HRM 13.4 Supplement

Free with HRM Issue 13.4

Annual guide to

Executive Education & Professional Development 2013 Featuring: The changing face of MBAs Training rank and file employees

Upcoming Courses (April - June 2013)

ISO 9001:2008 Quality Management Systems

Finance Finance for Non-Finance Managers (14 hrs)

15 - 16 Apr 13 - 14 May

13 - 14 Jun

Human Resource and Training Conducting Behaviour Based Interviews (BBI) (14 hrs)

8 - 9 Apr

Conducting Effective Training Needs Analysis (TNA) (21 hrs)

13 - 15 May

ISO 9001:2008 Awareness Course (7 hrs)

8 May

Interpretation, Documentation and Implementation of ISO 9001:2008 QMS (14 hrs)

6 - 7 May 22 - 23 May 3 - 4 Jun 13 - 14 Jun

QMS Auditor/Lead Auditor (IRCA Certified Course - Reg No. A17078) (40 hrs)

16 - 19 & 22 Apr

14 - 17 & 20 May

18 - 21 & 24 Jun

PSB Certified Six Sigma

Microsoft Office Microsoft Word MS Word 2007 (Level 1 - Fundamentals) (14 hrs)

22 - 23 May

MS Word 2007 (Level 2 - Advanced) (14 hrs)

18 - 19 Apr 20 - 21 Jun

Microsoft Excel MS Excel 2007 (Level 1 - Fundamentals) (14 hrs)

6 - 7 Jun

MS Excel 2007 (Level 2 - Advanced) (14 hrs)

16 - 17 Apr 14 - 15 May

10 - 11 Jun

PSB Certified Six Sigma Green Belt (56 hrs)*

Apr Intake: 8 Apr - 23 May May Intake: 6 May - 30 May

PSB Certified Six Sigma Black Belt (112 hrs)*

Apr Intake: 8 Apr - 22 Aug May Intake: 6 May - 22 Aug

PSB Certified Lean Six Sigma Green Belt (84 hrs)*

Apr Intake: 8 Apr - 13 Jun May Intake: 6 May - 13 Jun

PSB Certified Lean Six Sigma Black Belt (140 hrs)*

Apr Intake: 8 Apr - 22 Aug May Intake: 6 May - 22 Aug

*For detailed course days for each intake, please refer to our online training calendar.

ISO 50001 Energy Management

Microsoft PowerPoint MS PowerPoint 2007 (Level 1 - Fundamentals) (14 hrs)

29 - 30 May

Cost-Cutting through Energy Management Systems - ISO 50001:2011 (7 hrs)

8 May

MS PowerPoint 2007 (Level 2 - Advanced) (14 hrs)

11 - 12 Jul

Developing and Implementing ISO 50001:2011 (14 hrs)

9 - 10 May

Medical Devices Management Systems

Customer Service Training Excel in Customer Service (14 hrs)

18 - 19 Apr

Handling Difficult Customers (16 hrs)

25 - 26 Apr 27 - 28 May 24 - 25 Jun

9 - 10 May

27 - 28 Jun

Employability Skills WSQ and Service Excellence WSQ courses with up to 90% WDA funding are also available. Please refer to our online training calendar at www.tuv-sud-psb.sg/learning/training-calendar for more details.

ISO 13485:2003 Internal Quality Auditor Training (21 hrs)

22 - 24 Apr

Packaging Process Validation: A Review of the ISO 11607 Standard (16 hrs)

10 - 11 Jun

TĂœV SĂœD PSB Learning 1 Science Park Drive, Singapore 118221 T: +65 6885 1488 E: learning@tuv-sud-psb.sg www.tuv-sud-psb.sg/learning

Including products from

NEWS

Executive education MALAYSIA

WORLD

Talent Corp to train 6,000 graduates in 2013 A total of 6,000 graduates will be trained

by Talent Corp Malaysia this year, through a bridging programme under the Graduate Employability Blueprint.

In 2011, Talent Corp trained 1,000 graduates, with this figure rising to 2,000 last year.

“This is part of the government’s efforts to strengthen the employability of graduates from higher institutions of learning under Talent Corp and the 1Malaysia Training Scheme (SL1M),” Minister in the Prime Minister’s Department Tan Sri Nor Mohamed Yakcop told Bernama.

According to Nor Mohamed, through SL1M, more than 9,000 graduates had

Liverpool FC joins forces with business school

47%

been successfully placed in participating companies.

He added that the government would continue to implement programmes to strengthen the marketability of graduates, including through industry internships.

of test-takers for graduate business and management programmes last year were 25 or under Source: Graduate Management Admission Council

Over threequarters (77%) INDIA

Only 10% of management graduates employable: ASSOCHAM Despite robust demand, only 10% of graduates are employable. A recent survey by the Associated Chambers of Commerce and Industry of India (ASSOCHAM), “B-schools and Engineering colleges shut down – Business Struggles”, attributes the gap to rapid mushrooming of tier-2 and tier-3 management institutes.

Since 2009, recruitment directly via higher education campuses has fallen 40%. As a result the business schools and engineering colleges are attracting fewer students, with more than 180 business schools already closed down and another 160 struggling for their survival.

DS Rawat, Secretary General, ASSOCHAM, said that the lack of quality control among faculties, and placements that were not commensurate with the fees being charged, were chief reasons for the decline.

Some students suggested business schools had promoted their brands only on placement and by boasting about high salaries. They also offered theoretical courses which lacked the practical skills development required by the corporate sector today.

Considering the economic slowdown and tough job market, MBA aspirants are becoming reluctant to opt for management degrees.

Instead, short term specialisation courses are now becoming the most sought after training opportunities.

In its paper, ASSOCHAM advised business schools to improve their infrastructure, train their faculty, work on industry links, and spend money on research and knowledge creation, as well as pay their faculty well in order to attract good teachers.

of HR professionals worldwide do not know how their workforce potential is affecting the company’s bottom line Source: Global Assessment Trends Report 2013

35%

of managers and employers in the US don’t believe that governmental agencies have the tools needed to grow future leaders Source: Online survey by Federal News Radio

For the first time a top-flight football club and a prestigious business school have joined forces to launch an educational institution, developing students through classroom theory and sport.

The collaboration between Liverpool Football Club and the London School of Business and Finance (LSBF) will see tailored programmes in sports management and leadership delivered worldwide through the new Education and Learning Initiative Training Entrepreneurs in Sport (ELITES) programme.

“We’re extremely proud to have entered this partnership with Liverpool.

Both LSBF and the Club have put a lot of effort into the development of the programmes, which are unique to the market,” said Aaron Etingen, Founder and Executive Chairman of LSBF. “At LSBF, we’re driven by innovation and excellence, this collaboration is an example of our commitment to deliver exclusive programmes,” he added.

The Management and Leadership course will be the first ELITES programme to be launched, developing skills such as team building, motivation and strategic management. The five-day continuous professional development course will be split with half of each day in the classroom with LSBF lecturers, and the other half with Liverpool coaches.

Together, they will study industry leading management theory, practical sessions and seminars, and the host of skills that are transferable between the business and sporting worlds.

Participants will also enjoy guest lecturing from industry experts.

The course, which is aimed at professionals looking to build on their skills, will kick-off at the Liverpool Football Club Academy in Kirkby on June 3. The programme will then travel across the world, taking the unique package to new territories and giving thousands more the opportunity to take part.

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NEWS

Executive education UK

CANADA

Opportunity to provide high-level training should be seized, says skills minister In the UK, the creation of postgraduate apprenticeships and professional development for work-based learning have been praised

by Skills Minister Matthew Hancock.

He has recently welcomed the creation of the first graduate level apprenticeships in advanced manufacturing, commercial airline piloting and professional development for work-based learning practitioners.

In addition, a new framework for the first post-graduate level higher apprenticeship in professional services has been approved, opening up opportunities for employers to recruit and train in accountancy, auditing and tax.

Hancock urged other employers and training providers to follow suit by creating new opportunities for people to gain world-class training through higher apprenticeships.

Hancock said: “Britain’s prosperity depends on the high-level skills that create world-beating products and services. By creating new apprenticeships at degree level and above, the Government is sending a clear signal that practical learning is a viable route to the professions.

“Apprenticeships deliver and offer the ideal opportunity for ambitious young people and adults to get ahead while earning a wage - and for employers to recruit the brightest and best recruits.”

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Skills training to be boosted with newly approved Jobs Grant

Only

ONE IN FIVE

organisations focuses on mature workers’ training and development Source: ‘State of HR survey 2013: Recovery in sight’ by law firm Speechly Bircham and King’s College London

In South Africa,

21%

of top employers experience a deficit of professionals at the executive management level Source: CRF Institute’s research of Top Employers in 2012

The newly approved Canada Jobs Grant will see workers get up to US$15,000 in skills training, with funding shared equally between the employer, the province and the federal government.

The grant will also better match Canadian workers to skilled jobs, said Port Moody-Westwood-Port Coquitlam MP and Canadian Heritage Minister James Moore.

“What we’re trying to do is match the job openings that exist so Canadians can have jobs in Canada rather than bringing people [foreign workers] from

outside of Canada,” Moore said, in a report by Tri-City News.

He added that the new Canada Jobs Grant could help the province fill the needs for skills trades in the construction and resource industries.

“It’s business people finding people and matching them to skills they need for the jobs,” he explained.

The plan could provide up to 130,000 Canadians each year with access to training at eligible institutions, including community colleges, career colleges and trade union training centres.

SINGAPORE

Cross training of employees through JFP The Grand Copthorne Waterfront Hotel has launched a multi-tasking programme to ensure that employees are adequately trained before they are being deployed to other sister properties and/or other departments within the Hotel.

It is the first hotel in Asia within the Millennium & Copthorne group to participate in the Job Flexibility for Productive (JFP) initiative, which allows the hospitality industry to optimise workforce deployment, reduce reliance on foreign workers and improve productivity and wages.

From 31 January 2013 to 30 January 2015, Grand Copthorne Waterfront Hotel Singapore will be encouraging local and foreign (work permit holders) employees to attend cross training so that they can be deployed to other departments within the Hotel to assist with the manpower needs.

“We are confident that the JFP initiative will help to equip our employees with more skills and to improve productivity and morale at

the workplace. This will also help us to manage our resources more effectively,” says Senior VP – Asia, Millennium & Copthorne International, Lim Boon Kwee.

“Our employees are excited about the opportunities arising from this initiative and have already approached our HR Department to express their interest in attending the relevant multi-task training,” Lim adds.

In addition, the hotel has also obtained a separate MOM’s approval to deploy its foreign workers across our five fully-owned hotels, further promoting greater efficiency, synergy and productivity.

PROFILE

Cegos

Europe’s largest training organisation, Cegos, sets up Asia Pacific HQ in Singapore Cegos, Europe’s largest training organisation, has its Asia Pacific HQ in Singapore as a recognised hub for excellence within the L&D industry. The business is led

by Managing Director, Jeremy Blain, who is in charge of strategic and operational activities for this region.

The Cegos Group was founded in 1926 in France, and is one of the world leaders in professional training for managers and their teams. In 2011, the Cegos Group achieved a turnover of S$300 million and trained more than 200,000 personnel internationally.

Cegos’ Singapore hub adds to its existing operations in China and Hong Kong and will give an extra dimension to the organisation’s services by making it more

accessible to clients across Asia Pacific. Cegos is one of the few global players able to support organisations in their international training and development initiatives.

Cegos’ “Think Global, Learn Local” philosophy is demonstrated by a robust and localized offer in Diagnostics, Blended learning, Face-to-face and eLearning; including a substantial portfolio of learning solutions in Mandarin.

Before Cegos, Jeremy Blain worked for Procter and Gamble and PepsiCo. He then founded and managed his own dotcom company prior to joining the Cegos team. As a regular conference speaker and publisher of Industry Papers, Jeremy has global reach, strong Asia specific working knowledge, and a wide Industry network.

Jeremy Blain, Managing Director, Cegos Tel: +65 9069 3291 Email: jeremy.blain@cegos.com.sg Web: www.cegos.com www.cegos.com.sg www.cegos.com.cn

The Learning Business in Asia • The Largest Training and Development Organisation in Europe has its Regional HQ right here in Singapore with a network across Asia Pacific including a fully owned 15-year old business in China • Personal and Professional Development for Managers and Teams • Multi-mode approach allowing delivery through Face-to-Face means, Blended Learning and a Comprehensive Suite of content rich eLearning Solutions • Content can be accessed ready-made, is flexible to customise or can be 100% tailor-made for specific client projects • Our goals: g ROI measured from Day 1 g Increased productivity through more appropriate learning g Cost avoidance through appropriate delivery method and g Leveraging learning across a wider audience through the use of technology and “coffee break” face-to-face interventions.

Would you like to know more?

Please email us: learn@cegos.com.sg or call us: +65 6809 3097

Cegos Asia Pacific Pte Ltd

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PROFILE INTERNATIONAL HR

Singapore Management University

Our business is business and our focus is Asia

SMU Executive Development Singapore Management University Administration Building, 81 Victoria Street, Singapore 188065 Tel: +65 6828 0100 Email: exd@smu.edu.sg Web: www.exd.smu.edu.sg

Highly regarded for excellence in management practice, Singapore Management University (SMU) is one of Asia’s leading universities.

SMU offers an unparalleled wealth of expertise in issues of business and management in Asia, distributed across its six schools (Accountancy, Business, Economics, Information Systems, Law and Social Sciences). The SMU city campus is a modern facility, enabling a technologically integrated learning experience in the heart of the Singapore business district.

Uniquely, SMU represents a fusion of Western and Asian theory and practice, with a strong foundation in our own research of management and business practices in Asia. We

“It enlightens me in many areas of the business. It’s not simple but the course has made it applicable. It’s like a mini MBA! Brings out the essence, cuts out the nonsense” – Gabriel Ngoi, Technical Services, Lubrizol, Lubrizol-SMU Business Skills Programme

“Excellent programme conducted in a great campus and with excellent faculty having deep understanding” – Rajesh Bansal, Senior Consultant, Tata Consultancy Services, TCS-SMU Alchemy Programme

“The programme highlighted crucial skills for balance-sheet, inventory and cash-flow management. Doctors usually continue their education in terms of medical and research skills. This course thus offers a refreshing and useful change. The networking opportunities were helpful too” – Dr Yong Chern Chet, Family Physician, Raffles Medical Group, GSK-SMU Medical Practice Management Programme

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pride ourselves on the publication of research papers, our extensive library of teaching case studies and the business relevance of our programmes and courses.

SMU emphasises an interactive and practice-driven approach to teaching, combining small class sizes (that are conducive for dialogues and discussions) with practical experience, in which participants apply the knowledge gained. Known as a pioneer for the holistic approach to producing well-rounded, multitalented programme graduates, SMU also seeks to incorporate leadership and team skills in all programmes.

Custom programmes SMU’s bespoke, company-specific custom programmes are specially designed to address organisationwide competencies and relevant business issues. This ensures the knowledge and skills imparted to the participants will fit the context and requirements of their organisations.

Our ability to listen and respond to our clients’ needs is amplified by our blend of practice-experienced faculty together with our research and teaching capabilities. This combination enables us to adopt a consultative approach to achieving the performance results desired.

Open enrolment programmes Our open enrolment programmes are designed as a learning journey to enhance the professional capabilities of individuals and their ability to lead organisations and collaborate in teams. Our portfolio includes a robust offering of both general and specialist programmes.

Future ready leaders

• Future-ready Leadership: Strategic Management in the Context of Change • Women & Leadership • Executive Skills for Board Members in Challenging Times • Emerging Leaders Programme

Growth accelerators

• 1000 Hours of Innovation • Future Ready Firm: Winning with Digital • Commercial Skills Academy • Competitive Advantage with Human Capital • Aligning to Win: Excellence in Strategy Implementation and Change Management

Global business excellence • Going Global: Part 1: Internationalising Business • Going Global: Part 2: From Asia to Europe • Doing Business in ASEAN • Clusters of Innovation (Public-Private Partnership)

Masterclass series

• Reputation Building & Brand Management • Doing the Deal: A Negotiation MasterClass • Leading and Architecting the Trustworthy Organisation: A Blueprint for Competitive and Reputational Advantage

Sector specific programmes

• Asian Finance Leaders Programme • Innovation in Healthcare Business Models • Hospital General Managers Programme

FEATURE

Training & Development

THE CHANGING

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FEATURE

FACE OF What will the MBA of the future be like? Movements toward part-time courses, online delivery options, and content that focuses on ethics and sustainability are just some of the trends being witnessed in Asia at the moment. HRM delves further

By Shalini Shukla-Pandey

In Asia-Pacific, all signs are pointing to a growth in business education: enrolment figures for management programmes have shown strong growth across the entire region.

“Governments ranging from China to Dubai keep extending generous funding for universities,” says Professor Hervé Mathe, Dean of ESSEC Asia-Pacific.

“In Singapore, education stands as the second largest source of spending, making up more than a fifth (21.7%) of the total expenditure in the government budget this year.”

However, many full-time MBA programmes have difficulties attracting enough students to fill their classrooms because of questions regarding the real number of high-paid jobs after graduation, Mathe adds.

In North America, a growing number of students and recent graduates have been overwhelmed by debt from their studies, including those from business schools. “MBA degrees at leading universities almost guarantee finding a rewarding job within three months of graduation but questions are now being raised concerning the true return of investment in good mid-tiered management schools,” says Mathe.

Reinventing the MBA

In 2011, the Kenan Flager School at North Carolina Chapel Hill launched an online MBA with the

same

premium fees as the full-time degree Source: Professor Herve Mathe, Dean of ESSEC Asia-Pacific

Business education is reinventing itself in the face of these criticisms. From formats to pedagogical methods, and from faculty selection to research funding, numerous institutions worldwide have been assessing their practices and innovative approaches have been emerging.

“Traditional full-time MBAs face solid competition at multiple levels – part-time programmes in Brazil or Russia, pre-experience masters in management from France or Germany, and the internet,” explains Mathe.

“The ‘learning-by-doing’ imperative leads to amazing experimentation of consulting-based management courses,” he adds. “This is why the Global MBA of ESSEC puts strong emphasis on international diversity and experimental learning.”

In terms of format, Asian institutions have adapted to part-time or executive programmes. A handful of leading Executive MBA degrees in Asia, frequently offered in partnership with Western universities, are continually strengthening their position.

As part of this trend, the ESSEC-Manheim Executive MBA, an alliance of two leading European business schools, will soon launch an Asia-Pacific track in the region. With residencies in China and other part of the world, the curriculum will be designed to provide modular courses with relevant insights into Asian business, based on research results and expertise from ESSEC Asia-Pacific.

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FEATURE

Training & Development The rise of online education

Master in Management The cost of educating students at the university and executive levels has risen tremendously over the past 20 years. It is also the reason why the ‘Master in Management’ format has developed so quickly in recent years.

“Demand for pre-experience Master of Management will probably increase in Asia since they effectively suit the growing number of ambitious students eager to acquire a higher-than-undergraduate qualification before seriously entering the job market,” says Mathe.

Asians institutions, however, are not very well positioned in the Master in Management format, posting only three players in the 2012 FT global masters in management ranking. The Indian Institute of Management in Ahmedabad obtained the 10th position, while Shanghai Jiaotong University was 45th and Sun Yat-Sen Business School, 58th.

Continental Europe dominates this section with a Swiss academic institution in first position and three of the top five players from France, including ESSEC. “As opposed to the slight decline in full-time MBAs, the Master of Management constitutes a fast expanding learning format that provides organisations with highly qualified, immediately operational, young managers at an affordable cost,” says Mathe. in 2012, the ESSEC Master of Sciences in Management climbed from the eighth place to be ranked number five worldwide in the FT global masters in management ranking. “This is partly explained by the 18 months of job period offered during the curriculum, contributing highly to the placement of the students,” says Mathe.

The programme now has a new January intake available in Singapore. It is open to candidates with a Bachelor in Economics or Business Administration as well as those with relevant degrees in engineering, science and design from top-tier institutions.

With the aim of producing a new generation of leaders, Nanyang Business School is introducing a new one-year full time curriculum in August for its 2013 intake. Last year, the business school had a 16-month programme.

Aside from well-honed leadership capabilities, students who graduate from this course will have a deeper knowledge of industry issues, especially in the Asian context, and a greater sense of corporate governance and sustainability.

“It all depends on the career aspirations and the current situation of the MBA-wannabe,” says Nicanor Lazaro Soriano, Director, Marketing and Admissions, Nanyang Business School – Nanyang Technological University.

There are indeed certain factors that prospective students will consider when choosing between a full-time and part-time programme; for instance, whether one is able to manage with no income for one year.

“This is also one of the reasons why our new curriculum is just one year instead of 16 months,” Soriano adds. “With less time away from work, (or no income), you will be able to recover your investment in a shorter time too.”

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Technology has also impacted the higher education landscape, and technological innovation will continue to influence the pedagogical approach and teaching methodologies well into the future.

Today, students are naturally expected to use their computers and tablets as part of their learning. These devices are used for everything from simulations to data collection, social construction of joint work and international game exercises. In some cases students are given tablets with academic contents and pedagogical materials.

Students at SIM Global Education, for instance, can go online to communicate with their lecturers, submit their assignments, access and download materials, and engage in discussions.

At ESSEC, computerised simulation games have been used since the early 1980s. The technical content of the games, realism of the studied situations, and capacity to play them online on a multi-campus basis are continuously updated and enlarged.

“All students in Asia, whatever their programmes from bachelor (degrees) to advanced masters and many executive courses, are experimenting with these truly self-committing forms of business training,” says Mathe.

Online courses were also introduced into the Nanyang MBA programme some years back to augment classroom courses. For its 2013 curriculum, Nanyang Business School is providing additional optional online courses.

“However, we firmly believe in the effectiveness of learning via the dynamics of classroom interaction,” says Soriano. “Thus we do not intend to be 100% online for awarding MBA degrees.”

Mathe agrees, saying face-to-face learning cannot be avoided in higher managerial education. “Coaching and discussion on social values, corporate responsibility or challenging decision making processes where human interactions are involved still require soft, yet rigorous and well-delivered, approaches,” he says.

Ethical MBAs MBAs have long been seen to provide critical, cuttingedge business education to talented individuals.

However, as ethical and sustainable business increasingly becomes commonplace in the economy today, business schools are evolving to include a stronger focus on CSR and sustainable business strategies.

“Introducing social sciences into the curriculum, reintroducing emotional intelligence in decision-making processes, and extending the creative ability of future managers are but a few of the initiatives taken by business educators from Toronto to Stockholm, and from San Francisco to Barcelona, in order to deal with current challenges,” says Mathe.

FEATURE

Leading independent institutions such as Harvard, Stanford or MIT in North America, or ESSEC and many others in Europe, have always invested in new and innovative approaches to education and research among which are CSR trends.

ESSEC, for example, has introduced abundant learning experiences in various programmes aimed at developing responsible behaviours, creating several Research Centres related specifically to this activity.

These include the Institute for Social Innovation and Entrepreneurship; the Chair of Philanthropy; the Leadership and Diversity centre; Centre for Capitalism, Globalisation and Governance; the Business for Common Good initiative; the Sustainability initiative, and the Special Initiative on Responsible Innovation.

ESSEC also contributed to drafting the book, Rio 50 + 20, a historical “landmark” for Business Schools at a crossroad. The school created a worldwide alliance between prominent business schools in six major countries (ESSEC in France, Fundação Getulio Vargas in Brazil, Fudan in China, Keio in Japan, Mannheim in Germany, and Tuck in the US) aimed at exploring the trickiest interfaces between business and society, with a global scope.

Sustainability is also a core value of Nanyang Business School. Its mantra, ‘leaders from a sustainable world’, says it all. Sustainability is built into the courses and electives that are taught in the MBA. “One of the courses in our 2013 curriculum is that of corporate governance and sustainability,” says Soriano.

“This is in addition to some of the electives on offer that have sustainability as a theme.”

“We see these two (corporate governance and sustainability) aspects as key and important ingredients of doing business now and in the future,” adds Soriano. “Thus they are salient points of the MBA programme we have.”

Student-centric MBAs Dr Timothy Chan, Director, Academic Services, SIM Global Education says that the MBA programme is increasingly becoming more student-centric. Options available to students now consider: • Delivery mode – full-time and part-time, and the flexibility to switch from one mode to another

Facetoface

learning cannot be avoided in higher managerial education

• Choice of content – a shift from a prescribed set of modules to a combination of prescribed and elective modules • Experience – the programme can be completed in different locations and campuses across different countries • Multi-disciplinary focus – apart from traditional business and management discipline, more modules are available from other disciplines (such as design, IT, and psychology) are offered • Use of Digital Technology – e-learning, mobile learning, online community and other learning pedagogies are being adopted and integrated into MBA programmes • Admission criteria – these have been extended to be more inclusive and allow more diversified student backgrounds • Specialised programmes – combining management skills with specific functional expertise, such as the University of Warwick’s Master of Science in Engineering Business Management, and the Master of Science in Supply Chain and Logistics Management offered at SIM Global Education.

CASESTUDY

ESSEC Asia-Pacific ESSEC Business School has been coming up with innovative ways to deliver economic and business education ever since its origin in Paris in 1907. In Asia, for example, “The Asian Strategy Project” was launched three years ago in partnership with Capgemini Consulting.

Students from the Singapore campus run consulting projects at companies in different Asian locations under the coaching of a management professor and a senior consultant from the firm. They are also sent overseas to conduct field research projects and provide recommendations regarding the subject company’s strategy and business development.

“Students learn to sharpen their consulting and research skills amid real business and societies issues in one of the most dynamic part of the world,” says Professor Herve Mathe, Dean of ESSEC Asia-Pacific.

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PROFILE INTERNATIONAL HR

NUS Business School

Shaping global business leaders for Asia Since 1981, NUS Business School has offered a comprehensive portfolio of executive education programmes to more than 24,000 leaders and senior managers from over 80 countries. Our range of open-enrolment programmes, conducted in both English and Mandarin, are designed for high potential leaders and senior managers.

We also design and deliver customised executive programmes targeted at the development needs of client organisations. Our programmes have been delivered in cities such as Singapore, Kuala Lumpur, Bangalore, Bangkok, Jakarta, Manila, Colombo, Shanghai, Beijing, Tokyo, Sydney and Wellington.

Our rich classroom diversity ensures that participants learn not only from the faculty, but also through sharing, group discussions and networking sessions.

“The unique case studies combined with the sharing and brainstorming format has really sharpened my hard skills in terms of strategy and operations implementation, as well as my soft skills in building leadership, corporate culture and international relationships” – FERY WIRAATMADJA, CEO, LEJEL ENTERTAINMENT & MEDIA (INDONESIA) STANFORD – NUS EXECUTIVE PROGRAMME IN INTERNATIONAL MANAGEMENT

“The networking opportunities as well as the exposure to the latest strategies and techniques will be of immense help. I look forward to incorporating them into my day-to-day work” – P C SHARMA, CHIEF EXECUTIVE OFFICER, TRANSPORT CORPORATION OF INDIA GENERAL MANAGEMENT PROGRAMME

“The programme has provided me with the opportunity to identify and understand my strengths and weaknesses, and how I could build on these to excel and bring the business to new heights” – STEVEN TNG, REGIONAL DIRECTOR, GLOBAL MATERIALS PROCUREMENT, AVERY DENNISON, LEADERSHIP DEVELOPMENT PROGRAMME

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Our Teaching Methodology NUS Business School utilises a unique set of academic methodologies to deliver to our participants an unparalleled learning experience. This includes: • A blend of case studies and business simulations delivering content in an experiential format.

• Peer learning and cross-cultural sharing via small group discussions, projects and presentations.

• Content that addresses current marketplace realities as well as future requirements and trends that can affect competitive advantage.

A variety of assessment and profiling tools are also integrated into the programmes to provide a multidimensional learning experience for each participant.

Facilitators work with participants to provide impartial and objective assessments and action plans.

International Faculty – Best of East and West NUS Business School has a 120-strong faculty with members from more than 25 countries. Our faculty members are of the highest calibre, and are actively engaged in research and teaching, as well as consulting to businesses and governments worldwide.

Executive Education NUS Business School National University of Singapore Mochtar Riady Building, Level 5 15 Kent Ridge Drive, Singapore 119245 Email: exec_edu@nus.edu.sg Tel: +65 6516 7872 Web: executive-education.nus.edu

EXECUTIVE EDUCATION

Discover how Asia cracks thorny issues to reveal fresh business results NUS Business School Executive Education programs Authentically Asian insights

UPCO MI N G PRO G RAMS

Accounting & Finance for Non-Financial Managers 27 – 31 May 2013 23 – 27 Sep 2013

New Manager’s Program 27 – 31 May 2013

General Management Program 3 – 14 Jun 2013 2 – 13 Sep 2013

10 – 14 Jun 2013

Strategic Management Program 10 – 14 Jun 2013

Negotiations & Influence in Asia 15 – 19 Jul 2013

Business Strategies for Asia

Leadership Development Program 10 – 14 Jun 2013 16 – 20 Sep 2013

Strategic Human Resource Management

12 – 16 Aug 2013

Stanford–NUS Executive Program in International Management 17 – 31 Aug 2013

Register and pay early to enjoy up to 10% savings. Corporate volume and NUS alumni discounts are available. Terms and conditions apply.

For enquiries, call +65

LEADING FROM ASIA

6516 7872 or visit executive-education.nus.edu/hrm

PROFILE INTERNATIONAL HR

NUS Extension

Staying ahead of competition through

talent management It is said that the 21st century belongs to the Asia Pacific region. With Asia expected to dominate the world economically, and globalisation bringing enterprises to this continent to capitalise on its growth, it is imminent that corporations not only compete on business grounds but also, for talents in Asia. Companies here are also recognising the fact that they are experiencing the toughest post- industrialisation period which increasingly creates a strong desire to grow, retain and recruit talent as part of their corporate strategy to stay abreast of competition. Companies will need to relentlessly engage in this by encouraging their employees to maintain a state of continuous learning.

Thus, continuous education and training has to become a necessary part of an organisation.

NUS Extension NUS Extension is the continuing education arm of the National University of Singapore (NUS), Asia’s premier university. Our mission is to make the NUS experience of excellence in higher education available to a wider community of interested learners.

As an integral part of NUS, NUS Extension seeks to support the University’s philosophy for quality education and innovation. We are always keen to develop new ideas and ready to respond promptly and dynamically to lifelong learning needs. We endeavour to impart up-to-date knowledge and skills through continuing education and training that maximise the potential of participants and sharpen their competitive edge. We feel that this will help them stay relevant and better meet the ever-changing trends of the knowledge economy and work climate.

NUS Extension A Business Unit of NUS Enterprise 10 Kent Ridge Crescent, Block ADM, Level 6, Singapore 119260 Tel: (65) 6601 2790 Fax: (65) 6777 2652 Email: nexquery@nus.edu.sg Web: www.nus.edu.sg/enterprise/nex

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Industry visit incorporated in Corporate Training

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Zheng He Art of Collaboration Workshop in Malacca

Maximising Employees’ Potential and Increasing Productivity NUS Extension offers tailored training solutions that deliver positive cost benefits to organisations. We work with our client organisations one-on-one to identify specific challenges, opportunities and objectives during the programme development process. With access to the best of both worlds - finest academia and leading industry practitioners, we then craft and deliver a tailored programme that provides participants with the new skillsets and mind set needed to accelerate and drive effective change for meeting business objectives.

Our training emphasises on active and participative learning rather than passive assimilation. These are reinforced by real life case studies and scenario simulations which enhance the engagement factor.

Together, these teaching methods ensure that concepts learned in the classroom are transferred to the workplace more quickly and effectively.

We know that in learning with us and in achieving the learning outcome, employees will be able to find new and innovative ways in which to sustain global competitiveness for their organisation. Organisations that have engaged our training expertise include Bouygues France, Changi Airport Saudi, Citigroup, Fraser Centrepoint, Infocomm Development Authority, MINDEF, Mitsubishi Electric Asia Pacific, Singapore Technologies and Swissotel Merchant Court, just to name a few.

PROFILE INTERNATIONAL HR

Institute For Adult Learning

New thinking on actualising workforce transformation The Human Resource Developer is, above all, a people person who engages and develops workers by strategising effective solutions in response to changing workplace demands The perception of what Human Resources (HR) takes on has certainly changed over the years. Now it is about providing an individual a means to livelihood, through progression and achievements, so that he can contribute to the business sustainability of an organisation. That organisation, in turn, can add to the social and economic progress of a country.

Actualising workforce transformation

For more information on the TAE Professional Competency Model, visit www.ial.edu.sg/TAEPCM

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As a HR Development Professional (alongside Adult Educators, Workforce Development Professionals and Training Management Professionals), you are part of the Continuing Education and Training (CET) profession.

This puts you at the forefront of shaping the future (growth and development of a competitive workforce) and actualising the transformation of the workforce.

IAL conducted a ‘Skills Utilisation Study’ across various industries in 2011. The study observes that employers have become very specific, even demanding, about core and soft skills. As a HR professional, it is clearly an advantage to upskill yourself to take on a better job, rather than just moving laterally. This is where the Institute for Adult Learning (IAL) becomes a vital partner for your progress.

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Tapping the TAEPCM model IAL has introduced the Training and Adult Education (TAE) Professional Competency Model (TAEPCM) to strengthen the development and effectiveness of CET professionals.

When fully utilised, TAEPCM offers multiple benefits: • For individual professionals It is a compass for effective career planning and professional development • For HR professionals It guides recruitment and staff development planning e.g. determine competencies for new hires, and anticipate learning needs of staff.

• For training providers It is a benchmark for instructional excellence. Training providers and programmes listed on the TAEPCM have an assurance of quality and market relevance.

Raise functional skills With the TAEPCM, you can cultivate inter- and intrafunctional skills to allow you to stay in your career or enable you to move easily within the TAE industry, into other jobs and across sectors.

The TAEPCM covers four key job categories as it takes into account the reality that often in organisations, an individual could take on more than one role in a single job description (“inter-mobility”), e.g. Human Resource Development Manager with training responsibilities, and different functions within one job role (“intra-functional mobility”), e.g. an Adult Educator can be a trainer, courseware developer and assessor all in one.

With the Competency Model, IAL hopes to nurture: • A more inclusive CET professional community with the acknowledgement and accordance of recognition to integral job roles and competencies within the CET landscape.

• The empowering of the CET professional to better navigate and plan his career trajectory and professional development via the Model.

• Recognition of the value CET professionals bring to industry as the demands of each job role are made evident.

THE ART OF

SHAPING YOUR HUMAN RESOURCE

CAPABILITIES BEGINS HERE.

If you want to grow your HR career, the Institute for Adult Learning (IAL) can help you realise your full potential.

As the pioneer in quality adult education, professional development and research in Singapore, we facilitate cutting-edge learning that will help you improve and maximise your capabilities, so you can excel in your learning and practice.

Going further, our Training and Adult Education Professional Competency Model helps you to plan your career trajectory and guide your professional development, allowing you to stay in your career or enable you to move within the training and education industry.

Shape a brighter future with IAL.

TRANSFORM YOUR CAREER NOW Whatever your level of expertise, our extensive programmes can help you achieve your goal, your next promotion and the next step up.

To find out more, visit www.ial.edu.sg/upgrading

Institute for Adult Learning Singapore

1 Kay Siang Road, Tower Block Level 6, Singapore 248922 Tel: 6579 0300 Email: info@ial.edu.sg Website: www.ial.edu.sg

Some of the upgrading opportunities at IAL WSQ

Masters

Courses

Workshops

WSQ Workplace Trainer Programme

M.A. in Lifelong Learning

Training Analysis and Impact Measurement

Emotions and Behaviour at Work

WSQ Advanced Certificate in Training and Assessment (ACTA)

Master in Training and Development

Consultant Toolkit Programme

Setting KPIs for Senior Management

WSQ Diploma in Adult and Continuing Education

M.Sc. in Workforce and Skills Development

Facilitate an E-Learning Programme

Tools for Re-imagining Learning

To retain and keep talent in their ranks, organisations have to develop employees across all levels.

HRM checks out some of the latest programmes available

By Vivien Shiao Shufen

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FEATURE

Professional development

level next The

With a tough labour market and the government’s continued tightening of the foreign labour force, companies are needing to develop from within more than ever.

“In today’s ever-changing world, it is very important for employers to send employees for regular training as well as professional development courses,” says Isis Ong, Assistant Learning and Development Manager, Singapore Marriott Hotel. “We believe that training is an integral part to ensure the success of our hotel.”

Lee Chay Hoon, General Manager – Organisational Development, Keppel Offshore & Marine concurs with the importance of training.

“Our achievements over the years are underpinned by our dedicated and capable people; and we recognise that to sustain our growth into the future, we have to continue to build on our human capital,” she emphasises.

When the going gets tough For many employers, developing staff is at the bottom of the list when it comes to business priorities. This is especially so during an economic decline, or when the organisation is struggling to make ends meet. However, experts say that if companies don’t invest in their staff, those people are all the more likely to depart of their own accord.

“Training is a worthwhile investment for companies as staff who are trained tend to be better equipped to handle their work, have increased job satisfaction, and are more productive,” advises Charlene Ang, Vice President of Local Corporate Sales, TÜV SÜD. She adds that sending staff for training actually infuses a business with new ideas and creative ideas for solving old problems. Learning new skills and

interacting with new and different people also have a direct impact on the productivity and development of the work environment, she says.

“Training need not be expensive or last several days to be worthwhile. Workshops, classes and crosstraining in other departments within the company can be as invigorating as expensive courses and conferences,” she suggests.

Companies with foresight see the value and benefits of sending staff for professional development courses and training.

At Keppel Offshore & Marine, a total of $15.5 million was spent on training the global workforce, and Lee says that every cent has been worth it.

“Training and development initiatives arm our people with up-to-date skills and knowledge. With these, they are better able to meet the evolving needs of the offshore and marine industry and achieve greater levels of efficiency, and thus consistently deliver value-added services to our customers,” says Lee. These training courses also help to prepare workers for larger, more complex projects and senior roles, she explains. They also ensure a healthy pipeline of leaders and talent in the organisation.

Development through skills training At Keppel Offshore & Marine, employees are encouraged to broaden both their mindsets and their skillsets through a range of technical and soft skills training and development programmes.

In line with the company’s focus on growing technology leadership and execution excellence, many of its staff pursue engineering and project management courses as well as industry-related safety and quality enhancement workshops.

Communication and leadership programmes are also popular with Keppel staff, as many feel that they help facilitate workflow and working relationships.

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FEATURE

Professional development What companies do to train staff

Time and resources

spent on effective training will go a long way for the organisation

At Singapore Marriott, all associates are trained through both internal and external training programmes.

“We use internal trainings as a platform to reinforce the Marriott culture as well as to share our founding philosophy and policies with all our employees,” says Ong. “This helps to get all associates aligned with the organisational goals and business directions.”

One benefit that Marriott has found is that training staff not only increases productivity, but also empowers employees to do more with less supervision. “Higher management will also find it easier to focus on business goals and steer the organisations to greater heights,” Ong explains.

The main reason that the hotel sends its associates for professional development courses is for their managers to be role models by displaying leadership qualities and business acumen.

“Recently we had a group of 32 managers who went through a training workshop on ‘Navigating through change’,” says Ong. “They learned that managers can be the positive change agents and handle various types of reactions through change.”

For organisations with limited resources, there are still many options available to train and develop employees.

On-the-job training is an excellent example, where staff can learn and immediately apply that knowledge effectively.

Professional development can also be something simple, like the 15-minute training sessions at Marriott.

Associates attend these short sessions every day before they start work. They are actually conducted by fellow associates – many of whom take the responsibility to train their co-workers. “This bite sized training session is highly effective in terms of cost and resources,” says Ong. “We believe that time and resources spent on effective training will go a long way for the organisation.”

Filling the gap For companies keen to use external training, there are many options available. Some of the latest training programmes

Consequences of not training staff “Employers that fail to identify training needs, or do not provide sufficient training to meet the requirements will not be able to perform their tasks and jobs effectively and efficiently.

When the company no longer has the ability to cope with the current work requirements, it loses its competitive edge, leading to diminishing revenue performance that will further restrict its ability to retain top talent. Depending on the severity of the competition, the employer may even find the business is no longer sustainable.

When staff are not trained, one other danger is that there will be an inconsistency in performance standards and lack of clear direction. Eventually, this will result in quality and customer issues arising. Training is not just a tool to develop skills but also an important platform to develop the right mindset and align directions, thus it is an important platform to build cohesion and ensure consistency and quality,” says Charlene Ang, Vice President of Local Corporate Sales, TÜV SÜD

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that employers have been looking at include professional development courses and training to boost productivity.

“We are seeing more interest in areas such as PME-level and productivity-related programmes. This is in line with our government’s call for companies to be productive and less reliant on foreign workers,” says Azim Hassanbhai, Assistant Marketing Manager, Kaplan Learning Institute.

He adds that he is seeing higher demand from companies for PME-level courses with areas such as leadership, coaching and critical thinking.

According to Ang from TÜV SÜD, programmes that lead to professional certification are increasingly popular as they focus on skills that are transferrable. These tend to be high level skills that are valued and applicable across industries and sectors.

“Our certified Six Sigma series of courses are quite popular especially in light of the government’s push to enhance productivity,” she observes. “Funding from government agencies help to make them more affordable.”

Popular professional courses that Kaplan provides include the Government-funded WSQ Employability Skills programmes, covering areas such as teamwork, emotional competence, problem solving and personal effectiveness.

Kaplan also has an in-house outcome measurement system that helps its clients to ascertain the impact of training, ensuring that participants find the course useful and relevant.

TÜV SÜD offers skills courses that help companies improve productivity and develop business excellence.

These include: the Lean Six Sigma, Statistical Process Control, Failure Mode and Effects Analysis courses.

Lean Six Sigma provides students with the statistical tools and techniques to work on projects that can result in more than 50% savings or improvement for the companies. Statistical Process Control enables the employees to understand and control the variability and capability of their processes. Finally, the Failure Mode and Effects Analysis programmes help employees to identify and prevent potential failures in the design and production stages of their work.

Moving forward For companies to assess the ROI from professional development courses, it is very important for HR practitioners and respective managers to have discussions with the associates before and after the training programmes. This will help to set the expectations once they are back from the courses.

“An action plan can be created for them to share their learning with the rest of their team or to put in a productive initiative after attending a productivity course,” says Ong. “This slowly creates a learning environment where more associates get excited about the training programmes and the overall organisation benefits from a talented workforce.”

PROFILE INTERNATIONAL HR

NTU NBS

Nanyang Executive Education

For leaders, by leaders A s one of Asia’s most eminent graduate teaching institutions, Nanyang Business School is renowned for its outstanding research and industry relevance in strategic and international affairs. An integral part of Nanyang Technological University, it is Singapore’s first business school to be conferred prestigious accreditations from AACSB and EQUIS. Nanyang Business School (NBS) has been ranked by the Financial Times as one of the world’s Top 35 and Asia’s Top 10 MBA programmes for the fourth straight year. In the latest Financial Times’ 2013 Top 100 Global MBA Ranking, the business college at Nanyang Technological University (NTU) was placed at 32nd position.

Committed to empower the leaders of tomorrow, Nanyang Executive Education programmes are

“The course is a fine confluence of western management principles/paradigms and Asian business ways. Its applicationoriented approach is what sets the course apart” – DEVEN CHHAYA, DIRECTOR-STRATEGIC BUSINESS, SINGAPORE TECHNOLOGIES KINETICS

For more information, please contact us at +65 6790 4042 or +65 6514 8376

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designed to provide a challenging environment to address the current needs of Asian businesses, sharpen your competitive edge in the global marketplace and present valuable learning opportunities as you connect with talented executives and internationally renowned faculty members.

Nanyang Executive MBA, Global Leadership for the Asian Century

In a world that is increasingly driven by Asian economies, the Nanyang Executive MBA equips you with an incisive outlook on the complexities of the Asian Century, powerful insights on how you can thrive on this dynamism and opportunities to integrate Asian perspectives with the best global practices.

An overview: • Singapore’s only EMBA with specialisations: “General Management”, “Small & Medium Enterprises”, Aviation and Air Transport”, “Shipping”, and “Hospitality Management” • Offered with partners like: Spring Singapore and International Air Transport Association(IATA) • With segments in Haas School of Business at University of California, IESE Business School at University of Navarra and Cornell University • 14-month modular part-time programme focusing on practical knowledge in leadership

Berkeley-Nanyang Advanced Management Programme for first-class leaders A leadership training programme that offers the latest knowledge and requisite skills for succeeding in the global economy, the Berkeley-Nanyang Advanced Management Programme is specifically developed as an “east meets west” management programme.

An overview: • Offered in partnership with Haas School of Business at University of California • Region’s first programme to provide a Direct Pathway to earn academic credits towards the Nanyang EMBA • 4-week residential programme with intakes in Singapore and USA

PROFILE INTERNATIONAL HR

MDIS

How to choose an

MBA programme You are on the cusp of your academic or professional career. You have decided that you need to do an MBA programme because you know that, without it, your career will languish. With it, you could achieve the success that you deserve.

Now that the decision is taken, how are you going to choose the MBA programme that is the right fit for you?

The very first criterion that should be of the topmost priority, is the accreditation that the business

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school has. If you attend an unaccredited programme, at the end of the course you will have a less than perfect degree.

The Bradford MBA programme that you can do in MDIS is, for instance, triple accredited. That’s like having a triple crown to wear.

Out of more than 13,000 schools offering business programmes in the world, only 58 schools have this triple accreditation and that immediately places you in a very exclusive group of people.

Academic delivery should be the next salient feature that you need to look out for. Many business schools suffer from either too great an academic slant or too sharp an industry focus. But a good MBA programme should acquaint you with the best practices of the industry and also with the latest academic theories that you can introduce and put into practice at your workplace.

MDIS has a distinguished roster of lecturers who are academically qualified and will challenge you intellectually with their knowledge; they will push you into achieving more than you thought you ever could. The lecturers in MDIS come from various industries who will bring you up-close every day to what is happening in the corporate world – in marketing, in finance, in HR, in every crucial aspect of management.

When it comes to your education, always look for an institution that has rock-solid roots. Educational institutions, that are of longstanding and have established themselves over the years, will never

let you down. MDIS was established in 1956; it has been a part of the educational landscape now for many decades. It is the oldest not-forprofit private professional institute for lifelong learning in Singapore.

Why does it matter if the institution is for profit or not-forprofit? That is simply because education is not a commodity which is consumed till there is nothing left.

It is crucial to your life and your future. You need to know that the institution is doing all that it can, and the very best that it can, with only one motive in mind – to provide you with the best infrastructure, facilities and faculty to educate you for the success you deserve.

Management Development Institute of Singapore MDIS Business School MDIS Campus 501 Stirling Road, Singapore 148951 Tel: (+65) 6664 8127 Email: etc@mdis.edu.sg Web: www.mdis.edu.sg

PROFILE INTERNATIONAL HR

Center for Creative Leadership

Looking beyond the boundaries –

the future of leadership development The world we are dealing with is becoming increasingly

For more information on CCL’s offerings, please visit apac.ccl.org, email ccl.apac@ccl.org or call +65 6854 6000

complex; organisations should place leaders across all levels and not just look to one leader for all the answers.

The need for boundary spanning leaders is set to become a prevalent trend and HR professionals who recognise this, have to ensure that they align their people growth with the organisation’s business growth, and in fact align their leadership development with the business and strategy development.

Leadership as we know has largely emphasised the ability to lead vertically, and ironically ends where boundaries begin.

More than ever, business leadership has to not only cut across horizontally, but also across stakeholders, demography and geographies. The advent of globalisation, advancement of technology, changing demographics, and managing multiples stakeholders, are just some of the elements that are driving this change in business leadership.

Therefore, HR professionals need to incorporate development of such leaders into their learning and development plans so that the key talents in the organisation can develop leadership skills that help them meet the constantly changing conditions and challenges of a global marketplace. The type of programme chosen for different individuals will be tailored to their needs

“Expect an intense week of learning which will require your full focus; but in the end, I consider it to have been time and effort very well invested. I had a wonderful experience at the Leadership At The Peak in Singapore.

The course was expertly facilitated, always interesting and challenging, and I learned a great deal about my leadership strengths and weaknesses and how to best manage them.”

– GABE HUNTERTON, DEPUTY CHIEF OPERATING OFFICER, GALAXY MACAU 24

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and also depends on the skill set they need to develop and the time frame they have for Learning & Development.

The Centre for Creative Leadership (CCL) has more than four decades of research and practical know-how, and has developed a suite of learning and development programmes that can address most leadership development needs and help the HR professional groom leaders across various levels in the organisation.

CCL’s programmes include:

• Open Enrollment Courses are based on CCL core leadership programmes that build the most critical skills for success at each level of leadership. They are grounded in CCL’s “Fundamental Four” leader skills, driven by essential outcomes and focused on key requirements for success at each level. There are many scheduled courses available to the public, offering research-based, practical techniques and insights, as well as great networking opportunities with other top executives from a variety of backgrounds, cultures and industry sectors.

- Leadership at the Peak - Leadership Development Program - Leadership Fundamentals - Assessment Certification Workshop - Coaching for Greater Effectiveness • Custom Solutions which allows organisations to develop leadership competencies needed to meet specific challenges and business realities. The solutions are tailor-made to each organisation’s specification.

• Leadership Coaching is the best support for leaders identified within an organisation who need to master new attitudes and behaviours that drive business results.

HR can plan this as a post-programme follow-on support or as a stand-alone service. Coaching helps prepare a leader for a greater scope of responsibility or to make a leap forward in leadership capability.

• Assessments are powerful drivers for learning and change.

CCL’s assessment and feedback process helps the trainee measure where they are at, clarify needs and goals, and sets the direction for further development. CCL has developed an integrated approach to both its world-renowned assessments like 360 By Design®, and other popular assessments like MBTI®, Firo-B®, CSI® and many more.

PROFILE INTERNATIONAL HR

TÜV SÜD PSB Learning

Turbo-charge employee performance Grow your business the smart way by maximising the potential of your ‘PEOPLE’ asset Businesses looking to adopt a comprehensive and holistic approach to their learning journey-from training and consulting to implementation and evaluation stand to benefit from a strategic partnership with TÜV SÜD PSB Learning.

Our distinctive industry standing as soft skills specialist and technical expert puts us in a unique position to help clients tap on both hard and soft skills areas to harness the ideal solution for their business needs.

Our signature service training and consulting solutions offered through our Service Quality (SQ) Centre product brand, stem from extensive industry experience in coaching renowned organisations to build and deliver that unique customer service experience for a distinct advantage over the competition.

As an integral part of the training and consulting division of the TÜV SÜD group, the world’s key

TÜV SÜD PSB Learning 1 Science Park Drive, Singapore 118221 Tel: +65 6885 1488 Email: learning@tuv-sud-psb.sg Web: www.tuv-sud-psb.sg/learning www.sqcentre.com

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provider of Certification, Testing, Consulting and Training services well-renowned for sound technical safety, practical expertise and expert knowledge, TÜV SÜD PSB Learning draws upon an invaluable pool of experts from all over the world on the technical front.

As a WDA-appointed Continuing Education and Training (CET) Centre for Employability Skills WSQ and Service Excellence WSQ, our trainees benefit from heavily funded training programmes. Our partnerships with the Employment and Employability Institute (e2i) and participation in funding schemes such as the Skills Development Fund (SDF), Absentee Payroll Support, Workfare Training Support (WTS) and the Risk Management Assistance Fund (Workplace Safety and Health) provides added support to our clients in achieving industry-specific staff development goals.

PROFILE

DDI

DDI named a “Top 20 Leadership Training Company” For the fourth year in a row, DDI has been named a Top 20 Leadership Training Company by TrainingIndustry.com. The “Top 20” list includes leaders in the training industry that have demonstrated experience and excellence in providing leadership training services to clients. “The companies selected this year are committed to providing thought leadership and innovative contributions to the leadership training industry,” said Doug Harward, Chief Executive Officer, TrainingIndustry.com.

Selection to this year’s list was based on the following criteria: • Thought leadership and influence within the leadership training industry • Industry recognition and innovation • Breadth of programmes and range of audiences served • Delivery methods offered • Company size and growth potential • Strength of clients

• Geographic reach • Experience serving the market

The Best Just Got Better Since DDI introduced the first behaviour-modelling leadership development programme in 1970, millions of DDI-trained leaders around the world have made a positive impact in and out of the workplace. The latest development system is the Interaction Management®: Exceptional Leaders (IM: ExL◊) series and the best just got better. IM: ExL◊ is a comprehensive leadership development system for the skills today’s and tomorrow’s leaders need to build strong relationships, heighten team performance, and get things done. With the right mix of training options for today’s fast-paced environments and a proven approach to translating leadership development into sustainable business results, IM: ExL◊ delivers exceptional and high-impact leaders.

Visit www.ddiworld. com/imexl or email info.sea@ddiworld.com for more information

bdad55_We'reReimagined_186mm x 119.5mm_SG_Layout 1 3/8/2013 10:59 AM Page 1

WE’VE RE-IMAGINED LEADERSHIP DEVELOPMENT DDI has once again broken the mold on leadership development with our most powerful system yet— Interaction Management®: Exceptional Leaders.

The system: • Develops the critical skills leaders need in the ways they want to learn.

• Makes it easier for organizations to get 70:20:10 right.

• Allows for personalized learning journeys, Learning 2.0, and mobile support that extend application beyond the classroom.

• Provides the content and resources managers need to support and sustain training/development efforts.

This powerful blend of proven learning methods and delivery options will help take your frontline leaders from average to exceptional.

Read the latest research on the state of frontline leadership at www.ddiworld.com/BetterThanAverage.

The Talent Management Expert

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PROFILE INTERNATIONAL HR

Singapore National Employers Federation

Achieving excellence in employment practices The Singapore National Employers Federation (SNEF) was established in 1980. SNEF is a trade union of employers dedicated to preserving industrial harmony and helping employers achieve excellence in employment practices, thereby enhancing productivity, competitiveness as well as the quality of their employees’ work life. With the support of over 2,600 corporate members, SNEF is an active player in facilitating the tripartite partnership among the Government, employers and unions.

SNEF Training Institute SNEF Training Institute focuses on courses which enable employers to up-skill managers, executives and workers, as well as, to adopt leading employment practices. We continue to provide leading edge, practical-based quality training to employers at affordable rates. Cost-effective company-wide training is also provided to employers through government funding programmes. SNEF works closely with WDA, employers, and many training providers or partners. SNEF is a WDA programme partner and also an approved training organisation. For FY2011, we trained about 15,000 employees from about 500 companies. SNEF Training Institute delivers training for our members through our public run courses, group or in-house training; at SNEF or at the employer premises; including customised training programmes.

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Public programmes SNEF’s core programmes focus on HR management and industrial relations. Through workshops and clinics, we update employers on the latest developments in HR and industrial relations management. We also offer employers practical and quality general soft skills programmes for upgrading of their employees’ skills. Please visit our website to view the many programmes SNEF has to offer.

Customised training programmes SNEF strongly encourages a corporate philosophy where effective management of human capital is the key to employers’ business success. We have assisted more than 700 companies in implementing their customised in-house training.

Enhancing efforts to help employers raise productivity SNEF has introduced key programmes to equip the employer’s management teams with necessary skills knowledge and support to embark on productivity projects. Programmes include the Business Leaders Seminar, and the Productivity Management Programme.

Global Remuneration Professional (GRP Programme) WorldatWork, the world’s leading not-for-profit professional association dedicated to knowledge leadership in total rewards, compensation, benefits, and work-life, is working with SNEF to facilitate instructorled classes in Singapore under the GRP Programme. The GRP is a globally recognised symbol for a foundation of knowledge spanning across borders and enables professionals to excel around the world. This professional designation is pursued by professionals and specialists from HR, Compensation & Benefits, and Finance.

Please visit our website: www.snef.org.sg under the Training section for new updates and information about our courses.

You can also contact SNEF Training Institute at 68276927, or simply email us at trg@snef.org.sg

PROFILE

MDIS

MDIS Corporate Training Services Leading the way for effective talent management by delivering…

The RELIABILITY of a true business partner The EXPERTISE to maximise the value of your workforce The REACH to touch a global audience through scalable resources

Management Development and Consultancy (MDC), the corporate training arm of MDIS has since its establishment in June 1995, played a leading role in meeting the changing needs of many business organisations. We provide a wide range of well-designed programmes specially catered for business organisations with different training needs.

We are committed in developing high quality programmes with accredited trainers, providing training solutions that are at pace with the dynamic changes in the business world. As an independent training provider, MDC is able to provide impartial assessment and customised training programmes to meet our client’s training needs.

Covering a wide variety of specialist subjects, the MDC experience promises a superior training product with renowned industry experts and leaders in their field.

Our expertise covers: • Supervisory Management • Communication • Leadership & Management Development • Sales & Marketing • Risk & Business Management • Service Excellence

• Financial Management • Creativity & Innovation • Personal Effectiveness & Productivity • Emotional Intelligence • Office & Administration • Languages • I.T. Short Courses

Our Approach

MDIS Corporation Pte Ltd MDIS Dhoby Ghaut, 20 Orchard Road, Singapore 238830 Tel:+65 6842 6666 Email: mdc@mdis.edu.sg Web: www.mdis.edu.sg/corporate-training ISSUE 13.4

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PROFILE INTERNATIONAL HR

HR Certification Institute

HR Certifications that meet your career needs The HR Certification Institute is the world’s largest and most influential HR certifying body in the world and has been credentialing HR professionals for more than 35 years.

Today, more than 125,000 HR professionals across the globe proudly display their HR Certification Institute credentials.

These professionals work at everything from small startup companies to large multinational organisations.

Each certification covers all HR disciplines, but is tailored to reflect the type of HR professional who holds them. For example, the Human Resource Business Professional (HRBP◊) is designed for the professional who focuses on the technical and operational aspects of HR practices, regardless of geographic locations. The professional holding a HRBP typically has one to four years of professional work experience in all HR disciplines.

The Human Resource Management Professional (HRMP◊) is designed for the professional who plays a more strategic role, plans and designs the HR policy and function for an organisation rather than implementing it, regardless of geographic region. An HRMP is a “big picture” thinker with four to seven years of experience or more.

The Global Professional in Human Resources (GPHR®) is designed for the HR professional whose responsibilities cross national borders and who understands the strategies of globalisation versus localisation of HR policies and programmes, among other distinguishing factors. A GPHR typically has at least two to three years of global HR experience along with other requirements.

Visit www.hrci.org/global or call +1 (703)–535–6000

RELEVANT. In our increasingly complex world, it is critical to know that your global HR knowledge is relevant. The Human Resource Business Professional (HRBP ), Human Resource Management Professional (HRMP ), Global Professional in Human Resources (GPHR®) focus on the knowledge and skills essential for HR professionals practicing in a global marketplace. From setting global talent strategy to navigating borders through mitigating human capital risks, our certified HR professionals are leading in organizations worldwide.

SM

SM

“After obtaining my GPHR certification in 2007, I became director of human resources for an international company that had offices in 20 countries. The fact that I had taken the initiative to obtain my GPHR certification was a direct factor in my employer believing that I could handle the additional responsibilities and complexities involved in handling HR for many cross-border global environments.”

–Patrick Conway, GPHR

IMPACT YOUR CAREER. IMPACT YOUR ORGANIZATION. Visit us at www.hrci.org/global for more information on the HRBP, HRMP and GPHR certifications.

The HR Certification Institute, established in 1976, is an internationally recognized certifying organization for the human resource profession. Today, more than 125,000 HR professionals proudly maintain the HR Certification Institute’s credentials.

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PROFILE

Kaplan Learning Institute

Delivering cutting-edge learning solutions Kaplan Professional, a department of Kaplan Learning Institute, is all geared up to deliver cutting-edge learning solutions to meet your organisational needs, right at your door step. We support organisations and individuals in their quest for excellence by tailoring learning and development solutions to help organisations and individuals succeed in today’s competitive world.

Having trained over 50,000 participants from 200 organisations, Kaplan Professional is committed to the success of professionals, managers and executives (PMEs) in this

knowledge-based economy through training, learning and development.

As your consultant and partner, we conceptualise and prescribe a Total Company Learning Plan (TCLP) to support your cause. We synthesize your TCLP with our comprehensive suite of training programmes for every level of employment in your organisation as well.

For instance, your strategic leaders will acquire essential Business Management, Leadership and People Management skills. Your managers will gain the competitive EDGE in driving and advancing their team efficiently

while your operational staffs attains a range of generic Workplace Skills to optimise their performance.

WDA Funded Programmes • Workplace Skills (WPS WSQ) • Executive Development and Growth for Excellence (EDGE WSQ) • Business Management Financial Management (BM FM WSQ) • Leadership and People Management (LPM WSQ) • Service Excellence (SE WSQ) In house Programmes • Real Learning • Financial Management (FM)

Speak to us today for more information about our training programmes.

Tel: 6309 5738 Email: enquiry.sg@kaplan.com Web: www.kli.com.sg/kli Facebook: facebook.com/ KaplanProfessionalSG

| Real Learning |

by Kaplan Professional We all live busy lives. We’re always on the go. There’s always something that needs our attention. But there’s always time to pick up a critical skill, or deepen your knowledge to move higher and further.

79%

of PMEs uses external training to improve

individual performance

and productivity!

At Kaplan Professional, we’re good at what we do. We handcraft every learning opportunity for you to make learning real. And that’s why we call our collection of executive learning programmes Real Learning.

| Real Learning | Ready to Go | Our Ready to Go collection presents you all that you’ll need for your professional development.

Designed and handcrafted by our team of learning and curriculum specialists, you’ll be assured of absolute quality and intricacy no matter which programme you choose.

| Real Learning | As You Like It | Want something customised? Or can’t find what you need from our Ready to Go collection?

Customise anything As You Like It – from learning outcomes to content coverage and even learning hours. Our learning and curriculum specialists will tailor any programme to your requirements to meet your needs. That’s what Real Learning is about, isn’t it?

So begin your journey of learning with us.

Real Learning At Kaplan Professional, part of Kaplan Learning Institute, we strive to find ways to help you embark in continuous learning. Our suite of Real Learning solutions encapsulates the essence for career success for any organisation and individual. We empower you to take charge of your future as we built futures, one success story at a time.

•

Real Achievements

•

Real Success.

For more information on our training dates, please contact as at enquiry.sg@kaplan or drop us a line at 6309 5738. * Fortune Magazine Training Guide 2012

Kaplan City Campus @ Orchard 51 Cuppage Road Level 2-4, Singapore 229469

enquiry.sg@kaplan.com

Registered with Council for Private Education, UEN: 199701260K, Validity: 20/05/2010 – 19/05/2014

KP 18.6x11.95cm HRM Apr13 Ad.indd 1

6309 5738

facebook.com/KaplanProfessionalSG

Part of Kaplan Learning Institute Pte Ltd

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ESSEC Business School

Equip your mind. Extend your vision.

Engage the future.

Founded in Paris in 1907, ESSEC Business School has been developing a unique learning model based upon its strong identity and core values: innovation, openness, responsibility and excellence. ESSEC offers a comprehensive range of programs that focus on developing the creativity and multicultural mindset of each individual.

ESSEC Asia-Pacific aims to mentor and groom a new generation of leaders and entrepreneurs as well as establish close ties with major regional corporate partners. With the expertise of a renowned faculty, the school delivers premier education and proposes highquality executive programs designed to empower decisionmakers to meet the challenges of a fast-changing world.

In partnership with leading organisations in Singapore, Hong Kong, Shanghai, Tokyo and other major Asian

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cities, ESSEC Asia-Pacific has defined a new kind of “Learning Partnership Model� that addresses the specific needs of companies and executives. The school offers a series of open-enrolment Executive Workshops, advanced management and customized programs as well as professional forums covering a wide range of issues such as social media and digital marketing, negotiation, business model and service innovation, cross-cultural team leadership, global supply chain management, luxury brand management, and health technology assessment among others. The portfolio of programs has been designed to keep top executives, managers and government officers ahead of business trends, stimulate their creativity and enable them to meet their development objectives.

For more information, please contact: Natalie Ang ESSEC Asia Pacific Executive Education Tel: +65 6884 9780 Email: execedasia@essec.edu Web: www.essec.edu/asia

PROFILE

Organisational Development Concepts

Identify and develop your leadership bench Management and leadership skills programme are important tools for the development of a competent, dynamic leadership bench. The development of an internal leadership pipeline is a strategic process that will enhance business sustainability and a useful asset to fuel corporate expansion.

The benefits of leadership development are well documented. Many organisations have put in place a robust developmental framework developed in-house or adapted from well-researched programmes such as WSQ-Leadership and People Management (WSQ-LPM).

With the learning and developmental programmes in place, organisations are looking to incorporate a talent identification tool that can help them accurately assess individuals’ potential.

This is an area where Organisational Development Concepts (ODC) can greatly value add to the companies’ effort.

ODC is a Singapore-based management training company

providing talent management solutions, customized corporate training courses and consultancy services. ODC brings the best of its class trainers, subject matter experts for training delivery. ODC also partners some of the best in the industry in organising WSQ-LPM and WSQService Excellence programmes.

ODC has in place a talent assessment framework that is built upon the research work of world renowned psychologist to effectively identify and predict an individual’s potential and character traits. ODC’s tool measures up to 15 traits using 45 trait indicators and is able to generate up to 12 different reports including Derailers and Inhibitors. Through this process, ODC helps companies quantify if the “suspect” is a “prospect”, allowing deep insights to the developmental gaps and behavioural tendencies that can be addressed through self-awareness training and coaching.

To contact ODC, please write to enquiries@ odctraining.com.sg, or dial 62899196 / 62899166

Superheroes do exist.

Identify and equip your leadership bench with the critical leadership and people management skills and empower them to be the Manager-Leader for your organisation.

Our Service: Leadership Development • Management Skills Training • Professional Development Courses • Talent Identification • Management and Development • Executive Coaching • Employee Opinion Survey • Assessment & Development Centre Contact us: Organisational Development Concepts 81 Clemenceau Avenue, #04-15/16, UE Square, Singapore 239917 Tel: (65) 62899196 / 62899166 | Email: enquiries@odctraining.com.sg | Website: www.odctraining.com.sg

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British Council

Training by the

Professionals Who we are The British Council Professional Development Centre has been delivering training in Singapore for more than twenty years now. We are a major provider of soft skills training for more than 1,000 private and public sector organisations and 6,000 employees a year.

How we see ourselves as different to other providers

For detailed information on all our courses, visit www.britishcouncil. org.sg/en/corporatetraining

Consistent high quality. All our trainers work only for us, with each trainer involved in the development of each course as well as its delivery, right from the start.

This means that when you invest in training with us, you get the same high quality course every time. And this is exactly what feedback from our courses tells us.

Soft skills integrated with language training. The British Council is well known for its experience and reputation for high quality English language teaching and training. At the Professional Development Centre, our trainers draw on this experience to effectively tackle common language problems in the context of training soft skills. This combination of language and behavioral skills gives us a clear edge over our rivals.

Get in contact with us The British Council 480 Lorong 6 Toa Payoh, #09-01 HDB Hub, East Wing, Singapore 310480 Tel: 6664 8152 Email: contact@britishcouncil.org.sg 34

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Truly interactive training. We do not deliver ‘lectures’ or ‘lessons’ but truly interactive training sessions where participants learn by experimenting with new approaches to old problems and reflecting on their performance. Our trainers are skilled in facilitating real learning by getting the best out of each participant.

What we offer Our range of fifty courses covers basic and advanced workplace communication, team working, leadership, creativity, personal performance and customer service.

Our trainers are also very experienced and skilled at customising our courses for specific needs and industries.

We are constantly updating our materials to ensure that our offer continues to meet the needs of our clients.

This year we are introducing blended learning versions of some of our most popular courses. The blended versions will offer independent e-learning alongside traditional training room group work. We hope this will provide more flexibility for our clients and enhance the learning experience for our course participants. We also have three new courses to offer in 2013: • Writing Standard Operating Procedures will help people to plan, organise and write a clear, concise and complete set of written instructions for end users.

• Singlish to English is a specially designed course for Singaporeans and is all about using standard English more effectively in a global environment.

• Effective Virtual Communication will enable people to communicate more clearly and build better relationships in non face-to-face situations.

6226 3588

9773 2267

team@asiaglobal.edu.sg

www.facebook.com/AsiaGlobalGS

PROFILE INTERNATIONAL HR

SIM Global Education

Be a cut above the rest Gain a Global Mindset with a Master’s at SIM Global Education SIM Global Education (SIM GE), an educational arm of Singapore Institute of Management (SIM), is backed by a 49-year heritage. Educating, training and developing Singapore’s manpower, SIM continues to be the leading private institution. Supporting Singapore’s strategic thrust to build an innovationdriven economy of the future, we have been partnering companies in maximising returns on human capital and are a choice provider of continuing education to individuals.

Through partnerships with established international universities and institutions from Australia, Switzerland, UK and US, SIM GE offers over 50 full-time and part-time academic programmes at postgraduate, bachelor’s and diploma levels.

Reputable University Partners.

Top-notch Faculty.

RMIT University, Australia The Master of Finance programme is a degree by course work and fully taught by senior faculty from RMIT University.

University highlights: • Ranked among the top 10 universities in Australia* • 20th in the world’s top 50 universities under 50 years old* *

Quacquarelli Symonds World University Rankings 2012

University of Birmingham, UK The Master of Business Administration programme is accredited by the Association of MBAs and the European Quality Improvement System (EQUIS) and is fully taught by Birmingham academic faculty.

University highlights: • Ranked 11th in the UK and Top 100 Global MBA by the UK Financial Times (2012) • Ranked 13th in the UK by the Sunday Times Ranking (2013) University at Buffalo, The State University of New York, US The Executive MBA is fully-taught by worldrenowned professors flown in from the US with a curriculum distinguished by its emphasis on applied strategy and leadership.

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University highlights: • Ranked among the top 30 US public research universities • UB School of Management is accredited by AACSB International – The Association to Advance Collegiate Schools of Business The University of Warwick, UK The Master’s and Postgraduate Award programmes are taught by lecturers from The University of Warwick. And projects are supervised by SIMTech, a research institute with strong industry links, to ensure relevance to the programmes.

University highlights: • Ranked 8th in the UK in Times Good University Guide 2013 • Ranked 5th in the UK in the Guardian University Ranking 2013

Graduate Diploma Programmes at SIM GE SIM GE also offers a wide range of part-time graduate diplomas that may be completed in a year.

The Diploma for Graduates awarded by University of London, UK, are ideal for those who wish to acquire and demonstrate knowledge in specialised fields like accounting, banking, economics, finance, management and social sciences.

The Graduate Diploma in Business Administration and Graduate Diploma in Human Resource Management are new programmes developed by SIM. These programmes are problemcentred and practical-oriented in nature, providing a more focused curriculum and are a popular alternative to a Master’s programme.

SIM Global Education 461 Clementi Road, Singapore 599491 Tel: +65 6248 9746 Email: study@sim.edu.sg Web: www.simge.edu.sg