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Serving as a platform to share insights, knowledge and
tools on talent management, the “Greater China Talent
Management Summit 2012” in the theme of “People Trends
& Strategies – Managing a Multi-Generations Workforce”
was successfully held at Kowloon Shangri-la
on 6th July 2012.
Having entered its 7th year, the summit attracted over 250
human resources professionals and senior executives to join
and we are honored to have 13 prominent speakers from the
government and leading organizations to share their experience
and insights with us.
Talents for the Network Economy
Speaking on nurturing new generation talents for the
network economy, Dr. Hon. Samson Tam Wai-ho, JP, Member
of Legislative Council (Information Technology), opening
keynote speaker of the summit, believed that to embrace
the network economy, creativity and innovation is a key
element that companies should note of. “As technologies
evolve, the world is changing very fast and those who are
creative and innovative will be able to create value for
a company in the network economy.”
To conclude, Dr. Tam said, “in the future, talents will
become the centre of a company. And I believe Hong Kong
with its freedom of speech and international connection
will serve as a good platform for nurturing the new
generation of talents.”
Managing a Diverse Workforce
After the opening keynote, Dr. Ricky Szeto, Executive
Director of Hung Fook Tong Holdings Limited, shared his
philosophy of managing a diverse workforce.
Dr. Szeto believed that all employees want to work happily,
so a joyful workplace is the key to effective management,
so Hung Fook Tong strives to provide its people clear
leadership and an environment of mutual respect and direct
communication, which has led to very good employment r
elationship.
“I personally prefer face-to-face communication instead of sending
long emails. I think sincere and direct communication enables us to
understand better our staff and show our care to them, so that they
will be happy at work and are more devoted to creating value for the
company. Business success comes from the frontline joyful staff,”
he concluded.
Addressing Healthcare Concerns
The third keynote was given by Mrs. Carmen Lam, Chief Executive
Officer of PrinCorp Wealth Advisors (Asia) Limited. She stressed
the importance of addressing healthcare concerns for staff from
pre-60s to post 90s.
“Companies that are able to address healthcare concerns for their
staff of different age groups are proved to be more competitive in
attracting talent. To effectively manage your multigenerational
workforce, companies should consider the attributes of each generation
and revisit their strategies to make sure that the right benefits are
provided so that their investment in benefits brings out the expected
return,” she said.
Learning for Talents
After the morning refreshment, Mr. Francis Chan, General Manager Hong
Kong of Lumesse Hong Kong Limited delivered his speech on linking
development needs to a learning solution.
“Every employee should have a development plan that helps them move
on to their future roles. To optimize your company’s approach for
developing talent, a learning management system will help you keep
track of your people’s learning progress, deliver e-learning and offer
learning tools to your people.”
Safer Business Trips
Next to the stage was Mr. Paul Blinkhorn, Security Director - Hong Kong
& Philippines of International SOS, who offered his suggestions on safer
business trips for the multigenerational workforce.
"Security and safety threats are the main concern for employees who are
travelling. Even you are in a safe first-tier city, crimes still happen
occasionally, so a support structure you can reach out to is essential,"
he said.
“I'd suggest employees reduce the threats before they even travel. Have
a look around what is out there helps raise your awareness. Lots of
information is available in government websites and other as well. So have
a look at the citizens of the country you travel will give you a clearer
picture of what to do to reduce the threats,” he suggested.
Embracing Diversity
The last speaker of the morning session was Mr. Morris Cheung,
Human Resources Director of MTR Corporation Limited, who shared
his talent management practices at MTR.
“Nowadays, one size does not fit all. Therefore, at MTR we
provide our staff with multi-facet individualized development
programmes that address their needs from different perspectives
based on a learning culture that facilitates self-independent
learning and communication,” said Mr. Cheung.
Succession Planning
After the lunch break we came to the Talent Forum on succession
planning in a multi-generations workforce, featuring four seasoned
business and HR leaders. Mr. Stephen Lee, President of Peter F. Drucker
Academy and facilitator of the forum, asked the three speakers to
comment on the best way to grow junior talent into future leaders.
Mr. Wong Tit Shing, Chairman of Jetta Company Limited said Jetta believed
in home grown succession at all levels. “We don’t use the term succession
planning, instead we provide every staff the opportunity to develop their
skills through various training.”
Ms. Angela Lee, Head of Human Resources of Hong Kong Trade Development
Council said, “Putting the right talent to the right place at the right
time is extremely important. It is critical for companies to assess talent’s
potential and we think tailor-made development programmes are more effective
in addressing the various needs of talents.”
Mr. Aaron Chiang, Head of Human Resources and Administration of Hong Yip
Service Company Limited revealed that at Hong Yip, talents who are selected
to advance to the manager level are provided with development programmes where
they have their own mentors who share with them useful advice and experience,
which is a key component of a good development plan.
Organizational Readiness
Following the forum, Mr. Stuart Hedley, Managing Director of SHL Hong Kong,
delivered his speech on organizational Readiness and the alignment of
succession planning and talent management.
“When we talk about talent management, ultimately what we are trying to
do is to get the organization ready to stand up to anything that we may
encounter. The business sector keeps changing, so the focus on talent has
never been greater,” said Mr. Hedley.
People Management 3.0
The audience welcomed Dr. Michael Y K Chan, Chairman of Cafe de Coral
Holdings Limited after the break to know more about the new management
concept: People Management 3.0.
“As technology evolves, traditional management practices are no longer
applicable and should be adjusted to embrace human spirit and value
instead of merely looking at monetary return. It’s time to take on a
People Management 3.0 approach and address employees’ needs and touch
the depth of their human spirit – making the world a better place!”
Health Problems in the Workplace
The final speaker of the day was Dr. Robert Chung Ting Yiu, Director of
Public Opinion Programme (POP), The University of Hong Kong, who shared
the latest findings of The HeadlineJobs Quality Workplace Index.
Given the aging population demographics, the survey looked at a host of
common health problems among the working class. “The survey shows that
long hours at work commonly lead to various health problems among employees.
Three quarters of employees (75 percent) have suffered from body aches
related to the neck, shoulder, back and wrist during the past 6 months.
We believe these health problems will definitely affect the loyalty of the
workforce,” said Dr. Chung.
A Note of Thanks
A-Performers.com as the organizer would like to take this opportunity
to thank all the honorable guest speakers, partners, sponsors,
exhibitors, advertisers, facilitators and delegates from Hong Kong and
overseas, who have made this summit a success and memorable one. Hope
to see you all next year!
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