THE NEXT IN HR VIRTUAL SUMMIT

Next in HR Summit is now virtual!

We have an important update to share regarding the upcoming Next in HR Summit. Owing to the growing public health concerns around the ongoing coronavirus outbreak, we have decided that the Next in HR Summit this year would be held as a completely virtual event. The dates for the virtual Next in HR Summit are 17-18 February, 2021.

Although we are going virtual, we expect to provide you with the same experience as you would expect at a physical event, with lots of opportunities for learning, networking and creating new business relationships. We hold the safety and wellbeing of our attendees on highest priority and are committed to ensuring a safe environment at all our events, and that is a primary reason why we decided to go virtual.

We hope that you would join us for this virtual event as we patiently wait for things to get back to normal and we can go back to our world of events as we have known it for years.

See you online in February!

About Next in HR Summit

HR has come a long way from merely filing employee related data and operational processes, to more of a business partnering role. Today, technology has turned HR upside-down, and it’s been disrupting this paper-heavy department for a while. The world of talent and work is constantly evolving, ushered in by the increasing use of automation, robotics and artificial intelligence.

COVID 19 has shaken the very foundations of businesses. To survive, organizations must adapt to the new normal and HR departments have a critical role in ensuring that businesses can make swift adjustments to transform themselves. The need of the hour is to collaborate, learn and share our experiences to ensure better preparedness as we look to adapt to this new normal.

The Next in HR (NHR) Summit offers a platform where stakeholders from the HR community can come together and discuss their most pressing challenges and envision ideas on how to tackle those challenges.

The Summit would have senior level executives from the human resources domain in attendance, not representing any particular industry but encompassing all major verticals. Our attendees can expect to meet CHROs, VPs, Directors and other senior level HR executives at the Summit. The format of the Summit is discussion based and all attendees are encouraged and offered ample opportunities to put forward their thoughts, comments and questions, thereby leading to maximum learning outcomes.

MICHEL A. SALMON
Managing Partner, Lumas
Martin Hauck
HEAD OF TALENT ACQUISITION - CASEWARE
Jeremy Shaki
CEO and Co-founder - Lighthouse Labs
Dan George
FOUNDER & CEO - PIPER KEY
Brenda Reid
Global People Technology Leader, PwC
Dr. Raman K Attri
Performance Xcelerator Scientist
Alistair Price
PRESIDENT, AUTHENTIC PEOPLE SOLUTIONS
Carla Reiger
CEO ARTISTRY OF CHANGE
CARLA RIEGER is an expert on helping people increase resilience and communication skills on teams, to help them thrive in challenging situations.
Christina Disler
FOUNDER, WERKLAB
Zach Frank
DIRECTOR TALENT ACQUISITION, ARAMARK
Zach is a Director of Talent Acquisition Operations and Analytics at Aramark leading post-offer hiring operations, TA Governance, and of course, analytics.
Shannon Sali
INNOVATION SPECIALIST, DB LABS, DEUTSCHE BANK
Sandra McDowell
Founder ELEADERSHIP ACADEMY
With nearly two decades of executive experience and advanced certifications in Leadership, NeuroLeadership, and Human Resources, Sandra is a trusted authority on the application of neuroscience for leadership
Rocky Ozaki
FOUNDER, NOW OF WORK

COVID-19 is pushing the Future of Work at a pace few could have foreseen. Companies are scrambling to adopt technologies to keep their employees productive and customers served. Many are realizing that the workplace the connected generation has co-designed is not only viable, it may soon become their norm. Some are now recognizing that the sharing economy (from the open sourcing of code to 3D print ventilators, to free online courses on remote working) is more than a passing fad. The world will likely never be the same, and what we’ve learned is that most companies were ill prepared today, and even more perplexed on how to prepare for an uncertain tomorrow. In this opening keynote, our expert will review key aspects of organizational resilience and share insights to how companies can begin to build on those capabilities. Some of the key questions answered include:

 

  • What does it mean to be a resilient organization?
  • How do you create naturally innovative and agile teams who are constantly improving the business?
  • Why is a growth mindset fundamental to your company culture in an exponential and uncertain future?
  • How might you “do more with less”?

COVID 19 has shaken the very foundations of businesses. To survive, organizations must adapt to the new normal and HR departments have a critical role in ensuring that businesses can make swift adjustments to transform themselves. However, HR departments must first upgrade their functioning to make sure that they are well equipped to handle the changes. Listen and learn from our experts on the biggest challenges that HR departments are facing to upgrade themselves, and the possible solutions to those challenges.

Most business planning processes focus on strategy, budget, and headcount. While these aspects allow management to quantify costs, they rarely align the workforce with the ability to deliver on ever-changing objectives. This misalignment is a major reason many teams feel understaffed and ill-equipped. Fast-paced industries need modern techniques to align talent and upskill teams. Join us to learn how you can design and optimize a workforce that delivers on your objectives.

In this session, our expert will provide practical concepts you can apply tomorrow.

  • Quantifying the business case for Workforce Planning (WFP)
  • Realigning Succession planning to WFP
  • Assessing & Filling Talent Gaps
  • Upskilling using Build, Buy, Borrow Method

How do you build an automation program and not just automate one thing? How do you make decisions about where to take your automation? How do you create a sustainable system for maintenance and improvement? Good governance will help separate a single advancement from a system of continuous improvement that drives your organization forward. This session will walk through the fundamentals of good governance:

  • Specific practices for enabling fast, sound decisions
  • How to focus work without underusing resources
  • How to govern your governance

Data is integral to HR. In fact, data analytics is often cited as one of the fastest-growing in-demand skills within HR. This has only been amplified by the recent shift to remote work, as traditional HR functions, like hiring and onboarding, learning and development and employee engagement, have been brought online. According to PwC’s 2020 HR Technology Survey, 72% of respondents either have or will have cloud-based HR applications in 2020.

 

HR professionals across all industries need to equip themselves to address more complex decisions around recruiting and workforce planning. Being ‘data literate’ allows HR to benchmark against industry standards, diagnose problems, and come up with actionable solutions.

 

So how do we create data literate HR teams? Rather than looking outward for these skills in new hires, Senior HR execs should consider upskilling their teams to be in-tune with emerging technologies. With technology permeating virtually every industry, there are now bootcamp programs available for upskilling HR teams specifically, with minimal disruption to people’s daily life and routines

As we plunge further into our new reality, there’s no denying that outside factors have greatly impacted the way we work, our relationship to the office, and the type of business leadership required to lead a team of people into an unfamiliar future. In a pre-COVID world, oftentimes we would define our culture with examples of how we operated within our physical offices (i.e. what one wears to work, the happy hour get togethers, the water cooler discussions etc). Without the office acting as a container for culture, the employee's experience and fulfilment working for our organisations has become heavily dependent on the interpersonal skills of our leaders. More is being asked of leadership than ever before and the vessel of business has become exponentially reliant on a human's capacity to adapt and connect to their team virtually. With the threat of burn out compromising the mental wellness of our staff, we can no longer afford to run our businesses from a state of fear. In order to optimise and future proof our businesses, we must future proof our leadership from a state of heightened consciousness.

The quickening pace of business, in addition to new stresses from the pandemic have leaders and organizations adapting at a rate we've never experienced before. In this session, Sandra explains why understanding the neuroscience of leadership has never been more important. Bridging the gap between brain research, human behavior and 21st century leadership, Sandra sounds the alarm that we need to take action to fuel and protect the human brain––our personal leadership supercomputer. The paradox of our modern, geographically dispersed workforce is that the more tools we have to make connection easier, the more disconnected we become. This is a bottom-line issue, with significant impacts on morale and mental health. HR leaders play a crucial role in fostering connection and focus, and well-being becomes even more important in our tech-centric era. The good news is that by harnessing the human brain's untapped power, organizations can take teamwork and innovation to the next level.

The ongoing coronavirus pandemic has proven to be disastrous for a majority of businesses and human resources has been at the centre of it. However, a global recovery is expected to take place throughout this year, and the role of HR would become even more important. In this discussion session, our experts would try to answer some of the most common questions that business personnel and HR executives are asked. Some of the discussion topics would include:

  • What would the new workplace look like, and how will the outlook on workplace health and safety change in the post-pandemic world?
  • What impact will remote working have on the organizational functioning?
  • What would the social implications of these changes be on employee engagement and communication?

There's no question that artificial intelligence and machine learning is changing the way we work and as the technology evolves over time implementing these solutions will become easier, until then, there's lots of hidden gems that are cost friendly and user friendly tools, waiting to be used in creative ways to make your HR and recruitment processes more efficient and effective. You'll learn:

  • About a simple Applicant Tracking System that costs less than $100 a month
  • How to program your clicks and keystrokes for repetitive tasks that aren't being solved by AI
  • Ways to deal with your inbox in superhuman ways

Early in my career as an HR leader in a medium sized organization I was delegated to implement a costly leadership development program. It was a disaster. From program design to selecting the participants, to implementation, it went poorly, with little impact or value on the organization. A few years later, in a different organization, I was asked to repeat the same process, and many of the same challenges ensued. The impact was much the same. Some key learnings to share: We need to rethink what leadership development is. What are the prerequisites for success? And who is accountable for the results?

 

This presentation, in the form of discussion with a leadership expert Michel Salmon, will focus on sustainable leadership, what it is, and how to have the discussion with your executive team on whether this societal issue is important enough for your organization to sustain success; or another costly corporate initiative of training for the sake of training.

Key takeaways include:

  • What is sustainable leadership
  • Why and when to implement a leadership program or initiative
  • HR’s role in designing and implementing corporate leadership training
  • HRDna - A model to contemplate prior to implementing a corporate leadership initiative in your organization

When most people face unexpected change, they tend to get reactive, problem-focused and defeated. Yet, it’s hard to rebuild and reinvent an organization, if you can’t shift how you’re viewing a situation. After 11 years of research, we have identified the top 3 habits of people who stay solutions-oriented, centered and agile in the face of unexpected change. We call these people “Change Artists”. The skills of a Change Artist don’t actually need to be learned. They are innate skills that you just need to re-access. These habits of mind require little or no time or money, and simply train your brain to stay in a high performance state, no matter what. During this entertaining, interactive and practical virtual presentation you will discover how to:

  • Think more resourcefully when faced with seemingly impossible challenges
  • Help others move from a reactive to a solutions-oriented response when change hits
  • Create a culture of innovation in which open communication and engagement are the norm

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Event Details
  • Start Date
    February 17, 2021 9:00
  • End Date
    February 18, 2021 14:30
  • Status
    Expired
  • Location
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