Embracing HR & HRTECH

Not long ago, HR people were much like high school assistant principals―paper-pushers who kept the building running. Today, these managers focus more on people than on paper and, like skilled teachers, they help both the strugglers and the stars. And in the future? HR will be guiding employees throughout their careers and become more essential than ever to business analytics and strategy.

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 restless workforce. Technology is freeing up HR to take on bigger-picture matters, making the field more exciting, more demanding and perhaps more competitive as well.

Three Main Topics will guide the conference: Recruitment & Onboarding, Retention & Employee Experience, and Strategic HR & Leadership

Talent Acquisition & Candidate Experience

The first track will address the technological impact on Talent Acquisition, Recruitment and Onboarding. More specifically, this track will dive into the evolving landscape of AI, ML and Big Data and shed lights on the challenges and opportunities that HR Professionals will be facing in the future.

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Talent Management & Employee Experience

The second track will address one of the major challenges for organizations which is to retain its valuable and talented employees. A deep dive into Talent Management, Employee Experience and Engagement will provide HR professional the knowledge and tools to change the workplace for the better.

2

Strategic HR & Leadership

The third track will address how HR executives can improve business performance and develop an organisational culture that will foster innovation and a people-driven competitive advantage. As the new normal is upon us, HR leaders are facing new challenges that must be addressed.

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GET READY TO BE INSPIRED

DAY 1

  • 8:00 - 8:50

BREAKFAST & NETWORKING
Welcome to HRtechX London 2021, the leading HRtech conference in Northern Europe.

  • 8:50 - 10:10

Keynote
To be announced

  • 10:10 - 10:40

Panel discussion
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.

  • 10:10 - 10:40

Panel discussion
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. 

  • 10:10 - 10:40

Panel discussion
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.

  • 10:40 - 11:15
  • 11:15 - 11:50

Panel discussion
The way companies will need to recruit going forward has changed forever- companies must choose the right long-term strategy to remain competitive in the talent market. By building a data-driven talent pool, you are not only able to analyze large quantities of potential talents regarding recruitment, but also allocate internal positions between employees to match their skills. This panel will explore some of the key drivers for building a sustainable talent pool with a long-term outlook.

  • 11:15 - 11:50

Panel discussion
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.

  • 11:15 - 11:50

Case Stuides
This interactive session will provide you with insights to the newest technology and best practices within Strategic HR and Leadership. 

  • 11:50 - 12:10

Solo speech
To be announced

  • 12:10 - 12:30

Solo speech
To be announced

  • 12:30 - 13:20
  • 13:20 - 13:55

Panel discussion
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. Understating the local market is therefore imperative to tailor your employer brand, while still remaining consistent with your overall employee value proposition.

  • 13:20 - 13:55

Solo speech

  • 13:20 - 13:55

Panel discussion
As a foundational minimum the CHRO should be expected to act as the HR functional business leader. The CHRO should have strong business acumen specific to the company, whilst also working with executive colleagues to shape organisational strategy. This discussion will explore the areas of missed opportunities where CHRO’s can support the CEO and Board more effectively.

  • 13:55 - 14:30

Panel discussion
Successful onboarding creates an essential bridge between the employee recruitment and the selection process. It is key to creating norms and expectations around company culture so that they are accepted as widely as possible. To ensure this, it is essential to convey the company culture early on in the process. Communicating the company culture is an important element of the onboarding process as it has a significant effect on employees’ attitude and adaptability. In the long term, a successful culture-centric onboarding process is, therefore, a prerequisite for business’ growth, considering a healthy company culture ensures consistent work from employees. This panel will teach you how to retain employees through a culture-centric onboarding process.

  • 13:55 - 14:30

Panel discussion
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.

  • 13:55 - 14:30

Panel discussion
The global health crisis has catalysed the integration of remote working technology in a very condensed period of time. Immediately, this demanded that our leadership adapt to the new environment and adopt new strategies to ensure our teams stay motivated, productive, and safe. There are many benefits to moving digital outside of allowing business to continue in a during a health crisis, in this panel we will discuss how to lead from a distance successfully.

  • 14:30 - 15:05

Solo speech
Description not yet announced.

  • 14:30 - 15:05

Case Stuides
This interactive session will provide you with insights to the newest technology and best practices within Strategic HR and Leadership. 

  • 15:05 - 15:35
  • 15:35 -16:10

Case Stuides
This interactive session will provide you with insights to the newest technology and best practices within Strategic HR and Leadership. 

  • 15:35 -16:10

Panel discussion
Innovative office tech can help transform your workplace into a more positive and productive place. Without the right tools, no matter how pleasant your office environment is, peak productivity will remain unattainable. Generation Z onwards will expect office tech integration. This discussion will explore some of the key challenges and trends in designing/ developing your office environment to enable and encourage maximum happiness, collaboration, and productivity.

  • 15:35 -16:10

Panel discussion
Businesses that use data-led decision-making tools are deepening their understanding of the successes, failures, trends, and patterns within their organisation. In our current socio-economic and health climate, owning this information will give businesses an edge across many verticals. However, at what cost does the additional knowledge and power that it wields have on the ethical and privacy rights of our employees as individuals.

  • 16.10 - 16:45

Panel discussion
Talent shortages are going to be a huge challenge for hiring managers over the next few years, and with this comes pressure to hire.
As we all know, poor hiring is a common and very costly mistake that businesses make. This discussion will analyse strategies for hiring the best candidate for your company and how hiring poorly can be prevented.

  • 16.10 - 16:45

Panel discussion
The World Economic Forum estimates that 42 percent of the skills required from the global workforce will change between 2018 and 2022, and that by 2022, no less than 54 percent of all employees will require significant reskilling and upskilling. Rapid advances in artificial intelligence, robotics and other emerging technologies are happening in ever shorter cycles. The very nature of the jobs that need to be done and the skills required to complete them is changing incredibly fast. Our new world requires a more diverse, innovative, creative, and technologically adaptable workforce. This discussion will explore the methods, technology, and strategy available to plug the skills gap.

  • 16.10 - 16:45

Panel discussion
Blockchain is a technology that almost everyone has heard about- but what is it actually and why do I need to know about it? Simply put, blockchain is a distributed public ledger which is used to keep of records of information. It is distinct from other recordkeeping systems because it relies on a distributed ledger, meaning the records are stored across a large network of independent computers, which are encrypted to keep the records safe and secure. This discussion will explore the opportunity Blockchain presents to act as a ‘ballast’ against technology which requires the HR function to process large amounts employee of data.

  • 16:45 - 17:05

Solo speech
To be announced

  • 17:05 - 17:10

Outroduction
Thank you for attending an insightful first day of HRtechX London 2021. We see you tomorrow! 

  • 17:10

Cocktails and Networking
End your first day with drinks and networking with +2.500 other HR Leaders, Professionals & Innovators.

DAY 2

  • 8:00 - 8:55

BREAKFAST & NETWORKING
Welcome to the second day of HRtechX London 2021, the leading HRtech conference in Northern Europe.

  • 8:55 - 9:00

Introduction
The official intro to day 2 of HRtechX London 2021.

  • 9:00 - 10:10

Keynote
To be announced

  • 10:10 - 10:45

Panel discussion
With a shortage of high-skilled talent, many employers need to pull out all of the stops to convince their star candidate to join a company. Many employers are now gravitating towards approaching passive candidates as a means to get the right talent on-board. This discussion will explore some of the key soft-skill strategies for persuading your star candidates to join your team, and not a competitor. We will also explore psychometric and predictive analytic technologies can help inform your C-level search/ acquisition strategy.

  • 10:10 - 10:45

Panel discussion
Hiring a diverse workforce is not only humane, but critical. This is because more people can relate to people from different backgrounds. Using diversity to create pools of talent that can drive the business forward, employees who feel that they are accepted and appreciated for who they are no matter what their gender, age, sexual orientation or ethnic background are happier.

  • 10:10 - 10:45

Panel discussion
A workplace culture that supports innovation and digital change is created from a mixture of consistent communication, digital tools, and employee support. In such a competitive market, the ability to create and cultivate a digital culture is a real advantage. In parallel, a culture resistant to digital change will rely on old processes, tools and methods will undo any positive steps towards digital enablement. In this discussion, we will explore the digital workplace cultural strategies, initiatives and frameworks required to support digital transformation.

  • 11:15 - 11:50

Solo Speech
To be announced

  • 11:15 - 11:50

Panel discussion
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. 

  • 11:15 - 11:50

Panel discussion
Cognitive diversity refers to the variety of ways your employees think, learn, work, and solve problems. It also refers to personality styles and backgrounds. Studies show that the greatest indicator of whether or not teams work effectively together, is the diversity in the ways participants approach problem solving.

  • 11:50 - 12:10

Solo speech
To be announced

  • 12:10 - 12:30

Solo speech
To be announced

  • 12:30 - 13:20
  • 13:20 - 13:55

Panel discussion
Fierce marketplace competition among other reasons, is making it harder and harder to recruit and retain top talent. To compete, your employer brand be consistent, authentic, and meaningful if you are to attract the right talent for your organisation. This discussion will explore the ways you can create an effective partnership between HR and Marketing.

  • 13:20 - 13:55

Panel discussion
One of the biggest drivers for HR practitioners currently, is to be able to measure the success of learning and development programmes. As without this ability, you could be investing in ineffective initiatives and find it difficult to demonstrate ROI to stakeholders. In this discussion we will explore the learning metrics which to evaluate L&D effectiveness.

  • 13:20 - 13:55

Case studies
This interactive session will provide you with insights to the newest technology and best practices within Strategic HR and Leadership. 

  • 13:55 - 14:30

Panel Discussion

Increasingly employers are recognising the business case for expanding the level of D&I in their workplaces. Although the advantages of D&I are clear, determining and implementing a strategy to achieve D&I is a continuing challenge for many business leaders. Surveys suggest that less than half of employers have a programme for attracting candidates from diverse backgrounds. Additionally, less than half of employers have a means of measuring the diversity of their workforce.

  • 13:55 - 14:30

Case studies
This interactive session will provide you with insights to the newest technology and best practices within Strategic HR and Leadership. 

  • 13:55 - 14:30

Solo speech
To be announced

  • 14:30 - 15:05

Panel discussion
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.

  • 14:30 - 15:05

Solo speech
To be announced

  • 14:30 - 15:05

Panel discussion
‘Human errors and human behaviour are a manifestation of the organisational management psychology and its processes- Dr Edwards Deming. To drive people effectively towards their goals and objectives, understanding human psychology is a prerequisite. To leverage maximum potential out of your people, apply the principles of organisational psychology to your organisation.

  • 15:35 - 16:10

Case studies
This interactive session will provide you with insights to the newest technology and best practices within Strategic HR and Leadership. 

  • 15:35 - 16:10

Panel discussion
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.

  • 15:35 - 16:10

Panel discussion
The future of work has arrived with the rapid acceleration of disruptive technologies which are changing the way people and technology interact in the workplace. Automation anxiety is the fear that arises from negative preconceptions of AI and automation technologies which are creating real concerns and angst in some workforces.

  • 16:10 - 16:45

Panel discussion
In an increasingly virtual world, new strategies and technologies are integral for onboarding remote employees in a way which builds immersion and connection when they are not physically present. Providing your workers with an efficient onboarding program has been proven to reduce retention and increase employee engagement significantly.

  • 16:10 - 16:45

Panel discussion
Any attempt at technological or cultural change in an organisation is a challenging path to embark on for any business leader, with around 50% of change management initiatives ending up in failure. In our current climate, the patterns by which our people communicate and work have changed abruptly, and there is also an almost universal shift towards the rapid technological integration of HR technology to support our ‘new normal’ – however long it lasts. To nudge, to push, or to shove? Organisations should always be changing in order to drive more value to our clients and customers, but how can we better support the human element of organisational evolution and guarantee success?

  • 16:10 - 16:45

Panel discussion
Human resources play an integral role in any company merger. Work practices, reporting relationships, technological tools and operating models all experience some level of flux. Business interruption and employee disengagement are at stake during the process.

  • 16:45 - 17:05

Solo speech
To be announced

  • 17:05

Outroduction
Official thank you and final remarks to HRtechX London 2021.