During this workshop, participants will have a comprehensive overview and discuss hurdles, drivers and cost-effective ways to improve employee engagement
Research shows that organizations today must work hard to create a meaningful, humanistic work environment to drive engagement, performance, and a magnetic attraction in the market.
Companies with effectively engaged employees outperform competitions consistently across industries and geography and tend to get back on their feet faster after poor economic conditions subside.
But engagement is a two-way street. For it to succeed organizations must work to engage employees; in turn, employees have a choice about the level of engagement they offer employers.
During this one day workshop, participants will be equipped with a comprehensive overview of employee engagement and have the opportunity to consider and discuss about some hurdles, drivers and cost-effective ways to improve employee engagement.
• To appreciate the imperative of employee engagement as one business growth strategy.
• To understand what it is and what it is not.
• To identify different types of employee engagement.
• How does satisfaction influence employee engagement?
• Creating a culture of engagement.
• To look at some of the hurdles, the drivers and some cost-effective ways to improve employee engagement.
• HR practitioners.
• Line Managers who would like to explore innovative proactive ways in promoting employee engagement in their organization.
I. Employment engagement
• Economic contract and Psychological contract.
II. How do employees in Singapore fare in terms of job satisfaction among seven countries in Asia Pacific.
• Interesting survey results.
III. Impact of employee engagement and business performance
• How employee engagement drives growth.
IV. What is employee engagement and what it is not.
• Some fallacies about employee engagement.
• Engaged employees versus Satisfied employees.
V. Engagement Levels
• The Engaged Ambassador.
• The Disengaged Fence-sitter.
• The Actively Disengaged Terrorist.
VI. Case studies of why some companies are irresistible.
• Fortune's Top 100 Best Companies to Work For.
VII. Predicting key performance outcomes: if you don't measure, you can't manage.
• Solving the engagement equation of a two-way traffic: not "what should we do to engage employees?" but "what do employees need in order to be engaged?
• Measuring drivers that really matter to employee engagement and business performance
VIII. Culture and Leadership
• Superior Leadership produces higher return than superior talent.
• An immutable law of statistics: not all employees are talents.
• Superior leaders can make them achieve extraordinary things.
• Some key attributes of top-performing managers.
IX. Some suggestions for improving engagement and performance.
Chan Phak Sung has 20 years of experience in regional start-up and leadership Human Capital Development and Management function in Asia-Pacific for Global MNCs such as Canon, Dell Computer, Sony, Air Products and Chemicals, Informatics, etc. He has also had hands-on experience in business development, customer service, corporate training, consulting, M&A. He left Canon where he held three appointments: Regional HR Director; Regional Innovation & Productivity Supervising Director; and Regional Learning & Development Director.
Phak Sung is currently a management consultant helping companies to setup their HR functions and infrastructures; merge their policies and practices when they acquire companies; trouble shoot if they have organizational effectiveness issues; and design and deliver training or workshops such as cross-cultural communication, team building, strategic planning and change management, corporate governance and ethics, leadership skills etc.
He conducted a ten-day series of workshops for the Royal Bhutan Government's Ministries' Heads of HR in strategic planning, strategic staffing, and corporate governance. He was recently the keynote speaker in a forum on Human Capital Analytics in Manila organized by Assessment Analytics International. His topic was Measuring Human Capital Analytics for Business Growth.
Phak Sung lectured at a local institute in Strategic Planning and Change Management in the graduate diploma and diploma programs in Human Capital Management introducing the first ever Corporate Governance and Ethics program and was the only lecturer for this program. He also lectured on International Human Capital Management and Administrative Management for an Australian university's bachelor's degree programs. Phak Sung is currently one of the trainers for HRSINGAPORE's HR Certification Courses. Phak Sung holds a Bachelor of Arts (Hons) Economics from California State University, USA.
• 15 May 2018 - 4th Run
• One day
• 9 am to 5:30 pm
A Certificate of Attendance will be awarded at the end of the course.
• S$ 650 for Community
• S$ 680 for Non-Subscribers
• Skills Connect WDA Reference CRS-N-0026075.
• Skills Future Credit for Self-Sponsored Singaporeans aged 25 and above.
• UTAP Funding is available.
• Coffee & tea with snacks during the morning and afternoon breaks
• Buffet lunch with vegetarian & halal options
Past Participants' Comments
Past Participant Organisations
• COSL Drilling Pan-Pacific.
• DHI Water & Environment (S).
• Media Development Authority.
• National Arts Council, National Environment Agency.
• Oxley Otto.
• Republic Polytechnic, Rohde & Schwarz Asia.
• Sodexo Singapore, St Joseph's Home, StarHub.
• Tee Hai Chem, TPS Corporate Services, Transit Link.