The CHRO Virtual Summit Reloaded is a unique opportunity to hear from the leading minds and practitioners in the field of HR. Following on from the inaugural CHRO Virtual Summit in May, the event provides a detailed platform to dive further into the continuous evolution of the CHRO’s role in a business era sculpted by emerging digital technologies, agile work, cultural change, and the transformation of organizations. The event is brought to you by the enthusiastic team behind The HR Congress – ‘The Davos of HR’ in Brussels on 28/29 November.
5 Reasons To Go Virtual
You won’t need to leave your office (or home) while enjoying the presentations and
learning about the latest developments in HR.
This event is free to attend.
NO HIDDEN COSTS
For a live event of similar quality, you would probably need to pay for return flights and a
few nights at a local hotel, which could easily double your cost. There are no hidden fees
or other expenses to pay here.
REPETITION IS A KEY TO LEARNING
You will have access to all the presentations on demand, so you can re-watch them any time you want.
SAVE THE PLANET
In comparison to a live event of the same size, a virtual event saves the equivalent in
carbon emissions that would be reduced by planting approximately 18,000 trees.
Click the boxes below for detailed description
8 Skills for the Future of Work
How best does one ensure that you are prepared for the ‘new world of work’? In a context of exponential change, what will it take to be ‘future-fit’? These are important questions for everyone to be asking – wherever it is you find yourself along your career path. This session, based on our global experience and research, identifies and explores 8 essential skills vital to ensuring personal adaptability in a changing world.
To be successful and relevant in tomorrow’s world will demand that both individuals and organisations are adaptable. The need to be adaptable goes beyond being a strategic imperative – it is something that needs to be cultivated at a ‘DNA’ level. It necessitates being a learner and this is the focus of this new presentation: what needs to be learnt today in order to develop an adaptive DNA that will make thriving tomorrow possible?
The what (it is), why (it is important) and how (to do it) of each of the eight skills will be explained. Participants will leave with a clear idea as to what the future will demand of them and how to prepare for that future today.
The Belmond Culture Journey – A Cultural Transformation and Resilience
Join the CHRO of Belmond, Ingrid Eras-Magdalena for this insightful case study on Belmond’s journey on cultural transformation & the building of a resilient organization. During her session Ingrid will deep dive into the role of HR in co-designing and implementing strategy, whilst taking you through important learnings from an overall, but in particular an HR point of view. The session presents us with a clear step by step overview of the interesting journey into the ’why what and how’ of their transformation.
Trends in Agility: Why it matters and what it means
Agility has become the “capability du jour.” Agility is the ability to anticipate and/or quickly respond to emerging market opportunities. Agility combines being able to change, learn continually, and act quickly and with flexibility for both organizations and individuals. During this masterclass Professor Ulrich will discuss in details how in a world of unrelenting change, agility matters in regards to Strategic agility, Individual agility., Organization agility and lastly Human resource agility. Furthermore during the masterclass attendees will identify what can be done to increase organizational agility and the role of HR in helping to do so in addition to identifying what are the tools for making institutional, initiative and individual change happen.
Creating the Culture of Agility – Waving in the Impact of New Technologies on Work
This session will focus on how to make a large organization even more responsive and adaptable in a rapidly changing business environment. Through many practical examples Gerard will demonstrate that even an elephant can dance, however creating a culture of agility requires building an organizational framework that is flexible enough to support change in addition to a leadership which not only accept by embraces change. Furthermore, the session will also cover the requirements of HR to be truly aligned and embedded with business, moving from a reactive mode to proactively create a talent and organizational blueprint in addition to enhance stakeholder relationship to make the company future ready.
Scaling Organization Agility with Adaptive Space
Michael is the author of the book Adaptive Space, which is based on a decade long research initiative that won the 2017 Walker Prize from People + Strategy. As the Chief Talent Officer for GM he launched GM2020, a grass roots initiative designed to enable employees to positively disrupt the way they work in an Adaptive Space. Adaptive space can be thought of as the relational and emotional freedom for people to freely explore, exchange, and debate ideas. It operates as a sort of free trade zone for ideas, by tapping into the power of network dynamics, adaptive space creates connections that serve to discover, develop, and diffuse new ideas into and across an organization. During this session Michael will discuss how HR can enable organizational agility and unleash creativity across an organization.
Evolution, Revolution in Performance Management
In 2017 Volvo group has embarked on a journey of reinventing Performance Management. Bahar Rasouli and her team of 7 has been put in charge of the project. The traditional annual performance management did not deliver result as it lacked agility, openness and true feedback. There was also a need to change the perception of HR to become more of an educator, supporter function than a policing role. So a new, mobile friendly performance management system was put in place based on Neuroscience and a new, revised values of Volvo group. Join this fascinating session to learn more about:
• Revising Talent and Performance Management at a group level
• Moving towards enterprise agility and a feedback culture
• Lessons learnt and surprises after the first 33 pilot launches
• What’s next, how to sustain the positive change and create lasting impact
Reinventing Jobs: Optimizing Work Automation
AI will significantly disrupt and potentially empower the global workforce. It won’t happen all at once or in every job, but it will happen, and leaders will need an automation strategy that realizes its benefits, avoids needless costs, and rests on a more nuanced understanding of work. Leaders need a clear-eyed way to think about how these technologies will specifically affect their organizations. The right question isn’t which jobs are going to be replaced, but rather, what work will be redefined, and how?
Supporting Transformation From Within (How The HR Function Supports ANZ’s Tansformation)
Australia’s banking sector is one of the world’s most dynamic. With trust in Australian banks at an all-time low, the sector also faces multiple challenges: FinTech disruption, increased regulation and the need to learn and adapt from poor banking behavior of the past. ANZ – one of the ‘big 4’ Australian banks – is transforming on three fronts: digital, financial & cultural.
Join Kathryn van der Merwe, ANZ’s Group Executive for Talent & Culture, to hear how her team is helping shape transformation at ANZ, leading culture change and how she’ll know the transformation’s been successful.
Joy of Agile Work
Do you find your work exciting and fulfilling? Is your team rewarded for finding better ways to work? While many organizations have adopted Agile approaches at a project level, few have effectively aligned their HR processes with Agile values, or made finding better ways of working a truly rewarding and exciting proposition for their teams. With a new generation of employees who are interested equally in purpose as in profit, it is imperative that we revisit schemes like the 360 0 annual review, and recognize not only their limitations, but also the damage they cause to individual morale and team productivity.
Now, with organizations as diverse as Virgin, LinkedIn, The Motley Fool, and Zappos applying Frederic Laloux’s “Teal” system to revolutionize management, it is time for us to evolve our organizations to meet the needs of the future.
Join Sanjiv to explore the subject of creating a holistic People Operations system that not only adheres to Agile principles, but actively promotes individual drive and team innovation. Learn how delink merit pay from feedback, the difference between intrinsic and extrinsic motivation; and how to create a “flow state” on your agile teams to enhance engagement, performance, and innovation.
Building an “A” Team
What’s the secret to having an engaged and productive team? It’s having a plan for developing all employees–no matter where they are on their personal learning curves. Better morale and higher performance happen through learning, argues Whitney Johnson. In over twenty years of coaching, investing, and consulting, Johnson has seen that employees need continuous learning and fresh challenges to stay motivated. The best bosses know this, and they know how to make it happen by thoughtfully designing people’s jobs around the skills they have today as well as the skills they’ll need to be even more valuable tomorrow. That’s how entire organizations stay competitive in an unpredictable, rapidly changing business environment.
In this speech, Whitney explains how to become one of those bosses and how to build your A-team by:
• Identifying what your employees already know and what they need to learn
• Designing their jobs to maximize engagement and learning
• Applying a seven-step process for leading each person up their learning curve
The Power of People – Transforming the Promise of Workforce Analytics to Reality
After all the effort spent to consolidate their workforce data, many CHROs now enjoy ready access to a wealth of information. To date, many have used that information to generate reports more quickly and efficiently. But that’s just scratching the surface of what can be done with this massive pile of data. Workforce analytics is a topic frequently invoked in discussions of how to get more value from all this data, but fad-weary CHROs want to know what analytics will really deliver. How much impact can they expect to see? Where does it make sense to start? How should they collaborate with the rest of the executive team? Those who can find answers to these questions can have an even bigger impact on the strategic direction of the business—at a moment when HR is finally sitting at the strategy table.
How to Build an Epic CHRO/CEO Relationship
An HR professional – with the right support from the top – has the ultimate chance to powerfully influence the organization on a global scale. They have the potential to gain the trust of the most powerful individual (and the C-suite team) in the room, to drive a company successfully toward its business goals, while serving thousands of individuals who are looking to you for financial and career reliability. However this requires not only support from the CEO, but more so, an epic relationship between the CEO and CHRO.
In healthy relationships, CHROs and CEOs convene in an atmosphere of mutual respect, self-respect, confidence, and a shared value that “it’s the people first.” They are able to struggle through tough topics and listen to each other with the intention of being influenced by freely shared expertise, wisdom, and a passion for the best interests of the people and the business. During this session Garry Ridge, Chairman and CEO of WD-40 will explain how to achieve a lasting relationship between the CEO and the CHRO so that the business will win.