Course Facilitator: 11th - 12th May 2015 InterContinental, Kuala Lumpur, Malaysia. Testimonials:

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1 Acquiring and Developing Talent Management skills for recruiting the best people Learn how to define talent needs, gain best practices for acquiring the right talent and understanding how to take full advantage of the recruitment process 11th - 12th May 2015 InterContinental, Kuala Lumpur, Malaysia Course Facilitator: Richard Batchelor MMgt BSc MACMP MSHRM PII Pg/fMP CIM ACC President Capillary Consulting Inc. President Association of Change Management Professionals Toronto Chapter Contributing Writer for Boost Your Work Performance by Stefan Grafe Co-Author of: Shaping your Organizational Culture (to be published late 2015) Partial List of Articles Written: A brief History of Human Resources The perils and pitfalls of transforming Human Resources Organizational Effectiveness and Human Resources Leading Human Resources and Change The Benefits of Change Agent Networks The need for competencies in talent management How to interview on Skype What does a merger or acquisition mean for HR Experience or Qualifications which is more important? How acquiring tech talent differs from non tech Six simple rules for an effective resume FREE TAKEAWAYs!! Vacancy Awareness Campaign Template How to optimize Social Media and Technology Recruiting and Retaining Gen Y & Millennials Making the Right Decision tips and tricks for validating and interviewing for successful talent Testimonials: Richard has helped enormously in fl eshing out and clarifying issues with our staffi ng models. We would highly recommend Richard, and will defi nitely be in touch again. ~ VP Staff Development, HI Group, USA Richard is extremely helpful. He is very knowledgeable in all aspects of human resources and clarifi ed all questions I asked of him, explaining each aspect of the work ahead to develop our HR department ~ Managing Director, Remedy One, Australia & USA Richard is an enthusiastic workshop lead, engaging, encouraging and gracious with his own experiences to the benefi t of attendees. ~ Director Learning and Development PEPSICO, Canada. I had a very good experience working with Richard Batchelor on our new organizational structure. He also was great in following up and spending time to make sure I understood what he had put together, to defi ne staffi ng needs, rewards and roles in the new company. I defi nitely recommend him to others! ~ Co-Owner ibridge Learning, Hong Kong, Japan & Korea Richard helped us to understand the succession planning needs for our business and worked with us to educate and plan the staff needs for the future ~ Managing Director Huisman China Capitalise on the expert knowledge to gain maximum value on these vital issues: UNDERSTAND how to identify the vacancy needs of your organizations MAXIMIZE the use of technology and Social Media to successfully recruit the right people DISCOVER the benefi ts of planned vacancy campaigns LEARN how to conduct impactful and insightful interviews APPRECIATE the differences in approach to recruitment for new and past generations EXPERIENCE the opportunity to plan and prepare effective recruitment campaigns DEVELOP a broader skillset for successful recruitment and talent acquisition UNI training courses are thoroughly researched and carefully structured to provide practical and exclusive training applicable to your organisation. Benefi ts include: Thorough and customised programmes to address current market concerns Illustrations of real life case studies Comprehensive course documentation Strictly limited numbers Proudly Organised by:

2 Workshop Overview The 2 day workshop will take you on a journey through the fundamentals of talent acquisition, exploring key techniques to optimize its success, learning tips and tricks of the trade for job advertising, candidate selection, recruitment tools and a range of other techniques for successful hiring. Exploring the benefits of social media and technological development, the workshop will also review the impact of generational shift within the talent pool and the modern worlds move to new jobs and career choices. DAY 1 11th May 2015 DAY 2 12th May 2015 Determining recruitment needs and how to use new technologies and innovative methods to socialize jobs that need to be fi lled. EFFECTIVE STAFFING Examining the ever changing workforce Metric Management Managerial responsibility The Role of HR Developing the best strategy to fi ll a gap in the workforce for short and long term needs Managing leadership expectations Vacancy timing Multiple vacancy management Agreeing to recruit for a vacancy VACANCY AWARENESS CAMPAIGNS Internal versus external awareness Keeping the process fair - avoiding nepotism and favoritism Planning the approach to socializing vacancies Who to attract Where to advertise What to say and what not to say Managing the speed of responses Administering a campaign CASE STUDY & PRACTICAL EXERCISE 1: SERVICE INDUSTRY STAFF PLANNING FOR NEW LOCATIONS In syndicate groups Identify a typical list of vacancies that will need to be fi lled (some overview information will be provided to assist) Identify a matrix campaign for recruiting individuals using different avenues for recruiting each of the identifi ed job types Draft a series of job advertisements to be used in the campaign, identifying where and when each will be used. Case Study: An actual hotel chain expanding to a new location and filling vacancies Discuss their actions Compare their results and review what they did different or the same as our proposal THE USE OF TECHNOLOGY IN RECRUITMENT A brief history of the change in recruitment process Overview of available technologies Types of systems Recruiters and in house technologies How the internet has changed recruitment Case Study: Government Hiring from 1970 s compared to 2010 s Costs, timing and success Determining the best person for the job, validating their capability and considering how the future evolution of recruitment will change what we know now. SCREENING AND SELECTING CANDIDATES FOR INTERVIEW Application Forms, Resumes and CVs how to use each for the best result How to screen applicants, quickly but effectively See how to create a quick scoring grid Learn how to fast read a resume or cv Practical Exercise: Screening 5 example job applications Review the job advert Identify key components to mark against Rank the applicants from best to worst Undertake all this in 15 minutes. INTERVIEWING TECHNIQUES Best practice structuring for interviews Fact Finding through the interview process Techniques to help you ask the right questions of a candidate Validation rules and risks Expanding on Experience Competency Based interviewing Types of Questions Analyzing responses Case Study: An international bank the way it structures and undertakes interviews. Introducing new technology, modifying their approach to assessment of candidates, selection and interviews, to get greater success in fi lling vacancies. PRACTICAL EXERCISE 2: INTERVIEW TECHNIQUES In groups of 3 or 4 develop a series of fact fi nding and competency based interview questions Determine what you are looking for in your answers and how you will assess responses Practice asking questions, scoring and have observers to give additional feedback HOW TO USE OTHER ASSESSMENT TOOLS IN RECRUITMENT Personality and behavioral based testing criteria Assessment center development, benefi ts and challenges Examinations, written tests and practical test used to determine capability and knowledge base Professional accreditations and certifi cations for specialist and professional positions

3 Case Study: A FMCG business modernizes its approach to assessing professional, specialist and required accreditations for new hires and existing employees THE FUTURE OF RECRUITMENT How technology advances are helping to understand how to best market vacancies Measuring success and metrics that mean something for recruitment Generational changes and perceptions are moving people away from careers to a series of jobs Fitting the job to the person or the person to the job, as the talent pool drains we will need to be more creative in the future approach to vacancy fi lling Succession planning, Workforce Management and Organizational Development are key to the future success of recruitment planning, candidate attraction and employee sustainment WHO SHOULD ATTEND CPO, VPs, Directors, Heads of Departments, Executives, Managers, and Leaders of: Human Resource Talent Management Talent Acquisition Recruitment Staffi ng and Team Development Workforce Management Career Development Organizational Development Performance Management Personnel Management Business Development Coaching As well as line managers, recruitment managers, and senior managers involved in the hiring process. WHY YOU CANNOT MISS THIS EVENT Program Schedule (Day 1 - Day 2) 08:30 Registration 09:00 Morning Session Begins 10:40-11:00 Refreshments & Networking Break 12:45 Luncheon 14:00 Afternoon Session begins 15:30-15:50 Refreshments & Networking Break 17:00 Course Ends You will learn how to create the most effective recruitment strategies, embracing technological and social media use, appreciating generational shifts within the workplace, and understanding the adoption of competency and behavioural based interviewing. In-House Training Cost effective In-house courses, tailored specifi cally to your organisation s needs, can be arranged at your preferred location and time. If you would like to discuss further, please contact our In-house division at [email protected]. PRE-COURSE QUESTIONNAIRE To ensure that you gain maximum value from this course, a detailed questionnaire will be forwarded to you upon registration to establish your exact training needs and issues of concern. Your completed questionnaire will be analysed by the course trainer prior to the event and addressed during the event. You will receive a comprehensive set of course documentation to enable you to digest the subject matter in your own time. Productivity and Innovation Credit (PIC) Scheme All business in Singapore can enjoy up to 400% tax deduction for external training* provided by UNI Strategic Pte Ltd for up to $ 400,000 for year of assessment You can enjoy up to 68% of tax savings from attending our trainings which means you only need to pay 1/3 of the course fees Alternatively, businesses can opt for a non-taxable cash payout option of 60% of up to $100,000 for year of assessment 2015 meaning up to a maximum of $60,000 * This includes both trainings in Singapore and overseas * Both local and foreign employees are eligible * Course fees only PIC Bonus (as announced in Budget 2013) On top of the existing 400% tax deductions/allowances and/or 60% cash payout ( PIC cash payout ) under the PIC scheme, the PIC Bonus gives businesses a dollar-for-dollar matching cash bonus for YAs 2013 to 2015, subject to an overall cap of $15,000 for all 3 YAs combined. Businesses must incur at least $5,000 in PIC-qualifying expenditure during the basis period for the YA in which a PIC Bonus is claimed. The PIC Bonus is taxable. Please refer to aspx?id=14566 for more info

4 ABOUT YOUR COURSE FACILITATOR Richard Batchelor has worked in people focused roles for over 20 years. As a direct manager, senior leader and independent consultant, he has worked to optimize the benefi ts of many organizations by maximizing the potential of their people. An accredited coach, HR and Change management professional, Richard has worked with many public and private organizations to develop and implement their people strategies. Leading and facilitating many workshops across a broad range of subject areas, he excels at connecting with his audience to ensure their clear understanding and buy-in to the message he is providing. Well respected within the change management community and equally at home in technology, people or processes, he exemplifi es a broad skill set to benefi t others through knowledge sharing and experiential transfer. Richard is a certified psychotherapist and counsellor and has worked on an individual level with many clients to develop career and business paths, working with them to highlight their potential for potential employers and clients. Having been on both sides of the recruitment experience his ability to understand both the need and the opportunity of successful recruitment have brought him significant success in developing human resources practices and policies. As a successful change management professional, Richard prides himself on his successful HR transformation projects. He has reimagined a number of business entities to create future proof practice, fl exible structures and policies that integrate a range of best practices within talent management, organizational development and workforce planning. With such a broad portfolio of skills to his name, he is often called upon to speak at conferences, workshop and seminars providing an engaging opportunity for the audience to experience his knowledge sharing and aptitude for learning transfer. He is the current president of the Toronto Chapter of the Association of Change Management Professionals and is completing work in support of his upcoming publication on organizational culture. Partial list of companies that have benefi ted from Richard s Expertise: PEPSICO Bank of Montreal Royal Bank Huisman Walmart JW Marriott Goodman Industries ibridge Learning SAP Securicor Services Chartered Institute of Personnel and Development (CIPD) Organizational Development Network Project Management Institute (PMI) Chartered Management Institute (CMI) Human Resources Professional Association (HRPA) Driver & Vehicle Licensing Agency, Swansea, UK HM Revenue & Customs, Lincoln, UK Region of Peel, Canada Government of Ontario University of Toronto York University Ryerson University, Toronto

5 Acquiring and Developing Talent Management skills for recruiting the best people Sales Contract Please complete this form immediately and fax back to Marketing: DELEGATES DETAILS Name: *Company Details Organisation: Address: Town: State: Postcode: Tel: ( ) Fax: ( ) Nature of Business: Company Size: *Finance Department Contact Details Venue and Date InterContinental, Kuala Lumpur, Malaysia Workshop 11th - 12th May 2015 Early Bird (Book & Pay Before 11/04/2015) SGD 2,195 per delegate Normal Rate (Book & Pay After 11/04/2015) SGD 2,495 per delegate SGD 2,295 per delegate if 2 or more delegates sign up Fee inclusive of course documentation, luncheons, refreshments and 15% services charge. The above amount payable is net withholding taxes or any other taxes, if any. Registration and Enquiries UNI Strategic (Malaysia) Sdn Bhd Menara Bank Islam, 30th Floor, No.22, Jalan Perak, Kuala Lumpur, Malaysia Contact Boon Hui Ang (SGA 01012) Direct Line: General Line: General Fax: [email protected] Payment Method Credit Card: Please debit my VISA MASTERCARD Card Holder s Name: Card Number: Security Code: Signature: Expiry Date: / mth year Contact Number: Hotel Accommodation *Authorisation Signatory must be authorised to sign on behalf of contracting organisation. Signature: Date: / / This sales contract is invalid without signature & company stamp *Mandatory fi eld Accommodation is not included in the training fee. To make a reservation for accommodation at the training venue, please contact the respective hotel. InterContinental, Kuala Lumpur, Malaysia 165 Jalan Ampang Kuala Lumpur. Tel : Fax : Website : Event Code: SGT 2576 Cancellations/Substitutions If you are unable to attend, a substitute delegate is always welcome at no additional charge. All bookings carry a 50% liability immediately after a fully completed sales contract has been received by the UNI offi ce. Please note that a written notice of the cancellation must be received via mail or fax 3 weeks prior to the event date in order to obtain the balance of the event fee as a credit to be applied against another UNI conference, summit or training course. All fees are inclusive of an 15% service charge, which is completely non-refundable and non-creditable. Cancellation of any event with less than 3 weeks notice prior to the event date carry a 100% liability, however the delegate will still be entitled to a complete set of course documentation. Payment must be made within 5 working days upon registration and in agreement, UNI will not be able to mitigate its losses for less than 50% of the contract value in case of dispute with the client or cancellation of this contract by any one party. UNI reserves the right to cancel or make any other changes to the content and timing of the events or speakers for reasons beyond its control. If for any reason UNI decide to amend these conferences, summits or training courses, UNI is not responsible for covering airfare, hotel or other costs incurred by registrants. In the event that UNI cancel the event, UNI reserves the right to transfer this booking to another event or to provide a credit of an equivalent amount to another event to be held within the following twelve months. INDEMNITY: Should for any reason outside the control of UNI, the venue or speakers change, or the event be cancelled due to an act of terrorism, extreme weather conditions or industrial action, UNI shall endeavour to reschedule but the client hereby indemnifies and holds UNI harmless from and against any and all costs, damages and expenses, including attorney fees, which are incurred by the client. The construction, validity and performance of this Agreement shall be governed in all respects by the laws of Singapore to the exclusive jurisdiction of whose Courts the Parties hereby agree to summit.