Equipping HR professionals with global talent strategies: recruitment, induction, diversity, talent retention, HR tech. Hands-on, interactive workshop for effective workforce management.


If you wish to compete in the race for talents, your organization should be equipped to attract new skillful people to your organization but even more important it should be robust enough to keep your key performers and early potentials you have set plans for. As we all have experienced it, companies can hardly grow by changing and training new performers every year.

Now that companies have been encouraged to adopt a hybrid working arrangement and some of their employees continue to work remotely, it is fundamental that companies should know how to take care of their talents, no matter where they live or work.

However, have the companies really started to look after their workforce from a global (or even regional) perspective? What should be put in place to keep their talents within a global or regional organization? Does your company have the right culture and processes/platforms to take care of and continue to develop your talents no matter where they are? How does a global Talent strategy help your organization to achieve its objectives?

Course Details: 


• Learn to create a global/regional Talent strategy aligned with the organization’s objectives so you can continue to retain your talents and attract more.

• Overcome the retention’s challenges by thinking beyond the local market.

• Appreciate the benefits of taking a global approach in every step of your Talent strategy

• Learn how to assess the effectiveness of the new approach for the benefit of the whole organization.


1. Implementing at every step of your strategy a global culture that allows your talents to find opportunities to grow

• A Talent development mindset in a safe and encouraging environment

• An authentic Employee Value Proposition that supports your global environment

• It is not an HR objective: get your Talents to promote the global approach as well!


2. Global processes and policies to support your Talent Management approach

Global induction and integration: what can be done better during your induction to incorporate a global approach?

• Global recruitment and potential mobility across the organization: are you going beyond the traditional approach?

• The set up of a Global Talent and Development Committee: Why do we need to review the competencies, gaps, motivation, and the development plans at the global level? What opportunities can be created for the talents you wish to retain?

• Performance review: how can we consider a global approach when reviewing the local performance?

• Global outcome: what is it for the organization? Why does it make a difference?


3. Monitor the success of your Global Talent Strategy

Communicate the cost as the result of the Global Talent Management approach

• Engagement of the workforce: how can it be measured and how can it be translated into productive outcomes?

• Longer term growth: how does a global approach support long-term Business growth?

Who should attend

Senior HR Executives; HR Supervisors; Assistant HR Managers; HR Managers, HR Business Partners



• Presentation and discussion.

• Reflection and Debate in groups: What has your organization implemented globally? What are the positive outcomes? Any other area where your organization could take a global approach?

• Case Studies:
One key staff shares with you his intention to leave the company. What would be the next steps to retain her/him? One key competency/skill is missing in a local market to address the clients’ needs. What would be your approach to overcome this challenge?

• Role Play: From Manager’s perspective, HR perspective, employee’s perspective.


Benefits of Attending This Course

• At the end of this course, you will be able to bring to your organization new solutions to support a global Talent strategy and meet the Business’ overall objectives.


What questions does this training program provide answers to:

• What are the other ways my organization has not yet explored to retain our key people?

• Why is it so important to think and act globally?

• What difference will it make to our people should we adopt a global mindset?

• How can I convince my organization to think beyond the local market and the local team so we can retain our talents?

• What kind of Talent strategy can be implemented in my organization?


Mathias Cheung has more than 20 years of experience as a regional HR practitioner and specializes in compensation and benefits, global mobility, business partnering, regional talent management, employee engagement and change management. 

He has worked in various multinational companies and in different sectors such as specialty chemicals, education, insurance broking, animal health, pharmaceutical, and consultancy services. His span of responsibility and experience is spent in various regional and leadership roles across different regions in Asia Pacific, ANZ, South Africa, and Europe.

Mathias graduated with a Bachelor and a Master’s Degree in Laws. He also possesses a Post-Graduate Diploma in French and Chinese Management. He is a Global Remuneration Professional, a Certified IHRP-Senior Professional and has lived and worked in France, China, the UK and Singapore.

Administrative Details:

Scheduled Dates

• Date to be advised  (Face-to-Face)  (1st Run)

Duration / Venue

• One day

• 9 am to 5:30 pm

• Hotel seminar room


A Certificate of Attendance will be awarded at the end of the course.



• S$ 675.80 w/GST (S$620.00) for Community/Corporate

• S$ 708.50 w/GST (S$650.00) for Non-Subscribers


Grants/Subsidies/SkillsFuture Credit are not applicable.


• Coffee & tea with snacks during the morning and afternoon breaks

• Lunch will be provided

Past Participants:

Past Participants' Comments

Past Participant Organisations