The "Greater China Talent Management Summit 2009" was
successfully held on July 10th 2009 at Kowloon Shangri-La.
This year, we had 22 exhibition booths and over 250 human
resources professionals and senior executives to join.
Also, we are honored to have speakers from the government
and leading companies to share their experience and insights
After the welcome address by Fanny Chan, CEO of A-Perfomers.com.
Our morning keynote, Professor K C Chan, Secretary for
Financial Services and the Treasury went up on the stage.
He began with one underlying truth in all companies ¡V
which was that "Good people attract good people." Chan
pointed out that, "Human Resources are the most valuable
resource for any economy especially a knowledge based
economy such as Hong Kong". He added, "A pool of talents
is indispensible if Hong Kong is going to continue its
strong economic growth." To do this it is important to
invest in education which will help Hong Kong contribute
to this pool of talent.
The second keynote of the day was given by Yvonne Law,
National Chief Knowledge Officer & Partner of Deloitte
Touche Tohmatsu and VP for the Association of Women Accountants
(Hong Kong) Ltd. Law outlined key areas necessary for
effective talent management and she shared several different
methods to help achieve this include: allocating greater
compensation towards top performers; aligning individual
objectives with corporate objectives; ensuring employees
are working hard on the right tasks; tracking progress
against goals on an ongoing basis; and motivate employees
Next to take the stage was Alan Burnell O¡¦Neill, Head
of Executive Development, Jardine Mattheson Limited. O¡¦Neill
talked about two of Jardine¡¦s staff development programmes:
the Jardine Executive Trainee Scheme (JETS) and the ¡§K-Files¡¨.
O¡¦Neill pointed out that HR managers need to realise the
important difference between training and learning. He
added that, although there is a place for training within
organizations, HR stands a much greater chance in developing
productive employees with learning.
After a brief break for a coffee and chat, the fourth
keynote of the day was presented by Professor Katherine
Xin, Academic Director, HKUST EMBA for Chinese Executives
Programme. Xin pointed out that talent development is
the number one concern for CEOs, and that effort must
be paid to leverage unique organisational capabilities
to help retain and train such talent. Xin added that HR
should try to create a unique organisation by fast learning
and customisation of new management ideas, attract and
recruit people from companies with rigorous training on
process compliance and have clearly defined procedures.
Ka Shi Lau, Managing Director and CEO of the Bank Consortium
Trust gave an informative talk on the ins and outs of
selecting MPF providers and in an increasingly challenging
work environment. Lau stressed the importance of providing
quality pension benefits had on helping to keep high potential
staff within the organisation. She advised HR managers
to look at who was managing their pension funds and to
look for providers who have experienced and well trained
staff who are well versed in regulatory/legislative requirements,
i.e. investment restrictions contained in Schedule II
of the MPFA legislation.
During the VIP lunch session, Bryan Lockyer, Regional
Manager for Asia, MindKey Global spoke about the use of
technology to help HR manager leverage people development
and performance and inspired all with his success both
at work and in ironman running events in the region.
After lunch there was a panel discussion with Mr Francis
Mok, Group Human Resources Director, Jebsen and Co., Ms
Sandy Fok, General manager, Staff Development, John Swire
& Sons (HK)Ltd. and Ms Nita Law, Regional Head of HR,
North East Asia, Standard Chartered Bank (HK) Limited.
The panelist discussed the merits of integrating transparency
in Human Capital Management. Key points raised during
the discussion included the following:
One of the main dilemmas raised was whether to tell people
that that they are HiPos within a management training
Fok from John Swire & Sons (HK) Ltd. explained that they
are still working on a type of a hybrid model, with their
developmental model being not completely, but almost,
opaque. However, due to the extensive training that HiPos
get involved with even if they are not directly told they
are HiPos¡Xthey do have an inkling that they might be on
that career path.
Mok from Jebsen and Co. echoed this fact, that when talking
about talent management there is always a dilemma in HR
about how much you should tell the talents within the
organisation. There are two issues that HR must look at:
the processes via which talents are nominated selected
and identified, and the extent to which your organisation
openly shares or communicates its talent management strategies.
Law from Standard Chartered Bank (HK) Limited favoured
a more transparent approach within the bank, and said
that this had been a very successful strategy, saying
that the positives outweigh the risks of being transparent.
Marieke van Raaij, Group Leader of Towers Perrin ¡V ISR,
Greater China, Towers Perrin delivered a speech on Challenges
and Opportunities for HR Professionals in a time of Crisis.
Van Raaij spoke about the importance of maintaining employee
engagement during the uncertain economic times, and building
leadership effectiveness by managing talent aggressively.
Jean-Michel Wu, Talent Director, Greater China, WPP Asia
Pacific spoke on graduate recruitment and employment,
and pointed out that no organisation can have a great
graduate recruitment programme unless they have a good
training programme as well. Coming from a company that
specializes in branding, it was no surprise that Wu advised
HR if they are thinking about a graduate recruitment programme
then they must first think about how to brand their organisations.
He advised HR to be different and unique in what they
do and avoid boring new recruits.
The final speaker of the day was Dr. Chung Ting-yiu, Director
of the Public Opinion Programme at the University of Hong
Kong, who presented the results from the Headline Jobs
Quality Workplace Index Survey of 2009. With reference
to the overall job seeking rate, fewer employees are actively
seeking work outside their companies. However, the number
of VPs and Directors currently looking for new jobs has
dramatically increased from 19% to 27%, which may be a
function of the much higher stress levels that such senior
executives are feeling under the current economic situation.
And the job satisfaction rate has gone up and stabilised,
despite the fact that the economy is not very good at
Note of Thanks
A-Perfomers.com, as the organizer, would like to take
this opportunity to thank all the honorable speakers,
partners, sponsors, exhibitors, advertisers, facilitators
and delegates from Hong Kong and overseas, who have made
this summit a success and memorable one. Hope to see you
all next year!