C L A R I D E N May 2015

Transcription

1 C L A R I D E N May 2015 Knowledge for the world business leaders Shangri-La Hotel, Jakarta, Indonesia Implementing Effective Talent Retention & Employee Engagement Strategies in Indonesia Faculty Director Media Partner: Kim Seeling Smith CEO Ignite Global Leading authority in Talent Recruitment and Employee Engagement with over 15 years of direct experience in talent recruitment and engagement in Asia, US, New Zealand and Australia Key Speaker for Australian HR Awards and 2014 Middle East HR Excellence Awards Appointed as a subject matter expert to FORTUNE 500 company on increasing employee engagement within the company Kim Seeling Smith is the founder and CEO of Ignite Global, a consultancy with a mission to deliver the much needed breakthroughs in attracting, engaging and retaining staff in today s high turnover environment. Originally trained as a CPA and Management Consultant with KPMG, Kim subsequently spent 15 years studying why some companies are great at identifying, hiring and retaining talented staff while others constantly battle staff turnover. Kim is a frequent presenter for the Australian Human Resources Institute (AHRI), Australia and Singapore s HR Summit Series and CPA Australia. She is regularly featured in Human Capital Magazine, Latte Magazine and The BRW. Kim is also a co-author of articles including How to Attract, Engage and Retain Staff in today s digitally connected, globally oriented world. Her clients include Ernst & Young, Abu Dhabi Investment Council, Air Hong Kong, Aon, BPKP, Capitaland, Cerebos, Great Eastern, Cisco, Northrop, GE Capital, TransUnion, Energizer and more. We ve hired Kim to speak on a number of regional APAC webinars to our HR and Business management audiences - her topics have drawn huge response and attendances, and her interactive presentation style has driven excellent feedback - so much so that my colleagues in the US and UK have now started recruiting her to speak on their webinars too! Director, Marketo Kim helped Consult Australia to refine our hiring and induction processes and I found the engagement highly useful. We have had better success with candidates since using the new job ads and have a lot more rigor around our interview process. Money well spent to reduce the risk of hiring the wrong candidates! We even had candidates apply for positions since then simply because our job ads were so well written! CEO, Consult Australia

2 Implementing Effective Talent Retention & Employee Engagement Strategies in Indonesia FACULTY DIRECTOR Kim Seeling Smith CEO Ignite Global Leading authority in Talent Recruitment and Employee Engagement with over 15 years of direct experience in talent recruitment and engagement in Asia, US, New Zealand and Australia Key Speaker for Australian HR Awards and 2014 Middle East HR Excellence Awards Appointed as a subject matter expert to FORTUNE 500 company on increasing employee engagement within the company Kim Seeling Smith is the founder and CEO of Ignite Global, a consultancy with a mission to deliver the much needed breakthroughs in attracting, engaging and retaining staff in today s high turnover environment. Originally trained as a CPA and Management Consultant with KPMG, Kim subsequently spent 15 years studying why some companies are great at identifying, hiring and retaining talented staff while others constantly battle staff turnover. Kim is a frequent presenter for the Australian Human Resources Institute (AHRI), Australia and Singapore s HR Summit Series and CPA Australia. She is regularly featured in Human Capital Magazine, Latte Magazine and The BRW. Kim is also a co-author of articles including How to Attract, Engage and Retain Staff in today s digitally connected, globally oriented world. Her clients include Ernst & Young, Abu Dhabi Investment Council, Air Hong Kong, Aon, BPKP, Capitaland, Cerebos, Great Eastern, Cisco, Northrop, GE Capital, TransUnion, Energizer and more. EXECUTIVE SUMMARY Program: Dates: Location: Implementing Effective Talent Retention & Employee Engagement Strategies in Indonesia May 2015 (2 days) Shangri-La Hotel, Jakarta, Indonesia Early Bird 1 (Register & pay by 16 March 2015): US$1,650 Early Bird 2 (Register & pay by 13 April 2015): US$1,850 Regular Tuition Fee: US$1,950 For limited time only by 13 April 2015, registration for 3 participants, the 4th participant will receive a complimentary seat (one discount scheme will apply) 2

3 Implementing Effective Talent Retention & Employee Engagement Strategies in Indonesia PROGRAM OBJECTIVES Indonesian organizations struggling to attract and retain key talent - Towers Watson Report Companies in Indonesia are struggling to attract and retain their key talents. Many are faced with either having to pay higher salaries to retain employees or incur excessive recruitment costs to replace turnover. A survey of more than 1,000 employees in Indonesia indicates that 66% of employees expect to leave their organizations within two years. Only 34% mentioned their intention to stay with their current employer. In this 2-day comprehensive executive program, you will learn how to design an effective talent retention and employee engagement strategy that will keep your employees from leaving. You will learn to assess the turnover situation in your company, implement effective employee engagement plans that work, create an attractive Employer Brand to continuously attract top talents and implement powerful talent retention strategies that will keep your talents in your company. Conducted by a leading authority on talent retention and engagement, Kim has spent over 15 years studying why some companies are great at attracting and engaging staff, while others constantly struggle with turnover. She has been invited as the key speaker for numerous HR conferences worldwide and has been engaged by FORTUNE 500 companies to address issues on how to increase employee engagement and retention. Her clients include Ernst & Young, GE Capital, Cisco, Energizer, Vodafone and many more. Throughout the program, you will be engaged in real life case studies, simulations and group discussions. At the end of the 2-day program, you will walk away with specific action plans and best practices that will help you reduce your turnover and improve your employee engagement. KEY TAKEAWAYS: Retention Best Practices: Understand the latest best practices on talent retention and employee engagement led by leading MNCs Implement Effective Retention Program: Learn what you need to do to implement an effective retention program Compensation & Rewards Management: Hear and benchmark the latest compensation and rewards trend that will help you retain your best talent Recruitment and On-Boarding: Re-engineer your recruitment and induction programs to increase their effectiveness Performance Management System: Develop an effective performance management system that will systematically improve the retention rate and capabilities of your workforce Employer Branding & Value Proposition: Create an attractive Employer Brand, strengthen your Employee Value Proposition (EVP) and understand how to re-engage a disenchanted workforce Employee Communication: Create an employee communication strategy that works 3

4 Program Details PROGRAM OVERVIEW The high level of Indonesians responding that they are considering leaving their current employers is certainly a worrying trend for companies in Indonesia. Our research reveals that highly engaged employees are more likely to stay with their employers, which emphasizes the importance organizations need to place on sustainable engagement programs. - Towers Watson Insights Retaining top talents is a significant issue for companies in Indonesia today. A recent 2014 survey from Towers Watson concludes that almost two-thirds of employees are intending to change their current jobs over the next 2 years. These findings shows that organizations in Indonesia need to improve their talent retention through effective employee engagement. Engagement requires a strong alignment between business, talent management goals, effective leadership teams, and successful performance management programs. More engaged employees will lead to lower turnover and replacement costs for the company. This 2-day comprehensive executive program is designed to teach you how to implement an effective talent retention strategy that will keep your top talents from leaving. You will learn how to assess the turnover situation in your company, implement effective employee engagement plans that work, create an attractive Employer Brand to continuously attract top talents and implement powerful talent retention strategies that will keep your talents in your company. Conducted by a leading authority on talent retention and engagement, Kim has spent over 15 years studying why some companies are great at attracting and engaging staff, while others constantly struggle with turnover. She has been invited as the key speaker for numerous HR conferences worldwide and has been engaged by FORTUNE 500 companies to address issues on how to increase employee engagement and retention. Her clients include Ernst & Young, GE Capital, Cisco, Energizer, Vodafone and many more. WHO WILL BENEFIT MOST This executive program has been specifically designed for everyone in the company who plays an active role in talent management and employee engagement, including Human Resource Head/Directors/Managers, Hiring Managers, Talent Acquisition Managers/Directors and Talent Advisors, Compensation and Rewards Directors/Managers and HR Business Partners. 4

5 Program Outline & Agenda DAY ONE Introduction / my background: Trained as an American CPA and management consultant with KPMG 15 years in recruitment in US, New Zealand and Australia Worked with thousands of companies and individuals and studied why people leave Backed up my experience with the latest international research on trends, statistics and behavioral based studies Course Aim / Agenda Fact or Fiction Fishbowl Exercise (Ice Breaker) Cost of employee turnover Cost of employee dis-engagement Up-to-date global and local employee engagement statistics Cost of low employee engagement / retention & benefit of increasing both Complete exercise on how much employee turnover and dis- engagement is costing their department or company The return on investment of great employee engagement (statistics) How did we get here / From Then to Now Demographics of today s workforce Shift in skills needed in today s Social Age Benefits of updating our practices to attract, engage and retain staff in the Social Age Small group exercise outlining the benefits to the organization, the manager and the employee Assessing the situation Analyzing high risk roles and individuals Pros / cons and best practices of employee engagement surveys Present 5 Cs Framework for greater employee engagement and retention: Hire Correctly Classify and Manage Appropriately Compensate Fairly Use Currencies of Choice to motivate and engage staff Communicate using the 5 FOCUSed Conversations for Greater Employee Engagement and productivity Hire Correctly (Proper Retention starts with hiring the right people): Social Age sourcing strategies Creating an attractive Employer Brand Using your brand to become a magnetic employer Alternative methods for finding great candidates Case studies: innovative ways to ensure you choose the right people 3 Keys to a Great Hire Organizational Fit: How do you define company culture: open discussion Culture fit: company values plus work style Exercise to allow them to define their own culture Strengths vs. Skills Overview of Gallup Organization s 30-year research study on strengths and explain why understanding your employees strengths and the strengths needed for particular roles will increase employee engagement and retention Define strength: Innate capabilities that you form between the ages of 3-15 Exercise allowing them to define the strengths needed in 1 particular role they are currently hiring for 5

6 Program Outline & Agenda Job Objectives / Descriptions: Using robust job objectives to hire well, manage through probationary process and increase effectiveness of performance management process What job objectives are / are not Practice writing job objectives for a role they are currently hiring for On-boarding: You only have 1 chance to make a first impression Importance of proper on-boarding including case studies and statistics Where most companies get it wrong Introduction of framework for first 90 days Classify and Manage Appropriately Why your leadership style matters and how to define it What an engaging leader does differently Choosing the right people for leadership roles Overview of three categories of employees: Critical People, Squeaky Wheels, Fat Middle Group discussion on where most managers do / should spend their time Choosing the right people to be developed Understanding where people are on their development path Looking beyond the obvious development options Summary of Day 1 (Exercise) DAY TWO Review of Day 1 Compensate Fairly Compensation is both a remuneration as well as a communication issue Group discussion to have them come up with action plans to find out if their staff feels they are being paid fairly Using Currencies of Choice to motivate and engage staff Intrinsic or internal motivators The 8 Currencies of Choice Communicate using the 5 FOCUSed Conversations for Greater Employee Engagement and Productivity Introduction to the 5 FOCUSed conversations: Feedback Objectives Career Management Underlying Motivators Strengths Note: each section below will be a combination of content, group discussion and exercises. Participants will be given a framework to use in having these conversations along with a list of Conversation Starters for each of these areas Feedback Organizational updates Giving praise where praise is due Giving them a voice 6

7 Program Outline & Agenda Objectives Why you need to increase the frequency of your process Get away from form filling and focus on the true purpose of performance reviews Tips on conducting an effective review Why and how to deal with underperformers Career Development Understanding the importance of helping them manage their careers to stay focused on internal rather than external opportunities Underlying Motivators What do they need to go the extra mile and how do they want to be rewarded when they do? Strengths Additional information / exercises on Strengths work introduced in Hire Correctly Review of course Overview of content Exercise to develop action plan and top 3 steps to implement immediately 7

8 IMPLEMENTING EFFECTIVE TALENT RETENTION & EMPLOYEE ENGAGEMENT STRATEGIES IN INDONESIA May 2015 Shangri-La Hotel, Jakarta, Indonesia REGISTRATION PAGE Booking Contact (Approving Manager) Mr/Mrs/Ms: Job Title: Department: Telephone: Fax: Organization: Address: Postal Code: I would like to receive more information on hotel accommodation using Clariden Global coporate rate. Please Register the following participant(s) for this Program: 1st Participant Name (Mr/Mrs/Ms): Job Title: Department: Telephone: Fax: Date of Birth: 2nd Participant Name (Mr/Mrs/Ms): Job Title: Department: Telephone: Fax: Date of Birth: 3rd Participant Name (Mr/Mrs/Ms): Job Title: Department: Telephone: Fax: Date of Birth: 4th Participant Name (Mr/Mrs/Ms): Job Title: Department: Telephone: Fax: Date of Birth: PROGRAM FEES 1 ST EARLY BIRD FEE: US$1,650 (Registration and payment must be received by 16 March 2015) 2 ND EARLY BIRD FEE: US$1,850 (Registration and payment must be received by 13 April 2015) REGULAR FEE: US$1,950 GROUP DISCOUNT: For 2 registrations from the same company and billing source, the 2nd participant enjoys a 10% discount. For registrations before 13 April 2015 and for 3 participants from the same company and billing source, the 4th will receive a complimentary seat. One discount scheme applies per company. Important Notice: Payments are required with registration and must be received prior to the Course to guarantee your place. PAYMENT METHODS BY CHEQUE / BANK DRAFT : Made payable to CLARIDEN GLOBAL PTE LTD and mail to: 3 International Business Park, #04-29, Nordic European Centre, Singapore BY TELEGRAPHIC TRANSFER TO: Bank Name: DBS BANK Bank Branch code: 027 Bank Address: 6 Shenton Way, DBS Building, Singapore Bank Account No: Bank Account name: Clariden Global Pte Ltd SWIFT Code: DBSSSGSG Please note that all bank charges are to be borne by participants. Please ensure Clariden Global Pte Ltd receives the full invoiced amount. Note: Please include invoice number on all payment types and your company s name in your payment instructions for our reference. CREDIT CARD: To make payment by credit card, please call our client services hotline at WAYS TO REGISTER C L A R I D E N Knowledge for the world business leaders admissions@claridenglobal.com Fax: Call: Website: DATE AND LOCATION This executive program will be held at: Shangri-La Hotel, Jakarta, Indonesia May 2015 Kota BNI JL. Jend. Sudirman Kav. 1, Jakarta, 10220, Indonesia Tel : Fax : Website : The fee for this two-day executive program includes all written materials, lunch and refreshments. HOW TO REGISTER AND PAY An invoice and registration confirmation will be sent within 7 days, please contact us if you have not heard from us within 7 days. Payment can be made by credit card, by bank transfer or by cheque made payable to Clariden Global Pte Ltd. ALL PAYMENTS MUST BE RECEIVED IN ADVANCE OF THE EVENT. ACCOMMODATION Accommodation is not included in the program fee but you will be entitled to use our corporate rate for your accommodation. Information will be sent along with your registration confirmation. SPONSORSHIP INTERESTED IN PROMOTING YOUR ORGANIZATION TO OUR PARTICIPANTS For more information on sponsorship, tabletop displays & insert opportunities, please contact us at CANCELLATIONS AND SUBSTITUTIONS Once we have received your booking, the place(s) are confirmed. No refunds will be made for any cancellations, however, program credits of equivalent value only applicable for Clariden Global events will be provided. Credits can only be redeemed for 1 program and is valid for only one (1) year from date of issue. Substitution with a qualified candidate is allowed by providing at least 5 working days of advance notice to Clariden Global. One time substitution is allowed with no charges. Subsequent substitutions will be charged 10% admin fee. ALL CANCELLATIONS MUST BE RECEIVED IN WRITTEN FORM PLEASE NOTE: Clariden Global Pte Ltd reserves the right to change the content and timing of the programme, the speakers and the date and venue due to reasons beyond their control. If in the unlikely event that the course is cancelled, Clariden Global Pte Ltd will refund the full amount and disclaim any further liability. ENQUIRIES: If you have any queries about registration or payment please do not hesitate to contact our client services department on PRIVATE DISCLOSURE STATEMENT: Any information provided by you in relation to this event is being collected by Clariden Global Pte Ltd and will be held in the strictest confidence. It will be added to our database for the primary purpose of providing you with information about future events and services. Visit us at for upcoming events FOR OFFICIAL USE FEE RECEIVED REFERENCE L5052/BY/ML