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Welcome to day 2 of the third annual Training & Development Asia 2016, Singapore, Asia’s only dedicated learning and development conference for HR leaders and L&D specialists! Today's conference will see speakers from Edrington, JTI, Mundipharma, Sealed Air and many more unveiling the secrets to developing best practice corporate learning strategies.
On this page, you can catch live updates from the conference, brought to you straight from Grand Copthorne Singapore – from all the tweets on #TDA2016 to the top advice dished out by our speakers, and photos through the day.
As curtains close on this year’s edition of Training & Development Asia, Human Resources' Aditi Sharma Kalra takes the stage to thank everyone who made this possible – speakers, delegates and sponsors.
Human Resources thanks the support of its sponsors and partners in this conference:
Gold sponsors 1. BTS 2. Center for Creative Leadership (CCL) 3. DDI 4. Knolskape 5. Right Management
Exhibitors 1. British Council Singapore 2. First Finance 3. Global Knowledge
Event Partners 1. SIM Professional Development 2. StrengthsAsia
Association Partners 1. Association of Chartered Certified Accountants (ACCA) 2. Japan HR Society 3. Vietnam Human Resources Association
Media Partners 1. Clocate 2. CLO-ME 3. HR Monk 4. ResearchSEA 5. Senior HR Forum 6. Voices of Leaders 7. WhenInManila.com
Thank you for your support - we hope to see you next year!
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Our last panel of Training & Development Asia 2016 sees panelists discussing the best ways of using innovative new age platforms for optimal digital learning experiences. From L-R:
Moderator: Akankasha Dewan, senior journalist, Human Resources - Ilja Rijnen, regional human resources director, APAC & India, Edrington - Rupali Gupta, human resources director, APAC, LATAM and MEA, Mundipharma - Phillip Raskin, learning & development director, Golin - Jennifer Neo, global director, talent and learning, APAC, Sealed Air
Gupta, who has been involved with a pilot gamification project recently, shared: "Landing on a good partner is the most important. We have done a pilot with Axonify for three months, choosing an area where we wanted our sales representatives to be able to add value."
She added: "First, we broke down to what our business goals are, which we broke down into the areas we wanted to emphasise, and then put those in the form of questions. Employees just log in to the platform - play a game, answer five questions every day."
Mobile optimisation, on the other hand, is valued highly at Golin, where Raskin shares that it is the best way to speak to the enterprise's core audience. "We have about 4,000 courses, of which about 5% are our own, including webinars, recorded sessions, and such. Everything that is outsourced is extensively curated."
Rijnen's experience has been with Edrington Academy, for which he says the key to success lies in "seduction." He explains: "You want people to be using your app as one of the 27 apps on their phone, when the average age in the company is 34. Most people like content in which they can connect with others, such as 'a day in the life of'."
Interface and user experience is an aspect pointed by Neo as well, as she shares: When we did our training, we made sure there are not too many logins. It should be one-clck. Another key is to get leaders to be one of the characters in the video, get them to do a role play or be part of an animation."
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