Performance Management Innovation Congress
Embracing the Next Wave of Performance Management Methods

05 - 6 September 2017 | Singapore

Performance Management Innovation Congress

Only two congresses focusing on Employee Performance Management in Singapore for 2017 and ours is one of it
Two full days on Performance Management to provide a better coverage on pressing issues in Performance Management
New list of speakers for a fresher insight in Performance Management best practices

Seven case studies session from SAP, Cargill, UTAC, Thome, Siemens Healthcare, CrimsonLogic, and Cisco for a more comprehensive learning and sharing experience whereby delegates are able to hear real life implemented strategies, the challenges they faced throughout the implementation and how it impacted their organisation

Panel discussion from organisations with different approach on rating system to discuss on the pros and cons of moving away from rating system and determining if it fits your organisation.

Themes to be explored: 
  • Driver 1: Embracing technology integration and innovation in Performance Management
  • Driver 2: Redesigning traditional PM processes to fit the modern workforce
  • Driver 3: Transitioning into performance based culture
Conference highlights: 
  • Extensive speed networking session 
  • Panel discussion session for a more interactive learning and sharing experience 
  • Two day post congress masterclass to complement the congress with step by step methodologies of designing effective performance management strategies with the focus on establishing more frequent reviews and case studies on performance ratings.

Featured Speakers

Featured Speakers

Kiranmai Pendyala
CVP - HR, EMEA, APAC and... AMD Read More
K Thiveanathan
Chief Human Resources Officer UTAC Read More
Sylvia Koh
Chief People Officer CrimsonLogic Read More
Andrew Labute
HR Project Director SAP Read More
Eleana Choy
CHRO Thome Group of Companies Read More
Cen Hong Siu Ming
SVP, Head of Group Rewards and... Great Eastern Life Read More

Sponsors and Partners

Agenda

8.30AM

Registration and Coffee

9.00AM

Opening Address from HRM Asia

9.15AM

Speed Networking Sessions

Speed networking is a facilitated networking session which allows you to connect and meet new people. Bring plenty of business cards to ensure you make the most of this session

9.30AM

Establishing the Right Performance Management Strategies for Your Organisation

  • Understanding why performance management strategies has to be agile to cope to drastic changing business demands
  • Defining the right KPIs and targets and how it affects productivity of the organisation
  • Revamping the link between performance management and rewards system to retain high performers
  • Pinpointing the different roles of Performance Management to an organisation
  • Improve performance
  • Reduce Cost
  • Minimise Risk
10.15AM

Morning Refreshment Break

10.45AM

Integrating Performance Management with Talent Management

  • Developing talent management strategies based on employee performance management evaluation
  • Identifying skill gaps and area of improvement through frequent feedback for continuous improvement
  • Hiring talent that fits the characteristics of high performers obtained from performance management data regression
  • Understanding the distinctions between high potential and high performers and integrating the process of identifying and developing HiPOs in performance management
Speaker(s) of this session
Gary LeeChief HR Specialist, Global Talent Development, Group Organisational DevelopmentGrundfos
11.30AM

Engage And Perform – Performance Management as a Tool to Increase Engagement Level

  • Establishing the correlation between employee engagement and performance management
  • Best practices on using culture, leadership and reward as levers to drive engagement and     performance
  • Using employee survey feedback to identify the impact of line leadership on engagement
  • Understanding the three drivers of engagement and how are they directly linked to performance management
  • Connection - An employee’s connection to their boss, company and job
  • Recognition - Compensation, appreciation and acknowledgment of achievements
  • Performance - Development, feedback and professional growth
Speaker(s) of this session
Kiranmai PendyalaCVP - HR, EMEA, APAC and Greater ChinaAMD
12.15AM

Lunch and Networking Break

13.15AM

Driving Strategic Decisions with Data in Performance Management

  • Establishing impactful and timely data-driven decisions through analytics in Performance Management
  • Benchmarking with past data for continuous improvement
  • Leveraging on predictive analytics to forecast changes and operational cost in talent management
Speaker(s) of this session
Gan Sow ChatAsia Pacific Benefits DirectorHoneywell
14.00PM

Equipping Line Managers with the Right Skills for Quality Performance Conversations

  • Entrusting performance management to your managers as a criteria for leadership grooming
  • Empowering managers with right strategies to tackle underperformance employees
  • Introducing customised and high quality coaching conversations for people development
  • Enforcing the emphasis of goal setting and reaching these goals instead of just completing evaluation forms
Speaker(s) of this session
Eugene LamHR DirectorKimberley-Clark
14.45PM

Case Study from Cisco: Digitalisation of Performance Management – Moving into the Next Wave of Performance Management

  • Unlocking new levels of efficiency in performance management through digitalisation
  • Enabling organisations to move away from biased and subjective people management
  • Pinpointing the challenges of performance management digitalisation
  • Establishing roadmap for successful performance management digitalisation process
Speaker(s) of this session
Annella HeytensVP Human Resources APJCCisco
15:30PM

Afternoon Refreshment Break

16.00PM

Leveraging on Technological Innovations in Performance Management to Cut Cost and Increase Efficiency

  • Discussing on the latest trends and innovations on Performance Management in the market
  • Using analytics to identify the best approach of utilising performance management for your organisation
  • Understanding the benefits of automating performance management in your organisation
  • Implementing gamification in performance management as one of the strategies to increase performance and productivity
  • Creating mobile platform for multi-source feedback and continuous feedback to achieve a more comprehensive evaluation
16.45PM

Panel Discussion: Performance Ratings – Should It Stay or Should It Go?

  • Removing annual appraisals and ratings that is increasingly out of sync with your business objectives
  • Exploring best practices in linking rewards system without performance ratings
  • Tailoring different approaches to performance ratings depending on the business environment
  • Discussing on the pros and cons of removing ratings in performance management
Speaker(s) of this session
K ThiveanathanChief Human Resources OfficerUTAC
Cen Hong Siu MingSVP, Head of Group Rewards and Employee EngagementGreat Eastern Life
Lim Teck KiatDirector – Human Resources PolicyPublic Service Division
Andrew LabuteHR Project DirectorSAP
Bala SubramaniamHR Leader – APACTwitter
17:45PM

End of Day 1

8.30AM

Registration and Coffee

9:00AM

Case Study from Crimsonlogic: Engaging and Empowering Employees through Building a Culture of Continuous Improvement

  • Successfully leveraging on the capability of every engaged employee
  • Driving sustainable process improvement in performance management through organisational alignment
  • Discussing on the roadblocks of building a culture of continuous improvement in performance management
  • Utilising regular loop feedback to understand areas of improvement
Speaker(s) of this session
Sylvia KohChief People OfficerCrimsonLogic
9.45AM

Case Study from Thome: Cultivating High Performance Culture in Employees to Increase Business Productivity

  • To incorporate behavioural competencies factors in the performance management assessment
  • Moving from process driven performance management to a goal focused approach to enhance performance
  • Shifting focus from annual appraisals to frequent performance reviews
  • Creating productivity focused culture to increase the bottom line of the organisation
Speaker(s) of this session
Eleana ChoyCHROThome Group of Companies
10.30AM

Morning Refreshment and Networking Break

11.00AM

Case Study from UTAC: Strategic Role of Performance Management Process to Drive Business Results and Employee Engagement

Best practice of UTAC’s experience in launching its global Performance Management Process in a diverse organization with 12,000 employees. It chronicles UTAC’s journey to use performance management process as an enabler to drive business results and also anchor its key people processes.

  • Leveraging on the performance manage process to establish and align organization’s “line of sight”
  • Getting business managers to drive people process and engagement through  performance discussions and dialogues   
  • Establishing  a performance and development culture through coaching, feedback and employee development process
  • Transparent link between performance and reward to differentiate and drive “pay for performance” practices   
  • Performance Management measures, key learning and way forward  
Speaker(s) of this session
Sureash kumar Global Director – Talent Management UTAC Headquarters Pt. Ltd
11.45AM

The Journey Towards High Performance Cultured Organisation

  • Establishing key success factors in driving effective transformation
  • Understanding the importance of starting with a vision, strategy and establishing governance at planning stage
  • Embedding continuous improvement model into performance management culture
  • Setting metrics in measuring behaviour and engagement level as part of performance evaluation
12.30PM

Lunch and Networking Break

13.30PM

Measuring the Impact of Performance Management to Your Organisation

  • Examining the impact of performance management processes in meeting organisation goals
  • Establishing measurable goals for talent development and rewards integration
  • Formulating clear success measures for each performance management goals that fits your organisation
  • Collating and evaluating data to justify how effective is your performance management
  • Identifying  areas of improvement through qualitative and quantitative data obtained
14:15PM

Integrating Coaching Initiatives into Performance Management

  • Benefits of coaching and creating coaching culture within your organisation
  • Understanding the key traits of an effective coach:
  • Proficiency in establishing rapport
  • Deep listening and powerful questioning skills
  • Ability to establish clear and achievable goals
  • Excellent motivation skills
  • Recognising how coaching initiatives in performance management could increase the level of productivity and engagement
Speaker(s) of this session
Bernard HoHead of Talent Development and Learning AsiaThe Bank of Tokyo-Mitsubishi UFJ
15:00PM

Afternoon Refreshment and Networking Break

15.30PM

Case Study from SAP – A Glimpse into SAP Talk as an Initiative for Continuous Performance Management

Learn about the new approach to Performance Management undertaken at SAP. They no longer have an annual process with ratings and performance reviews; SAP Talk helps them shift to more frequent, meaningful conversations between employees and managers.  They place more emphasis on continuous, future-focused conversations instead of one-time, backward-looking performance reviews.  Hear how SAP shifted to a more open and transparent feedback approach between employee and manager. 

Witness how SAP journeyed from traditional performance management to the newly launched SAP Talk.

  • Making a change with the mind-set that all employees are talent that can be polished
  • What do Best in Class Companies do for Performance Management?
  • Quality performance conversations in real time - what does that look like?
  • How are organisations embarking into non-rating Performance Management?
  • Review on Performance and Compensation trends in the new world
  • Early Results from SAP Talk and how it is making an impact in SAP
Speaker(s) of this session
Andrew LabuteHR Project DirectorSAP
16:15PM

Case Study from Cargill: The Journey of Removing Ratings in Performance Management

  • Discussing on why Cargill decided on embarking into a no-rating approach in Performance Management
  • Understanding the pain points during transition on what worked and what did not work
  • Implementing an effective hybrid system that enables the organization to build a culture of high performance 
17:00PM

Case Study from Siemens Healthcare

(content to be confirmed)

Speaker(s) of this session
Laszlo ReischHead of People and Leadership – APACSiemens Healthcare
17:45PM

End of Day 2

A GREAT PLATFORM TO LEARN MORE

Drastic changes in the demographics of the workforce are adding complexity of HR strategies as millennials has different demands and characteristics compared to the baby boomers. It is changing the way how managers should approach the employees as they tend to prefer instant gratification from their performance and knowing why they are doing it. The millennials also seek for self-development which traditional performance management does not focus on.

Due to economic slowdown, organisations are forced to look for ways to increase productivity without increasing C&B budget. One way would be to increase the engagement level of the employees and performance management is a great tool to achieve this through effective frequent reviews. It is also a great tool to identify area of improvement.

Singapore government is also pushing for a more productive workforce as times is expected to be tough due to economic slowdown. Workforce is advised to develop their skill sets or risk being redundant.

With the technological advancement in performance management software, more and more organisations are looking into embarking tech innovations into their performance management initiative. Performance management software helps in cutting operational cost in the long run not to mention freeing more HR practitioners for more strategic role. More and more of the processes can be automated and it provides more consistency and shorter time in evaluation.

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