• Building Organization Effectiveness and Employee Engagement


    Senior HR Manager in Learning & OD | Fortune 500 & Global MNC | Talent, Learning & OD | 20 Years+ Exp | Facilitator, Trainer & HR Speaker I Global Training & Development Leadership Award


  • Global Training & Development Leadership Award 2017
    Taj's Land Ends Hotel Mumbai

    Golden Globe Tiger Award - Malaysia HR Leadership 2017
    Pullman Hotel KL

    Asia HR Leadership Award 2017
    LeMeridian Hotel Singapore


    Career Background


    • 20 years of experience in managing corporate learning, OD,talent management and leadership development to enable organization agility

    • 7 Years of Senior Management experience to engage, advise and develop C-Level, VP and Directors in Local and US multinational organizations

    • Partnership with Senior Leadership Team in talent management, process improvement, leadership development, employee engagement and corporate strategy planning

    • Cultivate positive and motivated workplace 

    • Application of  latest OD, Productivity and Learning approaches 

    • Master of Social Sciences, University Malaya

    • Energetic, Positive and Innovative

  • An Organization's Ability to Learn, and Translate that Learning into Action Rapidly,is the Ultimate Competitive Advantage                        

                                                  Jack Welch

  • Functional Experience

    Learning & Development, Organization Development and Management Experience


    Head of HR Dexon Electrical Engineering Sdn Bhd 2016 August - Present
    Head of Learning & OD AMC Kaizen 2013 - 2016 July

    Senior Manager of Training & Organization Dev. APAC First Solar Malaysia 2012 - 2013 (VSS) (Global Top 10 Solar Renewable Energy)

    Senior Manager of Learning & Organization Dev. APAC PayPal Shanghai & KL 2010 -2012 (Restructure) (Global No 1 Online Payment)

    Senior Manager of HR Development Carsem Malaysia 2007- 2010 (Top 10 Global Contract Manufacturing)
    Learning & Development Manager Pfizer Malaysia 2005- 2006 (Contract) (US Fortune 500 Pharmaceutical Company)

    Senior Training Executive Mydin Malaysia 2003 - 2005  (Malaysia No 1 FMCG) Senior Training Executive Western Digital Malaysia 1995 - 2003 (Global Top 1 Hard Disk Industry)



    A. Training and Development 

    Designing and Delivering Training Programs


    Managing Employee Development


    Managing Team


    Managing Learning Academy


    Managing Training and Web Technology


    B. Organization Development and Talent Management

    Aligning learning and organization development strategies to business needs
    Implementing Talent Management, Assessment and Succession Planning

    Developing Leadership Development Solutions
    Facilitating Corporate Strategies


    C. Management Experience


    Partnering Experience with Business Leaders and HRBP


    Managing Complex Projects


    Influencing Capabilities




    Consult CEO Team and Business Leaders




    Head of Learning and OD

    (Sr. Training Consultant )
    AMC Kaizen

    August 2013-Current


    Provide Soft Skills Training to China clients


    Offer Public Leadership Programs
    Conduct in House Leadership Programs

    Participate in HR Conferences

    Coach people managers


    Provide OD Training

    Consult HR leaders
    Publish articles in Linkedin Pulse


    First Solar

    Senior Manager of Training and OD (APAC Region) 

    Sep 2012 – Jul 2013



    Partnered with Global Team to implement Asia Pacific On-boarding

    Rolled out Global E-Learning Program for APAC Region

    Facilitated and Organized Global Leadership Development

    Set up Inter-departmental Training Council to intensify learning organization and training management practices

    Designed First Solar Manufacturing Effectiveness System by combining Lean ,TWI, Supervisory Management System, 6S , McKinsey and John Kotter’s Change management

    Managed the training needs of Beijing office

    Developed leadership and coaching culture of the Finance Department

    Presented findings of Business Sustainable Growth of First Solar to Managing Director


    First Solar Malaysia & APAC: 3000 employees 
    Training Dept: 4 Employees (same location: Kulim in Malaysia
    Virtual Team in Tempe & Perrysburg US
    Reporting to APAC HR Director and Global HR VP


    Senior Manager of Learning and OD (Asia Pacific) 

    Dec 2010 – August 2012




    Deployed two leadership training programs (leadership fundamental and people manager essential)

    Conducted on-boarding training for new supervisors and people managers in KL

    Facilitated corporate strategy sessions for APAC and Shanghai

    Conducted talent identification, talent review and talent development in KL and Shanghai

    Deployed global career development in APAC. Teamed up with Accenture to conduct interviews for merchant support, customer services, risk and financial services

    Initiated global corporate communication and Job Title Change for Asia Pacific



    PayPal 1100 Employees

    OD Dept Individual Contributor.
    Virtual team in  Singapore, Ireland and Omaha

    Reporting to Global OD Director


    Senior Manager of Training and OD (Malaysia and China) 

    Jan 2007 – November 2010



    Worked with CEO team to facilitated corporate strategies .Successfully aligned corporate goals with department and individual employees

    Initiated OD programs to improve company Morales with support from CEO

    Partnered with COO to develop change process for lean manufacturing with the results of 15% improvement of output cycle


    Implemented successfully lean manufacturing process in three major production lines to improve productivity, cycle time and reduce wastes. Using John Kotter's change management and McKinsey 7s to facilitate the change

    Worked with Chief Technology Officer increase knowledge base of R&D Center

    Developed bench strength of managerial level by developing 60 managers

    Developed and supervised Graduate Engineering Scheme to groom new generation of fresh engineers. Developed 30 new engineers in a year

    Managed talent identification, review and development for12 HiPo employees for HQ
    Managed six divisions with 100 staff to handle training and OD needs of 10000 employees

    Exceeded expectations in Training Department effectiveness and Team Building in Employee Survey of Carsem 2009-2010 with 83%

    Partnership with training manager of Suzhou operation pertaining to training and development

    Carsem: 11000 Employees
    Training and OD Dept 100 Employees

    (same location Ipoh, Malaysia)
    Virtual Team in China (HR Manager in Suzhou)



    Learning and Dev Manager (Malaysia and Singapore) 

    Dec 2005 – Dec 2006




    Conducted TNA for Malaysia and Singapore employees

    Applied various Organization Development intervention tools to improve team collaboration

    Applied appreciative inquiry during annual team building for IT, Marketing, legal and HR Department

    Conducted soft skills training for all levels of employees included communication, one minute manager, Internet research and facilitation skills


    Training Dept 1 Employees
    (same location: Shah Alam)
    Virtual Team: None

    Reporting to HR Director



    Senior Training Executive
    August 2003 – Nov 2005



    Implemented customer service culture in Mydin such as set up customer service team, Friday briefing and training for shop floor employees.


    Won National Customer Service Award

    Conducted Process improvement and event facilitation in store operations, foreign worker management, branch opening and floor management

    Designed and delivered customer service training to 1000 employees


    Training Dept 4 Employees
    (same location: KL)
    Virtual Team: None

    Reporting to HR Director

    Western Digital Media (formerly known as Komag USA)

    Senior Training Executive 

    Apr 1995 – Jul 2003



    Managed three Zenger Miller corporate Leadership Training Program for five years

    Managed training fund

    Managed multimedia facilities and Komag College Resource Center

    Delivered soft skills training - 5S, Zenger Miller Working Program, Learning Skills, Stress Management, Internet Research, Facilitation, Team Development, and Supervisory Skills


    Training Dept 1.5 Employees
    (same location: Penang)
    Virtual Team: None

    Reporting to Senior Training Manager




    Talent Management

    Organizational Development

    Leadership Development

    Employee Engagement


    Training & Development

    Business Acumen

    Group Facilitation

    People Management

  • Global & Asia OD Strategy Planning Session

    PayPal Ops HQ Strategy Planning

    US,Asia Pacific and  Europe

    First Solar HQ Global HR Strategy Planning


    Asia OD Annual Strategy Planning Session, Singapore

    Korea, India, Shanghai, Malaysia & Singapore

    PayPal APAC Strategy Planning

    Shanghai China


    Corporate Strategy Planning APAC

    Off Site Meeting for Strategy Planning

    Leadership Strategy Planning Session in Malaysia

    Senior Leadership Team Offsite Meeting

    Facilitation of Strategy Planning Sessions with Key Managers



    Eight Months of Collaboration, discussion and interview for Career Development framework 


    Two Years to develop lean master, improve productivity and develop technical leadership pipelines


    Formulated a series of initiatives

    set up customer service team, improve floor and storage management, developed customer service program, delivered training to all employees, customer service briefing


  • Training and Consulting

    Talent and Leadership Management

    A. Definition
    Select high potential talent who will be future leaders of each cohort of management – lower management, middle management or upper management
    B. Process Flow
    Talent Selection
    Criteria selection
    9 Boxes
    Succession Planning
    Talent Review
    Profile of High Potential
    Discussion of agreement
    Development Plan
    Talent Development
    Corporate Efforts
    Departmental Projects
    Leadership Competencies
    Talent Evaluation
    Quarterly Review

    Next Action Plan

    Leadership Development

    a. Employee Survey
    b. Training
    c. Periodical Coaching
    d. Employee Survey
    Additional Process
    Leadership Competency Definition
    Growth, Strategy, Talent Base, Unity, Speed, Learning, Accountability and team, Collaboration, Brand
    Training and Coaching Key Topic
    Phase 1 Positive Management
    Phase2 Motivation
    Phase 3 Communication
    Phase 4 Team Development
    Phase 5 Coaching and Performance Improvement
    Phase 6 Business Solutions and Change Management

    Consulting on Learning and Development Effectiveness

    1. Training Needs Analysis
    a. Compliance
    b. Competencies
    c. Department Needs
    d. Organization Strategies

    2. Alignment to Business Goals
    New Understanding of Training Business
    Business Sustainability Model
    Corporate Strategies

    3. Training Evaluation
    Kirkpatrick Evaluation

    4. Training Activities
    Competencies Model
    Talent Development
    Action Learning
    Manage consultants
    6 D approaches
    Training Investment and Expectation- RoI/E
    Team Bonding

    5. OD
    Change Management
    Performance Consulting
    Facilitate Discussion

    6. Training Transition
    McKinsey 7S
    Components Evaluation

    Individual Programs

    1. Facilitation
    2. Conducting Meeting
    3. Training Delivery
    4. Organization Development

    5. Instruction Design

    6. Training Management

    7. Manager Development

  • Global Network, Government and University Relations

    Task Force Member of Malaysian Workforce Competitiveness and Competency 

    Appointed by Ministry of Human Resource by appointment. Collaboration between seven government agencies with 12 private companies to look into Malaysian workforce. Facilitated by Malaysia Productivity Center

    PSMB Knowledge Network & CEO TALK

    USM School Industry Partnership Program

    Partnership between Penang industries, Education Faculty of USM and various rural schools for 7 years

    University Industry Trainee, Program, Engineering Trainee Program in Malaysia

    UM, USM, UTM, UPM, MMU, UKM, University of Nottingham


    Collaboration with FMM for Training and Development

    Partnership with Malaysia Productivity Center for Workforce Study

    Malaysia Foreign Trade and Investment for Training Sponsorship

    China HR Excellent Center

    China Biggest HR Conference and Training Producer
    HR Conference Speaker in Shanghai and Beijing


    China HR Salon

    Member of China HR Salon

    Linkedin Group - 300000 Professional Members

    Training & Development
    Associate of Training and Development
    OD, Training and Education: Moderator
    Training Magazine
    Training, OD and Education (Malaysia & Singapore)

    Chief learning Officer Network
    Talent Management Magazine
    China HR Professional 
    Malaysia HR Network
    Malaysia HR Association

    Professional Bodies

    Associate of Talent Development

    Chief, Learning Officer Network




    Universiti Malaya M.A.

    Masters Social Sciences 1990 - 1993



    Fellowship Award of University Malaya

    Subjects: Politics, Social Mobility, New Economic Policy, Malaysia Studies, Chinese Modern Studies

    Universiti Malaya B.A (2nd Upper Hons.)

    BA Social Sciences (2nd Upper with Honors) 1987 - 1990



    Subjects: Economic, Business Management, Asian and European History, Asian Politics, Cultural Studies, Literature, Japanese



    Activities: South East Asia Youth Summit - Organizing Sub Committee ,
    Graduation Magazine Committee - Vice Chairman, Organizer of Student Camp



    Eric Levos

    Corporate Learning Partner at The Andersons, Inc.

    Laurence worked as a peer with me during his time at First Solar. He demonstrated exemplary performance in the following skill disciplines: Project Management, Managing and Measuring Learning. His innovative solutions in the area of Organizational Change Management were invaluable during our massive company re-organization. He is an inspired, customer-focused and team-centered leader who is an asset to any organization. I am honored to endorse Laurence.

    Shankar Nagalingam

    APAC Human Resources Director - at IHS

    Laurence is a diligent individual and works well independently and able to liaise well with all levels. He has great passion in training and development and will be a good asset to any organization.

    Malini Tharumalingam

    Senior Director, HR Operations, APAC at Pfizer

    I never cease to be amazed by Laurence's passion for his work, energy and selflessness. He is a true believer of organizational development and is constantly looking into new ways to support the organization and colleagues whilst developing himself at the same time.
    He builds rapport easily with all levels of people and treats everyone with respect. He is a respected leader, a trusted colleague and an asset to any organization that he works with.

    Norman Song

    Senior Manager, Learning & Organization Development

    Laurence has the substantial experiences in Learning & Organization Development area. Laurence's facilitation skills in Leadership Developmenet programs impressed me the most. He is also good at social network building... I believe Laurence is a great facilitator, executive coach and OD expert.

    Norita Wan-Mat

    HR Business Partner at Maxis Berhad

    Laurence Yap is a seasoned Training & Org Development experts. He has vast exposures in designing and implementing training interventions in both local and regional organizations such as Carsem and Paypal.

    Laurence is a well respected leader to his Training & OD team at First Solar. He was not only an effective mentor and coach to the team members, he has successfully transformed the team development and achived a high satisfaction level among the members.

    "People passion at heart" has to be Laurence's greatest gift to the world! His genuine liking for people is so visible where ever he present himself at.

    Laurence's technical competencies, proven track record and his warm personalities will make him a great asset to any organization.

    Meng-Queen Yee

    Business Unit Manager at AbbVie Sdn Bhd

    Laurence rocks, very knowledgeable, great network capabilities and most importantly, he's generous in teaching and sharing knowledge.

    Helene Tian

    Staff Talent Development Specialist at Imperial Garments Sdn. Bhd.

    Laurence is a knowledgeable person in HRD. Furthermore, he is always willing to teach and guide the fresher in this field. He is open-minded and willing to share his knowledge, experience and opinion with others. Moreover, he is friendly and supportive to matters which HRD related.

    Anne Tseng

    Operational Excellence Program Manager at PayPal

    Laurence was a facilitator at two of our offsites and I found him very approachable, flexible and creative. He invests a lot of time and effort in setting the right mood and tone for a successful team-building or facilitation, and his management trainings have been very well-received at our company. Quirky and humorous, his infectious energy lights up the room!

    Ezreen Malek

    Human Resource Manager - Learning & Development at IJM Corporation

    Laurence is very passionate about L&D. This is evident in the way he speaks & share about L&D topics. One could notice the sincerity and passion as he takes the stage.

    Rene Cortez

    QA Director at Carsem Malaysia

    Mr. Laurence Yap has very good skills in OD management utilizing strategic approach in targeting and attaining given super ordinate objectives. His attention to key details and wide experience provides a balance in designing the right approach to program based OD projects.
    He has a vast resource and good command methods in OD that would bring the organization to a strategic advantage. He works through teamwork style and can go well with the management. Truely a dependable leader in his own field. Having him in the team sets the motivation of the team to new opportunities in growing organization.

    Judy Cheong

    Executive Secretary at Carsem

    Laurence is a very creative, people orientated and knowledgeable person in HRD. He always upgrade himself attending seminars and do a lot of reading for his related field - HRD. He has introduced/conducted many training programmes to the management and the company such as team bonding. I think the team bonding is a good training structure to get know your superior and colleagues more closely in terms of hobbies, favourite food/sports/hobbies and create no barrier or any tension moment during the session.

    Steve Teoh

    Head of HR, South East Asia

    Laurence Yap has a natural flair and genuine interest in helping employees and friends alike to gain new skills in raising the bar of their level of competencies.

    His energy and passion are admirable, and participants in his training and facilitation find him impressive. Some of his expertise are :-

    A. Great interactions with all levels of employees
    B. Excellent results and feedback from people managers of all levels
    C. Leadership feedback and value added function
    D. Good networking skills
    E. OD and talent management competencies
    F. Sharp business acumen

    Overall a great asset to the company and proactive team-player.

    Ruzi Panjang-Adni

    Employee Learning & Development Lead (Asia Pac & Middle East) at Motorola Solutions

    Laurence is very resourceful, almost like a walking wikipedia. He's the GREEN hat in the team - creative & full of ideas :-)

    Hasrul Hasan

    Senior Executive - Organizational Development at AmBank

    Laurence is a strategic, analytical, persistent, considerate, resourceful, highly spirited, friendly, delightful and thoughtful manager. A huge amount of knowlegde I learnt from him. His is the pioneer of Organizational Development in Malaysia. Any organization hire him will be blessed by results delivered, very positive.

    Carolyn Foo

    Senior Team Lead- SEA/IN Account Management

    Laurence is a great presenter and leader.I have attended a few leadership training sessions conducted by him and was very amazed and inspired by his enthusiasm and energy level.He engages everyone in all his training sessions and shared a lot of his own experience with his audience.outside of the training room, he is a good mentor and listener and is always willing to share his knowledge. He is always with the positive energy in him and this is what we need in the leadership team!

    Fauziah Khalid

    Senior Manager, Business Improvement Services - APAC Shared Services at TMF Group

    I'd known Laurence since 2005 when we met at one of Dale Carnegie Training for consultants. He is very enthusiastic and focused in what he does. Over the years he has become a great resource for me in areas of organizational change, human resource management, training and facilitating skills. He is full of ideas, very willing to assist and also great fun to be with.

    Cornelius Koh


    I have had the good fortune to be associated with Laurence Yap for many years now. Two things stand out Laurence. He is a voracious reader. As such he is very knowledgeable and always very up to date on the latest and greatest in Management, Leadership and Training & Development trends. Secondly, he is excellent at networking with people and very easy to get along with. He is always willing to share what he knows with others unselfishly. A good role model for what positive and effective leadership in Training & Development should be.

  • Project & Change Management Model

    McKinsy 7S

    John Kotter Change Management

    Mental Rehearsal

    Action Action Review

    Six Thinking Hats

    Lateral Thinking

    Positive Psychology

    Appreciative Inquiry

    Strength Based Management

    Asset Based Thinking



    Leadership Challenge by Kauzes and Posner Model

    Maslow Hierarchy

    Situational Leadership

    One Minute Manager

    Zenger Miller Leadership 


    Training & Development

    Social Learning

    Kirkpatrick Evaluation

    Ro Expectation and RoI

    Action Training Method

    Training Within Industry- Job Instruction, Job Method and Job Relations

    LMS - SAP and Incheon

    Action Learning


    Organization Development

    Appreciative Inquiry for Team Planning & Team Conflict

    Business Sustainability Model by Professor Nitri

    Performance Consulting by Dana, Rothwell and Pfizer

    Structure Tree Strategy Planning

    SOAR Strategy Planning

    Competitive Value Framework for Corporate Culture & Leadership

    Lean Manufacturing



    Post Mortem

    Corporate Strategy


    Department Planning

    Team Bonding

    Process Improvement

    Problem Solving

    Decision Making

    Meeting & Discussion

    Tactical Planning

    Senior Leadership Team Meetings


  • Leadership Behaviors


    ENFJ of MBTI





    Natural Leaders


    Influence Type of DISC





  • Work Samples


    Training Management and Solutions

    Does Your Onboarding Process Lead to Employee Engagement?
    CEO, HRD & Business Leaders need more than Training Needs Analysis
    4 Learning Habits to Create Values to Your Organization
    Application of Action Learning
    Onboarding Impacts on Retention
    Instruction Design
    Learning & Development Competency Model
    Training Effectiveness Results- Exceeded Expectations
    7 Areas of Survey of the Effectiveness of Learning & Development
    Alternate & Colorful Training Room Setup (Pictures)

    Training Strategies -190,000 Viewers and still growing

    People & Leadership Skills
    8 Ways to Motivate Yourself as a People Manager
    65% of Employees Leave Because of Bad Bosses
    Management & Leadership Competency Model
    Positive Leadership with 4 Positive Psychology Applications
    Positive Leadership Way: 7 Positive Steps to Discipline Employees
    A Neglected Essential Skill by Most Managers
    Business Leader's Guide of Post Mortem Facilitation
    Leadership Development Programs and Social Learning Theory
    7 Tips of Becoming a Damn Good Leadership Trainer

    Design and Delivery of Leadership Programs
    Meeting and Facilitation
    Effective team Bonding
    Facilitation Skills
    Time & Task Management
    New People Manager (Bilingual)
    Communication Skills

    Organization Development
    How Can We Diagnose and Change Corporate Culture?
    HR Driven Business Sustainability Model from Harvard Business School
    Good Practices on Retention Strategies
    Career Development
    Organization Development Levels and Interventions
    Action Learning Implementation
    Facilitating Corporate Strategy

  • HR 


    Partnered with HR Recruitment Team to Interview and Select Operators, Technician, Executives, Engineering and Managers

    Onboarding and Orientation

    Partnered with Talent Acquisition in providing onboarding for Directors and Managers in Carsem 


    Facilitated Orientation for Operators and Technicians in Carsem

    Designed and Conducted Onboarding for Team Leaders, Supervisors and Managers in PayPal 

    Performance Management

    Career Development, Performance Coaching

    One one one communication training

    Annual Year End Performance Appraisal

    Goal Setting

    Personal Development Plan

    Half Yearly Performance Feedback

    Upward Feedback & 360

    Business Partnering

    Business Partner with HRBP to resolve Department Issues


    Consulted Head of Department to improve performance 


    Engaged C-Suite Executive in Lean Manufacturing, Career Development,. Safety, Customer Services, Employee Engagement

  • Training & Certification 


    Human Performance Consulting 


    LMS Plateau Learning System Pfizer                                

    Industrial Relations 


    HR Job Descriptions


    HR Job Evaluation and Grade Structure


    Working Globally 


    Career Development


    HR Employee Discipline 


    Migration of LMS Incheon


    HR Competence Building


    Strategic Impact of Corporate Learning


    Nottingham Trent University MBA-  IT, Fin. & Marketing


    Facilitation Skill



    Essential People Manager

    Frontline Leadership

    Zenger Miller Leadership

    Certified PSMB Trainer

  • Interview

    Share with us the current trend in Learning and Development in 2012

    Laurence Yap shares : -

    The trends for training and development are :-

    1. Linking talent development to training
      Retaining talent has become an issue to employers in megacities like Singapore, Kuala Lumpur and Shanghai. People are changing jobs every two to three years. The grooming of talent has the attention of top leaders by utilising coaching, training and assignment to give talent broader responsibilities. The training department plays an important role to identify the individual and corporate needs of the talent. Then, they select effective channels to implement the development process for the talent.

    2. action learning based training
      Corporates need to improve business performance which is essential. Training departments can deploy action learning based training for effective changes like lean manufacturing, six sigma, FMEA etc.
      Training personnel identify experts to train and consult projects. The participants will carry out projects after training. The results will be measured and shared.

    3. e-learning
      E-learning is here to stay. More and more of the Gen Y are getting used to getting things done online. Training needs to find creative ways to implement learning online.



    Handle that row


    HR’s essential role

    The HR plays a big part in cultivating a good working environment, especially in which conflicts are kept at a minimal level. Clear delineated policy decisions, proper work delegation as well as team-building exercises are just some of the tools that HR can employ to manage or resolve the various types of conflict.

    To keep the organisation running smoothly, HR has to clearly indicate each person’s task and delineate the work. “Proper induction, clarity of expectations, and prior agreement of targets, strategies and objectives prior to an assignment or a task will prevent conflicts between the employee and the line manager or supervisor,” Saturno says.

    Laurence Yap, a taskforce member of Malaysia Workforce Competencies and Competitiveness (under the Malaysia Economic Model) explains that it is essential that HR matches the employee with the right job so that the person can be productive at work. “Sometimes, expected results could not be achieved and leads to conflicts as some employees could be placed in areas that do not utilise their strengths,” states Yap.

    Personally, Yap notes that he has seen the same employer-employee conflict arising because an employee was placed in a job that underplayed his or her work abilities. An employee in Yap’s former company was good at training but performed poorly in an administration position. Despite the feedback from supervisors, the employee’s work had not improved. Yap eventually had a discussion with the employee and told him to focus on his strengths as well as transferring the administration duties to a clerk. Three months later, the employee was performing at an excellent level.


    Source: http://www.hrmasia.com/site-search/handle-that-row/83049/


    Picking the Best


    Laurence Yap

    Senior HR Development Manager, Carsem

    I’ve asked many tough questions during the interviews, including “What was your greatest challenge at work and tell me how you solved it. What else was involved in it too?” I will ask this question to access how well the candidate handles crisis and tough challenges. I need to see if they have handled tough situations before. This will allow me to have an idea of how they will function under pressurising situations that may arise at Carsem.

    Another question I normally ask is, “What are your values in life? How do you apply these values in your current jobs and give me three examples.” These questions will test the value system of the candidates. With examples, we can know if he walks the talk. We are also able to assess if the candidate is a good fit, bearing our company’s own values in mind.

    Finally, this open-ended question, “How do you ‘change the world’ at your workplace?” helps to see if the candidate really sees his work as career or just as his or her job. People with conviction and passion will answer this with ease




    Source: http://www.hrmasia.com/news/features/picking-the-best/108583/


  • Social Media


    Pageviews 95000 since 2008


    Slideshare Power Point Presentation 
    Total View 700,000 since 2006

    Slideshare Link

    Moderator of Organization Development, Training & Education with 14800 Members since 2008

    Linkedin Group

    Linkedin Profile


    Online Porfolio

  • “The only sustainable competitive advantage is an organization's ability to learn faster than the competition.”
    Peter M. Senge MIT

  • Activities


      • Chairperson of HR Conference, Capsource, March 2015

      • Task Force member of Malaysian Workforce Competitiveness and Competency (Ministry of Human Resource by appointment)

      • HRD Best Practice Seminar (Co-organizer)

      • Chairman of Toastmaster (Silver)

      • Online HRD Community of Malaysia

      • Chief Learning Officer Network of US

      • SIPI of Penang (Industry, University and School partnership)

      • Northern Malaysia Internet Group

      • Organized HRD Seminar with sponsorship from PSMB and Maxis

      • Brandon Hall Research - Judge of 2008 Brandon Hall Excellence in Learning Awards, US

      • National Service - Training on Culture and Diversity

  • Summary of Strengths

    18 Years of Experience in OD, Learning, Talent and HR


    Fortune 500, Global and Asia MNC 

    Organization Culture

    Engage all levels of employees and  C-Suite Executives


    Global network and government relations

    Network and Public Relations

    Improved key business processes and employee competencies

    Proven Results

    Develop high performance team with positive psychology


  • Contact 

    HP 0162080096

    Tel 05 5439453