ATD 2017 Asia Pacific Conference 

Workforce, Innovation, Technology


DATE: 8 - 10 November 2017  

Venue: Taipei Marriott Hotel, Taipei, Taiwan  


The Association for Talent Development (ATD) has partnered with the Tze Chiang Foundation of Science and Technology (TCFST) to bring to you the ATD 2017 Asia Pacific Conference and Exhibition in Taipei, Taiwan. 

Asia’s business landscape is dynamic and evolving, which makes attaining measurable outcomes one of the most essential goals. The ATD 2017 Asia Pacific Conference and Exhibition will address how developing talent within an organization achieves bottom line results. This premier event will focus on talent development in the Asia Pacific region and will feature relevant conference tracks including instructional design, human resource development, organizational effectiveness & innovation, human resource technology, and the future of work and business insights. Thought leaders and experts from around the world will share their insights. Attendees will gain insight and knowledge to help them achieve real impact in their organizations through effective talent development practices.


Conference Tracks

  • Instructional Design: This track will concentrate on learning techniques for trainers with a specific focus on facilitation skills, competencies of a trainer, design and delivery methods, needs assessment, and related core skills.

  • Human Resource Development: This track will concentrate on cross-cultural issues including developing cultural awareness, global workforce development, and benchmarking.  

  • Organizational Effectiveness and Innovation: This track will concentrate on creating a culture of innovation to unleash employees' creative problem-solving abilities and ultimately affect the organization's bottom line. 

  • HR Technology: This track will concentrate on broad technology trends affecting talent development in a world of new technologies. These technologies contribute to learning-focused organizations through mobile, informal, and social learning.

  • Future of Work and Business Insights: This track will concentrate on how technology and business change is transforming work and working lives.


Codifying Culture: Innovation at Amazon

Zane Moi - Head of Business Development, Hong Kong, Macau, and Taiwan, Amazon Web Services Taiwan

This session will explore how, at its core, it is the individual who is central and critical in an organization’s approach to technology. The session will discuss how recruitment, team structure, performance appraisal, and reward systems all connect back to innovation. Finally, for this to work globally and at scale, this session will discuss how to focus on ensuring you do not rely merely on good intentions but instead codify your approach and culture through mechanisms and procedures.

The Strategy of Talent Development in the Digital Age

Crystal Liu - Human Resources Vice President, HTC Taiwan

Since the technology revolution changes and new uses of technology are both increase rapidly, the phenomenon has been reshaping people’s lifestyle in dramatic way. It’s also forcing a fundamental transformation of business – changing the relationship with customers, bringing new entrants and their disruptive technologies, driving new channels, products and services, breaking down the walls between industries and forcing a basic rethink of the business model. What skills should the company be looking for, and training their people for? Where will we find the people we need? Whatever technological innovations are ahead, it’s the people that will make the difference between eventual success and failure. That’s why CEOs need a people strategy for the digital age.

The Best Practice of Talent Development in Response to Brand Strategy

Dai-fen Chu - Principal of McDonald’s Academy, McDonald's Taiwan Taiwan

In this session, you will learn how a major, international restaurant brand integrated brand characteristics with instructional design to improve the skills of training teams and trainers, as well as talent analytics. In an industry where customer satisfaction is the ultimate make-or-break, personnel is a company’s greatest asset. Join this session to learn how to create comprehensive training programs oriented toward corporate growth.

Workforce Transformation in the Cognitive Era

Glenn Dittrich - Vice President of Watson Talent, IBM USA

We live in dynamic times. HR is challenged with new mandates for talent transformation and improving business outcomes in a market filled with disruptive technology, massive data overload, and changing people expectations. Innovative cognitive technologies have the potential to transform the workplace as we continue to introduce and refine its capabilities. With this advancement comes the promise of more efficient and precise outcomes through HR analytics. Organizations are beginning to examine how cognitive solutions can be leveraged to redefine the employee experience at work. A new report defines the ideal employee experience and how organizations can use active listening techniques to help achieve business goals. Taking a real-life example, this session will demonstrate how cognitive computing capabilities have helped one client best leverage recognition data to improve employee engagement.

Eliminate Fake Training: Implement the 6 Paths to Sustainable Training

Chuck Udell - Senior Partner, Essential Action Design Group, USA

How often do we send associates to a training event, and they return to your workplace excited and ready to implement what they learned? Yet, after several months, nothing has changed. The reason you sent them to this training was to improve performance—but after they returned, performance did not improve. Unfortunately, this costs organizations significantly in terms of resources wasted and time lost. How can these situations be avoided? These instances are referred to as fake training. How can training programs consistently ensure that stakeholder demands for increased performance are met? 

The 6 Most Important Things You Can Do to Increase Training Effectiveness

Roy Pollock, Co-Founder and Chief Learning Officer, The 6Ds Company, USA

In this session, you will learn the six practices that differentiate highly effective training programs from those that produce little business value. Based on Roy’s international bestselling book, this session will help you better align training with business objectives, enhance engagement of participants and their managers, increase learning transfer back on the job, and evaluate what really matters to the business. This content of this session will be of value for anyone responsible for designing, delivering, evaluating, or managing training.

Talent in the Artificial Intelligence Age: The Impact of Artificial Intelligence, Social Media, Analytics, and the Internet of Things on Talent Development

Shakun Khanna, Senior Director, Oracle, India

As the world of work evolves, artificial intelligence and technology will begin to assume a front role in skill development, and in many cases skill replacement, of employees. This will also have an impact on the way organizations strategize to develop and manage their talent. This session will give a preview of the latest developments in the fields of big data, the Internet of Things, machine learning, and artificial intelligence, and their impact on talent development and management in organizations. The speaker will share strategies that organizations should embrace to survive in the competition for talent, specifically in Asian economies. The last part of the session will focus on what new skills and behaviors talent development professionals will need to develop to stay relevant in a world where technology will play a frontal role. 

L&D Best Practices: 5 Approaches to Be More Strategic

David Yesford - Vice President, Wilson Learning Worldwide, USA

Ensuring that organizations have the skills to execute strategy is a top priority for executives. This responsibility rests squarely with the internal learning and development function to create and implement talent development solutions for their organizations. Research conducted by Training magazine and Wilson Learning Worldwide examined what it means for L&D to be more strategic. The results clearly indicated there are specific actions that L&D can and should take.In this session, we will use the data to define what it means to be more strategic, and then go beyond the data to identify best practices. These best practices will create the backdrop for a discussion about what others are doing to make a difference. Learn from your colleagues and gain insights you can use on the job.

Designing Learning With Trahentem Canvas

Flora Alves - Founder, SG Tailored Corporate Learning, Brazil

There are some factors that are crucial when it comes to learning design. The first of those is the urgency of designing learning compatible with real life—that is, compatible with a “beta version” world, in which things change rapidly and we have to adapt in a way that is aligned with organizational goals. The second is the development of a design centered on human performance, and the third point, equally important, is simplicity. In this session you will learn about Trahentem, an innovative tool for learning design that has emerged in a context where we are asked to do more with less, better and faster. You will not only learn how to use this tool to align global training teams, eliminating barriers and overcoming challenges, but also learn what the tool is, what it is used for, and how to use it. You will learn how to create learning design in the real world. You will also leave the session with three Canvas models and a set of cards with instructions to apply what you learned.

Developing Employees for the 21st-Century Workplace

Josh Davies - CEO, The Center For Work Ethic Development, USA

Work ethic, or soft skills, is no longer seen as optional. Nearly nine out of 10 hiring managers say work ethic is their most important factor in hiring. The challenge is that fewer than one in five candidates has these basic skills, and almost all job training is focused on academic and technical skills. However, new strategies in developing work ethic are making a huge difference in employee performance and retention.This session will highlight simple training and leadership approaches that everyone can use. By analyzing employer-based research, defining the seven behaviors of work ethic, and applying innovative teaching methodology, you will discover how to create lasting behavior change in your employees.

Ignite and Excite Me!

Marc Ratcliffe - Founder and CEO, MRWED Training and Assessment, Australia

This session will highlight seven key ways to ignite and excite learners to encourage them to be fully focused and work at their best. This will include sharing, modeling, and discussing more than two dozen techniques that can be immediately applied to your own environments (both face-to-face and online). While the focus will be on learning and teaching, there will be natural correlations for those leading teams of people in the workplace. As such, there will be ideas on how to connect more effectively during team meetings and tips on how to make your presentations more memorable.

Systematically Grow Workforces, Influence Businesses, and Impress Leaders!

Michael Fors - Executive Leader of Learning, Microsoft Corporation, USA

Come learn how best practices applied at Microsoft, Intel, and the UN form a system for you! Many talent development professionals seek performance gaps and plug them, like holes in a dike. They create training, measure satisfaction, and hope leaders see the good work. Few can measure impact on business strategy. The result: Training functions struggle to show value, and are cut in hard times. But there is a better way! In this session, you will learn a practical, proven workforce performance system. In it, role performance specifications form the basis for hiring, onboarding, and leader-prioritized ongoing development.

Close Critical Skill Gaps With Microlearning

Parul Gupta - CEO, Kovim, USA

Advances in technology increasingly drive employees to acquire new skills quickly and put them to immediate use. Learning teams often struggle to close critical skill gaps to ensure company growth and competitive advantage. Microlearning can be key to rapid acquisition of critical skills. To be effective, microlearning needs to define and demonstrate the skill it is teaching. The “what” is only a small part of any successful learning experience. The “when, who, why, and how” are also key to learner comprehension and the ability to apply what they learn on the job. By definition, it is critical that any microlearning experience be short and targeted to be successful. In this session, you will learn how to design microlearning that helps learners quickly gain the skills they need to perform their jobs. You will walk through a design methodology based on solid theoretical and pedagogical foundations that increase learning self-efficacy through engaging and stimulating microlearning experiences. 

Building a Highly Engaging Work Culture: It's Everyone's Job

Rebecca Ray - Executive Vice President, The Conference Board, USA

Despite increasing investments in employee engagement surveys, programs, and solutions, fewer than a third of workers around the globe exhibit high levels of commitment and discretionary effort. Because engaged employees are more productive and innovative, this low level of employee engagement is troubling. Just who in the organization is responsible for creating an engaging culture: senior executives? Human resources professionals? Frontline supervisors? Employees? The short answer: everyone! In this session, we’ll explore what three years of research from the DNA of Engagement series of reports at the Engagement Institute tells us about how engaging cultures and leaders are forged, as well as what individual employees need to know about being part of the solution. Learn the eight critical elements highly engaging cultures have in common, the 12 behaviors highly engaging leaders consistently do effectively, and the six steps employees can take to engage at work. 

The Innovator’s Advantage: Decoding the Hidden Link Between People and Process

Ron Price - CEO, Price Associates, USA

In this session, the speaker will share the philosophies, practices, and processes that will give an organization the innovator’s advantage. The session will be based on the speaker’s most recent book, and will include detailed insights into the six stages of innovation; the unique passions, talents, and skills ideal for each stage; and how to select and prepare innovation teams for superior performance. The speaker will share the processes and practices he uses in helping organizations dramatically improve their business results from innovation.

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