The document provides an agenda for the Talent Management Asia 2015 conference, which will take place over two days at Resorts World Sentosa. The conference will feature keynote speeches and panels from global thought leaders on topics related to talent management, HR, leadership development, and diversity and inclusion. Attendees will gain tools and strategies for building high-performance organizations through harnessing innovation, understanding cross-cultural differences, and leveraging successful talent practices. The agenda lists over 30 sessions, with speakers from organizations like Monsanto, Liberty Mutual, and Towers Watson.
Talent Management in Turbulent Times : Internal Talent Identification and St...National HRD Network
This document discusses talent management strategies in turbulent times. It defines talent as high-performing individuals with the potential to succeed in senior positions. Potential is an evolution that now considers more than just competencies. BPCL evaluates potential based on ability, aspiration, and engagement. It faces challenges like changing demographics and skills gaps. Its talent strategies include developing culture, learning programs, and using tools like the Growth Factor Inventory to assess potential in new hires. The goal is to build capabilities to achieve goals, enable employee growth, and create a great place to work with engaged and empowered employees through learning and coaching programs.
The document outlines the goals and approach of the HR Innovation Lab, which aims to address major challenges facing the modern workplace. It notes key issues like lack of employee engagement, unprepared managers, stress, and underemployment. The Lab will take an innovative approach to rethinking HR practices and culture through an independent think tank, online platforms, and member events. It will produce blogs, papers, videos and other materials to share ideas and recommendations, which will be evidence-based but also push for a more human-centric future of work.
ASEAN Leadership Model (research funded by SMU Executive Development)Michael Netzley, Ph.D.
With the creation of the AEC in 2015, companies have increased incentive to look at ASEAN for growth. But what leadership model should companies invest in? Given the context of ASEAN, we cannot simply import a model from Europe or USA. This presentation shares a first look at SMU's ASEAN leadership model and presents the initial findings of our CEO interviews. Research was funded by SMU's Executive Development Office.
Four Future Trends in Leadership Developmentnickpetrie
The environment that leaders operate in is changing so fast that the methods being used to develop them is not keeping pace. This session is based on a one year research project at Harvard focused on the question, 'What will the future of leadership development look like?'
In this session your organization will learn how to design and deliver leadership programs that equip leaders with the skills they need for an increasingly complex world. Topics to be addressed include:
- The emerging challenges for leaders in the workplace
- The skills and capacities needed by leaders to meet these challenges
- The four trends shaping the future of leadership development
- They key principals for the design of future leadership programs
The document discusses objectives, essentials, elements and strategies of talent management. It aims to capture and retain talent, identify challenges, and establish trends. Talent management involves identifying and developing potential in people through a supportive culture. Key elements include resourcing, attraction, retention, performance management and learning. Strategies center around acquiring, developing and retaining top talent through internal and external approaches.
CCL Points of View on Leadership Development Through the Lens of Relational L...Charles Palus
CCL Points of View on Leadership Development Through the Lens of Relational Leadership featuring Chuck Palus, CCL Senior Fellow. This is a special session for new CCL coaches and associates in Europe, Middle East and Africa. The topics include Dialogue, DAC Model, Relational Leadership, Lessons of Experience, ACS Model, Leadership Culture and Vertical Development.
Streaming recording link at https://ccl.webex.com/ccl/lsr.php?RCID=2ccc9bea43e943ff869ade36d413a2d1
This document is a student assignment on the topic of talent management. It includes an introduction to talent management, the need for talent management, challenges in talent management, the role of HR, and examples of talent management practices at Accenture and Infosys. The conclusion discusses future trends in integrated talent management.
Talent management has become a priority for organizations worldwide due to skilled labor shortages. It involves sourcing, hiring, developing, retaining, and promoting employees to meet organizational needs. Elements of talent management include employee development, performance management, and career development. An effective talent management process helps organizations achieve strategic goals like operational excellence and fulfilling their mission by ensuring they have the right talent. It is a holistic and strategic approach to both human resources and business planning.
Change Leadership: Leveraging the Power of Leadership Culture featuring John ...Charles Palus
The webinar discussed relational leadership and change leadership. Relational leadership sees leadership as emerging from social relationships rather than individuals. Effective change leadership requires shifting collective leadership beliefs and practices to drive new directions. The webinar presented a framework that links leadership beliefs, practices, and culture to organizational outcomes. It also outlined a three-phase methodology for change leadership that focuses on aligning strategy, designing changes, and implementing changes through new beliefs and practices. The goal is to develop collaborative leadership capability for sustainable organizational change.
This document summarizes a presentation on managing talent by Seta A. Wicaksana. The presentation covers:
1. Seta A. Wicaksana's background in human resource management, organizational development, and assessment.
2. Key frameworks for developing human capital including the learning organization framework and human capital paradigm.
3. Elements of developing talent including competencies, leadership, innovation, and building a strengths-based organization.
4. The importance of human capital, learning and knowledge sharing for business sustainability and competitiveness.
The document summarizes trends in human resources management (HRM) and the future of the HR field. It discusses how the current world is being disrupted by technology and the internet. Selection criteria and skills valued in employees are changing, with cognitive ability and expertise becoming more important than degrees or performance reviews. The future of HRM is proposed to involve outsourcing transactional HR work while the HR function focuses on building company culture, understanding the business, and innovating through applied research on people and organizations.
Kathy Kraus has over 15 years of experience in human capital and talent management. She will be presenting at an upcoming talent management conference on developing future leaders. The presentation will discuss redefining how organizations identify talent, developing a framework for accelerating leadership development, and assessing leadership and talent gaps to ensure organizations are prepared for the future. It will also explore how the nature of work and leadership is changing, with a focus on building skills like critical thinking, creativity, and collaboration to enable future success.
Talent refers to a person's current and future potential abilities rather than just their past achievements. It involves attributes like willingness to take risks and learn from mistakes, ambition, focus, and self-awareness. Talent management is a deliberate approach used by organizations to attract, develop, and retain talented individuals who can help meet current and future needs. It includes creating a supportive culture and integrating systems for recruiting, performance management, development, and retention. The goal is to ensure an organization has the right talented people in key positions to succeed.
The document describes an Emerging Women Leaders Programme aimed at supporting the career progression of young female managers in Asia. It notes that while women are well-represented in entry-level hires, they comprise just 24% of senior leadership positions. The program is designed to address issues junior women managers face through skills development, peer sharing, and involvement from senior women leaders. It involves a 2-day workshop covering topics like navigating organizational culture, embracing strengths, and developing plans for career progression, followed by individual coaching. Participant testimonials praise the inspiration and confidence gained from the real-life stories and skills learned to overcome challenges in advancing their careers.
Stakeholder Centricity- The Heart of your Business: Wendy van Tol & Olivier S...ValuesCentre
This document discusses stakeholder centricity and its importance for financial institutions. It provides three key points:
1. Trust in the financial sector is at an all-time low according to recent surveys. Financial institutions need to change how they build trust and confidence with stakeholders.
2. Research shows that stakeholder centricity - understanding stakeholder needs, integrating them into all aspects of the business, and transparent reporting - is key to rebuilding trust.
3. Case studies show that financial institutions can steer towards stakeholder centricity by clarifying their purpose and values, defining and engaging stakeholders, and considering conflicting needs through a materiality analysis.
This document summarizes a presentation on global leadership development. It discusses various frameworks and approaches for developing global leaders, including the Center for Creative Leadership's model of developing 12 capabilities through self-knowledge, behavioral change, and career development. It also reviews different development tools like 360-degree feedback, coaching, mentoring, and their strengths/weaknesses. The document then outlines a research project between several Asian universities to derive a model for developing Asian leaders based on analyzing the cross-cultural experiences of international assignees from China, Indonesia, and Singapore.
HR's Role in Building a Collaborative WorkplaceRobin Schooling
Collaboration is not only powerful but also necessary for the survival and growth of an organization. While we can tap into the power of technology to encourage and optimize this very basic human interaction, the true impact is realized when we focus on attitude and behaviors. HR professionals are uniquely positioned to gain commitment from leaders and employees in order to harness the collective wisdom within their organization whether guiding the company through change and transformation, managing innovation, or focusing on maintaining a culture of inclusion and teamwork.
Transformational HR Leadership Thinking : Creating a High Performing Organisa...Jayesh Menon
The 5th Annual HR Agenda 2016: Looking Ahead Singapore, 22-24th August. Organizers: Marcus Evans.
Good range of speakers and participants from across the world. since my slides dont have much content , please contact in case you need any particular info.
This document summarizes a presentation given by Rre Elijah Litheko, CEO of IPM, to discuss emerging trends in the HR field. Litheko discusses how the world is changing with increased connectivity, technology advances, and less ability to predict the future. HR professionals must innovate to stay competitive and collaborate to remain ahead of changes. Litheko promotes the benefits of professional recognition and membership with IPM, including credentials, career support, learning opportunities, and contributing to the profession through mentoring.
According to the document, there are seven key leadership development trends:
1) Complexity is increasing and uncertainty is high, requiring leaders to build context agility.
2) The talent shortage is intensifying globally due to economic growth and other factors.
3) Investment in first-line leadership development has tripled in recent years.
4) The four most important leadership skills are people-leadership abilities.
5) Employee engagement is a growing concern given low engagement levels.
6) Leadership is becoming more collective and less individual.
7) Intensive "boot-camp" style training is becoming less effective given time constraints.
Training and Development Africa 2016 - CirculateOlivia Hosie
The document is a conference agenda for the Training and Development Africa 2016 conference. The two-day conference will feature keynote addresses and breakout sessions on topics related to training, development, leadership, culture and people analytics. Day one will include sessions on reviving employee motivation, preparing for future changes in work, using artificial intelligence in HR, developing leaders, building an innovative culture and more. Day two will cover reinventing HR, engaging employees, leading in the new world of work, simplifying work processes, designing learning programs and organizational design.
This document provides an agenda for the HR Winners Africa Conference taking place on November 11-12, 2015 in Nairobi, Kenya. The conference will focus on making Africa a better place to work and feature over 20 top HR professionals from leading companies as speakers.
The first day will include keynote speeches on the evolving role of HR and a vice-versa session between CEOs and HR Directors. Breakout sessions will discuss topics like managing diversity, talent attraction and retention, and improving gender equality.
The second day will cover talent management strategies, embedding a coaching culture, and talent analytics. A think-tank will discuss becoming an employer of choice, and other sessions will address preventing talent poaching, succession planning
Berjaya 1st hr conference reinventing hr make a difference brochure finalisedLeo Lee
This document provides an agenda and overview for the 1st Berjaya HR Conference on reinventing HR and making a difference. The two-day conference will feature presentations and workshops on new HR trends, best practices, and strategies for adding value to businesses. Speakers will discuss topics such as coaching/mentoring, digital HR, multi-generation engagement, corporate culture, driving organizational change, and design thinking. The conference aims to explore new HR trends, ways for HR to add business value, and create paradigm shifts in HR practices.
This document provides an agenda for the "HR Winners East Africa Conference" on November 11-12, 2015 in Nairobi, Kenya. The conference will focus on current challenges in human resource management and how to transform HR into a strategic business partner. It will feature keynote speeches from CEOs and HR directors of major companies on the evolving role of HR and increasing importance of talent management. Panel discussions will address topics like managing a diverse workforce, engaging younger employees, and improving gender equality in leadership. The event aims to help HR professionals network, benchmark strategies, and gain new ideas and skills to attract and retain top talent in East Africa.
This document provides information about an upcoming Chief Learning & Development Officer Conference in Nairobi, Kenya on July 23-24, 2015. The conference will focus on framing learning and development as a source of competitive advantage and optimizing the transfer of learning. Key speakers from various organizations in Kenya and Ghana will provide case studies and discuss topics like cultivating a learning culture, leadership development, the changing role of L&D, and using learning for succession planning and talent retention. Attendees will learn practical strategies for ensuring learning is aligned with business needs and enhancing organizational capabilities. Compelling case studies will be presented from Safaricom, Kenya Airways, Groupe Nduom Ghana, Kenya Airports Authority, and Central
3rd Annual Leadership & Talent Philippines as at 20 May 2016Connie Kirk
This document provides information about the Leadership and Talent Transformation 2016 conference, which will be held July 26-28, 2016 in Manila, Philippines. The main conference will take place on July 26-27 and focus on closing the leadership gap and developing leaders who can capitalize on growth opportunities in Southeast Asia. Post-conference workshops will be held on July 28. Speakers will include experts from companies like DBS Bank, SGS Gulf, Fonterra Brands, Telstra, and Citigroup who will discuss topics like developing digital ready leaders, attracting and retaining top talent, and strengthening leadership capabilities using analytics. Attendees will learn strategies for identifying and growing high potential leaders, enabling talent to become future-ready,
This document provides an agenda for a two-day conference on talent management and succession planning being held in Kuala Lumpur, Malaysia. The conference will feature presentations from HR leaders of major companies on aligning talent strategy with business strategy, relationship management skills, and creating space for employees to foster innovation. It will also include sessions on utilizing culture and engagement to attract, develop, and retain talent, and designing employee experiences to recruit and retain top talent. The goal is to help organizations select, manage, and develop talents to improve both individual and organizational performance.
This document summarizes a congress on career planning and succession management that seeks to examine challenges in talent identification, development, retention and workforce planning. The congress aims to help organizations future-proof themselves and narrow competency gaps by enhancing business continuity plans, identifying gaps in succession planning, customizing career development, and increasing clarity in workforce data for forecasting needs. Sessions at the congress will focus on building effective succession systems, identifying and developing critical talent, increasing high-potential retention through leadership rotation, finding successors through metrics and analytics, and managing disappointed potential successors.
Advanced Leadership for Women in ICT Summit 2016 is an interactive and exciting event bringing together emerging and current female leaders in ICT to network and share inspiring leadership experiences, discuss key priorities and challenges confronting female leaders. Attendees will hear inspirational accounts of the leadership journeys of senior women, gain skills for career development and managing transitions into senior ICT roles. For more details contact johan@tc-hub.co.za
This document provides information about a Women in Banking and Financial Services Leadership Summit that will take place from February 20-23, 2017 at the Primus Hotel in Sydney. It includes an agenda with keynote speakers, panel discussions, and workshops on developing leadership skills. The summit will focus on developing an authentic leadership style and stepping up to leadership excellence in the banking and financial services industry. There will be pre-summit and post-summit workshops held on February 20th and 23rd respectively to supplement the main summit on the 21st and 22nd.
2014 HR Africa Summit Brochure & AgendaAli Moroane
This document provides information about the 11th Annual HR Africa Summit, taking place from October 27-31, 2014 in Johannesburg, South Africa. It summarizes the event's agenda, speakers, and sessions on strategic HR topics. Some of the key speakers include representatives from GE, Maersk, UTi, and Aon, who will discuss challenges in talent management, employee engagement, and the role of HR in business strategy. New elements for this year include fast-track learning sessions, co-presentations, and a mentorship program to allow experience sharing. The event aims to educate HR professionals and create solutions for challenges they face.
The document summarizes a conference on maximizing social media and content strategies for recruitment. The conference aims to equip attendees with skills and strategies for using social media platforms like LinkedIn, Facebook, Twitter, and others to attract, engage, and hire candidates. It will provide best practices for building an employer brand and social recruiting model. Speakers will discuss how to determine the right social channels, create engaging content, and leverage data to identify candidates more cost-effectively. Breakout sessions will cover topics like optimizing multiple social platforms, managing hiring risks through background checks, and using innovative technologies like mobile, video and gamification in recruitment.
Women in Leadership Summit Brochure - PER (Haider)Haider Amir
The 4th annual Women in Leadership Summit Australia is a 2-day conference designed to empower women leaders through networking and insights from successful women and men leaders. Over 1000 delegates from Australia, New Zealand, Singapore, Hong Kong and London will attend. The summit features presentations and panels on challenges women leaders face and strategies for career advancement. Topics include inspiring journeys of women leaders, driving organizational change, and achieving gender equality in the public sector. The goal is to motivate, stimulate and connect attendees to help them succeed as leaders and make a difference in their workplaces and communities.
The document provides information about a leadership summit for women in the not-for-profit sector, including workshops and presentations from leaders in the field. The summit will explore strategies for overcoming challenges, adapting to change, and creating leadership opportunities for women. It will feature speakers and panels discussing their experiences leading not-for-profit organizations and strategies for effective leadership. The goal is to provide professional development and networking to help established and aspiring female leaders advance in the not-for-profit sector.
This document advertises a two-day business acumen workshop for HR professionals in Kuala Lumpur, Malaysia from May 5-6, 2015. The workshop will provide interactive sessions to help HR professionals strengthen their business and financial skills to better support organizational strategy and contribute as key business partners. It will cover topics like understanding business strategy and finances, communicating business priorities, and using analytics and project management skills to demonstrate HR's impact on business outcomes. Attendees will learn from C-suite executives and participate in case studies and exercises. The limited seating event aims to help HR professionals transition into strategic business partner roles.
This document provides information about a Women in Banking and Financial Services Leadership Summit taking place on June 16-18, 2015 in Melbourne, Australia. It includes details about pre-summit and post-summit workshops focusing on topics such as emotional agility, resilience, and career transition skills. The summit itself will feature keynote speakers and case studies from senior executive women in the banking and financial services industry discussing their career journeys and lessons learned. Practical skills sessions will also be offered on topics like building influence, communicating effectively as a leader, and developing authentic leadership.
Millennials will make up 80% of the global workforce by 2020. To attract and retain millennial talent, companies must make 5 changes: 1) be flexible with work hours and policies to improve work-life balance, 2) breakdown traditional hierarchies and reward contributions regardless of tenure, 3) offer new experiences like international assignments to expand networks, 4) lead transparently with clearly communicated values and purpose, and 5) provide regular feedback and opportunities for development. Case studies on ANZ Bank, Hootsuite, Maybank, SAP, and Unilever illustrate implementing these strategies successfully.
Executive Leadership Experience 2013 10 Month Leadership Development ProgramGene Mage
Leadership and Executive Development Program at Belmont University. 10 Month program with leadership retreat, executive coaching, and monthly sessions. Action learning and experiential learning approach.
Women in Leadership Summit Adelaide - Brochure (BEN)Benjamin Porter
This document advertises and provides information about the Women in Leadership Summit Adelaide, a 2-day conference on September 28-30, 2016. The summit will feature presentations from influential women leaders in South Australia on topics like career advancement, leadership, empowerment, and overcoming challenges faced by women. It will include keynote speeches, panel discussions, and networking opportunities. The goal is to motivate and empower women professionals to advance their careers through developing leadership skills and making connections. A pre-conference workshop on September 28 will focus on personal branding, influence, and leadership skills.
Women in Leadership Summit Adelaide - Brochure (BEN)
TMSG2015_Working Agenda1702
2. Agenda
Now in its third big year, Talent Management Asia has grown to become the go-to annual conference for senior HR
professionals from large organisations looking to learn from local, regional and global thought leaders and network
and exchange ideas with their peers.
Following its continued success, Talent Management Asia 2015 boasts several new innovations:
• Global thought leadership sessions from internationally recognised HR gurus
• International perspectives from global heads of HR from Fortune 500 companies
• Tracked workshops which provide deep-dive knowledge in a more intimate setting
By attending Talent Management Asia 2015, you will gain the tools to harness innovation, discover successful practices,
leverage cross cultural differences, and build a high-performance organization.
Resorts World Sentosa | 23 April | Day 1
8.00am Registration
8.50am
Welcome address
Aditi Sharma Kalra, editor, Human Resources magazine
GLOBAL HR AND TALENT MANAGEMENT
9.00am
Keynote: The Future of HR, Leader and Talent Development: Looks Brighter than Ever
Louis Carter, author & ceo, Best Practice Institute
9.50am
Keynote: Topic to be announced
John Sullivan, professor, corporate speaker & advisor, San Francisco State University
10.40am Morning coffee & networking
11.00am
Keynote: CHRO’s Perspective: Looking at the Big Picture- Integrated Global Talent Management
Linking talent strategy to business strategy
The right approach to integrated talent management
Developing local talent while maintaining international business brand
Importance of defining key foundational elements as the first step
Integrating talent process, systems & tools to work together
Leveraging technology in a global, decentralized organization
Essential role of change management throughout
Shelley Alexander, vice president, human resources- APAC, FRHI Hotels & Resorts
LEADERSHIP DEVELOPMENT & MANAGEMENT
11.40
State of Leadership: Are your leaders ready to deliver?
Global Leadership Forecast – Building a Talent-Ready South East Asia
From HR Partner to Anticipator: What do you need to do for leaders to improve?
The Payoff: So what happens when organizations get it right?
Victor L. Magdaraog, vice president, Philippines, Singapore, Malaysia & Korea, DDI
12.10 Lunch
LEARNING & DEVELOPMENT
1.10pm
Case Study: The Most Effective L&D Programme in Asia – Keeping the Workforce Skilled
3. 1.50pm
Case Study: The Most Effective L&D Programme in Asia – Keeping the Workforce Skilled
*speaker to be confirmed
TALENT RECRUITMENT & ACQUISITION
2.20pm
Challenges Faced by Professionals Who Join Humanitarian Aid Work - the MSF Perspective
Types of intervention
Brief rundown of HR populations and types of profiles within the movement
Challenges faced by the organisation in attracting, recruiting, managing & retaining professionals along
with the strategies adopted as solutions
Challenges faced by professionals who join MSF:
Jagmohan Singh, human resources director, Medecins Sans Frontieres
3.00pm Afternoon coffee & networking
3.20pm
Panel Discussion: The Future of Talent Management Globally and in Asia – What will HR look like in
2020?
Managing talent in today’s rapidly changing business climate
Evolution of talent management- from war for talent to war for fit
Challenges and issues faced
Alignment between your talent’s aspirations for personal fulfilment and your organization
Panelists:
Caroline Palmstedt, regional talent management lead, Monsanto Asia Pacific
Greg Hoehner, senior consultant, Wentworth People
Riges Younan, vp sales, apac, Avature
4.00pm
Workshop Track:
Re-imagining the process of Human Capital Management. Connected, Collaborative and Secure.
Rolf Bezemer, regional business development director, Lumesse
REDEFINING HR TECHNOLOGY
4.40pm
Case Study: Leveraging Technology for Talent Management
Optimising technology to make your talent management processes more efficient and effective
How can you leverage technology to create short-term development opportunities for your employees?
Utilizing technology to better connect your talent across the globe
What are the innovative ways to use technology to share and showcase employee success stories?
Aditi Madhok-Naarden, global human resources, Mastercard
5.20pm End of Conference Day 1
4. Resorts World Sentosa | 24 April | Day 2
8.00am Registration
8.50am
Welcome address
Aditi Sharma Kalra, editor, Human Resources magazine
DEVELOPING GLOBAL TALENT FOR GLOBAL GROWTH
9.00am
Keynote: Leveraging Cultural Diversity for Global Advantage
Global diversity and inclusion trends in today’s business world
Five key leadership competencies for global leaders
The impact of cultural diversity on global business success
Strategies for leaders to leverage cultural diversity and create a more inclusive environment for their team
Maya Hu Chan, author, executive coach & president, Global Leadership Associates
9.50am
Keynote: Identifying How Leading Multinationals Build and Sustain Their Talent Pipeline
Challenges of managing in today’s global environment
Enhancing the global learning and leadership to support the talent pipeline
John Haley, chairman & ceo, Towers Watson
10.40am Morning coffee & networking
SUCCESSION PLANNING
11.00am
Case Study: Grooming Senior Executives to C-Suite Succession Readiness
Challenges of managing in today’s global environment
Enhancing the global learning and leadership to support the talent pipeline
Reserved for Korn Ferry
11.30am
Panel Discussion: Cutting Edge Strategies and Succession Process to Identify High Potential Talent to
Lead a Function or Business
Panelists:
Jeannine Hertel, chief operating officer, Mercuri Urval
Shalini Bhateja, talent management director, Schneider Electric
Chip Houghton, director, global talent management, Liberty Mutual Insurance
Carrie Thompsett, sales director, Saba
12.10pm Lunch
DIVERSITY & INCLUSION
1.10pm
Keynote: The Clash of Culture as a means of Developing Talent: The Special Cases of Malaysia,
Singapore & Hong Kong
Charles Hampden-Turner, author & management philosopher, Trompenaars Hampden-Turner
1.50pm
Case Study: Building an Inclusive Workplace that Leverage Diversity and Empower Employees
Aligning diversity programmes to the business
Subarna Malakar, head of diversity & inclusion, Thomson Reuters
EMPLOYEE RETENTION & ENGAGEMENT
2.30pm
Case Study: Employee Engagement: Where Have We Been? Where are We Going?
What does Employee Engagement look like after 25 years of research and practice?
How are organisations building a culture of Engagement so that it happens every day, not just after a
survey?
What have we learnt about leadership and management as a result of studying engagement?
What’s Next?
5. Lewis Garrad, managing director, Sirota Asia Pacific
3.00pm Afternoon coffee & networking
3.20pm
Case Study: Integrated Talent Management Driving Talent Operational Excellence – Monsanto’s
Experience
Caroline Palmstedt, regional talent management lead, Monsanto Asia Pacific
4.00pm Topic to be confirmed
HOLISTIC TALENT MANAGEMENT
4.30pm
Case Study: Successful Holistic Talent Management in Asia
Shalini Bhateja, talent management director, Schneider Electric
5.10pm End of Talent Management Asia 2015