SESSION ONE / HR TRANSFORMATION
Redefining the role of HR to drive future business values
Facing with a more competitive market, numbers of companies have already taken a further step in restructuring their HR to remain effective
and meet new challenges. This session focuses on HR's role as a business partner and how recruiting work can be fully involved in this
situation.
Examining the business proposition inside and outside and why HR people today need to act like business managers
What are the opportunities and barriers in HR transformation
How HR people can learn business and effectively involve into the corporate future development
0945
SESSION TWO / STAFFING PLANNING
Building an effective talent acquisition planning model to meet with organizational needs and sustain the long term business
success
As companies react to market changes and business pressures, HR people need to ensure they have the right talent to drive business forward.
An effective recruitment strategy is based on the forecasting of company's talent needs and required to be business oriented.
Developing an effective talent acquisition planning model
How to do the staff planning for 3-5 year development
Aligning talent acquisition and development strategy with long term business strategy
1030
Morning refreshments & networking break
1100
SESSION THREE / UNIVERSITY TALENT POOL
Examining the university talent pool and working with high education institutions to get early preparation in talent acquisition
A shortage of candidates with the right skills, talents and abilities is widely seen as one of the key problems corporations are facing today.
Many companies are looking for new partnership with universities either by developing training and internship program or promoting the
company via various university activities to get early preparation.
Examining the talent requirements and targeting the right education provider
Developing a partnership with education institutions and designing an effective campus recruiting program
Smoothing and strengthening the communication channels between the universities and corporations
1145
SESSION FOUR / PANEL DISCUSSION
Seeking a solution to reduce the competency gap between the fresh graduates and corporate world requirements
The number of fresh graduates is increasing every year, estimated at 5,590,000 in 2008, meanwhile companies are complaining about the
limited number of qualified candidates. Join this session with fresh graduates suppliers to discuss how corporations and universities can work
together to minimize the mismatch between what schools are producing and what companies need.
1230
Luncheon
PM
1400
SESSION FIVE / EMPLOYER BRANDING
Leveraging employer brand to empower your recruiting and retention
Companies today fiercely battle for the candidates with the right skill and talent. One way companies are competing is by building and
reinforcing a strong employer brand in helping to arouse the interest level of its targeted employee base. This session will enlighten us on how
the employer brand could be fully utilized not only to attract potential employees but also to retain current employees.
Developing an integrated approach to building up and maintain good branding
Tailoring your message for your career customers
How to ensure employment value proposition in attracting and retaining employees
1445
SESSION SIX / RECRUITMENT MARKETING
Empowering the recruitment plan with marketing strategy to succeed in a competitive recruiting environment
Marketing plan is no longer the business for marketing and sales department. With the changing landscape of recruiting, HR professionals
today can no longer rely on the same hiring tools and strategy to attract talent. Instead, they have to evolve the hiring strategies and integrate
the marketing tools to the hiring plan in order to reach the right audience with the right message and thus win the battle for talent.
Examining how diversity candidates evaluate employers and what activities are best at attracting these candidates
Structuring an effective overall recruitment marketing plan
Managing the marketing plan in different local talent market
1530
Afternoon refreshments & networking break
1600
SESSION SEVEN / TALENT RECRUITING: THE BEST PRACTICE
Succeeding in hiring top talents by identifying the internal resources to create a unique experience for potential employees
Winning the battle for talent is much more than promoting the company image. Companies now become aware of using the internal resources,
such as advanced products, unique company culture to attract talents. This session brings you with Freescale's experience in targeting talents
by developing a competitive advantage in recruiting.
Identifying company's internal key resources
Differentiating the recruiting strategy
1645
SESSION EIGHT / PANEL DISCUSSION
Seeking for diversified hiring channels and developing effective strategies for talent acquisition
The traditional recruiting channels and strategies have been used over and over. In fact, more companies are looking for creative ways and
better solutions for hiring. This session will bring our panelists' point of views regarding how to drive a focused, efficient recruitment strategy
through a variety of channels.
1730
Closing remarks from chairman and end of Day One
DAY TWO: July 18 2008, Friday
AM
0830
Registration
0850
Opening address from the chairman
0900
SESSION ONE / TALENT SELECTION
Hire and Keep the Fittest – "Talent" is defined by a company's strategy, culture, values and the environment
Talent is a broad term and talent employees vary in their motivation, needs, competencies and growth potential. Talent attraction goes hand in
hand with talent retention. An employee who mostly fits a job may not be the most talented. Employers should make efforts in understanding
what takes a talent to join, stay, contribute and grow with the company, and hiring and keeping the fittest.
Knowing the company's needs and wants before a hiring process or retention program starts.
Indentifying what the company wants to accomplish, how to accomplish them and the environment in which the company operates.
0940
SESSION TWO / TALENT SELECTION EFFICIENCY
Enhancing the quality and accelerating the speed of talent selection by optimizing the recruitment process
In this session, you may learn how the speaker's company is taking effort to perfect hiring system and process to obtain the best result.
Working with other business units to shorten the hiring period.
How to choose the selection tools and measure its effectiveness
Guaranteeing the "culturally fit" between the candidates and your organization to retain the best new talent from Day 0ne
1020
Morning refreshments & networking break
1050
SESSION THREE / TECHNICAL PROFESSIONALS HIRING
Technical professionals hiring: taking on the challenge of limited talent source to guarantee the business continuity
Technical professionals with high-level job skills and working experiences are always the potential candidates manufacturing companies are
looking for. During this session, it illuminates you how Shanghai Volkswagen is hiring and developing technical professionals.
Selection: Customizing a competence model
Development: Practice then progress
Retention: Integrated encouragement
1130
SESSION FOUR / VENDOR MANAGEMENT
Establishing a "win-win" partnership with HR vendor companies to enhance the hiring outcomes
Recruitment process is often involved with external suppliers. Many organizations find that the quality and consistency of services provided by
vendors vary considerably. To obtaining consistency in supply and achieving quality outcomes requires the reliable partnership between your
company and external recruitment vendors.
Identifying the most qualified recruitment agency according to your company recruitment plan
Improving quality and consistency of service through closer supply management
Fostering a continuous improvement relationship to achieve cost savings and increased return on investment
1200
SESSION FIVE / PANEL DISCUSSION
Dialogue with external recruitment agencies to create a better partnership
There are troubles and distributes when company HRs are working with external recruitment professionals. With the increasing service prices
and numerous numbers of suppliers, it is necessary for both parties to sit down together and find out a solution that how they can strengthen
the partnership between and smoothen the communication channels to ensure the best results.
1240
Luncheon
PM
1400
SESSION SIX / STAFFING MANAGEMENT-ONBOARDING EFFICIENCY
Planning and implementing an effective and engaging onboarding program to make a positive impact on employee retention
Onboarding program is regarded as the bridge from recruitment to engagement. In this session, you will learn an effective approach to new
employee orientation and how HR can help new talents to meet the expectations of their work units and departments.
Identifying key components of the onboarding process
Planning and organizing more effective onboarding program
Immersing new hires in company culture, building relationships across teams and instilling company values
Building a strong partnership between HR department and new hires working units in helping new employees to meet with the high work expectation
1445
SESSION SEVEN / STAFFING MANAGEMENT - HIGH POTENTIAL EMPLOYEE DEVELOPMENT
Identifying the high potential employee and generating a long term employee development program to enhance the employee
satisfaction and business growth
Employee is the most important internal customer that HR department is servicing. It is overwhelmingly agreed that the smoothing
communication and systemic employee management plan is crucial to attract and retain talents. In this session, you will learn how speaker's
company identifies high potential employees and help them for a longer development.
Finding the high potential employees
Building up an employee tracking system
The career development and retention of high potential employees
1530
Afternoon refreshments & networking break
1600
SESSION EIGHT / INTERNAL SOURCING
Enlarging your talent pool and encouraging everyone being the hiring manager by running a successful internal referral system
Increasingly, companies are capitalizing from the relationships and knowledge of their existing workforce to identify and recruit new talent. An
effective referral program is understood as an integrated part of the way organization recruits. This session will enlighten you how an employee
referral program can be facilitated expertly by the right structure and effective methods to increase the quality of hiring meanwhile avoid the nepotism.
Designing an referral program aligned with the corporation's long term staffing plan
Equally treating the "referrals" and "walk ins"
Avoiding the risk of nepotism
Motivating the entire employee base and peaking your performance by encouraging everyone being a hiring manager
1645
SESSION NINE / OPEN FORUM
HR's challenge under the regulation of new Labor Contract Law
The new Labor Contract Law, which changes the landscape of recruiting and staffing, has been in practice for half a year. Join this panel to
discuss your thoughts and experience in seeking out a better solution that how companies can balance the benefits of you and your employee
under the regulation of new labor law.
