In this keynote address, a CEO or MD will share how in today’s world why are HR Leaders considered to be the CEO’s True Partner. Why do they work hand-in-hand to meet the company’s goal and build a culture of change for the new workforce?
With employees turning their homes into workspaces, employee experience became obsolete. New challenges have emerged with HR teams constantly reinventing employee experiences, and engagement and ensuring employee wellness in the virtual set-up. Through this session, we will understand on what are the steps that HR leaders take to plan for the future of work. How are HR leaders creating a new employee experience (EX)? How are they defining the right employee value propositions (EVP) to match the needs of five generations in the workforce? How do they prioritize employee wellness and why? What strategies are they adopting for their employee well-being?
There is a widening mismatch between the job environment employees want — and now expect — and the one their organizations have. Through this session, we focus on understanding why so many employees are quitting their jobs. What does the organization need to do? Take an immediate, though partial, remedy to the talent squeeze: reduce employee attrition by making your company a more attractive place to stay.
As organizations look to the future of work, redeploying, reskilling, and upskilling employees will be key to success. Especially, in the post-pandemic future, one key will be their ability to use existing talent in new and innovative ways and ensure that employees have the necessary skills to be successful. Furthermore, to build an enduring organization—one with the right people possessing the right capabilities in the right roles at the right time—three talent management strategies are necessary: redeployment, reskilling, and upskilling. Through this session, we will see how these three terms are sometimes used interchangeably, but they are distinct and serve different purposes. o Redeployment – When a person’s current role is going away and they are moving to a different role, for which they already have the requisite skills. o Reskilling – When a person is building a different skill or set of skills to be able to perform in a different or significantly evolving role. o Upskilling – When a person is building a higher level of competency in a skill or set of skills to better perform in the current role.
In this session, we will have a metaverse expert come and address the audience’s questions through a direct interactive session.
In this debate, we will have two speakers one focusing on why is moonlighting right and the other will focus on why is moonlighting wrong.
This is a delegate engagement-building activity where every delegate gets an opportunity to share their views and thoughts with their peers. In this session, we will have the audience divided into a group of 8 each. Each group will be given different challenges in hiring, onboarding, retaining, and engaging the talent. Every group will have around 15 mins to deliberate on the given topic and find solutions to the challenges. After 15 mins each group will get the chance to come on the stage and share their thoughts with the audience at large. For this, we will have a facilitator who will drive this session.
The advent of web 3.0 and emerging technologies at its core like AI, Machine Learning, and Robotic Process Automation have led to massive disruptions across the HR industry. The availability of specialized tools and processes is allowing HR managers to improvise better and focus on strategic decision-making instead of spending hours on routine, mundane tasks. Through this session we will take a look at some of the latest technologies that are allowing HRs to take control of the endless complexities of people management with actionable insights into supporting a hybrid workforce, enhancing employee experiences, improving productivity, and assisting employees with their wellbeing.