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EXCLUSIVE FOR CXO, BUSINESS EXECUTIVES, HR LEADERS

EMPLOYEE EXPERIENCE
The Secret Weapon to outperform your competition

EXECUTIVE LUNCHEON EVENT

19 October 2022 ( Wed) 
12:00pm to 02.00pm 
NUSS Guild House ( Suntec City)
 

Steven Loo 

Executive Career Coach

Sun Tzu Art of War In Talent Retention 

Collective wisdom from Sun Tzu’s Art of War offers many valuable insights for the HR and OD Leaders today. Talent War and Talent Retention is fierce, and many HR leaders are challenged today. With attrition going up to 30-50 % today in some industries,  this need to be addressed without delay and is the top priorities of many HR/OD  leaders today.

Competition for talents and talent retention are always there. Both strive for winning position by defeating their competitors while defending themselves. Organizations must be well organized, have balanced employees’ welfare program and able to strike good work life harmony. Leadership style of organization has equally  important influence on the shaping of success on Talent Retention.

Sun Tzu once said, “If you know the enemy and know yourself, you need not fear the result of a hundred battles. If you know yourself but not the enemy, for every victory gained you will also suffer a defeat. If you know neither the enemy nor yourself, you will succumb in every battle.”

OUR SPEAKERS
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DR. TIMOTHY LOW

CEO AND BOARD MEMBER
FARRER PARK HOSPITAL 

Dr. Timothy Low is current CEO and a member of the Board of Directors at Farrer Park Hospital in Singapore.

He is also the immediate past Head of HealthCare Investment at one of Singapore’s leading investment firm, Pavilion Capital (Temasek Group)

 

Farrer Park Hospital is a private acute tertiary care institution within Singapore’s first fully integrated healthcare and hospitality complex, complete with a 5-Star Hotel, Hospital and Specialist Medical Centre. The hospital was awarded “Best New Hospital in Asia Pacific” and “Smart Hospital of the Year in Asia Pacific” in 2016 and 2017 respectively.

With over 30 years of tenure in both public and private sectors, Dr. Low is widely recognized as an outstanding medical expert who contributes strategically, with deep technical know-how and intuitive financial acumen. He is a passionate transformational leader, maximizing human assets to deliver exceptional experiences for customers. Dr Low is a proven leader with a track-record of success with start-up ventures and operational turnarounds.

 

He was formerly CEO of Gleneagles Hospital Singapore, and an Asia Pacific Medical Affairs Senior Executive across Bio-Pharmaceutical, Medical Device and CRO industries at Shire/Takeda, Covidien/Medtronic, Schering Plough/MSD, Covance and GlaxoWellcome (now known as GSK).

AWARDS AND RECOGNITION 

  • He was awarded the “50 Most Talented Healthcare Leaders of Asia” as well as “Hospital Management Asia Excellence Award” in 2016

  • Dr. Low was named the “Best CEO of the Year” in Healthcare, Singapore in 2017.

  • He was also conferred the “Icons of Healthcare” – Leading Healthcare Management Professional of the Year and Rare Disease Champion Provider of the Year in Asia Pacific, both in 2018.

  • In 2019, he was recognized as the “Most Media Savvy Personality” by Global Health Asia Pacific.

 

Dr. Low graduated with a Medical Degree from the National University of Singapore. He also attended the Singapore Management University (Asia Pacific Hospital Management) and graduated from the Stanford University – NUS Graduate School of Business Executive Program.

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MR. BA U SHAN-TING

GROUP CHIEF EXECUTIVE OFFICER
DOMINO’S PIZZA MALAYSIA, SINGAPORE & CAMBODIA

BA U SHAN -TING, is the current Group Chief Executive Officer of Domino’s Pizza Malaysia, Singapore, and Cambodia.

 

A 22-year pizza veteran, Shan-Ting has been a key driver of growth particularly for Domino’s Pizza Malaysia. He played a pivotal role for the expansion of Domino’s Pizza stores from 2005 onwards.

 

He started his career in Financial Services after graduation and ventured into F&B Industry in 2000. In 2005, he joined Dommal Food Services Sdn Bhd, the master franchisee of Domino’s Pizza Malaysia as Senior Manager in Marketing and was promoted to COO in January 2008. Today there are  200 Malaysia stores and Domino’s expansion journey in Malaysia. Expansion overseas to Singapore and Cambodia was made in 2009 and 2019 respectively, where he oversees the operations of 38 stores and 9 stores to date.

 

In February 2012, he was appointed as President of Domino’s Pizza Malaysia in 2012. In August 2018 he was designated as the Chief Executive Officer followed by his appointment as Group Chief Executive Officer in March 2020, a position which he holds until today.

 

Shan-Ting was born in Birmingham UK and lived most of his life in Australia. During his high school days, he studied at St Peter’s College, Adelaide.

 

Shan-Ting holds a double degree in Bachelor of Commerce and Bachelor of Law from the University of Adelaide. He is married to Audrey Ting, a homemaker, with three children, namely Justin who is 17 years old, Toby who is 14 years old and Zachary who is 12 years old.

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MR. LAM MUN CHOONG

FOUNDER & CEO
SELFDRVN ENTERPRISE PTE LTD 

Lam Mun Choong is the Founder & CEO of Selfdrvn Enterprise Pte Ltd, a leading Employee Experience solution provider with global and regional clients in Asia, Middle East and Africa.

 

He has 27 years of experience in entrepreneurship and IT leadership roles across consulting, software and product innovation. He interest in software started when he self-learned programming from young and sold his first software to a manufacturing company for $5000 at age 15.

 

Mun Choong graduated in 1994 with a degree in Computer Engineering from Nanyang Technological University, followed by an MBA in Strategy and Marketing from the International University of Japan. He started his consulting career with Accenture Singapore and Hewlett Packard Asia Pacific. He made his first venture into entrepreneurship in 1997 and has since co-founded 3 tech companies with 2 successful investment exits. Under his leadership, his company has been recognized for hyper growth and innovation, winning industry awards from SME100 Fast Moving Companies and Gartner Hype Cycle Research for Human Capital Management Technology and Digital Workplace.

 

In his free time, Mun Choong enjoys good coffee, watching documentaries, learning from reading biographies of successful entrepreneurs, meditation and indoor gardening.

EVENT AGENDA 

11:30AM - 12.10PM

Arrival of Guests & Networking 

12.10PM - 12:20PM

Talks by Invited Speakers 

12:30PM -  02:00PM

Lunch 

02:00PM -  02.30PM

Networking Session

TALK EVENT

Welcome & Introduction 

Speaker 1:  Dr. Timothy Low

Speaker 2:  Mr. Ba U Shan-Ting
                 

Speaker 3:  Mr. Lam Mun Choong
                   

Panel Discussion 

Moderator: Mr. Steven Loo.
Panellists: Dr. Timothy Low, Mr. Ba U Shan-Ting, Mr. Lam Mun Choong

TOPICS:

 Respect Talent to Retain Talent

Speaker 1 : 

In Customer excellence service industry, personas help to define the broad clients’ demographics of who to target, their affinities, and how to curate a specific customer service journey map.

 

This is to serve the different group of customer personas, each with specific ROI and customer satisfaction outcomes. 

In healthcare industry, a persona helps to depict the experiences, motivations, and goals of a group of patients, as well as the barriers they face. Personas offer what aggregate data cannot: first-hand insights into how the health care system not only fails to meet the needs of patients but may even contribute to subpar health outcomes.

Healthcare personas can be used as the foundation for healthcare journey maps to retain Talent.

Personas help us to discover, focus on, and showcase our audience’s motivations, challenges, concerns, and behaviours. Personas highlight the preference and choices of the specific group of  employees so that HR can build processes, benefits, content, and policy that resonates with them.

This Talent retention and employee experience model could serve as another innovative model for other Service industry to consider.

How to Empower & Retain Your Generation Z Workforce!

Speaker 2:

With Generation Z as young as 20 to 25 years old, they are working in retail and frontline stores,  stocking shelves, working the cash register, sales and even as knowledge workers. That makes it imperative to understand how Gen Z like to work, what their strengths and weaknesses are, and how you can enable them to be effective in the workplace.

Gen Z have a different outlook on how they should be trained, how to interact with management, and what to expect out of their jobs. But one of the biggest differences between Gen Z and other generations is how they utilize technology. Gen Z have spent their whole lives using smartphones and social networks as early as 10-year-old.

As company and retailers continue to hire more Gen Z employees, it’s critical to figure out how best to meet their specific needs. Real-time task management, simple and easy communication platform, upskilling and rewards recognition, regular feedback with colleagues ensures that Gen Z managers and associates can interact with each other at anytime, anywhere, and anyplace.

The Secret to Enhance Frontline Worker Productivity and Retention

Speaker 3:

To be successful, companies need a healthy and engaged workforce. Frontline workers are the first point of contact for your customer. Their knowledge and performance have a pivotal impact on your business and how it represents its values and mission. As such, there’s no question about the importance of keeping your frontline staff happy. Not only are happier employees more productive, but they also offer better service and improved customer loyalty.

However, often overlooked is the employee experience, well-being and career growth opportunities for employees.

A recent insight from Forbes magazine states that "31% of organisations that have the highest degree of digital connectivity and empowerment—involving more than 75 percent of their front-line workers—saw more than 20 percent growth over the past year." 

This means technology investments in front-line workers result in real productivity and payback. Learn from real-life examples of how technology can boost the productivity and engagement of your frontline workers.

Programme Ends.

ACKNOWLEDGEMENT

ORGANISED BY

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CO-ORGANISED BY

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