Striving Towards Sustainability with Dynamic Rewards Strategies

31 OCT - 1 NOV 2017 | Singapore


  • Understanding how the barriers between total rewards and other HR functions are diminishing
  • Implementing comprehensive total rewards strategies based on performance management without rating
  • Exploring on Pay-For-Performance initiatives and understand how it works, the challenges in implementing and whether it is feasible for your organisation
  • Understanding how changes in Performance Management will affect total rewards strategies
  • Understanding the benefits that comes with analytics in total rewards namely understanding the demographics of workforce based on remuneration, the internal trends for forecasting salary budget, the preferences of workforce in terms of rewards for future rewards initiative, simulating situations to determine possible outcome which reduces risk of unexpected cost in rewards just to name a few
  • Able to determine ROI from rewards initiative
  • Able to see a clearer view on the interconnection between total rewards and other HR functions
Themes to be explored: 
  • Driver 1: Best Practices In Total Rewards During Times Of Uncertainty
  • Driver 2: Reimagining the Link between Performance Management and Total Rewards
  • Driver 3: Leveraging on the Power of Data in Total Rewards
Conference highlights: 
  • 16+ extensive and intensive sessions on latest trends in Total Rewards
  • 17+ speakers from various industries
  • Panel discussion sessions as a platform for you to share and hear opinions from your peers
  • Speed networking sessions which allows you to connect and meet new peers in the industry

Featured Speakers

Featured Speakers

Mayur Chaturvedi
Regional Associate Director C... Zimmer Pte Ltd Read More
Wan Ezrin Wan Zahari
Chief People Officer Time dotCom Read More
Kiranmai Pendyala
CVP - HR, EMEA, APAC and... AMD Read More
Eudora Choo
Vice President – Benefits... Deutsche Bank Read More
Reddiam Raghu Ram
Head of HR, Global Specialties... Shell Read More
Ng Yee Zer
Greater Asia Region Talent... Intel Read More
Emily Heng
HR Director – APAC NICE Systems Read More
Srikanth Chandrasekhar
HR Director - South East Asia Pall Corporation Read More
Madhumita Banerjee
SVP, Regional Compensation... Bank of America Merrill... Read More
Rob Gosney
Head of Rewards Growth Markets Philips Lighting Read More
Yeo Meng Hin
SVP Human Resources APAC DHL Global Forwarding Read More
Sandeep Girotra
Head of HR – APAC DaVita Healthcare Read More

Sponsors and Partners

Supporting Sponsor

Great Eastern believes in ways to help you and your employees be aware and live a healthy lifestyle.

Healthy Employees = Productive Employees = Happy Employees

Check out their booth to find out more about their exclusive workshops and seminars





Supporting Organisation

Workforce Advancement Federation Ltd (WAF) is a non-profit organisation incorporated to provide assistance and support to the local business communities in building a sustainable workforce. Through its various initiatives and activities, WAF aims to provide sharing and learning platforms to facilitate the exchange of best practices in human resource and capability development for the local workforce. In tandem of fostering the spirit of tripartism within Singapore’s dynamic business environment, the federation envision its core objective of shaping a productive and competitive workforce as key to the overall economic progress of the nation.
The Institute for Human Resource Professionals (IHRP) is the HR professional body, set up by the tripartite partners: the Ministry of Manpower (MOM), the National Trades Union Congress (NTUC) and Singapore National Employers Federation (SNEF). IHRP is the only HR professional body in Singapore authorised to implement the national HR certification, which is known as the IHRP Certification. IHRP has the goal of setting the HR standards of excellence and enabling human capital development in enterprises. Through the IHRP Certification, IHRP aims to enhance the competencies of HR professionals, as well as create developmental and professional pathways for them. This will professionalise and strengthen the HR profession practice in Singapore, allowing HR professionals to be key enablers in their organisations.



Registration and Coffee


Opening Address from HRM Asia


Speed Networking Session


ECONOMIST PERSPECTIVE: Regional Economic Trends and How These Will Affect Total Rewards Strategies

  • Understanding how disruption is impacting total rewards strategies
  • Reviewing on the latest trends and statistics in compensation and benefits within the region
  • Forecasting on near future business trends and how it will affect total rewards strategies

Morning Refreshment Break and Networking Session


Creating a Dynamic Total Rewards Plan That Is Relevant To the Market

  • Incorporating broad range of monetary and non-monetary rewards to cater to different needs of multigenerational workforce
  • Moving towards cost of living adjustments instead of annual salary increments
  • Introducing flexible benefits as a tool to retain talent
  • Understand the importance of having a dynamic Total Rewards plan to stay competitive in the market

Panel Discussion: Total Reward Strategy – Finding the Right Mix That Suits Your Culture

  • Exploring the various components of the Total Rewards model
  • Evaluating the pros and cons for each of these components and finding the right mix for your workforce
  • Effectively communicating your new Employee Value Proposition to your workforce
  • Identifying and resolving the common challenges in the implementation of Total Rewards
Speaker(s) of this session
Mayur Chaturvedi Regional Associate Director C&B, AP cum HR ASEAN & India Zimmer Pte Ltd
Emily HengHR Director – APACNICE Systems

Lunch and Networking Break


Total Rewards as a Tool for Talent Recruitment and Retention

  • Discussing on the consequences of high turnover to an organisation especially during economic uncertainty
  • Leveraging on Total Rewards by including non-tangible benefits in retaining high performers and high potentials
  • Identifying Total Rewards measures that works in retaining talent for your organisation
  • Monitoring voluntary turnover among key performers and identify the reason of leaving as feedback to develop countermeasure initiatives
  • Aligning Total Rewards and Talent Management by incorporating career progression roadmap, learning and development as well as succession planning into rewards packages
Speaker(s) of this session
Wan Ezrin Wan ZahariChief People OfficerTime dotCom

Total Rewards Harmonisation in Mergers and Acquisitions

There have been a number of mergers and acquisitions in the region across different sectors. There are more mergers and acquisitions on the horizon leaving compensation and benefits managers and directors as well as other HR roles asking what to expect and are they are equipped to handle mergers and acquisitions. Join this session and hear a snapshot of what to expect during a merger or acquisition. Hear more on the challenges in Total Rewards harmonisation between two or more different entities, who are the stakeholders involved as well as their role and the importance of effective communication and collaboration to strive for common objectives that fits everyone. 


Panel Discussion: Increasing Employee Engagement and Performance through Total Rewards

  • Understand the importance of involving all employees in the development, implementation and revision of rewards program
  • Discussing on best practices in increasing employee engagement through Total Rewards
  • Empowering instant gratification to motivate and increase employee engagement level
  • Distributing rewards based on continuous reinforcement schedule to encourage learning a new task
  • Changing rewards frequently to keep employees motivated 
Speaker(s) of this session
Kiranmai PendyalaCVP - HR, EMEA, APAC and Greater ChinaAMD
Eudora ChooVice President – Benefits Governance (APAC)Deutsche Bank

Afternoon Refreshment and Networking Break


Reimagining Total Rewards through Employee Experience

  • Establishing the close relation between Total Rewards and Employee Experience
  • Incorporating effective and comprehensive employee experience strategies as part of Total Rewards
  • Understanding the importance of work-life balance in sustaining a high-performing and stable workforce
  • Bringing value to the Total Rewards by tying recognition directly to day-to-day performance

Pay-For-Performance at Work

  • Cultivating pay-for-performance culture within your organisation as a strategy to boost productivity
  • Establishing pay point and clear KPIs to determine rewards for each KPIs achieved
  • Understanding the shortfall of Pay-For-Performance and how it could impact your organisation
  • Gaining insights on the importance of assessing the maturity level of your workforce before implementing Pay-For-Performance

Incorporating Employee Health and Wellness into Total Rewards Strategy

  • Understanding the benefits of implementing Employee Health and Wellness into Total Rewards strategy
  • Incorporating employee wellness related benefits as part of rewards package
  • Uncovering common health conditions that impact your organisation and implement preventive strategies to create healthier working environment
  • Discussing on methodologies to link Employee Health and Wellness into Total Rewards Strategy

End of Day 1


Registration and Coffee


Flexible Wage System – Creating Sustainability during Times of Volatility

  • Introducing the concept of flexible wage system and understanding how it works for your organisation
  • Discussing on the benefits of implementing flexible wage system to your organisation
  • Exploring the various types of flexible wage system and the characteristics of each type
  • Annual Variable Component
  • Monthly Variable Component
  • Narrowing the salary maximum-minimum ratio

Employee Value Proposition: Key to Getting and Keeping the Best

  • Pinpointing on how Employee Value Proposition helps in finding and keeping the best talent
  • Discussing on the key practices in getting the right Employee Value Proposition right for your organisation?
  • Comprehending on the benefits and importance of branding Employee Value Proposition?
  • Taking a deep dive into understanding the needs of the workforce in establishing solid Employee Value Proposition
Speaker(s) of this session
Kiranmai PendyalaCVP - HR, EMEA, APAC and Greater ChinaAMD

Morning Refreshment and Networking Break


Panel Discussion: Performance Management Revamped: What are the Repercussions on Total Rewards?

The focus of performance management is going through a major shift and is more on providing grow and learning opportunities to the employees. The link between performance management, learning and development, talent management as well as total rewards has never been closer. What are the challenges to the C&B practitioners is establishing strategies that align with other functions in HR? What is the skill sets needed to collaborate well with peers from other functions and find the best solution that fits the common goal? 

Speaker(s) of this session
Reddiam Raghu RamHead of HR, Global Specialties & Asia Talent LeadShell
Srikanth ChandrasekharHR Director - South East Asia Pall Corporation
Yeo Meng HinSVP Human Resources APACDHL Global Forwarding

Work-Life Balance – How to Optimise Work-Life Balance without Affecting Productivity

  • Improvising by implementing flexible working initiatives as a cost effective way to increase your employee value proposition
  • Exploring the feasibility of flexible working ideas and initiatives in the region
  • Discussing on how work-life balance promotes higher productivity during economic downturn
Speaker(s) of this session
Ng Yee ZerGreater Asia Region Talent Marketplace Program ManagerIntel

Lunch and Networking Break


Communicating Rewards – Understanding How Reward Initiatives Are Perceived By Employees And Why This Is Crucial

  • Discussing on the importance of managing expectations of your workforce especially during economic downturn
  • Promoting the importance of effective communication from all stakeholders for a more transparent and holistic total rewards strategy
  • Ensuring your employees value the competitiveness of your Employee Value Proposition in relation to the market
Speaker(s) of this session
Madhumita BanerjeeSVP, Regional Compensation & Benefits, APACBank of America Merrill Lynch

Short Term Incentives – Strategies in Incentivising for Short Term Goals

  • Keeping talent motivated without making structural changes to your pay and bonus scales
  • Examining alternatives to cash incentives that maintains the level of productivity of your workforce
  • Setting short term KPIs that aligns with organisational long term strategies
Speaker(s) of this session
Rob GosneyHead of Rewards Growth MarketsPhilips Lighting

Afternoon Refreshment and Networking Break


Leveraging on Analytics in Total Rewards

  • Embedding the power of data to transform rewards system
  • Optimising Total Rewards based on employee preference through analytics
  • Determining the demographics of your workforce based on rewards as the first step in initiating new rewards strategies
  • Forecasting remuneration budget based on external and internal trends and employee preferences

Rewarding Employees during Economic Uncertainty

  • Ensuring that tighter reward strategies do not demotivate key talent
  • Focusing on Pay-for-Performance to manage cost pressures and retain key talent
  • Innovating strategies to boost engagement level of workforce during the downturn
  • Reinforcing strategies to manage the majority of the workforce who are not high performers yet essential to the organisation
Speaker(s) of this session
Sandeep GirotraHead of HR – APACDaVita Healthcare

Total Rewards Strategy without Performance Rating

  • Establishing the criteria needed for your organisation to implement total rewards strategy without performance rating
  • Discussing on the pros and cons of implementing Total Rewards strategy without performance ratings
  • Comprehending the challenges in establishing comprehensive Total Rewards strategies without performance rating

End of Day 2

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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