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Avvanz Techstival Hybrid Conference 2021

(Physical + Virtual)


About Techstival

Techstival is the first-of-its kind hybrid event connecting physical and virtual participants, seen through our avatar – Dennis Miller – as he starts his HR lifecycle journey. This event showcases how technology and best practices empower Dennis. 

Avvanz brings together global brands, speakers and panelists to socialise with Dennis and you in a unique format in this event.


Understand the entire employee lifecycle

Employer branding and how to use technology to attract talent

Talent sourcing and recruitment strategies

How technology drives gig economy

Artificial intelligence in recruitment

Screening for the “right” and “safe” hires

Cloud technology to onboard new joiners

Get employees productive to the floor in the quickest time

Engaging and managing performance in the current new dynamics

Effective learning and development strategies leveraging technologies like AR/VR to get employees digital ready

Impact of Social Media on HR



Register Now To Watch The Recording

Our Speakers And Partners

Kannan Chettiar

CEO, Avvanz

Harriet Green

Global Business Leader, Board Exec Chair & Director, Former Chairman & CEO, IBM Asia Pacific

Alvin Aloysius Goh

Executive Director, Singapore Human Resource Institute

Lee Nallalingham

Programme Manager , Aviva Singlife Integration

Christine Liu

Head of Partner Acquisitions, RecruiterPal

Ho Chee Wai

Singapore Country Head, NIUM

Seth Hartendorp

Business Consultant, Avvanz

Seth Hartendorp

APR Director and Board of Trustee, Public Relations Society of the Philippines (PRSP)

Dr Tan Hwee Hoon

Associate Professor of Organisational Behaviour & Human Resources, Singapore Management University

Chiou Hao Chan

Chief Operating Officer, JustLogin

Perry Barrow

Managing Director,

Nina Alag Suri

Founder and CEO, X0PA AI

Loh Pui Wah

Director, NTU Career & Attachment Office

Andrew Calvert

SVP, Executive Facilitator & Coach, Lee Hecht Harrison

Roche Vandenberghe

VP, Head of Marketing , FWD Insurance

George Ramos

Digital Influence Enabler

Vicky Chai

Chief People Officer, Singlife

Adrian Tan

Strategist, Institute for Human Resource Professionals

Chandru Pingali

Founder, SolvecubeHR

Esther Min

Branding and Partnerships, Thinktechniq

Sarojini Padmanathan

Executive Council Member, Singapore Human Resource Institute (SHRI)

Graham Lim

Partnerships and Alliances APAC, Globalization Partners

Mike Leow

Privacy Compliance, Alibaba Cloud

Techstival Questions

Yes absolutely. AI can definitely create bias. Machines will do what humans tell them to do. So if someone wants to create a biased or a sinister model they can. This is where I am sure just like we have GDPR or other certifications, we will have certifications and policies for AI. I believe EU is already working on a resolution around this.

Answered by : Nina Alag Suri Founder and CEO, X0PA AI

(Christine) In all honesty, it’s a false dichotomy (e.g. you do not necessarily give up IP protection when you have gig workers as part of your workforce composite). IP protection measures may seemingly be made harder with remote and gig workers, but that’s not the case, as you could have intellectual property theft happen in a physical workspace environment if you do not have the right measures in place.

Answered by : Christine Liu, Head of Partner Acquisitions, RecruiterPal

That’s a great question. Algorithms need to in first place ensure do not take personal sensitive information in its modeling. So for eg information around gender, age, ethnicity etc should be carefully removed from all models which is the case in X0PA’s models.

Answered by : Nina Alag Suri Founder and CEO, X0PA AI

(Graham) It all depends on that country’s government’s current immigration appetite. E.g. if the employee is a foreigner coming into Singapore, GP will usually assist in the sponsorship process subject to Employment Pass regulations via our own Employer of Record platform again. However, there is no silver bullet to getting EPs or other visas now, given the Ministry of Manpower’s intentional tightening of EP criteria. We are currently bearish on MoM’s immigration sentiment, especially after the Ministry’s decision to curb Dependant Passes. We do not guarantee visa success, although we probably will have a higher chance of success for PEP visas. Of course, we constantly review and revise our own capabilities with visa sponsorship, and we too are waiting to see if and when MoM relaxes its grip on the EP visa process.

At the same time, with our compliant platform and the widely accepted trend in remote working, we offer another workaround:
• if it’s too difficult to have the expat employee relocate here, and
• their actual physical presence is not required for their job,

We are able to act on behalf of the employer and hire them in that employee’s home country legally. The benefit of doing this is providing that employee with all of the benefits and protections they would expect in their country e.g. pension/insurance/annual leave entitlements. This also benefits the employer, because we also enforce strict Intellectual Property protections via our EOR-based contracts to ensure that the employer’s IP is always protected even if that Professional stays in their home country. In this way, you can hire theoretically anyone, anywhere compliantly (with our reach extending across 187 countries) without having to worry about having them relocate at all.

Answered by : Graham Lim Partnerships and Alliances APAC, Globalization Partners

This is again something where a lot of care needs to be taken to ensure, cultures do fall into personal data and should be avoided to ensure the risk of stereotyping and biases. However for eg in X0PA we take into account industry. Sector and regional data to make it more specific to that industry or that market. So for eg a prediction for Japan is very different from a prediction for Phillipines or india for eg and more geographical / industrial level But bringing into cultural nuances into models will be extremely biased and will result in screening out unfairly.

Answered by : Nina Alag Suri Founder and CEO, X0PA AI

(Christine) Google and Facebook – In a recent article, Google had more gig workers than full time hires in the company.

Answered by : Christine Liu, Head of Partner Acquisitions, RecruiterPal

Absolutely, that is one of the great ways of avoiding biases.

Answered by : Nina Alag Suri Founder and CEO, X0PA AI

I’m thrilled to know you’ve found the insights useful! I believe that just like you taking the active step to attend this online webinar, it is the proactive actions of the leadership that makes or breaks the employee experience. A good leader once said in his book: as leaders we must first establish and create opportunities for trust to those we lead – this is what employees benefit from: the trust from their leaders. This trust means we don’t baby our staff but instead is translated into employer branding that serves to trust, empower and enable them to do their best work – no matter where they are working from! Practically speaking, always start from their place of need. What do your employees need to give their best work when WFH? When in doubt, ask them!

Answered by : Esther Min, Branding and Strategic Partnerships, Thinktechniq

Its important to make changes which are bite sized , explainable and hence digestible. Anything that doesn’t have an explanation or a reason will create resistance. SO removing the fear of unknown, explainable and with clear vision on what it helps with is the first and important step.

Answered by : Nina Alag Suri Founder and CEO, X0PA AI

(Graham) Yes. GP’s main value proposition is to help companies expand even without permanent entities by utilizing our industry-leading software-enabled, legally compliant Employer of Record platform. Please feel free to reach out via email @

Answered by : Graham Lim Partnerships and Alliances APAC, Globalization Partners

Employer branding starts from authenticity. People can smell fakeness especially when building a sense of belonging to your community. So be real, be transparent with company decisions and bring your people along with you for the ride. One big building block of employer branding is to have the right understanding of the role talents own – they are not merely spectators but are active participants, champions, of all that your organisation has set out to achieve! You must help them share, and thereby carry a piece of your company vision with them. Have a conversation with them, speak about the fragment of the larger vision they carry in a way that makes sense to them. Leaders don’t just walk the talk, they share and communicate in a way that is real, and that invites people along for the ride. Do the same, and keep the conversation open.

Answered by : Esther Min, Branding and Strategic Partnerships, Thinktechniq

(Prof Tan) Demonstrate trustworthiness via Competence first-that’s the easiest way to build trust, and then work on benevolence, the relationship component. For one, be interested in the outcomes of the other party-e.g. their KPIs and find ways to support that.

Answered by : Dr Tan Hwee Hoon Associate Professor of Organisational Behaviour & Human Resources, Singapore Management University

Attracting the right talent begins from community. Do you know the kind of values the company truly carries, apart from what’s being communicated? If there are discrepancies, take massive action to course-correct. Know the true company culture. Without a real sense of what your community culture is, your efforts in employer branding risks falling flat on its face. You want your job ads to be more than glitzy coloured images and more direct calls for the right talents to take action. In employer branding, we need to first care about what our ideal talents care about, and then find out if and how they may continue that while in the umbrella of our community.

Answered by : Esther Min, Branding and Strategic Partnerships, Thinktechniq