An unassuming figure, the eyes of Lucas Ngoo, Co-founder and Chief Technology Officer of Carousell, light up when he talks about his pet project. What started as a three-man operation has now morphed into one that serves 14 cities across six countries. As HRM Asia discovers, beneath this quiet exterior lies an individual who is fiercely determined to ensure that one of Singapore’s most successful start-up stories is translated onto the global stage.
He sets “unreasonable” goals, and handpicks many of the talents joining his team. CEO of mixed martial arts promotion ONE Championship Victor Cui is never short of chutzpah, as he leads the organisation to unprecedented heights.
Speak to Dan Marjanovic, Partner of Simmons & Simmons law firm in Singapore, and words like “strategy”, “planning” and “prioritising” stand out. He tells HRM Asia how these concepts have become the bedrock of his career to date, as well as the way he charts the organisation’s course.
Every year, the HRM Awards recognises a C-Suite Leader for their work to champion the value of HR across their businesses and the wider economy. In this special feature, HRM Asia catches up with five of the most recent winners who share how and why HR continues to be the lifeblood of their organisations.
Having effective CEO level conversations requires a blend of understanding of what goes on in the mind of a CEO as well as knowing what motivates them and gets their attention. HRM finds out how HR can have highly effective C-suite discussions
HRM Asia officially launches its first ever premium congress series in Malaysia – The Business Savvy HR Leader Workshop, to be held on the 5th and 6th of May 2015 at the Prince Hotel & Residence, Kuala Lumpur.
Following a hugely successful run in Singapore last year, this most highly acclaimed congress series will feature an intensive and highly interactive 2-day training programme – limited to only 30 seats and strictly on a first-come, first-served basis.
The man behind the Chicken Soup for the Soul series will be headlining the Spire HR Summit in 2015. In this exclusive interview, Jack Canfield, also one of America’s leading success coaches, sheds light on the behaviours of highly successful people and how everyone can reach their true potential
Using social media for business communication, other than social engagements, is now the norm. When employees use their personal social media accounts to communicate their perspectives, lifestyle choices, personal stances on politics, company issues, and so on, it can potentially have a direct or indirect impact on the company’s branding and credibility in the industry.
If an employee’s negatively expressed opinions are further propagated through the general public, it can have a deep and long-lasting impact on the company’s reputation. All employees are ambassadors of the organisation they work for, whether during or outside of work.
Any organisation must keep their employees informed of the reasons and policies for the need to monitor their social media accounts, including how this is implemented. It is therefore best to keep these policies open and transparent in a continuous effort to maintain the trust between the company and staff.
Adopting and communicating a Code of Business Conduct can help provide a guide about acceptable behaviours that comply with the company’s guidelines.
It is important to establish the boundaries upfront so that employees can understand the reasons behind the monitoring of their internet usage, including social media platforms.
Alternatively, some companies may prefer to communicate the same through their employee handbook, which may include additional or specific rules of engagement for social media.
Not complying with the established policies may result in disciplinary actions.