People Trends & Strategies
Greater China Talent Management Summit 2012, organised by A-Performers.com, now at its 7th year, is
widely appreciated by human resources professionals in
the Greater China as an effective platform to share insights,
knowledge and tools on talent management. This important
event will be held at Kowloon Shangri-La Hotel in Hong
Kong on 6th July this year.
Managing a Multi-Generations Workforce
Globally the rate of population growth is declining while the
workforce is ageing. From an employment perspective, an ageing
workforce does present challenges but can also be a source of
priceless experience and loyalty. At the same time the youth
can often bring different skills and fresh enthusiasm to a company.
The challenge for HR managers is to retain older workers while
creating a dynamic environment for their younger counterparts.
In the United States, baby boomers make up over one third of the countyˇ¦s workforces,
they are filling many companiesˇ¦ most skilled and senor
position. What will happen if they are going to leave
the workforces? According a report by Forrester Research,
76 million Baby Boomers will retire in the next 10 years
with only 46 million younger employees as replacements
(Lesser, 2006). This means that the labor pool will have
shrunk nearly 60% by 2016.
The issue of ageing workforces also happens in Hong Kong.
With over 1.4 millionsˇ¦ Baby Boomers will retire in the coming
ten year and over 600 thousandsˇ¦ usual residents in the workforce
are aged 50-54, (Population Census 2011, Census and Statistics
Department, HKSAR), whereas the peak for the retirement will
arise in 2018.
In this yearˇ¦s Summit we are looking into companies
that are investing in strategies to understand the potential
competency gaps that their organisations may experience
both today and in the years to come, especially with
regards to projects they donˇ¦t know about today and
technologies that may not exist at present.
At the end of the day the first step to building a
workforce with high levels of learning agility and flexibility
lies within HR professionalsˇ¦ ability to understand
the regionˇ¦s demographic challenges and work out how
to put together an adaptive workforce.
The second key element is around the need to constantly
gain an understanding of sophisticated talent management
and talent acquisition strategies available. HR departments
will increasingly need to review policies and practices
related to recruitment, retention and development to
ensure that their organisation caters for both the needs
of young and old workers. They will also have to put
into place strategies for managing an ageing workforce
ˇVwhile ensuring that these same polices will continue
to attract and retain the best young talent.
The third and arguably most important thing that HR
departments have to realise is that itˇ¦s all about harnessing
the potential of the workforce as a whole. HR managers
have to look at job functions globally and not just
locally. They will have to identify talent within the
organisation on a global platform and clearly define
how they would be able to move talent across their regions
as and when needed to fulfil the criteria of specific
Managing a globally ageing workforce and balancing
this out with recruiting new talent is a much more complex
topic than we can cover in just a few paragraphs. What
we do know is that the decades ahead will be shaped
by a workforce that is ageing and by people working
longer. This will require careful HR and recruitment
management, and a dynamic shift of talent to fulfil
the needs of an organisation. The key topics to be covered
this year include:
The General Issues: The ageing workforce vs. young
How age-conscious are human resource policies?
Succession planning ˇV talent management strategy for the aged versus the
Enhancing productivity in a multi-generations Workforce ˇV Knowledge management
and transfer strategy
Greater China Talent Management Summit 2012 is comprised of conference, exhibition
and other networking sessions. Throughout the day there
will be opportunities to interact and network with speakers
and fellow delegates to exchange ideas and explore how
you can implement what you have learnt back in the workplace.
Who should attend?
The event, the topics and speakers are set to attract
HR directors, managers and business leaders from the Greater
The conference will be divided into morning and afternoon sessions
with a host of esteemed, top professional speakers sharing their
valuable thoughts, insights and experiences on the latest issues
affecting elite recruitment and staff retention.
A special exhibition will offer unparalleled opportunities
for sponsors and institutions to showcase their companyˇ¦s
branding with respect to services and products in face-to-face
High-level networking opportunities will include registration,
coffee breaks, and lunch for delegates, sponsors and exhibitors
to enhance business ties and stay current with the latest