Maximising ROI in Human Capital Investments – Implementing An Effective Retention and Talent Management Strategies
Date: 18 – 19 March 2013
Venue (Hotel/Location): Sunway Putra Hotel, Kuala Lumpur
How to retain top talent? This is often the biggest challenge faced by organisations in the competitive world. Top-notch companies therefore, are always on the hunt for best practices to recruit, train and retain talent. Today, ‘talent management’ occupies centre stage in business strategy thanks to growing competition and ruthless talent wars.
The task of developing a talent management strategy often falls to human resources (HR) professionals working in consultation with the business functions. But HR also carries out the more traditional administrative functions such as handling employee benefits, delivering payrolls, ensuring compliance with government regulations, and recruiting and interviewing new staff. To become truly value-added partners in any business, HR needs the resources, tools and management buy-in to get the administrative tasks under control and move up to a position of strategic adviser. From talent mapping and planning to performance evaluation, recruitment, retention and even benefits administration, today’s human capital professionals are constantly seeking new ways to streamline, integrate and align human capital functions with broader corporate objectives.
Talent management has never been more of an immediate concern than it is right now. But in the rush to fill a perceived talent management void, organizations must be careful not to rush into implementing initiatives or programs that are more about taking action than about implementing a well-crafted solution. Careful planning, culminating in a sound talent strategy that is tightly connected to the organization’s overall business strategies and business needs, is required for talent management to become ingrained in an organization’s culture and practices. Only when this happens is it possible for talent management to be both effective and sustainable.
Retention is more than physical presence
Retaining top talent is a huge factor in business success. High rates of employee attrition damage business at many levels from the most obvious to the subtle. As we begin to emerge from recession, the fight for talent at all levels will recommence in earnest. Companies will face increasing pressure not only to hold on to their existing talent, but also to attract and recruit new staff who will be a fundamental part of their growth plans.
In a fast paced world where new employees have one foot in the company but the other foot already on to the next company and opportunity, companies need to adapt their Talent Management Strategies to suit the new pace of the workforce. It is no longer adequate to apply initiatives hoping to extend the time period global talent plans to spend in one company. Companies and HR managers need to develop new initiatives to get the most out of their employees during the time employees plan on staying in the company.
Today’s leaders have to look at Talent Management from a multigenerational workforce perspective, For Leaders who have four generations of employees sitting in a meeting or working on a project, it can seem like each generation has its own worldviews, priorities, career models, motives and values. The Leader need to enhance their understanding of generational characteristics and the impact of their own management practices on each of these groups. They need to leverage on the strengths of each generation. Taking full advantage of the multi-generational workforce will enable employers to effectively attract and retain employees, build teams, deal with change, and increase employee engagement.Testimonials:
“As a result of the impactful program content, we have learned how to effectively lead, develop, and coach our people and ensure that our workforce is aligned with the company’s direction. We were better equipped to handle the tough market challenges that followed and are in a better position for greater sustained growth in the future” – Regional Head & Managing Director of Global Logistics firm.
“Prof Bawany is a knowledgeable and delivered an informative and energetic presentation which has been a useful practical session for our leaders” – Head of Talent Management, Asia Pacific of a Fortune 500, Diversified Technology Company,
“It includes a powerful framework for understanding of the leaders’ role in sustaining organizational performance and productivity, as well as introducing ways which includes talent retention and engagement that are critical for operating a successful company. I find myself looking forward to each conversation with my key talent as an opportunity to exercise this new-found knowledge. I now work consciously to create a more productive, healthy, happy reality through committed conversations within my organisation” – President, Asia Pacific, a Diversified Global Growth Company in Technology and Security Industry
“We were impressed by his deep knowledge, practical approach and strong passion to talent management & leadership development” – Business Leader, Global Leading Automotive Manufacturer
Who Should Attend:
This workshop is designed for managers at levels who need to understand the key issues in retaining talent and who wish to develop strategies to retain, engage and develop the most important asset in the organization – human capital.
We only engage the highest caliber of Master Trainers for our courses, meaning you learn from the very best specialists in each field. They are dynamic and possess a strong ability to engage and inspire their audiences.
This programme consists of interactive activities such as workshops, practical exercises and case studies, as well as proven concepts, best practices and specific industry examples.
Upon completion of the course you will:
About the Course Leader: Prof Sattar Bawany
Professor Sattar Bawany is the Senior Advisor of Training Edge International as well as the Strategic Advisor of International Professional Managers Association (IPMA). He is concurrently the Managing Director as well as Master Executive Coach & Facilitator with Executive Development Associates (EDA) Asia Pacific.
Prof Bawany is also the Co-Chair of the Human Capital Committee of the American Chamber of Commerce in Singapore (AmCham Singapore). He is also a member of Frontier Strategy Group’s Expert Advisory Network (EAN) for Human Capital and Talent Management issues in Asia Pacific advising CEOs, Business Leaders and CHROs of global and regional organisations.
He has over 25 years’ international business management experience, including 15 years in executive coaching, group facilitation, and leadership development and training with global management consulting firms. In addition to his business and consulting career, Prof Bawany has over 10 years of concurrent academic experience as an Adjunct Professor teaching senior executives international business strategies and human resource courses at various leading universities. He is currently the Adjunct Professor of Strategy with the Paris Graduate School of Management (PGSM).
Prof Bawany has assumed various senior management roles including Managing Director/Country Head and Talent Management & Executive Coaching Practice Leader for DBM Asia Pacific as well as Business Leader, Organisational Effectiveness & Leadership Development Consultant and Executive Coach with Mercer HR Consulting, The Hay Group and The Forum Corporation.
Prof Bawany’s passion for people and culture is about creating an environment where employees are valued and emotionally engaged in the business. He has successfully worked with extensive number of public and private organisations regionally and internationally specialising in people and culture through transformational change, starting with the ‘end’ in mind! He is an experienced facilitator and has spent many years developing leadership capability through the delivery of structured talent management, leadership development programs including executive coaching.
He is a Key Note Speaker at international and regional Conferences, Workshops and Seminars on themes such as Talent Management & Succession Planning; Executive Leadership Development, Employee Engagement and Managing across Generational Gap. He is an accomplished Author with extensive articles published on Talent Management & Leadership Effectiveness. His Chapter on “Maximizing the Potential of Future Leader” was published in the Book “Coaching in Asia the First Decade” in September 2010.
He holds an Executive MBA and a Bachelor in Business Administration (Marketing). His Doctoral Research is on ‘The Impact of Executive Coaching on the Personal & Professional Development of Leaders”.
He is very well regarded by his clients for his practical “how to” approach and for his ability to communicate with his audiences and to make workplace learning a fun and pleasurable experience. Married with 2 children, he believes strongly in work-life balance and is highly dedicated and committed to achieving his goals.
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