PageUp People to share insights on talent management in Southeast Asia in April 30 webinar

The critical business issues for multinationals in Southeast Asia, the key talent management implications and how the region's organisations are overcoming talent challenges are to be discussed in a webinar on April 30.

Insights around these questions as documented in the book Talented Southeast Asia will be shared in an interactive webinar hosted by PageUp People in partnership with DHL Express and MasterCard.

The first and only publication solely focused on talent management in Southeast Asia, Talented Southeast Asia addresses key challenges and the future outlook for employers. The book features rare insights and best practices from over 100 business and human resources leaders managing, motivating and growing talent in this highly diverse and competitive region. Speakers include:

·         Sylvia Vorhauser-Smith,  PageUp People's SVP Global Research and Talented Southeast Asia co-author 

·         Mateen A, Vice President of Human Resources, Singapore/Southeast Asia, DHL Express 

·         Aditi Madhok-Naarden, Business Leader - Talent Management, MasterCard (Asia Pacific, Middle East & Africa)

Date: Wednesday, 30th April 2014

Time: 11am - 12pm (GMT +8)

To register please visit: www.talentedsoutheastasia.com

*All webinar attendees will be entered for a chance to win a signed copy of Talented Southeast Asia.

The art and science of talent acquisition

New approaches to attracting talent are getting some companies the best candidates possible.

The human resources department must consider hiring from a business standpoint, says Mei-lynn Chan, Head, Organizational Development, Group Human Capital, Maybank. "Transform HR activities into real numbers. You have to quantify them in a business sense," she said during talent management solutions provider PageUp People's launch of Talented Southeast Asia, a publication focused on talent management in Southeast Asia. 

Traditionally, a hiring budget could prevent HR from hiring certain people. The new outlook means that HR would be able to hire a person with the right skillset "as long as the business can carry that cost until the hire begins to pay back on the investment," she said. "It is thinking from business standpoint than from a HR standpoint."

Ramon Segismundo, SVP and Head, Human Resources & Corporate Services, Meralco, the largest electrical distributor in the Philippines, said that talent acquisition is a two-way process with HR as a marketer. "It is important to project the CEO or President as a poster boy," he noted. 

What makes the candidate 'cross the line' should be a unique differentiator, he added. Meralco has found a powerful differentiator in corporate social responsibility (CSR), for example. "The first thing we tell candidates is that we're not offering you a job, we're offering you a higher sense of purpose," he said. "When employees are going home because of a typhoon, Meralco people are going to work (on disaster preparedness)."