Asia Pacific and supports global programs.

Girish Ganesan Vice President & Regional Human Resources Lead - AsiaManulife Financial, Singapore

Speaking on: Managing a multi-generational workforce: Striking the right balance between Gen Y & Gen X

Girish Ganesan is the Regional Human Resources Lead at Manulife Financial Asia Limited. He is responsible for HR leadership and strategy for the Regional Office and Group Functions in Asia, namely, the Information Services, Finance, Legal & Compliance, Human Resources, Regional Agency, Regional Wealth Management, Regional Product Development, and Branding & Communications. He also provides HR leadership for Manulife’s operations in Singapore, Malaysia, Vietnam, Thailand, Cambodia and Taiwan. Girish is awarded as the Human Resources Professional of the Year - Human Resources Magazine 2013

Mitzie F. Antonio Human Resources Director Nestle, Philippines

Speaking on: Talent Management Strategies

Mitzie started her career in Nestle in 1996. In 2004, she moved to the Headquarters in Switzerland to work with Zone Asia Oceania and Africa - HR in the areas of Management Development and Compensation. In 2005, she was expatriated to Nestle Thailand as Head of Corporate Organisation Development. Mitzie returned to Nestle Philippines in January 2009, as Corporate Learning and Development Head. She assumed the role of HR Business Partner for Technical Group in October 2010 prior to being appointed as HR Director for Nestle in the Philippines in July 2011.

Amor C. Villalon Regional Vice President Human ResourcesFujitsu Asia Pte. Ltd., Singapore

Speaking on: Implementing a holistic and integrated talent management strategy to overcome people related challenges

Amor is a seasoned Human Resources practitioner with broad experience in all facets of HR Management, gained in multinational organisations such as Colgate Palmolive, James Hardie, Wyeth Pharmaceuticals and Microsoft. With proven track record in designing innovative HR programs that help drive business performance, Amor is highly adept in HR business partnering, talent management, change management, performance management, leadership development and employee engagement. She is known to be passionate about people and results.

Roberto E. Galvez Vice President Human Resources & Head of BPI University Bank of the Philippine Islands, Philippines

Speaking on: Democratising executive development: The BPI Experience

Mr. Galvez is the Vice President for Human Resources and Head of BPI University of the Bank of the Philippine Islands. Southeast Asia’s oldest bank and one of the Philippines’ most profitable bank. He previously managed Talent Acquisition, Career Management, Performance Management, and Employee Engagement. BPI has more than 13,000 employees. Before joining BPI, he was based in Indonesia for four years as the Human Resource Adviser to the Board of Directors of the Great Giant Pineapple Co., the world’s third biggest producer of pineapples. Bobby was a former Director for Consulting Services of the Philippine Office of Development Dimensions International (DDI). With DDI, he ran workshops for companies based in the Philippines, Singapore, Malaysia, Hong Kong, Thailand, Indonesia and India.

Michael McCarthy Group Head Human Resources, Asia Pacific, Middle East and Africa MasterCard, Singapore

Speaking on: Retention in extreme circumstances: A Mastercard case study

Michael McCarthy is responsible for talent management, people engagement, recruitment and leadership development, performance management, employee relations and organisational design at Mastercard. He has extensive experience as Human Resources lead in international talent management, integration and employee retention. His previous roles include Regional Head of HR, Consumer Banking, South East Asia with Standard Chartered Bank based in Singapore as well as Regional Head of HR, Retail and Commercial Asia with the Royal Bank of Scotland based in Hong Kong. Mike has also been a Visiting Lecturer on the Strathclyde University HR Management Programme for over 10 years.

Joann P. Hizon Vice President - Human Resources SM Investments Corporation, Philippines

Speaking on: Transforming your organisation while correlating it with talent development

Joann has over 20 years hands-on experience in HR, Administration, Training, Operations, Facilities and General Services. She is also a resource speaker on career counselling, succession planning, workforce planning, and workplace diversity. SM Investments Corporation is called by Forbes as the “single biggest firm in terms of market value”. SMIC is the flagship company of the SM Group of Companies - one of the top 10 companies in the Philippines and among the top 200 companies in Asia.


FEATURING KEYNOTE PRESENTATIONS AND CASE STUDIES BY:

PG.3

Yeoh Sai Yew Group Head Rewards and People Services AirAsia Berhad, Malaysia

Speaking on: Attract and retain key talent: Succession planning for the future

Yeoh Sai Yew has 14 years HR experience mainly in Compensation and Benefits. Prior to AirAsia Berhad, he worked for other well-known local and multinational companies including DiGi Telecommunications, CSC, SCOPE International, Genting Malaysia Berhad. He is also regularly featured in Human Resources Malaysia Magazine on Compensation and Benefits related articles and one of judges for HR Professional of the Year (Malaysia) by Human Resource 2013. AirAsia Berhad is awarded as one of the Best Companies to Work for in Asia 2013 by HR Asia Magazine.

Kannan Chettiar Regional Director First Advantage, Philippines Speaking on: implementing 360 approach to build a trustworthy and effective workforce

Anji M. Azuelo Human Resources Director Microsoft, Philippines

Speaking on: Employee engagement and the business strategy: Connecting them for results

Grace Wong Regional Head of Human Resource Samsung Asia

Speaking on: Employer Branding: How fast can you increase your ROI?

Grace Wong has had extensive experience in leading teams of HR professionals across South East Asia and Oceania as Regional Head of HR. Her expertise lies in Talent Management, Talent Acquisition and Total Rewards. Prior to joining Samsung, Grace held similar leadership

Samsung Asia is chosen in the finalists of “Excellence in Graduate Development” by HRM Asia Award 2013.

Janaka Kumarasinghe Director/HR Professional Kent Ridge Ltd., Sri Lanka

Speaking on: Using corporate social responsibility to increase employee engagement and cultivate organisational excellence

Janaka Kumarasinghe is a Human Resource Management Strategist with 20 years of local and foreign experience in leading organisations. He is a Past President of Institute of Personnel Management Sri Lanka and Asia Pacific Federation of Human Resources Management (APFHRM). Janaka is also a visiting lecturer in HRM at the Universities of Moratuwa, Colombo and Open University in their MBA programs. He was awarded the prestigious Gold Medal for the outstanding contribution to the field of HRM by IPM in 2009, and HR Leadership Awards at the Global HR Excellence Awards, Mumbai in 2009 and 2010.


Anji has 20+ years of experience in HR practice with specific expertise on business partnership, OD and Total Rewards program. Prior Microsoft, she worked across different multinational companies to lead country, regional and global HR management work, mostly in IT industry (Intel, HP, Bristol Myers Squibb-Mead Johnson, Samsung, IBM and Misys). Anji has been HR Director of Microsoft Philippines for the past 2.5 years leading the country’s people agenda and partnering with the region for Diversity & Inclusion initiatives.

Kannan is responsible for developing the key market segments facilitating background screening for organizations in Asia Pacific. He has more than 17 years of in-depth experience in the Technology and Human Capital sectors spanning across Asia and North America. Kannan has held senior roles in Multinational Corporations such as Dell, Arrow and element14, dealing with Global Accounts, Channels, Alliances/Partners and Retail. His background includes account management, commercial and digital marketing, business development as well as country management in the US and Asia.

Matthew Glasner Managing Director, South Asia Pacific First Advantage, Philippines

Speaking on: Implementing 360 approach to build a trustworthy and effective workforceMatthew is a highly experienced leader who comes to First Advantage from Experian where he was the General Manager, Experian Marketing Services for Australia and New Zealand. He has been involved in B2B services sales throughout his career, particularly around software and technology in the data quality area. Matt graduated with a Bachelor of Engineering Degree in Manufacturing Engineering with honours from the University of Birmingham.

roles in the information and technology sectors as well as at Thomson Reuters.

Day OneWednesday, 23 April 2014

Talent Management & Retention Planning

0800 Registration and Co�ee

0845 Opening Address by Chairperson

0900 Session OneKeeping HR awake at night: Navigating through business changes

0945

Session TwoManaging a multi-generational workforce: Striking the right balance between Gen Y & Gen XHave you given a thought on what will be the best possible way to manage talent in today’s increasingly global and fast-moving world? Recent research has shown that one of the key challenges for HR will be to find ways to manage the conflicting needs of the different age groups now populating the workplace. A recent Ashridge report, for example, shows that there is a real disconnect between managers and their Generation Y employees (Culture Shock: Generation Y and their managers around the world). While looking through different lenses both gen Y and Gen X are struggling to work together effectively. Striking the right balance and helping the generations work together in harmony will be the key in identifying young talent.

Girish Ganesan Vice President & Regional Human Resources Lead - Asia PacificManulife Financial, Singapore

1030 Morning refreshments

1100

1145 Session FourImplementing a holistic and integrated talent management strategy to overcome people related challenges • Improving service performance and individual standards

through training and developing talent• Finding the right fit: Determining the right external vendor for talent• Providing career development opportunities and reducing attrition• Increase morale and maintain high process efficiency with the right rewarding and recognition method

Amor C. Villalon Regional Vice President Human Resources Fujitsu Asia Pte. Ltd., Singapore

1230 Networking Luncheon

1400 Session FiveDemocratizing Executive Development: The BPI Experience

• LEAP: A Strategy for Succession Management• The importance of linking Training & Development to Business Strategy• Blended Learning Design & Action Learning• Creating a Culture of Innovation

Roberto E. Galvez Vice President Human Resources & Head of BPI University Bank of the Philippine Islands, Philippines

1445 Session SixRetention in extreme circumstances: A Mastercard case study

1530 Afternoon Refreshments

1600 Session SevenTransforming your organisation while correlating it with talent development

• Know the factors rights: What influences transformation within an organisation?

• Determining the benefits of linking organisational transformation to talent development. Will this effect employee morale?

Joann P. Hizon Vice President - Human Resources SM Investments Corporation, Philippines

1645 Session EightAttracting and retaining key talent: Succession planning for the future

Many companies are beginning to recognise the importance of closely monitoring their human capital to ensure continues growth and support of their organisation and corporate strategies. How is this accomplished?By defining corporate strategies, identifying key resources to meet objectives and outlining a clear succession plan which includes employee retention, training and recruitment practices, companies can minimise risks and be well positioned for future success. Take a closer look into developing a comprehensive succession plan for the business.

Yeoh Sai Yew Group Head Rewards and People Services AirAsia Berhad, Malaysia

1730 End of Day One

PG.4


When attrition levels threaten the profitability of a business, staff retention and engagement swiftly become top priorities. Join Master-card's Michael McCarthy as he shares his experiences in tackling extreme challenges in retention - both during and following a financial crisis. Michael will share how such lessons learnt can be applied to raise retention and engagement levels throughout your organisation - in both turbulent and less turbulent times.

Michael McCarthy Group Head Human Resources, Asia Pacific, Middle East and Africa MasterCard, Singapore

Claims that HR professionals lack business nous and are slow to adapt their policies and practices in line with changes in the world of work are not something new. In fact if you are a HR person, you could be forgiven for feeling a bit under siege at the moment. Surveys suggesting that HR is not regarded as influential, is not seen by senior managers as adding value and is failing to respond to changing business needs. There are of course many HR professionals out there breaking boundaries and pioneering new and exciting ways of working. But what are the key issues that should be top of HR’s agenda right now?

Donna Grande Total Rewards Strategy Leader / Human Resources Mergers & Acquisitions Asia Pacific Lead Accenture, Philippines

Session Threeimplementing 360 approach to build a trustworthy and effective workforce

HR leaders across Asia Pacific are increasingly straddling multiple roles to meet business demands. As multinational organisations continue to increase their presence throughout Asia and job seekers move amongst countries in the region in search of new opportunities, the need for organisations to mitigate hiring risks through background screening has increased exponentially. Recognising this trend, Asia-based employers are adopting similar tactics to keep pace and ensure their workforces are properly vetted. As an integral focal for hiring top talents in your organisation, how do you implement a 360 approach to build a trustworthy and effective workforce?

Kannan Chettiar Regional Director First Advantage, Philippines

Matthew Glasner Managing Director, South Asia PacificFirst Advantage, Philippines

Day Two Thursday, 24 April 2014

0800 Registration and Co�ee

0830 Welcome Address by Chairperson

0900 Session OneView from the Top: Lessons I Want to Pass On to Emerging HR Professionals In this inspirational session, One of Asia’s top HR Director of the Year will share insight into the trajectory of her career.

1030 Session TwoEmployee engagement and the business strategy: Connecting them for results

1000 Morning refreshments

1130 Session Three Winning the war on talent: Making people your competitive advantage

Amor C.Villalon Regional Vice President Human Resources Fujitsu Asia Pte.Ltd, Singapore

1230 Networking luncheon

• Creating lifestyle brands and people with passion• Building culture with robust commercial acumen: How they can be

done together?• Real truth on leadership communication and diversity• Striking correctly: Balancing your reward strategy between the two to

drive maximum engagement

1430 Session FourEmployer Branding: How fast can you increase your ROI?

1530

• The importance of testing and validation in improving ROI• Measuring ROI against a KPI Dashboard• Pros and cons of measuring ROI and exploring alternative ways of

measuring HR contributions to business success• Taking employer branding from tactical into strategic - Defining

1600

Afternoon Refreshments

• Why is CSR important, and how does it deliver benefits to an organisation?

• What does CSR mean for employees and how do you engage them in the CSR strategy and implementation?

• What is the ROI and how do you ensure that you are reaping the benefits from time and monetary investments?Janaka Kumarasinghe Director/HR Professional Kent Ridge Ltd., Sri Lanka

1700 End of Conference

PG.5


According to HR Magazine, engaged employees perform 20% better and are 87% less likely to leave an organisation. So, managers and team leaders need to become expert relationship builders and they need to learn how to nourish and sustain those relationships over time.

Session Five: Extended sessionUsing corporate social responsibility to increase employee engagement and cultivate organisational excellence

When the dot-com bubble burst and the economy cooled, many assumed the war for talent was over. It's not! This session will take you further into the most talked about topic – Winning the war on talent.• Deciding the future: Venturing into innovative solutions to prevent

talent shortage and skills gap• Staying ahead of the game: Adopting new technologies in the new era

of recruitmentMitzie F. Antonio Human Resources DirectorNestle, Philippines

milestones and how to get there

Anji M. Azuelo Human Resources Director Microsoft, Philippines

Grace Wong Regional Head of Human Resources Samsung Asia

Internal branding and employee engagement

Recruiting & HR

HR Senate Manila - April 2014