Day 2: Monday, November 13th

6:00 AM - 6:45 AM Optional Morning Walk

7:15 AM - 8:00 AM Networking Breakfast

8:00 AM - 8:10 AM Chairperson’s Opening Remarks

Morning Keynote

8:10 AM - 8:45 AM Strategic Workforce Planning: Overcoming the War for Talent and Skill Shortages

The pace of change in 21st century organizations poses significant challenges to HR Leaders who strive to secure future talent pipelines. Typically, workforce planning begins with the business strategy and its implications for future talent needs: leaders identify internal pipeline gaps and then determine how to fill them.

In this day and age, however, organizations and roles are changing so rapidly that it’s extremely challenging to accurately forecast talent requirements. Some of the biggest challenges include the hyper-competition for talent, new roles that continue to emerge as technology evolves, and the lack of reliable labor data.

This session will showcase successful solutions for workforce planning, that will help CHROs with:
•Tapping into industry data and labor market trends to anticipate new skills and prepare employees of the future
•Integrating retirement planning, skills development plans, and succession management into the mix
•Raising HR's profile inside the enterprise, enabling HR Leaders to play a strategic role

8:50 AM - 9:20 AM Business Meetings

9:25 AM - 9:55 AM Business Meetings

10:00 AM - 10:30 AM Business Meetings

Plenary Session

10:35 AM - 11:20 AM What do Employees Really Want? Enhancing Employee Experience to Increase Engagement

We have all heard how many “actively disengaged” employees there are in the workforce. Despite years of companies trying to drive engagement, the number of disengaged workers hasn’t changed much, if at all. Why is it that most employee engagement programs don’t show results? Employees want to be heard; they want to be valued and they want to make a difference. Employers want – in fact, need – productive, engaged workers. Perhaps there is a different way to think about employee engagement.

In this session we will share a transformational approach to employee engagement that actually works. These simple and effective methods can yield engagement and performance improvements broadly across the organization. Be prepared to learn:

•The key link between engagement, performance and success (both personal and business)

•The single most important, and often overlooked element in employee surveys

•The most common mistakes companies make before, during and after an employee survey and how to avoid them

Case-Study 1

11:25 AM - 11:55 AM Revamping your HIPO Programs: Pitfalls to Avoid and Essentials of Success

According to top consulting firms, high potential employees bring approximately 90% more value than non-HIPOs and exert much more effort to excel in their roles, than their peers. They are proven to help drive efficiency and productivity throughout the organization.

Yet, most organizations either don’t have efficient HIPO programs in place, or are failing to implement and reap results from those due to a mismatch between identified potential and actual performance.

This session will discuss essential components for a successful HIPO program, including:

•Benchmarking: how does your organization fare in comparison to other HIPO talent pools?
•Implementing the right assessments and development strategies to close the gap between potential and actual performance: pitfalls to avoid, and what to pay attention to
•Promoting HIPO engagement and retention with multiple career paths and transparency
•Learning through Experience and other methods

Case-Study 2

11:25 AM - 11:55 AM The Reinvention of Performance Management: Less Pain, More Gain

The way we work has changed, and so has the need for reinventing performance management. Over the last five years, approximately one-third of U.S. companies have scrapped annual performance appraisals in favor of more regular performance management processes. These new methods emphasize continuous improvement through a much stronger focus on agile goal management, collaboration, and ongoing feedback.

The successful results organizations are already reaping through such models goes to show the path is promising. Still, finding the right solution takes time and commitment. As HR Leaders continue to implement and enhance new models of performance management, there is no single standard best practice, and challenges do exist that merit a deeper discussion.

These include, among others:
•Creating a process that aligns individual and company goals
•Figuring out pay-for-performance using both qualitative and quantitative measures
•Adapting PM models to local cultural and legal issues
•Flagging under-performing employees—and, even more important, turning them around

12:00 PM - 1:00 PM Networking Lunch

1:05 PM - 1:50 PM Roundtable Discussions

•Aligning Executive Compensation with Longer-Term Business Goals

•Innovating the Mix of Total Rewards & Incentives To Increase Employee Satisfaction

•Promoting an Inclusive Culture Through Impactful Initiatives for Diversity

•Hybrid Approaches to Efficient Learning and Development

•Cognitive Recruiting: Agile Technologies to Recruit and Retain Next-Gen Candidates

•When Talent Hoarding Hinders Advancement and How to Enable Top Performers to Progress

Master Class A

1:55 PM - 2:40 PM Levering Predictive Analytics to Redesign the HR Organization and Mitigate Risk

The benefit of people analytics is beyond clear for most CHROs who want to transform their practice into a strategic business function. Still, even with the widespread adoption of cloud systems in the last few years, most CHROs still feel they are not getting enough insight from their data.

Forward-thinking organizations are now rethinking HR as a provider of people-intelligence, by integrating analytics into the entire cycle of workforce management processes and operations - from hiring to retiring – and aligning it with business goals. With the recent boom of AI solutions, there are even newer applications for the use of data to enhance operational performance though actionable insights.

This session will highlight real-life scenarios of how HR analytics enables efficient business planning and risk reduction, through:

•Predicting patterns of training, compensation and performance to increase employee productivity
•Understanding drivers for employee retention
•Assessing candidate’s personality traits and match with the job in question
•Identifying patterns of payroll leakage through overtime to enable cost optimization
•Analyzing high-performing teams to understand optimal productivity models

BrainWeave A

1:55 PM - 2:40 PM Developing Pioneer Leaders to Thrive in the Digital Age

Becoming a digital enterprise requires the right leadership in place; those with the power to elevate and enhance performance throughout all organizational levels. A different set of rules and skills are needed to thrive in the digital age; drivers such as innovation (and iteration), agility, inclusion, collaboration, and growth are more prominent than ever before.
Organizations at the forefront of innovation are rethinking their leadership models, finding efficient ways to assess potential leaders early on, and giving them opportunities to develop quickly.
Join this interactive session to discuss what high-impact leadership looks like, and how to implement the changes your organization will need to get a there:
· Promoting accountability and self-development
· Integrating mentoring and job design into development programs
· Implementing digital management programs
· Transforming the way leaders think, behave and react

2:45 PM - 3:15 PM Business Meetings

3:20 PM - 3:50 PM Business Meetings

HR Tech Power Presentations

3:55 PM - 4:25 PM Empowering and Engaging – The New Trends in HR Tech

Today, most Talent Management Systems based on cloud technologies are approaching the state of full integration. HR Leaders are now focusing on systems that will help them strengthen employee engagement, teamwork, innovation, and collaboration. This series of power presentations will approach new and fresh HR technologies to help HR leaders reinvent how people work: creating team-based tools for goal alignment, coaching, providing on-going feedback, measuring engagement; managing performance, redesigning careers paths, and fostering personalized learning.

•People Analytics

•Mobile Platforms

•Learning Experience Platforms

Plenary Session

4:25 PM - 4:55 PM Leveraging Technology to Empower Human Capital

Advanced technologies such as Artificial Intelligence and smart robots are already affecting millions of workers across industries. Recent reports have highlighted half of paid work today can be automated with current technologies, which would potentially displace thousands of employees. The great news is that those same technologies can be leveraged to empower human talent: from digital collaboration to predictive analytics, it can make workers more productive and drastically accelerate positive results. There are also many new job opportunities stemming from technology innovations.

The big challenge enterprise leaders need to overcome is also their biggest opportunity: addressing the mismatch between talent skills and the rapidly evolving workplace needs. This will involve major training efforts. Join this session to discuss how CHROs can meet the challenge for their organizations and empower human capital through technology.

Master Class B

4:55 PM - 5:40 PM The Employee Experience: Promoting Happiness at Work to Increase Engagement

Kelly Palmer, Chief Learning Officer at Degreed, talks about how learning can be your biggest competitive advantage in getting and keeping great talent in an ever evolving workforce. People want to develop their skills for the future whether they are just graduating from college and are looking to land their first job, want to get better at the job they already have, or looking to gain new skills for their career of the future. Traditional classroom models are antiquated and outdated, but technology is making new things possible. Kelly will talk about how thinking about learning differently can empower employees to transform their careers and build lifelong learning into their lives. Kelly will also share strategies she and others have used in creating happiness at work.

During this session, you will learn:

•Ways in which traditional classroom models are antiquated and outdated, but technology is making new things possible.
•A set of concrete examples of how to think differently about learning and engagement at work.
•Some methods for retaining top talent by inspiring rather than controlling them.

BrainWeave B

4:55 PM - 5:40 PM Pathways for Success: Giving Employees the Path and Tools for Agile Career Growth to Ensure a Ready-Now Pipeline

Organizations competing in today’s globalized, information-driven market face an increasingly high demand for agile talent development. Business plans and the need for talent to execute them change too often to rely on static, linear career paths. Couple these with changing employee expectations and a multi-generation workplace, and it adds up to a workforce more independently-minded than ever.

Forward thinking learning functions are altering their career path offerings to cater for more diverse workforce planning, facilitating talent mobility, and empowering their employees to take the wheels of their career for rapid progress. This session will explore how CHROs can promote the integration of career pathing with business plans and at the same time enhance employee experience.

Topics include:
•Ensuring every talent management process is fed with the skills, knowledge and experiences needed by the business to execute on plans; defining and updating such key competencies on a regular basis
•Ensuring hiring managers have the skills to support and assist employees with career choices
•Implementing easy-to-use career management tools and resources

Happy Hour Debate

5:45 PM - 6:30 PM Innovating Succession Planning Strategies to Identify and Prepare Next-Gen Leadership

Next-gen leaders in the new work environment must be prepared to take on entirely new roles that often were not forecast through traditional pipeline planning, even a couple of years back. As a result of an ever-accelerating pace of change in the workplace, leaders must now be prepared to manage a more dispersed and diverse global workforce, collaborative networks of teams, and leverage big data to make key business decisions.

Diversifying your succession planning strategies will help mitigate the risk associated with unprepared leaders, and help you identify and prepare a talent portfolio with key capabilities throughout the organization; talent which linear pipeline planning would have missed. Join this panel to hear how top-notch organizations are preparing next-gen successors.

Topics will include:

•Strategically sourcing candidates that will bring competitive advantage; including internal hiring
•How to ensure executive hires have the right culture and peer fit with the way their team works
•Redesigning compensation packages to motivate and retain leaders based on performance
•Fostering an adaptive mind-set and enabling exposure to different projects within the organization
•Flexibly planning and designing non-traditional succession planning outcomes around the key talent you have rather than the perceived talent you need

Live Polling

6:30 PM - 6:40 PM Audience Will Vote on Top 3 Topics for Deep-Dive Discussions on Tuesday

6:40 PM - 6:45 PM Chairperson’s Closing Remarks

6:45 PM - 8:30 PM Themed Networking Cocktails & Dinner

Optional After-Hours Networking available after