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About: Amy

Amy has more than 20 years of experience in Human Resources. Her expertise has been in Strategic HR Management, Talent Management, Performance Management, Workforce Planning, Organisational Development & Design and Leadership Development. Amy’s career experiences were with companies such as AT&T Consumer Products, SGS-Thomson Microelectronics, Nokia, Aon and Ministry of Manpower. Before joining COE, Amy was with the Ministry of Manpower (MOM) as Director, People Matters Division, responsible for the HR, Corporate Admin and Emergency Manpower Planning functions. During her tenure with MOM, she led the transformation of the People Matters Division, and she strengthened the HR capability of the Ministry. As a testimony to the great strides made in raising the ministry’s HR capability, MOM received six awards from the Singapore Human Resources Institute for its leading HR practices in Strategic HR, Staff Communications, Talent Management & Succession Planning, and Workplace Quality in 2007. Besides HR transformation, Amy led the HR and Corporate Admin departments in streamlining and optimising the processes. She was involved in the creation of shared service centre, Vital.Org, initiated by MOF and PSD. She led MOM, one of the 3 pilot agencies, and successfully implemented the HR and Finance shared service solution in year 2005. Amy has also implemented e-Registry and centralised MOM’s procurement function & services by introducing Central Procurement Unit (CPU) in year 2008. In addition to her People Matters role at MOM, she has also contributed to the formulation of national workplace policy & guidelines such as Fair Employment Practices and Re-Employment of Older Workers. Amy plays an active role in promoting fair employment practices and worklife integration. She is a tripartite committee member, appointed by MOM. She is also the judge for 2009 and 2010 Singapore Work-life Excellence Awards. Amy was a nominee for Best HR Director consecutively in 2004 & 2005 by HRM Singapore. In 2008, she was awarded by the Singapore Human Resource Institute (SHRI) for the Leading HR Leader Award. Amy is also certified as Six Sigma Black Belt. In Aon Asia, she has led the Process Improvement and Redesign initiative in the Singapore office. She was involved in Six Sigma projects like “Increasing insurance renewal rate” and “Reducing unallocated accounts”. Currently, Amy is engaged by the Singapore 2010 Youth Olympic Games Organising Committee to oversee the overall HR and workforce (includes volunteers) planning, development and management.

Building the Muscles of Your Workforce

Running improvement projects in a wide variety of service organisations over the last couple of years, I had to relearn what I thought I had a good grasp of already. I had to restudy the basic drivers of productivity and process efficiency. Yes, it is certainly possible to drive productivity by process changes.

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Is Group Coaching Possible?

Coaching is about believing in someone and then taking action to help that person to be his or her very best. Some months ago, the managing director of an MNC approached me to develop a team of four operations managers with some people and management skills. Three of them were promoted recently but have not […]

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Manager as Coach

To be a good coach is hard work. Coaching requires a set of skills that need to be built. The journey as a coach is a long but rewarding one. How will we know when we have arrived? “With the best of leaders, when the work is done, the project is completed, the people all say, ‘We did it ourselves.’” Lao Tzu

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Balancing Customer Satisfaction and Productivity

Your staff members complain about having too much work, the proportion of people on short-term sick-leave is consistently above average and the turnover rate is disturbingly high. However, comparing takt time and processing time does not show to any obvious issue. So, what is the problem?

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Beyond HR Data Analytics – Competencies HR Professionals Should Possess

HR professionals with knowledge of Lean Six Sigma tools and HR Data Analytics can deliver better service to their customers – their leaders and colleagues. Identifying requirements and gaps, analysing, improving and innovating processes as well as ensuring the performance long-term are valuable business partners.

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Excuse Me, Why Should HR Know About Six Sigma?

Given today’s need for HR professionals to be Strategic Business Partners, to be a ‘Voice of Conscience’ to the CEOs as well as Champion for the Employees, those with background in proven management methodologies and tools such as Lean, Six Sigma or Kaizen have a great advantage. An HR Professional who can present his business case for HR strategies and interventions with a compelling return on investment will be respected and regarded. Having the knowledge and exposure in cost and time estimates, in analytical thinking processes as well as fact-based strategies and decision making will open doors.

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Difficult Conversations – Keeping Mentoring Relationships on Track

The Quality of a Relationship relies on the Quality of the Conversation. At some point in a mentoring relationship, the need for a difficult conversation will arise. Whereas every conflict is different, and there is no one-size-fits-all advice, there tend to be patterns to what goes wrong, and what helps. Every difficult conversation has three […]

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Being a Mentee – How to Benefit from a Mentoring Relationship

When Odysseus gave the task of protecting, guiding and educating his son Telemachus to his old friend Mentor, he did this knowing that Mentor would be the best person possible to care for his only son during his absence from Greece. Since then, Mentor is synonymous for someone who is willing and able to provide guidance and support to bring out his Mentee’s very best – without any other personal agenda.

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Being a Mentor – How Not to Disserve Your Mentee

When you agree to mentor another person, you offer to help someone in his/her development in the organisation. By mentoring, you have no agenda of your own and thus you are able to create a safe arena within which to develop a trusting relationship. Mentoring is not always easy and as natural as we expect. […]

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Management by Walking About

Annual culture surveys are not good enough to connect managers and their staff. They are too formal and deliver only lagging information in a very stringent way. They cannot measure the daily pulse of the organisation. Other ways are needed to help sensing the heartbeat of the firm. Try Management by Walking About.

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