BioEconomy: Managing Talent and Human Capital

BioMalaysia 2012 Conference : Driving Innovation and Wealth Creation through Bioeconomy
November 2012, KL

BioEconomy: Managing Talent and Human Capital
• Talent Wars in the New Economy
• Aligning Human Capital strategies with the Business Model
• Optimizing Compensation & Benefits
• Developing a Talent Management system
• Motivating & Engaging Employees vs. Retention
• Addressing the Talent Scarcity problems

BioEconomy: Managing Talent and Human Capital from Kenny Ong

Bridge Knowle - Salary and Reward Structures (Training and Workshop)

Designing Monetary Motivators & Penalties for Improved Productivity

 Identify and select Salary Structures that meets and contributes to organization objectives across various functions
 Know How to Benchmark & Match Roles in your company’s salary structure
 Know how to choose a Suitable Variable Pay Scheme and examine their linkage to performance management
 Identifying Challenges/Pitfalls in salary structures and variable pay schemes

Download here: http://www.slideshare.net/kennyong/bridge-knowle-salary-and-reward-structures-training-and-workshop/download

Bridge Knowle - Salary and Reward Structures (Training and Workshop) from Kenny Ong

Bridge Knowle - Interview & Recruitment Techniques Workshop

Bridge Knowle - Interview & Recruitment Techniques Workshop
An Effective Guide & a Practical Approach to the Best Candidate
Kuala Lumpur, February 2012

Workshop Highlights
• Develop Leads on new employees through a Variety of Recruitment Sources
• Conduct own Rating System on Necessity Basis
• Use a Goal-Directed Interview to Discover In-Depth Background information about the Candidate
• Understand & Comply with Legal Rules and Guidelines
• Implement an Interview Preparation Process that is Simple & Effective
• Formulate an Interviewing Strategy, including Opening & Closing of an Interview
• Establish consistent Recruiting, Screening & Hiring Procedures
• Identify the Candidate’s Strengths & Weaknesses
• Acknowledge a selection Standard for Employment


Download here:
http://www.slideshare.net/kennyong/bridge-knowle-workshop-interview-recruitment/download

Bridge Knowle Workshop - Interview & Recruitment

View more PowerPoint from Kenny Ong

Enhancing the Business Performance Management System for More Effective Business and Talent Management

MEF National Conference 2008, MANAGING PERFORMANCE FOR BUSINESS EXCELLENCE, KL

Enhancing the Business Performance Management System for More Effective Business and Talent Management

View SlideShare presentation or Upload your own. (tags: enhancing performance)

The Secrets of Employer Branding: From Strategy to Execution

JOBSTREET.COM HR Networking Event 2008, Johor Bahru and Kuching

The Secrets of Employer Branding: From Strategy to Execution

View SlideShare presentation or Upload your own. (tags: networking jobstreet)

Developing a Post-Acquisition Strategy: Completion And Beyond - new presentation download

Hi.

I have just uploaded a new presentation for anyone who wants to download:

Where: Under the "My Presentation Downloads" section on the right
Event: ABF Merger & Acquisition Conference
Title: Developing a Post-Acquisition Strategy: Completion And Beyond
File: Powerpoint, PPT
Summary:

• The crucial first three months (100 days) after the deal
• Issues on staff, compensation and benefits
• In-house systems synergy
• Retaining management and intellectual capital
• Efficient knowledge transfer

Enjoy :)

-TURD-

Internal Branding To Strengthen Talent Retention Strategies - new presentation download

Hi.



I have just uploaded a new presentation for anyone who wants to download:



Where: Under the "My Presentation Downloads" section on the right

Event: ABF Recruitment and Retention Conference

Title: Internal Branding To Strengthen Talent Retention Strategies

File: Powerpoint, PPT

Summary:

• Signal to the staff the chance of career development in yourorganisation


• Secondment - Increasingly being recognised as valuable for development.


• Providing increase in flexibility of working patterns whichwill be increasingly important in the future.


• Understand secondmentwell to develop your organisation’s skills base and avoid the possiblepitfalls.


• Internal branding and employee engagement - Learn the building and maintaining of successful internal brand.


• Discover how this willpositively affect your position as an employer, staff retention rates and customer service
  

Enjoy :)



-TURD-

Enhancing Performance Planning And Review for Business and Talent Management - new presentation download

Hi.

I have just uploaded a new presentation for anyone who wants to download:

Where: Under the "My Presentation Downloads" section on the right
Event: ABF Recruitment and Retention Conference
Title: Enhancing Performance Planning And Review for Business and Talent Management
File: Powerpoint, PPT
Summary:

• Why we hate Performance Appraisals and why most Performance Management Systems do not work
• From performance appraisal to performance management, and from a bureaucratic requirement to a tool for managing and improving performance
• Planning, managing and developing the performance of subordinates
• Rewarding performance and Managing Talent

Enjoy :)

-TURD-

Employee Differentiation In Successful Rewards Management: presentation download

Hi.

I have just uploaded a new presentation for anyone who wants to download:

Where: Under the "My Presentation Downloads" section on the right
Event: ABF Compensation & Benefits Conference
Title: Employee Differentiation In Successful Rewards Management
File: Powerpoint, PPT
Summary:

• How to differentiate employees using compensation and benefits
• Performance-based “Rewards and Recognition”programme
• Living your values and keeping employees’ motivation levels high
  

How: Download and save unto your hard disk.

Enjoy :)

-TURD-

12 Ways to Retain ‘Swing’ Talents in Your Organization

In my previous article, I wrote about ‘Customer Loyalty and Retention’ and brought to our attention a group of Customer’s known as the ‘Swing’ group. These are customers who stick around your business only because you happen to be the best alternative at the moment until they find a better alternative. This makes this group if customers valuable yet un-retainable in the long run.

Here, I would like to bring forward also the concept of ‘Swing’ Talents. To begin, there are two groups of Talent who are staying with you now: Loyal and Swing.

Loyal are those Talented employees who stick around your company either due to the job, the boss or the company’s mission/business/image. The moment any of these three does not seem right, they will start leaving.

On the other hand, Swing Employees who are Loyal to you because you happen to be the “Best alternative at the current moment until I find another alternative” situation. In other words, these are key talents who are ready to leave any moment no matter what you do to enrich their jobs or to give them a good boss. You are simply not their permanent choice.

Why then do they stay? Swing Talents are ‘loyal’ because:
1. Individual Relationships with people in the company
2. Convenience (at that point in time)
3. Contractually tied-up
4. Exciting Direct Incentives
5. No better alternatives in the market yet
6. Subordinates whom they love and love them back
7. No known alternatives in the market yet
8. CV friendly

OK then. What can we do? Well, other than pray and hope, I can only think of 12 ways:
1. Over Promote
2. Loans
3. Spot Bonuses
4. Block recruiters
5. The Spouse (and their Children, if possible)
6. Toys (e.g. iPODs, MACs, MP3s, 22” LCD Screens etc.)
7. Glorified Titles
8. Forced Ambassador
9. “Position” the competition
10. Sell the Dream
11. Give them a Best Friend
12. Appoint them as Internal Trainers

In other words, try to do some of these 12 things and hope for the best. At least you can say you have tried.

-TURD-

Note: New Presentation Download

Hi.

I have just uploaded a new presentation for anyone who wants to download:

Where: Under the "My Presentation Downloads" section on the right
Event: JOBSTREET.COM HR Networking Event
Title: Positioning your Organizaiton to Attract and Retain Top Talent
File: Powerpoint, PPT
How: Download and save unto your hard disk. Open with "Powerpoint" program. (Somehow it keeps downloading as a .doc file)

Enjoy :)

-TURD-

Customer Loyalty and Retention

What is a loyal customer? To start off, ‘Loyalty’ is misleading…
• Heavy Consumption ≠ Loyalty
• A person who buys frequently from you may not be loyal.
• Loyalty ≠ Heavy Consumption
• A person who is loyal to your brand, may not buy frequently or in big quantities

Just a thought… are we in business for loyalty or for consumption?
Actually = BOTH are important and must be in balance. But today’s topic is on one side of the Equation (Loyalty) and we must be mindful of that.

OK…for today’s session, there are two definitions and therefore two types of Loyal Customers whom we have to treat differently:
Experience
Swing

What’s the difference?
‘Experience’ loyalty means that a customer is loyal to you because their Expectations are satisfied with their Expectations. What are their expectations?

1. Customer Intimacy - "Exactly what I need", Customized products, Personalized communications, "They're very responsive", Preferential service and flexibility, Recommends what I need, "I'm very loyal to them", Helps us to be a success
2. Product Leadership - "They are the most innovative", "Constantly renewing and creative", "Always on the leading edge"
3. Operational Excellence - "A great deal!", Excellent/attractive price, Minimal acquisition cost and hassle, Lowest overall cost of ownership, "A no-hassles firm", Convenience and speed, Reliable product and service

Those customers who fall under the Experience category are what we will call true LOYAL customers. They will most likely stay with in the long run as long as their expectations are continually matched by their experience with you.

‘Swing’ Loyalty means that a customer is so called ‘loyal’ to you because you happen to be the “Best alternative at the current moment until I find another alternative” situation. Swing Customers are ‘loyal’ because:
• Specific individual Relationships
• Convenience (at that point in time)
• Tied-up
• Product Uniqueness
• Promotions
• No better alternative
• No known alternative
• Psychologically lazy

As a summary – Retention strategies for these two groups would have to be different. So, our job is to find out who we are targeting, and tailor the proper retention strategies for them.

By the way, this whole lesson goes the same for Employee Loyalty and its related retention strategies.


What will you do next?

-TURD-