Janan Goh

Responsible for leading the HR Department of Daikin Malaysia across all functional HR verticals Led a committee to celebrate Daikin's 100th Anniversary and 50 Years in Malaysia celebration on 19 July 2024. Won the COO Award FY24 2nd Half for the team contribution toward sharing the Daikin Group Philosophy and PCM Behavior in Malaysia.

Leading the "cool" Talent Acquisition and Organisation Development teams. On top of that, providing key strategic HR insights to the organisation, aiming to deliver, economic, environment and societal value.

Primarily responsible for these key areas: 1) Talent Development (TD) including OD: Passionately reshaping the future and sustainable Learning and Development with increasing depth and maturity towards self-learning, digital solutions, and a self-driven ownership towards personal growth. For OD, prepping talents for succession and developing them meaningfully to fulfil organisational future-fit requirements. 2) Talent Acquisition (TA): Responsible to oversee the strategic oversight of hiring, pre-boarding and onboarding. Design and develops the company's Employee Value Proposition for stronger brand identification and increasing pride to work for the organisation. 3) Talent Experience (TE): From Employee Engagement to Employee Experience (EX), focusing on "key moment/people" intersections of the Employee Lifecycle, focusing on enhancing engagement to improve retention and motivation of talents. Key Achievements: 2022-2023: Reviltalised the Core Values and Behaviours of the organisation. Reinvigorated Employee Engagement and in transition to Employee Experience (EX). 2021-2022: Development of the Leadership Development Programme in line with Succession Planning. Outcome: multiple successions, including a Head of Department. 2020: Learning Journeys designed and conducted exclusively in-house for over 500 participants (within a short, pandemic stricken timeframe)!

Taking a Sabbatical to step out of full-time employment, taking things in a different stride and to reflect on my next career step. More on what's a Sabbatical month? The link below explains more about this. To keep myself 'sharp', I have also stepped up to undertake the following on a voluntary/passion perspective: 1) Leading the IMPACT Academy (Main) - Ensure Academy courses are actualised for over 3,000 members - Transforming content from classroom to digital trainings 2) Events (from February to April) - Online Speaker on the topic: All Aboard! Online Training Hits and Misses (organised by Thriving Talents) - Online Panelist on the topic: Covid-19 - Sensing Opportunity between the Cracks @ Learning & Development (organised by IBN International) - Learning Sharing with board of Monsta Asia on "Inside Multinationals" - Multiple dialogues with training providers and partners on "The Future of L&D" in Malaysia and worldwide. 3) Writing - Contribution of articles and posts on LinkedIn.

Promoted to undertake the task of leading the Learning & Development (L&D) for the shared services BASF regional entity of 700 employees. In July 2018, role expanded to cover 3 other Malaysian BASF entities, involving widescale harmonization. The role covers 3 main areas: 1) Talent Management Responsible to manage Talents in the organization (local & regional talent pool), maximizing their potential (as ‘Experts’ or ‘People Leaders’) to enable sustainable Succession Planning for the organization. The role expands to consider the development of Leadership interventions (e.g. organizing leadership conferences) to elevate capability of existing People Leaders. 2) Learning Management Responsible to strategize learning priorities and to maximize available learning resources to achieve organization’s aims. Learnings at BASF is focused on the 70-20-10 principle of learning and derived from a structured Training Needs Analysis methodology. HRIS is utilized and digitalization undertaken. 3) Employee Engagement & Development (inc. Leadership topics) Responsible to coordinate Engagement initiatives, ensuring that all three parties (Management, HR, Employees) are equally engaged to ensure morale of the organization is high and the collective of employees’ voice is heard and responded to. In 2019, embarking on the next wave of transition "Disrupt L&D", successfully intermarrying digital learning concepts through blended learning and developing a change mangement model. On top of HR involvement since 2014 (see KM role description), here are other HR-related projects/achievements that I was part of: • Executed a new concept of Hiring (i.e. one-day) • Pioneered the you@BASF concept in Malaysia (internal and external-website) • Project Lead to onboard and stabilize a new department into the organization • Assisted strategically and in support of global/regional BASF initiatives • Desktop research based benchmark of HR KPIs, e.g. Hays, Willis Tower Watson, etc.

Joined as the pioneer Head to set-up the KM Department and was involved in the formation and execution of the roadmap over the years. The Department has since set a benchmark across the organisation over the years, especially in the winning critical acclaim via BASF's online business network tool, connect.BASF. On top of that, I have been invited to speak at the KM Asia Conference in 2014 and 2015, on the topic of gamification. I have overseen a number of projects that include overhauling the Buddy System to running BASF-specific knowledge-sharing initiatives (such as Running Desk) and overseeing KM system transitions and strategic implementations. Since 2014 (even before joining HR formally), I am privileged to lead and be a part of a number of HR and Communications related projects that involves the one-stop referral of the organisation's Compelling Total Offer, leading a team in the development of a BASF video, organising the Campus event (2 day learning event), Employee Jamming (in conjunction with BASF's 150th Anniversary), Simplify, development of the Quality Management Framework, and many others. A key job satisfaction is to be able to impact and nurture the Management Talent Pool, and found it a pleasure over the years to connect with them and bring most of them through the 7 Habits of Highly Effective People. Most of them have joined the KM Team in organising a host of events from charitable ones, to online gamification, industry research and pioneered new concepts over the years for the organisation. In 2016, tasked with a milestone HR project - project manage and coordinate the successful setting up of a new Supply Chain delivery unit from regional offices into Kuala Lumpur to handle billions of euros worth of BASF businesses in Asia Pacific. This extensive project involved regional counterparts along with local office coordination. The project was achieved within a shortened timeframe and achieved cost savings and efficiencies.

With entrepreneurial drive, built the Knowledge Management from the start and had the privilege of being invited to be an international speaker on KM platforms (e.g. KM Asia). My experiences have been varied over the years, but since 2014 have expanded to HR-centric projects, Quality Improvements, and organizational strategy.

Was part of the team that oversaw the formation of Knowledge Management at KPMG. Aside from strategy, was part of a strong industry research team that supported the organisation over a number of years, familiar with systems like LexisNexis, Bloomberg, OneSource, Thomson Research and others . Aside from my specialised role in KM, privileged to be part of the team that introduced MyLife (a employee benefit for staff) in collaboration with HR and the roll-out of the Intranet system migration to SharePoint. Specific trainings were also formulated and given by me on a variety of technical subjects such as systems utilisation, and Microsoft Excel tool (especially on advanced training, specifically for Audit teams across Malaysia).