HRM 16.7 Supplement

Making a case for e-learning HR recruitment hot spots ISSUE 16.7

ANNUAL

TRAINING & RECRUITMENT GUIDE 2016

FUELLING AMBITION POWERING SUCCESS We are the experts in human resources recruiting. We understand HR professionals and HR departments and we help bring them together to make a lasting impact.

Our deep expertise allows us to recruit across the full HR spectrum including directors, managers, HR generalists, specialists in change management, compensation and benefits, training and development and talent management.

Our approach proactively focuses on finding solutions combined with quick responses and a flexible, tailored service. That way the strong relationships we develop give you access to the best range of job opportunities and talent in Singapore.

Combined with our extensive database, local market knowledge and global network, we deliver real results.

That’s why, for more than 39 years, we’ve powered the world of work.

For more information, or to request a free copy of the Hays Journal, contact Ash Russell at ash.russell@hays.com.sg or on +65 6303 0721.

hays.com.sg

TRAINING & RECRUITMENT NEWS ASIA

INDIA

ONLINE JOB PORTALS PREFERRED

EMPLOYEES AWARE OF SKILLS GAP FACTOR

A growing number of job seekers across Asia-Pacific are finding success with securing jobs through online employment portals. A recent survey by Hays found that Chinese respondents in particular flocked to online job websites for their first or next jobs.

Some 43% of the Mainland China respondents indicated this preference.

Another 36% cited personal networking in the form of referrals and word of mouth as their most successful method for finding a job. Only 21% found social media platforms like LinkedIn to be useful.

Findings were similar across the wider region. Online job websites rated as the most successful job search tool for 61% of Malaysian respondents. Personal networking rated highest in Hong Kong, with 37% of respondents indicating success through this method.

According to the report, the traditional methods of job hunting still play a crucial role in recruitment.

“For employers, the results prove the importance of having a broad attraction strategy in place with an emphasis on online recruitment techniques,” Simon Lance, Managing Director of Hays in China, said.

“Undoubtedly, the prevalence of online recruitment sites and the rise of job search aggregators mean that they are an essential part of recruiters’ and employers’ methods to attract candidates.”

Some 91% of Indian respondents to a survey on skills believe their abilities will become archaic in the next five years.

India was the only market in the fourcountry study where a majority of workers were found to be anxious about the effect technology would have on their positions in the future. Some 79% of business leaders there, and 63% of other workers, felt that automation and artificial intelligence could substitute a number of present roles.

City & Guilds Group’s first Skills Confidence Report analysed the opinions and thoughts of respondents from the UK, US, South Africa and India.

The report noted that as many as 88% of Indian respondents acknowledged ongoing skill gaps in their firms, as opposed to 67% of UK respondents, 68% of US respondents, and 82% of South African respondents.

The top five skillsets that Indian workers deem to be most crucial for future opportunities in five years’ time were leadership skills (79% of respondents noted this), management skills (72%), technical

skills linked to present job roles (64%), communication skills (62%), and IT skills (59%).

Interestingly, only 14% of workers believed their organisation’s learning and development schemes were correctly aligned to business objectives.

Nevertheless, 72% of middle managers in India receive training, as compared to 39% of the UK’s workforce and 45% in the US. The study quizzed 8,000 employees from the four nations.

US

AMAZON TO SHARE TRAINING KNOW-HOW Online retail giant Amazon plans to spread its knowledge of employee training and development to other firms, by offering its Career Choice training programme in open-source forums.

Juan Garcia, Amazon’s global leader for career advancement, confirmed the news on Twitter, saying the company would be “giving away free” what it had learnt from putting the programme together.

Launched in 2012, Career Choice is a tuition assistance programme aimed at hourly employees – mostly lower-wage warehouse workers. It prepays 95% of tuition and fees for them to earn certificates and associate degrees in high-demand job fields, including nursing, computer-aided design, and aircraft mechanics.

Amazon also reimburses 95% of the cost of all required textbooks. The programme pays up to US$12,000 in tuition, textbooks and associated fees over four years.

Last year, the company also started offering on-site classes at its warehouses.

More than 6,000 Amazon employees have taken part in Career Choice to date.

Employees are not required to study something related to their careers at Amazon.

By open-sourcing the programme, Amazon is providing the basic blueprints to other companies so that they can implement similar perks. “We’re eager for others to build upon it, tailor it for their own use, and improve upon it,” Garcia said.

Among the details Amazon plans to share are how to run the administration of the programme, how to choose what courses to pay for, as well as the lessons it has learnt about what works and what does not.

ISSUE 16.7 SUPPLEMENT

HRMASIA.COM

1

PROFILE

BRITISH COUNCIL

Corporate training

T

he British Council has been an education provider in Singapore since 1947 and has been training organisations in soft skills for over 30 years. During this time, we have helped hundreds of thousands of people achieve their learning and development goals. We have over 180 programmes available within our eight suites: • Leadership • Executive Coaching • Diversity and Inclusion • Customer Management • Written Communication

Contact us British Council (Singapore) Toa Payoh Centre 480 Lorong 6 Toa Payoh #09-01 HDB Hub, East Wing, Singapore 310480 Tel: +65 6653 2903 Email: contact@britishcouncil.org.sg Web: britishcouncil.sg/corporatetraining Facebook: britishcouncilsingapore Twitter: @sgBritish

2

ISSUE 16.7 SUPPLEMENT

• Interpersonal Communication • Creativity and Innovation • Performance and Productivity We use a team of highly experienced in-house trainers who present key principles using a variety of techniques and provide opportunities for practical application in everything we do.

You can choose to register your staff online to attend one of our 250 public workshops each year or contact us to arrange a customised programme for your organisation.

Our customised programmes involve contextualising our materials to make these relevant for your staff and also writing bespoke programmes. Bespoke programme topics include: • Increasing staff engagement • Transforming your company’s communication skills

HRMASIA.COM

• Facilitating change management • New graduate training.

Our team of qualified trainers will work closely with you on your development needs, using our expertise, experience and methodology to achieve your long term goals.

Our clients are from all sectors such as Government, Oil & gas, Airlines, Finance/Banking, Retail, Manufacturing, Pharmaceutical, Media, Engineering, Technology and Logistics.

Want to roll out programmes to your regional offices?

We have dedicated training hubs in Hong Kong, Kuala Lumpur, Penang and Manila – so you can provide consistent high standards of learning and development for your staff across Asia at competitive rates.

British Council Singapore Our work includes teaching English to adults and young learners aged from nursery to primary and secondary;

teacher and corporate training, as well as a pre-school.

We offer a range of exams, including IELTS and provide the latest information about studying in the UK and on UK qualifications in Singapore.

We also promote British education and training; and demonstrate the innovation, creativity and excellence of British arts, literature and design.

Our mission is to build mutually beneficial relationships between people in the UK and Singapore and to increase Singaporeans’ appreciation of the UK’s creative ideas and achievements.

This work is driven by our strong belief in internationalism, valuing people, a commitment to professionalism and an enthusiasm for creativity.

We hold ourselves to the highest possible standards of integrity. We believe that cultural relations can help individuals and the world community to thrive.

PROFILE

MARKETING INSTITUTE OF SINGAPORE

Training is a valuable commodity T

oday’s economic landscape has evolved dramatically, and business models are constantly adapting to align with the changing market conditions. The reality is that all businesses today, regardless of size and industry, face the same challenge — how to constantly innovate and increase efficiency.

To address this, we have to look inwards and ask: “Is our human capital adequately equipped or skilled to take on these challenges? If not, what’s next?”

It is with certainty that companies who fail to train and develop their human capital, are bound for failure, displaced by competition or worse, eliminated out of the game altogether.

Training is a valuable commodity — the key to fuelling sustainable growth and profitability for all businesses.

Choose MIS! Voted best Corporate Learning and Development Provider

by HRMAsia readers, MIS has trained more than 50,000 Sales and Marketing practitioners through our programmes, creating marketers and building a community of professionals since 1973.

MIS, the national body for Sales and Marketing, has been going strong for more

than 40 years of building the marketing fraternity by enhancing knowledge, developing networks and creating opportunities for businesses such as yours.

MIS continues to keep up with the industry demand for training courses, with more than 120 executive development courses to choose from, ensuring that an extensive range of your training needs are covered.

Customised training is one of the most effective ways to identify and fill competency gaps to achieve your company’s long-term business objectives. MIS can help companies identify gaps in their training and recommend relevant courses to maximise returns on investment. To enhance effectiveness, training is aligned to organisational needs and also allow for immediate application and outcomes to be measured. To help employees optimise their performance at work, MIS’ approach undergoes a rigorous five-step process to customise

Marketing Institute of Singapore Tel: 6327 7588 / 598 Email: seminars@mis.org.sg Web: www.mis.org.sg/seminars

ISSUE 16.7 SUPPLEMENT

HRMASIA.COM

Funding information Most of MIS’ training courses are approved for Skills Development Funding (SDF) and Productivity and Innovation Credit (PIC). For individuals, they can use their SkillsFuture credit for these courses as well.

Testaments to our Quality Courses “I have acquired knowledge and ideas on enhancing my decision-making skills. I am better equipped to make swift and accurate decisions at my workplace.”

Business Development Executive, Keppel Singmarine.

“The course was conducted at an appropriate pace and depth. The trainer was very patient in explaining the concepts and ensuring that everyone could follow.”

Principal Business Consultative Advisor, Singapore Chinese Chamber of Commerce & Industry

5-Stage Learning & Development Consultancy Service

For more information, please contact:

4

the ideal training framework.

With an established reputation and quality courses available, rest assured that MIS will be able to meet your training needs, add value to your human capital, and contribute to your overall business goals.

MIS training class

EXECUTIVE DEVELOPMENT PROGRAMMES 2016 The Leader in Executive Development in Asia BUSINESS MANAGEMENT WORKFORCE SKILLS QUALIFICATIONS (BM WSQ) Developing a Consumer Focused Marketing Message+* Developing New Growth Opportunities to Drive Sales+* Effective Customer Acquisition & Retention Strategies+* Essential Negotiation Skills+* Writing Effective Business Proposals+*

SALES Advanced Sales Negotiation Masterclass* Art of Starting Sales Conversations* Business Value Selling* Corporate Partnership – Increasing Sponsorship Sales Revenue NEW! Differentiated Selling to Overcome Price Competition* Effective Pricing Strategies & Tactics* Effective Selling Skills for Maximum Results* Emotional Intelligence for Sales Success – Soft Skills that Produce Hard Results Increasing Sales Productivity & Performance* Negotiation Skills for Sales & Marketing Professionals* Power Words & Phrases that Sell, Influence & Convince NEW! Sales & Marketing Alignment – Driving Synergies & Effective Results NEW! Sales & Marketing Strategies for Engineers – Aligning Product Development to Customer Needs* Sales Force Management* Setting Performance Standards & Measures for Sales Teams* Social Selling Skills NEW! Solution Sales Strategies & Skills* Story Selling – Create High Impact Sales & Marketing Stories NEW! Strategic Key Account & Portfolio Management* Strategic Market Development* Techniques to Closing Sales*

MARKETING 27 Website Secrets that Get Visitors to Buy* Advanced Marketing Strategies – Driving Business Growth & Sustainability* Brand Equity & Positioning* Customer Loyalty Marketing * Developing A Strategic Marketing Plan* Econsultancy: Content Marketing for Web, Mobile & Social Media* Econsultancy: Digital Marketing Measurement & Analytics* Econsultancy: Fast Track Digital Marketing Training* NEW! Econsultancy: Search Engine Optimisation (SEO) Marketing Training* Econsultancy: Social Media and Online PR Training* Effective B2B & Trade Marketing Strategies* Effective Marketing Strategies* Google Partner Academy – AdWords Advanced Display & Certification Google Partner Academy – AdWords Fundamentals & Certification Google Partner Academy – AdWords Mobile Advertising & Certification Google Partner Academy – Analytics Certification Integrated Digital Marketing Strategies* LinkedIn Marketing Marketing Creativity*

Marketing Fundamentals* Neuromarketing Bootcamp – Activating the 'Buy Mode' in Customer's Brain No-Cost & Low-Cost Marketing Techniques to Maximise Sales* Omni-Channel Marketing NEW! PricingAsia: Pricing Excellence Masterclass NEW! PricingAsia: Understanding & Implementing Perceived Value Pricing NEW! Secrets of Email Marketing* Social Media Advocacy Strategies* The Nuts & Bolts of Market Research*

COMMUNICATIONS Advanced Presentation Skills* Amazing Sticky Presentations – Animation Magic for High Impact Presentations NEW! Amazing Sticky Presentations – Presenting Complex Information in Simple, Effective & Exciting Ways* Art of Presenting with Charts & Figures NEW! Better Grammar for Professional Business Communications* Blogging Essentials – Increasing Traffic through Engaging & Useful Content NEW! Copywriting for Marketing Materials* Creating Newsletters for Maximum Impact* Cross Cultural Communications* Developing A Strategic PR Communications Plan* Developing Influencing Skills to Achieve Successful Outcomes NEW! Effective Crisis Management Communications Effective Presentation Skills* Integrated Marketing Communications – Increasing Brand Awareness & Engagement NEW! Managing Media Relations* Mastering Corporate Communications* Negotiation Dynamics for Challenging Business Situations NEW! Perfecting the Media Pitch* Speak with Confidence for Personal & Professional Success Stakeholder Relationship Management* The Crucial Role of Internal Communications for Business Success NEW! Workplace Interpersonal Skills Writing for Publications* Writing for Social Media: Engaging the Masses, Encouraging Customer Loyalty* Writing Persuasive Email & Letters that Get Results*

SERVICE EXCELLENCE Cultivating Service Mindsets – Ignite Your Passion to Serve Customer Centricity & Empathy – Winning Over the Empowered Customer Design Thinking for Service Innovation & Ideation Effective Telephone Techniques to Engage & Influence Customers* Managing Customer Complaints & Feedback – Writing with Empathy & Tact* Managing Difficult Customers* Service Recovery Strategies*

EVENT MANAGEMENT Executive Certificate in Event Management* Planning & Managing Events* Strategies of Event Marketing & Sponsorship*

Companies * Approved for SDF funding (Employer-sponsored Singaporeans and PRs only). + SMEs enjoy up to 90% funding! Visit www.skillsconnect.gov.sg or contact us for details.

Companies can also enjoy 400% tax deductions and/or 60% cash payout under the Productivity and Innovation Credit (PIC) scheme.

FOR COURSE ENQUIRIES:

T/ 6327 7588 / 598 W/ www.mis.org.sg/seminars E/ seminars@mis.org.sg

A/ 51 Anson Road #03-53 Anson Centre Singapore 079904

BUSINESS MANAGEMENT Building & Managing Budgets Effectively for the Business Business Law* Company Law for Business Managers* Contract Administration & Management* Contract Law for Non-Legal Professionals* Contract Law – Understanding the Concepts of a Contract* Costs & Costing for Effective Business Planning NEW! Essential Techniques for Drafting & Vetting Tenancy Agreements NEW! Essentials of Big Data Concepts & Applications – Making Better Predictions & Smarter Decisions NEW! Essentials of Finance & Management Accounting for Non-Finance Professionals* Legal & Practical Aspects of Tender Process Management NEW! Managing Procurement Contracts & Agreements NEW! Practical Approach to Handling Debt Settlement & Recovery Issues* Strategic Financial Planning & Capital Budgeting* Strategic Legal Writing for Managers* Tenancy Agreements – Landlord & Tenant Law* Understanding Contract Interpretation & Drafting Standard Commercial Clauses* Understanding Financial Statements & Annual Reports* Understanding Wrongful Acts in Business Management – Torts & Legal Remedies NEW!

HUMAN CAPITAL MANAGEMENT Attract, Engage & Hire Job Seekers the Marketing Way NEW! Behavioural Interviewing Skills NEW! Developing Effective Training Needs Analysis (TNA)* Fast Track to Becoming a Human Resource Professional* NEW! Managing Difficult Colleagues & Situations at Work Practical Application of Key Employment Terms (KETs) Under the Employment Act NEW! Social Media Recruitment Strategies

LEADERSHIP Business Acumen Leadership for High-Potentials* Critical Thinking Skills for Breakthrough Performance* Design Thinking Masterclass for Innovative Business Leaders NEW! Designing Solutions for Complex Business Problems NEW! Disruptive Thinking to Drive Innovation & Growth NEW! Knowledge Management Strategies for Increasing Organisational Performance NEW! Leading & Managing Project Teams New Managers, New Leaders Bootcamp* Personal Leadership – Motivating Self & Others to Achieve Peak Performance* Practical Strategies for Supervising Others NEW!

PERSONAL EFFECTIVENESS Confidence Boosting in 4Dimensions – Becoming the Powerful Person You Were Born to Be Cultivating Creative Thinking Habits Design Thinking – A Creative Approach to Problem Solving* Emotional Intelligence 2.0 – The Key to Improving Relationship, Work Performance and Success Managing Stress & Achieving Wellness Powerful Listening from the Inside Out Put Your Best Work Forward Everyday Speed Thinking Time & Stress Management

Individuals * SkillsFuture claimable for eligible individuals

Discounts 20% Discount for MIS Members 5% Group Discount for 3 or more participants

For detailed course outlines or to register, please visit www.mis.org.sg/seminars Courses can be customised to meet your unique training needs.

PROFILE

RECRUIT INC

Partner right for the right people in the right jobs at the right time R

ecruit Inc partners with organisations in overcoming business challenges with strategic HR manpower solutions.

End to end, from operational advisory and policy implementation to organisation workforce planning, talent and change management, we have seasoned practice leads to collaborate effectively with our clients seamlessly. The HR Consulting practice consists of a variety of options and solutions including helping organisations to build internal workforce capability and talent leadership management.

With its personalised approach backed by a proven methodology, Recruit Inc is committed to working hard to gain the trust and confidence of every client to make it an enriching and meaningful partnering experience.

We come alongside our clients to understand their business challenges and manpower needs, and propose innovative advisory and talents with the right fit to enhance their

Recruit Inc 81 Ubi Ave 4, #09-12 UB. One, Singapore 408830 Tel: +65 6443 4182 Email: admin@recruit-inc.com Web: www.recruit-inc.com

6

ISSUE 16.7 SUPPLEMENT

organisational capabilities, bringing the business to the next level. We place a strong focus on fit-todrive triple-win outcomes for our clients (better retention, engagement, and productivity), candidates (better assimilation and performance), and organisation (efficiency in deployment, transition, and replacement). We partner organisations in their search for the right people for their business needs. We believe that every individual has a special talent and the challenge is to find the right fit in an organisation that brings out their unique qualities.

In the present-day competitive and complex business environment, our Project Management Unit value adds by offering alternative manpower outsourcing solutions to corporations to ease their HR challenges. We advise and design optimal and innovative manpower solutions that deliver best results for our clients in a hassle-free manner. We take careful consideration of the client’s requirements, customise, and recommend the most suitable manpower solution, implement processes to seek the best candidates with the right fit, and execute the deployment of an effective team to deliver positive outcomes for our

HRMASIA.COM

clients. To meet the success criteria of each project, we have in place a disciplined project management team to

plan, control and motivate the resources.

Visit www.recruit-inc.com and connect with us today!

International Recruitment

Permanent/ Contract Placement

Dorcas Tan General Manager (+65) 9749 3038 (+86) 182 2136 0338 Email: dorcas.tan@ recruit-inc.com

Mike Tang Director, Executive Search & HR Consulting (+65) 6443 5751 Email: mike.tang@ recruit-inc.com

Project Management

Dawn Seah Director, Project Management (+65) 6443 3711 Email: dawn.seah@ recruit-inc.com

INSTITUTE OF SINGAPORE CHARTERED ACCOUNTANTS PROFILE

ISCA members add value to your business A ccounting professionals have a vital role to play in organisations. As the business environment becomes increasingly complex, more accounting professionals with the right competencies and resources are needed to address the challenges arising.

Aligning with the Government’s SkillsFuture initiative, and in response to the shortage of skilled talent in accountancy and finance, the Institute of Singapore Chartered Accountants (ISCA) has created more pathways to support aspiring

accountants to enter the profession regardless of their starting points.

New Affiliate (ISCA) Membership The new Affiliate (ISCA) membership offers aspiring accounting technicians the opportunity to fulfil their true potential - providing them with professional support and recognition.

They can enrol in the ISCA Accredited Accounting Technician (ISCA AAT) Diploma, a flexible skills-based programme offered in partnership with the Association of Accounting Technicians

(AAT), designed to meet the demands of the workplace.

Expanded Associate (ISCA) Membership ISCA also aims to add to the diversity as well as length and breadth of the talent pool by allowing for accountancy graduates of foreign universities to become its Associate members. Upon completion of the Singapore Qualification Programme, they will be recognised as a Chartered Accountant of Singapore, CA (Singapore).

Organisations employing ISCA members can be assured that their staff,

from accounting technicians to accountants, are kept up-to-date on the latest accounting developments and uphold the highest professional, technical, and ethical standards.

Find out more about the ISCA membership at isca.org.sg/becomea-member/pathways. You can also email membership@isca.org.sg or call 6597 5533.

Auditing

Continuing Education & Training Auditing

Equipping Accounting & Finance with wide ranging and customised training courses to meet today’s business needs.

Risk Management

Advance your lifelong learning journey with ISCA today!

Risk Management Executive

Executive

Risk Management

Auditing

Continuing Education & Training Executive

Equipping Accounting & Finance Professionals with wide ranging and customised training courses to meet today’s business needs.

Advance your lifelong learning journey with ISCA today!

Contact us: 60 Cecil Street, ISCA House,Singapore 049709 TEL +65 6749 8060 FAX +65 6749 8061 WEB www.isca.org.sg

ISSUE 16.7 SUPPLEMENT

HRMASIA.COM

7

FEATURE

CORPORATE TRAINING

DIGITAL DEVELOPMENT The flexibility and convenience of e-learning makes it a reliable professional development tool.

HRM examines the benefits of going digital in employee training

Kelvin Ong

kelvin.ong@hrmasia.com.sg

D

igital learning is still leading the way in corporate training.

According to Docebo’s E-learning Market Trends and Forecast 2014 – 2016 report, the e-learning industry recorded revenues of US$35.6 million in 2011. This is forecast to hit US$51.5 billion in 2016, representing an annual growth rate of 7.6% over the last five years.

Furthermore, the report predicts that the Asian market will experience the highest annual growth rate at 17.3%, with the market in this region on track to be worth some US$11.5 billion by the end of this year.

These figures indicate the continued popularity of e-learning as a solution and industry players agree that it will remain an integral part of the professional training sector for years to come.

A recent report published by CMI and Oxford Strategic Consulting in the UK, also found that 97% of managers spend at least one day a year on digital learning for their employees.

Flexible learning This is unsurprising. While face-toface training is advantageous in terms of physical interaction, digital learning presents other equally notable merits.

Simon Carrie, E-learning and Training 8

ISSUE 16.7 SUPPLEMENT

HRMASIA.COM

Consultant, Professional Development Centre, British Council, says e-learning is preferred because it is more convenient and efficient than face-toface programmes.

“Time is the most important element,” he says. “Instead of giving staff time off to attend face-to-face courses, it’s about giving them the time, and helping them to schedule the time during working hours to make the most of e-learning.”

British Council currently provides customised corporate e-courses in business and language that afford participants flexibility through their self-paced learning options.

John Lim, Deputy Director of Continuing Professional Education at The Institute of Singapore Chartered Accountants (ISCA), shares Carrie’s sentiment.

“Busy professionals who find it difficult to attend in-person courses on specific dates with a fixed schedule, or who are based overseas, will find relevant e-learning programmes useful,” he says. “E-learning can provide that accessibility.”

Indeed, studies show that e-learning typically requires 40% to 60% less employee time than a traditional classroom training session.

CORPORATE TRAINING FEATURE

Furthermore, knowledge retention rates increase to between 25% and 60% when employees learn digitally, compared to classroom learning where retention rates are only 8% to 10%.

Carrie suggests this is because selfpaced e-learning allows people to think about their existing workplace practices, as well as reflect on what they have learned.

“E-learning gives people the flexibility to learn at their own pace, and to really integrate it into their working practices.

Approaching e-learning through a ‘bitat-a-time’ approach allows constant reflection,” adds Carrie.

He is referring to “asynchronous

e-learning”, where learning is not time-sensitive, and can take place at any pace the participant desires. Examples of this include self-paced virtual training, computer-based training, and frequently-asked question pages.

Deddi Tedjakumara, Executive Director of Indonesia-based Prasetiya Mulya Executive Learning Institute, agrees with Carrie. He says the flexibility of learning schedules and hours is a key reason why companies adopt the platform.

“They are now able to move learning hours outside of working hours.

Employees can use their personal time to learn, besides work hours,” he says.

Economies of scale The need for massive-scale learning is another reason e-learning continues to be relevant. E-learning is scalable, whereas conventional mediums are rigid.

Tedjakumara says the efficiency and speed with which many employees can undergo training at the same time is a tremendous cost-saver.

“These are also benefits for HR, in addition to the effectiveness for the learning process itself. HR can track and get more information beyond the capabilities, by using a learning management system, which is usually embedded in e-learning systems,” he adds.

Carrie and Lim are quick to agree.

ISSUE 16.7 SUPPLEMENT

HRMASIA.COM

9

FEATURE

CORPORATE TRAINING

“For organisations nowadays, it’s more a question of time versus quality against cost,” Carrie says. “Organisations are more reluctant to send staff out for training for long periods of time and incur the costs that go along with that.”

“If there are many learners who need to be developed on certain cognitive skills, e-learning can achieve potential savings via economies of scale,” Lim says.

“If the number of learners is not significant enough to warrant the costs needed for e-learning instructional design and development, then it may be better to save on development costs and implement face-to-face learning.”

The convenience of e-learning also allows both organisations and their employees to keep abreast of rapid industry developments.

“Business cycles have become much shorter compared to the past and many companies feel the pressure to learn fast and outperform their competitors, or risk losing the business altogether,” explains Lim. “Continuous learning elevates the competence and performance of employees which in turn opens opportunities for companies to transform continuously for the better.”

Lim stresses that the present business climate has made it increasingly pertinent for companies to cultivate learning in order to stay relevant, and,

10 ISSUE 16.7 SUPPLEMENT

HRMASIA.COM

often, in business at all.

“E-learning can be employed to support such a learning culture,” he says.

customisation of various scenario-based case studies.

“E-learning provides an ongoing collaborative environment where Learner response learning can take place. For employees Employees themselves overwhelmingly in the same organisation, this provides a prefer e-learning solutions to traditional meaningful platform to share ideas and techniques. This is underscored by practices,” he says. findings from the Learning Tedjakumara is more to Lead: The Digital Potential circumspect, stating that the report. effectiveness of an e-learning It says more than 80% of programme will depend on the of research its research participants said demographic in question. participants said e-learning was more convenient “Younger generations are e-learning was more (because they could do it on ready for e-learning as they convenient. their own time). Another 66% are comfortable to live in Source: Learning to said they preferred not having technology and interact through Lead: The Digital Potential report. to travel, and 68% liked that it. For them, technology is the they could pause or advance at ‘platform’ of life,” he explains. their own pace.

“For older generations, Carrie says corporate students who they see technology as an enabler. They come through the British Council are are using the technology but are not as thriving under these programmes. comfortable to live in it.”

“It appeals more to younger Tedjakumara also notes that people employees in companies, as who have a more visual and kinesthetic they’re often more comfortable learning style are more comfortable with technology,” he explains. with e-learning than those who learn “Organisations are also now finding that better aurally. it is also a better way for employees to Yet, it is also worth noting only 48% of collaborate with each other.” the Learning to Lead survey respondents Indeed, Carrie notes that where proclaimed that content itself was a traditional workshops set up one or two reason to use online programmes. standard situations for employees to E-learning does have its share of learn within, e-learning allows for an shortcomings, as each of the experts exchange of information through the HRM Asia spoke with shared.

ISCA’s Lim warns that e-learning cannot perfectly replicate some reallife situations.

“E-learning’s effectiveness is limited for developing cognitive skills. If the learning outcomes require psychomotor performance such as the ability to play the piano, then it has limited effectiveness as compared to face-toface training,” he adds.

Another drawback of virtual learning, according to Tedjakumara, is the lack of participant interaction.

“Unless you are using a synchronous e-learning system, the interactions among participants will be limited.

Learning from others is a big part of the process. The benefit of networking which

80%

CORPORATE TRAINING FEATURE

usually happens in traditional learning methods is also missing,” he says.

Culture shifts Tedjakumara says the value of e-learning as an employee training tool begins at the foundation.

“To have an effective e-learning programme, companies (especially in the Asian context), have to make sure that they have already shifted from a ‘training’ to a ‘learning’ culture,” he says.

He adds that companies have to shift from “passively receiving” to “actively seeking” new information. “(They must move) from only storing the information to thinking something beyond information; from applying the tools to implementing the concepts; and from a ‘must do’ to a ‘want to’ spirit,” says Tedjakumara.

Its usefulness also depends on the attitude of workers.

“Despite the concepts, techniques, and tips to develop and to execute, the underlying factor for a successful e-learning programme is the readiness of each participant. Strong motivation, ability to learn independently, and selfdiscipline are the most crucial factors of readiness,” he explains.

Lim says organisations should incorporate digital development programmes in line with formalised training plans. Companies often fail to design and provide relevant programmes, and this can result in low retention and engagement rates, he says.

Blended learning Lim says companies can boost the value of these initiatives by proposing relevant e-learning programmes for employees to take up, and then giving recognition when the courses are completed. This will encourage other employees to follow suit, he says.

ISCA has accordingly taken a holistic approach – combining digital learning with face-to-face sessions. Lim says the school provides a suite of bite-sized, e-learning products that complement its existing slate of face-to-face training programmes.

“To have an effective e-learning programme, companies (especially in the Asian context), have to make sure that they have already shifted from a ‘training’ to a ‘learning’ culture” Deddi Tedjakumara, Executive Director, Prasetiya Mulya Executive Learning Institute, Indonesia

ISCA currently offers such courses in business and accountancy ethics, and counts multinational corporations, statutory boards and non-profit organisations among its list of clients.

This mix of digital content with traditional elements is increasingly referred to as “blended learning”, a concept Prasetiya Mulya is also a proponent of.

“We believe in the effectiveness of blended learning and flipped classrooms,” says Tedjakumara.

The Indonesian professional training

E-learning hits and misses Advantages

• Greater convenience and flexibility • Greater knowledge retention • Opportunity for more enriching content

Risks

• Fewer networking opportunities • Interaction and group work difficult to integrate • Can be uneconomical for smaller groups

institute is at an infancy stage where e-learning is concerned, but it is nevertheless beginning to dip its toes in the water.

“Currently, we are developing a pilot project on e-learning,” he says. “For us, e-learning will be utilised for the ‘what’ part of the learning. The ‘why’ and ‘how’ parts will be still conducted in non e-learning classes.”

Lim says that organisations, ultimately, have to discern which trainings should go offline and which trainings should go online, as well as the target audience that the e-learning programmes are designed for.

Carrie agrees that “crossover learning”, as he terms it, is where the industry is headed.

“People have access to information everywhere, 24 hours a day. Traditionally, people label learning as ‘formal’ and ‘informal’ learning,” he says.

“Formal learning takes place in an educational setting usually, such as with a scheduled training session or coaching session. ‘Informal’ is reading stuff on your phone when you’re out and about. ‘Crossover learning’ is about connecting formal and informal learning experiences.”

ISSUE 16.7 SUPPLEMENT

HRMASIA.COM

11

PROFILE

PRASETIYA MULYA EXECUTIVE LEARNING INSTITUTE

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 their performance and sustainability.

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.

Prasetiya Mulya Executive Learning Institute has become the trusted partner for many government agencies and national and multinational companies in developing human capital to face the challenges of

Prasetiya Mulya Executive Learning Institute Prasetiya Mulya Cilandak Campus, Building 2, #2203 Jl. R.A Kartini (TB. Simatupang), Cilandak Barat, Jakarta 12430 - Indonesia Tel: +62 21 7511126 ext. 1009-1011 Email: information.eli@pmbs.ac.id Web: www.pmeli.ac.id

12 ISSUE 16.7 SUPPLEMENT

organisation and business.

The services are contextual and systematically designed to solve problems and fulfill needs with a thorough consideration of alignment with the stages of organisation and the strategic direction of each company.

Prasetiya Mulya Executive Learning Institute works in synergy with universities, corporate learning centres and human capital departments 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 initiatives,

HRMASIA.COM

business improvement projects, executive coaching, team building or other development programmes. The institute also provides public programmes, whether to inspire and enrich businesses across different perspectives or to acquire deeper business knowledge

and insight.

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

FEATURE

CORPORATE TRAINING

14 ISSUE 16.7 SUPPLEMENT

HRMASIA.COM

CORPORATE TRAINING FEATURE

HR HOT SPOTS W As HR takes on a more proactive role in the business, there is increasing demand for practitioners with strong influential and consultative skills. In this exclusive Q&A, Singapore’s top recruitment firms give an overview of the HR landscape, and highlight the skills HR professionals need to get ahead of the pack

By Sumathi V Selvaretnam

hat HR specialisations are currently in demand? Which sectors have the hot jobs at the moment?

Finian Toh Joon Meng, Associate Director – HR Practice, Kerry Consulting: Overall demand for HR professionals is expected to remain stable across most sectors for the rest of 2016. There’s a trend of companies setting up their regional hubs in Singapore and moving HR services such as payroll administration, global mobility, and training support to lowercost locations in Asia.

In today’s fast moving and rapidly changing HR world, candidates with strong change management, transformation, talent development and management skills are in high demand. These are largely newly-created roles as organisations focus on enhancing bench strength and having robust succession planning in place. Talent acquisition and management candidates are in demand as companies have realised that in-house talent acquisition is not just about recruiting, but about enhancing employer branding.

Additionally, HR generalists with specialist experience are in demand as they have demonstrated versatility and agility. Solid HR business partners with strong commercial skills will also continue to be in demand.

There is a growing trend towards temporary and contract roles within the

HR function as employers endeavour to manage headcount constraints.

Increasing numbers of candidates are becoming open to contracting opportunities whilst they look for permanent work, and some prefer the flexibility this offers. The HR function remains talent short and candidatedriven, yet candidates remain open to hearing about new opportunities that will enhance their careers and earnings.

What specific skillsets do companies look out for when hiring senior HR talent?

Lynne Roeder, Managing Director, Hays Singapore: We expect to see increased demand for senior HR professionals with strong influential and consultative skills across all sectors, due to the shift of HR as a support function to one that plays a more strategic role.

Companies also seek candidates with regional, particularly Southeast Asia experience, given Singapore’s position as a popular regional hub for companies looking to expand.

Audrey Neo, Senior Vice President, HR Division, Charterhouse Partnership: As companies evolve to keep up with the changing economy, the HR model has transformed from a tactical function to a proactive one. Hence, companies have gone beyond hiring for current needs and ISSUE 16.7 SUPPLEMENT

HRMASIA.COM 15

FEATURE

CORPORATE TRAINING

are now asking for HR candidates with commercial and communication prowess.

Are you able to go beyond day-to-day operations and be a staffing, rewards, learning or business partner? Essentially, an individual who is capable of putting themselves in front of the business and have a commercial, pragmatic discussion will be well sought after.

Bruno Marchand, Senior Manager – HR & Business Support divisions, Robert Walters Singapore: Those with the ability to handle change management and be hands-on are also highly sought after as a number of restructures and reorganisations have resulted in leaner HR operations.

What are some obstacles that HR professionals face when it comes to career advancement?

Roeder: HR specialists in areas such as compensation and benefits, learning and development, talent acquisition or HR information systems often find it more difficult to move into generalist roles.

It is always wise to gain some generalist experience while specialising to ensure better chances of career advancement, due to the inherent need for comprehensive understanding of the business.

HR talent looking to venture into HR business partnering roles may also find it challenging due to the skills gap between operational and strategic HR, of which business partner roles fall under the latter. To overcome this, professionals should seek organisations with existing HR business partnering models to gain the necessary experience and strategic skills.

Toh: Common obstacles include a poor understanding of the business itself.

In some instances, HR professionals are quite bogged down by the details in that they focus on. Their policies and programmes are sometimes uncommercial or irrelevant to the top or bottom lines of the business. Very often, they fail to ask business what it needs.

They can also lack strategic and critical thinking skills, and do not have a strong understanding of where the organisation is heading strategically and how HR can play a proactive role. They can be weak 16 ISSUE 16.7 SUPPLEMENT

HRMASIA.COM

TOP TIPS FOR HR To truly excel as a function, HR needs:

• Robust knowledge of business drivers and challenges, and to apply their expertise in managing and resolving challenges in a proactive manner.

• Strong stakeholder management skills, such as the ability to say “no” while maintaining a cordial relationship.

• To build trust and credibility with the business.

• To be prepared for curve balls in a changing environment. in financial literacy, such as the ability to comprehend a profit and loss statement, creation of budgets, and understanding of cost and profit centres.

Marchand: As Singapore is a mature market, there is a lack of new jobs creation at the moment, especially in senior level positions. If there are valued HR professionals who have advanced as much as they can, companies can consider moving them to other offices to gain more regional experience.

How important is it for HR professionals today to understand the wider business? Have you had candidates from non-HR backgrounds take on senior HR roles?

Roeder: It is increasingly important for HR professionals to take on a more strategic role in the wider business, as evidenced by the increasing demand for HR business partners who can work closely with stakeholders and line managers to implement corporate initiatives.

It is uncommon for professionals from a non-HR background to take on senior HR roles immediately, as a certain degree of knowledge and expertise in HR is required at the senior level. However, experienced HR professionals often find their cross-functional expertise useful in understanding the different priorities across functions, and pain points when implementing HR initiatives.

Toh: Besides having a robust business knowledge, they also need to have a global mindset which includes an

awareness of cultural differences. Based on my experience, there are a handful of candidates from non-HR backgrounds taking on senior HR roles. Their business knowledge has helped them to focus on priorities that have an immediate impact to the top or bottom lines of the business.

How are HR salaries trending?

Toh: HR salaries are generally trending steady in the market. The annual increment is ranging from 10% to 15% on average.

Roeder: Companies are willing to pay more for the right talent. However, salary movements have been relatively flat in general.

How can HR upgrade its skillsets?

What sort of training or education would be valuable?

Neo: There is a growing trend where candidates have obtained accreditation from the UK Chartered Institute of Personnel and Development as a form of professional certification.

However, this trend is still at an infancy stage and rarely do companies ask for any form of HR certification when considering a generalist profile. Multinational experiences and HR skillsets are still perceived as more relevant.

However, education or certification will be important for specialist roles, such as in the areas of compensation and benefits, and learning and development.

Roeder: As businesses move towards digitalised platforms, HR processes and strategies will need to change with the times. Keeping up to date with such trends is crucial and any training, conferences or education will be integral to expanding one’s HR skills.

HR needs to always align initiatives with the business strategy and should be able to show the return on investment by measuring their success along the way. As HR moves towards a more strategic role, management skills and business knowledge gained from further education such as a Masters of Business Administration, will be useful in advancing within the HR field.

GLIDES CONSULTING PARTNERS ADVERTORIAL

TAKE ACCOUNTABILITY GET RESULTS

R

KEY RESULTS

2016

2018

2019

2020

KEY

RESULTS

[NEXT 12 MONTHS]

From the top down, we’ll quickly mobilize your entire organisation around your top priorities – the top three Key Results you must achieve this year. We’ll equip people at every level with the knowledge and tools to apply the Steps To Accountability to close Accountability Gaps™ and take personal accountability to operate Above The Line® and achieve those Key Results.

2

2017

[3-5 YEARS]

[NOT DELIVERING = NOT AN OPTION]

You are already perfectly designed to be delivering the R1 results you are achieving today. But the R2 results you want to achieve usually require a change in the way people think and act – a shift in culture to produce those R2 results. We are the world’s foremost experts in guiding and accelerating the cultural transition or the cultural transformation you’ll need to get there.

You hold people accountable for one thing: the expectations you have of them – but not all expectations are equal. Key Expectations are defined as those things where you have decided that not delivering is not an option. We have proven tools and methodologies for helping every person at every level engage and create positive, principled accountability that ensures delivery of those Key Expectations.

The Partners In Leadership® Three Tracks To Creating Greater Accountability® from a comprehensive and proven approach to creating greater leadership and workplace accountability. The methodology refined and developed over two decades, help people at every level of organisation take greater personal accountability for overcoming the obstacles the face and ask “What else can I do?” to achieve Key Oranisation Results.

Contact us or join us for our free webinars to learn about leadership and workplace accountability. www.glidespartners.com/events/webinar

Glides Consulting Partners is partner of Door International and the Exclusive Authorised Representative for Singapore and Malaysia of Partners in Leadership®.

info@glidespartners.com www.glidespartners.com 140 Paya Lebar Road 02-11 AZ@Paya Lebar Singapore 409015 ISSUE 16.7

HRMASIA.COM

17

PROFILE

ROBERT WALTERS

Partner with Robert Walters for

the right talent solutions R

obert Walters Singapore is an award-winning business and one of the leading professional recruitment consultancies in the region. Our localised expertise gives us unique insights into specific industries and job markets while our Group’s truly global footprint enables us to meet the demands of candidates and clients whose needs extend beyond Singapore.

Companies and organisations rely on us to find high-quality professionals for a range of roles in various industries. Professionals who are looking for a new role, whether it’s on a permanent, interim or contract basis, trust us to find them their ideal jobs.

Permanent and Contract Toby Fowlston Managing Director, Robert Walters Southeast Asia Tel: +65 6228 0227 Email: toby.fowlston@robertwalters.com.sg Recruitment Process Outsourcing (RPO) Simon Bradberry Managing Director, Resource Solutions, Asia Tel: +65 6228 0299 Email: simon.bradberry@resourcesolutions.com

18 ISSUE 16.7 SUPPLEMENT

Over the last 30 years, the company has grown and so have our ambitions.

We now have over 50 offices in more than 20 countries (across Europe, Asia and in South Africa and the United States) and we employ over 2,900 people. It’s a powerful success story.

We haven’t grown by acquiring our rivals, we’ve grown organically by making sure we deliver on our promises. And that means more companies and professionals want to work with us. Quality and integrity are our watchwords. But we don’t look backwards - we are always innovating.

Here are some examples: • We were the first recruitment consultancy to launch a recruitment outsourcing business.

• We were the first to launch a Global Salary Survey – a comprehensive 400page guide to salary and contract rates around the world.

• We were the first to launch a salary checker app for iPhone.

• We were the first to launch the Balik Kampung initiative to attract Singaporeans currently living and working abroad to come home.

HRMASIA.COM

Resource Solutions – Specialists in Recruitment Process Outsourcing (RPO) Part of the Robert Walters Group, Resource Solutions is the fastest growing RPO provider in Asia.

We create bespoke and tailor made recruitment, candidate management and technology solutions for our clients.

With our head office in Singapore, we provide teams of specialist recruiters to work on-site alongside our clients’ HR function throughout the

APAC region to deliver tailored recruitment solutions.

Our proprietary technology talentsource is an industry-leading recruitment support system that provides end-to-end and real-time candidate relationship management, talent tracking and contractor process management.

This system enables our clients to have the visibility and control across the entire recruitment cycle.

Speak to us today for your recruitment needs

Toby Fowlston

Managing Director, Southeast Asia

Simon Bradberry

Managing Director, Resource Solutions, Asia

PROFILE

ADECCO

Trends in contract and outsourcing models W

orkforce planning is necessary as it analyses the organisation’s needs in terms of size, skills and quality of workforce. Priorities are always realigned with the needs of the organisation.

There is an increasing trend towards more projectbased work as organisations adopt a flexible ‘plug-andplay’ approach to match employees to job positions.

Companies are looking to offer more project-based jobs as they are facing three main challenges: • Finding the right talent with the right experience • Headcount freezes • Budget constraints That said, contract roles are being perceived more favourably by local candidates today. There are more companies which are offering good contract packages and benefits.

Adecco surveyed companies across industries on the types of benefits commonly offered to contract employees and found these include annual leave,

marriage leave, medical leave, compassionate leave, hospitalisation and surgical insurance, personal and accident insurance, and term-life insurance. Some companies offer medical benefits which are also extended to children and an unemployed spouse.

A few companies are also looking into incorporating other, more creative benefits to contract employees.

Companies seeking to fill positions with talent of the right experience could look at offering flexible workplace and smartworking arrangements.

Based on another Adecco study on Work Trends*.

“Smartworking’ is a concept that not many survey respondents may have been aware of. For those who know something about

smartworking, most of them define it as flexibility of working time and flexibility of workplace, with a large gap between those that define it as flexibility within work methods (focus on deliverables) and work tools (bring your own device policies).

This confusion was highlighted in another Adecco study on work trends. It was conducted in 26 countries globally, making it the most comprehensive global study on the future of search and select recruitment strategies as well as on the workplace environment.

Over 31,000 job seekers and more than 4,100 recruiters responded to the survey developed in partnership with the Università Cattolica in Milan, Italy.

By offering smartworking options, employers are able to tap on additional talent pools which may sometimes require flexible work arrangements.

For example, Adecco works with athletes and encourages corporates to hire athletes who are seeking different work opportunities.

Departments likely to benefit from smartworking are marketing, Sales, IT, HR, communications and public relations. Those believed to be the least suitable are production and logistics. Smartworking is particularly suitable for qualified workers who may need to commute a longer distance from home to the workplace, disabled workers and workers with childcare responsibilities.

WHAT ARE THE MAIN REASONS FOR SMARTWORKING? It is interesting to see that people choose to work from home mainly for organisational reasons while they choose coworking and working on the move mainly for professional reasons.

Reasons for smartworking: Reduce commute time and costs, work-life balance, independent organisation of work time.

Adecco Personnel 1 Scotts Road, #18-08 Shaw Centre Singapore 228208 Tel: 6835 3400 Email: hello@adecco.com

Reasons for coworking: Higher accountability since results are more important than time spent in the office, sharing knowledge with non-colleagues, more creative and innovative approaches, increases in productivity.

Only 17% of job seekers refuse these options of flexibility: the main reasons they use to justify this resistance are the lack of an opportunity to interact with colleagues, difficulty in managing work-life balance and the risk of more distractions.

Adecco 2015 Work Trends Study Adecco Profile for HRM July.indd 1

20 ISSUE 16.7 SUPPLEMENT

HRMASIA.COM

14/6/2016 3:54:41 PM

World #1 Full Service HR Solutions

HQ in Switzerland

Since 1985 in Singapore

60 countries and territories worldwide with 5,100 branches

More than 32,000 colleagues and 700,000 associates worldwide

Staffing Leverage on contingent workforce

Recruitment Specialisations Experts talk to experts

Improve control and accountability

Staffing Services

Permanent Recruitment

Outsourcing Solutions Business Process Outsourcing (BPO) Administration Customer Service HR Services

Accountancy & Finance Administration Banking Engineering Human Resource Information Technology Property & Construction Sales & Marketing Supply Chain, Procurement & Logistics

Contract Payroll Temp Master Vendor Preferred Supplier On-site

Technology Vendor Management System (VMS) Cost Savings

Operational Efficiency

Compliance

Visibility

Field Sales & Marketing Audits Merchandising Promotions Salesforce

Consulting Expert guidance in HR

Outsourced recruitment solutions Permanent & contingent workforce management

RPO/MSP

HR Consulting

Workforce Management

Outplacement / Career Transition Change Management Employee Engagement Leadership Development

Managed Service Programmes (MSP) Recruitment Process Outsourcing (RPO)

adecco.com.sg @AdeccoSingapore

UEN: 198500164K

EA Licence Number: 91C2918