The ¡§Greater China Talent Management
Summit 2010¡¨ in the theme of ¡§Leading the Agile Enterprise
in a Rebuilding Year¡¨ was successfully held at Kowloon
Shangri-la on 6th July 2010. Having entered its fifth
year, the summit attracted over 250 human resources
professionals and senior executives to join and we are
honoured to have 8 prominent speakers from the government
and leading organisations to share their experience
and insights with us.
Mr. Matthew Cheung Kin-chung, Secretary for Labour and
Welfare delivered his speech as the opening keynote
of the summit. He said, ¡§The annual talent management
summit has provided a useful platform for HR managers
to enhance their competitive position in Hong Kong.
Although Hong Kong has been a successful international
financial centre attracting financial capital and talent
from all over the world, it can no longer compete with
regional economies on labour and land cost. Indeed,
we must continue to transformation into a high value-added,
knowledge-based economy in order to compete on quality
¡§Talent is one of the world¡¦s most sought-after commodities.
After all, the building of knowledge-based economy in
a globalised environment follows with the need to address
the key questions of how we can facilitate the agile
enterprises in Hong Kong to win the talent war. Not
only in attracting outside talent to come to Hong Kong,
but also to nurture local talents,¡¨ he continued.
After the opening keynote, the second keynote speaker,
Ms. Elsie Hui, Human Resources Director of Jones Lang
LaSalle, went up on the stage. She began with an introduction
of Jones Lang LaSalle, followed with an illustration
of the company¡¦s HR strategies. ¡§Globally, our strategy
is to shift from attention to connection, linking up
the global platform we have developed both within and
with our external clients and prospects.¡¨
Ms. Hui pointed out that no matter how hard you coach,
how well you did, you can¡¦t be successful without the
right people, so recruiting for a better fit is important.
¡§We do it by awakening our employer brand, partnership
with universities and internship opportunities for overseas
talents, which is good for diversity in the workplace.¡¨
The third keynote of the day was given by Mr. Kenneth
Holt, Director, Hong Kong and Greater China of EmployeeConnect
Greater China Limited. He shared the concept of cloud
computing with the audience, and said, ¡§For long, HR
people have been swamped with traditional HR processes
and paperwork that hinders them from driving real business
values for their organisations. But now with the help
of cloud-based and SaaS solutions, they can manage their
tasks more effectively and avoid costly investment in
resources to maintain in-house systems.¡¨
He talked about the trend of cloud computing in Hong
Kong, ¡§The wave is growing and is fast, and is hitting
or is about to hit every one of us. Enterprises are
learning about the benefits of cloud computing.¡¨
After a brief break, the fourth keynote of the day was
presented by Ms. Regina Chu, Director of Learning and
Development of InterContinental Hong Kong. Ms. Chu shared
her strategies on creating shared values and cultures
among staff; the best practices for increasing staff
retention and engagement.
¡§As a HR person, our journey is to become a great company.
We have to understand what it means to be the best company,
i.e. a company known for its people, brands, corporate
responsibility, and for delivering better results than
its competitors. To do so, we need to focus on the right
activity in a joined up and efficient way that will
lead us to the right results, said Ms. Chu.
She also mentioned the philosophy of the hotel for talent
management: right environment, right behaviour, right
activity and right results.
Next to the stage was Mr. Tony Dickel, Chairman of the
Institute of Executive Coaching and Leadership in Hong
Kong. Mr. Dickel gave an informative talk on the effectiveness
of executive coaching. He said, ¡§Executive coaching
is not teaching things. It¡¦s about helping staff to
come out from within. The coach is not employed to teach
but more to create circumstances where the executive
can do more of the right things at the right time with
what they know.¡¨
He stressed the importance of executive coaching and
said, ¡§Executive coaching has become an extremely important
tool as part of the executive toolkit in recent years.
Coaching, if properly used, is a process which is effective
to help an organisation meet competitive pressures,
plan for succession and bring about necessary organisational
or cultural change.¡¨
After the lunch break, Prof. Steven DeKrey, Founding
Director of the Kellogg-HKUST Executive Education Program,
Senior Associate Dean, Director of Masters Programs
and Adjunct Professor of Management at the Hong Kong
University of Science and Technology School of Business
and Management shared his views and insights on how
corporations can overcome challenges on leadership development
especially in the most dynamic region of the world ¡V
Asia. He began the talk with the various definitions
of leadership, and then shared the global results of
the top four leadership characteristics ¡V honest, forward-looking,
inspiring, and compete.
He later shared the different order of the top four
characteristics voted by alumni of Kellogg-HKUST EMBA
Program. ¡§Leaders are future-oriented. Leaders are leading
forward, so you need a credible person who is taking
you to the future. Globally agreed, we want global forward-looking
Following Prof. DeKrey¡¦s presentation was a HR forum
featured Prof. Randy Chiu, Director of Centre for Human
Resources Strategy and Development and Professor of
Department of Management at Hong Kong Baptist University,
Ms. Iris Mo, Talent Manager of Hewlett-Packard Hong
Kong Limited, and Mr. Tony Dickel, Chairman of the Institute
of Executive Coaching and Leadership, Hong Kong.
With ¡§Developing a world-class innovative culture and
nurturing innovative talent in an era of accelerating
change¡¨ as the discussion topic, the forum discussed
the role of HR and the main challenges for developing
innovative culture and talent.
Prof. Chiu said, ¡§HR people should always be the mastermind,
the architect, the expert, knowing how to facilitate
human intelligence and energy. I do think HR does have
the obligation and expertise and opportunity to work
with every senior executive in the line management.¡¨
On the way to find and develop innovative talents, Ms.
Mo pointed out that HP developed and retained talents
by career development, engage them with employee engagement
program and career path that they can obtain at HP.
Mr. Dickel believed that it is about the employer brand,
which takes time to develop. Organisations need to have
their plan in order to succeed in a talent crisis. They
need to know what their employer brand looks like.
Prof. Chiu, ¡§you can do all the things to attract and
recruit the best talent that fits your company and have
various HR initiatives to keep them there. But innovative
people tend to be hungry for satisfaction. So it¡¦s important
to create an innovative culture.¡¨
After the forum, Prof. Chiu delivered a speech on his
insights of developing talents for the 21st century.
Prof. Chiu said, ¡§Once we talk about developing talents
we are talking about the quality of leaders. This is
the question that we ask all the time, but it doesn¡¦t
mean the answer we have today will be the same as that
we heard yesterday.¡¨
Talking about the quality of leaders, Prof. Chiu highlighted
the importance of passion. ¡§We can¡¦t shortlist, assess
and even make decision on a talent unless we can ¡¥operationalise¡¦
The final speaker of the day was Ms. Mo, who presented
a speech titled ¡§Strategies to strive for the best talents
in fierce labour market. She first delivered an overview
of HP, followed by the talent management approach of
She later explained the implementation of HP¡¦s HR strategy
by introducing Rainbow Program, which is a local initiative.
¡§Rainbow is a highly initiative program which creates
an environment for the employees. How much talents can
learn from the program depends on how proactive they
participate in the program,¡¨ she explained.
Note of Thanks
A-Performers.com as the organiser would like to take
this opportunity to thank all the honourable guest 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!