THE AGENDA FOR HRTECHX 2023 IS TO BE ANOUNCED
Experience the agenda from 2022 below to get a feel for our content, event and expert speakers
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
DAY ONE - JUNE 21, 2022
– 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– How to tackle outdated Performance Management Processes?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.
Head of People Analytics and Insight
Global Head of Organisational Design & Effectiveness
Global Head of People Analytics Reporting & BI
HR Director - Global Marketing & Barilla Acceleration Team
People Analytics Leader
– How can you predict future skills needs
– How to identify the L&D needed for your organisation
– How can you retain and develop in-demand talent
– How can talent acquisition become less “reactive”
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.
Freya Thomas Monk
SVP Workforce Skills
Head of TalentLens UK
Vice President Sales, EMEA
VP HR & Employee Experience
– How can you lead with remote work practices?
– 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.
Chief Human Resources Officer
Chief People & Culture Officer
Chief Human Resources Officer
Head of Business Development, EMEA
– How do you build a data-driven talent pool?
– How can you choose long-term strategy in an dynamic environment?
– How do you allocate internal positions to match their skills?
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.
VP and Head of Talent Management and People Analytics
Chief Human Resources Officer
Group Head of Talent Acquisition
– 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.
Vice President and Head of Talent Management
Vice President, Human Resources
– 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.
Anne Lorgen Riise
Chief Human Resources Officer
Head of People & Culture
For a leader to succeed, they have to be able to hire the right people for their team. In fact nothing is more important. And while leaders are told to recruit the right people, they have never been taught how to recruit the right people. That is why most leaders spend 10% of their time recruiting, 90% of their time making up for recruiting mistakes.
Resilience and leadership expert, Ronan Harrington, will share the hidden drivers of burnout and how leaders can raise their resilience in times of adversity.
Ronan speaks from hard won experience. Overnight he went from senior leadership positions at the British Foreign Office and Extinction Rebellion to being diagnosed with a debilitating lifetime chronic illness. He has a moving and inspiring story that invites us to understand adversity as an invitation to transform as leaders. Ronan now advises the world’s leading companies and will be sharing the secrets to creating healthy, high performance cultures.
About Ronan: Ronan Harrington advises the world’s leading companies on how to create healthy, high performance cultures. He was a Futurist to the British Foreign Office and Head of Political Strategy for the Global Environmental Movement, Extinction Rebellion. He holds an MA in Public Policy from Balliol College, Oxford University, and is a Fellow of the Royal Society of the Arts.
Resilience and Leadership
Group HR Director
HR and OD Thought Leader
Founder and COO
EMEA Sales Director
Senior Sales Consultant
TO BE ANNOUNCED
– How to move out from a traditional country-based HR organization to a three-tiers organizational model
– Limits and disadvantages of a generalist model vs. a more specialized HR model
– The implementation journey or a renewed HR organization
Vice President HR Services
The rise of enterprise application software in the near and long term demonstrates that the trend toward digital transformation is not a one or two-year trend, rather it is systemic and long-term. The ultimate goal of technology is to make users more efficient and productive. However, without the necessary know-how and resources, the technology that’s meant to propel us forward may end up holding us back.
Join this session to find out how Dimensions helped support workers adopt iPlanit, the care plan software solution, while significantly reducing training content creation time with a Digital Adoption Platform. AJ Willis Baxter, the Digital Learning Lead at Dimensions shares her story.
Associate Director - Customer Success
Digital Learning Lead
– How do you align the onboarding proccess with the company culture?
– How can you communicate the company culture properly?
– How do you build a sustainable company culture?
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.
Global Chief People Officer
Tim A. Ackermann
Director Global Talent Acquisition
Head of People Experience Europe
– 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.
Global Workplace of the Future and Wellbeing Leader
VP of Strategy and Business Development
– How can you hire and manage from a distance while keeping an overview?
– How do you stay ahead in a digital world with a remote workforce?
– How can you identify the possible pitfalls and challenges of fully digitalizing the workplace?
Global Head of Leadership and Culture
Global Head of Executive Talent Acquisition
Despite many efforts over many years, our attempts at driving business value through strategic workforce planning have typically fallen flat. Lack of business engagement, industrialised approaches, lack of translation to action – these have all contributed to building a damaged brand for SWP. In this session, Professor Nick Kemsley, known globally for his thought leadership on SWP, helps us understand why we have struggled with this critical capability and shows us new ways to position and approach the topic to maximise chances of success ”
Professor Nicholas Kemsley
– 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.
Head of Diversity and Inclusion
– What are the challenges and pitfalls of relying on patterns in employee data?
– How does the future of data-led decision-making tools look in HR?
– How do you handle employee impression versus employee data?
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.
– How can you master the art of recruitment?
– How do you hire in markets with talent shortage?
– How to prevent a bid hiring?
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.
– What are the future trends of L&D in the digital age?
– How do you develop a long-term strategy for learning, reskilling, and upskilling?
– How do you adapt to ever changing markets?
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.
Group People Success Director
Swarna Sudha Selvaraj
Talent Development Head, TCS
Global L&D leader
Head of Learning
– 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.
Our society, organizations and employees are facing an unprecedented transformation mainly driven by digitalization. Companies have begun their journey into an uncertain technology-driven future and have gained experiences on different levels. But how can the transformation be taken to the next level? How can we design organizations that quickly adapt to profound change? How can we equip employees with the skills they need to do this and thus better prepare them for change? What kind of leadership fosters an environment where real change is possible? The answers to these questions require radically new approaches and perspectives.
SVP Global Head of Siemens Leadership Excellence
Long-time researcher, Lexy Martin, will share key practices enabling organizations to deliver value to their leaders, managers and employees based on research. Organizations can’t just use technologies to get value but must accompany them with proven practices to address their business challenges. Lexy will discuss the people impact gap, which keeps many organizations from accomplishing desired outcomes and what to do to cross the gap for all stakeholders.
People Intelligence Alliance Council Chair & Head of Research Emeritus, Visier
DAY TWO - JUNE 22, 2022
A great power shift is currently taking place. Accelerated by the pandemic, and underpinned by changing expectations, people want more from their lives and their employers too. Not just perks or gimmicks, employees and workers are demanding an authentic employee experience that is based on real relationships, real experiences, and real outcomes. In this exclusive talk, Ben Whitter, the world’s leading authority on employee experience, will detail what’s changed in the world of work and how the world’s leading CEOs and HR practitioners have responded by building a new type of organisation that is more holistic, more human-centred, and more experience-driven. Simply put, for businesses to be successful and sustainable into the future, they will need to be built on the human experience.
#1 Employee Experience Thinker Worldwide
For years, the main focus areas of L&D have been cost-optimization, scalability, and the idea of a “one-stop-shop for learning”. In his presentation, Christian argues these focus areas have been badly chosen and led to L&D functions ruling themselves useless. Instead, L&D should be focusing on transforming the learning experience. Throughout his presentation, Christian will be sharing best practices from Valtech and also give you the winning argument against all pushy vendors.
Christian Haahr Sigsgaard
Global L&D Director
– How do you foster a diverse workforce to enhance creativity and business growth?
– What are the challenges and benefits of creating a diverse team?
– Why does diversity leads to more productive work environments?
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.
Head of Diversity and Inclusion
Head of Diversity and Inclusion
SVP, Strategic HR Operations
Lauren Gomez Casadiego
Senior VP Talent & Culture Global Decision Analytics
– How do you execute technological and cultural change in your organisation?
– How can you understand the psychological impact of digital transformation on the employees?
– How can you identify the possible pitfalls and challenges when embarking on a digital transformation?
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.
Global Head of People Analytics Consulting and Data Science
UK Group HR Director
Head of Organisation Analytics and Insights
Global HR Leader, Career Strategy and Design
People Director - Digital
– How can you implement marketing techniques and strategies that will take your employer brand to the next level?
– How can you attractively 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.
Global Director- Employer Branding & Entrepreneur Leadership Model
Senior Director, Global Talent Acquisition
Chief People Officer
Chief Executive, Kim Arnold Consulting and Training
CEO & founder
– 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.
Associate Partner, People Analytics UK & EMEA
Global Head of Workforce Analytics
Author, Futurist and Consulting Partner
Moving beyond compliance and legislations:
– The Equality Act and mandatory pay gap reporting are essential and beneficial legal supports that bring protection and transparency but they are not sufficient in themselves. How can organisations stuck at only meeting these requirements move to the next level of inclusion?
Avoiding empty marketing messaging:
– As consumers become more concerned with sustainability, politics, and ethical purchasing, some brands partake in ‘greenwashing’, ‘pinkwashing’ and other inauthentic approaches that seek to benefit from inclusive messaging without being supported by real change. What are the risks of this and how should brands proceed instead?
Embedding inclusion for real change:
– How should organisations approach inclusion in order to make a real, lasting difference? What benefits can this serve the business, its employees, and the community at large?
Chief People Officer
Director; Culture, Experience & Impact
Co-founder & CEO
– How can you cultivate a workplace culture where conflicting viewpoints are welcomed?
– How can you implement strategies and tools for ensuring your new recruits add new problem-solving diversity to your teams?
– How can you pave the way for increased cognitive diversity in your workplace?
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.
In this talk, Dr. Hitendra Wadhwa (Professor at Columbia Business School in New York and Founder of Mentora Institute) will draw on his research and teaching and his team’s experiments at Mentora Labs to describe a fresh approach to developing leaders in today’s time that is inspiring, authentic and simple. He will show how technology can be used to help leaders become the best versions of themselves by giving them access to on-demand, personalized guidance on what actions to practice in different workplace situations.
Award-winning Educator & Professor
Over the past 20 years there has been much talk about the business case for greater Diversity and Inclusion in organisations. But it could be argued that many of the efforts so far have failed to make the meaningful change required to transform our working environments, to achieve greater engagement, access to different thinking, and leading to higher performance. In this session Harvey will outline the work being done at Skanska, one of the world’s leading construction companies, to transform its approach to creating greater inclusion, through its purpose and values.
Executive Vice President and Chief People Officer
– How do you implement strategies to avoid unconscious bias in the hiring process?
– How can you improve diversity in leadership roles?
– How can you understand the underlying drivers for the challenges within D&I in talent acquisition?
With a lot of experience within talent acquisition, the panel debate will be touching on some of the most recognized topics in the public debate. The debate will provide insights on how strategies might help reduce unconscious bias in the hiring process, which in the end will help create a better dynamic and working environment in the office, and additionally improve companies matching candidates and jobs.
– What are the best practice for measuring L&D initiatives?
– How can you conduct research to figure out if a L&D initiative will provide a positive ROI?
– How can you create a culture that embraces L&D?
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.
Live tech demonstrations illustrating how exponential technology is changing the way firms recruit, onboard, develop, manage and reward their workforce
– 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.
Head of People Experience Europe
HR Director Global Talent and Development
Award Winning Strategic Workforce Planning
Pre-covid research proves that
Executive Transition Coach
– 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.
Remote Work is not only here to stay. In this keynote, Pieter argues that it is only at its very beginning. He does so on the basis of 10 reasons, each of them related to a massively important and actual topic; from labour shortage and global unemployment up to climate change and diversity & inclusion. The objective of this keynote is to create awareness for the opportunity that remote work is in an inspirational manner. It includes surprising data and touches on such a variety of topics that anyone in the audience will be able to identify.
Head of Trust & Employer Compliance
Head of Trust & Employer Compliance
– How can you understand the psychology of an organisation?
– How can you shape the organisations psychology through HR?
– How does the future landscape of organisational management look like?
‘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.
VP Strategic Leadership
Organisational Effectiveness Lead
Head of Organisation Development
Global Director of Talent
– How can you overcome the fear of automation and ever changing work forces?
– How can you adapt to changes and disruptive technologies?
– Which strategies do you need to implement to stay ahead of the newest technologies?
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.
– 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.
Karlee’s passion is to inspire businesses to think differently about the employee experience, and how organisations can leverage this to transform. In her role at Microsoft she shares stories of how employee experience technology is helping the organisation to transform. She also leads the regional mental health colleague support network and is passionate about normalising the mental health conversation. With a career that started in recruitment/HR, she inspires people teams to explore strategic insights to understand how people work to achieve business outcomes. When not storytelling, you can usually find Karlee in her garden or kitchen. Oh, watch out – she has a real life black belt too with a 1st dan in Taekwondo.
Global Black Belt - Employee Experience (Australia & New Zealand)
– How can you create an efficient virtuel onboarding program?
– What are the benefits and challenges with onboarding from a distance?
– How does tomorrows onboarding strategies look like?
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.
– How can avoid management initiatives to end up in failure?
– What is the ideal way to execute technological and cultural change?
– How can you support the human element of organisational evolution?
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?