Ives Tay

What a mess. They said at the time of his appointment, they had already decided to change the IA. Perhaps SGX Regco should ask why they are changing the IA? They hadn’t told the IA yet as the IA resigned over the conflict. So maybe SGX Regco should ask for evidence on what took place at the meeting and talk to those who made this decision and no longer there. But that’s only part of the issue. From this episode, it looks like only 2 parties have some standard in CG. The advisory side of Baker Tilly doing the IA which recognised the conflict created by the appointment of their firm’s external audit partner as AC chairman. And the ID who resigned over the matter. Others were just ticking boxes. For a conflict as serious as IA provided by AC chairman’s firm, the threshold for business relationship should be $0, not $50k or $200k. And it says he will recuse from appointment of IA after his appointment as AC chairman even though they’ve decided that it won’t be BT. So either they don’t fully understand whether there’s a continuing conflict or they believe there’s still a conflict. An AC chairman’s role is degraded if he can’t participate in appointment of IA. As we know, IA is usually conducted based on a risk-based IA plan and only certain areas will be covered in a particular year. So when the AC/board opines on whether the internal control and risk mgmt systems are adequate and effective in FY2024, does the AC Chairman have to recuse too since the previous 2 years’ internal audits were done by his firm and the IA provides the assurance over the IA and RM systems? Why appoint someone as ID/AC chairman in this situation? And why didn’t the BT audit partner just say no? We don’t have a rule for cooling off for such situations. We shouldn’t need a rule for everything. But we can see that companies like this just follow the letter of the rules.

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Transform Your Institution’s Leadership: Mokita’s VCE Coaching Programme In today’s evolving educational landscape, the necessity for inclusive and anti-racist leadership has never been more pressing. Mokita’s VCE Coaching Programme is meticulously crafted to equip senior leaders with the insights, skills, and strategies needed to spearhead meaningful change within higher education institutions. Programme Highlights: Visionary Leadership: Start with a comprehensive assessment of your institution’s current state and set future goals to lead in anti-racism. Deep Understanding: Dive into the historical and structural roots of racism within higher education and its contemporary impacts. Empowerment Through Knowledge: Acquire practical insights on how institutional policies and practices can either uphold or dismantle systemic racism. Collective Action: Foster a unified commitment among senior leaders, ensuring a cohesive approach to achieving anti-racist objectives. Programme Structure: Our holistic programme begins by identifying your institution’s current state and defining future goals, crafting a clear roadmap towards becoming an anti-racist leader in higher education. Participants will gain a profound understanding of the historical context of racism in academia, enhancing their self-awareness regarding positionality and its influence on leadership. Leaders will engage in practical sessions to distinguish between structural and institutional racism, develop a nuanced understanding of intersectionality, and improve decision-making processes to foster an inclusive academic environment. Additionally, the programme addresses the importance of promoting genuine positivity, ethical storytelling, and implementing authentic anti-racist initiatives. The final phase focuses on developing top-level anti-racist strategies with clear goals and actionable steps, culminating in a comprehensive vision for an anti-racist future ready for implementation. Join Us: Our programme transcends traditional learning; it's about leading transformative change. Senior leaders who complete Mokita’s VCE Coaching Programme will be fully prepared to drive systemic change and create a truly inclusive educational environment. To join our waiting list or to get more information on the programme, contact us today https://lnkd.in/gKPhmdwB or [email protected] Let’s work together to reshape higher education. #Leadership #AntiRacism #HigherEducation #Mokita #InclusiveLeadership #TransformativeChange

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𝗡𝗼, 𝗶𝘁'𝘀 𝗻𝗼𝘁 𝗷𝘂𝘀𝘁 𝗮 𝗽𝗿𝗼𝗳𝗲𝘀𝘀𝗶𝗼𝗻. 𝗜 𝗹𝗶𝘃𝗲 𝗳𝗼𝗿 𝗶𝘁 𝗮𝗻𝗱 𝗰𝗮𝗻 𝗱𝗶𝗲 𝗳𝗼𝗿 𝗶𝘁. 🎯I am not a 𝗺𝗼𝗻𝗼𝗹𝗼𝗴𝘂𝗲 but a 𝗱𝗶𝗮𝗹𝗼𝗴𝘂𝗲 rather 𝗱𝗶𝘀𝗰𝘂𝘀𝘀𝗶𝗼𝗻. I ensure the participants interact as much as possible and also come up at the stage. 🎯On stage I see my true self and feel accomplished. I am on never ending journey of self purification so that the truest life shine thru me. I am an instrument who is always filled with gratitude to Almighty! 🎯Well, most of us may have begun our career in pursuit of good materialistic life. I mean good pay cheque, position, timely promotions etc. And it's absolutely fine. BUT.... 🎯It's during mid life, the mid life career crisis most of us also do soul search that career not all about materialism but it's more about soul satisfying pursuit. 🎯We by then also during first job always looked for some role which can give us money as well as absolute peace of mind I mean a sense of finding and living the higher purpose of our life. Blessed are those who could have the grit to chase their higher purpose from early years. 🎯Some how we thought let's first gather enough money to settle our family and later will chase for self illumination. Its evident in 40s and 50s plus we all attend knowing higher self spiritual events, meditation retreats, and try to contribute to society by whatever we can. 🎯We also now in mid life re visit our hobbies and hidden talents and rejoice in living our passions. 🎯I am too living my passion of learning and sharing which I realized in my very second job in late 90s and from 2001 when I had joined Domino's Pizza as Store Manager and soon as City Manager with CCD. I used to take lot of interest in keeping my team members motivated because I know happy mind is productive mind. 🎯I used to very passionately train my team on product knowledge, customer service as well as soft skills. No wonder I and my team got best managers in India and we together used to over achieve the business targets. 🎯Later in 2004 I joined Reliance Ind. Ltd and was completely into Training and Development and also Channel Sales. And then took a very conscious decision to jump into education sector around 2014. 🎯I am super blissful that I live Learning and Sharing. That's my purpose of on Earth. I feel excited and energetic to deliver anytime any day anywhere for any learning aspirant. Size of participants doesn't matter to me but the fire to learn and evolve. #fireinthebelly #onelife #purposedrivenlife #holisticdevelopment #continouslearning #sharing #exploreyourpotential #kirankurwade

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In conclusion, Flexible Work Arrangements offer a multitude of benefits for both employees and employers, ranging from improved work-life balance and increased productivity to cost savings and environmental sustainability. Embracing FWAs not only enhances individual well-being but also fosters a more resilient, inclusive, and innovative workplace culture.

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In my years of teaching, I've learned that the best way to develop any skill is through careful scaffolding, building knowledge piece by piece. AI can support creative thinking in much the same way. I've found that starting with idea generation is crucial. In one classroom I observed, they used AI as a springboard for creativity. When students were working on a project about sustainable cities and one student felt stuck, they used AI to explore different perspectives from urban planners to environmental scientists. They didn't just accept the AI's suggestions wholesale, but used them as launching pads for their own unique ideas. I've noticed something remarkable in my teaching journey: when we use AI as a scaffolding tool, students become more confident in their own abilities. They learn to see AI as a helpful resource rather than a crutch. This is particularly important in Singapore's education landscape, where we're already seeing such strong creative thinking skills. Looking ahead, I'm incredibly optimistic about what we can achieve. Singapore's success in creative thinking is a foundation we can build upon. By carefully integrating AI tools into our teaching methods, we can help our students reach even greater heights while maintaining their independence and unique perspectives. Every student has the potential to be a creative thinker, and our job as educators is to provide the right support at the right time. AI is simply another tool in our teaching toolkit, helping us nurture the next generation of innovative minds. https://lnkd.in/gdDZxWJE

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While internships have long been hailed as the gateway to a successful career, the current "internship arms race" is spiraling out of control. Students are now juggling multiple internships, sacrificing their mental health and personal lives in the process. Is this relentless pursuit really worth it? On one hand, internships offer invaluable real-world experience and networking opportunities. They enhance employability and give students a competitive edge. But at what cost? **Exploitation Alert**: Many students face unpaid internships, menial tasks, and excessive workloads, all for the elusive promise of a better job. This isn't just about gaining experience; it's about survival in an overly competitive job market. **Inequality in Opportunities**: The playing field isn't level. Those with better networks and resources have a clear advantage, deepening the divide and marginalizing those without these connections. **Mental Health Crisis**: The constant grind is taking a severe toll on students' mental health. The pressure to keep up is leading to burnout and a loss of "me-time," crucial for personal development and well-being. We need a structured approach to internships. Quality over quantity. Fair compensation. Real learning opportunities. Let's not turn the pursuit of success into a race that only a few can win while many are left behind, exhausted and disillusioned. 👥 What are your thoughts on the internship frenzy? Have we gone too far, or is this the new norm we must adapt to? Share your experiences and opinions below! #InternshipRace #MentalHealthMatters #FairOpportunities #CareerDevelopment #HigherEducation

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Hi all! Join us to learn about Learn how to find precursors of your next surprise accident in OS+H Asia 2024 happening on 12 September 2024 with Dr. Marcin Nazaruk. The “mindset shifter” workshop on Learning from Normal Work provides an introduction to the concepts, skills, and tools you need to make it happen in your organization. CONTENT: ·      What is performance variability and how it affects safety ·      Why people don’t follow the rules and use work arounds ·      How to use the gap between plans and reality to find your next wave of improvements ·      How your beliefs about safety determine what you can see ·      Do your questions shut people down-simple but powerful questioning techniques ·      How to change leadership conversations with a new focus on what makes the work difficult ·      Examples of tools to find where and how your next accident can happen If you’re interested, please use the QR code to register Now!

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Old Chang Kee. Like their curry puffs, don’t like their corporate governance. So they have an ID who passed 9 years. Can’t be independent anymore under SGX mandatory 9-year rule. So they redesignate the ID to non-independent instead of replacing her and their proportion of IDs falls to just 1/3. Maybe like their curry puff - cannot don’t have. But it’s ok - still comply with the listing rules. Moving even further away from complying with the code is ok because that’s “comply or explain”. More accurately called Don’t Comply So What?

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I was recently introduced to the word 'Ikigai' in a training session by Kat Han Teng, SPHRi. The Japanese term comes from 'Iki' means life and 'Gai' your value or worth. It simply denotes the notion of finding a sense of purpose or something that makes life worth living through your passion to achieve self-actualisation from the concept of Maslow's Hierarchy of Needs. My job in Human Resource started as a Recruitment and Placement Executive and further ventured into Generalist 6 years ago. My breakthrough in my career was 3 years ago with my current organisation where I was given the opportunity not only as an Operational Generalist but also a role as HR Business Partner handling both local HR and overseas HR. The role is extremely challenging, with zero knowledge in overseas human capital, involving relentless amount of research and understanding of current trend of local and overseas HCM. Tonnes of sacrifices, trials and errors, failures, disappointments, anticipations and success are associated. This role has also landed me in a few overseas airports, tasted local delicacies, opportunity to shop at the duty-free shops, joke aside, more importantly understanding the local culture, how the locals behave and act, their passions and interests, to align with our organisational goals. The challenges are worth while and they have grown me well but I am still growing and learning. With my current organisation, I have found my 'Ikigai' where my passions are at, where I can utilise my abilities and skills though still learning and developing, where I can contribute to the progress of the organisation aligning with the mission and purpose, and where I am compensated equally based on the my level of expertise. I reap the benefits more than the monetary rewards, but the experience and skills I have developed and growing throughout the journey. At Dr Clear Aligners Group, we hungry for talents who are passionate to develop further with positive anticipation of challenges lie ahead and with growth mindset to align the skills and abilities with the Organisation's long term mission and vision. Have you found your Ikigai? #ikigai #passion #vocation #purpose #growth #humancapital #humanresource #career #organisationalgoals

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#SHASSESS 𝗵𝗮𝘀 𝗯𝗲𝗲𝗻 𝗲𝘅𝘁𝗲𝗻𝘀𝗶𝘃𝗲𝗹𝘆 𝘂𝗽𝗴𝗿𝗮𝗱𝗲𝗱 𝘄𝗶𝘁𝗵 𝗮 𝘁𝗼𝘁𝗮𝗹𝗹𝘆 𝗻𝗲𝘄 𝗱𝗲𝘀𝗶𝗴𝗻 𝗮𝗻𝗱 𝗽𝗹𝗮𝘁𝗳𝗼𝗿𝗺. To clarify, this is our cloud based DISC Assessment System. The system is used by so many organisations now for their personality assessment needs. In the old system, participants can attempt the assessment in English, Malay or Mandarin. However, the report comes out only in English. This is going to change now. Work is still in progress for the other languages. Keep your fingers crossed. The system enables our graduates to earn 200% to 1400% profit on the reports. And since all my materials are given out free to my graduates, they can alo conduct training with ease. Be our ITOL Certified DISC Professional Facilitator if you would like to start a new income stream through behaviour mastery, like our graduates. Info here: https://lnkd.in/gPqhpiUx

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In 2008, I left the corporate world to join Nanyang Technological University Singapore as Director of CAO (Career and Attachment Office). For twenty over years before, I was in #strategicbusinessplanning, #managementconsulting, #businessdevelopment, #salesandmarketing, #projectmanagement, #leanmanufacturing, #supplychain, #businessandoperations and on #Board. #HigherEducation was truly a journey into uncharted waters. So start my adventure. First I built a "Family@CAO," followed by "Team CAO" and 16 years have gone by. Today, I step down from my role. Looking back over these 16 years, I am proud of what my team and I have achieved as OneCAO. We began in 2008 with a small group of about twenty staff; we grew to over sixty in 2024. We consistently maintained high #Employability and #Employment for NTU graduates even through the Asian financial and pandemic crisis years. We built the three Pillars of CAO, #CareerServices, #WorkIntegratedEducation and #LearningandDevelopment. These pillars combined to deliver high QAFU-rated career services to 33,000 NTU students, place 6,000 students annually for local and overseas #internships and #workstudy degree programs and teach them #futureskills for #futurecareers. We encourage and nudge NTU students to "OWN" their future and their careers. Together with my #careerconsultants, #careercoaches and #careereducators, we help employers establish #talentsupplychain plus #talentsolutions that meet their growth and expansion locally and abroad in an organized and structured approach. This was made possible when we established the “SODA” #careerdevelopment framework which prepare students right from first to final year. I have closed my chapter at CAO. Yet, I am confident Team CAO will write a new chapter that will benefit more NTU students and graduates and bring greater pride and recognition to the university. One final word to all #employers, #industrypartners and many friends I have the privilege to know, work and journey with in the last 16 years. I would not have accomplished what I had set out to do in 2008 without your trust, belief and unwavering support in me and my CAO team. You and I will surely meet again in a different setting. But my service and commitment to you will not change – “How can I help you and your organization to succeed?” For the last time. Thank you partners, friends and everyone from the bottom of my heart! See you soon.   NTU Career & Attachment Office #humanresources #humandevelopment #hrbp #employers #hiringmanagers #CEO #Presidents #CHRO #VPHR #csuite #talentrecruitment #universities

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It was 1991 and my parents had sent me to pick up basic computer skills from the Tanjong Pagar community centre near my place. After I "graduated" from the class, I took the newfound knowledge and skills, and replicated the classes for a budding private school's children's class. Fast forward three decades and I have been involved in the training, teaching and grooming across a gamut of audiences; subjects and skills ranging from sports to HR, and everyone from the 7 year-olds to HR directors. Yet nothing prepares me for the challenges of special needs training. The learning needs and behavioral challenges of the neuro-atypical and their various co-morbidities makes every class, and every learner an adventure to be undertaken. It is easy to slip up and take for granted when conducting the lessons as they look up to you for guidance, knowledge, patience and support. What does it take to help someone learn a new skill who does not see the world through the same lens as you and I? And how do you share your knowledge about the world with them safely and kindly? :) #itstheirworldtoo #specialneedseducation

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It is a challenging morning in Singapore today with disrupted train service, combined with the start of PSLE written examinations, then the rains came to further dampen our spirits and add to the traffic chaos. While we made our separate plans to get to where we need to be, I am wondering - did your business or company make any Business Contingency Plans to address the disruption? There were so many complains and criticisms online since yesterday, but we could have been better prepared. Could we allow remote work for the rest of the week, shift face-to-face meetings to virtual for the next 2 days, and let non-operational critical staff come in on a staggered basis to ease congestion to prioritise essential commutes for the PSLE students to get to school on time? We should be tackling issues as a community and utilise our resources wisely. I draw parallels of such disruptions to sustainability. While global warming's effects may not be as immediate as a train disruption, they are just as real. The temperature projections and impacts on biodiversity, sea level rise will affect our lives far more than just an inconvenience to our commute. We need to plan our roadmaps to reduce emissions and put together our mitigation and adaptation plans. 2050 will be here sooner than you think. 2030 is only a stone's throw away and we are far from achieving the UN SDGs. Most of us still relate to music from 1990s and 2000s, that was 24-34 years ago, whereas 2050 is just 26 years away. It's time for climate action. Let's rethink our lifestyles, advocate for greater responsibility, raise awareness, and make simple yet impactful changes in our daily habits. Small steps like consuming less, adjusting AC temperatures, and modifying diets can collectively make a significant difference. The time for change is now, let's do more together for a sustainable future – I talked enough. #ClimateAction #Sustainability #CommunityEffort

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A #ReflectionNugget I found interesting today... for myself and for the ageing population in Singapore. Dr. Nancy K. Schlossberg, a retired professor of counseling psychology at the University of Maryland, conducted a study on retirees and identified six approaches they may take in retirement: ⚙ Continuers Stay connected with past skills and activities, but modify them to fit retirement, such as through volunteering or part-time work in their former field. 🛣 Adventurers Start new activities or learn new skills not related to their past work, such as learning to play the piano or taking on an entirely new job. 🔮 Searchers Learn by trial and error as they look for a niche; finding their identity in retirement. 🏖 Easy Gliders Enjoy unscheduled time and like their daily schedule "to go with the flow." 📰 Involved Spectators Maintain a keen interest and engagement with their previous field of work or the world around them, but in a more observational role rather than an active one. 😥 Retreaters Become depressed, retreat from life and give up on finding a new path—the only negative path in Schlossberg's classification. People may transition between these approaches as retirement progresses. We are not static creatures, we ebb and flow based on our environment, our inspirations and life circumstances. It is fascinating to me how conscious decisions shape our present and future. By the above definition, The Courage Chapter is probably suited for those currently on the Continuer, Adventurer or Searcher paths. Hit us up ;-)

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This was a 2018 article I wrote about SGX’s remuneration policies. While I praised its disclosures, I found its policies wanting. What concerned me the most at that time was the apparent softening of the KPIs for senior management for the vesting of performance shares, the changes in KPIs and changes in peer companies. It raises questions as to whether the board was holding senior management accountable or making it easier for management to achieve KPIs. Because the same disclosures were not made for the annual bonus, I have no idea whether the apparent softening of KPIs also occurred for the annual bonus. I’m raising this again because I think if we want SGX to do well, the board must set the appropriate KPIs and hold management accountable for achieving them. It shouldn’t make the goalposts larger if management keeps missing their shots on goal.

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63% of CEOs in Asia Pacific believe their companies will not be economically viable within 10 years without reinvention, according to a PwC survey. I believe the situation is worse than reported. https://lnkd.in/gAPbk5YA Business leaders are largely unprepared for the transformation. Post-pandemic, we have observed a deterioration of leadership skills in large organisations: Conceptual thinking is weak. Though it is essential to develop new business models. Attention span and empathetic skills have atrophied. Screen time and hybrid work are primary culprits. Written communication and logic are in decline. Gen AI will worsen this. Not mentioned in the report: the worsening of the externalities of business activity – and the reality that these are now fully in the public view: 29m tonnes of plastic is expected to enter the ocean each year by 2040. On average each of us ingest 5g of plastic in our food each week. https://lnkd.in/gBZwAway 67% of consumers in Europe believe ultra-processed foods contribute to obesity, diabetes and other lifestyles related illnesses. https://lnkd.in/g4kemyCZ And there are many more, beyond carbon emissions... Business leaders need to own the problems, own the solutions, and take action to reinvent their businesses. GIFT’s flagship Global Leaders Programme is part of the solution. Our proprietary curriculum and experiential methodology ignite a mindset shift - the essence of business transformation - proven to be sustained over the long term for many of the nearly 3,000 managers who have participated. “Agility to unlearn and relearn… helped us turn knowledge into passion which creates belief and action.” “The most global, co-creative and real-life programme I have ever experienced.” “Illustrated how diverse teams can plan, interact, and push boundaries to develop innovative approaches towards creating a common outcome.”   Join us in September for the next GLP, in Hong Kong and Phnom Penh. https://lnkd.in/dFgHgUix We are offering a first-time trial discount for registrations in June. Write to us for more details.

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Adding touches to my prep for this event. Looking forward to hearing more about coaching and coaching supervision in Singapore - always a privilege to widen awareness and stretch perspective. https://lnkd.in/dvyyscDN #supervision #coaching #coachingsupervision #reflectivepractice #icfcoaching

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