Employees and employers’ expectations have changed dramatically pre- and post-pandemic, marking the transition into a new era that has begun. With emerging technologies, shifting demographics, and evolving work arrangements continuing to shape the future of work, companies are finding themselves having to adapt to or anticipate the changing talent landscape in order to remain competitive and future focused. More than just a combination of Work 1.0, where we operated mostly on-site pre-pandemic, and Work 2.0, where work happened remotely. Work 3.0 has a distinctive character of its own but many leaders are underestimating the amount of shift required now to get their talent strategies right.

In setting the right pace to tackle the demands of Work 3.0, leaders would need to step back and restrategise their team productivity, engagement and well-being approaches. It’s time to strengthen talent strategy and create an employee-centric environment including flexible work arrangements, while creating an open and adaptable culture.

As the tone at the top, Boards have to expand their horizon on the type of talent strategies that will attract, retain and reward the next generation of talents that are calling for stronger value propositions and concrete career paths. In dealing with this transformation challenge, insights into employee engagement, performance, retention and turnover, and experience across different segments are critical data sets that will provide greater clarity on renewed expectations.

Is the company enabling a win-win cultural shift in a flexible working arrangement? Have you thought about or created a human-centred rewards policy which includes salary equity? What new salary approaches are being introduced? As leaders, are you reimagining your leadership skills, mindsets and how you are managing tomorrow’s teams? With many technology players racing to improve and assimilate ChatGPT into their products, how will these technological changes impact how work are being done?

Join us for a dialogue on all of the above and how the NRC can champion a future-focused talent agenda. Register today.

This dialogue session will be held under the Chatham House Rule.

---

Speaker

Diana Khaitova
APAC Head of Client Development
Center for Creative Leadership (CCL)

Diana is a seasoned leadership and human capital consultant and thought leader with 20 years of experience across large global organizations. Prior to  CCL, Diana served as Regional Client Development Director, Asia at Korn Ferry International, a preeminent human capital advisory firm. At Korn Ferry, her work involved advising both multinational and local Asian clients on Talent Management, Succession Planning and Leadership Development best practices. She led the Asian market to successfully execute projects in organizational design, succession planning, competency modeling, leadership development, employee engagement and rewards strategy. Having lived and worked in multiple Asian countries for over 20 years, Diana has a deep appreciation of the richness and complexity of APAC Region and is passionate about developing future Global Asian Leaders.

Diana leads CCL’s client development efforts in Asia Pacific. In her current role, she is responsible for growing leadership development solutions across Asia Pacific market and promoting CCL mission in the region. The current solutions include Global Asian Leader programs, Leading Digital and Cultural Transformation, High Potential programs as well as executive coaching and digital learning solutions.

Diana holds a Bachelor Degree in Asian studies from Dnepropetrovsk National University, Ukraine. She is fluent in English, Chinese, Russian and Spanish languages.

Nakul Asija
Director, Client Development, APAC,
Center for Creative Leadership (CCL)

Nakul Asija is a highly accomplished HR strategist and recognized leader in HR, Employability, and Leadership. With over a decade of experience in driving transformative change within organizations, Nakul has established himself as a sought-after thought leader in the industry.

Throughout his career, Nakul has demonstrated an unwavering commitment to redefining HR practices and innovative leadership approaches. His keen insights and strategic vision have enabled him to navigate complex business landscapes, successfully aligning organizational objectives with employee aspirations to drive sustainable growth.

Nakul’s talent acquisition, retention, and development expertise has consistently yielded exceptional results. By implementing forward-thinking strategies, he has helped organizations attract top talent, build high-performing teams, and foster a culture of engagement and innovation.

As a respected speaker, Nakul has shared his deep knowledge and practical insights at industry conferences and events. He is renowned for distilling complex concepts into actionable takeaways, offering audiences valuable guidance on emerging HR trends and transformative leadership practices.

Nakul has worked with reputable international organisations including Randstad, The Center for Creative Leadership and Hudson. Based in Asia for the last 10 years and in Europe before that, Nakul has worked extensively with multinational and regional organisations in their culture transformation and leadership capacity-building efforts.

Dato’ Abdul Aziz Abu Bakar
ICDM(F)

Dato’ Aziz brings with him decades of experience in Business, Corporate and Human Capital Development.

He was the first CEO of the Malaysian Directors Academy (MINDA), a position he held for 7 years, from 2009 to 2016. He was responsible for developing and conducting Director Programmes and Board & Director Effectiveness Evaluation.

He was the Executive Vice-President of the HR Division in RHB Bank Berhad, from 2001 to 2004 and the Chief Human Capital Officer in Telekom Malaysia Berhad, from 2005 to 2009.

Dato’ Aziz spent 20 years in Shell Malaysia, holding senior positions in Internal & Computing Audit, Marketing Economics, Sales, Supply & Planning, and HR divisions. In 1991 to 2004 he oversaw Shell’s business interests in Hong Kong and China from the head office in London. Later, he was General Manager of HR and Transformation for ASEAN upon his return to Malaysia.

He currently sits on the boards of Affin Bank Berhad, ALKHAIR International Islamic Berhad and Merchantrade Asia Sdn Bhd. He chairs the Nomination & Remuneration Committee of all these companies.

Dato’ Aziz’s previous board positions were at INTRIA Berhad (now UEM Builders) as Managing Director, Costain Group Plc, Rangkaian Segar Sdn Bhd and FCW Holdings Berhad.

He is the recipient of the National HR Leader Award in 2007 by the Human Resources Ministry and Malaysian Institute of HR Management. He was a regular international speaker invited by the World Bank Group and OECD to deliver talks on director and board effectiveness.

Dato’ Aziz holds a Bachelor of Economics (Hons.) from Universiti Malaya. He is also an alumnus of the Royal Military College.

Dato’ Roslina Zainal
ICDM

Dato’ Roslina is an Independent Non-Executive Director of Tenaga Nasional Berhad. She has a long association with Tenaga Nasional, given that she has served the company for 33 years. This experience of approximately over 3 decades also includes knowledge in various fields of Tenaga such as Distribution, Planning, Business Strategy, Regulations, Transmission and Corporate Planning. Previously, she was the Vice President for Planning in Tenaga for six years before continuing to be the Vice President for Regulatory Economics & Planning until 2018. As of now, she is an adjunct Professor for UNITEN, an Independent Council Member of Oversight Panel for the Energy Commission of Malaysia as well as a Senior Fellow for Khazanah Nasional Berhad.

Khoo Gaik Bee
ICDM

Khoo Gaik Bee was appointed as an Independent Non-Executive Director of Axiata Berhad on 1 January 2019. Gaik Bee has more than 41 years of extensive strategic human resource and leadership experiences across industries. She served at several international and Malaysian corporates before retiring as Executive Director/ Human Resource Director of Guinness Anchor Berhad in 2006.

During her tenure in employment, she was a member of the Malaysian Employers Federation (MEF) Council and a panel member of the Malaysian Industrial Court. She was also a Member of the Accreditation Board of the Women Institute of Management (WIM) Professional Manager Certification Programme.

Gaik Bee also serves as the Chairman of Board Nomination and Remuneration Committee of Smart Axiata Co., Ltd and Board Remuneration Committees of Axiata Digital & Analytics Sdn Bhd and Boost Holdings Sdn Bhd.

Ridhima Khanduja
Partner and Market Leader
Kincentric Malaysia

Ridhima leads Kincentric (A Spencer Stuart company)’s business for Malaysia as the Partner and Market Leader. She brings along over 17 years of consulting and line management experience. Before joining Kincentric as part of the strategic acquisition between Spencer Stuart and Aon, she was with Aon for more than eight years and has worked in multiple geographies across the region including Singapore, Brunei, Vietnam and Philippines. Prior to joining Aon, she was working with organisations like PwC, ECS Limited and HCL Technologies in India.

She has been enabling organisations to deliver their business outcomes through effective people interventions across diverse areas of employee engagement & organisation culture, capability framework design and development and HR effectiveness review and improvement in various industries (Financial Services, Telecom, manufacturing).

She has a Masters in Human Resources & Organization Development from Delhi School of Economics, University of Delhi and is a certified facilitator on multiple psychometric (personality and cognitive capability profiling tools) including ADEPT (Aon’s Proprietary Tool), MBTI, Facet 5, LPA and IRIS.