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Professor K.C. Chan
Secretary for Financial Services and the Treasury
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Mrs. Yvonne Law Shing Mo-han
National Chief Knowledge Officer & Tax Partner, Deloitte Touche Tohmatsu
Vice President,
Association of Women Accountants
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Topic: Motivating Talent in an Era of Uncertainty
| Deloitte Touche Tohmatsu, which is the employer of choice for top talent, understands that their people are the most important assets as a professional services firm. The quality, enthusiasm and commitment of Deloitters represent the embodiment of their brand and the cornerstone of their current and future success. Yvonne, from a senior executive's perspective, will share with us how Deloitte's effective talent management approach enables their people to retain, develop high potential talents and focus on the bottom line, so that everyone will continue to grow and win in Deloitte. |
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Professor Katherine R. Xin
Academic Director
HKUST EMBA for Chinese Executives Program
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Topic: People Strategies for Sustainable Business Growth
| In today's ever changing and competitive environment, aligned people strategy is an inseparable part to ensure success of business strategy. Key to sustainable business growth is to develop and execute a differentiated people strategy. Katherine will share with us insights on exceptional talent development strategies based on her teaching, research and consulting work in three continents with multinational companies as well as emerging private owned enterprises in China to shed light on sustainable talent development for business growth. |
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Ms. Ka Shi Lau
Managing Director & CEO
Bank Consortium Trust Company Limited
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Topic: Evolution of the Pension Industry
| The pension industry in Hong Kong has gone a long way – from independently operated corporate retirement schemes to the introduction of MPF system 10 years ago. As Managing Director & CEO of Bank Consortium Trust Co. Ltd., one of the top 5 pension service providers in Hong Kong, Ms. Ka Shi Lau will shed light on the industry’s recent development and implications of the impending “employee choice”. Ms. Lau will also offer insights into future trends specific to the management of pension schemes for employees. |
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Ms. Marieke van Raaij
Group Leader of Towers Perrin - ISR, Greater China
Towers Perrin
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Topic: Challenges and Opportunities for HR Professionals in a Time of Crisis
| Towers Perrin is a global professional services firm that helps
organizations improve their performance through innovative human capital
and risk and financial services solutions. Marieke van Raaij is the Group
Leader of the Towers Perrin-ISR Greater China practice, based in Hong Kong
office. Marieke has worked in the field of employee research globally for
ten years. Marieke will share with us insights on what challenges HR
professionals are facing and ways they are handling these issues. |
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Dr. Chung Ting-yiu Robert
Director of Public Opinion Programme (POP)
The University of Hong Kong
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Topic: How Happy are Your Employees? --
"HeadlineJobs Quality Workplace Index 2009"
| The Public Opinion Programme (POP) was established in June 1991 to collect and study public opinion on topics which could be of interest to academics, journalists, policy-makers, and the general public. POP has become well known for its impartiality and professionalism in collecting, studying and interpreting public opinion in Hong Kong, and is a highly respected programme in the region. In the Hong Kong market, there is rarely a survey reflecting the job satisfaction of employees. Dr. Chung will share with us the latest survey results of "HeadlineJobs Quality Workplace Indes 2009". |
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Mr. Jean-Michel Wu
Talent Director, Greater China
WPP Asia Pacific
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Topic: Move ahead in adversity - Graduate recruitment and employment
WPP is the world leader in marketing communications services. The group employs 135,000 people at 2,400 offices in 107 countries. Attracting and retaining talent is a central business issues for WPP.
WPP's unique annual Marketing Fellowships for Graduates and MBAs aim to develop high-calibre management talent with experience across a range of marketing disciplines.
The Marketing Fellowship Program is designed for undergraduates and graduates who are looking to pursue a career in marketing communications. Jean-Michel will discuss the best practice graduate programs within WPP and it's operating companies, and how concentrating on them in times of woe will always benefit in the future.
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Mr. Alan Burnell O'Neill
Head of Executive Development
Jardine Matheson Limited
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Topic: Talent Development at Jardine Matheson
| Jardine Matheson is a renowned business group in Asia and operates wide diversity of successful businesses. With close to 260,000 people working across the globe, Jardines value having the right people and their performance, which is also reflected in their "Pride in Performance Awards" programme. Mr O'Neill, as Head of Executive Development, will tell us how Jardines ensure competent and capable executives are developed to assume key leadership roles within the Group of companies. |
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Mr. Bryan Lockyer
Regional Manager for Asia
MindKey Global
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Topic: Leveraging People Development and Performance Management
processes for 1800 Employees at PwC
| Bryan Lockyer, Regional Manager for MindKey , will discuss how MindKey HCM has supported PricewaterhouseCoopers’ people development and performance management processes for their 1800 employees. PwC is a prominent multi-national company with more than 155,000 employees operating in more than 100 countries. MindKey Global is a consulting company that offers HR and Payroll, including Talent and Performance Management solutions worldwide that has aided in developing numerous solutions for prominent organizations across the globe. |
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HR Forum: Integrating Talent Transparency in Human Capital Management |
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In the face of today's competitive business environment, economic challenges, and the ongoing war on talent, the topic of talent management transparency inspires lively discussion among HR and learning professionals. Transparency can be thought of as the extent to which an organization openly shares or communicates its talent management processes, such as succession planning or critical talent, and process outcomes including successors and high potentials to its employees. Transparent talent processes would contribute to an amenable corporate culture, or lead to disengagement and demotivation? Speakers in the Forum will discuss and share their views and valuable experiences on this hot topic. |
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