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Asia HR Leaders Forum - Roffey Park Institute - May 6th 2015

  1. Programme 8.30 Registration 9.00 Singapore Management Agenda 2015 Michael Jenkins, Chief Executive, Roffey Park Saradevi, Researcher, Roffey Park 9.30 Key organisational challenges in today’s workplace 10.10 Diving deeper into the top five organisational challenges 11.05 Coffee Break 11.20 Taking action – Open discussion and analysis 11.40 Keynote Speaker: Stephen Jagger, Payroll Hero How to power up to create an amazing work environment: the secret to not ignoring HR technology 12.30 Networking lunch 13.45 Closing remarks
  2. Michael Jenkins and Saradevi May 2015 THE SINGAPORE MANAGEMENT AGENDA
  3. KEY FINDINGS Organisational challenges People challenges Working life
  5. Productivity in Singapore is going to flat-line Forecasts Q1/15 Q2/15 Q3/15 Q4/15 2020 2030 2050 Unit Singapore Productivity 111 103 94.59 100 104 104 104 Index Points “Singapore Productivity Forecasts are projected using an autoregressive integrated moving average (ARIMA) model calibrated using our analysts’ expectations. We model the past behaviour of Singapore productivity using vast amounts of historical data and we adjust the coefficients of the econometric model by taking into account our analysts’ assessments and future expectations. This forecast for Singapore was for Saturday, March 28, 2015”. With thanks
  6. In his May Day message, the Manpower Minister Tan Chuan-Jin said: “The labour market is, and will remain, tight as our local labour force growth slows down towards the end of this decade…These trends point towards a future which demands that we grow our economy with fewer workers and higher productivity”. From: The Straits Times, Wednesday 29 April 2015 Productivity is crucial to Singapore’s future
  7. In his May Day message, PM Lee Hsien-loong said that Singapore must push ahead with productivity and innovation or risk compromising wage growth: “Wages have been rising in the tight labour market, but this is not sustainable. If productivity continues to stagnate, after a while so will wages, which may even fall back”. From: The Straits Times, 1 May 2015 Top of the News on 1 May 2015
  8. Working long hours does not improve performance and productivity
  9. Are we working hard but not smart? 0% 10% 20% 30% 40% 50% 60% Excessive paperwork and administrative details Unproductive meetings that are too long and do not achieve much Lack of clear goals Organisational Politics Heavy workload which leads to burnout Inadequate communication between staff Bureaucracy Inadequate resources and training to do the job Poor attitude of employees (ie: Distracted by their handphones, Facebook, taking long coffee and lunch… Email overload Person-job mismatch Open-plan offices What do you see as the barriers to greater productivity in your organisation?
  10. Talent and Productivity In Singaporean SMEs
  11. Workplace stress is rising – how can we develop resilience in our organisations?
  12. Innovation: Engaging hearts and minds are key 0% 10% 20% 30% 40% 50% 60% 70% 80% People's mindsetsLack of time, energy and resources to devote to innovation Organisational culture Organisational structure 'Kiasu' syndrome (Fear of failure, of 'losing out', or making mistakes) Confucian cultural values What are the barriers to innovation in your organisation? Base size (n) = 293
  13. Base size (n) = 189 RECRUITMENT AND RETENTION DOMINATE CURRENT PEOPLE CHALLENGES Recruiting the right staff Retention of key employees Employee engagement and morale Managing employee expectations Career development Changing the mindset of employees Increasing workforce productivity Developing strategic thinking in leaders Developing emotionally intelligent leaders Succession planning Encouraging innovation Managing the expectations of Gen Y… Performance management Managing a multi-generational workforce Encouraging flexible working Working across cultures Increasing workplace diversity Succession planning is the top people challenge in five years’ time
  14. Talent programmes not delivering HR managers report their organisation’s talent programme is successful Most talent programmes focused on future leaders – should we be turning attention to other more technical, but equally valued staff?
  15. Talent Dilemmas
  16. Employees are less clear on their manager’s ability to articulate a strategic vision
  17. If leaders do not model organisational values - how can they engage their teams?
  18. Present Leaders Are The Only Ones We Follow Wholeheartedly
  19. Greater flexibility at work is desired
  20. Top barriers to flexible working 0% 5% 10% 15% 20% 25% 30% 35% 40% 45% 50% Lack of trust between employer and employee A 'face-time' culture Abuse of policies Excessive workload Manager scepticism Fear of loss of productivity Perceived difficulty with supervision of employees on… Fear of being perceived as less serious about one's… Fear of negative career consequences (ie: termination,… Lack of appropriate IT equipment and infrastructure Fear of colleagues' resentment Costs of policies that facilitate flexible working (ie:… Unaware of flexi-work policies Costs of setting up IT equipment There are no barriers Don't know Base size (n) = 294
  21. Facilitated table discussion
  22. Questions