My Projects Overview (Under Construction)
My Projects Overview (Under Construction)
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This is where I recap the knowledge and experience I have gained from different projects.
To respect the information confidentiality of the organizations I have worked for, I will only share general approaches, thought process and lessons learned.
For my own writing, researches, ideas I want to bring to life, you can check out My blog!
Talent Management
Different organizations can set up their Talent Management teams differently. It depends on their definition of talent as well as the scale and scope of the organizations.
In both of the companies I have worked for, Talent Management focuses on researching and developing programs for high potential and high performance employees to motivate them to stay and contribute through thick and thin.
Over the course of my employment, I have overseen several pieces of work regarding to Talent Management such as:
Building talents from within (Case Study of DBS)
C-suite Success Profiles Research (Global banks and Fintech companies)
ESOP/LTIP Research
Employee Value Proposition Project for Transformation Office (Role Architecture, Career Roadmap, Training Roadmap, Compensation and Benefits, Agile Performance Management)
Future Leaders Programs
Agile Performance Evaluation
What is "OKR"? Why is it so complicated? Why setting OKR (in simple language: goal setting) is the most important yet overlooked step in Performance Management?
"Calibration" - moving away from subjective judgements
Which vendors should we use for Performance Evaluation if ERP is not available?
Discussions on Performance Evaluation / Performance Management never end well. This is the most challenging and controversial HR topic with lots of passing balls, frustration, friendship broken and sleepless nights.
Performance Management model in most companies in Vietnam will somewhat have at least 1 of these 3 characteristics: forced-ranking, rigid rating systems and once-a-year processes.
"Agile" or not, Performance Management should be designed to help organization identify the 2 "tails" - star performers and low performers and improve overall performance by focusing on personal growth instead of ratings and rewards.
I love the book "Work Rules! by Laslo Bock. It helped me a lot when implementing Agile Performance Management and responding to crisis.
Employee Experience
What is Employee Experience? Is it another HR jargon?
How employee journey mapping helps to identify pain points?
Why moments of truth matter?
How to bring Employee Experience theory and analysis to testing and implementation?
A long and complicated analysis won't help your employee feel better, it can even make it harder for you to execute.
Communication and Change Management
Changes are hideous. What you think might be good for the organization can turn out to be a failure due to ineffective communication, poor execution and resentment from employees.
Have you empathize the employees enough?
How can we alleviate the pain of changes?
ADKAR model for Change Management
Ready for lots of hand holding!
When it comes to Change Management, think about the worst scenarios you might have to face.
Employer Branding
Employer Branding was my first love.
One of my favorite CHROs once told me: "There are people choose to do Employer Branding, while for you, Employer Branding chooses you".
I love the time working on creative videos, articles, events, spreading the love and pride I have for the organization to different groups of talents through meaningful stories and welcome them to experience the "cool" that I am enjoying.
Years passed since my last role, I still believe Employer Branding should grow and flourish from within, inspired by the smile and happiness of the employees. Culture & Employer Branding are BFFs.
If I have a chance, I will definitely do it again.
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