1. Less than 30%* of organisations are reporting merely satisfactory continuity plans. Your organisation
should be focusing on its internal talent pool that will ultimately make inevitable changes in leadership
easier, cheaper and more efficient.
This congress seeks to examine the Career Planning and Succession Management challenges,
focusing on talent identification, development, retention and workforce planning best practices to
help future-proof your organisation in light of the impending greatest talent shortage ever expected.
Learning Objectives
Enhance the effectiveness of your business continuity plans
Identify blind spots in your succession planning initiatives
Customise career development to lock in high potential talent
Narrow the competency gap and reduce the impact of position vacancies
Increase clarity in workforce data for your critical forecasting needs
Career Planning Toolkit for 2015: Innovative Strategies for Stronger Talent Pipelines
• Integrating and Accelerating Your Talent Programmes
• Non-Monetary Rewards and Optimisation
• Keeping Leadership Teams Intact
• Predicting Talent Pipeline Shortages
MUST ATTEND for VPs, Directors, Heads
and Managers of: +PLUS!
Rebecca Port
HR Director -
Learning,
Leadership and
Organisational
Development
Allergan
Featured speakers:
Aparna Kumar
Regional Human
Resource Lead,
APAC
Monsanto
Appandairajan
Krishnakumar
Senior HR
Business
Partner, SEA
and SA
Mastercard
Lisa Duty
Head -
Communications,
Culture and
Engagement
Experian
Beng Cortes
Regional Head -
Talent and
Leadership
Development
Fonterra
Brands
Cecile Diversy
Vice President -
HR
Danone
Gen McKenzie
Senior Vice
President -
Human Capital
SliverNeedle
Hospitality
Save
$900
Early
Bird
Special
Only
S$895
+
GST*
Registerbefore
2
Sep
2014
Career Planning
Succession Management
&
Congress
*Putting the Success in Succession – PwC 2013
Peek into the Future: Interactive Roundtable Sessions
Julie Ong
Talent
Acquisition
Manager
ABB
23 September 2014 | Hilton Singapore

2. 9.45am -
10.30am
Enhance Your Organisational Ability to Identify and Develop Critical Talent
A short falling of many organisations is the inability to be consistent when identifying and developing the right
people for the right roles. This session will clarify how to:
• Avoid arbitrarily identifying successors by implementing a formal process
• Manage HiPo expectations to keep them content and in your talent pool
• Close the competency gap and reduce the impact of a position vacancy
Aparna Kumar
Regional Human Resource Lead, APAC
Monsanto
Aparna Kumar, is an established HR Business Partner, with significant years of focused experience in human capital management, in
multi-cultural dynamic work environments. Currently with Monsanto, Aparna takes the lead for the Human Resource Strategy for the Asia
Pacific region while also taking the lead for HR for the Supply Chain business across all of Asia. Prior to Monsanto, she garnered extensive
experience in the Supply Chain and IT industry’s – across strategic, regional, and operational HR.
11.00am -
11.45am
Increase HiPo Retention Rates Through Leadership Rotation
Real time accessibility of job openings and information make it easier for your talent and your competitors’
recruiters to find each other, leading to a potential organisational brain-drain.
In this session, you will:
• Discuss how to secure emotional buy-in from your HiPos through job rotations
• Create clear career paths yet allow talent to customise their development journey
• Fend off competitors who want your talent by developing a consistent method to identify and reward your
pivotal HiPos
Julie Ong
Talent Acquisition Manager
ABB
Julie Ong is the Talent Acquisition Manager at ABB Pte Ltd. ABB is a leading power and automation company, and one of the world’s
most globally and culturally diverse organisations. ABB operates in more than 100 countries and employs more than 1500 people in
Singapore. Julie joined ABB after her stint as Recruitment Team Lead at Schneider Electric. Her extensive experience covers the whole
spectrum of HR from Recruitment, Talent Management, Compensation and Benefits and Mobility during her roles as HR Director and HR
Managerinboththehightechandeducationindustry.Juliestronglybelievesthatpeoplearethemostimportantassetinanyorganisation.
Throughout her 10 years of experience as a HR practitioner, she has persisted in her personal belief that in order to help an organisation
succeed, she must first help the individual succeed. Julie has a Post Graduate in Marketing.
AGENDA: Tuesday, 23 September 2014
8.30am -
9.00am Registration and Coffee
9.00am -
9.45am
Back to Basics: Building, Implementing and Measuring an Effective Succession Management System
In this session:
• Clarify the strategic purpose of building an effective succession management system
• Learn to identify core competencies and build complimentary robust individual development plans
• Assess the organisation’s cultural climate and foster alignment for succession planning
• Explore best practices for managing talent pools and HiPos
Rebecca Port
HR Director - Learning, Leadership and Organisational Development
Allergan
10.30am -
11.00am Morning Refreshments and Networking Break
Career Planning &
Succession Management CONGRESS

3. Career Planning &
Succession Management CONGRESS
2.15pm -
3.00pm
Retaining and Reintegrating the Talent Who Lost the Succession Battle
Removing HiPos from the succession plan can foster active disengagement within your workforce. This session
will explore one of the most difficult aspects of succession planning – managing the disappointment as well as
reengagement and retention of HiPos who did not get chosen.
Cecile Diversy
Vice President - HR
Danone
For more than 20 years, Cecile Diversy has supported The Danone Group’s (The Group’s) globalization efforts by creating and
implementing strategic talent management programs for its various divisions operating in Asia Pacific, Europe and the United
States. In her current role, she is tasked with transforming the HR function in 11 Asian countries while improving the regional
HR team’s ability to anticipate and meet the hiring needs for the Group’s core businesses as they expand in hyper-growth
markets such as China and Indonesia, as well as for its new ventures in other territories.
11.45am
-12.30pm
Find Potential Successors Through Succession Metrics and Analytics
This session will:
• Examine the drivers for introducing analytics in succession planning
• Discuss potential barriers and roadblocks in the utilisation of succession metrics
• Explore effective foundational metrics for succession management
• Learn how to translate workforce measures into financial data
Beng Cortes
Regional Head - Talent and Leadership Development
Fonterra Brands
Beng is a passionate HR practitioner with over 20 years senior leadership experience gained from MNCs in both local and regional
levels. Strategic HR, talent management & development, employee engagement and business partnership are her key expertise
areas while leadership succession and all agenda that promotes the management of this key HR strategic risk are pivotal
business partnering remit.
12.30pm -
1.30pm Lunch and Networking Break
3.00pm -
3.30pm Afternoon Refreshments and Networking Break
1.30pm -
2.15pm
Driving the Succession Management Process: Why it is Not Just HR’s Job
Current business thinking places the career planning and succession management structures solely under the
HR team. This think tank will cover:
• Why such an arrangement can be detrimental to the organisation
• Why the executive leadership team should play a bigger part in this process
• How to get management buy-in, to ensure the succession ladder is intact
Appandairajan Krishnakumar
Senior HR Business Partner, SEA and SA
Mastercard
Rajan is currently the Senior HR Business Partner for MasterCard Asia Pacific based in Singapore and is responsible for
talent management, employee engagement, performance management, leadership development, employee relations, and
organization development for International Markets covering South East Asia, South Asia & AP Regional Headquarters.
Previous roles include HR Relationship Manager, Consumer Banking and Global Mobility Specialist based in Singapore and
Global Mobility Relationship Manager based in India with Standard Chartered Bank.

4. 3.30pm -
5.00pm
Interactive Roundtable Sessions
Career Planning Toolkit for 2015: Innovative Strategies for Stronger Talent Pipelines
Back by popular demand, the Interactive Roundtable Sessions are comprised of small-group, mutual-learning
discussions focused on a specific issue. Delegate groups will rotate every 20 minutes to address each topic moderated
by a subject-matter expert who will guide the debate and summarise the discussion at the end of the session.
5.00pm End of Congress
Career Planning &
Succession Management CONGRESS
Roundtable #1:
Integrating and Accelerating Your Talent
Programmes
The key to successful career planning and succession
management systems is integration with overall
business strategy
• Is the 70:20:10 model of learning still relevant?
How do we create space for HiPos to feel free to
fail?
• Balancing in-house training with external
providers – Should you develop leadership
accelerator capabilities in-house?
• Managing the morale of the rest of the workforce
who feel left out
Table Moderator:
Rebecca Port
HR Director - Learning, Leadership and
Organisational Development
Allergan
Roundtable #2:
Non-Monetary Rewards and Optimisation
The key to successful career planning and succession
management systems is integration with overall
business strategy
• Beyond financial incentives, what else should
you incorporate into your succession planning
process to ensure HiPo retention?
• Profiling your HiPos for the best role-fit and to
maximise engagement
• Unifying and integrating the employee lifecycle
management process with overall business
strategy
Table Moderator:
Lisa Duty
Head - Communications, Culture and
Engagement
Experian
Roundtable #3:
Keeping Leadership Teams Intact
Leadership teams who have been together for
a long time enjoy enhanced performance and
communication
• How to better identify silent “flight risks” in your
leadership team
• What can be done to avoid ‘stale’ thinking and
introduce fresh ideas into leadership teams that
have been operating together for a long time?
• Can strong leadership teams be used as an
effective retention tool?
Table Moderator:
Gen McKenzie
Senior Vice President - Human Capital
SilverNeedle Hospitality
Roundtable #4:
Predicting Talent Pipeline Shortages
Only 16%* of CEOs get workforce data that is robust
enough for their critical forecasting and planning
needs
• How do you measure qualitative metrics like
critical thinking and business acumen?
• How to best track and measure ROI on succession
activities?
• Is making managers accountable for survey
response rates and satisfaction levels likely to
produce biased results? How do you overcome
this?
Table Moderator:
Cecile Diversy
Vice President - HR
Danone
*Putting the Success in Succession – PwC 2013

5. How CPD Benefits Your Professional Development
Workforce performance - reflect on your
learnings and highlight gaps in your
knowledge
• A handy tool for appraisals – opportunities
for greater choice, employment mobility
and earning potential
• Cope positively with change by timely updating your
skill set
• Build confidence and credibility - see your progression
by tracking your learning
• Achieve your career goals by focusing on your training
and development
Participating Organisations:
Brought to you by the people & ideas at:
Registration includes: Presentations, luncheons,
networking sessions, refreshments and delegate packOrder Form
Career Planning & Succession Management Congress 2014
CONFERENCE DATE: 23 September 2014
VENUE: Hilton Hotel Singapore
Email: cliff@hrmasia.com.sg
Telephone: (65) 6423 4631
Fax: (65) 6423 4632
Website: www.hrmcongress.com
Attendee Details Please photocopy this form to register more delegates
60% Cash Back on all HRM Congresses
The Productivity Innovation Credit (PIC) Scheme offers
Singapore registered companies 60% cash back on all
HRM Congresses. Or a 400% tax deduction instead,
the choice is yours.
Conference Rates
Please reserve ______________ seat(s)
* Not applicable to Service Providers / Vendors / Consultants - Please contact us for more information
Early Bird Special
For registration and payment received by 2 September
Full Conference Fee
For registration and payment received after 2 September
S$895 + GST* S$1,795 + GST*
10% off for group booking of 3 delegates and above
Name
Position
Email Telephone
1
2
Name
Position
Email Telephone
Name
Position
Email Telephone
Contact: Cliff Neo
3
CODE:WEB
Total amount payable:
Credit Card Number:
Expiry Date: /
Name On Card:
Cheque: Enclosed is our cheque for S$
payable to HRM Asia Pte Ltd., and mailed to
121 Telok Ayer Street, #02-01, Singapore 068590
Upon Invoice
Credit Card:
I authorize HRM Asia to debit my:
VISA MASTER CARD AMEX
Methods of Payments
Company
Main Contact
Billing Address
Tel
Email
Billing Details
The organisers reserve the right in unforeseen circumstances to
change the content of any published particulars without liability.
Payment must be received prior to the event. All cancellations
must be received in writing 28 days prior to the event or 100%
cancellation fee applies. In the event that a registered attendee
fails to attend, 100% of the event fee remains due. Substitute
delegate(s) are welcome with 10 working days prior notice.
Terms & Conditions
Signature / Date
Data Protection
The personal information entered during your registration/order, or provided by you, will be held on a
database and may be shared. Occasionally, your details may be obtained from or shared with external
companies who wish to communicate with you offers related to your business activities. If you do
not wish your details to be used for this purpose, please contact our database department at email:
info@hrmasia.com.sg, Tel: +65 6423 4631 or Fax: +65 6423 4632
Career Planning &
Succession Management CONGRESS