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.
CULTURE & CHANGE
As a key component of what we now call Employee Experience, organizational culture is, and has been for years, one of the most critical areas of focus for business leaders. By making it an integral part of the corporate HR strategy, companies are now using different techniques and tools to make culture understandable and relatable for their people in an age where a good fit with the core values of an organization is a must for the new generation of employees. The case studies in this module will focus on three main topics: cultureboadring, organizational change becoming a part of corporate culture, and cultural change during a merger of acquisition.
In the recent years the way individual and team performance is measured across the organization has changed considerably, mostly due to businesses getting rid of the old performance management practices that just were not working anymore. Reinventing the evaluation system, however, is just the first step towards achieving a higher level of employee engagement and a boost to performance. This module will feature three case studies that will showcase the challenges of radically changing the way that performance is measured, the effect of teams on individual performance, and an array of truly original and efficient techniques that can revolutionise not only the performance management system but also positively change an organization’s culture from the top down.
To ensure that the organization has the appropriate support it needs to grow and develop into a successful, people-driven enterprise, HR needs to become the champion of culture and change transformation. But how can it take an integral role in this complex movement? In this module we will explore the strategies behind HR transformation, strengthening the business case for transformation, and how the physical nature of work is driving important changes in how HR operates – and subsequently, influences the organizational capacity for evolution.
Improving Employee Experience has been ranking very high on the agenda of both HR executives and the business for a while now. Organizations are trying their best to design great workspaces, provide flexible benefits, and create great corporate cultures in an effort to drive higher engagement. However, the rapid augmentation of work through advancements in technology and people-strategies means that HR now has more of a mandate than ever to create a great employee experience across the entire employee lifecycle. In this module, we’ll explore some of the key trends around how organizations and employees can work together in order to create more meaningful work and workplaces.
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 an unparalleled speed. Digital transformation is not just about shiny new technologies – it is a new way of organizing, engaging with customers and employees. It is also how we build networks of expertise and trust through cooperation and collaboration - working faster, better and smarter than ever before. The need to “be digital” is forcing organizations to completely re-think methods of management, engagement, leadership and the development of people. In this module we will explore these trends and methods through three inspiring case studies.
HR BUSINESS PARTNERING
It’s become an accepted and widespread axiom – all HR professionals want to become a strategic business partner who contributes to business success and who drives constant exploration into how HR can add value. The requirement that HR Business Partners must have a firm grasp on a wide selection of both HR and commercial skills has been in place for quite a period of time. And yet, in the move towards building a more integrated HR organization, many HR professionals still experience a disconnection between the operations and expectations of HR and business leaders. Upgrading the HR Business Partnership therefore requires, on a base level, a three-pronged approach to fully realizing a more effective strategic partnership; moving from transactional to transformative work, gaining clear and appropriate business support, and leveraging a new set of business acumen essential in a digital, data driven world.
LEADERSHIP & SUCCESSION
With hierarchies beginning to disappear in the workplace and teams taking over the organizational structure, leadership roles and responsibilities are transforming and expanding as well. In the age of digital transformation companies need to accelerate people into leadership earlier in their careers with enhanced,digitally aligned leadership practices such as coaching, mentoring and training. Spotting leadership talent is just one part of the job, the key to producing the leaders we need now and in the future is Succession Management. HR leaders, however, still struggle with building succession planning into the everyday fabric of the organization, or make it available for all levels of leadership. This module will explore the challenges of training “digital leaders”, the issue with not focusing enough on mid-level management succession, and explain how mindfulness is the perfect tool for overworked, leaders of the 21st century to bring out the best in themselves even in VUCA times.
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, especially in the age where freelancing, outsourcing, employee mobility, and digital transformation are continuously shaping the way we hire and work. In this module we will be diving into how to effectively manage the entire talent cycle, covering key topics such as creating and managing networks of teams, adapting learning practices to the new digital age, and finding out if there really is such a thing as “optimal attrition”.
It should be no surprise that Employer Branding is seen as one of the most critical ‘must haves’ for HR leaders at present, yet perhaps just as surprising is that very little of corporate HR budgets are set aside for such strategic branding. In this module, we will discuss how HR professionals will be the driving force behind developing a coherent, passionate, authentic, and trustworthy employer brand for their organization to attract and retain great talent, promote to the external market, and become a marquee employer of choice in an ever-transparent, social media driven world.
DIVERSITY & INCLUSION
After years of failing miserably at creating a lasting effect, companies are now realising what Millennials have been saying for a long time: Diversity and Inclusion are not just deliverables on headcount, but a crucial part of the business strategy, and the key to innovation. In this module we will talk about how imperative it is to make D&I a CEO-level responsibility and thus an integral part of the organizational culture, we will endeavour to find an answer to whether it is possible to consciously remove all bias from the HR and leadership side, and explore a perspective where enforced gender balance creation can hinder true diversity.
Talent attraction and recruitment has been undergoing a number of significant changes of late, as new technologies and workforce challenges have pressurized HR into exploring new avenues of finding, attracting and retaining talent. Social recruitment is increasing, as many recruiters now use sites such as LinkedIn for their social recruiting efforts. The merits of contingent work are also increasingly being called into question (though still popular), as many companies begin look to maximize hiring for fit, than hiring for task. This module will address how recruitment practices are therefore being augmented by a number of imperatives such as; branding, data and analytics, cultural transformation and the shifting fortunes of the ‘gig economy’.
With workforce analytics now firmly established in the vernacular of HR professionals in many organizations, the development of HR analytical capabilities has gained a unique prominence within organizational business strategy. Transforming HR practices through a measured approach to leveraging data insights is the path we’re all looking to travel, however in this module we’ll discuss how to deepen the relationship between HR analytics and the organization by building the business capacity for improving people practices. We’ll also look at a number of salient practical, strategic and ethical questions that HR, analytics and business professionals need to address as analytics becomes an embedded function within the organization.
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.
IN FOCUS: LEADERSHIP
Elevate your Leadership Capabilites to the next level by attending these focused sessions at The HR Congress
We have specifically developed the In Focus: Leadership sessions at The HR Congress, complete with unique and inspiring content, intended to give business leaders the opportunity to learn more about the important emerging junction between the organization, performance, HR and leadership.
The In Focus: Leadership sessions at The HR Congress will forever change how we view, develop, and
practice the art of leadership, wherever we live and work.
Thinkers 50 gurus including; Herminia Ibarra, Gareth Jones, Michael Chaskalson, Dave Ulrich and many more top level presenters will speak
Thought leader keynotes and masterclasses, elective modules on Leadership, Performance, Culture, Talent and Digital
Opportunity to network with hundreds of likeminded business leaders.
28 November, 13:30pm
Many of today’s most important problems are so complex and multi-faceted that they can only be tackled collaboratively. Yet many smart and motivated executives struggle to learn how to lead effectively beyond their own specialty domains. Even when they recognize intellectually that they must harness ideas, people, and resources across disciplinary and organizational boundaries, in practice they often do not. In this session, leadership expert Herminia Ibarra applies her insights on how managers should step up to bigger leadership roles in order to explain; what barriers hold people back, how to become a more collaborative leader by acquiring necessary skills, as well as how to internalize an identity as a collaborative leader. In the course of this session, we’ll discuss: common misconceptions about what collaboration is and when it is effective, how professional networks foster (or hinder) collaboration, and the competencies and mindsets of collaborative leaders and how to acquire them.
28 November, 11:00am
Too many companies are managed not by leaders, but by mere role players and faceless bureaucrats. What does it take to be a real leader—one who is confident in who they are and what they stand for, and who truly inspires people to achieve extraordinary results? Leaders don’t become great by aspiring to a list of universal character traits. Rather, effective leaders are authentic: they deploy individual strengths to engage followers’ hearts, minds, and souls. They are skillful at consistently being themselves, even as they alter their behaviors to respond effectively in changing contexts. This highly interactive masterclass by Gareth Jones will reveal how to hone and deploy one’s unique leadership assets while managing the inherent tensions at the heart of successful leadership: showing emotion and withholding it, getting close to followers while keeping distance, and maintaining individuality while “conforming enough.” Underscoring the social nature of leadership, this session will also explore how leaders can remain attuned to the needs and expectations of followers.
28 November, 13:30pm
In the past, businesses made people conform to the organization’s needs. But the old paradigm has shifted; now leaders must transform their organizations so that they attract the right people, keep them, and inspire them to do their best work. How do you create a culture people want to belong to? This masterclass led by Gareth Jones will identify and illuminate the key organizational attributes to do just that. Gareth will provide examples from global companies, which illustrate the kind of strong, attractive workplace culture that leads to sustained high performance. This masterclass will also provide an in-depth methodology to help assess how your company is doing, and describe the tensions and trade-offs that leaders must manage as they transform their organizations.
29 November, 11:30am
The next step in HR’s creation of value―is turning the war for talent into victory through organization, after all – “HR is not about HR. HR begins and ends with the business.”
Research from the RBL Group and the Ross School of Business at the University of Michigan has been at the forefront of shaping the HR profession with the Human Resource Competency Study (HRCS). Following the conclusion of the latest round of HRCS research, Dave Ulrich, David Kryscynski, Mike Ulrich and Wayne Brockbank now call for us to pivot from fighting the “war for talent”―to creating victory through organization. Destined to be an indispensible read for all HR professionals, Victory Through Organization provides a rationale for shifting your focus from how to help individuals prosper, to helping the organization succeed. It demonstrates that organizational success isn’t just about the talent you have―it’s about how the collective organization makes the individual all the more important. In this masterclass, you will learn more about: how to ensure that the organization creates a greater value than the sum of individual talent parts, how to create a more integrated HR solution to achieve business results across multiple stakeholders, and how HR professionals can master the competencies that have the greatest impact on their personal effectiveness, key stakeholders, and overall business results.
Watch Dave sharing his expertise on – How to Become a Strategic Positioner to Deliver Value
29 November, 14:00pm
HR professionals must evolve into being the best thinkers in the company – not only about the human side of the business, but the organizational side as well. Changes are occurring in virtually every element of the business environment, from evolving social, political, and economic changes. Under such conditions, the human side of the business emerges as a key source of competitive advantage. Dave Ulrich has spent years observing, studying, and shaping the business partner model through rigorous research and extensive work within specific organizations, as well as personally being involved in over a hundred HR Transformations, where he and his peers have advised many on how to be a better business partner. In this masterclass Dave will not only reflect on what he has learned about the relevance of the business partner model, but will also give advice as to where HR
Business Partnering is headed in the future, and therefore how businesses can better manage the challenges that lie ahead.
Watch short explanation from Dave – The Evolution of the HR Business Partner Model
29 November, 14:00pm
The human resources profession has been the subject of much criticism and many questions over the years. One reason for HR’s checkered past is that it’s traditionally done a poor job of demonstrating its value to the business. There are in fact, at least five ways in which HR can impact business results. These five ways to impact the business are: strategic alignment, optimizing talent, cost savings, productivity improvements, and improving outcomes. Each of these activities can save time, reduce costs and improve productivity. It is important however, to go beyond these general categories and get as specific as possible about the ways in which HR adds value to the business. During this masterclass, seven specific levers that HR can influence will be discussed and their business impact calculated including: turnover of high performers, the value of internal hires, costs of vacant positions, costs of managing poor performers, global staffing mix, proficiency curve, and innovation.
29 November, 14:00pm
The pressure on business leaders in this age is heavier than ever. They are expected to perform on the highest level and handle the demands of the changing workplace and leadership practices, as well as their personal lives. There are three key leadership capacities that can make this possible:
resilience, collaboration and the ability to stay agile to lead in conditions of high complexity. Mindfulness can powerfully help leaders to navigate the complex, dynamic and fast-paced context of this age. Using his model of Mindful Leadership in this masterclass, Michael Chaskalson will describe how mindfulness impacts capacities which are considered vital for leaders in the 21st Century, and crucially will also advise how mindfulness when combined with consistent practice can lead to the development of valuable changes in leadership capacities over time.
28 November, 11:00am
Transforming the immense potential of workforce analytics into reality isn’t easy. Pioneering practitioners have learned crucial lessons that can help you succeed. The Power of People shares their journeys—and their indispensable insights.Drawing on incisive case Jonathan Ferrar will help you bring purpose and clarity to any workforce analytics project, with robust research design and analysis to get reliable insights. During the workshop Jonathan will reveal where to start, where to find stakeholder support, and how to earn “quick wins” to build upon. You’ll learn how to sustain success through best-practice data management, technology usage, partnering, and skill building. Finally, you’ll discover how to earn even more value by establishing an analytical mindset throughout HR, and building two key skills: storytelling and visualization.
Designing a better employee experience is front and central with HR leaders as employers globally are taking to digital technologies to transform HR. The next journey of HR leaders effectively will be about applying a consumer and digital lens to the HR function creating an employee experience that mirrors the best customer experience possible. Applying this perspective goes beyond just applying new technology to HR: being employee-centric and digital is all about developing a fresh mindset, redesigning legacy processes, and challenging the status quo. This forward-thinking masterclass led by digital HR expert Michael Custers helps you discover why employee experience matters, how you can apply disruptive technologies to HR, and what your HR operating model could look like in 2025. Michael explains the impacts for organizations while showing the real benefits it can provide for HR and employees. During this workshop you will reflect on how to design an employee experience that delights customers, improves productivity and drives employee loyalty
The world of work is changing. Successful HR organizations respond to it with a new focus on ‘consumerization of HR’. They are adapting the customer experience idea from the marketing and sales to the major customer groups of HR: Employees, managers, candidates, and freelancers. HR leadership teams have four new jobs to do: Inject Customer Experience of HR (CxHR) into the HR strategy. Increase the impact of HR deliverables through CxHR. Continuously listen to HR customers. And monitor the impact of HR deliverables on the business. TI People together with the co-creation group of Beiersdorf, Bertelsmann, BMW, Boehringer Ingelheim, Bosch, Cisco, Deutsche Bahn, Leoni, Merck, Roche, and Tetrapak have co-developed the first online tool for CxHR and design thinking in HR. It combines the concept of CxHR with the best practices of these companies in design thinking, customer journeys, personas, touch points and experience design.
Learn in this masterclass to apply Customer Experience Management how to
- Inject Customer Experience of HR (CxHR) into the HR strategy
- Increase the impact of HR deliverables through CxHR
- Continuously listen to HR customers
- And monitor the impact of HR deliverables on the business.