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Rethinking HR for the Digital World – A Case-Based Approach
  • Overview
  • Objectives & Outline
  • Methodology
  • Participant Profile
  • Trainer
  • Overview
    Programme Details
    Date
    14 June 2023
    Time
    9:00 AM – 5:00 PM
    Venue
    Asian Banking School
    HRDC PROG NO
    10001254558
    The pandemic has clearly demonstrated the importance of the role of HR in organisation sustainability, digital transformation and creating an innovation culture. The quality of the organisation’s HR is a powerful strategic asset which is the necessary factor for the organisation’s adaptability, competitiveness, and value creation. Organisation digital transformation is not just about implementing more and better technologies but also agile work-life balance. By adopting a case-based approach, relevant cases are discussed to illustrate how HR may enhance organisation agility by empowering people through technologies, psychological safety, right hiring, talent management and agile leading. It involves aligning work behaviours, adopting agile leadership, rethinking business models, challenging the status quo, building resilience, embracing a growth mindset, collaboration with competitors, and putting people first.

    This 1-day programme examines the key roles that HR leaders can play in Digital Transformation, based on their organisational needs and aspirations: HR as an Innovator, HR as a Driver of Business and HR as a Change Agent.
    Learning Level
    Intermediate
    Programme Fees*

    AICB MEMBER

    MYR

    1,600

    / PAX

    NON-MEMBER

    MYR

    1,900

    / PAX

    *Subject to 6% Service Tax

  • Objectives & Outline
    LEARNING OBJECTIVES
    By the end of the programme, participants will be able to:
    • Define the role of an agile HRM to successfully bring about cultural and digital transformation by creating a safe place for employees to innovate, setting challenging goals, being empathetic and having resilience to fail fast and learn fast
    • Illustrate how poor strategic choices in HRM performance appraisal can harm an organisation’s reputation and ethical values
    • Explain how the digital revolution is having a significant impact on the future of work by creating new roles and demands for hiring new skills, including the need to adapt and accelerate upskilling/reskilling, fresh approach to learning and development and retaining the right talent
    • Examine the impact of technology on HR management practices and the future role of HR managers in aligning HR people strategy with sustainable business strategy
    PROGRAMME OUTLINE
    Module 1 examines the role of HRM and creating a culture of psychological safety in digital and cultural transformation. The module discusses how the DBS Bank in Singapore transformed from a ‘Damn Bloody Slow” bureaucratic government bank to become the top Digital Bank of Singapore for four consecutive years. The case examines how by first applying principle strategy and leadership thinking DBS management team successfully transform DBS.

    Module 2 examines how poor HRM performance appraisal strategies at Wells Fargo Bank, one of the biggest banks in the USA, resulted in employees opening fictitious accounts for customers without their knowledge to meet stringent sales targets. The bank had to deal with civil and criminal lawsuits and paid out over USD2.7 billion in fines and settlements. The module discusses the importance of ethics and managing conduct risk as an important imperative to be a successful bank today.

    Module 3 examines Santander Bank’s journey to transform HR. The reason for the change was because the current HR model and systems was not future ready. Santander Bank’s embarked on a journey to transform HR to deliver on the people, strategy, and priorities, ultimately accelerating the execution of the business strategy via a modern digital HR function.

    Module 4 examines the role of HR in rethinking the organisation’s business model. We will examine the case of Blockbuster which was the most profitable company in the world that was almost unchallenged until a small start-up called Netflix killed Blockbuster though innovation technology and building a culture of freedom and responsibility. We will look at the Netflix HR practices that took them from average to awesome.
  • Methodology
    Interactive group discussions, lectures, exercises, case studies and sharing of real-world experiences
  • Participant Profile

    Middle to senior level executives from HR and open to all divisions

  • Trainer

    DR PARAMSOTHY VIJAYAN

    Dr Vijay is the Director of Graduate Training & FSTEP, and Senior Consultant at the Asian Banking School. He started his career working in one of the big 8 Chartered Accountants and Management Consultancy firms in the UK. He has over 20 years of banking experience working in local and foreign banks up to a senior management level, ranging over a diverse range of disciplines.

    He is currently involved in structuring bespoke technical and soft skill programmes for banks. In addition, he is involved in the curriculum working committee for professional qualification programmes such as the Chartered Banker and Bank Risk Management. He is also a designated Chartered Banker trainer, bringing a fresh approach to self-directed learning using mind-mapping techniques, case studies and problem-based learning. Dr Vijay has published banking and finance related text books and journal articles internationally, including, “Success Factors for the Implementation of Entrepreneurial Knowledge Management in Malaysian Banks” (Journal of Information & Knowledge Management, 2013).
    Dr Vijay holds an Honours Degree in Accounting and Finance from Scotland, a Master of Science Degree in Multimedia Technology (Banking), a Doctor of Business Administration (Banking Strategy and Marketing) from Australia, and a Doctor of Philosophy (Knowledge Management in Banking) from Malaysia. He is also a Certified Training Professional (ARTDO).

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