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Compensation, Benefits & RemuneRationmanaging a Competitive total RewaRds poRtfolio in a HigH-Cost HigH- Risk eConomy29-30 June 2009 Sari Pan Pacific Hotel, Jakarta, Indonesia

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addRessing timely issues and oveRComing eConomiC CHallengesnew challenges in managing compensation, rewards and benefits Realigning total rewards to meet business and workforce challenges obtaining management and peer buy-in strategic compensation system to support corporate objectives 2 best cost-saving C&B strategies for asias knowledge employees turning great strategy into great performance using non-financial rewards to engage employees in an economic crisis Compensation strategies for non-profit organisations defining a remuneration strategy that guides base pay programme design Compensation and benefits for the big public companies using compensation and benefit as retention and motivational tools Communicating benefit plan to build appreciation, trust and commitment overcoming legal challenges in compensation and benefits

gain exClusive insigHts fRom HR pRofessionals fRom leading Companies:

oRganised By:

suppoRting oRganisations:

offiCial media paRtneRs:

speCial disCount to memBeRs

for enquiries and registration: call (65) 6536 8676 or (65) 6536 8437 or visit us at www.abf-asia.com

29 JunE 2009Monday .. .. Day 18.00 9.00 9.15 RegistRation and moRning Coffee CHaiRman welCome and opening addRess ir. Raswari mm Chairman indonesian professional engineer association Compensation and Benefits foR tHe Big puBliC Companies - sHaRe options foR employees and management understanding the current concept of compensation and benefits Case studies on Japanese and indonesian companies compensation and benefits programmes utilising employee benefits plans and compensation programmes leveraging on merit programme and remuneration package achieving companys vision and mission through effective leadership Case studies on Hong kongs remuneration package using bar chart examples planning an effective compensation and benefits package based on the current economy the advantages in issuing shares to employees and management ir. Raswari mm Chairman indonesian professional engineer association tHe 2 Best Cost-saving C&B stRategies foR asias knowledge employees prioritise tangible and intangible compensations & benefits determine the pay structure for asia companies and what competitive base pay is implement C&B strategies to ensure companies future success dr. Bayu prawira Hie ExecutiveDirector intellectual Business Community 3.30for enquiries, call iris tan tel: (65) 6536 8676 or email: iris.tan@abf.com.sg

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Compensation strategies for long-term retention performance vs loyalty rewards Benchmarking don yeo DeputyChiefExecutiveOfficer (Policy&CorporateDevelopmentGroup) Central provident fund Board ,singapore total RewaRds: Realigning total RewaRds to meet Business and woRkfoRCe CHallenges key questions related to improving return on investment leveraging total rewards to drive engagement and business results measuring and adjusting the programme to fit the new workforce challenges assessing the business and competitive environment to develop reward strategies that work Chairul Hamdani HRHead lg electronics indonesia tuRning gReat stRategy into gReat peRfoRmanCe: ConneCting tHe game plans to woRkfoRCe suCCess the Balanced scorecard as a tool to achieve corporate strategic growth and long term objectives in these challenging times achieving balance in steering the business with metrics ensure alignment of compensation and benefits to HR strategy and corporate objectives Resource planning and management - Balancing productivity and Roi peter siah AssistantDirector,FinancialPlanning&Analysis singapore general Hospital afteRnoon RefResHment and netwoRking stRategiC Compensation system to suppoRt CoRpoRate oBJeCtives linking compensation strategy to the corporate objectives designing self funded compensation programmes ensuring the success of implementing new compensation programmes Jolanda J. sadrach Partner sRw&Co inteRaCtive panel disCussion: CReating and sustaining a HigH peRfoRmanCe oRganisation witH pay foR peRfoRmanCe pRogRamme developing a dependable structure of measurement systems and feedback processes developing performance management and compensation reward programmes successfully motivating and rewarding employees who truly add value panelists: peter siah AssistantDirector,FinancialPlanning&Analysis singapore general Hospital andre vincent wenas ChiefofCorporateHumanCapital garudafood

sponsoRsHip and exHiBition oppoRtunitiesthis high profile event provides your company with the unique opportunity to capture the interest and influence the decisions of a highly targeted audience. Capitalise on this ideal platform to market your services and form strategic relationships through networking. sponsorship and exhibition options include:l luncheon l Cocktail Reception l documentation l table-top display l promotional materials

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moRning RefResHment and netwoRking 3.45 using non-finanCial RewaRds to engage employees in an eConomiC CRisis the current economic crisis and its impact on rewards management what options do we have when cash is at a premium what non-cash rewards should you adopt/ deploy How to maintain and strengthen your employment value proposition Robert Chew HRDirector-SEA Cadbury tRend and new CHallenges in managing Compensation, RewaRds and Benefits to meet eConomiC CHallenges effect of the economy on compensation programmes overcoming competitive issues and trends in the economy setting approaches to overcome the challenges andre vincent wenas ChiefofCorporateHumanCapital garudafood netwoRking lunCHeon Compensation stRategies foR non-pRofit oRganisations alignment of compensation philosophies with desired outcomes

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30 JunE 2009Tuesday .. .. Day 28.30 9.00 moRning Coffee CHaiRman opening addRess wisnu d dwintara, DirectorofHR, Communications&CommunityDevelopment lafarge oBtaining management and peeR Buy-in foR youR Compensation & Benefits pRoposals the psychology of persuasion & influencing Behind the fan strategies to prepare for persuading and influencing appealing more to personal win than business results strategies that influence others to agree your proposals g k lim President HRd gateway CommuniCating tHe Benefit plan to Build appReCiation, tRust and Commitment Communicating the real and perceived value of your benefit programme effective communication tools to generate appreciation for the full spectrum of benefits overcoming cynicism regarding the companys best interest identifying specific issues that warrant better communication, cause employees to stay or leave and inhibit performance tigor pangaribuan SeniorManagerofHR&Services premier oil indonesia moRning RefResHment and netwoRking defining a RemuneRation stRategy tHat guides Base pay pRogRamme design the role of base pay in total rewards designing base pay structures practical applications of base pay structure design Base pay implementation and delivery Costing merit pay administering and evaluating base pay programmes wisnu d dwintara, DirectorofHR, Communications&CommunityDevelopment lafarge using Compensation and Benefit as a tool to Retain and motivates employees Can compensation and benefits on its own assist to retain and motivates employees? How can companies utilises compensation and benefits eff ectively to retain and motivates employees what are the key compensation and benefits programmes that companies can use to make them more effective How should the companies engage and communicate their compensation and benefits programmes to employees in order to attract and retain abdul Jalil md taib, AdvisorofInternational HumanResource,HRMDivision petronas netwoRking lunCHeon undeRstanding legal CHallenges in woRkeRs Compensation and Benefits mandatory compensation and benefits under indonesia law status of employment of directors and commissioners 2.45 indonesia Case study termination entitlements of employees termination entitlements of directors and expatriate workers nia sujani LegalExpert using Compensation-Benefits as Retention and motivating tool there is no such a thing as free-lunch: the requirements for using Comp-Ben as retention and motivating tool the dos and donts: when and how to use the tool effectively the challenge: try to please everybody and you will please none; be ready for being the scapegoat despite your hard-work and sacrifice the pitfall: penny-wise pound foolish at last, the light in the end of the tunnel: advantage of using this tool in challenging times for retaining and motivating the right employees santoso widjaja Partner sRw& Co afteRnoon RefResHment and netwoRking tHe winning Retention stRategy in CHallenging Business enviRonment: tHRougH people development, peRfoRmanCe management and tR pRogRammes vision, values, strategies and objectives people strategy talent resourcing employee development programmes new hire professional development programme supervisory development programme executive development programme leadership development programme performance management process employee maintenance programmes thru total remuneration programmes and others Hariadi dwianugerah ManagerHR-TotalRemuneration Chevron inteRaCtive panel disCussion: senioR exeCutive Compensation: aligning RewaRds and peRfoRmanCe identifying specific goals of employees challenges in developing executive compensation packages How to tag goals to compensation and benefits package industry trends structure and elements Current trends in top executive compensation the future trend of executive compensation panelists: tigor pangaribuan SeniorManagerofHR&Services premier oil indonesia nia sujani LegalExpert santoso widjaja Partner sRw& Co 5.00 end of ConfeRenCe

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11.45 malaysia Case study 12.30 2.00

distinguisHed speakeRs pRofiles:RaswaRi is the Chairperson of Indonesian Professional Engineer Association. His specialisationandexperienceincludesProject Management, Management, Engineering, he is a lead negotiator, Senior ContractAdvisor, Pipelines&Processplantchiefengineerandis akeyspeakerof15PackagesofEngineering &ManagementTrainingIWorkshop ofHumanResourceManagement.Hiscurrent job focuses on human resource planning, remuneration planning, job management, organization development and expatriate management.Intheareaofremuneration,he was also responsible for introducing broadbanding into the group in 2004. He also sits in committees set up to review Terms and Conditionsofcompaniesgroup-wideincluding thoseintheoverseasoperation. Merger & Acquisition, Spin-off, and other huge organization changes), HR Strategy & Planning and HCIS (Human Capital InformationSystem) regularly in leading assessment teams for the various national Business Excellence Standards such as the Singapore Quality Award; Singapore Quality Class; People Developer;andSingaporeServiceClass.

Bayu pRawiRa Hie, is the Executive Director of Intellectual Business Community, an organisation of CEO, Owners and Top Executives of companies in Indonesia, with purpose to develop network and cooperation among the Indonesian business leaders. Dr. Hiehimselfisastrategyconsultantandtrainer, hehasbeenlecturingforstrategyforMasters Degreee in many prominent universities in Indonesia, including University of Indonesia andIPMIBusinessSchool.Hehasbeenmore than2yearsleadingregularradiotalkshow called Smart Business Strategy at SmartFM radio networks that cover 18 big cities in Indonesia. Also he leads TV Programme at Quickchannel TV (cable) called The CEO Reference, exploring CEO approach on different strategic issues. He has been contributing in many international/national events such such Microsofts Innovation Day 2007, INACA National Congress 2007, and IndonesianRegionalInvestmentForum2008.

Jolanda J. sadRaCH is the Partner of SRW&Co.. Previously, Jolanda was a Senior ConsultantandAsiaPacificDatabaseManager inTowersPerrins,KualaLumpurOffice.Prior tojoiningTowersPerrin,shewastheHeadof Compensation practice for HewittAssociates Jakarta office and Senior Consultant, SouthEastAsiaRegion.Whileshehasconsiderable understanding in various aspects of HR, Jolandas area of expertise is in Rewards Strategy and Design, Competency modeling, Job Evaluation and Grading. Jolanda has extensive experience working with various institutions.

dwianugeRaH HaRiadi (HaRi) main role and responsibility includes planning, leading and facilitating a team consists of 9 team members in managing and developing a TR (Total Remuneration) programmes, job evaluation process, salary survey process, benchmark programme and internal studies inrelatedcompensation&benefitsissuesfor Chevron Indonesia Company, PT Chevron Pacific Indonesia, Chevron Philippines and ChevronGeothermalCompany.Theposition is jointly responsible with 4 Managers HR Operations and Manager Industrial Relations (withinIndoAsiaBusinessUnit)inmaintaining and reviewing the internal policies and CLAs (Collective Labour Agreements) for the purpose of industrial peace/favourable working environment. The position is also responsible in managing, leading and facilitating the development programmes of the team members within its team; and managing employee salary/benefits cost of aroundUS$190millionannually.

nia suJanis labor law work includes drafting company regulations/collective labor agreements, employment agreements, settlement agreements, resignation letters, secondment agreements, employee transfer agreements and applications for employment licensing and reporting obligations. She has assisted clients in negotiating the settlement of disputes with employee(s) in bipartite negotiations,beforeamediator,Regionaland CentralCommitteefortheSettlementofLabor Disputes. She has provided legal advice on various labour issues, such as termination of employment, working hours, overtime, labor broker, expatriate employment, sexual harassmentpolicy,ManpowerSocialSecurity (Jamsostek), labour unions, wages and allowances, health and safety in the work place, employees co-operative, child labor, protection of female employees, outsourcing, etc.

don yeoiscurrentlyDeputyChiefExecutive Officer (Policy & Corporate Development Group)ofCPFBoard.Apartfromoverseeing humanresourceissues,heisalsoresponsible forallpolicyandcorporateportfoliosinCPFB. Prior to joining CPFB, he was the Director of the Institute of Public Administration and Management (IPAM) in the Civic Service College(CSC).WhenhewaswiththePublic Service Division, he was responsible for the review of the remuneration and pension system within the Civil Service. He was alsoinvolvedindevisingaCivilServicewide employment framework for the recruitment and remuneration of clerical and technical staff. He has also served as Director (HR & Media) with the Ministry of Law and Deputy Director (Corporate Services) with Ministry of Trade and Industry. He has also held concurrentpolicyandoperationalrolesinboth MinLawandMTI.

wisnu d wintaRa is the Director of HR, Communications & Community Development at PT. Semens Andalas Indonesia (Lafarge Cement Indonesia). He manages area of Human Resources, Communications and CommunityDevelopment/CSRatPT.Semen Andalas Indonesia (LAFARGE CEMENT INDONESIA ) owned by LAFARGE, the largest cement producer in the world where itsplantlocatedinNangroeAcehDarussalam and other terminals at Medan Belawan, Lhokseumawe,DumaiandBatam.Morethan 16 years working experiences in Managerial LevelwithvariousMultiNationalCompanyand areaofindustriesmostlyinHumanResource s,Communications, Environment Health and Safety (EHS) and Community Development/ CSR. He specialises in HR (Change management , Org.Behavioural Assessment, People Development, Talent Management, C&B, and Union Negoitation), Recruitment (BEI, Targetted Selected Interview), People Assessment, Communications (Human Relations, approach/Negoitation skill), Community Development/Corporate Social Responsibility Care Taker (especially dealing with stakeholders in Remote/Conflict Area), EHSAssessment(accreditedbyALSTOM).

RoBeRt CHew brings with him more than 25 years of experience in human resource management, learning and development, education and consulting. As a seminar leader and conference speaker, Robert has spoken at national and regional business forums on subjects relating to leadership, effective people strategy and practices, and changemanagement.Hehasheldtheroleof Adjunct Lecturer with the National University ofSingaporeandattheSingaporeInstituteof Management where he taught Masters and Bachelors Degree programmes in Business AdministrationandInternationalManagement. Robert is currently the HR Director, SEA, for Cadbury, the worlds largest publicly traded confectionery company. Prior to this he held various senior country-level and regional human resource management positions with both local and multi-national organisations, in container shipping, high technology manufacturing, banking and finance, and the retailing industries. Robert holds Masters degrees in International Relations and HumanResourcesDevelopmentfromGeorge Washington University and the Australian NationalUniversityrespectively.

g k lim is President of HRD Gateway, an internationalnon-profitorganisationforHuman Resource Management practitioners and has over25,000membersaroundtheworld.Heis alsoatrainingconsultantintheareaoflarge account,andcorporateaccount,sellingskills, business negotiation skills,and management leadership skills. He has had over 30 years hands-on experience as a business person and a training consultant in Thailand, Indonesia,Vietnam,Malaysia,Singapore,the Philippines,India,SriLanka,Maldives,United ArabEmiratesandChina.

andRe vinCent wenas is currently the Chief of Corporate Human Capital Tudung Group (Garudafood). He is also the Director of Global Solutions Institute (member of Garudafood Group) and Lecturer for postgraduateprogrammeatIPMIBusinessSchool &STIENusantara.AndreisalsoaColumnist at several business media (KONTAN weekly business tabloid & MARKETING monthly magazine).

aBdul Jalil md taiB is currently the advisor of International Human Resource, HRM Division in Petronas. He was born and raised in Penang, studied at Penang Free School and went to Kuala Lumpur where he attended Malaya University for a Bachelor of Economics. He later attended University of Southern California and obtained an MBA. He has a total of 30 years experience in PETRONAS. Before PETRONAS, he has worked in Esso and Maybank, Malaysia. He spent his earlier years in marketing and trading before moving on to human resource managementandhasexperienceinallaspect

santoso widJaJaisthePartnerofSRW&Co. Having well rounded HR competencies from both consulting and operational background, Santoso has been able to balance the stateof-theartconcept,bestpracticeandpragmatic approach resulting in successful project implementation. His previous consulting background include PriceWaterhouse and Accenture. Santoso is also the facilitatorlecturer of CHRP (Certified Human Resource Professional) programme in University of Atmajaya, writer of HR articles and has been cited in magazines. Area of expertise include: Remuneration (Compensation & Benefit), Performance Management, Talent Management, Organisation Design and Development, Change Management (for

peteR siaHiscurrentlytheAssistantDirector of Financial Planning & Analysis at the Singapore General Hospital, Singapores oldestandlargestacutecaretertiaryhospital and the public sectors flagship hospital. He leads the financial and corporate planning teamwhichdrivesperformancemeasurement and management, strategy development & deploymentaswellasfinancialmodelingand analysisforthehospital.Peterhasapassion fororganisationalexcellence.Since2006,he hasbeenaBusinessExcellenceAssessorwith SPRING Singapore, the national standards and conformance body tasked to enable enterprise development. He contributes

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stRategise youR Compensation, Benefits and RemuneRation plan foR tHe evolving gloBal eConomy

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Compensation an d benefits accoun t for the single lar economy, there is gest expense in a critical need for most companies corporate leaders rewards programm . as company se to become fully es. leading comp eks stability in an aware of these co anies today are optimise its return uncertain sts and evaluate finding ways to ga s while sustaining the effectiveness in greater control the highest level of their of their overall hu of employee enga man capital costs gement. more timely than and to ever, stRategiC Compensation, and challenges in Benefits & Remu compensation, be neRation Conf nefits & remunera reward programm eRenCe will explo tion arising from e in line with corpo re the newest de the current globa rate objectives wh velopments l economic down ile retaining the turn and how to str companys comp Join us at a 2-day ucture total etitive advantage Conference on Ju . ne 29-30, 2009. ..... listen to 15 corpo rate HR leaders sp ecialising in total ..... rewards share your views in interactive pane l discussions on ..... what will work be take away solution st in total reward s that you can pu plan t to immediate us ..... e an in-depth explo ration of problemsolving techniques ..... and lessons learne tap on ideas from d from HR profes actual case studie sionals s, compensation-b ..... enefit models an increase profitabil d mindsets used ity, growth and va by top companies lue through a susta inable and reces sion growth total this Conference reward plan will also provide you with an unriv experts in compen alled opportunity sation, benefits to meet your pe and remuneratio economic times. ers from around n to review initia asia, strategists tives and solution and leading s that will withs tand the wrath of this will be an ex these harsh cellent opportunit y to determine the best total reward solutions for your mark your calenda company for now r today! and beyond. we look forward to seeing you in Jakarta!

yours sincerely,

Conference De velopment Ma nager HR and Legal Division

ps:

R eaRly to enJo y supeR eaRly Bi sign up today Rd savings & g foR tHis event Roup disCounts of tHe yeaR! ! Call (65) 65368676 or fax (65) 6536 4356 or em ail to iza.jumri@ abf.com.s g

ComfiRm youR seats now! Registe

wHo sHould attend? Human Resource directors/managers Human Resource Consultants/specialists managing directors general managers Compensation and Benefits directors/managers And all Executives who are involved in compensation, benefits and remuneration

RegistRation FoRmStrAtegiC CompenSAtion, BenefitS And remunerAtion ConferenCe29-30 June 2009 l sari Pan Pacific Hotel, Jakarta, indonesia g Yes! Please register the following delegate(s) for this Conference (Please photocopy for more delegates) g I am unable to attend but please put me on your mailing list g I am interested in Sponsorship/Exhibition Opportunities I wish to claim special discount as a member of giPma or gtm.Com or gJobstReet.ComMembership no._____________________________(please fax us your membership card)

5 easy ways to RegisteRTelephone: (65) 6536 8676 or (65) 6536 8437 Fax: complete and send this registration form to:

(65) 6536 4356Mail: this completed form together with payment to: asia business Forum (singapore) Pte Ltd 3 Raffles Place #08-01 singapore 048617 Email: iza.jumri@abf.com.sg shirley.dw@abf.com.sg WEB: http://www.abf-asia.com

name:(Dr/mr/mrs/ms):____________________________________ Job Title:________________________________________________ Email:___________________________________________________ name:(Dr/mr/mrs/ms):____________________________________ Job Title:________________________________________________ Email:___________________________________________________ name:(Dr/mr/mrs/ms):____________________________________ Job Title:________________________________________________ Email:___________________________________________________ approving manager:_____________________________________ Job Title:________________________________________________ Email:___________________________________________________ Company:_______________________________________________ Address:________________________________________________ ________________________________________________________ Tel:________________________ Fax:_________________________ Booking Contact:_________________________________________ Email:___________________________________________________ Nature of Business:________________________________________ Company Web site:________________________________________

Your investment for attending this Conference is:Regular Fee early bird Fee (IfPayment&registration arereceivedby29May2009)

2-Day Conference

US$1,295

US$1,095

The fee includes lunch, refreshments and conference documentation.

group Discount: Enjoy a group discount of 10% for 3 or more delegates registered at the same time from the same organisation and of the same billing source.

methodS of pAymentg Please cross cheque or bank draft made payable to asia bUsiness FoRUm (singapore) Pte LtD and mail your payment together with this registration to 3 Raffles Place, #08-01, singapore 048617. Enclosed is our cheque/draft for US$_______________________________________________ g Overseas delegates may pay by telegraphic transfer into the account of Asia Business Forum (Singapore) Pte Ltd which is: account no. 260-469481-178, the Hongkong and shanghai banking Corporation Limited, 21 Collyer Quay, #01-01 HsbC building, singapore 049320. Please quote our reference no. 1991J and your Companys name in your payment instructions. g Payment by Credit Card To make payment by credit card, please call our customer service hotline at 6536 8676.

ConferenCe Venue & ACCommodAtion informAtionsari Pan Pacific Hotel, Jakarta, indonesia Jl. M. H. Thamrin, Jakarta 10340, Indonesia, P.O.Box 3138 Tel: (+62) 21 390 2707 Fax: (+62) 21 319 23650 Website: www.panpacific.com Attn: Room Reservation DepartmentFor reservations, please make your bookings directly with the hotel. To enjoy the special room rates, please quote Asia Business Forums strategic Compensation, benefits and Remuneration Conference Hotel bills are . to be settled by delegates directly with the hotel. Hotel reservations and travel arrangements are the responsibilities of the registrant. Please note that hotel rooms are available on a first-come-first-served basis.

important notice: Payments are required with registration and must be received prior to theConference to guarantee your place. Walk-in delegates will only be admitted on the basis of space availability at the Conference and with immediate full payment.

inCorreCt mAiling informAtionIt is possible that you may receive multiple mailings of this event or incorrect company details on the labels, for which we apologise. If this happens, please let us know so that we can update our database immediately. If you do not wish to have your name on our mailing list, please let us know and we will remove it from our listing.

CAnCellAtionS & trAnSferSIf you are unable to attend, a substitute delegate is welcomed at no extra charge. Please provide the name and the title of the substitute delegate at least 2 working days prior to the Conference. A refund less US$200 administration charge will be made for cancellation received in writing on or before 9 June 2009. Regrettably, no refund can be made for cancellation received after this date. A complete set of documentation will however be sent to you. The organiser reserves the right to make any amendments and/or changes to the programme, venue, speaker replacements and/or topics if warranted by circumstances beyond its control.

for offiCiAl uSeFEE RECEIVED ADMISSION FORM SENT 1991J/it/wt ENDCopyright @ March 2009