AN AYALA Corp. unit has acquired a United States-based business process outsourcing (BPO) firm to expand existing operations of the Philippine conglomerate’s back office business.
HRMall, an affiliate of Ayala-led BPO firm LiveIt Investments Ltd.
bought the Los Angeles-based IQ BackOffice LLC, the conglomerate said without specifying the purchase price.
HRMall, with IQ BackOffice folded in, is now valued at $15 million of which Ayala’s LiveIt holds an 82.5% stake while the management team of the American firm owns a 17.5% stake.
The acquisition will allow HRMall to accelerate its market growth in the United States and Asia, Ayala said.
“HRMall will now be able to provide a complete suite of low-cost, best-in-class human resources, finance and accounting services to the underserved mid-sized enterprise sector in the US and Asia,” Ayala said.
HRMall’s acquisition also expands its clients to include of 30 American companies in the manufacturing and distribution, restaurant, hotel and hospitality, retail, professional services, property management, financial services and other industry sectors.
The entity will operate as HRMall in Asia and IQ BackOffice in the United States and will have centers in Manila, Chennai, Mumbai and Los Angeles.
David Schnitt, IQ BackOffice chief executive, was quoted as saying that the deal brings together complementary services.
“I believe that HRMall’s existing human resources services such as payroll are very complementary to the services we provide to our existing clients in the US, and that the Philippines greatly complements our service delivery capabilities from India and the US,” Mr. Schnitt was quoted as saying in the Ayala statement.
“Furthermore, LiveIt’s investment strategy and philosophy are very much in alignment with our operating philosophy, and its leadership team has the knowledge and experience to help us achieve our growth plans,” Mr. Schnitt said.
Shares in Ayala Corp. closed at P393.40, up 0.36% from its previous close of P393.20 apiece. -- Emilia Narni J. David
In July 2009, HRMall was short-listed by the Asian Human Capital Awards of Singapore as one of the top five companies in the ASEAN region who contributed significantly in developing Human Capital. This recognition was conferred by the Ministry of Manpower of Singapore and INSEAD.
Over 500 strong, the participants had gathered on August 27 and 28 at the Grand Ballroom of the EDSA Shangri-La Hotel in Mandaluyong City.
It was a gathering of chiefs—CIOs and CEOs—of the Ayala Group of Companies along with their staffs in their respective accounting, HR, and ICT departments. Attending also were representatives of many of the country’s top ICT vendors who regularly do business with at least one of the member companies of this conglomerate.
No less than Fernando Zobel de Ayala, president and chief operations officer of the Ayala Corp. delivered the keynote address at the gathering’s start. The event: the Ayala Group ICT Summit.
Participants in this event, a conference and trade show, had come together to share best practices in the use of ICT for their respective companies.
“At no other time is the value of information technology within an enterprise so important, given that ICT stands at the center of an increasingly knowledge-based, global and borderless economy where productivity, innovation, and mobility define a company’s and ultimately the country’s competitiveness.” Ayala said in his address setting the tone at the beginning of the summit. “It would be technology the Ayala group would turn to address challenges of raising productivity, improve the quality of the conglomerate’s goods and services, enhancing economies of scale, and expanding reach.”
As with most ICT conferences and trade exhibits, many breakout sessions also took place, mostly on technology topics. But the main events consisted of CIO and CEO fora.
Taking part in the CIO Forum were chief information officers of the conglomerate’s companies, as well as a good number of chief executive officers at the CEO Forum.
Talk revolved mainly around ICT strategies at the CEO Forum in what was perceived as tough times for the global economy. Also discussed was the impact of globalization on the conglomerate’s ICT thrusts.
At the CIO Forum, Ayala Corp. CIO Ma. Angelica Rapadas noted the need for common ICT projects where each of the conglomerate’s companies could participate in. On the other hand, Globe CIO Rodel Garcia suggested that the group of companies use its collective purchasing power to obtain better prices for hardware, software, and peripherals as well as site licensing agreements for enterprise solutions.
Ayala Systems Technology Inc. CIO Erwin Locsin noted that each of the Ayala companies had different lines of businesses and often required different ICT systems. However, there were some systems they could own and operate in common such as business intelligence systems.
At the CEO Forum, BPI President and CEO Aurelio Montinola 3rd called for the conglomerate to adopt a “back to the basics” approach with regard to the purchase of ICT systems. He urged that all systems considered for purchase should contain only features needed, in order to reduce purchase costs.
He told his audience that ICT personnel should not be blinded in their purchasing decisions by the brand names of prestigious vendors offering the latest and most sophisticated features for their hardware, software, and peripherals. He pointed out that as with high-priced cellular phones, most of these features would hardly or even not be used at all.
For his part, Globe Telecom President and CEO Gerardo Ablaza said that because their telco had to compete with multinationals and outsourcing companies for ICT talent, salary rates for their ICT professionals had recently been upgraded. But he cautioned that better pay was only a starting point for retaining them. They would also have to be given interesting projects to do.
With regard to globalization, BPI’s Montinola said their recently-launched Internet 24/7 banking services would enable them to more aggressively tap the OFW market.
HR Mall CEO JP Orbita said their company would leverage their ICT systems and the Ayala brand to aggressively market their outsourced services to companies in Asia. Such services would consist of HR functions such as payroll processing.
Yes, as stated in an earlier column, this is now the peak of the ICT events season and this will last until mid-November. More such events shall therefore take place in the next few weeks. This writer promises to try to report on most of them. Meanwhile, he shall be logging off for now.
Ayala Adopts Shared Services to Manage Human Resources and Payroll
(June 2007)
“Oracle Consulting delivered peace of mind, the project management has been really good, and the commitment to deliver on deadlines has been palpable.” – Maria Angelica B. Rapadas, General Manager, HRMall Inc. and Chief Information Officer, Ayala Corporation
Founded in 1834, Ayala Corporation is one of the largest and most widely diversified conglomerates in the Philippines. Its publicly held businesses in real estate, financial services, telecommunications, and water infrastructure development and management comprise 33% of the total market capitalization of the Philippine composite index.
The company also has investments in automotive dealerships, electronics and information technology, and international operations. In June 2006, Ayala incorporated HRMall as a shared services operation to provide human resources and payroll support to individual companies.
HRMall needed to implement a software platform to facilitate a business model that combined support for Ayala companies with marketing and client service. In consultation with third-party specialists, HRMall reviewed various options, including developing software using internal resources, purchasing a system developed by a local supplier, or acquiring a system from a large international vendor. After deciding on the latter option, HRMall purchased the PeopleSoft human resources and payroll application suite from Oracle.
“It was decided to get best-in-class and go with PeopleSoft,” said Maria Angelica B. Rapadas, general manager of HRMall Inc and chief information officer, Ayala Corporation. “The natural extension of this decision was to engage the world-class services of Oracle Consulting to undertake the implementation.”
Consultants with expertise in PeopleSoft applications were thin on the ground in the Philippines, so Oracle Consulting used its regional scale to source people from countries such as India and Singapore to complete the project. Combined with the use of proven disciplines and methodologies, this expertise ensured the project is running according to plan and within budget.
HRMall Delivers Self-Service and Supports Critical Business Functions
Ayala, the holding company of the Ayala group of companies, maintains a leading presence in telecommunications, real estate, and financial services. These companies collectively employ about 45,000 people. The size of the workforces in the Ayala group meant the relatively small human resources teams were kept busy with transactional tasks such as adding dependents to workers’ files and updating leave entitlements. This came at the expense of more strategic activities such as devising long-term career plans for staff.
In early 2006, HRMall was established by Ayala to provide hosted human resources and payroll services to its larger companies. This shared services operation was incorporated in June of the same year and designed to initially provide transactional support to human resources staff supporting roughly 20,000 people across a range of companies, including Globe Telecom and Ayala Land. This support is scheduled to be extended using PeopleSoft software tools to aid strategic tasks.
“The longer-term goal for HRMall is to market our services to third-party clients on a commercial basis,” said Rapadas. “But first we needed to prove our ability to deliver by completing a smooth implementation of the PeopleSoft human resources and payroll software.”
The scope of the project was not limited to implementing the software and business processes to optimize use of the solution. Transferring skills and competencies to HRMall employees was also a critical component of the project as these will comprise a large proportion of HRMall’s own commercial offering to external clients in the longer term.
“The expectation is that Oracle Consulting will build up our skills and competencies over the next few years, so we can be more self-sufficient in the future,” said Rapadas.
Two Stages to Success
The first stage of the project was designed to help HRMall automate basic human resources functions such as payroll, leave, benefits, and timekeeping. This stage was piloted with two of Ayala’s leading subsidiaries—Globe Telecom and Ayala Land.
This stage also included deployment of a system that enables human resources employees to manage loans to staff, as well as self-service functionality to help employees check personal information such as leave owing and amend details such as changes of address.
An Employee Contact Center was established to manage queries and remove much of the transactional load from human resources experts at HRMall and within the Ayala companies themselves.
The second stage has been divided into two sub-stages: the first is due for completion in September–October 2007 and the second in November–December. This stage is being piloted at Globe Telecom and encompasses automation and improvement of the performance appraisal, and career and competency management processes. Human resources staff and business leaders will be able to map the skills of team members against their roles, responsibilities, and pay levels, and devise training and succession planning accordingly.
Greater Control over HR
Before implementing the new system, the Ayala group human resources employees had to spend 70% to 80% of their time on transactional rather than strategic issues. This is typical in many large organizations.
“This administrative workload prevented human resources staff from adding value to the company strategically,” said Rapadas. “The objective is to move these staff from their transactional roles so we can retain quality staff in future.”
The implementation is also expected to enable the Ayala group to better manage its extensive human capital resources by better targeting training to fill skills gaps and maximizing employee productivity and potential.
Why Oracle?
The engagement of Oracle Consulting seemed like a natural extension of the decision to implement PeopleSoft human resources and payroll modules, and the consultants proved an excellent fit for the project.
“Ayala is one of the most admired companies in the Philippines and it is trying to make its mark in the global marketplace,” said Rapadas. “It is very important that we partner with vendors and suppliers that have the same level of quality and conviction as we do.”
“Oracle Consulting have certainly shown themselves to be a worthy partner and we look forward to working with them through to 2008 at least.”
Rapadas is adamant she would use Oracle Consulting again. “Of course I would. They delivered peace of mind, the project management has been really good, and the commitment to deliver on deadlines has been palpable.”
Implementation Process
The decisions to purchase PeopleSoft human resources and payroll and engage Oracle Consulting to implement the software were ratified by the Ayala group human resources directors and confirmed by a committee of chief information officers of the group with input from senior business executives. This process ensured buy-in by key decision-makers and locked in early support for a crucial HRMall decision.
Oracle Consulting’s strong presence in Asia enabled the consultancy to overcome the shortage of PeopleSoft experts on the ground in the Philippines. Oracle was able to source resources from Oracle Solution Services India, Oracle Singapore, and regional partners to ensure the project remained on track and stayed within budget. About 20 consultants have worked on the PeopleSoft project to date.
Preliminary planning was undertaken in the fourth quarter of 2006 ahead of a high-level definition of requirements across Globe Telecom and Ayala Land in January 2007. Oracle Consulting is employing its Application Implementation Methodology (AIM) toolkit to plan, execute, and control the project.
“Using AIM has given Oracle Consulting the discipline and roadmap to deliver a smooth deployment,” said Rapadas. “They can scope the project, manage change, deliver a detailed project plan, maintain discipline, and undertake status reporting—all the things that bring order to a project.”
Rapadas lauded the commitment of the Oracle Consulting team to ensuring the implementation remained on track and deadlines were met. “We did encounter some issues, but the team worked very hard and with great dedication to ensure we stayed on course.”
The new system is scheduled to be fully operational across Globe Telecom by August 2007 after running concurrently with existing software for three months to iron out any remaining issues.
Advice from Ayala Corporation
:: Secure buy-in from all stakeholders by involving them early in formulating the business case and deciding on the solution roadmap. :: Build a strong project team, made up of client staff, consultants, and your own employees to encourage an environment of mutual trust and respect. :: Embrace your mistakes and learn
Ayala Now
(February 2007)
With the promising future of business process outsourcing (BPO) in the Philippines, Ayala has entered the industry, envisioning the creation of a diversified portfolio of BPO services. In June 2006, Ayala ventured into shared services with the incorporation of HRMall.
HRMall was designed to address key human resources needs using a two-phase approach. First is the automation of basic human resources functions. This is followed by helping HR staff and business leaders evaluate the capacities of their teams against their roles, responsibilities, and pay levels, and devise appropriate training and succession plans.
Slowly but surely
The birth of HRMall was largely influenced by its president John Philip Orbeta. “I remember when JAZA interviewed me before I came to Ayala, he said the more I could drive synergies across the human resources teams of the Ayala group, the better. When I started in Ayala in 2005, I actually had two responsibilities: one in AC as Strategic Human Resources & Organization Development managing director, and another as Ayala Land’s HR head. I tried identifying HR needs in ALI, and later in the entire group,” he said.
Based on a survey Ayala conducted in November 2005, HR personnel across the Ayala group were spending an average of 80 percent of their time doing administrative work. Considering the size of the workforce of the Ayala group vis-à-vis its smaller human resources teams, HR staff were often kept busy with tasks such as keeping track of leave entitlements and updating employee information. Furthermore, most of the companies in the group did not have appropriate applications or technologies in place to support the HR business processes.
It was then that the Ayala Group HR Council (AGHRC) was formed. From separate HR teams, we now had to work wearing the Ayala hat, so to speak. From there, we agreed on certain principles, our mission-vision,” Orbeta added. The AGHRC looked into the possibility of centralizing the HR teams’ administrative tasks so HR personnel can focus on more value-added services such as strategies for employee recruitment and retention.
Taking the first few steps to realizing that ideal, however, required much research and a lot of patience. “The goal was to pull all our resources together to gain economies of scale. We had to find out the most cost-efficient way of doing it,” said Orbeta. The council had to determine whether they would outsource, buy a company that could meet the council’s requirements, or just form a new one. After careful study, it was decided that a company would be formed, one that would be the premier HR services center of the Ayala group.
According to HRMall general manager and AC chief information officer Maria Angelica Rapadas, “We decided to get the best-in-class and go with the PeopleSoft human resources and payroll application suite from Oracle.” HRMall has also contracted Oracle Consulting to help train HRMall’s human resources personnel in the software’s use. “The expectation is that Oracle Consulting will build up our skills and competencies over the next few years, so we can be more self-sufficient in the future,” said Rapadas.
Testing the waters
HRMall’s services were initially offered to Globe Telecom and Ayala Land Inc. Globe has recently gone live with the first phase of HRMall’s solution offering. The new system features automated functions like payroll, leaves, loans, benefits, and timekeeping. With the PeopleSoft system, Globe employees can now access HR information online anytime, using the Employee and Manager Self-Service functionalities through the HR Portal. Incorporating both voice and email helpdesk services, the HR Employee Contact Center functions as an HR hotline for Globe employees.
For ALI, HRMall successfully rolled out the HR Portal in February 2007. The PeopleSoft Core HR module, which contains much-needed HR information, was launched the following month. HR Mall is looking to use the fully integrated system for ALI by the end of the year. ALI subsidiaries will follow soon after.
The application of PeopleSoft to the rest of the AGC hinges heavily on the results of the Globe and ALI pilot programs. According to Orbeta, “Of course we are still undergoing birthing pains, given that we’re a relatively new company. But the systems are performing well so, overall, I feel that we’re doing okay.”
HR Mall plans to complete the pilot programs by the end of 2007. The company is currently in talks with the Bank of the Philippine Islands and Manila Water to roll out its HR offerings to these organizations.
One step further “Based on the research we did before HRMall became operational, we established that existing shared services BPOs cater to only the high-end or low-end markets. The challenge for us is to fill that gap by offering a factory for HR transactions at a reasonable price,” Orbeta said.
HRMall also sets its sights beyond the Ayala group. It plans to capitalize on the business process outsourcing industry boom in the Philippines and offer its HR services to other companies beginning with Ayala’s trusted partners, not just in the country but also in the Asia Pacific region. AC’s top executives laud the move, which is included in HR Mall’s long-term goals.
As Ayala’s youngest family member, HRMall Inc. has a long way to go. But in the manner of many great companies at their inception, HRMall paces itself, takes calculated steps, and pegs its goals on thinking big, starting small, and eventually scaling up.
Globe, HRMall seal partnership for HR, payroll outsourcing
(September 2008)
Globe has entered into a partnership with HRMall, a human resource business process outsourcing company wholly-owned by Ayala Corp., which will provide human resource and payroll outsourcing services to the telecom firm’s more than 5,000 employees all over the country.
HRMall fully manages the payroll of employees as well as provides self-service capabilities to address their human resource needs and concerns, in both administrative and strategic areas. These self-service functionalities and applications are designed to empower employees and improve productivity.
It also runs and maintains an employee contact center infrastructure to answer all Globe employee queries through phone and email. HRMall provides technical service and support using world-class infrastructure for data integrity and continuity of services.
Sealing the partnership are (from left) Globe Human Resource Group head Susan Grace R. Manalo, Globe president and CEO Gerardo C. Ablaza Jr., HRMall president John Philip S. Orbeta and HRMall general manager Maria Angelica B. Rapadas.
TAGUIG CITY, Philippines -- Ayala-owned human resource services provider HRMall plans to expand operations in Asia Pacific.
Gigi Rapadas, HRMall General Manager said the company is eyeing English-speaking countries like Singapore, Australia, Hong Kong, New Zealand and Malaysia as potential markets for expansion.
Rapadas said HRMall started out as internal human resource operations managing the requirements of other Ayala-owned companies until it became large enough to develop its own services.
HRMall is a human resource business process outsourcer. Currently, it is servicing over 20,000 employees from mostly Ayala-owned companies.
"Human resource services is a new field in the Philippines but the demand is high especially for companies that have large number of employees," Rapadas said.
She said companies want to focus on their business and reduce the time to manage manpower requirements. Organizations often implement their own HR management applications or outsource it.
"The main driver is not cost reduction but streamlining of operations and maximizing manpower," Rapadas said, adding that they hope to get clients in 2009.
HRMall uses a software-as-a-service type of offering for recruitment, employee benefits and loans and financial and payroll management.
Ayala outsourcing unit bullish of prospects amid downturn
(April 2009)
HRMALL, INC., the human resource (HR) outsourcing unit of the Ayala Corp., will push its services to domestic and regional clients, confident that the novelty of its services would allow it to weather the poor economic climate.
In a telephone interview last Wednesday, HRMall General Manager Maria Angelica B. Rapadas said she does not see the company being adversely affected by the current economic slowdown given that HR out-sourcing is a relatively new concept.
Although HRMall’s first client outside the Ayala group was a local manufacturing company, Ms.Rapadas said the firm would primarily be offering its services to foreign corporations, which could save more by out-sourcing.
"Our service would not necessarily lead to cost savings for local firms," she said. "We would still have local clients but [we are targeting] the bigger organizations that want their HR departments to play a more strategic role in a company’s growth."
She said HRMall will take on the administrative duties that companies’ HR departments usually perform, allowing these units to focus on functions that could help firms grow such as organizational planning, staff training and development and succession preparation.
HRMall opened its first foreign office in Singapore in November to market its services to Englishspeaking companies there.
The firm eventually wants to expand to Australia, Hong Kong, Malaysia and New Zealand. In a telephone interview yesterday, Oscar R. Sañez, chief executive officer of the Business Process Outsourcing Association of the Philippines, said US firms still provide the most work for offshoring work here including HR.
"You have to consider that every firm has an HR function and that could be outsourced," Mr. Sañez replied when asked about the potential of this offshoring segment, but could not immediately give an estimate of its growth pace.
Ms. Rapadas said the company plans to increase its work force and operations this year, both of which would be financed by internal cash but declined to provide details.
HRMall, which started in 2006 as the HR and payroll service center of the Ayala group of companies, hiked its paid-up capital to P444.50 million to pay the advances from affiliate HRMall Holdings, Inc. worth P419.50 million.
The firm paid using shares from the increase of its authorized capital stock to P600 million from P100 million, documents from the Securities and Exchange Commission showed.
Ms. Rapadas declined to give details on how the firm used the loan from HRMall Holdings.
Companies should continue spending on human resource technology to increase productivity while cutting costs and without sacrificing the quality of service to customers despite the global economic crunch, a global surveyed said.
Of 1,800 executives surveyed, 60 percent said they were cautiously continuing plans and budgets for HR technologies, CedarCrestone’s 2009-2010 HR Systems Survey-12th Annual Edition said.
CedarCrestone provides information technology (IT)-related consultancy and management services to enhance the use of Oracle applications. Tim Darton, Oracle Corp. general manager for human capital management solutions of the firm’s Asia-Pacific division, said the increasing acceptance of HR technology points to efficiency and cost savings in HR operations.
“We are talking about a system to manage what is probably the most expensive, the most unpredictable and the only asset that a company has that can walk out the door," Darton said in an e-mail.
HR technology primarily involves the “marriage" of HR management and IT. Such automated information processing promotes the use of an employee self-service module that enables employees to access personal information, attendance, skills data, payroll, and performance record, among others, through an office’s Intranet or via the Internet.
The use of HR technology allows firms to implement management competency, to determine the right people to retain, and expand HR capabilities, according to the CedarCrestone survey. “Productivity and cost reductions, balanced with the recognition that getting the right employees and retaining the right employees with the right skills and competencies, is the foundation that guides organizations’ activity with HR technologies," it said. Darton noted that HR technology has two types of benefits: direct and indirect. Data and system consolidation has a direct benefit to businesses as this helps reduce maintenance and support costs, while enabling them to streamline process.
“These seemingly simple benefits can lead to some serious cost savings, achievable through consolidation, simplification of global process, shared services, and the use of a standard product within the company," he noted. While the technology’s indirect value is often ignored, it is important to recognize its huge impact on the company.
Studies have shown that businesses that do not adopt HR technology hold on to more than half of their employees who are looking for another job or are willing to take better offers, according to Darton.
“Keeping the work force engaged is all about having employees that feel they are valued properly; are contributing to the success of the company, and they understand how their contribution is valued and paid for," he said.
Results of the CedarCrestone survey showed that 79 percent and 47 percent of the respondents spent their time and budget this year on business process improvements and innovations, respectively.
Companies with high-tech manufacturing operations have increased HR technology adoption by 95 percent from 2008, the CedarCrestone survey said. It also noted that industrial firms were the first to adopt new technologies and approaches.
The financial industry also boosted its technology implementation by 60 percent, while the professional services sector increased their HR technology use in work force management by 52 percent.
The same is true for industries in the Philippines. According to Darton, different organizations in the Philippines have been adopting the technology to efficiently deliver HR services, to provide updated employee population demographics, to reposition the existing work force in time of organization changes, and to assess how much employees are contributing to the company’s success, among others.
“Typically, they are focusing on a long-term goal of refining their service delivery model along the lines of the HR shared service center," he noted.
These centers share information across the organization and are established in countries where wages are cheaper. It aims to reorganize the HR department into a business-driven function from a routine one. It can eventually be turned over to a business process outsourcing firm. The Ayala group, for one, has been benefiting from HR technology through its BPO firm HRMall, Inc., which has been catering to four companies under its wing: Globe Telecom, Inc., Bank of the Philippine Islands, Manila Water Co., Inc., and Ayala Land, Inc. “Technology must lead the way in enabling us to be prepared.
Organizations that can make decisions based on accurate and readily available data will be able to make the right decisions, [while] those that have to rely on guesswork will need to rely on luck to survive," Darton said. — Ma. Aizl Camille B. Cabarles, BusinessWorld
"The HRMall is a Human Capital consulting and BPO company. We are a proud partner of Oracle. We have gone through our journey of designing, developing, and implementing the PeopleSoft HCM platform..."
- JP Orbeta, President
HRMall, Inc. joins Senior HR Executives at the Prestigious HR Asia Summit 2010, hosted by marcus evans Summits
marcus evans Summits, is pleased to announce HRMall, Inc. as a Sponsor at the HR Asia Summit, on the 10 – 12 November 2010, taking place at the Marina Bay Sands, Singapore.
In a new business reality in which we work longer, harder and faster than ever before the role of the HR leader needs to move beyond its traditional confines to ensure business goals are met. The HR Asia Summit focuses on the top priorities of the modern HR executive: being a talent strategist in alignment with business requirements and contributing to growth by creating an inspired culture within the organisation.
HRMall, Inc. representatives will have a number of pre-scheduled meetings. This selection process ensures that the attendees consist only of senior-level HR executives from the leading organisations throughout Asia Pacific Region. Attendees representing all major industries will include: Chief Human Resources Officers, SVPs, VPs, Directors, General Managers and Heads of Human Resources.
HR Asia Summit 2010, attendees will follow a personalised agenda designed to maximise their limited time and to effectively meet their business needs and interests. The keynote speakers include: Sheena Wilson, Global Head of Talent Strategy, HR, BNY Mellon; Tricia Duran, Regional HR Director, Unilever; Dr Cynthia Ee, Senior Director, Global Employee Communications & Relations, Flextronics and Chen Fong Tuan, Group Head, Talent Management, Maybank.
Danny Holtkamp, Marketing Manager APAC of marcus evans Summits commented, “We are proud to stage Singapore’s premium HR event. The HR Asia Summit 2010 brings together the best of the best HR practitioners from leading organisations across a diverse range of industries. The involvement and support of our prestigious sponsors, delegates and speakers helps ensure our success.”
Please note that the HR Asia Summit is a closed business event.
ENDS
marcus evansSummits (www.marcusevans.com), produces high level business platforms for the world’s leading decision makers. These dynamic and innovative forums initiate and develop business relationships one to one between director and C-level practitioners from the world’s most influential organisations and with leading product and service suppliers. marcus evans Summits guarantee an exclusive format which enables participants to achieve the maximum amount of business and knowledge interaction over a three day event in a stimulating environment.
In September 2008, in recognition of HRMall's role in addressing key challenges in the Philippines, the People Managemenet Association of the Philippines (PMAP) awarded the People Program of the Year to HRMall.
"The HRMall is a Human Capital consulting and BPO company. We are a proud partner of Oracle. We have gone through our journey of designing, developing, and implementing the PeopleSoft HCM platform..."
