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Christina Tan reposted thisChristina Tan reposted thisEmotional intelligence is knowing: You can't choose what happens to you, but you can always choose how you respond. EQ is understanding your own emotions and the emotions of those around you. It's being aware of how you feel and managing your reactions to those feelings. EQ is also about empathy. It's recognizing how others feel and responding with understanding. When you have high emotional intelligence, you can navigate challenging situations with more grace and resilience. You can communicate clearly, build strong relationships, and inspire others to do the same. Developing your EQ is a lifelong journey, but it starts with one simple choice: To pause. To reflect. To respond mindfully. Not react impulsively. Emotions are information. You get to decide what they mean. And how to respond to them. Helpful? Repost to share with others ♻️. And follow Justin Wright for more.
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Christina Tan shared thisFun filled campus/career recruitment event @ Singapore Management University! 😊 Was great to be back speaking to dynamic students! Great event SMU! Thank you for the invitation!Christina Tan shared thisInfosys Compaz participated in its first ever Career Fair, organised by Singapore Management University. It was fulfilling to meet so many students who were eager to learn more about iCompaz and the opportunities that were in store for them. We look forward to meeting many more students in the future, so bring your friends along next time! Christina Tan Min Tan Nohrinyl Verzosa Joey T. Chor Chuah Chiam
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Christina Tan shared this#Cognizant is proud to be part of this virtual career event, check us out and discover how you can enhance your tech career with an IT MNC that's making waves in the market! eFinancialCareers #careerfair2022 #becognizant #career #event #techChristina Tan shared this🔴 7 DAYS LEFT! Register for our upcoming virtual career event which takes place on the 15th of March and you’ll have the opportunity to connect with representatives from our different attending companies. Perfect opportunity to showcase your skills to top recruiters To register 👉https://bit.ly/3JLhvyi
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Christina Tan shared this#kickstartyourcareer in I.T, What an excellent way to finish off the day. Thank you all for taking time out of your busy schedules and meeting us. Your enthusiasm and curiosity was infectious. #infosys #infosysgraduatehiring #Singapore 😊👍 Nandini Shetty
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Christina Tan shared thisCome be a part of this incredible journey #infosys #infosyscareers #joinus #infosysjobs check out our official page Infosys for Multiple openings in Australia / NZ / Singapore / Hong Kong / Malaysia / Philippines / China / Taiwan.Reach out to the talent scouts Meenakshi Srinath Nagashree S Gopika Kurup Akanksha Sharma Chris Zamora Paul Bui Ann yu Vicky Wang Christina Tan Benedict SimChristina Tan shared this#Digital is not just about technologies but driving business outcomes - Salil Parekh, CEO & MD, Infosys. Read his presentation on our strategic direction from the Infosys analyst meet 2018 here: https://infy.com/2HHGmXv
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Christina Tan reacted on thisChristina Tan reacted on this🇸🇬 Happy SAF Day — from a Military Police Command Family! This SAF Day feels a little more personal in our household. Because under one roof, we've had four members of the SAF Military Police — spanning two generations and one very good dog. 🐾 Me — proud to have served in SAFPU and 9 DIV/Infantry as an MP Officer My elder son — serving with the discipline and quiet pride in MWDU My younger son — smiling through his days in an operational unit and stepping up to continue the family tradition in the SAF MP. And Merida — our German Shepherd, a Military Protection Dog who served with the same loyalty, courage, and unwavering sense of duty as any soldier I've known. Four uniforms. One vocation. One family that answered the call. The SAF MP taught us more than drills and doctrine. It taught us integrity, vigilance, and the quiet honour of guarding what matters — values I'm proud to see live on in my sons, and yes, even in the paws that patrolled beside them. To every serviceman, servicewoman, and service dog who has ever worn the uniform — thank you. And last but not least the woman who supported us all and herself also having served in MINDEF - Michele Ng - super mother and wife. Happy SAF Day. 🇸🇬 #SAFDay #SAFMilitaryPolice #MWDU #NationalService #Singapore #ProudFather #MilitaryWorkingDog #MPCommand #HormatSAF
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Christina Tan liked thisChristina Tan liked thisI never checked LinkedIn during my maternity leave. Not even once, and I'm proud of that. For 6 months, my world was in the most beautiful chaos I've ever known. I was 100% present for my baby and I wouldn't change a thing. Then I came back to work. I opened my laptop. I opened LinkedIn... And I immediately noticed the world has completely changed with AI. So did Snowflake. The transition was from the slow and tender world of raising a newborn to the fast and relentless world of tech. I felt overwhelmed by this gap😢 I know I'm not alone. So many women feel this exact thing after coming back from maternity leave. So I decided - instead of letting fear win, I turned it into fuel❤️🔥 I started posting on Linkedin. Not because I had everything figured out. But because outputting forces me to think and learn. That's how I found my way back❄️ And fortunately, there is a wonderful network on LinkedIn cheering me on this journey without judgement. (Well, I'm optimistic!) So, thank YOU. Without your continuous support, I couldn't have done this🙏 If you're in the same boat like me, navigating the fear of returning to work or feeling left behind...You're not alone. I believe you can find your own way to turn that fear into fuel. If you want to talk to someone who's been there, my door is always open. Feel free to DM me🌈✨ #MaternityLeave #Snowflake #TechCareer #WorkingMom #WomenInTech
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Christina Tan liked thisChristina Tan liked thisThank you to the team KPMG Australia and Michael Page for the invitation to sit on the "Build Safe, Build Fast: Realising ROI from AI" panel. Thank you also to Janet Shi for the recommendation. I was a little nervous taking this one honestly. Not common for me. But sitting in a room full of some of the top FMCG business, marketing, and operational executives in the country, when I know little about their business was a little daunting. As it turns out, the advice is no different to what I give my executive advisory clients: 1. Educate yourself first. You need to be AI competent if you expect your staff to follow you. 2. Listen to your customer. They are using AI tools faster than you. You don't need to outpace, them but you sure need to keep up. 3. Start with a problem, not a solution. Avoid perpetual pilots that realise nothing. Start with "We are dissatisfied with customer experience (X) being at value (Y). We want to improve this to Value (Z) by DD/MM". Get super crisp and lazer focused on customer outcome. 4. Speed matters in business, start now. Thank you to our hosts; Kim Gemell Joshua Wrafter and my fellow panelists Aisling Kilgannon Charmaine Zets James Mabbott and Christopher Sampson from Tiliter - I will never scan an onion at Woolies again without thinking about the journey Tiliter has gone through to produce that customer experience! SAP Amazon Web Services (AWS)
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Christina Tan liked thisChristina Tan liked thisLife doesn’t pause for work. In our career blogs, associates open up about navigating big milestones, unexpected challenges and the moments that matter most—with the support of our teams and leaders behind us. At Cognizant, no one navigates life’s challenges alone. 🤝 Explore what we really mean by work-life balance: https://bit.ly/4xsN8Xd #LifeAtCognizant #Careers
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Christina Tan liked thisChristina Tan liked thisAs the leader of @Kyndryl in Singapore, it has been extraordinary to see how fast AI adoption is accelerating across the region. We are proud to be working alongside our customers to bring pilots into production. Endowus is a strong example of what happens when generative AI is applied with clear intent to drive real, measurable value. By combining our advanced AI capabilities and intelligent design approaches, we iterated on the platform to better understand users' needs in real time. By gathering insights from how the interface is used and exploring in-app navigation guidance, we were able to showcase a more intuitive experience, turning navigational challenges into a delightful user experience — unlocking experiences that feel simpler, more intuitive, and genuinely human centered. We’re grateful to the Endowus team for the continued trust as we build what’s next together. Andrew Lim Vishnu Nanduri,PhD Whee Teck ONG Joseph Y. Amanda Neo Hoe Ghee Chua #TheHeartOfProgress
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Christina Tan liked thisChristina Tan liked thisThink, Believe, Achieve - Leadership & Human Capital Insights Leadership Insight of the Week: The Best Leaders Build Leaders One of the biggest leadership trends I am seeing across large organisations today is a renewed focus on succession planning. Whilst succession planning is not new, it is often ignored until it rears its ugly end. As we wrap up the last phase of a major human capital development project for an MNC client, it just happens that the last phase focuses on succession planning. For years, many organisations concentrated heavily on performance management, talent acquisition, and leadership development. While all of these remain important, there is a growing realisation that one critical question often gets overlooked: “If one of our key leaders leaves tomorrow, who is ready to step up?” The reality is that leadership transitions are inevitable. Retirement, career moves, organisational restructuring, and unexpected departures can happen at any time. Yet many organisations still operate with a “we’ll figure it out when it happens” approach. That’s a bit like driving a car and only thinking about where the spare tyre is after you’ve had a puncture. Effective succession planning helps organisations: ✅ Maintain business continuity during leadership transitions ✅ Retain and develop high-potential talent ✅ Reduce the risks associated with key-person dependency ✅ Strengthen employee engagement by creating visible career pathways ✅ Build a sustainable leadership pipeline for future growth The best organisations don’t just identify successors; they actively develop them through stretch assignments, mentoring, coaching, cross-functional exposure, and leadership experiences. Perhaps the most important shift in mindset is this: Great leaders are not judged solely by what they achieve during their tenure. They are also judged by the leaders they leave behind. A leader who builds a high-performing team but leaves no one capable of taking over has only solved half the challenge. As the saying goes: “A good leader creates followers. A great leader creates more leaders.” So here’s a question for leaders and HR professionals: If your top 10 critical positions became vacant tomorrow, how many would have a ready-now successor? The answer may tell you more about your organisation’s future than your latest quarterly results. #Leadership #SuccessionPlanning #TalentManagement #Calent3 #LeadershipDevelopment #HumanCapital #FutureOfWork #OrganisationalDevelopment #HRStrategy #CareerDevelopment #LeadershipTrends #ThinkBelieveAchieve
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Christina Tan reacted on thisChristina Tan reacted on thisIn my first week as Group CFO at Standard Chartered, I shared the financial framework for our next phase of growth at our Investor Event in Hong Kong. Having achieved our 2026 financial targets a year early, we are moving forward from a position of strength. We have built strong foundations: deep client relationships, continued investment in our core technology, and a clear focus on our cross‑border and affluent strategy. These give us the confidence to accelerate. Our financial commitments for 2028 are clear: • Greater than 15% RoTE • High‑teens EPS growth and 5-7% income CAGR • Cost‑to‑income ratio of around 57% • CET1 ratio range of 13-14% • Dividend payout ratio of at least 30% As we continue to shift towards higher‑growth client opportunities and invest in our transformation, we are targeting around 18% RoTE by 2030. We have repositioned the bank and are executing with discipline. Our focus now is on scaling this momentum as we enter a phase of compounding growth. I look forward to working with colleagues across the Bank to deliver on these ambitions. Access the replays and presentations from our Investor Event here: https://lnkd.in/e3Dzt5tN #HereForGood #SCInvestorEvent
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SR Express Private Limited
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DEVELOP A RISK MANAGEMENT IMPLEMENTATION PLAN. (SYNCHRONOUS E-LEARNING)
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Vivian Tay
Featured on CNA on Sunday (25th) discussing the SkillsFuture SG Careers & Skills Passport, part of the Career Health initiative by Workforce Singapore (WSG). The Skills Passport uses government-verified SkillsFuture data to help us consolidate our career history, skills, and learning milestones in one trusted place — making it easier to understand where we are, where we want to go, and how to tell that story clearly. As hiring becomes more skills-led, those who stand out are the ones who can articulate how their skills translate into real business impact. In today’s evolving job market, it matters not only to understand our capabilities, but to explain how these skills solve real problems. A credible way to capture skills and learning milestones therefore matters — for both career decisions and hiring decisions. Channel 8 also ran a reversion of the English interview clip, with Chinese subtitles added, during their news coverage. For those who missed it: CNA (English): https://lnkd.in/gXJqbEHZ Channel 8 (Mandarin subtitles): https://lnkd.in/gqqfTakN Curious to hear from my network — are you using the Skills Passport in your job search or hiring process? What’s been useful so far, and where can it improve? Ethos BeathChapman
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Dr. Karuna Ramanathan
In Singapore, we are grateful for continued government support. It has been a hallmark of our success. And as Singaporeans, we continue to have every reason to believe that Singapore will navigate the AI-disruption to its advantage. Human Capital Development has always been a cornerstone of our success, and will continue to be, as AI changes the world. As AI disrupts the job landscape, it is also affecting the very nature of organisational change. Jobs will be lost to AI. New Roles will be built around AI. Technical Skills will matter less, as Adaptive Skills will become more valuable. Adaptive Skills AND Team Skills will be needed, as Change Skills, for influence. As Middle Managers Re-think Work, WITH AI, against intuitive tacit knowledge. As New Graduates Re-imagine Work, WITH AI, with natural curiosity. Change Skills translated into Measured Abilities will be prized. As Talent emerges from within. Without bias to Age or Qualifications. Simply giving everyone a chance to becoming more successful. Of course some won't, maybe even cannot. But imagine if most will. And that will define the Singapore worker of the future. Above the rest. www.thechangeleader.org ChangeLeader KR Konsulting #changeskills #adaptiveteamleaders #middlemanagers #newgraduates #AIdisruption
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See Yang Foo
Salary benchmarks aren’t just numbers. They help leaders understand market shifts, anticipate hiring trends, and make decisions that keep businesses competitive. Our Singapore Salary Guide 2025/26 brings these insights together: - Benchmarks across key industries - Hiring patterns and talent movements - Growth sectors like life sciences, healthcare, and technology - Workforce shifts driven by flexible work and Gen Z expectations The goal isn’t just to react to change, but to plan for it. Read more and download the guide here: https://lnkd.in/gBSz36NE
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Mei Hui Shundy Er
Singapore Hiring & Salary Trends 2026 – What Employers Should Know The Singapore hiring market in 2026 is still active however far more selective. Companies are hiring with greater precision, focusing on roles that directly drive revenue, compliance, digital transformation and operational efficiency. Here are the three key trends we are seeing: 1. Salary Trends Overall salary increments remain moderate (around 3–5%), but certain niche skills continue to command strong premiums. Candidates with specialised expertise are still negotiating higher packages. 2. Hiring Demand Demand remains strong for PMET and specialist roles, particularly where businesses cannot easily automate or outsource the expertise. Key sectors still hiring actively: • Technology / AI / Data • Healthcare • Financial & Wealth Advisory • Engineering / Advanced Manufacturing 3. Talent Shortage Areas The most difficult roles to fill in Singapore right now include: • AI / Data / Cybersecurity specialists • Software engineers • Nurses and allied healthcare professionals • Wealth and investment advisers • Semiconductor and process engineers • Sustainability and carbon management specialists What this means for employers The hiring challenge in 2026 is not volume — it is scarcity of the right expertise. Companies that succeed in hiring today tend to: • Benchmark salaries based on skill scarcity, not just last drawn pay • Move faster in interview and decision timelines • Position their roles clearly around impact and growth As recruiters, our role is no longer just filling vacancies — it is helping organisations navigate the talent market strategically. If your organisation is planning to hire in 2026, understanding these trends early can make a significant difference in securing the right talent. Connect with us: Talent Strategist - Helping Candidates & Companies Thrive "We don't just fill roles—we build lasting talent solutions." Email: info@searchpersonnel.com.sg Website: www.searchpersonnel.com.sg #SingaporeJobs #HiringTrends #TalentStrategy #Recruitment #SingaporeHiring
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