th dave ulrich asia forum - octagon · 13th dave ulrich asia forum 27, 28 & 29 may 2015...

ldquoStrongly recommended for all HR practitioners and also

business colleagues who want to have a competitive advantagerdquo Senior Manager INFOCOMM DEVrsquoT AUTHORITY OF SINGAPORE

131313ththth DaveDaveDave UlrichUlrichUlrich AsiaAsiaAsia ForumForumForum27 28 amp 29 May 2015 Raffles City Convention Centre SINGAPORE

Organized by

SINGAPORE

We are privileged to be

the 1st and only company to have delivered the most number of live-in-person Dave Ulrich public events in the world

World World NumberNumber

11

MANAGEMENT MANAGEMENT EDUCATOR EDUCATOR

amp amp GURUGURU

--Business WeekBusiness Week

Prof DAVE ULRICProf DAVE ULRICProf DAVE ULRICH H H Professor Michigan Ross School of Business USA Author of International Best-selling Management Books

2007 HONG KONG CHINA amp BALI INDONESIA | 2008 SINGAPORE | 2009 SHANGHAI CHINA KUALA LUMPUR MALAYSIA amp SINGAPORE |

2010 JAKARTA INDONESIA amp SINGAPORE | 2011 HONG KONG CHINA | 2012 BEIJING CHINA | 2013 SINGAPORE | 2014 MANILA PHILIPPINES

ldquoFather of Modern Human Resourcesrdquo (HR Magazine Lifetime Achievement Award)

DAY 1 SESSION 1

SESSION 2 LEADERSHIP TALENT MANAGEMENT

DAY 2 SESSION 3

SESSION 4 EMPLOYEE ENGAGEMENT THE HR CHANGE CHAMPION

DAY 3 SESSION 5

SESSION 6 STRATEGIC HR HR ANALYTICS

Premiering Prof Ulrichrsquos latest research on LEADERSHIP CAPITAL at the 13th Dave Ulrich Asia Forum participants will learn how to measure the leadership risk of their organizations using a Leadership Capital Index A single-authored book by Prof Ulrich on the same subject will be published in August 2015

facebookcomdaveulrichasiaforum

Delegate Testimonials Read more on

Page 7

To register contact Gyana Sasidharan at gyanaoctagon-cstcom Tel +(65) 65 818 700 Fax +(65) 65 818 600

ldquoItrsquos a privilege to have such an interactive session with Prof Ulrich to learn from his thoughts in strategic HR and leadership

developmentrdquo Senior Vice President Human Resources CAPITALAND LIMITED

ldquoA must-attend program for every HR practitionerrdquo Manager Talent amp Performance Management

SINGAPORE PETROLEUM COMPANY

ldquoProf Dave is such a knowledgeable witty and professional guru Totally enjoyed myself during the 2-days

seminar Worth the time and moneyrdquo HR Partner STARHUB LTD

ldquoVery good conference useful content Will certainly recommend to colleagues based in Singaporerdquo

Assistant Director Org Devrsquot amp Learning SINGAPORE MINISTRY OF MANPOWER

ldquoAn excellent programme for HR practitioners to know the latest trend and how HR can be more effectiverdquo Director Rewards amp Recognition Public Service Division

PRIME MINISTERrsquoS OFFICE SINGAPORE


13th Dave Ulrich Asia Forum 27 28 amp 29 May 2015 Singapore Organized by

- Highly regarded as the worldrsquos leading human resources management expert Professionally he studies how organizations build capabilities of leadership speed learning accountability and talent through leveraging human resources He has consulted with the worldrsquos top business leaders like GErsquos Jack Welch and done research and consulted with over half of the Forbes 200 Some of his honors include

DAVE ULRICH

DAVErsquoS BOOKS

Warner W Stockberger Achievement Award to

recognize an individual in private or public life who has

made a contribution towards improvement of

public personnel management at any level of

government

World 1 Management Educator and Guru

mdashmdashmdashmdash Top 10 global executive

educators 1993

World 1 Most Influential

International Thinker 2011

mdashmdash 2012 Lifetime

Achievement Award for being the

ldquofather of modern human resourcesrdquo

HR Magazine

George Petitpas Memorial Award

for lifetime contributions to HR profession World Federation

of Personnel Management

Lifetime Achievement

Award-Workplace Learning amp

Performance American Society for

Training and Development

Award for Professional Excellence for lifetime

contributions for intellectual

leadership to the profession

Society for Human Resource

Management

Lifetime Achievement (PRO) award International

Association of Corporate and Professional

Recruitment and Employment Management Association

Ranked 2 management guru

No 1 Business Bestselling author (The Why of Work) 2010

One of the 10 most innovative and creative thinkers of 2005

Worldrsquos Top Five business coaches

The Pro Meritus Award for outstanding contribution to

the HR field Employment Management Association

Listed in Thinkers 50 as a management thought

leader 2013

Nobels Colloquia Prize for Leadership on Business and

Economic Thinking 2010

Elected Fellow for having

meritorious national

reputation for shaping

thinking and policy



TALENT MANAGEMENT Define Decipher and Decode Talent

We know it matters Some go to war for it Professional sports

teams draft for it Actors audition to show they have it Others consider it the ultimate solution and try to manage it Agents contract for it Some are innately endowed with it while others strive diligently to earn it All try to grow it Talent It is evolving into a science for some HR professionals and a passion for many line managers A multitude of programs and investments have been made to attract retain and upgrade talent Yet sometimes after stipulating that talent matters it is easy to get lost in the myriad of promises programs and processes and lose sight of the basics

This session will present Concepts Illustrations (cases) and Tools to help participants be more effective at creating and improving talent in their organizations

WHAT DO WE MEAN BY ldquoTALENTrdquo ldquoTalentrdquo has to be defined by the targets of the talent agenda Understand and increase talent at 4 levels

C-suite executives Leaders in the company High potential employees All employees

WHAT IS A NEW TALENT METAPHOR For the last 12 years the focus was the ldquowar for talentrdquo which

has now shifted to the ldquomarshal plan for talentrdquo where talent needs to be a winwin for employees and the organization

WHAT IS A TALENT MENU The 11 specific insights on talent that form a talent menu that

line managers and HR professionals can use to improve talent 1 Talent matters (make the case) 2 Talent is not enough (build teamwork) 3 Talent aligns with strategy (define the right competencies) 4 Talent requires assessment (assess quality of talent) 5 Talent comes through investment (develop future talent) 6 Talent means contribution (develop meaning for employees) 7 Talent should adapt to individual differences

(value diversity with unity) 8 Talent matches match people with positions

(do positionpeople matrix) 9 Talent has adapted to technology

(invest in connecting technology) 10 Talent has to be measured

(track individual and organization results) 11 Talent is a partnership of HR and line

HOW DO WE BUILD A TALENT PLAN Participants will learn how to build a regular and rigorous talent

plan for their own organizations

SESSION 2

27 MAY 2015 WEDNESDAY 200pm ndash 500pm

Session 2 Participation Fee S$650 S$750 S$850 (See Page 8)

middotB usiness leaders and line managers who seek to gain competency in finding developing and building their

talent more effectively VPs Directors Managers and Specialists of Talent

Management Human Resources Organizational Development Leadership Development Organizational Effectiveness Corporate Recruitment Organizational Capability Training amp Development Workforce Planning Employee Development Engagement Diversity

WHO SHOULD ATTEND

LEADERSHIP

How Leaders Deliver Sustainable Value The Why What and How of Leadership

This pragmatic and action-oriented session will help participants answer three simple questions

Why understand why leadership delivers value What define the requirements of effective leadership How ensure that leadership aspirations are sustained

More has been written about leadership than almost any other topic Most of us have experiences with both good and bad leaders who have influenced our personal performance and the effectiveness of our company In this cluttered landscape Dave Ulrich offers clarity for those who want to BE better leaders and for those charged to BUILDING better leadership in their organizations

WHY LEADERSHIP MATTERS Recognize how leadership affects employee productivity and

strategic results inside the company and shareholder value and customer loyalty outside the company

Create a business case for personal and organizational investments in leadership

WHAT IT MEANS TO HAVE EFFECTIVE LEADERSHIP Identify emerging trends of effective leadership Define what makes an effective leader and learn how to invest to

build better leadership LEADERSHIP CODE basic leadership competencies every leader

must master to be effective LEADERSHIP BRAND how to build unique leadership requirements

that align leadership actions to customer expectations

HOW TO SUSTAIN LEADERSHIP Recognize the importance of LEADERSHIP SUSTAINABILITY Based on synthesized research on change self-discipline

influence habits and leadership development master the 7 disciplines of leadership sustainability and apply these to Myself as a leader My organization as it builds better leadership

middotB usiness leaders who are primarily responsible and accountable not just to lead but to build leadership

Line managers and HR professionals who help architect and deliver the quality of leadership in their company

High potential next generation leaders who want to be prepared to move to the next level of leadership

Executives wanting to benchmark and improve their personal leadership

Executives charged in building future leaders in their company

Investors and executives keen to know how to conceive and audit leadership in the assessment of firm value

WHO SHOULD ATTEND

SESSION 1

27 MAY 2015 WEDNESDAY 900am ndash 1200pm


All timings and topics are accurate at the time of publication

LEADERSHIP CAPITAL Premiering Prof Ulrichrsquos latest research on LEADERSHIP CAPITAL at the 13th Dave Ulrich Asia Forum participants will learn how to measure the leadership risk of their organizations using a Leadership Capital Index



EMPLOYEE ENGAGEMENT

The Next Step in Employee Engagement How Leaders Create Value Through Meaning

Great leaders recognize the vital importance of the search for meaning or abundance to everyone in their organization Including themselves Leaders have the task of creating a vision for their organizations that is charged with meaning ndash that resonates with not only the minds and hands but the hearts of those they lead Ultimately the crisis of meaning always becomes a crisis of leadership Leaders must not only understand and experience but also institutionalize the creation of meaning at work

This session moves beyond statements about ldquoemployees are our most important assetrdquo to showing why employee meaning leads to business results and how to make meaning happen Meaning becomes a multiplier of employee competence and commitment a lead indicator of customer share a source of investor confidence and a factor in ensuring social responsibility in the broader community

THE WHY IMPERATIVE Why employee meaning matters New business realities and the results they require Customer Share Investor ConfidenceStrategy ExecutionOrganization Responsiveness

The importance of employees (talent) in the delivery of Competence having the right skills Commitment being willing to work hard and Contribution (abundance) finding meaning at work

THE QUEST FOR MEANING Synthesize and integrate these disciplines to identify seven principles for helping employees find meaning within the work setting Positive psychology Demographics Social responsibility commitment High performing teams

LEADERS AS MEANING-MAKERS Seven specific actions that leaders can do to help employees shape meaning at work Identity (what am I known for) Purpose (where am I going) Relationshipsteamwork (whom do I travel with) Effective connections (how do I build a positive work environment) Challenging work (what challenges interest me) Change and learning (how do I grow from change) and Delight (how do I have fun at work)

IMPLICATIONS OF MEANING-MAKING FOR PEOPLE AND PRACTICES WITHIN THE ORGANIZATION EMPLOYEES HOW MEANING changes the employee value proposition

from terms and conditions of work to finding meaning in work helps employees make more informed career choices goes beyond competence and commitment to contribution

HUMAN RESOURCES HOW MEANING can be woven into HR practices of Staffing Training Rewards Communication Organization design HOW HR professionals can help make meaning happen through their competencies and roles

LEADERSHIP AT ALL LEVELS HOW EMPLOYEE meaning can become a part of all leadership roles Boards of Directors C-suite Executives Leaders throughout the organization HOW MEANING redefines the role of leaders in managing talent for results

SESSION 3 28 MAY 2015 THURSDAY 900am ndash 1200pm


THE HR CHANGE

CHAMPION Coach Design Deliver and Facilitate Change

The pace of change has accelerated in all parts of our lives It is easy to be overwhelmed by change rather than to anticipate and manage it In this session we will discuss three levels of change and offer specific tools and actions that business leaders and HR professionals can use to become change champions

INSTITUTIONAL CHANGE Occurs in changing a companyrsquos culture or way of working Diagnose a companyrsquos culture through a virus assessment Build a blueprint for culture change from the outside in Remove bureaucracy in the process of transformation

INITIATIVE CHANGE Occurs as organizations put in programs solutions or other

actions to manage change Identify key levers for successful change using a pilotrsquos

checklist logic How leaders can help implement these key levers

INDIVIDUAL CHANGE Occurs when employees recognize and work to improve their

personal behaviors What are seven key factors on how to sustain a personal

change

This session will be oriented around specific tools This session will be oriented around specific tools and actions It will help business leaders and HR and actions It will help business leaders and HR

professionals become change champions who professionals become change champions who turn desired changes into

sustainable results

SESSION 4 28 MAY 2015 THURSDAY 200pm ndash 500pm


middotC hange Management Directors Managers Sponsors Leaders Agents Specialists Analysts Coordinators and

Support staff Business and HR Transformation Directors Managers

Leaders Specialists and Analysts Business leaders line managers and all HR professionals

who wish to become change champions and help their organizations and employees transition and sustain change

WHO SHOULD ATTEND

middotC -Suite executives to help them fully understand support and ensure engagement is tied in with strategic objectives

HR and Internal Communications VPs Directors and Managers tasked with championing engagement in their organizations

Business leaders line managers and HR professionals who wish to help their employees raise their level of emotional commitment towards the organization and its goals

VPs Directors and Managers of Brand Marketing Strategy and Organizational Development

WHO SHOULD ATTEND




STRATEGIC HR Practical Toolkit for Mastering

Business amp HR Strategy Alignment

ldquoMost aspiring HR professionals want to contribute value and work

hard and do so by aligning their personal work with business goals In both research and our professional work we have found that having a line of sight from the business context to strategy to capability to HR practice to individual behavior to metrics is easier said than done After years of experimenting and practicing we have found a seven-step process that HR professionals may follow to gain strategic alignmentrdquo Dave Ulrich

The following seven steps form a template for strategic HR alignment

BUSINESS Where will we do a strategic HR linkage

Define where strategic HR can and should occur depending on the type of business you are in

ENVIRONMENT What is the environmental context for our business

Identify 6 trends in the global business environment that affect how organizations have to respond - social technology economic political environmental demographics

STRATEGY What are strategic drivers for the business

What is our businessrsquo strategy to win Corporate (eg portfolio) and business (eg customer value)

ORGANIZATION What do we need to be good at as an organization

Organization capabilities and their behaviors required to deliver strategy

INVEST IN HR PRACTICES What are HR priorities

People ndash staffing training career management Performance ndash setting standards rewards accountability Communication ndash sharing information top down bottom up

side to side and insideout Work ndash redesigning organization setting up work policies and

creating high performance teams

ACTION PLANS Who will do what when where and how

The key elements of action plans and how to make sure that HR investments come about

MEASURES OR METRICS How will we measure progress

Types of HR measures ndash Perception Behavior and Results

SESSION 5 29 MAY 2015 FRIDAY 900am ndash 1200pm


middotB usiness leaders line managers and HR professionals who wish to master the ability to align HR and

business strategy VPs Directors and Managers of HR Strategy and

Organizational Development HR Business Partners executives responsible for evaluating HR and its effectiveness in the organization

Senior non-HR executives transitioning into an HR leadership role

WHO SHOULD ATTEND

HR ANALYTICS Creating Competitive Advantage by Leveraging

on Business Information

In this information age when a company has more information than another (information asymmetry) this information dramatically affects how organizations govern through HR practices how managers make decisions and how organizations compete Today volumes of information are readily accessible real time and customized And we are only at the front end of the information explosion with its substantial threats and opportunities Information becomes the antecedent to better decisions that help HR professionals deliver more value Many have talked about components of information through discussions of technology cloud data predictive analytics or scorecards But often these parts of the information puzzle do not inform decision making for HR practices management actions and organization competitiveness Based on more than 25 years of research from the worldrsquos largest global study on HR competencies (RBL) it has been identified that building and leveraging business information insights is generally not done well by HR professionals but in the few cases where it is done it has greater impact on business performance than any other HR agenda

This session is designed to give participants the specific tools they need to solve the challenges they face in gathering and using information in its various forms by addressing four main questions WHAT ARE THE TRENDS IN INFORMATION Components of todayrsquos information age Alternative typologies for thinking about information in more

powerful ways How can firms balance technological and social approaches to

accessing interpreting and leveraging information What are the keys to using information effectively What are alternative governance structures for optimal

information management HOW CAN INFORMATION INFORM HR ANALYTICS

HR practices can be improved through information by shifting from a focus on data to decision making around key HR outcomes of talent leadership and culture

HOW CAN INFORMATION IMPROVE MANAGERIAL DECISION-MAKING

How HR professionals can help managers improve making the following decisions through information Review 6 steps to manage the flow of information Identify market information Import market information into the firm Prioritize key information Disseminate information throughout the organization Leverage information for decision making Create alignment of external and internal brand

HOW CAN INFORMATION BE USED TO CREATE COMPETITIVE ADVANTAGE

We will look at information from the outside in so that it increases an organizationrsquos ability to compete Productservice (how to interact with customers in the context

of changing social political competitive and economic trends) Operations (how to build IT with customers in mind) Financial disciplines (how to better track performance) Organization (how to create a culture that customers value)

SESSION 6 29 MAY 2015 FRIDAY 200pm ndash 500pm


middotC HROs CIOs and HR professionals tasked with managing information HR and Data Analytics Talent Management HR

Metrics Workforce Planning HR Strategy Recruitment Training amp Development Performance Management Strategic Talent Acquisition HRIS HR Technology Organizational Effectiveness CampB and Talent Supply Chain

WHO SHOULD ATTEND



On-site Registration 800AM to 900AM All morning sessions 100PM to 200PM All afternoon sessions

DAY 1 (27 MAY 2015 WEDNESDAY) SESSION 1 mdash 900am to 1200pm LEADERSHIP SESSION 2 mdash 200pm to 500pm TALENT MANAGEMENT

DAY 2 (28 MAY 2015 THURSDAY) SESSION 3 mdash 900am to 1200pm EMPLOYEE ENGAGEMENT SESSION 4 mdash 200pm to 500pm THE HR CHANGE CHAMPION

DAY 3 (29 MAY 2015 FRIDAY) SESSION 5 mdash 900am to 1200pm STRATEGIC HR SESSION 6 mdash 200am to 500pm HR ANALYTICS

PROGRAM

13th Dave Ulrich Asia Forum

S ince 2007 Octagon Centre for Strategic Training have successfully delivered twelve runs of the ldquoDave Ulrich Asia Forumrdquo all across Asia -- four times in Singapore

twice in Hong Kong twice in Manila in Shanghai Beijing Bali Jakarta and Kuala Lumpur The 13th Dave Ulrich Asia Forum will be held in Singapore in 2015

The strong testimonials on Page 7 highlight just a few of the many we have received a testament to how instrumental these forums have been deeply captivating the hearts of our esteemed delegates - Asiarsquos top HR and business leaders who are the key drivers of the most successful and most admired Asian conglomerates MNCs and government agencies These highly inspiring forums have grown from strength to strength providing an intimate and conducive learning platform to leverage from the multindashawarded Prof Dave Ulrich who is highly regarded as one of the worldrsquos top business coaches (Forbes)

Continuously seeking to raise the quality and value these forums deliver we are indeed privileged to deliver another round of Dave Ulrich exclusive 3 days program on 6 individual sessions -

Leadership Talent Management Employee Engagement The HR Change Champion Strategic HR HR Analytics

Our goal is to give more Business Leaders and HR professionals at all levels in the organization an opportunity to be mentored by the legendary Prof Dave Ulrich over three full days This forum is thoughtfully structured to let you choose to attend ideally ALL or any of the six individual sessions each carefully designed and delivered by Prof Dave Ulrich Page 8 details the registration procedure

If you are a Business Leader or HR professional who is passionate about how YOU can help to build and sustain competitive advantagehellip if you have never attended any Dave Ulrich program before and if you can only attend one event this year mdash this is the one event that you must attend In the words of our delegates this will be a ldquolife changing and elevating learning experience personally and professionallyrdquo


T hrough our business events we create global learning platforms for astute business leaders who are serious to acquire unparalleled business improvement expertise research-based intelligence and state-of-the-art strategies tools and techniques from the worldrsquos greatest award-winning gurus and experts to help them build and sustain competitive advantage

ORGANIZER

SINGAPORE

S ingapore is a progressive and a vibrant cosmopolitan city well known for its clean green and safe

environment It is home to a harmonious blend of culture cuisine arts and architecture Singapore Celebrates its 50th year of Independence in 2015 Year-long cultural and community activities are lined up for different interests The 13th Dave Ulrich Asia Forum being organized by a Singaporean company Octagon celebrates with the nation with an offering of SG50 discounted participation fees RAFFLES CITY CONVENTION CENTRE

C entrally located on the crossroads of Singaporersquos business cultural entertainment and shopping

districts the Raffles City Convention Centre is nestled just above the Raffles City Shopping Centre and City Hall MRT station Designed to be the city within a city the Raffles City is fronted by Fairmont Singapore a 5-star luxury hotel offering 769 lavish guestrooms an extensive collection of 16 distinctive restaurants bars and one of Asiarsquos largest spas Willow Stream Spa Fairmont Singapore is a 20-minute drive from the Singapore Changi International Airport Hotel and travel expenses will be borne by foreign delegates Delegates can make their guestroom reservations directly with Fairmont hotel using a booking form provided by the organizers

Level 4 Raffles City Convention Centre 80 Bras Basah Road Singapore 189560 Tel +(65) 6339 7777 wwwfairmontcomsingapore

VENUE

PHILIPPINES

MALAYSIA

KOREA

CHINA

BRUNEI


TESTIMONIALS 13th Dave Ulrich Asia Forum 27 28 amp 29 May 2015 Singapore

Organized by

SINGAPORE

INDONESIA

HONG KONG

ldquoDave Ulrich is a great speaker who keeps his talk vibrant and interesting all throughout the day His material and tools are second to nonerdquo HR Officer BRUNEI NATrsquoL PETROLEUM

ldquoSuper presentation and leading-edge research Highly applicablerdquo Senior Vice President Corp Services ldquoBrilliant Enlightening Have not had that for many years I will come back next timerdquo HR Head Greater China

ldquoVery comprehensive insight both for HR and business leadersrdquo Vice President HR

ldquoOctagon has proven again in identifying and bringing an excellent seminar leader to conduct a workshop that makes a positive impact to organizations and individualsrdquo Managing Director HR China amp Asia Pacific HR Services

ldquoDave Ulrich is a world class professor This is one of the best seminars Irsquove attended Very informative practical insightful and truly inspiringrdquo VP HR Greater China ldquoGreat and inspiringrdquo HR General Manager

Great learning from the best in classrdquo Head of HR China ldquoThis session helps build future leaders transform organizations to grow business and peopletogether we contribute to a better future for the worldrdquo HR Leader

ldquoSimply Awesome Living HR legend Thank You So many lsquoaharsquo moments amp solutions that I was struggling withrdquo Manager HR - Hong Kong Macau amp Reg HR

This is an enlightening session which leads me through a journey of HR evolution in the past 2 days It shows me a clear direction into the future of the HR professionrdquo Country HR Manager - Upstream SHELL

ldquoDave Ulrich does a masterful job of balancing theory and application with useful practical tools Extremely engaging and passionate facilitator who wont disappointrdquo Chief Personnel Officer Asia-Pacific

ldquoGreat Value to me to help produce value to Business which is why Ilsquove come here I have received what I was looking for Thanksrdquo Regional Director Organization Development

ldquoDave Ulrich is entertaining engaging and very well informed facilitator able to deliver exceptionally wellrdquo Regional HR Director South Asia Africa amp ME ldquoVery inspiring sessionrdquo HR Head

ldquoExcellent forum with outstanding speaker amp topics Head Resource Planning amp Competence Development ldquoOverall the session is very interesting with plenty of insights to be brought back into the organizationrdquo Senior Manager Country HRM

ldquoThis inspirational session has helped me change my paradigm and commit to change for continuous improvement Lots of useful toolsrdquo HR Director

ldquoVery good session Equipping me for my own development as well my teamrsquos and my organizationrsquosrdquo HR Advisor BP INDONESIA ldquoGood stuff to learn how HR links to Leadership from the HR guru and understand why both are important to generate results and create value to our stakeholdersrdquo Regional Learning amp Devrsquot Manager

ldquoGreat training session I got inspired on how to build Leadership Brand and strengthen the credibilityrdquo HR Director ldquoExcellent speaker amp sessionsrdquo HR Director

ldquoIt was a great opportunity to participate in this great forum Thanks so muchrdquo Deputy GM ndash Executive Education Group ldquoExtremely useful content made complex subject simple to understand through examples presentation captivated my attention Excellent forum due to profound knowledge of subject matterrdquo Senior Mgr Leadership

ldquoIt is the first time I have attended such an event and I have thoroughly enjoyed and benefited from the experiencerdquo General Manager

ldquoThe best and most practical HR conference Irsquove ever attended Excellentrdquo Asst GM Leadership amp Talent Mgt TELEKOM MALAYSIA BERHAD ldquoIrsquom leaving feeling energized thinking positively and confidently on my success in improving myself my team and my organizationrdquo Manager Strategic Management

ldquoDave Ulrich is an HR Guru not to be missed watching listening and readingrdquo HR amp Office Administrator MAN DIESEL amp TURBO PAKISTAN

USA

VIETNAM

THAILAND

TAIWAN

SRI LANKA

SOUTH AFRICA

All Logos belong to their respective owners

8th DAVE ULRICH ASIA FORUM 19-20 October 2011 Sheraton Hotel amp Towers Hong Kong 9th DAVE ULRICH ASIA FORUM 19-20 June 2012 Park Hyatt Beijing Hotel China 10th DAVE ULRICH ASIA FORUM 24-26 June 2013 Raffles City Convention Centre Singapore 11th DAVE ULRICH ASIA FORUM 11-13 March 2014 Fairmont Makati Manila Philippines 12th DAVE ULRICH ASIA FORUM 3-5 December 2014 Makati Shangri-La Manila Philippines

DAVE ULRICH ASIA FORUM 16-17 January 2007 The Island Shangri-La Hong Kong DAVE ULRICH ASIA FORUM II 6-7 November 2007 The Laguna Resort amp Spa Bali Indonesia DAVE ULRICH ASIA FORUM III 8-10 July 2008 Pan Pacific Hotel Singapore

DAVE ULRICH ASIA FORUM IV 19-20 February 2009 Pudong Shangri-La Hotel Shanghai China DAVE ULRICH ASIA FORUM V 29 July 2009 Mandarin Oriental Kuala Lumpur Malaysia 30 July 2009 Ritz Carlton Singapore 6th DAVE ULRICH FORUM INDONESIA 6-7 May 2010 Hotel Mulia Senayan Jakarta Indonesia 7th DAVE ULRICH ASIA FORUM 2-3 December 2010 Marina Bay Sands Singapore

ldquoThe learnings can be immediately applied at my workplacerdquo Assistant Vice President Corp HR

ldquoThe sessions gave me a better understanding on how the HR role should evolve and what global trends are expected from HR practitionersrdquo HR Administration Manager

ldquoGreat implementable conceptual frameworkrdquo Vice President amp Head ABS-CBN University (ABS-CBN Corp) ldquoThis is what the HR community needs Itrsquos worth every cent of investment HR Head Zenith JOLLIBEE FOODS CORPORATION ldquoCongratulations to Octagon for having organized such a great learning experience and for getting a real expert to handle the programrdquo Assistant Vice President HR ldquoWith my 30 years of experience in HR what helped me succeed is Dave Ulrichrsquos framework on HR ndash admin expert employee champion change agent and strategic partnerrdquo Director Human Resources amp Org Devt

ldquoThis helped us realize how to move forward in a VUCA (Volatility Uncertainty Complexity Ambiguity) world with HR and Leadershiprdquo HR Business Partner ldquoWell done Organization was very goodrdquo Business Unit Leader HR

ldquoThe breaking up of Leadership and HR was very good in giving clarity to the connectrdquo Director Group HR

ldquoVery useful concepts and tools Itrsquos worthy of 2-days learningrdquo Senior Manager Corporate HRD

ldquoA blueprint for sustaining leadership and building talent through a simple structural approachrdquoGroup HR Director

ldquoI like the training as I find the content very practical It helps shape my understanding and direction to grow as an HR professionalrdquo Human Resource Manager

ldquoLoved the forum Models used were excellentrdquo Global Executive Director HR

ldquoThis has been a very insightful and practical session Very real and pragmatic examplesrdquo Head Defence Psychology Department Chief Psychologist SINGAPORE MINISTRY OF DEFENCE ldquoExcellent Super Engagingrdquo Leadership Development Director ldquoA great workshop Very inspiring and I got good ideas to bring back to my workplacerdquo Vice President HR East Asia

ldquoDave is a guru bar none His wisdom and knowledge of business and HR are solid and crediblerdquo Regional Head Talent amp Leadership Development

ldquoI am able to apply the concepts and tools learnt to my jobrdquo Director Human Resources ldquoExcellent workshop building HR experience and theory on my PDP (Personal Development Planning) amp this workshop went a long way to helping me with some toolsrdquo Learning amp Development Manager ASIA PACIFIC BREWERY ldquoOne of those very few events providing real added value delivered in an easy to follow and entertaining wayrdquoHead of Region HR APMEA ldquoThe concepts in this program are what the HR practitioners of today need to know and practicerdquo Regional Head OperationsHR amp Head HR Singapore ldquoUseful gained a lot of insights these 2 daysrdquo Deputy Director MINISTRY OF HOME AFFAIRS ldquoA well executed event with a truly fantastic speaker who knows what hersquos doing and sayingrdquo Sr Mgr HRIS ndash Asia

ldquoProf Ulrich is phenomenal ndash he teaches something so complex and simplifies for easy understandingrdquo HR Manager ldquoDave is full of ideas amp is able to share lots of his real-life experience with the group which makes the session more interestingrdquo Branch HR Manager

Entertaining speaker who puts in a good portion of real-life examples sharing to bring across the ideastoolsconceptsrdquo Manager HR

ldquoIm in no doubt a better HR professional for attending and learning from this sessionrdquoHR Manager

PAKISTAN AUSTRALIA

CHEQUE

TELEGRAPHIC TRANSFER


TERMS amp CONDITIONS 1 Authorization This Registration Form is only valid with a signature The signatory that appears on this Registration Form will be deemed to be authorized to sign on behalf of the delegatersquos organization 2 Indemnity The organizers Octagon Centre for Strategic Training Pte Ltd (OCST) reserve the right in unforeseen circumstances to change the content of any published particulars without liability 3 Payment Full payment is required within five (5) working days of OCSTrsquos receipt of this Registration Form or before the due date specified on the invoice sent to delegate whichever is sooner OCST reserves the right to refuse entry to delegate if full payment is not received before the event 4 Delegatesrsquo Personal Data Delegatersquos business and personal data collected via this registration form may be shared with OCSTrsquos relevant vendors strictly for use in this event and for notifying delegates of any future events organized by OCST Please tick [ ] if you DO NOT agree to receive future OCST event notifications 5 Delegate Substitutions Substitution requests must be made at the latest one (1) week before the Event via email to daveulrichasiaforumoctagon-cstcom or Regonline substitution link via the Email Registration Confirmation sent to the original delegates Substitutes must come from the same

organization as the original delegates Substitution service is complimentary 6 Registered Sessions Changes to Sessions booked and confirmed are not allowed Delegates are encouraged to be certain about their choice of Sessions before registering 7 Delegate Cancellations OCST will not provide refunds or credits on delegate payments received for all delegate cancellations 8 Event Postponement Should for any reason the event is postponed OCST shall endeavor to reschedule a similar event to a future date without liability Delegate payments received shall be held by OCST and transferred as credit to the rescheduled event 9 Event Cancellation Should for any reason the event is cancelled OCST shall without liability issue a credit voucher for the delegate payments received within forty-five (45) days of event cancellation notice given to delegate The credit voucher will be valid for twelve (12) months from the date of its issuance and can be used to offset participation fees at OCST events 10 Video and Audio Recordings Video and audio recordings during sessions are not allowed due to copyright reasons The event speaker seeks the understanding and cooperation of all delegates Copyrightcopy 2015 Octagon Centre for Strategic Training Pte Ltd (RN200511819W) All rights Reserved

131313ththth DaveDaveDave UlrichUlrichUlrich AsiaAsiaAsia ForumForumForum 27 28 amp 29 May 2015 Raffles City Convention Centre SINGAPORE

PARTICIPATION FEES MODES OF PAYMENT

ORGANIZER

Octagon Centre for Strategic Training Pte Ltd Business Address 195B Thomson Road Goldhill Centre Singapore 307634 Mailing Address Novena Post Office PO Box 211 Singapore 913019 Contact Person (Mr) Gyana Sasidharan Tel +(65) 65818700 Fax +(65) 65818600 Email gyanaoctagon-cstcom

CARD NUMBER

Singapore Dollar Current Account Number 380-301-995-7

AC Name Octagon Centre for Strategic Training Pte Ltd Bank United Overseas Bank Limited Bank Address 80 Raffles Place UOB Plaza 1 Singapore 048624 Branch Orchard Road Branch Code 068 Bank Code 7375 Swift CodeUOVBSGSG In Singapore Dollars made payable to Octagon Centre for Strategic Training Pte Ltd and mailed to Novena Post Office PO Box 211 Singapore 913019

CREDIT CARD CARDHOLDERrsquoS NAME

EXPIRY SIGNATURE

DELEGATE INFORMATION

COMPANY

INDUSTRY

ADDRESS

POSTAL CODE COUNTRY

TELEPHONE NUMBER FAX NUMBER

AUTHORIZED BY (Registration invalid without signature)

NAME

JOB TITLE

SIGNATURE DATE ___ ___ 2015

SEND INVOICE TO EMPLOYEE NAME

EMAIL

SESSION TITLE DATE TIME Session 1 Leadership

27 May 2015 900am - 1200pm

Session 2 Talent Management 200pm - 500pm

Session 3 Employee Engagement 28 May 2015

900am - 1200pm

Session 4 The HR Change Champion 200pm - 500pm

Session 5 Strategic HR 900am - 1200pm

Session 6 HR Analytics 200pm - 500pm 29 May 2015

STANDARD RATE S$ 850 nett per Session

Fees are in Singapore dollars inclusive of event materials and refreshments GST is not applicable GET 60 CASH BACK The Productivity and Innovation Credit (PIC) Scheme introduced by the IRAS offers Singapore-registered companies a 60 Cash Payout or a 400 Tax Deduction on external training course fees spent on employees up to the Year 2018 This event qualifies for the PIC Grant For latest updates visit httpwwwirasgovsgirashomepicreditaspx

EARLY-BIRD RATE S$ 750 nett per Session

E-INVOICE (FOR SINGAPORE GOVERNMENT AGENCIES) Sub-BU Code Contact Person

DELEGATE NAME FULL JOB TITLE EMAIL ADDRESS (FOR REGISTRATION CONFIRMATION amp REMINDERS)

IrsquoM ATTENDING SESSION NUMBERS (PLEASE CIRCLE)

1 2 3 4 5 6

1 2 3 4 5 6

1 2 3 4 5 6

1 2 3 4 5 6

1 2 3 4 5 6

1 2 3 4 5 6

1 2 3 4 5 6

1 2 3 4 5 6

REGISTER NOW REGISTER NOW Fill up this form and FAX to +(65) 65818 600 or EMAIL gyanaoctagon-cstcom or ONLINE httpswwwregonlinesg13thdaveulrichasiaforum

S$ 650 nett per Session (Singapore companies only)

SG50 EARLY-BIRD RATE Register amp Pay before 31 January 2015

Register amp Pay before 28 February 2015



- Highly regarded as the worldrsquos leading human resources management expert Professionally he studies how organizations build capabilities of leadership speed learning accountability and talent through leveraging human resources He has consulted with the worldrsquos top business leaders like GErsquos Jack Welch and done research and consulted with over half of the Forbes 200 Some of his honors include

DAVE ULRICH

DAVErsquoS BOOKS

Warner W Stockberger Achievement Award to

recognize an individual in private or public life who has

made a contribution towards improvement of

public personnel management at any level of

government

World 1 Management Educator and Guru

mdashmdashmdashmdash Top 10 global executive

educators 1993

World 1 Most Influential

International Thinker 2011

mdashmdash 2012 Lifetime

Achievement Award for being the

ldquofather of modern human resourcesrdquo

HR Magazine

George Petitpas Memorial Award

for lifetime contributions to HR profession World Federation

of Personnel Management

Lifetime Achievement

Award-Workplace Learning amp

Performance American Society for

Training and Development

Award for Professional Excellence for lifetime

contributions for intellectual

leadership to the profession

Society for Human Resource

Management

Lifetime Achievement (PRO) award International

Association of Corporate and Professional

Recruitment and Employment Management Association

Ranked 2 management guru

No 1 Business Bestselling author (The Why of Work) 2010

One of the 10 most innovative and creative thinkers of 2005

Worldrsquos Top Five business coaches

The Pro Meritus Award for outstanding contribution to

the HR field Employment Management Association

Listed in Thinkers 50 as a management thought

leader 2013

Nobels Colloquia Prize for Leadership on Business and

Economic Thinking 2010

Elected Fellow for having

meritorious national

reputation for shaping

thinking and policy



















SESSION 2






WHO SHOULD ATTEND

LEADERSHIP




















WHO SHOULD ATTEND

SESSION 1







EMPLOYEE ENGAGEMENT














THE HR CHANGE









change



sustainable results







WHO SHOULD ATTEND





WHO SHOULD ATTEND































WHO SHOULD ATTEND


















WHO SHOULD ATTEND







PROGRAM











ORGANIZER

SINGAPORE






VENUE

PHILIPPINES

MALAYSIA

KOREA

CHINA

BRUNEI



Organized by

SINGAPORE

INDONESIA

HONG KONG




















USA

VIETNAM

THAILAND

TAIWAN

SRI LANKA

SOUTH AFRICA




















PAKISTAN AUSTRALIA

CHEQUE







ORGANIZER


CARD NUMBER




EXPIRY SIGNATURE


COMPANY

INDUSTRY

ADDRESS

POSTAL CODE COUNTRY



NAME

JOB TITLE



EMAIL


27 May 2015 900am - 1200pm



900am - 1200pm










1 2 3 4 5 6

1 2 3 4 5 6

1 2 3 4 5 6

1 2 3 4 5 6

1 2 3 4 5 6

1 2 3 4 5 6

1 2 3 4 5 6

1 2 3 4 5 6























SESSION 2






WHO SHOULD ATTEND

LEADERSHIP




















WHO SHOULD ATTEND

SESSION 1







EMPLOYEE ENGAGEMENT














THE HR CHANGE









change



sustainable results







WHO SHOULD ATTEND





WHO SHOULD ATTEND































WHO SHOULD ATTEND


















WHO SHOULD ATTEND







PROGRAM











ORGANIZER

SINGAPORE






VENUE

PHILIPPINES

MALAYSIA

KOREA

CHINA

BRUNEI



Organized by

SINGAPORE

INDONESIA

HONG KONG




















USA

VIETNAM

THAILAND

TAIWAN

SRI LANKA

SOUTH AFRICA




















PAKISTAN AUSTRALIA

CHEQUE







ORGANIZER


CARD NUMBER




EXPIRY SIGNATURE


COMPANY

INDUSTRY

ADDRESS

POSTAL CODE COUNTRY



NAME

JOB TITLE



EMAIL


27 May 2015 900am - 1200pm



900am - 1200pm










1 2 3 4 5 6

1 2 3 4 5 6

1 2 3 4 5 6

1 2 3 4 5 6

1 2 3 4 5 6

1 2 3 4 5 6

1 2 3 4 5 6

1 2 3 4 5 6







EMPLOYEE ENGAGEMENT














THE HR CHANGE









change



sustainable results







WHO SHOULD ATTEND





WHO SHOULD ATTEND































WHO SHOULD ATTEND


















WHO SHOULD ATTEND







PROGRAM











ORGANIZER

SINGAPORE






VENUE

PHILIPPINES

MALAYSIA

KOREA

CHINA

BRUNEI



Organized by

SINGAPORE

INDONESIA

HONG KONG




















USA

VIETNAM

THAILAND

TAIWAN

SRI LANKA

SOUTH AFRICA




















PAKISTAN AUSTRALIA

CHEQUE







ORGANIZER


CARD NUMBER




EXPIRY SIGNATURE


COMPANY

INDUSTRY

ADDRESS

POSTAL CODE COUNTRY



NAME

JOB TITLE



EMAIL


27 May 2015 900am - 1200pm



900am - 1200pm










1 2 3 4 5 6

1 2 3 4 5 6

1 2 3 4 5 6

1 2 3 4 5 6

1 2 3 4 5 6

1 2 3 4 5 6

1 2 3 4 5 6

1 2 3 4 5 6


































WHO SHOULD ATTEND


















WHO SHOULD ATTEND







PROGRAM











ORGANIZER

SINGAPORE






VENUE

PHILIPPINES

MALAYSIA

KOREA

CHINA

BRUNEI



Organized by

SINGAPORE

INDONESIA

HONG KONG




















USA

VIETNAM

THAILAND

TAIWAN

SRI LANKA

SOUTH AFRICA




















PAKISTAN AUSTRALIA

CHEQUE







ORGANIZER


CARD NUMBER




EXPIRY SIGNATURE


COMPANY

INDUSTRY

ADDRESS

POSTAL CODE COUNTRY



NAME

JOB TITLE



EMAIL


27 May 2015 900am - 1200pm



900am - 1200pm










1 2 3 4 5 6

1 2 3 4 5 6

1 2 3 4 5 6

1 2 3 4 5 6

1 2 3 4 5 6

1 2 3 4 5 6

1 2 3 4 5 6

1 2 3 4 5 6










PROGRAM











ORGANIZER

SINGAPORE






VENUE

PHILIPPINES

MALAYSIA

KOREA

CHINA

BRUNEI



Organized by

SINGAPORE

INDONESIA

HONG KONG




















USA

VIETNAM

THAILAND

TAIWAN

SRI LANKA

SOUTH AFRICA




















PAKISTAN AUSTRALIA

CHEQUE







ORGANIZER


CARD NUMBER




EXPIRY SIGNATURE


COMPANY

INDUSTRY

ADDRESS

POSTAL CODE COUNTRY



NAME

JOB TITLE



EMAIL


27 May 2015 900am - 1200pm



900am - 1200pm










1 2 3 4 5 6

1 2 3 4 5 6

1 2 3 4 5 6

1 2 3 4 5 6

1 2 3 4 5 6

1 2 3 4 5 6

1 2 3 4 5 6

1 2 3 4 5 6





PHILIPPINES

MALAYSIA

KOREA

CHINA

BRUNEI



Organized by

SINGAPORE

INDONESIA

HONG KONG




















USA

VIETNAM

THAILAND

TAIWAN

SRI LANKA

SOUTH AFRICA




















PAKISTAN AUSTRALIA

CHEQUE







ORGANIZER


CARD NUMBER




EXPIRY SIGNATURE


COMPANY

INDUSTRY

ADDRESS

POSTAL CODE COUNTRY



NAME

JOB TITLE



EMAIL


27 May 2015 900am - 1200pm



900am - 1200pm










1 2 3 4 5 6

1 2 3 4 5 6

1 2 3 4 5 6

1 2 3 4 5 6

1 2 3 4 5 6

1 2 3 4 5 6

1 2 3 4 5 6

1 2 3 4 5 6





CHEQUE







ORGANIZER


CARD NUMBER




EXPIRY SIGNATURE


COMPANY

INDUSTRY

ADDRESS

POSTAL CODE COUNTRY



NAME

JOB TITLE



EMAIL


27 May 2015 900am - 1200pm



900am - 1200pm










1 2 3 4 5 6

1 2 3 4 5 6

1 2 3 4 5 6

1 2 3 4 5 6

1 2 3 4 5 6

1 2 3 4 5 6

1 2 3 4 5 6

1 2 3 4 5 6





th dave ulrich asia forum - octagon · 13th dave ulrich asia forum 27, 28 & 29 may 2015...

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