Professor of Organisational Behaviour, The Cora Chaired Professor of Leadership and Learning
Founding Partner, Creative Management Associates, Author: Why Should Anyone Work Here?
Professor of Management, Faculity Director of Tuck Leadership Center Tuck School of Business
The Congress will feature a truly unique panel of global subject matter experts.
The presenters are carefully selected to ensure that their content is aligned with the theme of the conference.
THIS IS NOT ANOTHER ’DEATH BY POWER POINT’ EVENT.
Rather a TED style conference, sharing provocative and inspiring ideas to help in designing and building people-centric organizations.
THOUGHT LEADER PRESENTERS
Professor of Practice at Ashridge Business School
Jack M Broadley
Director, Executive Coach and Business Psychologist, Pelorus Consulting
David C. Forman
Author of Fearless HR
Garry O. Ridge
President and Chief
Executive Officer at WD-40
THE HR CONGRESS 2016 SUMMARY
The HR Congress 2016 took place on 29-30 Nov in RAI Amsterdam featuring Dave Ulrich, Lynda Gratton, Erin Meyer and 60 more thought leaders speakers, subject matter experts. The event was attended by almost 500 participants becoming one of the most important HR events in Europe.
SECURE YOUR CONFERENCE TICKET AT AN UNBEATABLE RATE
*tickets at these rates are offered to Corporate HR Executives only. Solution providers and consultants may register at a solution provider rate of € 2,995. Limited sponsorship options available, contact us for details.
*ticket does not include access to elective thought leader masterclasses. Access to upgrade sessions are limited, sold on the first-come-first-served basis.
* Masterclass must be booked with congress ticket
OUR SPONSORING PARTNERS
INTERESTED IN SPONSORING?
Download the Sponsorship Brochure!
It never has been more challenging to be an HR professional than nowadays. Global forces are reshaping the workplace, the workforce, and work itself. To help organizations cope with this unprecedented change, HR leaders
and professionals must up their game not only to be a partner of business but to shape the business and enable the organization to become resilient, standing in longevity built on a strong culture around its most important assets: people.
As confirmed in Deloitte’s 2016 Human Capital Report: „After three years of struggling to drive employee engagement and retention, improve leadership, and build a meaningful culture, executives see a need to redesign the organization.”
12 MODULES IN 1 GREAT EVENT!
The HR Congress will give you the unique opportunity to bring your team and attend 12 tracks under one roof.
Feel free to hop from session to session, and design an agenda that best fits your needs.
Click on the icons for more information!
In order to support organizational development, HR must be ready not only to become an architect of people processes but also be the champion of change and cultural transformation. During this session we will address how the next generation of HR strategy can be and must be linked to overall corporate strategy, creating business value through HR services that address the organizations’ most challenging strategic issues.
HR organizations are transforming, and HR roles are changing too. This track will define the high-impact HR business partner role and discuss strategies to build internal HRBP capabilities. During case presentations we shall explore how leading companies are infusing these roles into HR organizational structures as well as the working and reporting relationships to lines of the business.
In order to accelerate talent management and engagement across the organization, a new and fresh look at performance management is required. The current performance management practices are not working. Managers hate them, employees hate them and organizations don’t necessarily get what is the most important: improved performance. No wonder that the review of performance management practices are being reinvented in organizations around the world, some of them are entirely abandoning traditional annual reviews and are replacing them with solutions that may offer more accurate and timely results.
With more companies seeking to improve their organizational effectiveness through smarter workforce planning, the development of HR analytical capabilities has gained prominence within organizational business strategy. By deriving data insights and using the subsequent knowledge to transform HR practices, early adopters of contemporary Workforce Analytics have been able to optimize their human capital investment and lay a solid foundation for sustainable business growth. During this module we’ll address practical challenges in the development of a credible high-impact analytics function to solve business challenges via improved people practices.
People – especially the new generation of workers – are attracted to work for companies with a purpose, passion and meaning. Thus, it is absolutely critical how you are able to connect your employer brand practices with the communities you operate in to remain relevant and become an employer of choice in today’s transparent world.
Culture has become one of the most important business topics. While competitors may well copy technology, products, and business processes, culture is clearly a competitive advantage that is practically impossible to copy. We surveyed our community of HR leaders in creating the conference, and managing culture and change ranked the highest among current priorities and importance. While culture is widely viewed as important, it is largely still not understood well; many organizations find it difficult to measure and even more difficult to manage. During this session we shall be examining and discussing how HR can influence and drive HR and cultural transformation.
HR is increasingly focused on transforming service delivery, as business leaders seek higher service levels while pushing for lower HR costs. Many organizations are driving improvements through ousourcing HR services and establishing shared service centers. Outsourcing and shared services may significantly contribute to increasing operational efficiency and aligning towards business operations. Working with innovative HR service suppliers will provide easy access to the very latest technology, including big-data mining, analytics, virtual workforce leadership, cloud technologies, and social media. Furthermore, these suppliers will know how to exploit them to meet an organization’s specific needs.
According to Bersin by Deloitte, 20th century organizational structures are dying – giving rise to devolved decision making. Now, cross functional teams are working via sprints of activity and funded via micro-budgets – able to deliver at unheard of speeds. Digital transformation is not just a shiny new technology – it’s a new way of organizing, engaging with customers and employees. It’s also how we build networks of expertise and trust through cooperation and collaboration – working faster, better and smarter than ever before. Thus the ‘team’ becomes the ultimate productivity structure within the organization. HR simply needs to be right in the middle of this new construct. As Bersin by Deloitte observes; the need to “be digital” is forcing organizations to completely re-think methods
of management, engagement, leadership and the development of people.
Talent attraction has been undergoing significant change in recent years. Contingent workers are on the rise. More companies are choosing to “rent” rather than hire talent, even at the director level and above. Data is also ubiquitous, leveraging that data within the recruitment process presents both a challenge and an opportunity. Social recruitment is increasing, as some 92 percent of recruiters now use sites such as Facebook and LinkedIn for their social recruiting efforts. Social media in general has become an essential tool for companies. This is a place where they can open their doors and provide a sneak peek into their company culture and people, which may help in attracting the right talent.
Leadership and Succession Management are the keys to develop the next generation of leaders in the workplace, leaders who will drive the organization into the future. In order to succeed in the long run, it is time to put the right people in the right seats at the right time, accelerating people into leadership earlier in their careers. This can be achieved through enhanced leadership practices such as coaching, mentoring and improved performance management practices.
Employee Engagement has been ranking very high on the agenda of both HR executives and the business. Organizations are trying their best in many cases and spare no effort to design great workspaces, provide flexible benefits, and create great corporate cultures in an effort to drive higher engagement. In this track we shall explore some of the key trends and practices, and discuss how organizations and employees can work together in order to create more meaningful work and
Bersin by Deloitte claims that organizations with mature talent management are 31% more effective in engaging their employees and have only a 1% turnover rate among their high performers. Attracting, inducing and retaining the right people is therefore critical in the longevity of organizations. In this module we’ll be diving into how to effectively manage the entire talent cycle, covering critical issues on; talent attraction, onboarding, development, deployment and retention. In addition, it will touch on managing diversity and generational differences in the workplace.