HRM Magazine Asia Q1 2024

HEAD OF CONTENT DEVELOPMENT

Shawn Liew

JOURNALIST

Josephine Tan

Champa Ha

SALES DIRECTOR

Sharon Yang

SENIOR ACCOUNT MANAGER

Edwin Lim

ASSOCIATE DIRECTOR MARKETING

Abel Chong

MANAGING DIRECTOR AND PUBLISHER

Catherine Wong

GRAPHIC DESIGNER

Adrian Taylor

adrian.taylor@mac.com

Dear HRM Magazine Asia readers,

Every once in a while, a generational shift comes along that indelibly changes the way the world lives or work.

Looking back at the impact it has had on how organisations work, it is hard to argue against generative AI being the generational new technology of 2023. Besides continuing to harness the full potential of generative AI in 2024, the onus is also on leaders to consider the real impact new technologies will have on their workforces.

Or, as Steve Boese, President & Co-Founder of H3 HR Advisors, told HRM Magazine Asia, “The challenge for organisations and HR leaders in 2024, will be to harness and direct these new technologies and capabilities in the most effective and impactful ways to help them and their stakeholders – customers and employees specifically – to succeed in 2024.”

Welcome to the new era of employee focus and empowerment.

In this issue, we spoke exclusively to Boese about the new revolution in the technology-human convergence. Specifically, while organisations may be excited about the possibilities that HR technology can offer in 2024, he urged them to place a renewed focus on the employee as individuals.

For example, how can organisations make technology work for them by developing and creating employee experiences that can help employees grow both professionally and personally?

CONTACT US:

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HRM Asia Pte Ltd 109 North Bridge Road, #05-21

Singapore, 179097

Email: info@hrmasia.com.sg

©HRM Asia Pte Ltd, 2023. All rights reserved. Republication permitted only with the approval of the Publisher.

And if you still have more burning questions on how you can help your organisation transform top workplace trends into impactful and actionable HR strategies, why not join Boese at HR Tech Festival Asia 2024, which is taking place from April 24-25 at the Marina Bay Sands Expo & Convention Centre in Singapore?

With the theme of Designing the Future: How HR Can Be Architects of Change, the 2024 edition of Asia’s largest HR tech and workforce management event will bring together leading HR thought leaders, analysts, and influencers like Boese to address the most pressing workplace challenges faced by organisations in Asia.

Offering five exciting content theatres and featuring some of the leading HR tech solutions and service providers in the world, HR Tech Festival Asia 2024 will provide the platform for Asia’s HR community to come together to exchange ideas and discuss how HR can continue to drive organisational transformation and change management.

As trend-setting HR leaders in your organisation, are you ready to be the architects for positive change in 2024? If so, we look forward to seeing you in Singapore next month and the HRM Asia team wishes you a very fruitful and successful HR Tech Festival Asia 2024!

SHAWN LIEW, Head of Content Development, HRM Asia

Read something you like? Or something you don’t? Perhaps there’s some insight we haven’t considered? Have your say on HRM Asia’s news, features, and contributions by emailing: info@hrmasia.com.sg

Shawn Liew Head of Content Development shawn.liew@hrmasia.com.sg

Champa Ha Journalist champa@hrmasia.com.sg.

Josephine Tan Journalist josephine@hrmasia.com.sg.

www.hrtechfestivalasia.com

ON THE COVER

HR TECH FESTIVAL ASIA 2024: DESIGNING THE FUTURE: HOW HR CAN BE ARCHITECTS OF CHANGE

HR Tech Festival Asia 2024, which is taking place from April 24-25, will bring together leading HR thought leaders, practitioners, and influencers to address the most pressing workplace challenges faced by organisations in Asia. In this issue, the digital Show Guide lays out everything you need to know about HR Tech Festival Asia 2024 and how you can create a fruitful event experience.

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66 CITADINES SCIENCE PARK SINGAPORE: A LUSH OASIS TEEMING WITH SCIENCE, HOSPITALITY, AND LIFESTYLE

Ascott’s newest property supports multiple lifestyles for the busy working traveller or first-time tourist.

68 MITIGATING BUSINESS RISKS WITH A SELFESTEEM-BASED LEADERSHIP CULTURE

Organisations should create an environment where people want to engage and be fully present, highlights Martin Laschkolnig, Founder and Director, Institute for the Development of Potential.

08

08 AI ARISES: A NEW ERA OF EMPLOYEE FOCUS AND EMPOWERMENT

Steve Boese, President & Co-Founder, H3 HR Advisors, examines the new revolution in the technology-human convergence which is creating a new era of employee focus and empowerment.

10 FIVE WAYS AI SUPERCHARGES INTERVIEW SCHEDULING

Paradox highlights how conversational AI can help leading organisations turn their interview scheduling into a competitive advantage.

12

BALANCING EMPLOYER AND EMPLOYEE NEEDS IN THE EVER-CHANGING WORKPLACE

Rob Squires, VP and Head of Sales for Asia and Japan, Dayforce, shares key findings from Dayforce’s 14th annual Pulse of Talent report.

14

WHAT DOES IT TAKE TO SUCCEED AND THRIVE IN A VUCA WORLD?

Embracing change and finding meaning in it is vital for leaders and organisations aiming to thrive in a VUCA world, writes Diana Wu David, Work Futurist and CEO, Future Proof Lab.

16 HAVE YOU DIGITALLY TWINNED YOUR EMPLOYEES YET? OR YOURSELF?

Dr CJ Meadows, Director, i2e – The Innovation & Entrepreneurship Centre – S P Jain School of Global Management, explains why digital twins can enhance employee experience and work.

64 MAKING WORK LIFE BETTER: THE NEXT STEP ON THE DAYFORCE JOURNEY

The unifying of the Dayforce brand is amplifying the brand promise to make work life better for people everywhere, says Brian Donn, Managing Director for Asia Pacific and Japan, Dayforce.

70 BUSINESS AGILITY: THE GOLDEN KEY TO A FUTURE-PROOF WORKFORCE

Business agility can unlock the potential for a workforce capable of addressing any challenge, suggests Kris Wadia, Founder & CEO of Humanized Leadership.

71 SHAPING A MORE INCLUSIVE WORKPLACE WITH PAYROLL AND FLEXIBILITY

Gender pay equality is about equality in compensation for all genders, says Yvonne Teo, Vice President of HR, APAC, ADP.

72 NAVIGATING THE WORKFORCE AND SKILLS TRANSFORMATION IN THE AGE OF AI

Anish Lalchandani, author and Global HR Leader, elaborates on why implementing AI and technology is more about managing human emotions than technical deployment.

68

AUSTRALIA

AUSTRALIA’S REMOTE WORK BOOSTS DIVERSITY AND INCLUSION

A STUDY BY THE COMMITTEE for Economic Development of Australia (CEDA) revealed an increase in workforce participation among traditionally marginalised groups due to the pandemic-driven shift to remote work and a strong job market. Based on data from the 2022 HILDA Survey, the analysis highlighted an 8.5% rise in women with young children engaging in remote-compatible jobs from 2019 to 2022. Similarly, individuals with disabilities or health conditions saw a nearly 6% increase in remote work participation.

Cassandra Winzar, Chief Economist at the CEDA, described this as beneficial for employees, employers, and the economy, suggesting strategies to sustain these gains, including refining remote and inoffice work environments. She also emphasised the need for ongoing experimentation and adaptation to suit evolving employee preferences.

MALAYSIA

MALAYSIA INTRODUCES WORKPLACE MENTAL FIRST AID PROGRAMME

THE MINISTRY OF HUMAN RESOURCES of Malaysia launched the Occupational Mental First Aid programme to address mental health challenges in the workplace. Minister of Human Resources Steven Sim stressed the need to combat stigma and raise awareness about mental health issues.

With projections suggesting mental illnesses will surpass physical ailments in determining fitness for work, the initiative aims to train 10,000 psychological first-aiders with a budget of RM12 million (US$2.5 million). The programme focuses on early detection of psychological stress and providing support, benefitting employers by improving productivity and reducing absenteeism.

SINGAPORE

SINGAPORE BOOSTS SKILLS AND WAGES

SINGAPORE’S BUDGET 2024 unveiled major investments in upskilling and income support. To bolster workforce resilience, a new SkillsFuture Level-Up Programme offers a S$4,000 (US$2,975) credit top-up for mid-career employees (40+) for specific training like diplomas and courses in growth sectors. Additionally, subsidies and income allowances aim to make full-time training more accessible.

Recognising income inequality, the Workfare Income Supplement scheme expands to cover lower-wage earners and increases payouts. To encourage local employment and higher wages, the government incentivises organisations to hire locals and raise salaries through co-funding schemes and adjusted minimum wage requirements. These measures aim to prepare Singapore’s workforce for the future while addressing economic disparities.

SOUTH KOREA

GENERATIONAL FRICTION ESCALATES IN SOUTH KOREA’S JOB MARKET

TENSIONS BETWEEN DIFFERENT AGE GROUPS in workplaces in South Korea are on the rise, as per a survey by the National Labour Relations Commission. Out of 3,105 respondents, 43.3% expressed concerns about conflicts with MZ Generation (Millennials and Gen Z) employees, surpassing worries about dismissal, disciplinary actions, sexual harassment, and discrimination.

The survey also highlighted broader organisational trends where clashes over duty hours, work methods, and corporate culture are prevalent. These conflicts arise from differing values and expectations between older and younger employees, with loyalty and experience valued by the former and autonomy and purpose prioritised by the latter.

CAMBODIA

CAMBODIA GEARS UP FOR EMPLOYMENT GROWTH

CAMBODIA ANTICIPATES A SURGE in employment, with projections suggesting up to 10.2 million employees by 2026, based on a labour growth rate of 2.5% annually, according to the Ministry of Labour and Vocational Training. Economic expansion, estimated at 6.6% in 2024, is poised to create over 220,000 jobs, marking a 2.3% increase from the previous year.

The subsequent two years are expected to yield approximately 235,000 jobs annually, driven by sectors like hospitality, construction, industry, retail, transportation, telecommunications, and manufacturing. Demand will soar for skilled roles, emphasising proficiency in English and Chinese, technical expertise, and customer service.

NEW ZEALAND

MAJORITY OF EMPLOYEES IN NEW ZEALAND PREFER REMOTE WORK

OVER HALF OF EMPLOYEES in New Zealand advocate for remote work, according to a study exploring the Internet habits and preferences of the country’s populace. Released by InternetNZ, the New Zealand’s Internet Insights 2023 report found that 52% of eligible employees aspire to increase their telecommuting frequency. Currently, 61% hold positions conducive to remote work, with a majority keen on expanding their work-from-home days. However, challenges such as employer mandates for on-site presence and perceptions of remote work persist.

Vivian Maidaborn, CEO of InternetNZ, pointed out the pandemic’s role in reshaping work dynamics and emphasised the need to leverage the Internet’s potential effectively. Additionally, the study highlighted concerns about AI among employees, with 85% understanding its implications, yet less than half expressing apprehension about its increased implementation in the workplace.

MORE US EMPLOYERS INVESTING IN MENTAL HEALTH RESOURCES FOR EMPLOYEES

OVER 91% OF EMPLOYERS IN THE US are expected to invest more in employee mental health than they did in 2023, according to a survey by the employee wellness platform Wellable. This number is nearly doubled from the figure given in 2019, when only 55% of employers surveyed then expected to spend more money on mental health than the year before.

The continued need for mental health support is fuelled by the lingering effects of post-pandemic adjustments, current geopolitical events, and shifts in work environments.

GERMANY GERMAN FIRMS TRIAL FOUR-DAY WORKWEEK TO RAISE PRODUCTIVITY AND HEALTH

GERMANY IS CURRENTLY PILOTING a six-month programme that will give hundreds of employees a day off per week while keeping them on full pay to test a hypothesis that it will increase the health and happiness of staff while also raising productivity. 45 organisations within the country are taking part in this project.

This project is showcasing a broader shift in the German labour market, where a skilled employee shortage is pushing firms to fill their ranks. With the combination of higher inflation, employees in the country have leverage to negotiate for wage increases while also preserving the flexibility of work that was experienced during the pandemic.

IRELAND EMPLOYERS IN IRELAND PRIMED TO OFFER MENOPAUSE BENEFITS

EMPLOYERS IN IRELAND RISK getting sued for discrimination if their workplace policies fail to accommodate menopause, said leading treatment provider The Menopause Hub. As new guidelines in the UK have now classified severe menopausal symptoms as a disability if they have a “long-term and substantial impact” on an employee’s performance, the organisation is expecting similar guidelines might be introduced in Ireland this year.

The firm has recommended that employers start thinking about how they accommodate employees with menopause in the workplace, with simple adjustments such as training for HR staff and greater flexibility for employees going through menopause.

UK

NEURODIVERGENT EMPLOYEES IN THE UK HARASSED AT WORK

NEURODIVERGENT EMPLOYEES IN THE UK have reported experiencing harassment or discrimination at work because of their neurodivergence, according to new research from the CIPD and corporate neuroinclusion training specialists Uptimize.

The new report, Neuroinclusion At Work, showed that only half the neurodivergent employees interviewed felt that their organisation (52%) or team (54%) were able to provide an open and supportive workplace culture to share their neurodiversity, with three out of 10 (31%) respondents admitting that they have not disclosed their neurodivergence to their HR or their direct manager.

UK

MORE VULNERABLE EMPLOYEES FALL INTO VOLATILE WORK CATEGORY IN THE UK

MORE THAN HALF A MILLION EMPLOYEES moved into the category of severely insecure work in the UK in 2023, which means they face low pay, unpredictable hours and are vulnerable to volatile job issues such as a lack of employee rights and protections.

This was unveiled by new data from the Work Foundation at Lancaster University, which shared that the number of employees who have hit this category has now reached 6.8 million, or 21.4% of the active labour market.

CANADA

CANADA ENCOURAGES EMPLOYMENT OF DISABLED PEOPLE

RANDY BOISSONNAULT, CANADA’S MINISTER OF EMPLOYMENT, Workforce Development and Official Languages has announced the Inclusive Workplaces advertising campaign to raise awareness amongst employers to tap into a new labour source: disabled employees.

The campaign is set to reach out to small and medium-sized businesses with help through advertising on social media, the web, podcasts, and radio. This includes a repository of information, tools, and resources about how to hire disabled people and how to create inclusive workplaces such an accessibility fund, a work placement programme, and an apprenticeship group.

AI ARISES: A NEW ERA OF EMPLOYEE FOCUS AND EMPOWERMENT

BY SHAWN LIEW

Driven by key global elections, continuing geopolitical tensions, and lingering economic uncertainty, a perfect storm is potentially brewing to create a set of unique challenges for organisations in 2024.

Yet, for forward-looking organisations looking to adapt and innovate to meet the demands of customers in typically fast-moving markets, some challenges remain constant, including the need to find, attract, engage, and train the right people, said Steve Boese, President & Co-Founder, H3 HR Advisors.

What will make a difference in 2024, he suggested, is the emergence of a new and powerful set of technologies. “Generative AI has created both new challenges and opportunities for organisations in the pursuit of meeting their talent and customer challenges,” Boese told HRM Magazine Asia. “In 2023, Generative AI emerged as a new and exciting tool that to some people, has almost unlimited potential in domains as diverse as sales and marketing, software engineering, and certainly in HR.”

Describing generative AI as a generational new technology that has the potential to be both important and disruptive for organisations, he added, “The challenge for organisations and HR

leaders in 2024, will be to harness and direct these new technologies and capabilities in the most effective and impactful ways to help them and their stakeholders – customers and employees specifically – to succeed in 2024.”

Where the latter is concerned, the onus is on organisational leaders to consider the real impact new technologies might have on their workforces.

Boese cautioned organisations against focusing on “efficiency” in 2024, which often translates into cost reduction via reducing employee headcount. Strategies not executed properly put organisations at risk of adversely impacting the safety and security of their teams.

He elaborated, “Particularly, in a time of extremely high corporate profits and share prices in many parts of the world, organisations that are pursuing employee reductions can run the risk of long-term damage to their reputation as employers.”

“A better path forward for these organisations may be to find ways to take advantage of Generative and other forms of AI to help employees adapt, learn new skills, and develop new products and service capabilities to meet the needs of customers, while also providing them more of a career path and security in their own capabilities.”

“The challenge for organisations and HR leaders in 2024, will be to harness and direct these new technologies and capabilities in the most effective and impactful ways to help them and their stakeholders – customers and employees specifically – to succeed in 2024.”

STEVE BOESE

2024 a year of consolidation for AI?

For better or worse, 2023 became a huge buzzword for many organisations in 2023. With many major HR technology partners releasing new Generative AI capabilities into their existing platforms, coupled with new HR technology startups entering the market with a focus on Generative AI for HR solutions, Boese expects Generative AI to continue dominating the HR technology market in 2024.

The focus this year, he said, would be on how HR organisations, supported by HR tech partners, can find ways to use the technology in the most effective and impactful ways.

Boese reviewed, “In 2023, I saw many Generative AI for HR solutions that provided support for simple, but important HR processes and activities like creating the text for a job description, summarising an employee engagement survey’s result into a shorter narrative, and answering employee questions about policies and procedures.”

“What I think we will see in 2024 is more widespread adoption of these kinds of solutions, even by smaller and mid-size organisations, as the technology becomes more generally available from HR technology providers.”

This consolidation will then herald what Boese sees as the beginning of the next phrase of Generative AI in HR becoming become prevalent, where the technology is deployed to develop customised career and development plans, to build strategic workforce planning functions, and to improve employee benefits and wellbeing.

“I don’t see any reason yet why 2023’s ‘top story’ in HR technology won’t also be the same in 2024,” he predicted.

Technology is great, but focus on people in 2024

As a full-service Human Capital Management consulting, research, and advisory firm, Boese and his team of analysts at H3 HR Advisors are constantly analysing the latest trends in the HCM space. While many organisations may be excited about the possibilities that HR technology may bring in 2024, a renewed focus on the employee as an individual should also be a priority for organisations.

Boese said, “After the pandemic era, where all organisations were impacted and disrupted, and many employees took that time to think more about the role of work in their lives, and their overall work and life balance, we are now arguably entering an era of more

employee focus and empowerment.”

“In many areas of the world, a combination of strong economic conditions, changing labour force demographics, and new skills requirements are making the competition for talent highly acute and challenging. For organisations in these markets, an important differentiator will be their ability to create employee experiences that are personal and designed for that individual employee and their goals, skills, personal life stage, etc. New technologies like AI also make developing and deploying these kinds of experiences, for example, a customised and individual career development plan, possible at scale.”

For a richly diverse region like Asia, which presents different sets of conditions and cultures across countries, organisations and HR leaders are particularly challenges to deliver personalised employee experiences and high-value employer propositions.

As a start, Boese encouraged HR leaders to listen and act upon local and regional issues and feedback from employees and local leaders. Then, gain a good understanding of how new technologies can help provide overall consistency and structure to HR processes, while enabling the kind of localisation and personalisation needed to make every employee feel included and supported.

Acknowledging the size of the task, Boese said, “It will be an ongoing challenge for multinational organisations that will always be seeking that balance between what seems easy – central control and singular policies, procedures, and tools; and what looks on the surface to be extremely complex and challenging – local control, individualised employee experiences, and even sometimes countryspecific technologies.”

The new revolution in the technology-human convergence

As organisations continue to devise winning strategies for 2024, the role HR leaders must play has become more important and challenging in equal measure.

A critical success factor for HR and for the organisation, said Boese, will be how effective they are at taking advantage of new technologies and their capabilities, while considering the needs, goals, hopes, and expectations of their employees.

He continued, “While it is expected that AI technology will have a significant and possibly disruptive impact on the workplace, it is also anticipated that the technology will not outright replace all that many employees.

“Rather, employees and organisations will be challenged to find ways to blend and merge the technology and its strengths with the employee’s capabilities and human strengths. As these technologies become more widely available and adapted, managing the dynamics between technology and people will be an ongoing and important area for HR leadership in the future.”

MEET STEVE BOESE

Join Steve Boese at the Work Reimagined content theatre on April 24 at 2.15pm, where he will provide insights into how organisations can transform the top workplace trends into impactful and actionable HR strategies. The Work Reimagined content theatre is part of HR Tech Festival Asia 2024, which is taking place from April 24-25 at the Marina Bay Sands Expo & Convention Centre in Singapore.

Five ways AI supercharges interview scheduling

Interview scheduling can be an arduous and time-consuming process for many organisations.

However, AI or more specifically conversational AI, can help leading oreganisations turn their interview scheduling into a competitive advantage.

Here’s how:

1. AI increases conversion and helps you schedule interviews first, fastest Candidates want to convert. The reason they are applying to jobs in the first place is to get a job. They want a job so badly, in fact, that they are often applying to multiple jobs simultaneously.

For instance, high-volume candidates are notorious for applying to dozens of jobs at once — and they are going to choose whoever responds and moves through the process fastest. Therefore, the ideal interview scheduling process is one that is fast and accurate.

It is one that can immediately interact with candidates when they are interested in applying, and gets them scheduled for an interview as soon as possible. Paradox’s Conversational Scheduling software does just that.

Unlike even the most dedicated humans, conversational AI is always on — meaning that it can screen interested candidates for qualifications 24/7. When a candidate is deemed qualified, an AI assistant can immediately send open times to schedule an interview. The best part? It is all done via text, right on candidates’ phones.

McDonald’s franchises have been able to reduce time to hire by 60% by letting their AI assistant, Olivia, handle interview scheduling. All while boasting a nearly unanimous candidate approval rating for the process and returning five hours to restaurant managers each week.

2. AI gives time back to recruiters by syncing directly with their calendars We understand the sanctity of your calendar and how the prospects of AI

scheduling you to conduct back-to-back interviews can be overwhelming.

Which is why our conversational AI software does not just integrate with your calendar — it integrates with your schedule. With Conversational Scheduling, you can adjust which times you are available for interviews, and more importantly, which times you are not. When your AI assistant sends interview times to candidates, it only pulls the predetermined availability set by you.

In organisations that hire high quantities of frontline positions, team members often have booked calendars for weeks on end. To mitigate the risk of losing a candidate to a full schedule, AI assistants can be configured to centralise all incoming interview information. This means that other users in the organisation are notified and can take on the new candidates.

3. AI eliminates frustration and timestealers by handling all interview types, even the most complex ones

The idea that all interviews are just two people talking face-to-face is simply not true. Many organisations have multi-stage interview processes: panel interviews where there are multiple interviewers at once; multi-day interviews that span the course of a week; round robin interviews that have different interviewers speak to a candidate back-to-back.

Our Conversational Scheduling software allows you to schedule the exact time of interview you need, and when. And it can manage this across as many calendars as you would like.

With Conversational Scheduling, you can delineate your specific interview scheduling process, and your AI assistant can still schedule with ease. And no matter the type of interview, it is still a simplified experience for the candidate. They are still receiving all the information on their phone. Should they have questions, the AI assistant can immediately clarify and answer them. Meanwhile, recruiters can set load management settings to manage their team’s workloads and prevent burnout.

4. AI reduces drop-off and ghosting by automating rescheduling and candidate comms

It is vital to schedule candidate interviews promptly, but equally important is the pre-interview period. Neglecting candidates during this phase can result in drop-offs and wasted time. Sobeys, a Canadian grocer with 1,500+ stores, tackled candidate ghosting by deploying Sam, a conversational AI assistant. Sam automates interview reminders and offers new time slots if rescheduling is necessary, leading to an 80% decrease in interview noshow rates for Sobeys.

Too often, rescheduling interviews drains hours of time from recruiters and hiring managers, playing phone tag and email pong in desperate hopes that this time — things work out.

With Conversational Scheduling, you do not have to spend your days glued to your calendar app. AI assistants can do all that work automatically — and you can spend less time worrying about life’s inevitable tendency to get in the way of interviews.

5. AI strengthens teamwide communication by helping Executive Assistants manage leadership schedules For some people, conducting job interviews is their life. For others, conducting job interviews is an item on a very long list of things they need to do in a day.

We have made sure that AI assistants can communicate with executive assistants or other team members to help manage leaders’ calendars, interview time slots, and other communications.

With Conversational Scheduling, you can maintain a better, consistent relationship with your candidates preinterview, and you can do it without lifting a finger. So let AI handle your interview scheduling processes — and you focus on the magical moments that happen during the interviews.

To find out how Singtel is evolving their hiring process with the use of AI, join John Secrest, President & Chief Product Officer, Paradox; and Delia-Ann Ho, Senior Director, Strategic Talent Acquisition, Group People & Sustainability, Singtel at HR Tech Festival Asia 2024 on April 25 at 11am, at the CHRO Symposium.

Balancing employer and employee needs in the ever-changing workplace

As we have come through the pandemic, many employees are telling us that their employer’s priorities are tipping too far out of balance, focusing too much on business needs without due consideration to employee needs.

The findings from Dayforce’s 14th annual Pulse of Talent report, which surveyed 8,751 employees at companies with at least 100 employees from around the world, showed that perceived imbalance has the potential to upend organisational performance. However, there are steps companies can take to bring what they need more in line with what their employees want.

One thing is obvious: change is rampant in today’s organisations, especially in Singapore. Among employees in the country, 92% say their company made organisational changes in the last year, compared to 81% globally, and that change is causing stress. For example, 77% of Singapore employees say more aggressive performance goals increased their stress, while 62% say a reduction in force or layoffs did.

This is leading to massive levels of burnout in Singapore. A full 92% of Singapore employees say they have experienced burnout in the past year, compared to 81% of workers globally, and it is causing them to look for a change. Despite uncertainty in many job markets given the economy, 68% of Singapore workers are a flight risk who are either looking for a new job or would be open to a new role if the right opportunity came along.

Lessening disparities

Change is part of the workplace experience, especially during times of economic uncertainty. But there are steps companies can take to mitigate negative impacts experienced by employees and help them to change to meet differing needs. Such transformation is beneficial to both worker and employer.

“In any workplace, employees do better when they know what is changing, why it is changing, and how it impacts them.”

Dayforce’s research points to numerous things that can help:

• Boost empathy. Half of Singapore employees said it would increase their job satisfaction if leaders showed more empathy and 41% said it would improve their mental health and burnout levels.

• Improve communication. Only 42% of employees globally said their employer is good or excellent at communicating change. In any workplace, employees do better when they know what is changing, why it is changing, and how it impacts them.

• Take actions to boost productivity. Having a better work life balance was cited by 45% of Singapore employees as key to boosting their productivity, followed by skills development (31%) and more flexibility in when they work (30%).

• Deploy artificial intelligence. Workers in Singapore are enthusiastic about the potential to use AI as a productivity booster. Almost seven in 10 Singapore employees (69%) said AI would improve their productivity at work, compared to just 50% of workers globally. Singapore employees also stand out in terms of appreciating AI to help them improve their work lives. Nine in 10 (91%) say they would like AI to recommend internal career changes and skills development opportunities. That compares to 80% of workers globally and just 73% in the U.S.

• Upgrade technology. This helped 83% of Singapore employees improve their productivity in the past year. That was the highest percentage of any region surveyed

and it was much higher than the 69% of employees globally who said the same.

Leveraging technology to reduce stress Tools and initiatives are readily available to help both sides of this equation meet the challenges of an ever-changing workplace and the needs of companies and employees who are both striving to compete.

Learning and development, for instance, will always be key to employee productivity, job satisfaction, and loyalty. Dayforce recently acquired eloomi, a leading learning experience platform software provider. The acquisition will equip Dayforce customers with enhanced L&D experiences, content created with help from AI, and enhanced learning capabilities, that will help organisations improve employee engagement.

Dayforce is also implementing new features to elevate the user experience. Hyper-personalised features embed the AI-fueled Dayforce Co-Pilot to enhance AIpowered intelligence across the Dayforce environment. Meanwhile, Dayforce Career Explorer is an AI-powered solution that empowers employees to better manage their careers with access to data-driven career pathing, L&D opportunities, and notification of open jobs that match their interests and skills.

The 14th annual Pulse of Talent makes it clear: organisations need to carefully balance the needs of their business with their employees’ wants. Taking steps to alleviate burnout, engage and retain employees, and help them reach their full potential is critical to every company’s ability to meet changing needs.

About the Author

Rob Squires is VP and Head of Sales for Asia and Japan at Dayforce.

What does it take to succeed and thrive in a VUCA world?

To succeed and thrive in a volatile, uncertain, complex, and ambiguous (VUCA) landscape, organisations must embrace agile mindsets and practices. Adopting an agile approach through these key areas can make a significant difference: anticipating macro drivers, spotting world trends, and reimagining work.

Anticipating macro drivers

In a VUCA world, staying ahead requires the ability to anticipate and respond nimbly to macro drivers that impact society, customers, employees, and businesses. Some of the big trends include slowing growth, demographics shifts, an uncertain geopolitical situation with half the world voting in 2024, and emerging technology disrupting business models and the way we work.

To make informed decisions that connect anticipated macro drivers to your business, connect drivers to your own internal KPIs and predictive analytics. Initial insights on macro drivers can come from an aggregation of external data including industry forecasts, future skills forecasts, insights, and financial data. Does your workforce planning consider trends like the rise of sensor data in predictive maintenance? How does your predictive algorithm for resource planning respond to scenarios of climate change? There will be an increase in the need to connect and monitor macro drivers with internal data feedback.

While this used to be initiated by top management and strategically cascaded to the rest of the organisation, increasingly organisations are also using a bottom’s up approach to monitor risks and opportunities. In the same way that snow melts from the edge, change can be seen first at the edges of your organisation.

Spotting and taking advantage of world trends

In a rapidly evolving global landscape, organisations that can spot and take advantage of world trends are more likely to outwit and outperform their competitors. Agile leaders are adept at identifying emerging market opportunities and shifting around customer preferences on a global basis. They understand the importance of adaptability and are willing to pivot to capitalise on new trends and adapt to market realities, be it short term supply chain disruption or the longerterm clustering of talent around specific locations.

At Future Proof Lab, we emphasise the importance of keeping a pulse on emerging market opportunities, disruptive technologies, and shifting customer preferences. As leaders, ask yourselfare you equipping your people with the tools to identify trends and pivot swiftly to capitalise on them? Do we have in place processes that encourage leaders to challenge assumptions, explore new perspectives, and foster a culture of innovation and adaptability?

An agile mindset encourages leaders to continuously scan the horizon for emerging trends, disruptive technologies, and changing customer needs. Focusing on processes by which they can innovate to test the waters allows companies to scan, pilot, evaluate and scale. By fostering a culture of curiosity and learning, organisations can proactively adapt their strategies, products, and services to stay relevant.

Reimagining Work: Finding meaning in change management and corporate innovation

In a VUCA world, change is the new constant. Embracing change and finding meaning in it is vital for leaders and organizations aiming to thrive. At Future Proof Lab, we believe that leaders must create a culture of continuous learning, collaboration, and adaptability. Learning is the new loyalty. The promise of much

of this technology is to free people to do higher level work and climb the skills and value creation ladder.

In this uncertain world, leaders need to empower people to use trends and data to solve problems. They are the messy human middleware in a world that is increasingly automated, ensuring we keep helping our customers and people at the forefront.

By empowering employees to take ownership of their work, experiment with new ideas, and contribute to the organisation’s growth, leaders can foster a culture of innovation. By embracing a growth mindset, leaders can confidently navigate uncertainty and proactively adapt their strategies to seize emerging opportunities. These require leaders to double down on some old basics - the skills to communicate a compelling vision, align teams around common goals, and inspire their organisations to embrace change and drive transformation.

In a VUCA world, embracing agility is no longer an option but a necessity for leaders seeking to thrive amidst disruption. Dedicate yourself to empowering leaders and organisations with the mindset, skills, and strategies needed to navigate uncertainty, spot opportunities, and drive innovation. By adopting agile mindsets and practices, leaders can future-proof their careers and make a lasting impact in a rapidly changing world.

About the Author

Diana Wu David is a Work Futurist and CEO, Future Proof Lab. To gain more tips on how your organisation can succeed and thrive in a VUCA world, join her at HR Tech Festival Asia 2024 on April 24 at the CHRO Symposium at 2.15pm (SGT).

Have you digitally twinned your employees yet?

Everyone is talking about GenAI, and we are still figuring out what to do with it. Companies are also using traditional AI to twin products, services, processes, and physical assets like factory floors, buildings, smart cities -- even the human body for life sciences. Instead of modelbased decisions and strategies, they are leveraging real data in real-time.

EY predicts two big trends coming our way, combining traditional- and gen-AI: digitally-twinned and optimised supply chains and hyper-personalised products, services, and customer experiences.

How? With digital workforces that augment (no, not replace) human workforces.

Soul Machines has been crafting Digital People since 2016, and they are already helping customers open bank accounts, receive wellness tips, register for events and services, etc. Some of the world’s biggest brands are using digital workforces for personal, empathetic customer experiences.

Celebrities like Jack Nicklaus (and the organisation that manages his brand) are moving beyond generic people to craft lifelike twins using high-resolution image, motion, and voice technology that mimic the original’s facial expressions, mannerisms, speech, and more. The newest digital people include full-body animation, nonverbal communication, and the ability to sense what consumers are looking at and paying attention to. Digital twins can talk to millions of people at once (a grander version of my family dinner table) in any language, wherever users have internet. Next step: metaverse.

Can the same technology be used for employee experience and employee work?

Yes.

If you have ever tried to wade through your company’s forms and rules looking for what you need right now and had no one to call, you know you would like some digital-personal help (obviously, not like the frustrating early chatbots).

Companies can use digital people for onboarding, employee life cycle processes, knowledge management, L&D, coaching,

“Digital twins are set for rapid adoption… Like artificial intelligence a few years ago, digital twin technology has tipped from highly specific applications into becoming a widespread management best practice.”

and more – tools to help employees. On the flip side -- twinning employees – a twin can answer questions 24/7 for supervisees, help customers, answer management questions, and more.

Since I am not a celebrity with a team managing my brand, I used personal.ai to build my twin, asking for help along the way from their personal twinning expert – herself a twin. Oddly, people advised me not to, envisioning how no one will need me, now. Although I would like her to, my twin cannot create new knowledge, facilitate workshops, or build new businesses. But she can help my readers apply my writings to their own situation, answer workshop-participant

About the Author

CNBC

questions, and act as a sounding board for me, reminding me of business regulations and other things I have forgotten.

I fed her my books, articles, videos, and websites, communicated with her, and can integrate her into messages and meetings for continuous learning. Although she only chats, now, she should soon have voice and, later, video.

Why did I make her? Because she is so cool! Will she help my readers, listeners, learners, and associates? Yes, 24/7. I will keep doing new, unstructured stuff, and she will grow over time.

Now if I can only get her to do my expense report.

Dr CJ Meadows is Director, i2e – The Innovation & Entrepreneurship Centre – S P Jain School of Global Management.

To talk to her digital twin, visit CJ2.personal.ai and click the “public chat” button. To learn more about the future of L&D, see the author’s upcoming book, Disrupting and Design Thinking the Future of Education: New Technologies, Designs, and Business Models We Need to Use Today, which will be available later this year. The free multimedia intro, Designing the Future of Learning, will be available on Gnowbe via drcjmeadows.com/futureoflearning.

Join Dr CJ at the Talent Unleashed content theatre at HR Tech Festival Asia 2024 on April 24 at 4.45pm (SGT time), where she will examine the new technologies, designs and business models for the modern organisation when it comes to upskilling and reskilling.

Breakout performance requires a break from the past. Enhance recruiting service delivery with an agile, AI-powered platform that helps you to respond to market forces and win the war for talent. Join the market leaders that choose Avature.

110 of the Big 4 4

Unlocking innovation: How HR can become a changemaker

The winds of change are blowing in the world of HR. The days of rigid, top-down initiatives are fading, replaced by a more human-centric approach that empowers employees and fuels business growth. At the forefront of this movement stands HR Tech Festival Asia 2024, the premier event for HR professionals in the Asia-Pacific region.

Taking place on April 24 and 25 at the Marina Bay Sands Expo and Convention Centre in Singapore, this 23rd edition promises to be bigger and better than ever. Over 8,000 attendees, including HR professionals, business leaders, government officials, HR tech analysts, and influencers, will gather to explore the theme: Engage. Grow. Transform. Designing the Future: How HR Can Be Architects of Change.

According to Gartner, the shift towards a more employee-centric approach to transformation is gaining momentum, and for good reason. Engaged and happy employees are the heart of any successful organisation. By prioritising their wellbeing and creating processes that foster their growth and productivity, organisations can unlock significant opportunities for business growth.

Organised by HRM Asia, HR Tech Festival Asia 2024 is uniquely positioned to address these challenges and opportunities. With a focus on cutting-edge technology, digital transformation, and workforce management, the event offers attendees a unique opportunity to explore the latest trends and innovations shaping the future of HR.

The conference programme features five tracks and over 80 sessions led by more than 100 speakers, covering a wide range of topics including talent acquisition, employee engagement, learning and development, diversity and inclusion, and more. Additionally, the event boasts 150 exhibition booths showcasing the latest HR technologies and solutions, providing attendees with valuable insights and networking opportunities.

One of the highlights of HR Tech Festival Asia 2024 is HR Tech Fest Awards which celebrates the outstanding achievements and innovations of HR leaders who drive organisational success through transformative technologies, strategic thinking, and exceptional leadership.

In conclusion, HR Tech Festival Asia 2024 promises to be a landmark event that empowers HR professionals to embrace change, harness technology, and lead with purpose in the pursuit of organisational excellence. We invite you to join us in sharing knowledge, best practices, and insights. By coming together, you will not only gain valuable expertise but also inspire and empower others to chart a course towards a brighter future for HR and the workforce at large.

Catherine Wong

Catherine Wong Managing Director HRM Asia

How to adapt to workplace trends and organisational needs in 2024 and beyond!

How can organisations unlock the talent within their workforce in 2024 and beyond? What does the future hold for organisations considering geopolitical events, new working trends, and the rise of technological advances?

As organisations and their leaders relook at the operational processes and collaborations in an era of hybrid and remote work, they must also contend with the changing priorities of their workforce, and how organisations can tap into an inclusive and engaged workplace from an increasingly diverse pool of talent. Two theatres at HR Tech Festival Asia 2024, held on April 24 and 25 at the Marina Bay Sands Expo and Convention Centre in Singapore will be focused on these strategies.

The theatres, Work Reimagined and Talent Unleashed, seek to fine-tune and examine key strategies that will drive sustainable growth and workplace transformation, including a focus on new digital transformation as organisations harness AI, automation, and data analytics to enhance employee engagement and operational efficiencies. It will also share how organisations can unlock and inspire employees to perform better, especially when their needs and recognition of the work they do are acknowledged.

Topics to be explored in the theatres include the increasing importance and need for learning and development within organisations, both in terms of keeping jobs viable for employees while also preparing organisations to remain competitive for employees in the years to come. This includes organisations needing to prioritise workforce upskilling and reskilling to bridge the skills gap and digital

divide and effectively channel efforts into an agile work design that can adapt to the working trends of 2024 and beyond. Work Reimagined will be the playground where experts will share their expertise on how organisations can identify key technologies and their application in their current work processes, new learning designs and their impact based on the needs of employees and organisations, as well as share new revolutionary business models that bring both fresh ideas and enhanced value.

Another topic to be explored is the ever-increasing need to recruit and hire talent, especially in light of the talent skill shortage. What does it mean to hire and recruit new talent currently? How do organisations find ways to retain headcount? Talent Unleashed is the theatre where HR professionals can learn how to cultivate the talent that exists within their ranks, the merits of reducing barriers to recruitment and democratising access to jobs and using AI tools to revolutionise recruitment and retention. It will also explore the importance of cultivating a great employee experience that increases talent attraction and workforce agility, and how HR teams can design purposeful HR programmes and policies that go beyond generational differences and stereotypes, making an inclusive workplace for all.

In both theatres, expect panels, case studies, keynote speeches and heartfelt discussions from HR leaders, experts, and speakers, who will be able to share first-hand knowledge of how to transform, transcend, and transport their workplaces into global organisations that meld both a technology-forward objective and a people-first culture.

Leadership in 2024: Strategies and advice for CHRO s to transform your organisations

The CHRO Symposium will see multiple HR experts share their expertise based on the ever-evolving knowledge bases that employers must understand in 2024 and beyond. As the role of leadership continues to be redefined, HR leaders need to develop skills to lead business transformation and address workforce shifts.

The CHRO Symposium, which will be taking place during HR Tech Festival Asia 2024 on April 24 and 25 at the Marina Bay Sands Expo and Convention Centre in Singapore, will be the showground where CHROs and other experts can step up to accelerate business transformation and elevate HR functions’ ability to enable talent outcomes and manage change for long-term organisational success.

The CHRO Symposium will cover the themes HR leaders and teams need to navigate and learn in a new world. Some, for example, would need to understand how organisations can anticipate macro drivers that would impact society, customers, employees, and businesses, what signs to look out for so that organisations can take advantage of world trends to outwit and outperform, and reimagine the way we work and finding new meaning in change management and corporate innovation.

These changes, in all its forms, can be a cause of concern for unprepared organisations. Organisational leaders can accelerate performance by understanding the concept of deep collaboration and why it is the game changer for teams aiming to accelerate performance will help organisational leaders understand how to strategise for the upcoming year. The CHRO Symposium will be able to not just share the essential HR mindsets that could lead through disruption and create resilient organisations, but also how organisations, in general, can adopt agility and fluidity to create resilience for the future.

Another concern that CHROs would be exploring includes the

usage of AI, and understanding how organisations can use the tool to effectively help their teams optimise their strengths to their best. The CHRO Symposium will see experts and leaders share their experiences using the tool to their best effect, especially in hiring employees, onboarding, and performing HR processes. CHROs, for example, will be able to learn how to ethically use AI responsibly to enable a better globally distributed workforce, a timely concern given the rise in digital nomads, travelling for bleisure (business-leisure), and skills shortage within multiple industries. They would also learn to navigate regulations, compliance and compensation bands when hiring globally, and share with their colleagues proven practices to evaluate, secure and work with strategic EOR partners.

For those looking for a more detailed understanding of how this can be done, attendees can explore real-life case studies on how AI can be applied in organisational processes, such as hiring and recruitment. The CHRO Symposium has invited several experts who will be able to share key learnings gained from this transformation journey and give advice to anyone exploring similar technologies for any process within any process.

Experts such as Diana Wu David, Work Futurist & CEO, Future Proof Lab; Dr Tanvi Gautam, HR Influencer, Transformational Leadership Expert, Leadershift Inc; Joshua Secrest, VicePresident, Marketing & Client Advocacy, Paradox AI; Sehr Ahmed, Group Chief People Officer, Singapore Post; Joanne Flinn, Chairwoman, The ESG Institute; Rob Squires, Vice-President and Head of Sales, Asia and Japan, Dayforce, and other great speakers will share their knowledge about what leaders can expect in 2024 and beyond, making this a theatre that should not be missed.

HR Tech Fest Awards 2024

Recognising excellence: HR Tech Fest Awards 2024

The stage is set for HR Tech Fest Awards 2024, an esteemed platform taking place during HR Tech Festival Asia 2024 to honour the trailblazers who are reshaping the HR landscape with their ingenuity and dedication.

At the heart of HR Tech Fest Awards is a celebration of excellence. It is a tribute to the HR professionals who epitomise innovation, strategic thinking, and exceptional leadership. In an era defined by rapid technological advancements and evolving workplace dynamics, these individuals and organisations stand as beacons of change, architects of organisational culture, and champions of employee wellbeing.

This year’s HR Tech Fest Awards will see 21 finalists competing for top honours in seven categories, including Best C-Suite Leader, Best HR Leader, HR Team of the Year, Employer of Choice, Best Workplace Culture and Engagement (above 500 employees), Best Workplace Culture and Engagement (below 500 employees), and Best Use of Technology.

The winners of HR Tech Fest Awards 2024 will be chosen by a distinguished panel of judges that includes Dr Derrick Kon, Director, CEO Solutions; Dickson Tang, Keynote Speaker and Author on Creative Human Capital; Rachele Focardi, Founder and CEO, XYZ@Work; and Steve Boese, President and Co-Founder of H3 HR Advisors

Mark your calendars for HR Tech Festival Asia 2024, where HR Tech Fest Awards will take place on April 24 at the Marina Bay Sands Expo and Convention Centre in Singapore. It’s a date to recognise achievements and pave the way for the future of HR.

The finalists are:

Best C-Suite Leader

• Wallaya Chirathivat, Director (Authorised Signature), CEO, Central Pattana

• Paul Chong, President and Group CEO, Certis

• Michellina Laksmi Triwardhany, President Director, Prudential Life Insurance, Prudential Indonesia

Best HR Leader

• Valerie Lee, Senior HR Director, ams OSRAM

• Michelle Lee, Chief People Officer, JustCo Management

• Sasiwimol Arayawattanapong, Executive Director, Head of Human Resources, UOB Thailand

HR Team of the Year

• JustCo Management

• PT. Ruang Raya Indonesia (Ruangguru)

• Singapore Land Group

Employer of Choice

• United Overseas Bank, Thailand

• JustCo Management

• PERSOLKELLY Singapore

Best Workplace Culture and Engagemen (above 500 Employees)

• Vena Energy

• Otis

• UOB Thailand

Best Workplace Culture and Engagement (below 500 Employees)

• The Talent Enterprise

• Atlas

• Singapore Land Group

Best Use of Technology

• National University of Singapore

• Faithful+Gould

• Astra Credit Companies

We connect. We inspire.

With 90 years of experience, the British Council builds connections, understanding and trust between people in the UK and countries worldwide through education, the English language, exams, arts, and culture.

• English courses for adults and young learners

• Professional communication skills and assessments, and in-house corporate training

• IELTS, Workplace Literacy and Numeracy (WPLN) Assessments, Aptis and other UK qualifications in Singapore

• Studying in the UK, promote British education and training

• Innovation, creativity and excellence of UK’s arts, literature, and design sectors

Ready to lead the future? Join the human development revolution

The landscape of HR is undergoing a transformative shift, moving beyond traditional practices and embracing a more holistic approach to human development (HD). Recognising this evolution, the AHDO Human Development Summit, hosted by the ASEAN Human Development Organisation (AHDO) in collaboration with HRM Asia, emerges as a powerful conference track within HR Tech Festival Asia 2024 that offers HR professionals an opportunity to reimagine their roles and unlock the full potential of their people.

The AHDO Human Development Summit is designed to connect ASEAN’s national HR associations, senior human development professionals, and thought leaders to engage in meaningful discussions on critical topics shaping the future of work. By bridging the gap between HR and HD, the summit aims to elevate the status of HR professionals in a new paradigm, equipping them with the insights and strategies necessary to navigate the complexities of the modern workplace.

Throughout the summit, attendees will delve into a myriad of topics, each offering unique perspectives and actionable insights. From assessing fair work criteria for gig employees in platform organisations to understanding the impact of AI on HD and adult learning, the sessions are tailored to address the pressing challenges and opportunities facing HR professionals in ASEAN.

One of the focal points of the summit is understanding the unique dynamics of the ASEAN workplace and its implications for HD. One

of the three panel discussions will delve into the socio-economic factors shaping the people function at work, the rise of the ASEAN work ethic, and the evolving role of ethics in decision-making amidst diverse cultural landscapes.

Additionally, keynote speeches presented by Dr Oliver Crocco, Assistant Professor of Leadership and HR Development, Louisiana State University; and Prof Damien Joseph, Associate Dean of Undergraduate Education, College of Business, Nanyang Business School; will offer invaluable perspectives on the future of work, corporate purpose, and the role of AI in driving HD. By examining global trends and paradigm shifts, attendees can gain a deeper understanding of how ASEAN can take the lead in shaping the future of HD on the world stage.

The AHDO Human Development Summit serves as a testament to the transformative power of human-centred approaches to HR. By fostering dialogue, collaboration, and innovation, the summit will empower HR professionals to embrace change, unlock the potential of their workforce, and drive organisational success in the dynamic landscape of the ASEAN region and beyond.

As the boundaries between HR and HD continue to blur, the summit serves as a beacon of inspiration for HR professionals seeking to navigate the complexities of the modern workplace with purpose and foresight so join us on 24 April 2024, from 10.30am-5.30pm (SGT) at the AHDO Human Development Summit.

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Day 1 - 24 april

Keith Sonderling, Commissioner, US Equal Employment Opportunity Commission (EEOC)

Session Title: Opening Keynote – A Regulator’s Perspective on Global Human Capital Trends, Outlook and Technology’s Impact @ The Grand Plenary (9.30am10.00am SGT)

This session will delve into the multifaceted impacts of global human capital policy, regulatory, and enforcement developments on various aspects of HR. Attendees can expect insightful discussions on navigating the evolving landscape of HR regulation and compliance, particularly in light of emerging trends in employee activism and discrimination.

Aslam Sardar, CEO, Institute for Human Resource Professionals (IHRP); Aileen Tan, Group Chief People & Sustainability Officer, Singtel; and Akarin Phureesitr, Chief People Officer, Central Pattana

Session Title: Leadership Panel –The Future of Work: Value Creation through Innovative HR Strategies and Technologies @ The Grand Plenary (10.00am-10.45am SGT)

This leadership panel discussion will explore the imperative of redesigning work, working methods, and workplaces to enhance performance scalability. Delving into HR transformation and people dynamics, the discussion will address prioritisation strategies and tackle the transition from digital HR market hype to strategic investments for organisational advancement.

Nadiah Tan Abdullah, CHRO, S P Setia, and AHDO Chair 2024

Session Title: The ASEAN Overview: New Capabilities in the Human and Organisational Dimensions of Business @ AHDO Human Development Summit (10.45am-11.15am SGT)

In this session, attendees will explore strategies for elevating the status of HR professionals in a new paradigm, acknowledging their crucial role in organisational success. The discussion will also focus on the challenges and best practices associated with managing people across borders.

Melinda McKinley, Global Head, HR Strategy & Digital Transformation, Standard Chartered Bank

Session Title: Case Study – Steering HR Transformation to Elevate Work and Delivery on Business Imperatives @ The Grand Plenary (11.15am-11.45am SGT)

Adapting to new work paradigms and holistic technology adoption, this session will delve into navigating process innovation and datadriven insights for competitive advantage. Attendees will explore effective strategies and synergies between HR and EX to enhance business value.

Prof Dr Virgel Binghay, Professor, University of the Philippines, CoFounding Member of AHDO

Session Title: Defining and Assessing Fair Work Criteria in ASEAN for Gig Workers in Platform Companies @ AHDO Human Development Summit (11.15am11.30am SGT)

Exploring ASEAN’s growing gig workforce, attendees will assess both its upsides and challenges. This session will probe into why the gig workforce lags in ASEAN, while also examining its impact on redefining the HR function, unveiling emerging trends and best practices in the process.

Lim May-Ann, Director, Data Governance, Executive Director, Access Partnership, Asia Cloud Computing Association; Dean Tong, Managing Director, Head of Group HR, UOB; Melissa Kee, Chief People Officer, Temus; Terence Chia, Assistant CEO, Corporate Group, Cluster Director, Human Capital, Digital Industry & Talent Group, Infocomm Media Development Authority (IMDA); and Tan Toi Chia, Chief of People Officer, Organisation & Communications, StarHub

Session Title: Panel – Futureproofing your Workforce and Enhancing Business Resiliency in the Age of AI @ The Grand Plenary (11.45am-12.45pm SGT)

This panel discussion will tackle the pressing need to prioritise workforce upskilling and reskilling as a means of bridging skills gap and addressing the digital divide. The panel will explore the role of new age tools in supporting people development and facilitating change management within organisations.

Dr Bob Aubrey, Founder & Chair of the Advisory Board, AHDO

Session Title: Doing the Right Thing: Rise of the ASEAN Work Ethic and its Impact on HR @ AHDO Human Development Summit (12.15pm-12.45pm SGT)

This session will focus on the importance of ethics in decision-making, particularly in navigating diverse laws, cultures, and practices. Attendees will analyse the five types of ethics and determine their applicability in specific solutions.

Steve Boese, President & Co-Founder, H3 HR Advisors

Session Title: Transforming the Top Workplace Trends into Impactful and Actionable HR Strategies @ Work Reimagined (2.15pm-2.45pm SGT)

This session will offer insights into the various factors, including technology, economics, and societal changes, that influence the state of organisations. It will examine the potential impact of emerging trends on technology and HR strategies aimed at driving business transformation.

Diana Wu David, Work Futurist & CEO, Future Proof Lab

Session Title: Adopting Agile Mindsets and Practices to Succeed and Thrive in a VUCA World @ CHRO Symposium (2.15pm-2.45pm SGT)

This session will explore the anticipation of macro drivers that will impact society, customers, employees, and organisations. Attendees will learn strategies for spotting and leveraging global trends to outwit and outperform competitors.

Martin Laschkolnig, Founder & Director, Institute for the Development of Potential

Session Title: Keynote – Securing the Future of Business: Boardroom Strategies for Leadership, Talent and Succession @ Talent Unleashed (2.15pm2.45pm SGT)

Exploring the value agenda of managing, development, and growing employees, attendees will delve into the significance of a self-esteem-based leadership culture in mitigating business risks. Furthermore, the session will highlight strategies for enhancing organisational and workforce capabilities to achieve sustained growth and outperformance.

David Jones, CEO & Founder, The Talent Enterprise

Session Title: Harnessing ROI and Evolving Your HR Strategy with People Analytics @ Talent Unleashed (2.45pm3.15pm SGT)

In this session attendees will explore various aspects of talent management, starting with an examination of talent analytics strategy, structure, maturity, and its impact on organisations. The discussion will then shift towards the importance of embarking on talent assessments to drive improvements and shape business outcomes effectively.

Joanne Flinn, Chairwoman, The ESG Institute

Session Title: Achieving a 23% Uplift in Performance through ESG @ CHRO Symposium (3.15pm-3.45pm SGT)

This session focuses on how HR can contribute value beyond AI to facilitate sustainability within organisations. Attendees will delve into pragmatic actions informed by insights from the recent State of Sustainability report in Asia.

Swasono Satyo, CHRO, Sinar Mas Mining

Session Title: Effective Workforce Optimisation and Performance Management for the Hybrid World of Work @ Work Reimagined (3.15pm3.45pm SGT)

This session will highlight the benefits of adopting a data-driven approach to strategic, operational, and tactical workforce planning. It will explore how technology plays a pivotal role in boosting employee morale and productivity, particularly in hybrid work operations.

Anish Lalchandani, Global Head of Talent Management, A.P. Moller, Maersk

Session Title: Investing in Human Capital – The HR Playbook to Redefining Talent Experience @ Talent Unleashed (3.15pm3.45pm SGT)

Delving into the changing work landscape, this session will diagnose jobs and skills challenges. Attendees will explore nurturing talent by linking employee goals to business priorities and emphasise the human capital imperative for strategic, financial, and people results.

Fong Tuan Chen, Senior Executive Vice-President, Group Human Capital, Maybank

Session Title: Ethical Investing and Human Development Beyond Minimal ESG to Human Net Positive Impact @ AHDO Human Development Summit (4.15pm-4.45pm SGT)

This session will delve into influencing the human development strategy for environmental, social, and governance (ESG) considerations, providing insights into the metrics measured. Attendees will gain an understanding of how human development impacts ESG reporting, with a focus on the significance of the ‘S’ (Social) aspect. Furthermore, the session will explore strategies for moving beyond mere ESG reporting and fostering the development of authentic human development strategies, emphasising the importance of aligning organisational values with societal impact.

Dr CJ Meadows, Director, i2e, The Innovation & Entrepreneurship Centre, S P Jain School of Global Management

Session Title: Upskilling and Reskilling: New Technologies, Designs and Business Models for the Modern Organisation @ Talent Unleashed (4.45pm-5.15pm SGT)

This session will explore the identification of key technologies and their applications in learning and development, weighing their benefits and drawbacks. Attendees will envision new learning designs tailored to organisational and employee needs, assessing their potential impact. Additionally, the session will delve into new business models that introduce fresh ideas and deliver enhanced value to organisations.

Eileen Nah, Managing Director & Head, Future Smart & Leadership, OCBC Bank

Session Title: Complementing Human Capabilities and Augmenting Workflow Automation with Progressive AI @ Work Reimaged (4.45pm-5.15pm SGT)

This session will address the importance of prioritising skills enhancement and mastery in an era characterised by talent mobility and career growth. Attendees will explore strategies for operationalising responsible AI and ethical governance practices to foster trust in the workplace. Additionally, the session will delve into harnessing the power of AI and promoting digital inclusivity to advance both business objectives and people-related goals. Attendees can expect to gain insights into navigating the complexities of talent management, fostering trust through ethical AI practices, and leveraging technology for inclusive business growth.

Day 2 - 25 april

Dr Tanvi Gautam, HR Influencer, Keynote Speaker, Best Selling Author & Transformational Leadership Expert, Leadershift Inc

Session Title: Keynote – Navigating Disruption through Deep Collaboration @ CHRO Symposium (9.30am-10.00am SGT)

This keynote will explore the concept of deep collaboration, emphasising its significance as a game-changer for teams striving to accelerate performance. Attendees will discover three essential HR mindsets crucial for leading through disruption and fostering resilience within organisations. Additionally, the session will delve into the idea of future fluidity, highlighting its importance in bolstering the resilience of organisations amidst evolving landscapes and challenges.

Kris Wadia, Founder & CEO, Humanized Leadership

Session Title: Keynote – Business Agility – The Golden Key to a Future-Proof Workforce @ Talent Unleashed (9.30am10.00am)

This keynote will address the rapid optimisation of talent supply and demand within the context of an uncertain world, exploring strategies to adapt to dynamic conditions effectively. Attendees will learn about supercharge talent mobility, particularly in the context of a multi-generational and multi-geography workforce, enhancing organisational agility and adaptability. Furthermore, the session will discuss incorporating AI into workforce optimisation to build inherent business resilience, enabling organisations to navigate uncertainties with greater flexibility and efficiency..

Rob Squires, Vice-President & Head of Sales, Asia & Japan, Dayforce

Session Title: Navigating the Great Workforce Balancing Act @ CHRO Symposium (10.00am-10.30am SGT)

This session will explore the benefits of achieving an equilibrium between employee flexibility and compliance, empathy, and efficiency within organisations. Attendees will delve into key survey findings shedding light on how employees perceive their employer’s priorities, especially when they deviate from their best interests. Moreover, the session will provide insights into how HR leaders can effectively navigate and strike a balance between these competing priorities to foster high performance and ensure organisational success.

Adam Walker, Vice-President, AsiaPacific, Avature

Session Title: Strategic and Agile Approaches to Total Talent Management @ Talent Unleashed (10.00am-10.30am SGT)

Master the talent lifecycle is essential for fostering healthy business growth and continuous improvement. In this session, attendees will explore leveraging AI to empower employee engagement and talent development initiatives effectively. Additionally, the session will delve into powering the ‘hire to retire’ process by leveraging a holistic talent management ecosystem, ensuring seamless integration and optimisation across all stages of the employee lifecycle.

Rachele Focardi, Founder & CEO, XYZ@ Work

Session Title: Crafting a Multigenerational EVP and Bridging Generational Gaps in Employer Branding @ Talent Unleashed (11.00am-11.30am SGT)

This session will delve into re-evaluating the fundamental aspects of employer branding within a multigenerational workplace setting. Attendees will explore strategies for seamlessly integrating the Employee Value Proposition into the organisation’s culture and DNA, fostering alignment with organisational values and objectives. Moreover, the session will assess the impact of a multigenerational EVP on employer branding, highlighting its significance in talent acquisition and retention efforts. Attendees can expect to gain insights into effectively shaping employer branding initiatives to attract and retain diverse talent across generations.

Evelyn Stier, Global Head of IT Business Consulting & Digitalisation, Siemens

Session Title: The Age of Flex: Success Metrics of Workforce Inclusivity and Empowerment @ Work Reimagined (11.00am-11.30am SGT)

Delving into the intricacies of hybrid and remote work models tailored to meet the evolving needs of organisations and customers, attendees will explore strategies for modernising infrastructure and enhancing communication practices to facilitate flexible work arrangements. Moreover, the session will emphasise the importance of fostering an environment of trust, feedback, and empowerment to enable teams to focus and thrive in remote and hybrid work settings. Attendees can expect to gain practical insights into optimizing work models and creating supportive environments conducive to productivity and success. .

Stephanie Nash, Vice-President, HR, Asia Pacific, Ingram Micro; Yap Ming Yet, CHRO, Asia Pacific, Emerson; and Priscilla Teo, Group CHRO, National University Health System

Session Title: Panel – Establishing Agile and High Impact HR Operations with Flexible Centres of Excellence @ CHRO Symposium (11.30am-12.15pm SGT)

In this panel discussion, attendees will explore the re-evaluation of the Centre of Excellence value proposition concerning the development and scaling of critical organisational capabilities. The panel will delve into the question of whether the rapid evolution of systems poses a risk of surpassing the expertise of HR practitioners.

Neetha Nair, CHRO, Prudential Assurance Company Singapore; Antoinette Louis, Vice-President, Head of Talent Acquisition, Asia Pacific, Mastercard; and Brandon Lee, Assistant Chief Executive, Transformation Support Group, Workforce Singapore

Session Title: Panel – Designing an Employee Experience that Drives Talent Attraction and Workforce Agility @ Talent Unleashed (12.00pm-12.45pm SGT)

This panel discussion will focus on the challenges of doing more with less in the face of shrinking budgets, market volatility, and an expanding employee experience scope. Attendees will explore strategies for scaling personalised and connected experiences to unlock employee energy, despite resource constraints.

Emma Harvie, Senior Manager Customer Success and AWI Advisor, Achievers

Session Title: Innovating in Rewards and Recognition to Create a More Diverse, Equitable, and Inclusive Workplace @ CHRO Symposium (2.00pm-2.30pm SGT)

This session will delve into the role of reward and recognition in fostering conversations that promote diversity, equity, and inclusion within organisations. Attendees will gain valuable insights into how reward and recognition initiatives contribute to creating a sense of belonging among employees across Asia. Additionally, the session will feature a discussion led by Achievers on how these programmes help celebrate and connect employees globally, highlighting their significance in enhancing organisational culture and employee engagement. Attendees can expect to leave with a deeper understanding of the transformative impact of reward and recognition strategies on fostering inclusivity and connectivity in the workplace.

Larisa Beckhouse Okeke, Chief Marketing Officer, Singapore & Hong Kong, Global Head of Research & Insights, International Health, Cigna Healthcare

Session Title: Investing In and Improving Employee Vitality @ Work Reimagined (2.00pm-2.30pm SGT)

This session will explore vitality as a key measure of wellbeing and its critical importance in enhancing business outcomes. Attendees will gain insights into the latest workplace trends, understanding what employees desire and how employers can effectively support them. Additionally, the session will focus on the importance of tailoring wellness programmes to align with the unique needs and goals of both the organisation and its employees, ensuring maximum engagement and impact. Attendees can expect to leave with practical strategies for promoting vitality and wellbeing in the workplace, ultimately driving organisational success and employee satisfaction.

Dr Tanvi Gautam, HR Influencer, Keynote Speaker, Best Selling Author & Transformational Leadership Expert, Leadershift Inc; and Sophie Guerin, Global Head of Inclusion, Wealth & Personal Banking, HSBC

Session Title: Panel – The Rise of Women Leaders: Actionable Strategies to Achieve True Gender Equity in Leadership @ CHRO Symposium (2.30pm-3.15pm SGT)

In this panel discussion, participants will examine strategies for overcoming barriers and establishing essential structures to promote women’s leadership within organisations. They will discuss the implementation of gender parity practices and mechanisms for holding management accountable for progress in achieving gender equality. Moreover, the session will involve dissecting various dimensions of diversity to provide a holistic view of inclusivity strategies, aiming to foster environments where all individuals feel valued and empowered to contribute fully.

Paul Chua, Group Head of People Technology & Analytics, Jardine Matheson; and Poon Lye Yee, VicePresident, Head of People Technology, Temasek

Session Title: Panel – Driving Cohesive Employee Journeys amidst Digital Disruption and Change Management @ Work Reimagined (2.30pm-3.15pm SGT)

This panel discussion will centre around identifying value drivers essential for improving and personalising digital workplace experiences. Attendees will delve into strategies for implementing human capital management solutions to manage the employee lifecycle effectively, addressing diverse employee needs. Additionally, the discussion will focus on the importance of gaining visibility into data and metrics to co-create and elevate the overall employee experience.

Kristian Warner, Head of Talent Acquisition, Asia Pacific, GSK; and Agnes Goh, Vice-President, Talent Acquisition, SAPMENA, L’Oreal

Session Title: Panel – Adopting a Balanced Digital-First Approach to Talent Recruitment and Outsourcing @ Talent Unleashed (2.30pm-3.15pm SGT)

The panel discussion will centre around streamlining the various phases of recruitment to enhance the candidate experience. Attendees will explore the development of a digital mindset, delving into the skills and strategies needed to excel in an era dominated by data, algorithms, and AI. Moreover, the discussion will focus on delivering a futureready target operating model designed to facilitate high workforce performance, ensuring organisations remain agile and competitive in evolving landscapes.

Sehr Ahmed, Group Chief People Officer, Singapore Post

Session Title: Driving Cultural Transformation and Making Meaningful Change to People Engagement @ CHRO Symposium (3.45pm-4.15pm SGT)

This session will delve into the transformative power of cultural change and its profound impact on fostering business growth and success. Attendees will explore the essential elements and numerous benefits associated with building a connected employer-employee relationship. Additionally, the session will highlight the significant dividends that a positive workplace environment can yield in terms of employee retention and overall happiness. Through insightful discussions, attendees will gain valuable insights into fostering a thriving organizational culture conducive to both employee satisfaction and business prosperity.

Loh Chuan Hui, Chief People Officer, Lendlease

Session Title: Embracing a People-First and Purpose-Driven Culture to Create Great Workplaces @ Talent Unleashed (3.45pm-4.15pm SGT)

This session will focus on evaluating workplace culture and crafting purposeful HR programmes and policies to align with organisational objectives. Attendees will explore strategies for setting cohesive workforce and talent goals that transcend generational differences and stereotypes. The session also will delve into the importance of building an inclusive workplace culture, essential for attracting top talent and mitigating attrition rates. Attendees can expect to gain valuable insights into cultivating a workplace environment that promotes diversity, equity, and inclusion, ultimately driving organisational success.

Designing The Future:

HOW HR CAN BE ARCHITECTS OF CHANGE

24 -

MARINA BAY SANDS EXPO & CONVENTION CENTRE

HALL E & F

G33

F33 F36

Grand Plenary

09:00 - 09:05 HRM Asia Welcome

Catherine Wong, Managing Director, HRM Asia

09:05 - 09:15 Chairman’s Opening Remarks

Steve Boese, President & Co-Founder, H3 HR Advisors

09:15 - 09:30 Guest of Honour Address

H.E. Dr Kao Kim Hourn, Secretary General of ASEAN, Association of South-East Asian Nations

09:30 - 10:00 OPENING KEYNOTE

A Regulatory’s Perspective on Global Human Capital Trends, Outlook and Technology’s Impact

Keith Sonderling, Commissioner, US Equal Employment Opportunity Commission (EEOC)

10:00 - 10:45 LEADERSHIP PANEL

The Future of Work: Value Creation through Innovative HR Strategies and Technologies

Panellists: Aslam Sardar, CEO, Institute for Human Resource Professionals (IHRP)

Aileen Tan, Group Chief People & Sustainability Officer, Singtel Akarin Phureesitr, Chief People Officer, Central Pattana

11:15 - 11:45 CASE STUDY

Steering HR Transformation to Elevate Work and Deliver on Business Imperatives

Melinda McKinley, Global Head, HR Strategy & Digital Transformation, Standard Chartered Bank

11:45 - 12:45 PANEL

Futureproofing Your Workforce and Enhancing Business Resiliency in the Age of AI

Moderator: Lim May-Ann, Director, Data Governance, Executive Director, Access Partnership, Asia Cloud Computing Association

Panellists: Dean Tong, Managing Director, Head of Group HR, UOB

Melissa Kee, Chief People Officer, Temus

Terence Chia, Assistant CEO, Corporate Group, Cluster Director, Human Capital, Digital Industry & Talent Group, Infocomm Media Development Authority (IMDA)

Tan Toi Chia, Chief of People, Organisation & Communications, StarHub

CHRO Symposium

14:15 - 14:45 KEYNOTE

Adopting Agile Mindsets and Practices to Succeed and Thrive in a VUCA World

Diana Wu David, Work Futurist & CEO, Future Proof Lab

14:45 - 15:15 Talent, Technology and Taxes – How to Build an International Remote Team Presentation by Deel

15:15 - 15:45 Achieving a 23% Uplift in Performance through ESG

Joanne Flinn, Chairwoman, The ESG Institute

16:15 - 16:45 Tapping into Generative AI to Create Human-Centric Workplace Experiences

16:45 - 17:15 Simplifying HR Transformation and Bringing Agility to Workflow Digitisation

Talent Unleashed

14:15 - 14:45 KEYNOTE

Securing the Future of Business: Boardroom Strategies for Leadership, Talent and Succession

Martin Laschkolnig, Founder & Director, Institute for the Development of Potential

14:45 - 15:15 Harnessing ROI and Evolving Your HR Strategy with People Analytics

David Jones, Founder & CEO, The Talent Enterprise

15:15 - 15:45 Investing in Human Capital - The HR Playbook to Redefining Talent Experience

Anish Lalchandani, Global Head of Talent Management, A.P. Moller, Maersk

16:15 - 16:45 Recognising Drives and Motivation - The Catalyst to Turning Potential into Performance

Stephan van der Vat, CEO, Management Drives International

16:45 - 17:15 Upskilling and Reskilling: New Technologies, Designs and Business Models for the Modern Organisation

Dr CJ Meadows, Director, i2e, The Innovation & Entrepreneurship Centre, S P Jain School of Global Management

Work Reimagined

14:00 - 14:15 Chairman’s Welcome Remarks

Rob Salisbury, Chief Strategy Officer, Strategic Resources International

14:15 - 14:45

KEYNOTE

Transforming the Top Workplace Trends into Impactful and Actionable HR Strategies

Steve Boese, President & Co-Founder, H3 HR Advisors

14:45 - 15:15 Shifting Gears: Inspiring a New Era of Collaborative and Agile Workplaces

15:15 - 15:45 Effective Workforce Optimisation and Performance Management for the Hybrid World of Work

Swasono Satyo, CHRO, Sinar Mas Mining

16:15 - 16:45 Empowering Business Growth through Intelligent Productivity

16:45 - 17:15 Complementing Human Capabilities and Augmenting Workflow Automation with Progressive AI

Eileen Nah, Managing Director & Head, Future Smart & Leadership, OCBC Bank

AHDO Human Development Summit

10:30 - 10:45 Welcome Remarks & Overview of the HR Track Mallory Loone, Co-Founder & Trainer, Work Inspires

Wulan Anggraeni, People & Culture Manager, Indonesia, ALBA Group Asia

10:45 - 11:15 The ASEAN Overview: New Capabilities in the Human and Organisational Dimensions of Business

Nadiah Tan Abdullah, CHRO, S P Setia, and AHDO Chair 2024

11:15 - 11:30 Defining and Assessing Fair Work Criteria in ASEAN for Gig Workers In Platform Companies

Prof Dr Virgel Binghay, Professor, University of the Philippines, CoFounding Member of AHDO

11:30 - 12:15 PANEL

Human Development Progress and Challenges in the ASEAN Workplace

Moderator: Prof Dr Virgel Binghay, Professor, University of the Philippines, Co-Founding Member of AHDO

Panellists: Rodora Babaran, Director of Human Development, ASEAN Socio-Cultural Community Department, ASEAN Secretariat

Nadiah Tan Abdullah, CHRO, S P Setia, and AHDO Chair 2024

Yeni Pereira, National Advisor, Co-Founder of Timor-Leste Human Development Organisation, Timor-Leste Vice Ministry of Foreign Affairs for ASEAN

12:15 - 12:45 Doing the Right Thing: Rise of the ASEAN Work Ethic and its Impact on HR

Dr Bob Aubrey, Founder & Chair of the Advisory Board, AHDO

14:00 - 14:30 KEYNOTE

The American Debate on Corporate Purpose and Worker Activism: Impact on MNCs in ASEAN

Dr Oliver Crocco, Assistant Professor of Leadership & HR Development, Louisiana State University

14:30 - 15:00 KEYNOTE

Beyond Digital Transformation: AI World of Work and the Next Generation of Workers

Prof Damien Joseph, Associate Dean of Undergraduate Education, College of Business, Nanyang Business School

15:00 - 15:45 PANEL

Understanding Trends and Impact of AI on Human Development and Adult Learning at Work

Moderator: Loh Pui Wah, Career Director, Nanyang Technological University

Panellists: Dr Oliver Crocco, Assistant Professor of Leadership & HR Development, Louisiana State University

Prof Damien Joseph, Associate Dean of Undergraduate Education, College of Business, Nanyang Business School

Renee Tan, Director of Research, Institute of Adult Learning (IAL)

16:15 - 16:45 Ethical Investing and Human Development Beyond Minimal ESG to Human Net Positive Impact

Fong Tuan Chen, Senior Executive Vice-President, Group Human Capital, Maybank

16:45 - 17:30 PANEL

People, Planet & Profit: Ethics and Strategy for Human Development Leaders

Moderator: Dr Bob Aubrey, Founder & Chair of the Advisory Board, AHDO

Panellists: Daniel O’Connor, Chief People Officer, ALBA Group Asia Yulius Bulo, Operations Director, Pertamina Foundation

Fong Tuan Chen, Senior Executive Vice-President, Group Human Capital, Maybank

Power Talk Stage

09:40 - 09: 50 Chairperson’s Opening Remarks

Ashokh Menon, Agile Coach, Change Agent, and Certified Trainer at One Synergy Global

09:50 - 10:10 Navigating Global Workforce Challenges: The Role of Multi-Country Payroll Systems in Building HR Resilience

Rex Eng, Regional Director, South-East Asia (Corporate & International Relations), BIPO

10:10 - 10:30 Soft Skills Spotlight: Developing Resilience and Adaptability for Effective Change Management

Kate Sullivan, Global Head of Services & Talent, Corporate English Solutions – British Council

Marvin Ang, Cluster Business Manager, Corporate English Solutions –British Council

10:30 - 10:50 Presentation by Culture Amp

11:30 - 11:50 Applying the Science of Behaviourmetry in People and Talent Decisions

Prasanjit Sarkar, Senior Director, Products & Platform, The Talent Enterprise

11:50 - 12:10 The Future of Work: Trends, Risks and Opportunities for Employee Benefits

Sarah Wong, Senior Director, Employee Benefits, Howden

Edward Wong, Regional Director, Cyber & Technology Solutions, Howden

12:10 - 12:30 Borderless Wages - How to Pay Remote Teams

Jane Lee, VP of Sales, Asia-Pacific, Remote

Pim Altena, General Manager, Partnership Business, Remote

14:00 - 14:20 Fostering a Progressive Workplace

James Pang, Principal Manager, TAFEP

14:20 - 14:40 Future of Hiring: Elevating Remote Tech Recruitment

Buta Singh, Co-Founder & CEO, Workfall

14:40 - 15:00 Avature’s Strategic Toolbox for a Holistic End-to-End Candidate Experience

Dimitri Boylan, Founder & CEO, Avature

Adam Walker, Vice-President, Asia-Pacific, Avature

15:00 - 15:20 Fostering Resilience and Diversity through EOR Services - A Strategic Approach to Global Talent Management

Jim McCoy, CEO, Atlas

15:20 - 15:40 Integrating AI and Design Thinking to Boost Innovation in your Organisation

Dr Andrew Ma, Co-Founder & Director, Steam Building

CHRO Symposium

09:30 - 10:00 KEYNOTE

Navigating Disruption through Deep Collaboration

Dr Tanvi Gautam, HR Influencer, Keynote Speaker, Best Selling Author & Transformational Leadership Expert, Leadershift Inc

10:00 - 10:30 Navigatung the Great Workforce Balancing Act

Rob Squires, Vice-President & Head of Sales, Asia & Japan, Dayforce

11:00 - 11:30 CASE STUDY

How Singtel Evolved the Hiring Process with the Use of AI to Create a Faster and More Personalised Experience

Delia-Ann Ho, Senior Director, Strategic Talent Acquisition, Group People & Sustainability, Singtel

Joshua Secrest, Vice President, Marketing & Client Advocacy, Paradox

11:30 - 12:15 PANEL

Establishing Agile and High Impact HR Operations with Flexible Centres of Excellence

Panellists: Stephanie Nash, Vice-President, HR, Asia-Pacific, Ingram Micro

Yap Ming Yet, CHRO, Asia Pacific, Emerson Priscilla Teo, Group CHRO, National University Health System (NUHS)

12:15 - 12:45 Deploying Responsible AI to Enable Transformative Employee Experience and the Future of Work

14:00 - 14:30 Innovating In Rewards and Recognition to Create a More Diverse, Equitable, and Inclusive Workplace.

Emma Harvie, Senior Manager Customer Success & AWI Advisor, Achievers

14:30 - 15:15 PANEL

The Rise of Women Leaders: Actionable Strategies to Achieve True Gender Equity in Leadership

Moderator: Dr Tanvi Gautam, HR Influencer, Keynote Speaker, Best Selling Author & Transformational Leadership Expert, Leadershift Inc Panellists: Sophie Guerin, Global Head of Inclusion, Wealth & Personal Banking, HSBC

15:45 - 16:15 Driving Cultural Transformation and Making Meaningful Change to People Engagement

Sehr Ahmed, Group Chief People Officer, Singapore Post

16:15 - 16:45 The Convergence of Employee and Customer Experiences - Winning on both Fronts

Christopher Ong, Managing Director, DHL Express Singapore

day 2 - 25 april

Talent Unleashed

09:30 - 10:00 KEYNOTE

Business Agility - The Golden Key to a Future-Proof Workforce

Kris Wadia, Founder & CEO, Humanized Leadership

10:00 - 10:30 Strategic and Agile Approaches to Total Talent Management

Adam Walker, Vice-President, Asia-Pacific, Avature

11:00 - 11:30 Crafting a Multigeneraltional EVP and Bridging Generational Gaps in Employer Branding

Rachele Focardi, Foundr & CEO, XYZ@Work

11:30 - 12:00 Amplifying Purposeful HR and Business Value with Human Experience Management Senior Representative from SAP SuccessFactors

12:00 - 12:45 PANEL

Designing an Employee Experience that Drives Talent Attraction and Workforce Agility

Panellists: Neetha Nair, CHRO, Prudential Assurance Company Singapore

Antoinette Louis, Vice-President, Head of Talent Acquisition, Asia Pacific, Mastercard

Brandon Lee, Assistant Chief Executive, Transformation Support Group, Workforce Singapore

14:00 - 14:30 Redefining Recruitment Paradigms in a Hi-Tech and Hi-Touch Hiring Landscape Senior Representative from HireVue

14:30 - 15:15 PANEL

Adopting a Balanced Digital-First Approach to Talent Recruitment and Outsourcing

Panellists: Kristian Warner, Head of Talent Acquisition, Asia Pacific, GSK

Agnes Goh, Vice-President, Talent Acquisition, SAPMENA, L’Oreal

15:45 - 16:15 Embracing a People-First and Purpose-Driven Culture to Create Greate Workplaces

Loh Chuan Hui, Chief People Officer, Lendlease

16:15 - 16:45 Formulating an Integrated Approach to Total Rewards and Employee Wellbeing

Rui Savio Dass, Head of Total Rewards, Asia Pacific, Netflix

Work Reimagined

09:15 - 09:30 Chairman’s Recap

Rob Salisbury, Chief Strategy Officer, Strategic Resources International

09:30 - 10:00 Rewriting the HR Rulebook: Meaningful Workplaces and Employee Experience Redefined

10:00 - 10:30 Enhancing Employee Engagement and Workforce Mobility with Unified Digital Technologies

11:00 - 11:30 The Age of Flex: Success Metrics of Workforce Inclusivity and Empowerment

Evelyn Stier, Global Head of IT Business Consulting & Digitalisation, Siemens

11:30 - 12:00 Navigating Singapore’s Hiring Landscape: SEEK’s Insights

Chew Siew Mee, Managing Director, Jobstreet by SEEK, Singapore

12:00 - 12:45 PANEL

The Ins, Outs and Best Practices to Remodelling People and Workplace Strategies

Moderator: Caroline Burns, Founder & Managing Director, Workplace Revolution

Panellists: Sushil Kumar, Senior Director, Real Estate & Workplace, Asia Pacific, VMWare

Alexander Boe, Head of People & Operations, Telenor Asia

Sharon Pock, People, Culture & Workplace Global Director, Voyager Worldwide

14:00 - 14:30 Investing in and Improving Employee Vitality

Larisa Beckhouse Okeke, Chief Marketing Officer, Singapore & Hong Kong, Global Head of Research & Insights, International Health, Cigna Healthcare

14:30 - 15:15 PANEL

Driving Cohesive Employee Journeys amidst Digital Disruption and Change Management

Panellists: Paul Chua, Group Head of People Technology & Analytics, Jardine Matheson

Poon Lye Yee, Vice-President, Head of People Technology, Temasek

15:45 - 16:15 Similar but Different: Managing and Adapting to Millennials and Gen Z at Work Senior Representative from GoTo

16:15 - 16:45 Envisioning the Future of Gig Economy and On-Demand Work Culture at Play

Power Talk Stage

09:40 - 09:50 Chairperson’s Recap

09:50 - 10:10 Achieving Organisational Agility Through World-Class Learning Journeys

Craig Smith, Product Lead, Business Agility, SoftEd

Shannon Ewan, CEO, International Consortium for Agile (ICAgile)

10:10 - 10:30 How to Recruit the Employees You Already Have

Emma Harvie, Senior Manager Customer Success & AWI Advisor, Achievers

11:00 - 11:20 To Transform, Listen

Kanika Singh, Regional Director, South-East Asia & Japan, Gallup

11:20 - 11:40 How to Strike a Balance between Workforce Priorities to Boost Performance with Dayforce

Joshua Ooi, Senior Manager, Solutions Advisory, Dayforce

11:40 - 12:00 Empowering the Future of SMEs through Digital Strategies for Talent and Growth

Kevin Fitzgerald, Managing Director, Asia, Employment Hero

DESIGNING THE FUTURE: HOW HR CAN BE ARCHITECTS OF CHANGe

HR Tech Festival Asia has established itself as the premier event in the Asia-Pacific region. The 23rd edition is going to a newer and larger exhibition hall – Marina Bay Sands Expo and Convention Centre in Singapore, from 24th to 25th April 2024, and we are expecting more than 8,000 attendees, making it an ideal platform for your organisation to gain maximum exposure. With its focus on cutting-edge technology, digital transformation, and workforce management, the event offers a unique opportunity to showcase your products and services to a highly targeted audience.

This event will bring together senior HR professionals, business leaders, government officials, HR tech analysts, and influencers to address the most pressing workplace challenges faced by organisations in Asia-Pacific. As HR continues to play a crucial role in driving organisational transformation and change management, this is the perfect opportunity for HR leaders to REGISTER NOW:

For a business to succeed in today’s rapidly evolving environment it needs to be comfortable with change.

We specialise in helping organisations build a high-performance culture underpinned by continuous learning and improvement.

Our services are designed to support your organisation on the journey toward an agile operating system - one that will help you function with more speed, more collaboration and more innovation.

Our organisational development services include:

+ Agile Delivery

+ Agile Coaching

+ Learning Journeys

+ Organisational Strategy & Design

+ Lean Portfolio Management

+ Leadership & Culture

+ Product & Service Design

+ Diagnostics

8nalytics

In a competitive business environment, building and leading high-performance hybrid teams is key to professional and organisational success. 8nalytics provides an award-winning AI-driven platform that makes it accessible and convenient to guide employees to stay ahead in their career development with insights into relevant industry-based competencies with an automated search engine on thousands of roles in more than 30 industries. 8nalytics trains business managers and entrepreneurs with an internationally sell out build and lead high performance teams training course to discover their unique strengths within the context of a team, and the strengths of team members.

8nanlytics boost persuasive influence communication skills with experiential coaching on visual, vocal, and verbal cues with 360 machine learning platform that provides personalised actionable insights, on techniques that will help individuals discover and boost communication cues. 8nalytics provides a platform that measures the effectiveness on the performance outcomes of team collaboration, productivity, and business growth in organisations after employees are trained and coached.

Acall

Acall is a workplace management platform for hybrid teams. Their suite of products includes desk booking, meeting room booking, and automated reception. They cover everything related to how offices utilise their spaces, and they drive down costs. They have helped over 7,000 global clients implement hot desk solutions, reducing real estate wastage and costs by eliminating no-shows for meeting rooms and lowering labour costs by digitising how companies receive guests.

Achievers

Achievers’ cloud-based and mobile-first employee recognition platform brings any organisations values and strategy to life by activating employee participation and accelerating a culture of performance. Achievers leverages the science behind behaviour change, so people and organisations can experience sustainable, data-driven business results.

Exhibitor Listings

Advantage Club

Advantage Club is a global employee engagement platform with features like rewards, recognition, community building, and FlexBen on a unified platform. It aims to provide end-to end solutions to facilitate employee engagement through exclusive privileges and rewards by it’s 10,000+ brand partners.

AhaSlides

AhaSlides is committed to making training fun and engaging, transforming the way how educators and professionals deliver information. Trainers can create immersive experiences with real-time quizzes, polls, and interactive slides that ensure active participation and knowledge retention. Its intuitive interface allows seamless multimedia integration, making every session informative and a memorable learning journey.

AhaSlides also shines in meetings. Its ability to host up to 10,000 participants makes it perfect for large-scale corporate events. Interactive features like live feedback and brainstorming tools foster collaborative and productive discussions, making every meeting an opportunity for collective creativity and decision-making.

Atlas

Atlas enables innovative companies to compete in a global economy, believing that businesses should employ whomever they want, wherever the talent exists. As the largest Direct Employer of Record (EOR), Atlas is a technology platform that is supported by experts and delivers flexibility for companies to expand across borders, onboard talent, manage compliance, and pay their global workforce without the need for a local entity or multiple third-party providers. With entities in over 160 countries, Atlas brings localised experience and expertise into an enterprisegrade technology platform that supports thousands of companies and remote teams. The Atlas platform is uniquely designed to deliver end-to-end EOR solutions and empowered user experiences that provide self-service capabilities and real-time insights that lead to improved business outcomes.

AttituX

AttituX is AI against AI CVs and human bias. AttituX (pronounced as “Attitudes”) helps build teams with the right Attitudes and X factor that create excellent teamwork because relationships are the NEW human capital assets that companies need to lead the competition. AttituX cuts through AI resumes, CVs and all human bias by using AI to analyse 10 simple drawings / doodles to assess values fit between people within minutes, saving organisations months or years of salaries, pain in hiring or working with the wrong teams; with accuracy of up to 95%.

Avature

Avature is a highly configurable enterprise HCM SaaS platform for recruiting and talent management, designed to support strategic HR programmes. It is the vendor of choice for the world’s largest companies, including 110 of the Fortune 500 and seven of the Top 10 Fortune 500, and is used in more than 164 countries and 32 languages.

Avature’s solutions include candidate sourcing (CRM), applicant tracking (ATS), video interviewing, campus and events recruiting, employee referral management, social onboarding, branded employee engagement, performance management, internal mobility, learning, HR case management and contingent workforce management (VMS). Avature delivers its services from its private cloud, located in data centres in the US, Europe and Asia, and has offices in Barcelona, Buenos Aires, Herndon (VA), London, Madrid, Malaga, Melbourne, Munich, New York, Paris and Shenzhen.

BIPO Service

Established in 2010 and headquartered in Singapore, BIPO is a global payroll and people solutions provider.

Designed for businesses of any size from SMEs to MNCs, their total HR solutions include Human Capital Management solutions, Global Payroll Outsourcing, and Employer of Record service across 150+ global markets.

BIPO understands the power of technology in building the best-in-class solutions. That is why they leverage their award-winning HR Management System (HRMS), Athena BI, Global Payroll Outsourcing and Employer of Record technology platform to deliver customised services and scalable solutions that automate HR processes, simplify workflows, and generate actionable insights.

Bossjob

Headquartered in Singapore, Bossjob is a chat-first, AI-powered hiring platform for professionals, modelled after the one thing that is needed in our daily lives: Instant gratification. Their mission is to provide speedy communications between talents and bosses to eliminate the lengthy job application process through direct chat. Bossjob revolutionises the hiring process by leveraging online direct hire and precise intelligent matching, where talents can gain access to curated job matches and recommendations based on their profile and job preferences to land better jobs. Similarly, bosses are quickly recommended with skilled talents that closely match their job requirements to hire better and faster.

British Council

With nearly 90 years of experience, the British Council builds connections, understanding and trust between people in the UK and countries worldwide through education, the English language, exams, arts, and culture. In Singapore, their work includes teaching English to adults and young learners, delivering professional communication skills and assessments, as well as in-house corporate training. They offer a range of exams, including IELTS, Workplace Literacy and Numeracy (WPLN) Assessments and other UK qualifications in Singapore. They also provide the latest information about studying in the UK, promote British education and training and demonstrate the innovation, creativity and excellence of UK’s arts, literature, and design sectors. Their 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.

Cigna Healthcare

Cigna Healthcare is a division of The Cigna Group, a global health company committed to creating a better future built on the health and vitality of every individual and every community. Cigna Healthcare is a health benefits provider that advocates for better health through every stage of life. We guide our customers through the healthcare system, empowering them with the information and insight they need to make the best choices for improving their health and vitality.

Cigna Healthcare Singapore is a strong believer of total health and wellness and prides itself on delivering personalised solutions for the health of our clients and customers. To achieve this, Cigna Healthcare Singapore works as one global team and in close partnership with its customers, network providers and communities to understand and address their diverse needs.

Culture Amp

Culture Amp revolutionises how over 25 million employees across 7,000+ companies create a better world of work. As the global platform leader for employee experience, Culture Amp empowers companies of all sizes and industries to transform employee engagement, develop high-performing teams, and retain talent via cutting-edge research, powerful technology, and the largest employee dataset in the world. The most innovative companies across the globe, such as Salesforce, PwC, Asana, McDonalds, and BigCommerce depend on Culture Amp every day.

Culture Amp is backed by 15 years of innovation, leading venture capital funds, and offices in the US, UK, and Australia.

Dayforce

At Dayforce, their promise is: Makes Work Life Better. Everything the organisation does as a global leader in HCM technology is focused on improving work for thousands of customers and millions of employees around the world. Their single, global people platform for HR, payroll, talent, workforce management, and benefits is enhanced by AI, equipping Dayforce customers to unlock their full workforce potential and operate with confidence.

Deel Inc.

Deel is the all-in-one HR platform for global teams. It helps organisations simplify every aspect of managing an international workforce, from culture and onboarding, to local payroll and compliance. Deel works for independent contractors and full-time employees in more than 150 countries, compliantly. Getting set up takes just a few minutes. Today, Deel serves over 15,000 customers from SMBs to publicly traded organisations.

DeliveryHero

foodpanda is a leading delivery platform in Asia dedicated to bringing consumers a wide range of food, groceries and more, quickly and conveniently. Powered by technology and operational excellence, foodpanda is spearheading the growth of quick-commerce (q-commerce) with its network of retail partners with foodpanda shops, as well as pandamart cloud stores to provide more ondemand options beyond the millions of food delivery options.

Beyond these offerings, foodpanda also offers corporate solutions. Businesses can tap on foodpanda for business for customisable employee benefit packages that includes allowances, gift cards, catering, and access to exclusive perks, including discounted rates for pandapro subscriptions.

Diot-Siaci Asia

Diot-Siaci Asia is a branch of Diot-Siaci, a leading European insurance broker headquartered in France. They provide advisory and placement solutions for individual and corporate clients across all lines of insurance, having access to over 2000 products from 27 insurers offering both local and international solutions. Their mission is to find the right level of protection for any needs and budget and manage policies on other organisations’ behalf so that they can focus on their business.

Their team of seasoned experts takes their needs as a basis to design a service proposition adapted to their requirements across their main areas of speciality: Private Clients for personal lines, Employee Benefits and Property & Casualty for corporate lines. They pride themselves in making the management of their insurance policies seamless and offering direct access to dedicated advisors that act as the extension of their team for insurance matters.

Employment Hero

Employment Hero is the world’s leading HR, payroll and employee engagement platform. Its powerful employment platform and groundbreaking employment superapp, Swag, are changing work for the better. The award-winning employment software helps launch businesses on the path to success by powering more productvity every day. Employment Hero powers over 300,000 businesses and its core platform reduces admin time by up to 80%

Gallup

For over 80 years, Gallup has collected and analysed data about workplaces and the employees who experience them. They know more about the will of employees and customers than anyone else in the world. They use their understanding of the human experience to help our clients solve their greatest challenges and seize their greatest opportunities.

By continuously monitoring the development of issues of vital importance to global workplaces and societies, issues like employee engagement and trust in leadership, Gallup ensures leaders are aware of employees’ evolving perspectives. They share these insights to equip and empower leaders to make purposeful, informed decisions and achieve better outcomes. They use knowledge to make their clients stronger. Whatever their mission and purpose, Gallup helps them achieve what is possible. Learn how Gallup helps organisations focus on engagement and prioritise the employee experience for a truly authentic culture that empowers their people to achieve more.

Giftano

Giftano.com is Singapore’s first fully digital gifting platform with the most versatile employee rewards card in Singapore. Giftano ensures the smoothest corporate gifting experience for corporate clients so they can keep rewarding employees, partners or clients with ease. The Giftano Gift Card is a fully customisable gift card that allows people to redeem gifts from over 250+ premium brands in Singapore. Used to reward over 1000+ customers, MNCs, SMEs and Fortune 500 companies, let employees choose their own reward from a range of premium dining experiences, spa treatments, retail products, gift cards, unique gift experiences and many more!

GoCorp by Gojek

Gojek is the leading multi-service tech platform in Southeast Asia, offering services from payments to logistics, and more. In Singapore, it offers various transport options, including GoCorp for managing work travel. GoCorp is a corporate billing solution that enables employees to charge rides to a corporate account and consolidate corporate rides into a single billing. Evident from thousands of trusted GoCorp clients, GoCorp reduces both T&E expenses and tedious claims processes, saving time and effort to increase work efficiency, while still having a high transparency on rides and control of how rides are being taken.

Heyva Health

Heyva Health addresses a crucial need for organisations – An affordable solution that bridges the gap between the unique needs of working women and traditional health benefits. Many organisations mistakenly believe health benefits are costly, due to their reactive nature, primarily focusing on medical bills reimbursement.

Contrary to the belief, Heyva adopts a proactive approach through awareness building, symptom detection, and early medical and lifestyle intervention. This results in a cost-effective strategy to enhance the well-being, retention and productivity of female employees. As a proactive digital health platform, Heyva offers personalised programs designed by doctors and ondemand care sister support, ensuring a holistic and tailored approach to women’s health.

HiBob

HiBob is on a mission to transform how organisations operate in the modern world of work with its HCM, Bob. Leading the way for the future workplace, Bob offers resilient, agile technology that wraps all the complexities of HR processes into a gamechanging, user-friendly tool that touches every employee across the business. Since late 2015, trusted and empowered Bobbers from around the world have brought their authentic selves to work, inspired to build our exceptional HR systems that will revolutionise the work experience for HR professionals, managers, and employees alike. More than 3,000 companies use Bob globally to accelerate hiring, retain the best talent, and elevate employee engagement.

HireVue

Human Potential Intelligence is the future of hiring – Enabling organisations to elevate the hiring conversation from evaluating candidates’ credentials to understanding what they are capable of.

HireVue’s deep expertise in science, AI and data, helps companies understand candidates’ unique skills and potential to match them to jobs where they can excel today, while also suggesting their path to the future.

Serving over 1,150 pioneering customers around the globe, including over 60% of the Fortune 100, HireVue has hosted more than 70 million video interviews and 200 million chatbased candidate engagements.

Howden

Howden is an international insurance group made up of talented experts with the freedom and support to do what we do best. They are united by a shared passion and no-limits mindset, and they collaborate to create a powerful international team that can rise to any challenge. Together, Howden is working to change the insurance narrative – supporting their clients while using insurance as a tool to increase resilience for individuals, businesses, and communities.

As one of the world’s leading employee benefits consultancies, Howden works with companies of all shapes and sizes, all over the world, to develop benefits and well-being programmes that help attract, motivate and retain the best talent. They are a team of agile, independent thinkers who have been embedded in the employee benefits sector for more than two decades.

IMC

imc is an e-Learning technologies leader with over 25 years of experience. As a full-service provider, it offers cutting-edge training platforms, learning content and strategic L&D expertise for global brands to achieve complex learning goals.

Founded in the late 1990s by IT visionary, Professor August-Wilhelm Scheer, imc AG originated out of a pioneering university education project. Headquartered in Saarbrücken, Germany, the company today boasts a team of 400+ employees at 12 locations worldwide.

As a trusted enterprise learning pioneer, imc has transformed learning for over 10 million learners at 1,300+ organisations. Driven by bold innovation, imc goes beyond technology to deliver human-centred, award-winning and impactful learning experiences.

Institute for Adult Learning [IAL]

The Institute for Adult Learning (IAL) is an autonomous institute of the Singapore University of Social Sciences. IAL works closely and supports Adult Education professionals, businesses, human resource developers and policymakers through its comprehensive suite of programmes and services on raising capabilities and catalysing innovations in Continuing Education and Training (CET). IAL also champions research in sustaining economic performance through skills, shaping employment, as well as CET decisions, and developing innovations through learning technology and pedagogy to heighten adult learning.

Institute for Human Resource Professionals Limited [IHRP]

The Institute for Human Resource Professionals (IHRP) is set up by the tripartite partners: Ministry of Manpower (MOM), National Trades Union Congress (NTUC) and Singapore National Employers Federation (SNEF) to professionalise and strengthen the HR practice in Singapore.

IHRP sets the benchmark standards of excellence for HR and human capital development in organisations. Through national human capital programmes, such as the IHRP Certification, Human Capital Diagnostic Tool and IHRP Knowledge Partner Programme, IHRP aims to develop HR as a strategic enabler of business and workforce transformation and foster a vibrant HR services ecosystem to drive innovation and change. IHRP has been appointed as the national Job Redesign Centre of Excellence (JRCoE). The JRCoE will further the national thrust of workforce transformation through driving JR initiatives and serves as a one-stop centre to equip enterprises with the capability to embark on business and workforce transformation journey through job redesign.

Intellect

Intellect is a mental health benefits company with a mission to make employee wellbeing support accessible, relatable, and stigma-free for workforces and individuals, from everyday support to clinical intervention. Their research-backed solution fits every employee on any device, from app, desktop, helpline phone call and in-person. Intellect does this by marrying technology with a human touch, delivering culturally-sensitive care with certified coaches, counsellors, and psychologists on the ground across 20 countries in Asia. In moments of need, employees can also find an outlet for effective, in-the-moment care with experienced EAP helpline responders and confirm a timely appointment.

IQ Dynamics

IQ Dynamics was established in 1994, serving 450+ customers in Singapore and the Asia-Pacific region and over 90,000+ users worldwide, with a self-developed proprietary Human Resource Management Software and Talent Management system, HRiQ™. A HR system born in Singapore that not only streamlines daily HR tasks but also tackles strategic challenges head-on with highly flexible customisation to meet any organisation requirements. HRiQ™ is fully encrypted, being ISO27001 certified, so any confidential data are in good hands.

Jobstreet by SEEK

Jobstreet by SEEK is a diverse group of organisations, comprised of a strong portfolio of online employment, educational, commercial, and volunteer businesses. SEEK is helping people live more fulfilling and productive working lives and helping organisations succeed. In Asia, SEEK attracts over 500 million visits a year across the six markets it operates in, namely Hong Kong, Indonesia, Malaysia, the Philippines, Singapore, and Thailand.

Links HR

Rated a ‘Star Performer’ in Everest Group’s MCP and EOR PEAK Matrix and a VOTY Gold Winner of ‘Best Payroll Partner’ for 9 consecutive years, Links International delivers 100% in-country services across 20+ locations in Asia.

Management Drives

Management Drives focuses on organisational development, effective cooperation within teams and improving leadership. The Management Drives software measures what drives people. It provides insight into what motivates a team or person. This makes it possible to predict how that team or that person uses their knowledge and competences. All the information is displayed in six colours. Each colour represents a certain style of leadership or organisational culture. Their consultants help you use Management Drives to safeguard changes in the organisation.

Mandai Wildlife Group

Mandai Wildlife Group (MWG) is dedicated to caring for the planet and protecting animals and nature. Conservation education is intrinsic in all interactions with the Group, to inspire action for a healthier world.

MWG is the steward of Mandai Wildlife Reserve (MWR), a unique wildlife and nature destination in Singapore that is home to world-renowned wildlife parks which connect visitors to the fascinating world of wildlife. The Group is driving an exciting rejuvenation plan at MWR that will integrate five wildlife parks with distinctive nature-based experiences, green public spaces and an ecofriendly resort.

By connecting people with wildlife, championing sustainable living, as well as participating in and supporting conservation efforts to safeguard wildlife and their habitats, the organisation is committed to the vision of sustainable populations of wildlife and human communities thriving in functioning ecosystems.

Mercer Health & Benefits

Mercer Marsh Benefits provides a range of brokerage, consulting and digital solutions to create employee benefits programs that truly benefit. It was born from unifying the world’s best human resources consultancy, the global leader in people risk advisory, and the number one disruptive benefits technology firm to form a unique employee benefit business. With over 40 years of operation, the Singapore office has managed 250,000 lives with 97% client retention rate.

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Mesh

Today, CEOs and HR leaders must build market-leading organisations while faced with ever-increasing disruption and evolving talent expectations. Research has indicated that fewer than 5% of an organisation’s roles account for 95% of its ability to deliver business results. Hence, people strategy today requires elevating every individual’s performance. However, traditional performance management processes and technology are not proving effective. Mesh is a performance enablement platform that helps people at distributed organisations grow faster by scaling the habits of timely leaders, managers and peer check-ins and thereby, helping the organisations quadruple their chances of hitting company goals. Organisations can boost the talent density by two to four times with Mesh. For talent, it helps them get clear visibility on their growth and development through transparent development plans, timely coaching and feedback from their teams, peers and managers alike.

MoSeeker

MoSeeker is a prominent technology company specialising in HR solutions and talent acquisition services. By combining cutting-edge technologies, such as artificial intelligence (AI) and big data, MoSeeker transforms the recruitment landscape for organisations seeking to attract and retain top talent.

With a foundational commitment to security and compliance, MoSeeker offers robust solutions in safety certification and regulatory compliance. These specialised offerings ensure that businesses can navigate complex legal landscapes and adhere to industry standards with confidence.

Driven by a mission to bridge the gap between employers and job seekers, MoSeeker provides a comprehensive suite of services, including AI-powered job matching platforms, candidate assessment tools, recruitment analytics, and security certification solutions. Through its focus on innovation and dedication to enhancing the hiring process, MoSeeker has established itself as a trusted partner for organisations looking to optimise their talent acquisition strategies while meeting stringent security and compliance requirements.

National University of Singapore

The NUS Advanced Computing for Executives (ACE) was established to help business leaders to learn about emerging technology and leverage it for digital transformation and business competitiveness. Its approach encompasses three key objectives: partnering with industry and government to upskill and reskill the ICT workforce, collaborating closely with the NUS School of Computing (SoC) to launch continuing education and training (CET) programmes for adult learners, and supporting and empowering organisations to undertake digital transformation initiatives. The curriculum covers a wide range of cutting-edge cross-disciplinary courses, including AI, ML, financial technology (FinTech), blockchain, cloud computing, Internet of Things (IoT), cybersecurity, data analytics, and business analytics.

Octomate

Octomate is a one-stop solution for seamless workforce management beyond the confines of the office. From essential HR modules like onboarding, claims, leave, rostering, time and attendance to advanced features such as appraisal, field force management, and instant payments, Octomate has all bases covered. Why wait for monthly payments when immediate payment options are available? Octomate has been designed to navigate work beyond traditional office settings. Trusted by over 25,000 daily active users in logistics, FMCGs, oil and gas, staffing, and manufacturing, Octomate is flexible and tailored for both desk and deskless workforces. Empower your team with user-friendly features, which ensure quick onboarding and immediate utilisation within a day.

Omni HR

Talented HR professionals are bogged down with repetitive and time-consuming administrative tasks. Omni liberates people teams from administration cycles by automating the entire end-to-end employee lifecycle, allowing them to redirect their time to strategic work that drives business growth. Omni powers modern organisations to reach their full potential by turning complex, manual processes into intuitive, digital workflows. Asia’s fastest-growing organisations rely on Omni’s fully customised HR automation tools to recruit, onboard, manage, engage, and pay their employees.

PACIF IC P RIME

Simplifying Insurance

Pacific Prime

Founded in 2000, Pacific Prime CXA is an award-winning global corporate insurance and employee benefits specialist, recognised for its expert and impartial advice, valueadded services, and industry-leading flexible benefits portal. Fast forward, and over two decades later, it is now the third largest employee benefits broker in Asia-Pacific after acquiring CXA Group’s brokage arms in Hong Kong and Singapore in 2021. Globally, it is internationally recognised as one of the largest insurance brokers. Its global operations in 15 strategic locations enable the provision of a wide range of cross-border and compliant insurance solutions. Collectively, Pacific Prime CXA manages over US$750 million in premiums and cover more than 1.5 million lives.

Paradox

Launched in 2016, Paradox is the conversational recruiting platform behind the world’s first Conversational Career Site, ATS, and CRM. Serving clients like McDonald’s, CVS Health, Nestlé, and General Motors, Paradox is helping recruiters and hiring managers save hours every day on manual tasks like candidate screening, interview scheduling, and reminders, while delivering an unmatched, frictionless candidate experience. Paradox has won numerous awards, including Human Resource Executive’s Best HR Product of 2019, 2021 and 2022, and consecutive honours in 2020, 2021 and 2022 as one of Forbes Top Startup Employers.

PayrollServe

PayrollServe is the Payroll and HR Administration Services division of Stone Forest, a leading business services group. With its proprietary PayDay! System, PayrollServe is committed to providing its clients with cutting-edge solutions and services to help them manage their payroll and HR needs efficiently and effectively. It also offers a wide range of managed payroll and HR services. PayrollServe is committed to maintaining or exceeding the standards that are demanded by organisations requiring payroll and HR services. The organisation is compliant with SSAE 18, ISAE 3402 & SSAE 3000 (ABS OSPAR-certified), CyberTrust Advocate certified, and ISO 27001 certified. At PayrollServe, understanding that payroll and HR management can be complex and time-consuming tasks, the focus remains on providing clients with the solutions and services needed to streamline operations and focus on core business goals.

Pro5.ai

Pro5.ai is at the forefront of AI-powered remote staffing, revolutionising how organisations discover and hire top-tier professionals globally while delivering fast, reliable, and scalable results. Together with thousands of sourcing partners, the organisation ensure access to elite talent. Its proprietary AI conducts tests, interviews, and data analysis from various sources, selecting candidates based on objective and real-world criteria. From any given job description, Pro5.ai identifies the top 5% of professionals, providing a shortlist of the five best matches. This enables stakeholders and hiring managers to make quick and informed decisions from detailed, data-rich, pre-vetted candidate profiles. Experience the era of AIdriven staffing with Pro5.ai.

Pulsifi

Pulsifi provides the world’s first HR platform that uses a multi-data approach to understand people at work. Powered by AI and backed by 50 years of organisational psychology research, Pulsifi’s Talent Prediction Platform is used by multinational organisations, governments, education institutions, and SMEs for talent acquisition and talent management across 54 countries. Pulsifi’s Talent Prediction Platform analyses multiple data points, including resumes, psychometric assessments, performance data and 360 feedback, to match talent to roles and organisations, retain talent longer, and support learning and development. Pulsifi combines talent best practices, data science and AI to predict talent outcomes with high accuracy, capturing knowledge gaps and personalising development plans to meet talent and business needs. Pulsifi’s methodology produces customer validated outcomes, such as over 90% accuracy predicting job fit, organisation fit, performance and potential; over 90% satisfaction from users, employees and candidates; and up to 70% savings in time and effort. Founded in 2017, headquartered in Singapore and trusted by clients in 54 countries, Pulsifi is ISO 27001 certified, PDPA and GDPR compliant.

Raffles Connect

Redefine workplace wellness with Raffles Connect, where they help drive peak performance with holistic well-being. Their unified solution transforms the employee experience, addressing six vital wellness dimensions: Mental, physical, social, clinical, personal, and diet and nutrition. Empower people with a range of resources – from accessible healthcare services to tailored wellness plans and activities, and gain insights into workforce engagement and wellbeing. Turn employee wellness into a holistic experience and let Raffles Connect be a partner for a healthier, happier workplace.

Recruit First

RecruitFirst is a leading recruitment agency in Asia, offering permanent and flexible staffing solutions across the region. With expertise in recruitment management, payroll, and outsourcing, they operate in nine key cities, including Singapore, Kuala Lumpur, Jakarta, Hong Kong, Taipei, Kaohsiung, Hsinchu, Shanghai, and Seoul. Teaming up with RecruitFirst is EASE, the digital arm of HRnetGroup. EASE provides comprehensive HR tech solutions, from job portals to workforce management, simplifying employers’ talent management processes into a seamless journey.

Remote

Talent is everywhere – opportunity is not. Remote closes the gap by enabling employers to hire anyone from anywhere, providing access to opportunity so people everywhere can build better lives. Remote helps organisations become global powerhouses by expanding their access to talent beyond their borders. Thousands of organisations rely on Remote’s modern platform and legal, financial, and cultural expertise to onboard, pay, and manage employees and contractors around the world. Remote was founded in 2019 by Job van der Voort and Marcelo Lebre and is backed by leading investors including SoftBank Vision Fund 2, Accel, Sequoia, Index Ventures, Two Sigma Ventures, General Catalyst and B Capital.

Resilience Institute

Founded in 2002, The Resilience Institute serves as a global partner for building sustainable organisational performance. Rooted in sports and neuroscience, it has trained over 500,000 participants worldwide, fostering high performance, trust, collaboration, and care. As a provider of holistic leadership programmes and organisation-wide wellbeing solutions, Resilience Institute conducts extensive research, offering insights into resilience and wellbeing at the workplace. The Resilience Institute’s learning approach is very practical and supported with technology. It offers a comprehensive learning journey to build and expand the capacity of human capital within organisations. The Resilience Institute’s Spiral model and 60-factor assessment tool are at the core of their technology, assessment, and training programmes. The journey includes measuring resilience and mapping change to build the intra and inter-personal skills of insight, mastery, empathy, and influence and navigate the VUCA world with resilience, energy, and agility.

SAP SuccessFactors

SAP SuccessFactors strengthens the connection between HR and business operations to help organisations create a sustainable workforce and profitable business. As the most comprehensive and global HR cloud software, SAP SuccessFactors Human Experience Management (HXM) suite unlocks the full potential of people and organisations by harnessing the power of AI to elevate every experience, guide every people decision, and connect HR across every aspect of the organisation. Learn how SAP SuccessFactors solutions allow quick adaption to address any skills gaps with powerful software for talent intelligence, recruiting, onboarding, performance, compensation, learning, succession, and development. Increase employee engagement and productivity by delivering individualised experiences that empower and motivate people. SAP SuccessFactors solutions are used by over 262 million users in more than 200 countries and territories around the world.

Science Centre Board

An interactive science playground that transcends generations, Science Centre Singapore offers a unique edutainment experience for all ages. Take advantage of Corporate Membership or host Corporate Events at the premises to gain unlimited access to themed galleries such as the Mirror Maze and Fire Tornado shows, enjoy a unique full-dome movie watching experience at the Omni-Theatre (the only one in South-East Asia), and more.

Singapore Polytechnic

At Singapore Polytechnic, commitment to supporting industry transformation is paramount. Driven by the Industry Exchange Model, strategic partnerships with industry players are charted to create mindshare and foster value exchange. SP’s Pedagogical Approach of Changing Mindsets, Deepening Skillsets, and Changing Behaviours brings together a diverse group of industry experts, standardisation bodies, and solution providers to accelerate digital transformation at any stage. As the preferred industry partner, SP offers an integrated playbook for enterprise transformation, Company & Workforce Transformation (SP CWT). Through a Triple Focus approach of Strategy, Enablement, and Agility, end-to-end solutions are offered through 12 SP centres in consultancy, technology, and workplace learning.

Slasify

Slasify is a global payroll and Employer of Record (EOR) service, where they help organisations run their operations efficiently and legally around the world through their workforce management system, in conjunction with a trusted network of partners. Slasify aims to support employers to focus on global expansion by hiring remote talent and entering the global market, without setting up their entities in different countries, in a more cost-efficient way. Slasify is currently serving over 150 countries in 130 different currencies across the globe.

Software Education

Software Education (SoftEd) is part of the Skills Development Group – a comprehensive training organisation focused on enabling organisations to lift capability and maximise performance through its suite of courses and coaching programmes. From start-up beginnings in New Zealand, SoftEd now operates from a network of offices that span Australia, Asia, New Zealand, and the US. Backed by experienced and globally recognised coaches, the team has the people and skills to be a strategic partner in team development and business transformation. From uncovering skill gaps to futureproofing organisations, SoftEd has all aspects covered. It has built a team that boasts internationally recognised thought leaders in agility and offer a wealth of experience in building organisational capability.

Soqqle

Soqqle is a dynamic and innovative startup that transforms the way people learn and connect in virtual worlds. Its platform merges gaming, social networking, and education, offering an exciting and immersive environment for learners of all ages and backgrounds. Its secret sauce is its focus on authoring and user-generated content, making it easy for organisations to plug in scenes. Join Soqqle on this exciting journey and experience the future of learning.

Sparks Merch

Sparks Merch is a B2B service that helps organisations create, store and ship premium corporate merchandise, promotional products, swags, and gift packs that make an impression on their employees and clients. It has produced merch for Google, Netflix, Shopify, Sephora, Paypal, and more.

Steam Building

Steam Building provides experiential learning activities to equip corporate executives with the skills and mindset to thrive in the future of work. Their innovative team building 2.0 programmes use high-tech tools, such as drones, VR, robotics, and AI to create immersive and interactive scenarios that foster a culture of growth, change, collaboration, communication, empathy and trust among team members. Steam Building also offers cutting-edge ABCD technology training to non-tech professionals, enabling them to master the knowledge and skills for the Web 3.0 era. Its training programmes are designed to be practical, relevant, and fun, making learning easy and enjoyable. Its clients include Fortune 500 companies, educational institutions and government agencies. Steam Building is passionate about promoting innovative STEAM programmes and empowering people to reach their full potential, making a positive impact on society.

Talaera

Talaera helps professionals in Asia and around the world use English confidently at work through high-quality corporate business English training that is instantly applicable in the workplace. Their courses are practical and taught by native English speakers with both business and academic background, hailing from top universities like Columbia and Havard to ensure immediate impact. Renowned for its commitment to excellence, Talaera counts organisations like Amazon, Microsoft and Salesforce amongst its customers, and offers a variety of training options, from personalised one-on-one lessons for leaders and high potentials to scalable solutions like group courses and e-learning to support entire regions. For managers, Talaera provides a high level of visibility into learners’ progress, keeping managers in the loop every step of the way. Talaera’s extensive experience in the Asian market and its customer-centric approach make it the preferred provider for organisations aiming to equip their teams with top-tier English training.

TELUS Health

TELUS Health is a global wellbeing leader, supporting people in more than 180 countries. The organisation delivers both digital innovation and clinical services to improve total physical, mental and financial health and wellness for employees across the full spectrum of primary and preventative care. Its mobile-first wellbeing platform gives employees multiple reasons to come back. It enhances the reach of organisation’s EAP solution to support, connect, recognise, guide, and reward employees in one unified platform that puts people at its heart.

The Talent Enterprise

The Talent Enterprise is a global talent assessment, technology and leadership development organisation founded in Dubai in 2013 by David Jones, Radhika Punshi and Gauri Gupta; with a fast-expanding global network of offices and partners, working with over 500 clients across the Middle East, Asia Pacific and Europe. Inspired by a belief that the current methods of assessing human capital could be revolutionised by a new and integrated approach, The Talent Enterprise partners with policymakers, employers, and educators on aspects, such as career guidance, employability and life skills, talent assessment, succession planning, leadership development and workplace well-being. By providing insights into the intricacies of behaviour in individuals, teams and organisations, The Talent Enterprise helps organisations make critical people decisions through The Science of Behaviourmetry, which blends contemporary psychometric tools and assessment solutions with the latest advances in AI and data science. The Talent Enterprise prides itself on being a high-tech assessment tech platform, using AI and ML as part of the process. Lighthouse, by The Talent Enterprise, is the employee assessment technology platform that provides a range of online psychometric tests, virtual assessment solutions and organisational surveys on a single integrated platform, delivering incredible data insights and customisation.

Tripartite Alliance (TAFEP)

Tripartite Alliance for Fair and Progressive Employment Practices (TAFEP) promotes the adoption of fair, responsible and progressive employment practices among employers, employees, and the general public. Leveraging its unique tripartite identity, TAFEP works in partnership with employer organisations, unions, and the government to create awareness and facilitate the adoption of fair, responsible and progressive employment practices. TAFEP provides tools and resources, including training workshops, advisory services, and educational materials, to help organisations implement these employment practices.

upGrad

upGrad Institute (UI) located in Singapore, is a premier Private Education Institution (PEI), built to accelerate the global delivery and adoption of world-class career skilling programmes powered by innovation. UI holds a four-year EduTrust certificate, which is the Singapore government standard for PEIs and distinguishes schools that can consistently maintain a high standard of quality. UI programmes are developed with a strong outcome-focus that will empower learners with industry-ready formal education and skills. UI offers a range of Post Graduate Diplomas, Master and Doctorate programmes, in partnership with top global universities along with skill-based boot camps. UI is a subsidiary of upGrad – Asia’s largest integrated learning, skilling and career development company that has touched over seven million total registered learners across over 100 countries, to date. It further boasts an alumni base of 400 in Singapore alone, while also enjoying a strong network of 300 direct global university partners, 20,000+ recruitment partners, and an enterprise arm with a clientele of 3,000 corporate partners worldwide.

WalkMe

WalkMe built the leading AI-driven Digital Adoption Platform so organisations can effectively navigate change brought on by technology. WalkMe sits on top of an organisation’s tech stack, identifies where people experience friction, and delivers the personalised guidance and automation needed to get the job done, by workflow, and in the flow of work.

Whatfix

Whatfix is a data-driven digital adoption platform (DAP) that enables organisations and users to maximise the benefits of software. Whatfix acts as an interactive overlay on top of any application to guide users with real-time guidance, self-help support, and user feedback. With product analytics and AI, Whatfix enables scalable success with technology, maximising productivity, and leveraging data-driven insights for better decision-making. At Whatfix, the organisation is on a mission to empower users to unlock the true potential of software applications. Whatfix makes this possible through the vision of userisation. It has seven global offices in the US, India, UK, Germany, Singapore and Australia, and works with Fortune 500 companies around the world.

Wolters Kluwer

Wolters Kluwer is a global provider of professional information, software solutions, and services for personal and corporate tax; accounting; governance, risk and compliance; and legal sectors. Their range of expert solutions combines deep domain knowledge with advanced technology and services to deliver better outcomes, analytics, and improved productivity for their clients. They provide timely, actionable insights in an endto-end digital environment that empowers users to make informed decisions and deliver impact when it matters most. Wolters Kluwer employs over 19,000 people who serve individuals, firms, and organisations in over 180 countries.

Workable

Workable simplifies HR with an all-in-one suite, blending recruitment and employee management. Workable Recruiting is the leading Applicant Tracking System (ATS), enhancing hiring with AI, powerful sourcing tools, and seamless integration with major job boards. Speed up hiring with automation and stay informed with comprehensive reporting. Workable HR streamlines employee management from start to finish. Securely handle employee data, manage time off, and integrate with payroll, with more features like performance management on the way. Additionally, Jobs by Workable connects millions of candidates with opportunities at Workable-powered companies, while Branded Job Boards offer customised sites for organisations to attract talent. Workable has helped more than 27,000 organisations hire the right employees and manage them effectively.

Workday

Workday is a leading enterprise platform that helps organisations manage their most important assets – their people and money The Workday platform is built with AI at the core to help customers elevate people, supercharge work, and move their business forever forward. Workday is used by more than 10,000 organisations around the world and across industries – from medium-sized businesses to more than 50% of the Fortune 500.

Workfall

Workfall is an online recruitment platform designed to help tech-recruiters hire stringently pre-vetted and hands-on software developers from around the world, within just 24 hours. At Workfall, their stringent vetting process ensures access to only the finest tech talent, leaving no room for compromises. All developers on their platform possess at least five years of hands-on coding experience, clear very stringent technical and personal screening, and are proficient in English.

Workforce Singapore

Workforce Singapore (WSG) is a statutory board under the Ministry of Manpower that promotes the development, competitiveness, inclusiveness, and employability of all levels of the workforce. Its key mission is to enable Singaporeans to meet their career aspirations, take on quality jobs at different stages of life, and help enterprises be competitive and manpower lean. WSG’s focus is on strengthening the Singaporean core and ensuring that Singaporeans can have better jobs and careers. WSG, in partnership with key stakeholders, also provides support to business owners and companies to enable them to transform and grow, while building a future-ready workforce.

Zoho

With more than 55 apps in nearly every major business category, including sales, marketing, customer support, accounting and backoffice operations, and an array of productivity and collaboration tools, Zoho Corporation is one of the world’s most prolific software organisations. From large corporations to single-person companies, over 100 million users around the world rely on Zoho to get work done. Its privacy-first approach, longterm thinking, deep engineering focus, and customer-centric philosophy are just a few things that set Zoho apart. Zoho People is a cloud-based HR management software that helps deliver the best employee experiences. It allows organisations to perform all the HR functions, right from onboarding and time and attendance to performance and exit, from a single centralised location. Zoho People helps make HR processes efficient and build an engaged workforce.

Making work life better: The next step on the Dayforce journey

As work continues to evolve in the face of change, many organisations are faced with increasingly diverse challenges in driving growth and success in 2024.

For one of the leading Human Capital Management (HCM) software and services providers in the world, their brand promise of making work life better for people everywhere has perhaps never been more critical or pronounced.

Brian Donn, Managing Director for Asia Pacific and Japan, Dayforce, told HRM Magazine Asia, “Today’s workforce is boundless – fluid, always-on, and borderless – and our changing world of work makes running a business more complex than ever. At Dayforce, we’re helping to cut the complexity and continuing to launch seamless products and experiences that help our community operate with confidence and unlock more value.”

Having been Ceridian’s flagship cloud HCM platform for many years, Dayforce now represents the next step in the organisation’s brand evolution, as Donn explained, “Unifying our brand as Dayforce is an immense, once-in-a-generation opportunity to take everything we do to a new level. It will create a new level of clarity for our customers and unite our employees and partners together with a shared vision.”

“With this transformation, we believe we can amplify our brand promise to make work life better for people everywhere by delivering world-class products that drive quantifiable value for our customers. This includes ongoing investment in simplicity at scale through AI-driven innovations and best-in-class experiences across every stage of the customer journey, helping organisations realise their full people potential.”

An industry leader with more than 15 years of experience leading enterprise software business across APJ at organisations such as Oracle, Verint

“Unifying our brand as Dayforce is an immense, once-in-ageneration opportunity to take everything we do to a new level.”

BRIAN DONN, MANAGING DIRECTOR FOR ASIA PACIFIC AND JAPAN, DAYFORCE

Systems, KANA, and Sword Group, Donn joined Ceridian in January 2022 and assumed his current position in October 2023, where he is spearheading Dayforce’s rapid expansion into the APJ region.

This January, Dayforce officially opened a new office in Manila that will be home to more than 1,000 employees in the Philippines and builds on the investment in six other office hubs that have been launched around the region in the past two years.

Donn added, “Our APJ customers increasingly rely on Dayforce to deliver transformational business outcomes, fuelled by rapidly changing workforce dynamics and a challenging compliance landscape. At Dayforce, we are continuing to invest heavily in Asia as a strategic team hub for our company’s global operations.”

Transforming work and building the future today

With an eager eye on helping to shape the future of work, Q4 of 2023 saw Dayforce introducing a new suite of features designed to elevate the user experience and help employers and employees thrive in today’s boundless workforce.

These include hyper-personalised features like candidate experience, HR service delivery tools and people programmes such as volunteer activities and alumni engagement, which embed Dayforce Co-Pilot to enable Dayforce customers to harness AI-powered intelligence across the Dayforce environment.

With AI having a transformative impact in 2023, Dayforce Co-Pilot is

also representative of how AI is likely to continue to reshape the way organisations work in 2024.

“AI is clearly one of the most exciting technological developments in recent years, and it is already powering exciting growth in HR,” Donn agreed. “For example, we’re already seeing AI help organisations create and automate job requisitions, personalise career coaching, prepare performance reviews, and identify and help to fill staffing shortfalls. And we’re proud that Dayforce is at the forefront of this innovation.”

Dayforce’s approach to AI, he shared, is supported by several key principles. Firstly, the use of AI technology is rooted in rigorous data privacy and security, and determined by fair, transparent, explainable, and understandable methods.

The data used to train the technology must be high-quality, diverse, and representative, and used with express permission. Lastly, Dayforce believes that human judgment is essential in using AI technology to review and correct AIgenerated decisions or recommendations.

As organisations continue to search for innovative ways to leverage AI to create the most effective and impactful ways to work, Dayforce, driven by a renewed sense of purpose, is poised to lead the next phase of this technological advancement in the workplace.

“We believe AI is an indispensable teammate that will propel employees to new levels of creativity, collaboration, and fulfilment and we’re excited by all of the ways we can leverage it to enhance the value we provide to customers,” Donn concluded.

Make work life better with your global people platform. Say hello to Dayforce.

Learn more

The west of Singapore welcomes the opening of Ascott’s newest property, in a unique location prime for multiple lifestyles for the busy working traveller or first-time tourist.

Citadines Science Park Singapore: A lush oasis teeming with science, hospitality, and lifestyle

With more foreign employees looking for alternate, short-term residency until their employers can find adequate housing, more people are turning to properties such as service apartments to befit their needs. Enter Citadines Science Park Singapore, the latest addition to the Citadines brand and the newest property of The Ascott Limited (Ascott).

Nestled in the heart of Singapore Science Park, Citadines Science Park Singapore is an oasis for both corporate and leisure travellers seeking an idyllic stay in the West of Singapore. The property seeks to boost an ambitious combination of sustainability, science, research and development, and hospitality in its location in Singapore’s life sciences and innovation hub. It is also a short drive away to Changi Airport, and popular tourist attractions such as Universal Studios Singapore and Gardens by the Bay.

As the group’s 7th Citadines property in Singapore, it stands to be one of the hidden gems of Singapore’s western region, offering

guests a sanctuary of peace and comfort that is still able to accommodate their living and working needs. The property’s design incorporates natural light and references to the lush greenery that Citadines Science Park Singapore is in, creating a sense of openness and tranquillity throughout the space and offering guests a space to pause from the hustle and bustle of the surrounding infrastructure.

Of course, working and living go hand in hand at Citadines Science Park Singapore. The new property has 250 units and offers a variety of spaces for guests to choose from, including studios, lofts, and onebedroom apartments. Guests who stay at the residence can enjoy numerous onsite amenities such as Residents’ Lounge, Shared Working Space, Meeting Rooms, Launderette, a 25-metre Infinity Swimming Pool, an Outdoor Barbecue, a Fitness Corner, and a food and beverage outlet for the convenience of guests.

The property also offers unique activities in their Citadines Brand Signature Programmes, which guests can enjoy within and around the property. This includes

curated programmes that can jumpstart exploration in nearby nature trails, an inhouse programme called For The Love of Coffee that revolves around the beverage that working guests need to start their day, and a six-month long programme that entices guests to ‘Ready, Reset, Glow!’

“The launch of Citadines Science Park Singapore is a testament to Ascott’s commitment to providing unique accommodation and tailored brand experiences that cater to the evolving needs of our valued guests,” said Wong Kar Ling, Chief Strategy Officer, Ascott and Managing Director, Southeast Asia Ascott. “As we continue to expand our portfolio of accommodation that can cater to both short and extended stays, we remain dedicated to delivering an unparalleled experience that combines the comforts of home with exceptional services and facilities.”

Book now and enjoy up to 25% off the best available rate when you sign up as an Ascott Star Rewards (ASR) member from now till 31 May 2024! Rates are from SGD216++ per night.

Mitigating business risks with a self-esteem-based leadership culture

If we look at the state of the world it is easy to feel insecure and wonder what is next. Mental health issues are on the rise especially after making it through the pandemic years and facing political uncertainty all around. According to a recent study by McKinsey, one in four people in the workforce face burnout and in Asia, the ratio is one in three.

These are alarming numbers, and the question is what can you do as a leader to make sure that you, your company, and your people can weather the storm that the next negative disruption might bring?

The approach of self-esteem-based leadership might give you some insights as to what you can do, especially when we also focus on increasing serenity levels to help with all the mental health issues that

are so rampant in people today – not to speak of the cost and damage incurred by widespread dis-engagement of employees.

There are five levels that are building up on each other to create an environment where people actually want to engage and be fully present.

1. Sense of Security

2. Sense of Identity

3. Sense of Belonging

4. Sense of Vision and Purpose

5. Sense of Competence

There is a clear reason for each one to start with a “Sense of” – as you may be highly competent, but if you feel worn down by the stressors that you experience in your everyday work environment, like your micro-managing boss or a generally resentful atmosphere, then your self-doubt will most likely talk you out of feeling competent very quickly, regardless of what the actual truth is.

A Sense of Security is the most fundamental. Without this one, nothing will work, engagement will plummet, and you will face a sea of disengaged and uncaring faces in a team meeting. Everybody talks about aligning people with the vision and purpose of the company, but the truth is without the first three senses in place nobody will care, because they feel that nobody cares about them. And vice versa – when people feel that they are seen as humans, that they feel respected and

“We naturally want to contribute something to a greater whole and sharing common interests with others is of great interest to many people.”

MARTIN LASCHKOLNIG

cared for, they will be more ready to open up, they will want to make a contribution and will eventually be fiercely loyal to their leader, brand and company. But as the adage goes, trust is quickly lost and takes a long time to be earned back.

So, what can be done?

Security is based on confidence and trust. In oneself and in one’s leadership. Therefore accountability, walking your talk and a readiness to take responsibility for one’s decisions (and mistakes!) are the basic ingredients that are unfortunately all too often not in place with people trying to brush off responsibility to their surroundings, outer circumstances or other factors that seem at least sort of plausible. Know anyone like that?

People act in this way because their own Sense of Security is flawed and our common corporate cultures are exacerbating the situation with the proclaimed or implicit need to be perfect, making no mistakes and having everything under control all the time. Who came up with that fairy tale?

Which brings us to the Sense of Identity. The workplace is one of the most important social meeting points in the lives of many people today – and makes it an important source of identity for many people. You can use this factor positively by doing what I call “Catch them doing it right”. However, the recognition when something is done well or exceeds expectations, is often given only too sparingly. And if that is brought up at the annual performance review, the actual occurrence has already been long forgotten. That is why it is much more beneficial if you “catch” them when they do something right. And the praise does not need to be exaggerated. A simple but honest “Great work on that report, that was very helpful,” can be a fabulous encouragement that their contribution is valued and this will help form a positive perception of their identity. Humans are social beings. That is why the Sense of Belonging is so important

for a positive culture. We naturally want to contribute something to a greater whole and sharing common interests with others is of great interest to many people. And little creates more connection among people than mastering challenges together. Having the feeling of having contributed to the team and being recognised for it (credit for whom credit is due) goes a long way. A team leader blaming team members for when things go wrong and taking all the credit when things go well, is the most toxic behaviour in that area. A great leader shares the spotlight.

And only when these three are in place will people actually be ready to buy into a Sense of Vision and Purpose. Much can be (and has already been) said about how to create a vision and mission. One of the most important aspects in my opinion is to keep it simple. Can a 10-year-old draw a picture of your vision? If yes, most people in your company will get it. Keep it simple.

And lastly, of course, we need well trained people who have the competence to transform their engagement into actual results – and only when the culture in place leads to the people actually having a Sense of Competence will they also be able to put their aspirations into action and results.

All of this does not cost much money, but it needs a willingness to change the attitude and embrace new ways of working together.

If you want to know more, join my session at the Talent Unleashed content theatre at HR Tech Festival Asia 2024 on April 24 at 2.15pm (SGT) and/or download the free “Self-Esteem and Serenity in Leadership“ white paper here

About the author

Martin Laschkolnig is Founder and Director, Institute for the Development of Potential

Business agility: The golden key to a future-proof workforce

In today’s rapidly changing corporate landscape, waiting for ‘perfect information’ to make personnel-related decisions is increasingly futile. Instead, business agility offers a master key, unlocking the potential for a workforce capable of addressing any challenge head-on.

Here are three critical benefits of business agility when applied to larger enterprises seeking to retain and sharpen their competitive edge.

1. Swiftly navigating workforce changes

In an era of volatile revenues and margins, the ability to promptly recalibrate a workforce in response to shifting market pressures is indispensable. Conventional methods of workforce planning, working from medium to long term projections, often prove inadequate.

Traditionally, this has been (wrongly) designated as a challenge for HR to solve.

For example, in boom times, managers provide inadequate specifications to the talent acquisition team and complain when roles are not filled at short notice. This ignores the basic principle that onboarding a new, productive employee requires seamless co-ordination between HR, finance, IT, facilities, compliance, and other functions.

An elegantly simple solution would be to deploy a demand-supply-optimisation model that bring all these players into a common forum, operating from the same dataset, allowing the right personnel with the right skills to be ready at the right time.

Additionally, businesses could leverage AI and real-time data analytics to gain insights into current and future workforce skill gaps across hiring, training, and reskilling initiatives that continually align with organisational objectives.

“Business agility offers a master key, unlocking the potential for a workforce capable of addressing any challenge head-on.”

KRIS WADIA

2. Enabling seamless workforce mobility in a diverse environment

Large enterprises boast diverse workforces spanning various generations and geographies, each with their unique perspectives, needs, and values.

Enhancing talent mobility becomes paramount when attempting to harness this diversity, strategically placing individuals where they can contribute most effectively, and increasingly with their full consent rather than a management diktat.

Creating a truly flexible work environment involves embracing remote work options, flexible schedules, and collaborative technologies that transcend several limitations, including operating across multiple time zones.

Investments in fostering cross-cultural/ cross-generational collaboration and enhancing the employee experience are typically rewarded with high-performer retention. Additionally, innovative suggestions can be sought from employees themselves for better, faster, and cheaper operations.

Understanding the preferences and strengths of different age groups is key to optimising talent mobility. Tailoring strategies to accommodate various work styles ensures that the workforce remains cohesive and dynamic.

3. Keeping policies and compliance ahead of the curve

AI is moving at rocket speed. Every day brings an innovate new app that materially impacts the way work is performed today.

In their personal capacity, some

employees may choose to experiment with these new tools. As they discover the time saving benefits, they may compromise company data when bringing their newfound potential into the workplace.

Most corporate policies and codes of conduct are already out-of-sync with the ever-increasing pace of technology. It is critical that these are reviewed monthly, and the updates communicated in a manner that will grab the attention of employees.

In a world where corporations are still using legacy input-based measures (e.g. time spent at the office) and employees are using output-based measures (e.g. taking minutes instead of days to write a report), the commercial consequences of failing to keep ahead of the curve could be materially negative.

In conclusion, business agility offers both a mind-set and a potential methodology for reviewing, and improving, all aspects of human capital as it impacts the P&L and market valuation of any corporate entity.

About the Author

Kris Wadia is Founder & CEO of Humanized Leadership. To find out more about how your organisation can sharpen its business agility, join him at HR Tech Festival Asia 2024 on April 25 at the Talent Unleashed content theatre at 9am (SGT).

Shaping a more inclusive workplace with payroll and flexibility

As the world prepares to celebrate International Women’s Day this month, this year’s theme of Inspire Inclusion is a timely one as many organisations look to empower more female employees to thrive in a more inclusive work culture.

These include ensuring that female employees are recognised and rewarded for their key contributions to their organisation’s success and are not overlooked in favour of their male counterparts.

Encouragingly, where APAC is concerned, it would appear that efforts to bridge the gender pay gap is beginning to bear fruit, as Yvonne Teo, Vice President of HR, APAC, ADP, told HRM Magazine Asia, “The gender pay gap does not appear to be a major source of dissatisfaction in the APAC region. In our People at Work 2023 report, we found that the gender pay gap did not crack the top ten reasons why people feel dissatisfied with their jobs. In fact, most respondents (55%) feel that their organisations have gotten better at gender pay equality compared to three years ago.”

ADP attributed this to most female employees being satisfied with their salaries (53%) and most feeling that their salary matches their skill sets (77%). Conversely, male respondents are more likely to feel that their salaries could better reflect their job skills (69%) and responsibilities (69%).

“Gender pay equality refers to the principle of ensuring that individuals receive fair compensation for their work irrespective of their gender. It aims to eliminate wage gaps and promote fairness in remuneration, addressing historical disparities that may exist between men and women in the workplace. Achieving pay equality involves creating policies, practices, and a work culture that intentionally creates opportunities for women and compensates employees based on their skills, experience, and performance,” Yvonne added.

One key tool that can help to create

“Gender pay equality refers to the principle of ensuring that individuals receive fair compensation for their work irrespective of their gender”.

YVONNE TEO, VICE PRESIDENT OF HR, APAC, ADP.

gender pay equality is likely to be lying in plain sight because many organisations perceive it as nothing more than a backoffice function.

Yvonne suggested that C-suite leaders can use payroll data to identify compensation gaps across age, racial, and gender lines without biases or judgments. Payroll can also allow leaders to formulate strategies to ensure fair pay.

“For example – where do the biggest pay gaps exist, in which department, and at what seniority? Do female employees wait a longer time between pay rises or promotions, compared to males? How much does their pay increase each time?”, she explained.

“These are quantitative questions for which answers can be gleaned from neutral data insights. If done properly, gender pay equality can help to retain or even attract new talent.”

Flexibility drives innovation in creating an inclusive workplace

For female employees juggling work-life responsibilities, the ability to enjoy flexible working hours cannot be understated.

ADP’s People at Work 2023 report found that work flexibility (27%) is among the top five priorities for female employees in APAC, with most of them (74%) feeling positively empowered to take advantage of flexible working arrangements.

Organisations should note that respondents to ADP’s report expect flexibility at work to be a given, and not a benefit. While most female employees are currently satisfied with their work flexibility (58%) when compared to male employees (51%), employers must continue to revise their strategies to create an inclusive and supporting work environment.

Yvonne said, “A flexible work environment enables employees to balance their personal and professional commitments, resulting in a happier, more fulfilled workforce. This is essential for retaining and attracting talent, which is crucial for sustainable business success.”

“At ADP, we strongly believe that every individual matters and are committed to promoting diversity, equity, and inclusiveness in our workplace. Our company offers family-friendly leave policies, medical subsidies, and a flexible work environment to support our staff.”

“We have implemented several programmes and initiatives to promote gender diversity in leadership roles, including ensuring equal representation of male and female candidates during recruitment. Furthermore, we have established the International Women’s Inclusion Network to engage, equip and empower women to achieve personal and professional success. We are delighted to share that half of our senior leadership team in the APAC region are women,” Yvonne added.

ADP’s annual People at Work report explores employees’ attitudes towards their work and their expectations for the future, making it a timely and accurate measurement of how employees feel towards trending HR topics and issues every year.

The People at Work report for 2024 will be released this April and will provide the latest findings and sentiments on topics such as flexible working arrangements, DEI policies, job satisfaction, and more.

Sign up here to be among the first ones to receive the report.

Navigating the workforce and skills transformation in the age of AI

The genie has escaped the bottle and AI is everywhere now, and HR leaders must understand its implications and steer organisations toward a future in which humans and machines can coexist. While integrating these technologies offers a promising outlook to augment human capabilities and drive innovation, it is equally true that this journey is full of challenges and unknowns. Think of it as navigating through a thick fog—there is a lot we cannot see yet, and we are learning as we go. The path is unclear, demanding HR leaders to learn, adapt, and lead with resilience.

The challenge ahead

Integrating AI into our workplaces is not just about new gadgets or software. It is about redesigning work – think about the new ways of working and growing skills. And with any significant change, there is a bit of unease. According to a survey by the World Economic Forum, by 2025, automation and AI are expected to create 97 million new jobs but also displace 85 million jobs. This means we have a massive task to prepare our workforce for new roles and opportunities. HR leaders themselves must embark on a continuous learning journey. The evolution of technology is rapid and unpredictable, requiring HR leaders to remain agile, informed, and ready to pivot as new trends emerge and old ones fade. This adaptability is crucial in staying ahead of the curve and leading our organisations through the required cultural and structural changes.

Guiding change with empathy

Bringing AI into the workplace is like remodelling an old house while you are still living in it. It is messy, disruptive, and requires patience and adaptability. This is where our skills in change management come into play. We must help employees in the organisation understand why we are making changes, the benefits, and how

“Implementing AI and technology is more about managing human emotions than technical deployment.”

they can be part of this new future. It is not just about sending a memo or hosting a training session. It is about ongoing conversations, listening to concerns, and providing support every step of the way.

Implementing AI and technology is more about managing human emotions than technical deployment. Effective change management is critical in mitigating fears of layoffs and fostering an environment where employees are excited about the possibilities of AI augmentation. It is a cultural transformation, and HR must lead by crafting narratives highlighting technology’s positive impacts on individual roles, the value of upskilling and reskilling, and the opportunities for career development in the new world of work. This requires transparent communication, participatory decisionmaking processes, and a supportive framework to ease the transition and foster a culture of innovation and adaptability.

The dual role of HR: Learning and leading

As HR navigates these waters, the dual role of learning and leading becomes critical. HR leaders must lead by example, by focusing on continuous learning and staying abreast of the trends on workforce dynamics, future skills, and effective change management practices. This involves a commitment to personal and professional development and creating networks and communities of practice that enable the sharing of insights and strategies. For HR leaders to succeed in the future of work, they must look beyond information and trends and proactively address any issues. Specifically, it is about how these trends impact business and, therefore, jobs and skills and what we can do to integrate humans and machines.

They must be deliberate about their choices in managing the changes; they should be committed to addressing business issues and not just go after the new and shiny HR thing.

Conclusion: A journey of transformation

Integrating AI into the workforce, enhancing human capabilities, and fostering a future-ready organisation is complex and challenging. It requires HR leaders to be learners as much as leaders, manage change with empathy and precision, and navigate technological evolution uncertainties with strategic foresight. By acknowledging the difficulties, embracing the need for continuous adaptation, and deploying comprehensive change management strategies to address business needs, HR leaders can guide their organisations through this by keeping our people at the centre of everything we do and turn the challenges of tomorrow into the opportunities of today.

About the Author

Anish Lalchandani is a Global HR Leader and author of the book

‘The Skills Advantage: A Human-Centred, Sustainable and Scalable Approach to Reskilling’. Join him at HR Tech Festival Asia 2024 on April 24 at the Talent Unleashed content theatre at 3.15pm (SGT), where Anish will provide key insights into how organisations can redefine the talent experience by investing in human capital.

What We Do

Shaping Tomorrow's Vietnam Workforce Today

YEARS

23 Engage and Empower Vietnamese HR Professionals

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VNHR currently has more than 1,200 official members, operating regularly in Ho Chi Minh City, Hanoi and provinces across the country.

Each year, VNHR organizes more than 40 activities including: Publishing HR books, Young HR Leadership Program, Q&A with experts, CEO Talk, Tax and labor law consulting, Workshops, Webinars, Training programs, HR Summit, Vietnam Labor Law Conference.

VNHR’s Member Demographics

More than 1200 official members, engaging in many provinces.

58% >10 years working in Leadership industries

62% 20+

S C A N

T o b e c o m e

108.000+ monthly audience

35.000+ social media followers

4.000+ companies in network

V N H R M e m b e r s

Expertise Activities

This International Women’s Day, let’s celebrate Inspire Inclusion alongside inspiring female leaders shaping various industries. Their journeys, insights, shared through HRM Asia, offer a call to action for building a more inclusive and empowered world for all.

WHAT DOES THE THEME OF THIS YEAR’S IWD, INSPIRE INCLUSION, MEANS TO YOU?

The theme of “Inspire Inclusion” means that we all have a collective responsibility to create inclusive societies. It starts with each of us understanding and embedding equity and accessibility into our thoughts, systems, and policies, building a world where everyone has the opportunity to thrive I believe that everyone has a role to play to inspire inclusion To me, this theme create an opportunity for everyone to lean in and play a part in the change we all want to see.

Toyin Ope, Head of Inclusion and Diversity, Asia-Pacific, Visa

HOW CAN ORGANISATIONS INSPIRE INCLUSION WITHIN THEMSELVES TO PROMOTE BETTER, MORE EFFICIENT LEADERS AND EMPLOYEES?

Inspiring inclusion at all levels, with every employee and leader, across the organisation is a cultural and mindset shift It starts at the top Hiring and promoting women to the leadership level sends a powerful signal down the line. That is why women lead some of our biggest and most important businesses, including AWS’ storage business, customer experience, industries, and development We know that businesses thrive with more diverse leadership by helping organisations consider different viewpoints.

Pacific Director, Amazon Web Services

HOW DO YOU THINK ORGANISATIONS SHOULD HELP BOOST RECOGNITION OF WOMEN ESPECIALLY WHEN IT COMES TO THEIR WORK AND ACHIEVEMENTS?

Women can empower each other by celebrating one another’s achievements, amplifying their voices to ensure their ideas are heard, and offer constructive feedback to support their growth and advancement with programmes like “Women of Xero” and the “TechSisters Employee Resource Group”. At Xero, nurturing all employees and celebrating their achievements is a priority that our leadership passionate supports

Koren Wines, Managing Director, Xero Asia

JOIN US AT HR TECH FESTIVAL ASIA 2024

FULL ACCESS DELEGATE PASS:

6 CONCURRENT CONFERENCE TRACKS

OVER 130 SPEAKERS NETWORK WITH > 8000 ATTENDEES

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Love your job, live your life

You have had a long and hard day at work and can finally sit down with your family for a well-deserved dinner.

Or so you thought. The ringing of your mobile phone shatters the bliss, with your manager asking for a report to be sent before the night is over. Indignant and protective of your personal time, you decline and say you will send the report the next working day.

For employees in Australia, this scenario may become reality when a soon-to-be-passed legislation provides the “right to disconnect”, and employers may be penalised by the Fair Work Commission if they consistently and unreasonably contact employees beyond their designated working hours.

While it is arguably difficult to see similar laws passed – and regulated - in overworked countries such as Singapore and Japan, where employees “voluntarily” work overtime hours or keep themselves perpetually connected to work out of fear of losing their jobs or career advancement opportunities, it is perhaps worth asking: Are such laws necessary?

To put things into perspective, employees who have been given reasonable time to complete a task or project should be expected to do exactly that. Unless there are clear mitigating circumstances, it is hardly amiss for managers to be pushing these employees to fulfil their job responsibilities.

BY SHAWN LIEW

hours a day shouldn’t be penalised if they’re not online and available 24 hours a day.”

With recessions in Japan and the UK raising fears that these merely represent the tip of the iceberg for a difficult 2024 ahead, plans by many employees to seek alternative employment opportunities may be shelved – for now.

However, that does not necessarily imply that all employees do not remain committed to their current jobs. With the right support and recognition system in place, many employees will continue to bring their best self to work every day. What they are less keen to do perhaps, is to consistently perform work shifts in excess of 12 hours when they have already reasonably delivered on their obligations.

The conundrum arises when the opposite holds true.

For employees who conscientiously carry out their job duties to a consistently high standard, is it fair to expect them to be taking on extra duties on a regular basis, often at short notice? Is it myopic, or even irrelevant, for managers to continue to use the willingness to work extra hours as a benchmark to assess the performances of employees?

Instead, managers who question employees’ commitment to their employers because of a perceived unwillingness to devote time beyond their designated working hours should ask themselves: Are you committed to ensuring the wellbeing of your employees?

After all, the “right to disconnect” law in Australia was born out of a desire to improve the work-life balance of employees, as Australian Prime Minister Anthony Albanese described, “What we are simply saying is that someone who isn’t being paid 24

Burnout is real, as the recent resignation of Jurgen Klopp, the manager of Liverpool Football Club, has demonstrated. After almost nine hugely successful years at the helm, the affable and infectiously passionate German has announced that he would be stepping down from his role in May.

His reason? A dwindling reserve of energy and a desire to live a “normal life” beyond the glare and pressure of being the manager of one of the biggest sporting institutions in the world.

For most of us, our jobs are unlikely to thrust us into the public spotlight as prominently as that of a football manager’s; neither are we likely to be as handsomely remunerated.

What this analogy highlights however, is the very threat of employee wellbeing continuing to diminish if left unchecked.

Managers need to start relooking at the workflows and structures that are currently in place and question if they are detrimental to employee wellbeing. For instance, why is there a consistent backlog of work and are managers inadvertently pushing more tasks to certain employees simply because they are more capable of doing them, or are less likely to say no?

Organisations can thrive with a healthy and productive workforce, and employees can be supported in achieving an optimal work-life balance; neither are mutually exclusive. So, the next time you want to send out an email or message on Teams beyond designated working hours, you may want to think again.

CHRO

HR 2024 AND BEYOND: 2024 SERIES

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14 AUG 2024, JAKARTA

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18 SEP 2024, SINGAPORE

ABOUT CHRO SERIES

The CHRO Series is a premier platform for HR leaders in Southeast Asia to connect and exchange insights on the latest HR trends. Through one-day events in various countries, it provides an opportunity for face-to-face discussions, showcasing innovative solutions, and fostering connections among HR peers.

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