Agenda

Agenda

07:30 - 08:45

Breakfast and Registration

08:45 - 08:50

Welcome from HR Grapevine

08:50 - 09:50

Session One: Culture

With the world of work undergoing near-total change – underwritten by different expectations of what work means and should look like, new conceptions of the worker-employer relationship, technology, and demographic shifts – it is incumbent upon HR to interpret, and in some cases predict, the evolution of the organisation. This involves creating coherent structures and narratives as well as an inclusive culture that aligns with business and employee needs.

Talks in this session will be on:

  • Outlining a clear ethos and identity which is sensitive to local cultural differences and encourages people to be themselves at work.
  • Meeting employee expectations during the age of experiential careers and increased global mobility
  • Understanding how to create, and secure Boardroom buy-in, for a culture-first organisation that drives top performance, is fit for strategy and boosts the employer brand.
  • Knowing where to use and how to analyse data in order to improve key business areas and manage staff through organisational change.

09:50 - 10:05

Intermission for coffee & table debate

10:05 - 11:05

Session Two: Technology

Business uptake of technology has been practically ubiquitous. In many cases, robotics, automation and new systems, in and of themselves, are seen as the panacea. However, implementation has to be sensitive to employee and organisational need: the cost, if tech is applied badly, is often measured reputationally and indents on employer brand. However, wielded in the right manner and technology does hold the ability to enhance the employee experience. Whilst there are widespread fears that human labour, at least in some sectors, will be replaced, research suggests that this is not the case. It is up to HR to assuage these fears.

Talks in this session will be on:

  • Ensuring that newly tech-abetted workforce is reinforced in the right areas, pinpointing where automation and technologisation can occur – all whilst managing the culture, structure and mindset of this futuristic workplace.
  • In recruitment and resourcing, seeing that automisation and software implementation doesn’t alienate the candidate and impact the employer brand.
  • Utilising ‘big data’ to underwrite a people function that thinks critically, acts creatively and performs problem solving with ROI both today and tomorrow.
  • Focusing the people function to work well under the ‘application’ and consumerification of the HR.

11:15 - 11:45

Networking Break

12:00 - 13:00

Session Three: Changing Workforce

Talks in this session will be on:

Automation, robotics and the increasing utilisation of technologies have changed the praxis of modern work. Whilst shock headlines suggest that computers are doing away with jobs, the research concludes this is not the case. Instead, occupations with higher levels of computerisation are seeing higher employment rates – often with jobs that require essential human social skills.

Amidst these changes, the people function has to manage changing workplace structures and new patterns of working - as well creating pathways to implement highly-politicised conceptions of the contemporary workplace. A workplace that is more inclusive, more flexible and more able to adapt to legislative changes, demands for tomorrow’s skillsets, and mindset shifts regarding what employees’ believe their work experience should look like in 2019 and beyond. 

  • Employing mentoring, and reverse mentoring, to help employees, and senior management, navigate the changing landscape of work
  • Creating change management roadmaps that reason, make clear and secure buy-in for changing structures and hierarchies
  • Being a HR function that can tailor the employee experience to an increasingly diverse array of needs, expectations and demographic groups
  • Being able to understand how to tell organisational stories and modelling pathways to success.

13:00 - 13:15

Table Debate

13:15 - 14:00

Lunch and Networking

14:00 - 14:45

Insight Session with 10Eighty

More details to follow...

Insight Session with ClearReview

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Insight Session with Corndel

More details to follow...

14:45 - 15:00

Keynote

More details to follow...

15:00 - 16:00

Session Four: Talent Acquisition & Pipelines

Talent sourcing is advancing too. As the wider world goes through well-publicised social change, recruitment and resourcing functions must reflect and drive forward a society which conceives of itself as more meritocratic – one that increasingly ignores gender, identity and ethnicity as precluding factors to hiring. If it does not, reputation and the bottom line are at stake.

Talks in this session will be on:

  • In a more democratic world of talent sourcing, understanding the different ways in which talent pipelines are built. Should the function use quotas? How much will the organisation use ‘modelling’ to attract new talent? Where will resourcing look to build the talent pool from and what language is being used to attract star talent?
  • Understanding the clear brand and bottom-line benefits of balanced shortlists and diverse leadership pipelines
  • Making the right choice about future talent: choosing between traditional degree qualifications and whether to offer apprenticeship schemes to entice new candidates and upskill the current workforce
  • Choosing what the organisation needs to hire for: for a definitive skillset, a value set or a mindset? How are they measuring this? And, with new abilities to glean such depth and breadth of data on candidates, how are they making sure this is done sensitively and legally.

16:15 - 18:00

Cocktails and Networking

Don't miss the Super Early Bird discount on delegate passes.

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