The Progress of HR Policies in Southeast Asia in the Past Decade and Looking Forward
Saturday 21 March 2015, 1630 – 1830, Auditorium 1
Michelle LEE Chin Chin
Michelle LEE Chin Chin
Human capital is seen as the asset of the organisations. Growth is accelerating in developing countries, especially in the Southeast Asian region, with more capital inflow seen and businesses growing rapidly. While countries are moving forward with their medium term development plan (Eg. high income nation, developed nation), and organisations being aligned with the development, the drives of such development is human capital. The backbone to managing human capital is through Human Resource (HR) policies. Thus, HR policies become an area where attention has to be placed on. Holding on a traditional approach of managing people in these countries, the discussion will see how HR policies have changed over the years, in accommodating to the medium term development plans of the nation. Human Resource Departments will first be reviewed in their role in managing workers in an organisation, the HR policies implemented will then be discussed. In addition to its changes in policies, the discussion will review as to how such policies are implemented and whether it is aligned to the culture of the people. What then will become the main theme in crafting HR policies? Will it be organisational-focused or worker-focused? More importantly, with the rapid changing, highly uncertain environment, how do organisations cater to specific workforce, such as aging workers, contract based workers, and blue collar workers. And while specific workforce will be addressed, women issues in the implementation of HR policies will also be reviewed, as growing number of workforce anticipates higher percentage of women in the workplace. In the midst of trying to unfold an organisation to reach a higher ground, the discussion will also look into where is the line drawn between what is the basic practices in which the organisation provide to the workers, and the extra miles which the organisation can take. And if the extra practices taken make any differences, at all, to the organisation or workers or both. Finally, the roundtable focus on the future outlook in HR policies and implementation in ensuring long term sustainable growth for the organisation as well as the nations. This discussion provides an interactive platform for well-rounded panellists to discuss on these HR policies.
- Nagiah Ramasamy (Sunway University) firstname.lastname@example.org
Dr. Nagiah holds a PhD (HRM) (UPM), an MA (HRM) (Humberside, UK), and PG Certificate in Academic Practice (Lancaster, UK). He is a Fellow of both the Chartered Management Institute (UK) and the Higher Education Academy (UK). He is also an Exco Member of the Malaysian Society of Labour and Social Security Law (MSLSSL). Dr Nagiah, who has varied work experiences spanning more than 30 years, in both the manufacturing and education sectors, has strong research interest in the field of employment relations.
- Vernon Christopher Fernandez (Edify Hospitality & Orient Adventures) email@example.com
Vernon C Fernandez has 24 years’ experience in the hospitality industry with 18 years specialization of training and human resources. He has been extensively involved in the design, development and training of modules in the area of attitude, behavior and performance. He is a NLP master practitioner, Time Line Therapy master practitioner and coach.
- Christopher Raj (Shangri-la Hotel and Resorts Malaysia) firstname.lastname@example.org
Raj holds Bachelor’s Degree in science with a Postgraduate Diploma in Human Resources Management and Industrial Relations. Been in the Hotel Industry for more than 32 years taking care of all aspects of Human Resources operation. Currently, he is the area director of human resources-industrial relations for Shangri-La Hotel and Resorts, Malaysia. He also oversees Industrial Relations operations of 9 hotels and Resorts in Malaysia.
- Jeannie Lam Pok Mun (Sunway University) email@example.com
Ms. Jeannie Lam worked with Guinness Malaysia Sdn Bhd for 24 years as purchasing executive. Thereafter, she tool a voluntary separation scheme (VSS) as the organisation underwent restructuring. She has been an administrative executive for Sunway University for the past 9 years.
- Priyadarshini Srinivasan (Sunway University) firstname.lastname@example.org
Dr. Priyadarshini Srinivasan is an I/O psychologist, who has completed her bachelor degree, master degree and doctorate from University of Madras, India in the area of Psychology. She has been in the field of academic teaching for the past 15 years, and been a “Life skills Development” trainer, conducted and organised many training programs for more than 50,000 students and working professionals. Previously an advisor of stress management with the Department of Cardiac Rehabilitation, Apollo Hospitals, India. Currently she is working as a lecturer in the Department of Psychology, Sunway University, Malaysia.