Robin Tan Geok Yong Stienberg

I am the Editor in Chief based in New York. I cover news about Culture, Policies, Business as well as Lifestyle about Asia. The National Critics Choice is a small startup which finally went operational just late October 2010. Interviewed over more than 20,000 personalities and produced over 8,000 talk show episodes with top 500 Forbe companies and influential and infamous persons. My duties include innovation, human resource, digital programming, training, leadership and global marketing.

My responsibilities involved organizing events for the community, job advisory, religious harmony programs and everything that involves the community.

• Led the planning and promotion for Dr. Gary Chapman’s Five Love Languages Singapore Tour, engaging over 10,000 audience members in 2000. • Developed comprehensive marketing strategies and collaborated with various stakeholders for successful execution. • Achieved a significant impact by organizing a successful tour that resonated with the community and local government.

• Organized and coordinated the Grammy Award Winner Bob Carlisle Butterfly Kisses Singapore concert tour with over 13,000 attendees over 2 nights at the Singapore Indoor Stadium and 10,000 at a local community church. • Secured full sponsorship from top stakeholders including Morgan Stanley, United Airlines, Carrefour, and Goodwood Park Hotel. • Managed a wide range of media interviews across print, television, and radio to promote the event.

Provide Security Consultations, Humanitarian and Support for the United States Navy for Asia Pacific and Middle East Operations.

1. Create budgets for human resource functions 2. Produce reports from human resource information systems 3. Report on outcomes of budgets and financial plans

This unit addresses the skills and knowledge to develop and implement plans for employee communication. It includes identifying communication objectives, developing an employee communications plan, overseeing the development and execution of the plan, and evaluating the effectiveness of the communication plan. 1. Identify communication objectives that are aligned to organisation’s objectives. 2. Develop an employee communications plan to convey key communications within the organisation. 3. Oversee development and execution of employee communications in accordance with communications plan. 4. Evaluate communication plans with key stakeholders to ensure efficiency and effectiveness and to revise communication plans

This unit addresses the skills and knowledge required to ensure that people management/human capital services are aligned with business needs. It covers the link between people management/human capital initiatives and how these align to business strategy. 1. Review organisation’s strategies and business plans 2. Review internal and external factors that may impact on people management/human capital services 3. Ensure people management/human capital activities and services support the business

This unit addresses the skills and knowledge required to develop and implement change management strategies and plans. It covers the identification of opportunities for innovation and monitoring effectiveness after implementation 1. Develop strategies to support organizational change and innovation 2. Facilitate the implementation of strategies for change and innovation 3. Monitor and evaluate change and innovation strategies

This unit addresses the skills and knowledge required to develop career pathways and the framework and criteria for career progression within an organisation. It includes conducting analysis to identify job families, consulting key stakeholders, mapping career progression paths, developing guidelines for career progression, and communicating and reviewing the career pathing framework. 1. Conduct analysis to identify job families and job levels 2. Consult with key stakeholders to clarify job roles and identify key job information 3. Map career progression using key criteria to illustrate organisational career paths 4. Develop guidelines for career progression to enable career management 5. Communicate career pathing framework to key stakeholders for buy-in and implementation 6. Review career pathing framework to ensure alignment to changes in organisational structure, plans and objectives

This unit addresses the skills and knowledge required to develop an appropriate career coaching and mentoring framework for the organisation. It covers determining the scope of career coaching and mentoring services, planning systems and resources, developing an action plan to operationalise the framework, advocating and encouraging employees to access career services, implementing strategies to maintain privacy and confidentiality and reviewing the effectiveness, and making improvements to the framework.

This unit addresses the knowledge and application skills to develop a broad policy framework to support the successful implementation of organisational human resource (HR) objectives. It includes the review, development and evaluation of HR framework, policies and procedures, development of communication and implementation plans and consultation with key stakeholders to support the implementation of the framework. 1. Review existing HR policy framework and procedures to evaluate them against organizational needs and legal, ethical and sociology-cultural requirements 2. Develop HR policies and procedures aligned to organizations needs and in compliance with legal, ethical and sociology-cultural requirements 3. Develop communication and implementation plans to address the impact of changes 4. Consult key stakeholders to obtain buy in and approval of policies and procedures 5. Evaluate policies and procedures to ensure effectiveness, clarity and relevance of the framework

This unit addresses the skills and knowledge required to measure the effectiveness of people management/human capital functions. It covers prioritising functions requiring measurement, developing measurement processes and reporting the outcomes. 1. Determine priorities for measuring people management/human capital functions 2. Develop processes to measure people management/human capital functional effectiveness 3. Report on measuring people management/human capital functional effectiveness

This unit addresses the skills and knowledge required to implement employment, retention and re-employment strategies for an ageing workforce. It covers assessing requirements for older employees and how these can be implemented to support employment, retention and employment of this demographic. 1. Implement work design strategies for older employees 2. Implement employment strategies for older employees 3. Implement retention and re-employment strategies for older employees

This unit addresses the knowledge and application skills to work with managers at all levels of the organisation to develop their people management skills. The unit includes developing framework and strategies to build knowledge of human resource (HR) practices, leading implementation and evaluation of programmes to enable line manager competencies, setting up systems and engaging key stakeholders to enable a culture of managers developing staff skills and capabilities.

This unit addresses the skills and knowledge required to implement manpower planning processes within organisations. It covers the development, support and monitoring of manpower planning processes. 1. Develop processes for implementing manpower planning strategy 2. Align manpower planning activities with people management/human capital programmes 3. Monitor and review manpower planning processes