People Transformation The UOB Way Ivy Kwan Linny Ng 2023
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I wrote a successful 4000-word case study in my first attempt for People Transformation The UOB Way. My experience and expertise had no barriers. In this case study, we talked about the UOB’s transformation journey. From the challenges, we saw the progress, and the UOB achieved great success. This case study is unique, as it’s a personal case study, and as a result, it’s the perfect choice to be written with your personal experience. I made sure I followed all the , and my writing
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In the past, I was a typical, unambitious work-goer. I was content with my daily paycheck and a comfortable lifestyle that made me live in the comforts of my home with minimal distractions. However, my life underwent a significant transformation in the past two years of my current 3-month internship in a boutique law firm. In January 2021, I made the decision to pursue my Masters in Legal Studies at Singapore Management University (SMU). My motivations for applying to SMU are primarily
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The University of Oxford (UOB) is an institution that is at the top of the list of reputable educational institutions in the world. This can be proven by the number of Nobel Laureates who graduated from the university. Many people can be counted as Nobel Laureates who came from UOB, and this is because UOB prides itself on providing an academic environment that fosters creativity, innovation, and intellectual growth. It is no surprise that when Ivy Kwan Linny Ng, a student, came to UOB, she experienced a world of
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I used to hate my job. I had worked as a financial analyst at UOB since 2019, and every day, I found myself doing the same things repeatedly. I felt disheartened, bored and miserable. I had an interview with the HR department after a month of my joining. I got selected for the role of a Business Analyst. This was my first time working in a team and I felt a tremendous excitement. But soon I realized that it was a daunting task. link The department I was supposed to work with
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As I write this article, my mind is filled with vivid memories. In the past, I had joined the UOB Graduate Development Programme (GDP) in 2017. During the training program, my team and I were immersed in the transformation journey of a company. We had the opportunity to work on many projects and learn from the experiences of the UOB leaders in the region. For example, when we were working on an annual review of a project, we were assigned to analyze our own performance. I was impressed by the
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In recent years, UOB has continued to invest in human capital and talent development, which is the cornerstone of a sustainable and competitive bank. As of FY2021, UOB’s People Transformation program had successfully trained over 27,000 professionals through the Development Pathway, which is the bank’s talent pipeline. The program includes 6 key stages, which we believe are the key drivers for employee development and sustainable talent pool. Stage 1: Onboarding UOB’s onboard
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“The people transformation strategy at United Overseas Bank (UOB) is transforming lives, breaking barriers, and bridging cultural divides. It’s a journey that started in 1965, when the bank was founded to serve the growing economy in Singapore. discover this The bank’s founder, Mr. Yeoh Lam Keat, believed that “God has a particular love for Singapore” and that “Singapore is to be built up and the work people are performing at UOB is the key.” This was a visionary move that would transform a small
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“Every day, I am a leader. And this responsibility is mine. It’s an honor that I take very seriously. Every single day, I have the privilege of inspiring people around me. To create and sustain a positive change. It’s an emotional rollercoaster. From the day I first joined the team, it’s the “I am a manager” part. It’s when my colleagues recognize their potential, and their passion to make an impact. When we work together towards the common goal. It’s when I’m responsible