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Future of Work: Beyond 2015
Innovate Transform Sustain
Towers Watson Annual Summit
Thursday, 6 November 2014 The Grand Ballroom, Level 3, Singapore Marriott Hotel 320 Orchard Road, Singapore 238865
towerswatson.com
AGENDA
TIME
TOPICS
8.30 a.m. to 9.00 a.m.
Registration and Networking
9.00 a.m. to 9.15 a.m.
Welcome Remarks
Robert Wilkes, Managing Director, Singapore
Towers Watson
9.15 a.m. to 10.00 a.m.
KEYNOTE
Building a Superior Employment Deal – Insights from the 2014 Global Talent
Management and Rewards Study
The 2014 Global Talent Management and Rewards Study provides an in-depth look
at employee reward programs and talent management best practices of
organisations around the globe. It captures the perspectives of over 1,600
organisations across 31 markets on attraction, retention and engagement issues
that are essential to the development of an effective employment deal and total
rewards strategy.
Dhritiman Chakrabarti (DC), Managing Director, Rewards, Talent and
Communication, Asia Pacific and Talent and Rewards, Southeast Asia
Towers Watson
10.00 a.m. to 10.45 a.m.
Putting the “I” into Sustainable Engagement
Latest path breaking research on what employees are saying and how we can
empower individual (“I”) engagement.
Amrita Prasad, Practice Leader, Organisational Surveys and Insights, Singapore
Towers Watson
10.45 a.m. to 11.15 a.m.
Morning Coffee Break
11.15 a.m. to 11.45 a.m.
PANEL DISCUSSION
The Future of HR : Beyond 2015
Chairperson:
Abhishek Mittal, Senior Consultant, Talent Management and Organisation
Alignment
Towers Watson
towerswatson.com
Panelists:
Charlton Ong, Vice President, Human Resources, Group Enterprise
Singapore Telecommunications Limited
Gyan Nagpal, Chief Executive Officer
PeopleLENS Global Associates
Paul Simons, Regional Director, Performance, Reward and Systems
Prudential Corporation Asia
11.45 a.m. to 12.30 p.m.
Evidence-based HR
The thinking behind “evidence-based HR” is similar to the evidence-based
movement in health services. That movement came about after medical researchers
noticed that doctors were using their own preferred treatments even when there was
scientific evidence that other treatments were more effective. The evidence-based
medicine movement encouraged doctors to determine which treatment for a
particular disease was most effective and to apply that treatment. The same
principle when applied to human resources can yield differentiated treatments for
different situations (segmentation), ease of measuring return on investment and
productivity (ROIP) of human resource initiatives and accurate measurement of
degree of change and intervention required in each HR situation.
Swati Chawla, Practice Leader, Talent Management and Organisational Alignment,
Southeast Asia
Towers Watson
12.30 p.m. to 2.00 p.m.
Lunch Break
2.00 p.m. to 2.45 p.m.
BREAKOUT SESSIONS (A)
Sustainable Rewards
In a challenged business environment with slow growth, pressure on margins and
falling engagement, more and more companies are finding their rewards
programmes to be unsustainable. To make rewards sustainable, systemic changes
are needed that go beyond the scope of C&B and sometimes even beyond the
organisation. Wage costs follow the simple law of supply and demand in economics
and challenges in managing pay are essentially symptomatic of companies not
having done enough to broaden their talent base. Companies are scrambling to fix
the talent supply chain and in the long term this problem may get addressed, but we
still have a serious problem in the short to medium term. In this session we will
discuss the things companies can do to build sustainability to their reward
programmes.
Paul Simons, Regional Director, Performance, Reward and Systems
Prudential Corporation Asia
towerswatson.com
Subeer Bakshi, Regional Lead, Rewards Consulting Practice, Southeast Asia
Towers Watson
Sustainable Talent
In the war for talent, organisations spend most of their time attracting talent to fill
vacancies or to add to their bench strength, while trying to retain talent that had
joined them from outside. Proven talent that has contributed and stayed with the
organisation also needs to be encouraged to ensure sustainable contribution over
time. Sustainable talents are:
effective in their jobs
engaged in their organisational roles
proactively manage their careers
Base salary, opportunities for career advancement and job security are fundamental
to attracting and retaining talent. With talents also citing paid vacation time as a key
attraction driver and length of commute as a key retention driver, organisations
should seek to provide them with competitive work/life balance programs.
Organisations need to balance and align talent management practices to talents’
expectations to ensure that Sustainable Talent is continuously available to drive the
organisation forward.
Laurence Smith, Managing Director HR, Group Head of Learning and Talent
Development
DBS Bank Limited
Richard Yeo, Director, Rewards, Talent and Communication, Singapore and
Consulting Leader, Talent Management and Change Management, Southeast Asia
Towers Watson
Sustainable HR Technology
Singaporean and other Southeast Asian companies continue to increase their
investment in HR systems, according to Towers Watson’s latest HR Service
Delivery survey. Automating compensation processes, launching integrated talent
management programmes, extending mobile applications to HR functions, and
embracing the explosive growth in cloud applications are just several factors driving
rising technology investment. Yet, many companies reported that 12-24 months
after an exhaustive system implementation these major investments have fallen
short of expectations. How can companies build a sustainable HR technology
roadmap? What are the real technology trends that will most impact your workforce,
not just the latest marketing hype from software vendors? How does an HR leader
measure the ROI of an HR technology investment and determine what functions to
prioritise? How does one build a multiyear HR technology vision rather than
incrementally progressing from budget cycle to budget cycle? In this session,
Towers Watson will explore a methodical approach to HR technology planning,
prioritisation, risk management, and ROI.
towerswatson.com
David Mitchell, Practice Leader, HR Technology and HR Service Delivery, Asia
Pacific
Towers Watson
2.45 p.m. to 3.30 p.m.
.
BREAKOUT SESSIONS (B)
Sustainable Rewards
BREAKOUT SESSIONS (A)
Sustainable Rewards
In a challenged business environment with slow growth, pressure on margins and
falling engagement, more and more companies are finding their rewards
programmes to be unsustainable. To make rewards sustainable, systemic changes
are needed that go beyond the scope of C&B and sometimes even beyond the
organisation. Wage costs follow the simple law of supply and demand in economics
and challenges in managing pay are essentially symptomatic of companies not
having done enough to broaden their talent base. Companies are scrambling to fix
the talent supply chain and in the long term this problem may get addressed, but we
still have a serious problem in the short to medium term. In this session we will
discuss the things companies can do to build sustainability to their reward
programmes.
Paul Simons, Regional Director, Performance, Reward and Systems
Prudential Corporation Asia
Subeer Bakshi, Regional Lead, Rewards Consulting Practice, Southeast Asia
Towers Watson
Sustainable Talent
In the war for talent, organisations spend most of their time attracting talent to fill
vacancies or to add to their bench strength, while trying to retain talent that had
joined them from outside. Proven talent that has contributed and stayed with the
organisation also needs to be encouraged to ensure sustainable contribution over
time. Sustainable talents are:
effective in their jobs
engaged in their organisational roles
proactively manage their careers
Base salary, opportunities for career advancement and job security are fundamental
to attracting and retaining talent. With talents also citing paid vacation time as a key
attraction driver and length of commute as a key retention driver, organisations
should seek to provide them with competitive work/life balance programs.
Organisations need to balance and align talent management practices to talents’
expectations to ensure that Sustainable Talent is continuously available to drive the
organisation forward.
Laurence Smith, Managing Director HR, Group Head of Learning and Talent
towerswatson.com
Development
DBS Bank Limited
Richard Yeo, Director, Rewards, Talent and Communication, Singapore and
Consulting Leader, Talent Management and Change Management, Southeast Asia
Towers Watson
Sustainable HR Technology
Singaporean and other Southeast Asian companies continue to increase their
investment in HR systems, according to Towers Watson’s latest HR Service
Delivery survey. Automating compensation processes, launching integrated talent
management programmes, extending mobile applications to HR functions, and
embracing the explosive growth in cloud applications are just several factors driving
rising technology investment. Yet, many companies reported that 12-24 months
after an exhaustive system implementation these major investments have fallen
short of expectations. How can companies build a sustainable HR technology
roadmap? What are the real technology trends that will most impact your workforce,
not just the latest marketing hype from software vendors? How does an HR leader
measure the ROI of an HR technology investment and determine what functions to
prioritise? How does one build a multiyear HR technology vision rather than
incrementally progressing from budget cycle to budget cycle? In this session,
Towers Watson will explore a methodical approach to HR technology planning,
prioritisation, risk management, and ROI.
David Mitchell, Practice Leader, HR Technology and HR Service Delivery, Asia
Pacific
Towers Watson
3.30 p.m. to 4.00 p.m.
Afternoon Coffee Break
4.00 p.m. to 4.45 p.m.
Future of Work
Jonathan Lo, Practice Leader, HR Service Delivery, Asia Pacific
Towers Watson
Future of Worker
Alexandra Roza, Head, Talent Solutions Product Consulting, Asia Pacific
4.45 p.m. to 5.00 p.m.
Closing Remarks
Robert Wilkes, Managing Director, Singapore, Towers Watson
towerswatson.com
SPEAKERS
Robert Wilkes Managing Director, Singapore
Towers Watson
Rob is the Managing Director, Singapore for Towers Watson. He is responsible for directing the
organisation’s business in Singapore and bringing broader and more comprehensive services
for client success.
Prior to the above mentioned role, Robert was the Asia Pacific Director of Benefit Technology Solutions in Towers
Watson’s Benefit Segment, based in Singapore. He has over 15 years’ experience of product management and
implementation of ERP solutions, specializing in HRIS, Payroll and Benefit Administration solutions.
Before joining Towers Watson, he was the Head of Consulting for a leading international flexible benefits
consultancy organisation based in London. During his time in London he worked with some of the world’s largest
technology, banking and professional services companies to optimise their benefit plan design, communications
and the best use of benefits administration technology.
Robert also advised HR-BPO partners on administration process re-engineering and multi-national benefit
technology deployments to optimize their outsourced benefit administration propositions.
Robert has also held various international commercial and product management positions at Microsoft based in the
UK, New York and Copenhagen.
towerswatson.com
Dhritiman Chakrabarti (DC) Managing Director, Rewards, Talent and Communication, Asia Pacific Talent and Rewards, South East Asia Towers Watson
DC has more than 16 years of spanning career in consulting. He has built and led practices on
Performance and Total Rewards at country and regional levels. He has also worked in several countries including
the US, China, Malaysia, Singapore and India. His consulting expertise includes areas such as:
Executive and board of director compensation
Performance measurement systems
Performance management
Performance linked compensation
Employee ownership consulting
Executive compensation issues in MandA situations
Sales force effectiveness and rewards.
DC has worked with a diverse set on industries but more recently he has assisted major clients in banking/ financial
services, consumer products, diversified conglomerates, manufacturing, petrochemical/ petroleum,
pharmaceuticals, and telecommunications.
He is also a frequent speaker on issues related to executive and board of director compensation, corporate
governance issues, performance measurement/ performance management, and performance linked compensation.
He is currently based in Singapore but prior to this, he was the Managing Consultant of Towers Watson in India
and he was responsible over three lines of businesses – Benefits, Risk Consulting and Software and Talent and
Rewards.
DC holds an MBA in Finance, Business Policy and Strategic HR, a Bachelor in Commerce (Hons.) and an
Advanced Diploma in Systems Management.
towerswatson.com
Amrita Prasad Practice Leader, Organisational Surveys and Insights, Singapore Towers Watson Amrita has extensive experience in the design and implementation of organisational surveys and
HR metrics, alignment of measurement programs to business strategy, translation of data to
insights and change interventions. In the course of this work, Amrita regularly works with clients on their employee
engagement challenges, and shares insights with boards, senior management teams and HR functions in client
organisations. She has extensive experience in key stakeholder management, data analysis and research,
coaching and training of client resources, facilitation of workshops and the design and implementation of human
resources strategies.
Over the years she has worked with several large private sector and public sector organisations in Singapore. She
also regularly speaks at industry fora and conferences on the latest research and insights in the area of employee
engagement.
Amrita holds an MBA with a specialisation in Human Resources and she is a university silver medalist in her
Bachelor of Arts degree.
towerswatson.com
Abhishek Mittal Senior Consultant, Talent Management and Organisation Alignment
Towers Watson
Abhishek has extensive experience in advising companies across industries on enhancing
organisational performance by managing employee and customer engagement. He has
successfully designed and implemented solutions for organisations to address business needs like employee
engagement, culture alignment, leadership development, communication strategies, market segmentation,
customer service transformation, performance linkage analyses etc. He has deep expertise in analysing the
relationships between HR metrics and business performance. He has helped several clients to better articulate the
value of HR interventions and metrics by demonstrating their impact on key business outcomes such as:
Sales
Profitability
Employee attrition
Customer Engagement
Abhishek’s experience spans a wide range of industries including financial services, aviation, technology,
hospitality, oil and gas, consumer goods among others. He has also worked on projects for a number of Singapore
public sector organisations.
Abhishek has a strong exposure to social media and is recognized as one of the world’s “Top 25 Online Influencers
in HR and Leadership”. He is an active HR / OD blogger and online networker, and has been featured widely on
several leading forums.
Prior to joining Towers Watson, Abhishek has worked with Gallup Consulting and Oracle Corporation, in roles
spanning advisory services, business research and consultative selling. Abhishek holds an MBA from the
International Management Institute, New Delhi, India.
Abhishek is a part of Towers Watson’s consulting team in Singapore. He manages relationships with several client
organisations in Singapore, Malaysia, Indonesia, India and the Middle East.
towerswatson.com
Charlton Ong VP Human Resources, Group Enterprise Singapore Telecommunications Limited
Gyan Nagpal Chief Executive Officer PeopleLENS Global Associates Gyan Nagpal is an award winning talent strategist and commentator. He is the author of the
bestselling business book Talent Economics - The Fine Line between Winning and Losing
the Global War for Talent (Kogan Page 2013); a book which reached number one on
Amazon’s Hot New Bestsellers in HR list and was selected as one of the 30 Best Business
Books of 2013, by executive summary major Soundview.
Nagpal has deep expertise in tracking and forecasting ongoing changes to the global talent pool. Over the last
decade he has helped some of the largest and most ambitious international organisations build significant business
franchises across the Asia Pacific region.
Based in Singapore, he is also a Senior Fellow for Human Capital at the Conference Board and a member of the
NTL Institute.
You can follow his work at www.PLGAonline.com and find his book Talent Economics at Amazon.com or at good
bookstores across the world.
Paul Simons Director, Performance, Reward and Systems,
Prudential Corporation Asia
Paul is the Regional Director for Performance, Reward and HR Systems for PCA. He is
responsible for ensuring that we maintain a positive performance culture and that our reward
programmes across the region drive the right behaviours and achieve a balance between
attracting and retaining the talent we need, and ensuring sustainability of our cost base. He is
also responsible for embedding PCA’s myHR platform and related HR systems as a system of choice, focusing on
delivering a positive user experience and best in class functionality and analytics.
Paul has over 18 years of experience in HR, HR Systems and Reward, with extensive experience of working in the
US, Europe, Africa and Asia. He has worked in the Oil and Gas, Banking, Pharmaceutical and Retail sectors. Prior
to joining PCA in February 2013 he was the Global Product Delivery Head, Performance and Reward, for Standard
Chartered Bank.
towerswatson.com
Swati Chawla Practice Leader, Talent Management and Organisational Alignment, Southeast Asia
Towers Watson
Swati is the Lead for the Talent and Organisation Alignment Consulting business for
Southeast Asia for Towers Watson, based out of Singapore. She also is the Head of the
workforce Analytics and Planning practice and supports efforts in this area in Asia Pacific.
She is involved in shaping solutions for the clients in area of talent management, HR strategy, HR effectiveness,
organisation alignment, high performance culture and workforce analytics and planning. She is responsible for
client development and project management while supporting the various consulting teams through strategic input
and guidance. She is also part of the Global innovation council representing Asia Pacific in efforts towards ground
breaking research and creation of new intellectual capital to enhance the future of HR.
Swati has over 13 years of experience in Human Resources across sectors of pharmaceutical and healthcare,
manufacturing, conglomerates, financial services and ITES. She has been involved in start-ups, MandA’s and HR
transformation assignments with focus on building an effective HR function. She has both consulting and corporate
HR experience and has worked in various line and consulting capacities in countries like USA, India, Singapore,
Malaysia, Thailand, Philippines, Japan ,UAE, Qatar and Saudi Arabia.
Swati’s breadth of experience, among other things, covers design of HR strategy, HR transformation, organisation
design, talent management, scorecards, manpower planning, workforce demand and supply planning, scenario
modeling, human capital metrics, setting up different HR functional models, succession planning, career pathing,
compensation structuring, incentive designs and change and communication strategies across diverse industries.
Swati is also six sigma certified and certified on Situational Leadership and Barrett Culture tool. She holds a
Masters in Human Resource Management from Narsee Monjee Institute of Management Studies, Mumbai, India
and is a graduate in commerce from Delhi University, India.
towerswatson.com
Laurence Smith Regional Lead, Rewards Consulting Practice, Southeast Asia DBS Bank Limited
Laurence is a Chief Learning Officer (CLO) and Senior HR Professional with 24 years of
experience, 14 years in Asia. He has a proven track record of driving large-scale
organisational transformation, culture change, leadership development and performance improvement. He is a
recognised thought leader on globalising Asian organisations and leaders. A strategic business leader with
complementary strengths in people development and organisational change as well as technology savvy and
business acumen. He is a leading practioner in applying social media to collaboration, innovation and globalisation.
Laurence has the following goals:
To create world class learning organisations.
To help globalise Asian leaders and organisations.
To be an influencer in leveraging social media to drive collaboration, innovation and globalisation.
His specialties include:
Global leadership development
Globalising Asian leaders
Shaping strategy and driving vision of global learning organisations
Change management and organisational learning
Enterprise 2.0
Social network dynamics and collaborative technologies
Knowledge management and communities of practice
Laurence has a global experience, US, Europe, Middle East, and 14 years in Asia.
towerswatson.com
Subeer Bakshi Regional Lead, Rewards Consulting Practice, Southeast Asia Towers Watson Subeer Bakshi is the Regional Leader - Southeast Asia for Rewards Consulting and is based in
Singapore. He assists clients by advising them on approaches that align their business strategy
with human capital strategy. He specialises in the area of Performance and Rewards.
Subeer has worked on organisational transformation assignments as well as mergers, acquisitions and divestures.
He has worked on a variety of HR programs and assignments, but the body of his experience lies in the area of
performance and rewards. He has experience of working across several industries and with companies in almost
all stages of the organisational life cycle. His breadth of experience includes planning strategy and roadmap for HR
to pay delivering. His point of view on HR issues has been featured in media and trade journals in the form of
articles and reviews and he is frequently invited to talk at industry events on the topic of HR.
Subeer started his career with Cognizant, a technology major and has worked for Mercer and KPMG prior to joining
Towers Watson. In his last role, he was leading the HR consulting practice for Towers Watson in India.
Subeer has graduated with a Bachelor of Science from SVP University and is a post graduate in Business
Management from Symbiosis Institute of Management Studies.
towerswatson.com
Richard Yeo Director, Rewards, Talent and Communication, Singapore Consulting Leader, Talent Management and Change Management, Southeast Asia Towers Watson Based in Singapore, Richard, is the Director of the Rewards, Talent and Communication line of
business in Singapore and concurrently leads the Talent Management and Change Management practices of
Towers Watson South East Asia. Prior to this, he served concurrently as the Segment Director responsible for the
Talent and Rewards business of Towers Watson Vietnam. Richard spearheads the development of the
Communication and Change Management practice in South East Asia and is also part of the Towers Watson
Global Network of Communication and Change Management leaders. He is the leading subject matter expert for
Towers Watson (Asia Pacific) in the Competency Development area.
Richard led and consulted in most areas related to Talent Management (e.g. TM strategy, Career Development,
Succession Planning, Performance Management, Learning and Development, Competencies, Leadership
Development and Assessment, Recruitment) in Southeast Asia. He has extensive experiences around
competency and performance management design and development which include helping client implement
performance management practices via change interventions, training and coaching. He is focused on researching
and developing best practices in leadership and executive development, talent engagement and has also worked
on variety of areas including HR transformation, talent engagement, change management and organisational
development. Richard has both consulting and corporate HR experiences in change management and
communications. His experiences include developing change management and communication strategy and
implementation as well supporting the communication and implementation organisational and HR transformation.
Richard has about 14 years of experience working in the area of Human Resources, Talent Management and
Change Management. Interesting projects in SEA include a HR transformation project of a FMCG company
Vietnam, culture change project with a healthcare group in Singapore and change management project with a
financial institution in Indonesia. Other projects include HR transformation project with a financial institution in
Brunei, talent management project with a global pharmaceutical company in Asia Pacific, change management
project with a regional conglomerate in Malaysia and competency development and assessment with a government
agency in Singapore. He also led the development of the national competency standards for human resource
professionals and as well as leaders in Singapore. His clients include both private and public sector organisations.
As an instructional design specialist and trainer, he worked with both external and internal subject matter experts to
help derive training needs before translating them into effective training interventions. He had developed and
delivered training programmes areas like leadership development, business development, human resource,
customer service and personal effectiveness.
He is a certified practitioner in Myers Briggs Type Indicator Step 1 and Step 2 (by Asianic Psychologists Press) and
the Big Five Personality Profiler (by Center for Applied Cognitive Studies). He is also certified user of the Global
Mindset Inventory from Thunderbird University and accredited user of the SHL Personality Questionnaire and
Ability Tests.
Richard holds a first class honours degree in Electronics Engineering from the University of Manchester (UMIST),
UK. He also has specialist qualifications in Instructional Design from Singapore's National Institute of Education
and professional certification in the area of Experiential Training with the Singapore Training and Development
Association.
towerswatson.com
Jonathan Lo Practice Leader, HR Service Delivery, Towers Watson Asia Pacific Towers Watson Jonathan leads the HR Service Delivery Practice in Asia Pacific. He has12 years of APAC
Management Consulting experience, along with 5 additional years HR business partner
experience in Financial Services, and has worked extensively in Hong Kong, China, Japan and
Australia. He is fluent in English, Mandarin and Cantonese, and adapt with cultural sensitivity to work effectively in
Asia.
As Practice lead for Deloitte Consulting Human Capital Advisory Services, developed the HR transformation
practice across China and Hong Kong, won key MNC and local projects.
Facilitated risk culture workshops for senior leadership of a prominent Global U.S. Investment Bank in hub
locations: Malaysia, Shanghai and Beijing.
As APAC Co-head HR Generalist for Goldman Sachs (internal role), serviced front-office Securities senior clients
(approximately 1,000 employees) as their trusted advisor for Human Capital, and implement change management
initiatives to support strategic projects.
As APAC deputy lead and business partner for Credit Suisse (internal role), facilitated a very significant HR
Transformation project covering Shared Services design/implementation, HR process harmonisation and
PeopleSoft HRMS implementation.
As Greater China HR transformation lead for IBM Business Consulting, successfully led change projects for MNC
clients on HR/Finance Shared Services design/implementation, HR Process re-design and technology
implementation, along with related Change Management and Training activities.
Jonathan has EMBA - Australian Graduate School of Management, Sydney | B.Mathematics and Finance -
University of Technology, Sydney | Six Sigma Black Belt - Drake International, Sydney | Project Management
Professional (PMP) | Workday EM Certified
towerswatson.com
Alexandra Roza Head, Talent Solutions Product Consulting, Asia Pacific LinkedIn
Transformation. A constant during her professional life. Over the past twenty years, her
focus has been on helping companies shape and execute their transformation strategies.
This passion for change and delivering business value has taken her to Europe, Australia and Asia. She has
worked across a multitude of industries, MNCs, enterprise as well as local SMB companies. She has also played a
role in the transformation of others by leading teams and developing talent.
In her current role, she is the Head of the Talent Solutions Product Consulting team in APAC. She leads a cross
regional team of consultants who create business value by inspiring and empowering our customers.
Before joining LinkedIn, she was a partner with the Cape Group, a human capital insight and advisory services
consultancy. In this role, she added entrepreneur, strategist, marketer and innovator to her many hats. She
developed c-level relationships with leading organisations across Asia Pacific and worked with their senior teams to
develop and execute people strategies which addressed their business priorities.
Deloitte was where her transformation started. She started at Deloitte as an educational services consultant in the
ERP (SAP) practice. She ended her tenure at Deloitte as a Director, Human Capital with Deloitte Australia.
Specialties:
Strategy
ERP
Change Management
Human Capital
Talent Acquisition
Mergers and Acquisition
Strategic HR
Organisation design
Organisation development
HR technology selection
