Aris Papachronopoulos, Senior International Casualty Broker, Gallagher Re
Annie Nhat Anh Tran, Enterprise Risk Manager, MSIG Asia Pte Ltd
Introduction
Born and raised in Vietnam, I spent my childhood during the early 1990s, the struggling years of the country’s economic reform, or so-called “Doi Moi.” Back then, Vietnam was a low-income nation heavily reliant on agriculture, with gross domestic product (GDP) per capita of less than $200[1].
The analysis examined the industry’s talent gap and found that Human Resource leaders are responding to a rapidly changing technological environment by increasingly looking for new candidates that have technical capacity over pre-existing technical fluency. New workers should also have a sense of broadness: a curious mind that can see the big picture and understand howtheir role connects to the broader mission of the company.
The analysis examined the industry’s talent gap and found that Human Resource leaders are responding to a rapidly changing technological environment by increasingly looking for new candidates that have technical capacity over pre-existing technical fluency. New workers should also have a sense of broadness: a curious mind that can see the big picture and understand howtheir role connects to the broader mission of the company.
by Rianne Patel, Divisional Director, Asia Pacific, Gallagher Re
Introduction
Attracting talent is important but retaining and developing it is the real success of talent management.
This paper focuses on tapping into talent in the existing workforce; how to unlock talent potential rather than how to retain talent, although some factors may apply to both retention and development strategies.
by Felicia Er, Chief Risk Officer, MSIG Asia Pte Ltd
by Guadalupe Ramos Rodriguez, Financial Consultant, MAPFRE
Three correlated challenges: the image of the insurance industry, attracting young customers and employees.
Click here to read Ralph Mucerino's bio
There is no “magic sauce” related to a successful talent management program. That said, I think it is a blend of several basic human resource management elements:
Click here to read Ralph Mucerino's bio
Employer and Employee Perspectives Differ