THE HR LANDSCAPE IN 2022
Tomorrow’s HR leaders will need to be bigger, broader thinkers, and they’ll have to be tech-savvy and nimble enough to deal with an increasingly agile and hybrid workforce. Technology is freeing up HR to take on bigger-picture matters, making the field more exciting, more eager for diversity and learning, and perhaps more competitive as well.
The following four Main Topics will guide the conference:
Recruitment & Talent Acquisition
The first topic will address how technology impacts recruitment and onboarding. More specifically, this track will dive into areas such as how recruitment processes will change in the digital age, how technological change influence onboarding processes, and why onboarding is more important than ever in a hybrid workforce.1
The second topic will provide valuable insights on how to improve your performance management. This will include how innovation and HR tech can monitor progress and analyse employees’ work, attitude, efficiency, and effectiveness.
Learning & Development
The third topic dives into how to implement new L&D strategies that benefits the company. Employees needs to develop skills and capabilities at a faster pace than ever seen before. Technology is changing rapidly and it is crucial to have the most up to date L&D programs implemented to stay ahead.3
Compensation, benefits & well-being
The fourth topic goes in-depth with the needs for new more agile compensation and benefit programs in a world with a hybrid workforce. Furthermore, this topics addresses the future for safety and mental health in a period with unprecedented amount of stress and burnouts.4
GET READY TO BE INSPIRED
– How do you identify the leadership traits needed of your organization?
– How can you develop a succession program that retains top talents?
– How to identify the future leadership needs?
An effective leader will entail engaged employees and increase employee retention. Identifying and selecting the right future leaders are, therefore, critical strategic objectives for companies. HR should take an active role in developing leaders by encouraging them to fill their skills gap while also utilizing and enhancing their strengths. By creating effective strategies for identifying and developing potential leaders, you thereby ensure a sustainable and competitive company. This panel will teach you how to identify the right future leaders and improve their skills.
– Why has the commercial mindset become an essential tool in the HR-toolbox?
– Do HR struggle to break away from stigmatization?
– How can you improve the front-line Managers impression of the HR department?
With the evolution of HR over the last decade, we have seen new tendencies within the field. The role of HR has shifted from being a support-function into a tool that supports the process and growth in other sectors of the organisation. In this panel debate, our panelists will therefore debate how a commercial culture can be fostered within HR.
– How does the future HR leader look like?
– How can you identify the traits of the future HR Leader?
– How can your company adapt to future technology?
Uncertainty around economic, political, environmental, health and generational workforce challenges are posing questions to HR leaders not previously asked before. If we are to be prepared for an uncertain future, then we must ask ourselves what skills our future HR leaders will need to wield, in order to act proactively rather than reactively to abrupt societal changes.
– How can you identify and preventing potential burnout?
– How can you utilize technology to create a better workplace?
– How can you prevent underlying factors that contribute to poor mental health?
This panel will teach you how to improve the mental health of your employees. Mental health and physical health are closely linked, thus improving the physiological wellbeing of your employees will result in a healthier and more productive workplace. Spreading awareness on mental health in the workplace is, therefore, a key factor in reducing stress among employees. By proving your employees with resilience training while also ensuring that the practices of your business aren’t conducive to positive mental health, you will develop an effective and sustainable workforce.
– What are the trends and predictions for the future of D&I?
– How do you create the mindset and cultural shifts needed to create a lasting impact?
– What are the data and strategies required to build more diverse and inclusive workplaces?
Inclusion and diversity is a vital tool for creating innovative solutions and a progressive workforce. Using D&I to create a lasting impact is a matter of implementing a shift in mindset and culture. Leaders need to recognize how implementing strategies to build a more diverse and inclusive workforce will boost new thinking and creative teams. Adaptation to these structural changes is key to moving towards the future of management.
– How do you become the trusted business advisor?
– What is the impact of AI and Predictive analytics in HR?
– How do you implement Long-term strategic initiatives to power your HR department?
Nowadays organisations are constantly reminded of disruption and exponential change. But how does HR fit into this equation? Discussions on these challenges often fall short to recognize the important role that HR plays in navigating through the uncertain future of the workforce. Preparing for the future workforce is essential for the success of the organisation and HR should play a vital role in this strategy.
– How can you implement marketing techniques and strategies that will take your employer brand to the next level?
– How can you attrictively convey your company’s values, aspirations and needs with the people you are looking to recruit and retain?
– How can you understand your local market to boost your employer branding?
Over 80% of job seekers consider the reputation of a company’s brand a decisive factor in their decision to apply there. Your brand is at the heart of how you can attract and retain the best talent globally and for those entering or competing in new markets, developing an effective employer brand strategy is essential. However, each market is unique, and localizing your employee brand will allow you to attract the best talents to give you competitive advantages. Understanding the local market is therefore imperative to tailor your employer brand, while still remaining consistent with your overall employee value proposition.
– How can you align people analytics with the business outcomes?
– How can you measure the impact of HR the right way?
– How can you make sure that you are using the correct tools to interpret people data?
HR is about managing and supporting people, so we are perhaps more used to the function taking a more empathic and less formulaic approach. However, data-led decision making is now an integral tool for any HR professional and essential for remaining competitive.
– How do you utilize your people data in the best way possible?
– How to tackle outdated Performance Management Processes?
– How to stay updated un the current workforce?
Recruiting the right people is imperative for the success of a business, and AI continues to become a vital part of this process. Forbes Insights found that 87% of senior executives believe that artificial intelligence (AI) is important to achieving overall business objectives. Using AI, we are now able to monitor and evaluate large databases of both passive and potential candidates. This does not only allow us to increase the volume of our talent pool but also secure more diversity within it, by disposing of possible human biases. However, AI has its limitations, therefore, businesses must develop a reliable strategy to administrate this new technology and the implementation of it. These are the central topics that will be discussed in this panel.
– How can you implement human-centric compensation strategies to boost employer branding and employee engagement?
– How can your company develop pay-fairness for the employees that align with the business strategy?
– What does the future of incentive strategies for human-centric compensation look like?
Our workforce’s expectations of work are constantly evolving, adding new pressures, and asking new questions of our compensation strategies. In the uncertain environment that we currently find ourselves in, business leaders need to make forward-looking human-centric decisions on renumeration and rewards to drive talent acquisition and retention. Studies show a direct correlation between perceptions of pay-fairness and employer brand and employee engagement.
– How can you adapt to online recruitment and onboarding processes to access a broader talent pool?
– Why does your company needs to change and adapt to the digital change to survive?
– How can you stay updated on the evolving role of HR?
The pandemic has shaped the way we look at HR and business. Recruitment processes have been taken to the digital world and it is now common to hire without physical meetings. A new era for HR and recruitment is born with hiring events and job interviews moving entirely online and companies building out remote onboarding processes that are enhancing their ability to hire outside the bounds of geography.
– How do you attract a cognitive diverse team across generations?
– How can you create a culture that embraces different generations?
– How do you overcome the challenges of not having a diverse work force?
A multi-generational workforce offers a sure way to guarantee a cognitively diverse workforce. Studies show that a cognitively diverse workforce is a key factor in teams which are effective problem solvers. There are 5 different generations working at the same time for the first time in the modern era. With longer life expectancies, this trend is set to continue. Combine this with the rapid evolution of technology and the capacity that each generation is able to interact with it, a big challenge is emerging.
– How can you identify the L&D needed for your organization?
– How can you develop a succession program that retains top talents?
– How can you predict the future leadership needs?
Investing in educating employees is not only beneficial for the company but the employee as well. As AI continues to supersede and perform more tasks within a company, it is crucial that employees acquire a wider array of educational skills so they can easily be delegated to new positions. This panel will teach you how and why you should invest in employee education, in order for you to retain and optimize the usage of your employees.