People Transformation The UOB Way
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I had an amazing 3 months internship at Unilever with the PTC at Procter & Gamble, where I learnt so much about the concept of People Transformation. In my 3 months internship, the team and I have made many changes that are making a world-class transformation at UOB. As a student, I would always go to the office to listen to my seniors’ explanations. However, in my first-year experience, it was quite the opposite. I never had a chance to learn about P&G’s People Trans
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How I transformed the organization, including the UOB culture, into an innovative and agile one. What was the UOB culture like before I took over? official statement How did I change it? I made some bold moves that transformed the organization into a top-notch organization. Let me begin with: 1. Innovation Mindset: The UOB culture was focused more on the “solutions” approach to business, rather than the “problems” approach. But I changed that. I believe that people come first, and their wellbeing should
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For me personally, a fundamental transformation in my life happened in 1991 when I was invited to join United Overseas Bank (UOB) to work as a corporate trainee in the finance sector, which opened up new opportunities and experiences that I never thought I would be able to experience in Singapore. To make a long story short, I was not impressed with the job offer, the salary, and the work culture at that time, so I turned it down. I had a choice: either take a high-paying job that
Case Study Analysis
People Transformation: A Unique Philosophy of UOB [Insert an image of a UOB office, with happy employees] In a world where technology is king, where business is done online and across borders, UOB (United Overseas Bank) is a beacon of hope. A financial institution that not only offers banking products and services but also a platform for employee development and personal growth. UOB’s mission is to be the leading private bank in Asia by 2020. UOB’s People Transformation philosophy
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UOB’s mission is to grow the next generation of talent, and our People Strategy is a journey that starts with our current 22,000 employees, to the 25,000+ employees we will have by 2020. click for more info Everyone is a Partner: We value each and every one of our employees as the most important and unique piece of our organization. We do this by creating opportunities for professional development, learning and growth. At UOB, I feel that we’re building a culture where everyone is empower
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Over the years, I have observed some remarkable achievements of The University of British Columbia (UBC) in transforming the students, staff and faculty of the school into effective learners, innovators and leaders. In the first instance, UBC has made the curriculum more engaging by creating new subjects like “Leadership” and “Entrepreneurship” that are designed to equip students with the skills they need to tackle complex challenges in their chosen fields. The faculty has also embarked on a program to upskill
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“The UOB’s People Transformation process is a revolutionary approach that helps to drive business outcomes and employee happiness”. It is a philosophy in which the bank empowers its people to make decisions and drive change that is good for UOB and the community. A company’s culture is about more than money. The UOB’s People Transformation process takes into account employee value, business success, and the community we are part of. Here are some of the strategies that UOB has used to achieve its success. 1. Employee Engagement:
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The University of Botswana (UOB) aims to equip students with practical and holistic knowledge. They value student holistic development as much as education. UOB’s transformation journey is marked by continuous innovation in education, academic programs, research and staff development. Personal Expertise I have been studying and teaching for over 12 years. My teaching experience is varied, with students ranging from the 60s, 70s, 80s, 90s, and 2010s. In