Making time to lead and manage is important to achieving a respectable 15 per cent TSR score.

The ten-year annualized TSR for the period 1994-2004 was 20 per cent, highlighting the success of Matthewson’s strategy.

SINGAPORE (24 April 2011) – At the time of Sir George Matthewson took over as CEO of the Royal Bank of Scotland (RBS) in the early 1990s, RBS was making £26 million against a £200 million target and was vulnerable to takeovers, with HSBC and Standard Chartered mooted as making attempts to acquire it.

Underlying such problems was a huge an inefficient branch system upon which Matthewson unleashed a relentless radical restructuring, named ‘Project Columbus’ aimed at slimming down the company and implementing a widespread management clean-out of some 3,500 jobs. Further, Matthewson removed the back office from the branch and centralised it to create more space for retail and open-plan offices.

Matthewson was able to initiate growth-orientated actions, which involved diversification into the insurance market and expansion of the credit-card business. By 1998, the bank was earning a pre-tax profit of over £ 1 billion. A fitting finale to his career was the £21 billion takeover of NatWest, a bank that was thrice larger than the size of the Edinburgh-based RBS. The ten-year annualized TSR for the period 1994-2004 was 20 per cent, highlighting the success of Matthewson’s strategy.

As a CEO, you know that whatever else you achieve, you must get the business to deliver total shareholder return (TSR). TSR is a very challenging measure to be judged by. To be seen as a good performer, a CEO must deliver at least 15 per cent, which gives the CEO five years to double the value. A 20 per cent target equates to four years, and few companies can achieve this.

Like Matthewson, how do you set out a systematic approach to be a tenacious reformer, capable of delivering the transformations needed to create one of the best performing companies in your sector and hence deliver shareholder value that continues to be better in the future?

In a unique talk show format, the HR TALK SHOW: Strategic Succession, Talent Management and HR Technology (25 May 2011, GSC Pavilion, Kuala Lumpur) highlights the stories, the environment, the cultural network the rites and rituals and the heroes of change, technology and innovation in successful companies who have weathered the storm and now are providing us the actionable insights into achieving greater heights for our organisation.

The issues that we’ll discuss include strategic, technical and technology tracks:

• CEO Panel: Addressing current leadership and HR challenges three years ago, what those issues are today and what they will be three years from now, discussed by top leaders from Nestle Malaysia, Talent Corp, MIHRM, Corporate Executive Board and Malaysian Airlines

• Measuring HR effectiveness Panel with special focus on SMEs: Ensuring organisational effectiveness through close management and measurement, whilst maintaining a culture of healthy , competitive innovation and creative freedom, from top decision-makers from Telekom Malaysia, Novo Nordisk, Minority Shareholders Watchdog Group and Kuwait Finance House

• Change and Innovation Panel: Change Management in the 21^st Century: How has the nature of leadership changed in the new economic environment? will be answered by chiefs at Ricoh Malaysia, Symphony House, Intel and General Electric ASEAN

• Technology Panel: Evolving HR systems and technology: What are the HR technology market needs in 2011? will allow you to question leading technology brands on technical and commercial considerations in implementing new technology, including Oracle, Success Factors, Northgate Arinso, KZEN, Stepstone, Orenda and SAP Partners

• Meet the Regulators Panel (optional): What incentives, intervention and support are needed from the government by the business sector to make this happen? where implementers will be assembled so that you can be involved in the shaping of vital regulations needed for growth and transformation, discussing the Malaysian Innovation Act, Economic Transformation Programme and a lot more!

Over 180 business leaders have already registered, from companies who are determined to clarify their people and business management direction for 2011-2012 and determine how they can future proof their business, people and technology strategy, including Nestle Malaysia, Malaysia Airlines System, Intel Malaysia, Ricoh Malaysia, Talent Corp, General Electric ASEAN, Minority Shareholders Watchdog Group, Malaysian Institute of Human Resource Management, Standard Chartered Bank, MARDI, Telekom Malaysia, NovoNordisk, Symphony House, Corporate Executive Board, Kuwait Finance House, Oracle, RAMCO, Northgate Arinso, Stepstone, KZEN, World HRD Congress, Young Business Owners, HR Matters, HRD Gateway, Marsh and many more

As CEOs, HR Directors, CTOs/CIOs and drivers of change in our organisations, bringing the transformation message home very forcibly is our main vision.

But the impact the industry need for achieving the forum’s shared vision is not just about one person. Your presence will realise the transformation that’s farther reaching, more focused, and more innovative than anything you’ve implemented before. Attending this forum will allow you and your senior management team to:

• Understand long-term shareholder value
• Get a deeper understanding of what it takes to create it
• Work out what needs to happen for your organisation to become a high-performing organization

As seats are limited, kindly please reserve a seat for your team early to ensure a place in this impact-driven, exciting Talk Show.

You can register and get your seat numbers in one of these four easy ways:

1) Call +65 6818 6344

2) Fax +65 6818 6343

3) Email us at hrtalkshow@arcmediagl obal.com

4) Register online at www.arcmediaglobal.com/hrtalkshow

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