**FREE 10 SEATS FOR VIETNAMESE PARTICIPANTS WHO ENROL BEFORE 28TH FEBRUARY, 2018**
The Advanced HR and Human Capital Development Workshop is aimed at providing the knowledge and skills required for transforming human capital within today’s progressive organizations. The focus of this program will provide the HR Directors and human capital practitioners with the required tools to propel human capital forward within the organization by emphasizing on data analyses for the management of human capital. The measurement of human capital value is included in this workshop to provide the HR Directors and human capital specialist to justify human capital expenditure to key stakeholders within the organization for the promotion of human capital.
Topics for the workshop include:
1. HR Scorecard for Effective Human Capital Management
2. HR Transformation in Industry 4.0
3. Human Capital Accounting
Workshop Fees: USD1,000.
Free 10 seats for participants from Vietnam who enrol before 28th February, 2018.
The 10 participants only need to pay USD850 as Residential Fees which cover their 7-day Accommodation & Meals at Evergreen Laurel Hotel, Penang.
Residential Accommodation & Meal
The fee for Residential Accommodation and Meal is USD850 which cover the following costs:
- 8 days and 7 night hotel accommodation in twin sharing at Evergreen Laurel Hotel, a 5 Star hotel in George Town, Penang, Malaysia
- Breakfast and lunch provided during the 6 days workshop
- Free flow of coffee and tea provided during the workshop
- Lecture notes, training materials, and stationery
- EDS Certificate of Completion
For registration to the 6-day Advanced HR Workshop, >>> click HERE
About the Organizer
EDS BUSINESS SCHOOL has 16 years of proven track record in transforming Business People/Entrepreneurs, Corporate Executives, Academia, as well as Buddhist Monks and Nuns through its innovative and practical degree programs:
Master of Business Administration (MBA)
Master of Business Transformation and Startup (MBTS)
MBA in HRM
Master of Educational Leadership
PhD in Business Transformation
PhD in Management
EDS BUSINESS SCHOOL, through its formal affiliation with Akamai University (Hilo, Hawaii), Euro University College (Macedonia), and Ifugao State University, has been authorized to provide student support services and coordination support for business seminars for students pursuing their Master and Doctoral programs via the EDS Executive Open Learning.
SINCE 2002 EDS Business School has trained more than 6,000 CEOs, MDs, GMs, Managers and Executives from major MNCs, Public Listed Companies as well as NGOs and Higher Learning Institutions to earn their Masteral and PhD degree.
Thousands of EDS alumni have been promoted and achieved advancement in their career of their choices.
Panel of Trainers / Consultants
All the facilitators are highly qualified professionals who majority of them posses a Doctoral Degree and have vast experience in their fields as industrial practitioners. They offer a blend of academic excellence, rigorous scholarship, real-world relevance, and practical application that provides our learners with unparalleled opportunities to expand their horizons. They present topics by lecture, case studies and group discussion.
Professor Dr. Lee Karling, PhD
Area of Expertise: Talent Management and Human Capital Development
Professor Dr. Premkumar Rajagopal, PhD
Area of Expertise: Balance Scorecard, Corporate Leadership and Supply Chain.
Area of Expertise: Balance Scorecard, Human Capital Development and Corporate Leadership
For further information, kindly contact:
Dato’ Dr. Ben Lee, President
EDS Business School, Malaysia
48 Lorong Kurau 17, Chai Leng Park,
13700 Prai, Penang, Malaysia
Tel: +604-398-4306 Fax: +604-3909766
HR Transformation in Industry 4.0
By Professor Dr Premkumar
The present speed of development in technologies is posing a huge challenge for companies, be they SMEs, large corporations or global giants! Industry 4.0 is changes the entire organization structure of the company, the work culture as well as influences the way things are done. Traditional methods and perspectives no longer works for many companies in this highly dynamic and unprecedented VUCA world.
With these changes, the human resources (HR) would definitely need to transform to cater to the changes in the structure, processes, culture as well as with skills and competencies. Management styles need to be transformed as more flexible work conditions are called for with the knowledge workers. To ensure effective transformation to industry 4.0, the PEOPLE must change first!
Hence, HR is the key to the transformation of humans at both the skills, competencies, and digital cognizance level as well as at the cultural, diversity, and management level.
Focus of the workshop:
The focus of the workshop will be to guide existing HR strategic business partners and associates to review the entire HR structure, processes, and practices to transform and change the people to be prepared for the impending changes for industry 4.0.
The transformation will be from a transformation perspective to provide paradigm shifts and mindset change to employees and talents in order to get them attuned and ready for industry 4.0.
1) Throw away HR administrative work – automate (employee experience)
2) Forget Recruitment agencies and Head-hunters – use SEO
3) Flexible development and learning
4) Employee performance appraisals including KPIs are totally OUT!
5) Wellness is IN!
6) Many more exciting focal areas
HR Scorecard for Effective HR Management
By Ms. Jivaranee
Although it cannot be denied that the management of people is becoming more critical in today’s globalized business environment. However, most organizations are still holding on to the perspective that HR activities cannot be measured as human activities are too subjective to be deemed relevant for measurement. On the other hand, organizations need to ensure that the entire organization is aligned and focused on the vision, mission, direction, goals, and objectives of the company. Therefore, many organizations have opted to adopt the Balanced Scorecard (BSC) to serve as a tool for helping the organization to manage the organization more effectively via the employ of relevant measures. Linked with the BSC is the concept of HR Scorecard which is focused on how to enhance the performance and management of HR capabilities.
Objective: The objective of the module is to provide HR Professionals with the tool to assess and evaluate the performance of the HR Department in order to provide the strategic impetus required for viewing HR as a strategic partner to management.
Delivery Methodologies: Facilitation, discussions, case studies, and practical exercises to assist in retentive learning
Brief Module Content:
- Overview on what is a standard Balance Scorecard (BSC)
- The linkage between BSC and HR Scorecard
- The four (4) elements in a HR Scorecard
- Identification of the 4 elements to assist in the design of the HR Scorecards for all HR related activities
- Translating the HR Scorecard into measures
- Measuring the effectiveness of Strategic HR management using the HR Scorecard
Human Capital Accounting
By Professor Dr Karling Lee
The purpose of this module is to provide information and details with regards to the quantification of all human capital related activities in order to prepare the organization for the full digitalization of human capital management for Industry 4.0
The specific objectives include, but is not conclusive of:
1) To learn the basics of human capital accounting and how to calculate the costs of human capital in the organization
2) An understanding on how to quantify key information and data related to human management in order to provide the data analytics for the organization to make more informed, accurate and appropriate decision regarding human capital
3) Detailed calculation on how to achieve the return on investment from human capital investment will also be included to enable organizations to make decision on what areas of investment is to be focused on to achieve the best results
1) Explain what is human capital accounting and the impact on the organization’s costs and performance
(i) Defining and understanding the perspectives and views on human capital accounting – resources, assets or capital investment
(ii) Impact on costs and performance
2) Determining the matrices and measurements
(i) Review the matrices and measurements needed to quantify the value of human capital in terms of return on investment and contribution to the organization’s financial performance
(ii) Measurements adopted at individual, departmental and organization level to calculate the value and worth of human capital
3) Quantifying human capital management
(i) Detailed human capital accounting to provide consistent and timely costing information to management on human capital value and returns to support strategic decision making
(ii) To ascertain the areas where investment is most valued and able to yield the highest return.