Amy B.C. Tan
Adjunct Faculty
LinkedIn ProfileEducation
- PhD candidate in Behavioural Management & Social Sciences, University of Twente
(Dissertation titled “Leadership and Lean Innovation Training for Employee Innovative Work Behaviour in Singapore”. Public defence scheduled on September 27, 2023.) - Master of Science in Business & Human Resource Management (with Distinction), Northumbria University, UK
- Six Sigma Black Belt by Rath & Strong
- Governance & Leadership Programme (GLP 4) by Civil Service College
- Graduate Diploma in Leading & Sustaining Change by Civil Service College
- Certified Lego Serious Play Facilitator
- Harrison Assessment Profile System Accreditation Programme
- Australian Psychological Press (APP) - MBTI Accreditation Programme
- Organisation Technology - DiSC Personality Profile System Accreditation Programme
Areas of Expertise
Innovation, Decision-Making & Leadership
SUBJECTS TAUGHT / STUDENT PROJECT MENTOR
- Human Resource Management
- International Human Resource Management
- Leadership
- Organisational Development
- Change Management
- Leadership in Innovative Behaviours
EXPERIENCE
Academic experience
Singapore Management University (SMU)
Affiliate Faculty | 2018 – Present
Designed courseware and delivered the following programs:
- Employee Engagement & Change Management
- Leading Digital Ready Workforce
- Human Capital Management, a module of Enterprise Leadership for Transformation (ELT)
- Innovation and Change Management
- Mentor to SME business leaders
Singapore University of Technology & Design (SUTD)
Senior Adjunct Fellow | 2019 – Present
- Developed and delivered Agile Project Management Approach, a module of Modular Master in Digital HR
- Developed and delivered Managing Change and Ambiguity
Consulting Experience
- Developed HR Partners Playbook for the National University of Singapore.
- Developed core, leadership and functional competency frameworks and implemented them for recruitment, learning & development, performance management, career pathing, and succession planning for several public and private service organisations, non-profit organisations, and SMEs.
- HR Transformation for public and private service organisations, non-profit organisations, and SMEs.
- Implemented Mentoring Programme for Public and private service organisations, including training the mentors and mentees.
- Reviewed and redesigned business processes for public and private service organisations using Business process re-engineering (BPR) and Lean Six Sigma.
- Facilitated Leadership team development for public and private service organisations.
- Facilitated strategy planning for public and private service organisations.
- Set up Talent Assessment and Development Centre for one MNC Logistics Company.
- Mentor to second-generation business leaders.
- Coach to HR professionals and Senior Executives.
Corporate Experience
Centre for Organisational Effectiveness
Director & Partner | 2011 – Present
The Centre for Organisational Effectiveness (COE Pte Ltd) is a Business Advisory Company with headquarters in Singapore and offices in China, Indonesia, and Germany. Responsible for the overall success of the business and operations in the Asia Pacific region and for all day-to-day management decisions for implementing the company's long and short-term plans.
Key contributions and some latest projects led:
- Served as HR advisor to a multinational logistics company, providing mentorship to the CHRO and Business HR Partners. Led projects, including talent review and succession planning, executive coaching, leadership pipeline building, HR process streamlining, and competency framework development.
- Provided professional advice in the design, set up and implementation of a Talent Assessment and Development Centre for an MNC logistics company and successfully secured funding from Enterprise Singapore.
- Curated and developed a Business HR Partner Playbook for the National University of Singapore, enhancing HR effectiveness and partnership with business leaders.
- Implemented Flash Mentoring and Mentoring programs for finance professionals’ associations and public service agencies, driving career development and talent retention.
- Successfully developed and implemented competency frameworks for recruitment, performance management, career development, and training in various industries, including public service, social enterprise, logistics, banking, insurance, manufacturing, IT, and retail.
- Supported two public service Finance divisions in digitalisation transformation.
- Introduced a “stay interview” initiative to retain IT specialists and HR Business Partners for a German-based logistics company.
- Successfully conducted HR and business process re-engineering for an international gifting company
- Contributed as a Mentor to 6 SME leaders under the enterprise leadership for the transformation initiative of Enterprise Singapore.
- Developed courseware for Singapore Management University (SMU) and Singapore University of Technology and Design (SUTD) on Innovation and Change Management, Human Capital Leadership and Modular Master in Digital HR.
Ministry of Community Youth & Sports
Director, Workforce, Singapore 2010 Youth Olympic Games Organising Committee | 2008 – 2011
As a key member of the senior management team of the Singapore 2010 Youth Olympic Games Organising Committee, led the human resources and volunteer management function. Responsible for setting up the organisation, recruiting key leadership members, implementing HR processes, staff training and development, and volunteer recruitment and management. Provided end-of-contract management and career transition for full-time staff.
Key contributions:
- Set up the organisation and recruited key leadership members.
- Successfully implemented HR processes, i.e., Manpower Planning, Recruitment & Selection, Compensation & Benefits, Performance Management, Leadership Management and Career Transition.
- Directed staff training and development for paid staff.
- Successfully recruited more than 20,000 volunteers and trained and equipped them with appropriate skills and roles for the Youth Olympic Games and Asian Youth Games.
- Provided end-of-contract management and career transition (Beyond Singapore 2010 initiative) for 550 full-time staff. 98% of the staff were placed with a job before their contracts ended.
Ministry of Manpower
Director, People Matters | 2004 – 2007
Director, Labour Relations | 2007 – 2008
Held leadership role within the Ministry of Manpower. Oversee human resources management, human capital development, and organisational management. Led transformation initiatives, including the introduction of the HR Account Management model, competency-based performance management, coaching and mentoring programs, and succession planning frameworks. Streamlined HR practices, enhanced work-life harmony initiatives, and improved efficiency through digitisation transformation.
Key contributions:
- Revamped HR practices by introducing the HR Account Management model, which fostered Business HR Partnership Management. This strategic approach aligned HR objectives with broader business goals, enhancing overall organisational effectiveness.
- Successfully led the transformation of the MOM’s performance management system to a Competency-Based Performance Management System. This shift enabled a more comprehensive and objective evaluation of employee performance, driving individual development and organisational success.
- Successfully implemented the centralisation of HR transactional activities by transitioning staff and services to Vital.Org (MOF). This strategic move streamlined HR processes, increased operational efficiency, and improved service delivery across the organisation. By centralising transactional activities, resources were optimised, allowing HR professionals to focus on more strategic initiatives such as talent management, employee engagement, and organisational development.
- Successfully established the Central Procurement Unit (CPU), elevating the professionalism of the Procurement Officers function and enhancing career development opportunities for staff. This initiative centralised procurement activities, resulting in standardised processes, improved coordination, and increased cost savings. The implementation of the Central Procurement Unit also fostered collaboration and knowledge sharing among procurement professionals, enabling them to leverage best practices and drive continuous improvement in procurement practices.
- Introduced a Competency Framework to support career development, learning, and manpower resourcing. The implementation of the 3-Steps Career Development framework facilitated employee growth and talent retention.
- Refined compensation and benefits practices for overseas offices in the UK, India, the US, and China, ensuring consistency and competitiveness in attracting and retaining top talent.
- Successfully introduced an Organisational Development framework to support change management and culture development within line departments. Enhanced Organisational Development capabilities by implementing a toolbox for in-house Change Facilitators and Change Leaders. This comprehensive framework empowered departments to navigate and adapt to organisational changes effectively, fostering a culture of innovation, collaboration, and continuous improvement.
- Developed and implemented a Mentoring framework to support the growth and development of young talent and Scholars. By pairing them with experienced mentors, this framework facilitated knowledge transfer, skill enhancement, and professional guidance. The mentoring program not only accelerated the development of emerging talent but also fostered a culture of learning and collaboration, resulting in a more engaged and capable workforce.
- Developed and implemented Management Resource Planning (MRP) and Succession Planning frameworks, ensuring smooth leadership continuity and talent pipeline development.
- Spearheaded Work-life Harmony initiatives to promote a great workplace and workforce, emphasising employee well-being, flexibility, and work-life balance.
- Introduced the Leadership Milestone Program, targeting middle management and high-potential individuals, to nurture and enhance leadership capabilities.
- Implemented eRegistry management to streamline administrative processes, improve efficiency, and optimise resources.
- Collaborated with tripartite partners to develop and introduce guidelines on fair employment practices, promoting inclusivity and equal opportunities in the workforce.
- Collaborated with tripartite partners to develop and introduce guidelines on the re-employment of older workers, supporting their continued participation in the workforce and recognising their valuable contributions.
- Refined the funding policy on Work-life Harmony, enabling more companies in Singapore to adopt flexible workplace solutions, fostering employee engagement and productivity.
Aon Risk Services (Insurance Broker) Pte Ltd
Director, Human Resource & Communication | 2001 – 2004
Played a dual role as Director of Human Resources & Communication for Aon Risk Services and Principal Consultant & Black Belt for Aon Human Resources Consulting. Advised senior executives on HR matters, led the implementation of HR strategies and programs, managed HR functions, and ensured regulatory compliance. Introduced lean six sigma process improvement initiatives, talent management and succession planning processes, and performance management systems.
Key contributions:
- Consulted and supported a business unit within the organisation in achieving the prestigious National People Developer Award.
- Successfully established the Aon Regional Learning Centre, catering to the learning and development needs of internal staff and clients.
- Pioneered the implementation of lean six sigma process improvement initiatives in the Singapore and Hong Kong business units.
- Developed and implemented the Red Book/Blue Book initiative, a comprehensive Talent Management & Succession Planning process.
- Introduced "Investing In People," a performance management system that enhanced performance assessment and feedback processes.
- Created a performance reward system tailored for Brokers, incentivising high performance and driving results.
- Initiated the Mind-Body-Team program, fostering teamwork and promoting employee wellness.
- Launched the Aon Vision Purpose & Director Cascading program, aligning leadership and promoting a shared vision across the organisation.
- Introduced an Intranet system to facilitate open communication and knowledge sharing among employees.
- Provided coaching and guidance to senior key executives, contributing to their professional development and growth.
Nokia Pte Ltd
Regional Human Resource Development Manager, Asia Pacific | 1996 – 2001
Reported to the Vice President, Human Resources (Asia Pacific), and has a dotted line reporting structure to the Vice President, Sales & Marketing. Spearheaded strategic initiatives to drive talent development and employee engagement across the Asia Pacific region.
Key contributions:
- Implemented comprehensive training programs that resulted in improved employee performance, increased productivity, and enhanced overall organisational effectiveness.
- Led the design and implementation of a regional competency framework, aligning it with the company's business objectives and ensuring consistent skill development throughout the organisation.
- Collaborated with cross-functional teams to identify and address skill gaps, fostering a culture of continuous learning and development.
- Developed and executed succession planning strategies to nurture internal talent, resulting in a pipeline of high-potential employees ready for leadership positions.
- Successfully managed regional budgets for training and development programs, optimising resources and ensuring cost-effective delivery of initiatives.
- Actively participated in regional HR forums, sharing best practices and leveraging industry trends to drive innovation in HR strategies and practices.
- Built strong relationships with key stakeholders, including business leaders, to understand their talent needs and align HR strategies accordingly.
- Received recognition for outstanding performance and contributions, including Nokia Asia Award for Leadership in Talent Development.
- Successfully introduced Internet Based Learning (IBL) option for Account Managers and Strategic Marketing Managers to enable learning at own time, own pace, and own place
SGS-Thomson Microelectronics Pte Ltd
Head, Learning & Development | 1993 – 1996
SGS-Thomson Microelectronics Pte Ltd, now known as STMicroelectronics, is a leading global semiconductor company specialising in the design, development, manufacturing, and marketing of a diverse range of semiconductor integrated circuits ("ICs") and discrete devices. These cutting-edge technologies are used in various microelectronic applications, such as telecommunications systems, computer systems, consumer products, automotive products, and industrial automation and control systems.
Key contributions:
- Developed and executed the "LATCH CASCADE - Total Quality Initiative Training" program, targeting Line Trainers and Non-Exempt staff. This comprehensive training initiative aimed to enhance quality standards, promote process efficiency and instil a culture of continuous improvement throughout the organisation.
- Established training policies and procedures that streamlined the learning and development framework within the company. These policies ensured consistency, effectiveness, and alignment with organisational goals.
- Designed and implemented the company's Total Learning Plan (TTP), a strategic roadmap for employee development and skill enhancement. By mapping out comprehensive training programs, the TTP empowered employees to acquire new competencies and stay abreast of emerging technologies and industry trends.
AT&T Consumer Products Pte Ltd
Senior Manager, Training & Development | 1988 – 1993
Key contributions:
- Developed and delivered training courses such as Basic Statistical Process Control (SPC) for Technicians, Basic Electronics for Line Leaders & Material Handlers, Planning & Organising Skills for Secretaries, Coaching Skills for OJT Skills for Production Supervisors, and Effective Meeting Skills for Managers.
- Set up the Training function for Indonesia, Batam factory.
- Conducted ISO9002 audit for the factories in Singapore and Indonesia, Batam.
- Formulated Training Policies and Procedures for Singapore and Indonesia factories.
- Delivered AT&T Culture Development Program (“Project Miracles”) for 500 Executives.
- Delivered “AT&T Quality Excellence Leadership” module for Exempt Staff.
EXPERIENCE
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Academic experience
Singapore Management University (SMU)
Affiliate Faculty | 2018 – Present
Designed courseware and delivered the following programs:
- Employee Engagement & Change Management
- Leading Digital Ready Workforce
- Human Capital Management, a module of Enterprise Leadership for Transformation (ELT)
- Innovation and Change Management
- Mentor to SME business leaders
Singapore University of Technology & Design (SUTD)
Senior Adjunct Fellow | 2019 – Present
- Developed and delivered Agile Project Management Approach, a module of Modular Master in Digital HR
- Developed and delivered Managing Change and Ambiguity
Consulting Experience
- Developed HR Partners Playbook for the National University of Singapore.
- Developed core, leadership and functional competency frameworks and implemented them for recruitment, learning & development, performance management, career pathing, and succession planning for several public and private service organisations, non-profit organisations, and SMEs.
- HR Transformation for public and private service organisations, non-profit organisations, and SMEs.
- Implemented Mentoring Programme for Public and private service organisations, including training the mentors and mentees.
- Reviewed and redesigned business processes for public and private service organisations using Business process re-engineering (BPR) and Lean Six Sigma.
- Facilitated Leadership team development for public and private service organisations.
- Facilitated strategy planning for public and private service organisations.
- Set up Talent Assessment and Development Centre for one MNC Logistics Company.
- Mentor to second-generation business leaders.
- Coach to HR professionals and Senior Executives.
Research Interests
- Leadership in individual job performance
- The role of Human Resources in SMEs
Conference Presentations
- Presented at the 11th AAOM and 12th TAOM Joint Conference, 19–21 June 2019 in Bali, Indonesia: Tan, A. B. C., Van Dun, D. H., & Wilderom, C. P. M. (2019). Support for innovation and individual innovation readiness as mediators between transformational leadership and innovative work behaviour: An empirical study within Singaporean service organisations.
- Presented at the 19th International CINet Conference, 9 - 11 September 2018, in Dublin, Ireland: Tan, A. B. C., Van Dun, D. H., & Wilderom, C. P. M. (2018). Perceived Support for Innovation and Individual Innovation Readiness as Mediators Between transformational leadership and Innovative Work Behaviour.
- Delivered lectures on “Human Resource Management in ASEAN” as part of the ASEAN Integration Initiative held in Cambodia, Laos, Myanmar and Vietnam from 2013 to 2019.
- Delivered informative lectures on “Human Resource Management in the Public Sector” held in Singapore, organised by the Ministry of Foreign Affairs from 2012 to 2017. These lectures shed light on the unique aspects and intricacies of HR management within the public sector, addressing specific challenges and opportunities in this domain.
- Served as keynote speaker on “Leadership in Business &Politics” at the World University Service Komite Indonesia event held in Jakarta.
- Delivered keynote address on “Strategic HRM” at a meeting organised by the World Health Organisation (WHO) held in Singapore.
Chapters in Books
- Innovative Work Behaviour in Singapore Evoked by Transformational Leaders Through Innovation Support and Readiness
- Lean Innovation Training and Transformational Leadership for Employee Creative Role Identity and Innovative Work Behaviour in a Public Service Organisation
- What Leader Behaviours Evoke Employee Innovative Work Behaviour? Validation of a New Survey Scale
Editorial and Reviewer Activities
- Creativity & Innovation Management - Innovative work behaviour in public organisations: A systematic literature review
- Creativity & Innovation Management - How top leaders’ support affects open government data (OGD)-driven innovation capacity of firms: Based on the TOE framework perspective
- Creativity & Innovation Management - Do Employee Perception of HR Training Quality and Manager Innovation Signals Employee Thrive?
Workshops
- Manager as Coach
- Effective Performance Management
- Leading Digital Ready Workforce
- Employee Engagement & Change Management
- Managing Difficult Conversation
- Effective Mentoring for Mentors
- Effective Mentoring for Mentees
- Innovation & Change Management
- Innovation & Productivity
- Lean Innovation Training (LIT)
- Business Process Re-engineering (BPR)
- Lean HR
- Strategic HR
- Strategic Workforce Planning
- HR Consulting Skills
- Competency-based Interviewing Techniques
- Effective Facilitation Skills
- Communicate with Impact
- Professional Leadership Development Programme for Doctors and Medical Professionals
- Leadership Action Programme (LAP) for Leaders
- Management Advancement Programme (MAP) for Managers
Awards & Recognition
- Leading HR Leader Award, 2008
Memberships
- Certified Management Consultant
Media Appearances & Coverage
- Spokesperson during Singapore 2010 Youth Olympic Games
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