november 8-10, 2015 - iqpc corporate · / 813-658-2539 / [email protected] november 8-10, 2015...

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NOVEMBER 8-10, 2015www.chro-exchange.com

#CHROXCHANGE

@Exchange_HR HR Exchange Network HR Exchange Network IQPCExchangeUSA

www.chro-exchange.com / 813-658-2539 / [email protected]


#CHROXCHANGE@EXCHANGE_HR

WELCOME TO THE 3RD ANNUAL CHRO EXCHANGE 2015 It is my great pleasure to welcome you to the 3rd edition of the annual Chief Human Resources Officer Exchange.

Chief Human Resource Officers are becoming critical business partners as organizational leaders take note of the “war for talent” and the challenges leaders face when trying to retain and engage talent required to meet enterprise growth strategies. As leaders continue to evaluate workforce costs, proving the value of human capital and optimizing workforce investments has become an essential move for HR leaders who want to deliver bottom-line results. Today’s CEOs expect CHROs to be strategic partners and advisors, who can speak the business language from the perspective of talent strategy and data.

In light of these emerging challenges for CHROs, we have developed a content rich agenda, which will address topics such as:• Innovating the role of HR to deliver greater business results and drive enterprise growth• CHRO and CFO partnerships: crossing organizational boundaries and enhacing finance

and HR functions to align human capital strategy with corporate strategy• Leadership drives culture: building a strategic model for corporate culture• Mapping and enhancing the employee journey to hire, develop and retain top talent• Multi-generation management: harnessing millennials contribution to develop the

leadership of the future

This innovative event has been exclusively designed for you – the senior human resources executive. You will find this interactive three day, exclusive forum packed with relevant topics shaped from extensive research, market intelligence and expertise from industry leaders, influencers and senior executives like you. Come prepared to be engaged. Contact us today to find how you might join this dynamic event. I look forward to hearing from you!

TOP REASONS TO ATTEND:• The exchange is a unique invitation-only event which will only feature HR

executives from Fortune 1000 companies across the U.S.

• There are unsurpassed formal and informal networking opportunities to share ideas and concepts.

• Utilize the opportunity to benchmark your current strategies and initiatives with other leading companies in our exclusive BrainWeave® discussions.

• Meet the leading solution providers relevant to your business needs in private, prescheduled, one-on-one meetings.

• Find a wide range of conference and discussion sessions led by peer level presenters sharing case studies, best practices and unique updates that are most relevant to your current priorities.

• Maximize your time out of office by customizing your own itinerary. Select the conference sessions, BrainWeave® discussions and business meetings that match your initiatives and current business needs ensuring you have full control of your time at the exchange.

I think a big element of the CHRO Exchange is about the different opportunities to network and get information. The atmosphere was very relaxed, very positive, and very easy to share.

Past delegate-SVP, Chief Human Resources Officer / Hitachi Data Systems

Maisa RobertsProgram Director CHRO Exchange

Three words I would describe the Chief Human Resources Officer Exchange would be educational,

entertaining and motivational. Past delegate- Executive Vice President and

Chief Human Resources Officer / TIAA-CREF




DONALD KRAFTExecutive Vice President, Human Resources Icon

GREGG TATEGlobal SVP HR Adidas

LAURA MABLYHead of HR USA Astrazeneca

MICHAEL FRACCAROGlobal EVP HR MasterCard

MARY GEORGE OPPERMANVice President for Human Resources and Safety ServicesCornell University

AMY RUTHCHRO, Blue Cross Blue Shield Florida

KEVIN HARPERSr. Vice President, HR Strategy and Operations, Global People Wal-mart

MEET THE SPEAKERS: The CHRO Exchange speaker faculty is an exclusive community comprised of senior executives who are leaders and pioneers in their field. It provides an opportunity for you to enhance the power and reach of your professional relationships by having a seat at the table with some of the most respected leaders in the field.

To ensure the CHRO Exchange offers the highest degree of relevancy, only senior level executives are invited to attend. This exclusive format allows delegates to connect with those peers whose insights they respect the most – through exceptional networking, business meetings and strategic information-sharing sessions.

WHO WILL YOU MEET?

NEW TOPICS CHRO 2015:

THE PRIMARY JOB FUNCTIONS OF ATTENDING DELEGATES INCLUDES:

• Innovating the role of HR to deliver greater business results and drive enterprise growth

• CHRO and CFO partnerships: crossing organizational boundaries and enhacing finance and HR functions to align human capital strategy with corporate strategy

• Leadership drives culture: building a strategic model for corporate culture

• Mapping and enhancing the employee journey to hire, develop and retain top talent

• Multi-generation management: harnessing millennials contribution to develop the leadership of the future

• Transforming Learning and Development Strategies to Maximize Employees Full Potential and Performance

• Developing and Delivering a Consistent Employee Brand Across Channels to Improve Talent Acquisition

• Chief Human Resources Officer (CHRO)• Chief People Officer• SVP Human Resources




HERE IS WHAT ATTENDEES HAD TO SAY ABOUT THE CHRO EXCHANGE 2014:

MAXIMIZE YOUR TIME OUT OF THE OFFICE

CONFERENCE SESSIONS: The highly crafted conference sessions reflect the strategic issues

that HR executives have identified as priorities during our lengthy

research process. You will choose from a selection of plenary

and concurrent sessions covering a myriad of issues that will

create the foundation of your agenda. Session formats include:

co-presented case studies, panel discussions, case reviews,

roundtable discussions and interactive debates.

MASTER CLASS: A MasterClass is an in-depth discussion led by a solution provider.

The delivery format is flexible in that the solution provider may

use a case study or present with a client to “bring the content to

life”. We discourage heavy PowerPoint presentations as these take

away from the level of interaction that is achieved with a case

study or client.

BRAINWEAVE® DISCUSSIONS: Our signature BrainWeave® sessions encourage discussion, debate

and learning in an unscripted and informal setting. You can choose to

participate in these interactive roundtable style sessions on topics

which are top of mind issues. You will be able to select from four possible

BrainWeave® topics which will be incorporated into your personal itinerary.

These sixty minute discussions will be moderated to ensure that the

discussions stay on-course and deliver maximum benefit to you. Ask

questions, share experiences and ideas and find the right answers to your

immediate concerns.

ONE-ON-ONE BUSINESS MEETINGS:An integral part of your agenda is the one-on-one business meetings with

leading solution providers. When you register for the CHRO Exchange,

you will be asked to identify the solutions and services you are currently

considering, so we can invite leading experts to the exchange who will fit

your business needs. This unique aspect of the CHRO Exchange serves

to simplify the process for sourcing new solutions, enable you to discover

strategies that are working for others and offer you early previews of

emerging technologies.

Prior to the exchange, you will be able to assess the solution providers who

will be attending and select those who offer products and services that

match your initiatives and priorities. Your selections are then incorporated

into your customized agenda. These private, 30 minute one-on-one

meetings give you the opportunity to hear from leading specialists, whose

industry knowledge and experience enable them to make a valuable

contribution to the requirements of your business. They offer objective,

flexible, and relevant strategies for success.

http://www.chro-exchange.com/MediaCenter




COMPANY TITLEAssurant SVP Organizational Development

Ardent Mills (Joint Venture: Cargill, ConAgra, CHS)

Chief HR Officer

Blizzard Entertainment VP, Global HR

Burlington Coat Factory VP of HR

Capital Health System GC/Head of HR

Chubb & Son SVP of HR

Dart Container Corporation CHRO

DSM VP of HR

DSW Inc. SVP of HR

Electronic Arts VP HR & COO Americas

FRHI VP of Talent & Learning

Hellmann Worldwide Chief People Officer

Jim Beam Suntory VP of HR North America

Kraft Foods Chief Diversity Officer

Logan's roadhouse VP of HR and Training

Macy's VP of HR

MDV/SpartanNash VP of HR

NASA CHRO

NFL Player Assoc Head of HR

Novant Health Chief Diversity Officer

Navistar VP of HR Business Operations

ATTENDEES FROM CHRO 2014 INCLUDED:COMPANY TITLEPanasonic Chief Transormation and

Human Resources Officer

Precision Castparts Corp SVP of HR

Preferred Mutual CHRO

Philip Morris VP of HR

Ross Stores SVP Human Resources

Sears Hometown & Outlet Stores VP of HR

Sonic Healthcare USA CHRO

Scripps Health SVP of HR Innovation and Performance Mgmt

The Venetian and Palazzo Resort VP of HR

The World Bank Group SHRO

Thor Industries VP HR

TIAA-CREF VP HR Strategy

TJX Companies CHRO

Ultra Electronics VP of HR

United Supermarkets EVP Talent Management

Univision Communications VP of HR

UTI Worldwide VP Global HR

Valmet VP of Global HR

YUM Brands Chief People Officer Europe

Wellpoint VP of HR

WHO QUALIFIES TO ATTEND?Chief Human Resources Officers will be attending from leading industries. We qualify all attendees on job function, strategic responsibility and budgeting authority to ensure you’re guaranteed to meet and engage with an elite group within the HR landscape. The following are essential requirements:• My company’s annual revenue is $1 billion or above • I sit in the C-suite or report directly to the C-suite • I control where HR budget is spent • I manage corporate strategy at regional, divisional or

group level If you haven’t yet received an invitation and feel you qualify to be one of the leaders at this prestigious event, email us at [email protected] or call us at 813-658-2539

If you like the format of the exchange, take a look at what else the HR Exchange Portfolio has to offer in 2016:

If I had to describe the Chief Human Resources Officer Exchange in just three words, I would say networking, insight and value.

Past delegate- Chief People Officer - Americas / Hellmann Worldwide Logistics




STAY CONNECTED!The CHRO Exchange doesn’t just provide you with a once-a-year opportunity to meet with your peers. Through a range of online channels we’re delighted to be able to facilitate all year round learning and networking for the global marketing community. Stay connected through Twitter, YouTube, LinkedIn, Facebook and our online resource library to get the latest new, event updates, exclusive videos, whitepapers and more!

VENUE HAMMOCK BEACH RESORTSituated on the Palm Coast, this sprawling, upscale resort is 23 miles south of St. Augustine and 33 miles north of Daytona Beach.

The property includes 2 championship golf courses, a water park and a marina offering equipment rentals and cruises. There’s a full-service spa, a fitness center and a kids camp. Multiple restaurants offer a range of dining options from a casual poolside cafe to an intimate sushi bar and oceanfront seafood restaurant.

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The CHRO Exchange Speaker Faculty is an exclusive community comprised of senior executives and visionary leaders. If you are interested in speaking, please contact [email protected], (813) 658-2571.

Redefining the Role of the CHRO: Transforming Human Resources by

Reinventing Strategies and Aligning Culture to Drive Enterprise Growth and Business Innovation

November 8-10, 2015 Hammock Beach Resort, Palm Coast - FL

Sunday, November 8, 2015 – Day One

1100 Welcome Reception & Registration 1145 Orientation 1200 Ice Breaker 1215 Chairperson’s Opening Remarks 1230 Opening Keynote Address

HR and Organizational Transformation at Walmart: Driving Change to Maximize Business Performance Keynote Speaker: Kevin Harper, Sr. Vice President, HR Strategy and Operations, Global People, Walmart

Chief Human Resource Officers are becoming critical business partners as organizational leaders take note of the “war for talent” and the challenges leaders face when trying to retain and engage talent required to meet enterprise growth strategies. As leaders continue to evaluate workforce costs, proving the value of human capital and optimizing workforce investments has become an essential move for HR leaders who want to deliver bottom-line results. Today’s CEOs expect CHROs to be strategic partners and advisors, who can speak the business language from the perspective of talent strategy and data. As Walmart continues to develop into the kind of organization that will be required to succeed in evolving markets globally, and including the US, we are focused in three major

mailto:[email protected]

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areas today:

• Talent. We are significantly engaged in identifying and developing our next generation committee members now in order to prepare them for the next steps in their development.

• Ways of Working. Culture can be a nebulous thing if left to culture to define and engage. We are actively reviewing the fundamental behavioral elements of our Walmart culture and the areas that have lead to our success to determine how to reframe those cultural elements into contemporary frames of reference that will be meaningful and notable to all our associates. We are also looking at how decisions are made culturally throughout the organization and how those contexts can be modernized and more effective going forward.

• Organizational Effectiveness. We are currently looking at the layers of spends and controls, the relationships between incentives and organizational effectiveness to determine the optimum HR organization for enterprise objectives.

This session will review the inter-relationships between these three areas of concern, the genesis for these current areas of interest and expected outcomes for the business.

100 Plenary Session: Process Redesign Paradigm; Right Steps for Decision Sciences in People Ecosystem

Swaminathan .R, Chief People Officer, WNS Group

Nothing related to humans can be predicted. There is no logic, no science which can accurately predict human behavior. However, we can adopt a framework which will guide us in designing a process to attract, retain and nurture talent. Hence, today the HR function and managers are at a crossroad. No longer seen as a compliance function, HR now has to play a much bigger role as a strategic business partner by giving insights regarding sound organizational goals including decisions like which markets to enter, which countries to expand to and so on. This requires the HR function and professionals to be agile, business-integrated, data-driven, and deeply skilled.

The strategic nature of human resources decision making extends far beyond the doors of the HR department. Just as capital changes hands and is important to more than those in a finance department, nearly all decisions in a company's purview involve HR in some way, shape, or form. WNS believes that a paradigm extension toward a talent decision science is key to getting to the other side of the wall. However, there needs to be certain guiding principles to ensure a successful decision science framework.

130 Brainweave A Brainweave B Reinventing Employee Engagement: Leveraging Innovative Tools to Develop

Relationships and Increase Efficiency and Retention

Presented Dr. Jennifer Rosenzweig, Employee Engagement Strategist - Aimia

According to Gallup's 2014 Employee Engagement Poll, only 31.5 percent of U.S. employees are engaged and thriving. Job-hopping is also becoming the new norm with Millennials

Best in Class HR Practices and Policies for Human Capital Strategies that Advance Organizational Effectiveness

Presented by David Plink,

Chief Executive Officer - HRCI

The Top 100 Best in Class international organizations have highly harmonized HR policies


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emerging as the majority of the workforce. In this scenario, it’s crucial to re-think your engagement strategy: Is there clarity? Motivation? Sustained impact? Did your program or portfolio improve the relationships you strive to build with your employees? Are they more loyal as a result of your efforts? Are the program objectives in alignment with your corporate goals? Or is your program simply lost in translation? This session will take you on an engagement journey where we will investigate the cornerstones of engagement – rules, rewards, communications and technology all rooted in analytics. • Promoting a corporate culture where employees feel emotionally involved with the

organization and its goals • Ensuring middle-management is engaged and has the right tools to execute the global

strategies • What is the ideal mix of motivational factors that really make a difference when talking

about improving employee retention: Benefits, career opportunities, culture, work environment, compensation, emotional salary

and practices that make them world leaders in exceptional employee working conditions. These practices improve the attraction of top tier talent, generate employee engagement and increase retention to provide the foundation for greater achievement throughout the entire organization. Join us at this session to learn:

• How top organizations structure their practices and policies and what level of executive ownership is required to ensure success

• What best practices and key differentiators are used to manage talent strategy and workforce planning

• What you can do to make your company a best practice organization

230 Business Meetings x 2 | Networking Break 350 Plenary Session

Transitioning Your Workforce: Successfully Developing a Change Management Model to Achieve Organizational Goals Presenter: Michael Fraccaro – Global EVP HR Mastercard

A rapidly changing world requires organizations to adapt quickly. Reasons for change in an organization range from a new product development, new industry regulations, to internal new directions, or mergers and acquisitions. As fast as they may be required to happen, many change projects fail to meet deadlines, budget and quality goals. An essential part of a successful change equation is how the affected people perceive it and embrace it. HR leaders have a huge role in transitioning the workforce to an integrated new culture, overcoming mindset resistance and ensuring internal buy-in through efficient change strategies.

• What role can diversity and inclusion play in change management • How to incorporate analytics into your change process to map trends and decide on best strategies • Naming internal change champions and making your leadership accountable as key-communicators

420 Plenary Session Understanding the Digital Workforce


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Presented by Frank Moreno, Vice President of Product Marketing - People Fluent

This year, Millennials will become the largest generational demographic in the American workforce. So what do they want at work? PeopleFluent recently surveyed hundreds of Millennials currently in the workforce to gauge their thoughts on pressing talent management topics. We’ll explore the data on how this cohort approaches recruiting, development, compensation, and more, and what that means for you.

450 Business Meetings x 3 635

Panel Discussion

Multi-Generation Management: Harnessing Millennials’ Contributions to Develop the Leadership of the Future Panelist: Mary Opperman, VP and CHRO - Cornell University

Panelist: Amy Ruth, CHRO - Blue Cross Blue Shield Panelist: Gregg Tate , Global SVP HR, Adidas

Moderator: Donald Kraft, EVP HR, Icon

The sheer proportion of Millennials in the workforce (30% in 2014, projected to increase to 75% by 2025), combined with increasing retirement of Baby Boomers and the relative lack of Gen Xers means that HR leaders will face the challenge of a leadership deficit. With the economy back on track and growing, it’s time to prioritize the development of a robust leadership pipeline. Millennials are the most researched generation ever. Diverse, tech-savvy and multi-taskers, they have redefined the concept of leadership in the workforce. Their managers aren’t viewed as content experts anymore, because a multitude of information can so easily be found online. Instead, Millennials view managers more as just-in-time mentors and coaches to assist them in their continuous quest for development and meaningful work. At the same time, understanding the differences between each generation of employees - from Baby Boomers to the up-and-coming Generation Z –is essential to attract, engage and retain them. They are considerably different in what they expect from their leaders and colleagues, how they communicate and how they work with technology. Come discuss and learn from real life initiatives:

• How to foster mutual collaboration and encourage innovative thinking across generations to improve retention with great impact on results • Best strategies for intergenerational learning and development: reverse-mentoring, hands-on collaborative projects • Innovating benefits to attract each generation of workers

735 Cocktail Reception & Networking Dinner


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Monday, November 9, 2015 – Day Two

700 Breakfast served to 8am

750 Opening Chairperson/ Breakfast

755 Plenary Session Driving Culture Through Leadership Accountability: From “Talk” to Transformation

Speaker: Donald Kraft, Executive VP of HR, Icon

Complex global businesses require focused employee engagement for success. Even a strategy required reshaping of the culture can seriously disrupt that engagement and focus. Significant, consistent and organizational-wide leadership is required to assure the success of culture change. Creating the grass roots leadership accountability and skill for a sustained change effort is a difficult but rewarding challenge. In this session we’ll share ICON’s approach to building a new culture (required by a changing marketplace and strategy) by transforming its leadership team and behavior. We’ll discuss HR’s role in:

• defining the business strategy and culture, • systemically creating accountability (among all the company’s people leaders) for that culture and • supporting our leaders in living that accountability.

In addition, we’ll focus on the need for HR to “lead” vs. “facilitate” in order to drive business performance and organizational success and discuss:

• the implications of this leadership on the profile and behaviors of the HR senior team and its partnerships across the organization and • the orientation and structure of the entire HR team.

825 Plenary Session

Developing and Delivering a Consistent Employee Brand Across Channels to Improve Talent Acquisition

Presented by Bruce Morton, Global Head of Innovation - Allegis Global Solutions

What makes a candidate choose to work for one company over the other? Having so many pressing issues in their agenda, sometimes HR Leaders overlook the importance of developing their brand for potential employees, even though this may often be the decisive factor for a candidate. In this session, discuss and learn:

• How to develop efficiently deliver your core EVP along with your brand personality, values, vision? • Innovating the employee experience and promoting employee recognition • How CHROS are strategizing to ensure a positive candidate experience across all channels: global career site, new hire portals, mobile, social media, events and

career fairs, email blasts, CRM and adverts.


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855 Business Meetings x 2 | Networking Break 1015 Brainweave C Brainweave D

Should it be your company's responsibility to give employees access to a college education?

Presented by Lisa Christensen - Partnership Manager and

Patricia Shields - Manager of Partnership and Business Development, College for America

By 2022, 65% of all jobs will require a college degree. Yet the US lags behind a number of industrialized countries in degree attainment and helping residents find greater equality, economic stability, and upward mobility. A recent study by Georgetown University’s Center on Education and the Workforce noted that America could reduce inequality by adding 20 million college-educated workers to the workforce over the next 15 years. Does this data align with your company’s people strategy—and should it? Join this discussion with your peers and business-education consultants from College for America at Southern NH University to address questions including:

• What L&D is being done that doesn’t break your budget but delivers ROI? • Do you believe that a college degree helps your workforce be more

productive, engaged, and loyal? • Are your traditional people strategies helping or hurting your company

being a productive market leader? • How are you targeting development dollars: higher management versus

frontline?

Automating HR Processes for Compliance and More

Presented by Doris Wong, CEO, Smart ERP Solutions, Inc.

Many HR business processes are (or should be) driven by the need to comply with internal and/or external requirements. Complying with your organization’s prescribed processes is best not left to chance. By incorporating automation in your HR application compliance with your organization's business processes and requirements can become just that, automated. This session will cover how organizations can utilize available contemporary mechanisms and solutions to automate compliance with their prescribed HR business processes—and gain efficiencies, cost savings and new revenue in the process. Compliance case studies will cover automating various requirements/scenarios such as:

• Onboarding including Standard Forms (I-9 and integration with the E-Verify system from the Department of Homeland Security for employment eligibility verification);

• Company-unique policies (stock trading policy presented only to new-hires that qualify for stock options); and Position-unique Requirements (industry certifications, background checks or medical tests when required for particular jobs).

• Case studies will highlight the benefits realized through HR process automation beyond compliance such as enforcing best-practices hiring, efficiency gains, cost savings and even new revenue generation.

1115 Plenary Session How to Move HR to Strategic Center-Stage


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Presented by David Lapin, CEO - Lapin International Companies have been battling to differentiate their products from competitors in order to increase sales while seeking ways to distinguish their cultures in order to attract top talent. Distinguishing your company’s culture and making it a “talent magnet” is the CHRO’s opportunity to move their role from transactional support to strategic center-stage. Distinction is the mechanism to do so.

Distinction breaks the silos of strategy and leadership and integrates these previously separated disciplines. It gives CHROs and their CEO colleagues a common language. Distinction becomes the aligning force to drive revenue growth, spur innovation, and attract/retain great talent. It's the integrative, binding force that synergizes their combined efforts.

Participants will be challenged to develop a trans-functional perspective using four key strategic questions every CHRO should ask, with an action plan to answer them. Moreover, participants will gain insight on how to break the artificial silos between strategy execution and leadership development.

1145 Plenary Session The Workforce of the Future: Implementing Strategies to Increase Collaboration and Flexibility and Foster High-Performing, Agile Teams

Presented by Chris Jacobs, Director of the Certifications and Lab Delivery Business - Cisco Systems

The workplace of the future requires, above all, an agile workforce. To thrive in the fast-paced digital age, organizations need to create highly efficient teams that will meet the company’s needs. The continuously changing nature and diversity of skills needed requires that organizations empower their workforce with knowledge, speed and flexibility.

In this session, the discussion will be about how delivering this rapid innovation requires real-time access to knowledge, collaboration and continuous learning. It requires new thinking, new goals, new skills and new job roles. To flourish in the adapting marketplace, everyone within an organization must be empowered with the digital tools and technology they need to access learning and knowledge at any time, and any place.

You will learn how Cisco transformed its own workforce, combining business lines and driving a One Cisco unified approach. In response to the ever-changing industry, Cisco has moved from being a technology focused company to driving business-level outcomes for customers. The session will also showcase how implementing this type of workplace solution addresses the needs of both employees and management.

Key Learning Objectives:

• Evaluate what talent will look like in the future, and the necessary skills to meet organizational needs (talent agility) • Analyze how to create learners who will grow with organizational needs


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• Discover the right blend of strategy and execution that connects people, process and technology to transform at scale • Incorporating on-demand teams with real-time access to knowledge and collaboration

1215 Lunch

115 Panel Discussion Transforming Learning and Development Strategies to Maximize Employees Full Potential and Performance

Panelist: Kevin Harper, Sr. Vice President, HR Strategy and Operations – Walmart Panelist: Laura Mably, VP HR North America – Astrazeneca

Panelist: Pamela Tate - President and CEO – CAEL Moderator: Bill J. Bonnstetter, Chairman - TTI Success Insights

Forward-thinking organizational leaders are accelerating progress by reinventing traditional learning and development practices and exploring new methods to transform and innovate learning and development strategies to fill skill gaps throughout the workforce. Attend this session to learn how results-driven CHROs are implementing new programs with proven results. • Utilizing webinars, self-paced and self-directed learning and social media tools • Increasing use of mobile eLearning and performance support, • Creating internal portals where workers can search for key-words “google-ization” and internal resources including video snippets • Establish coaching and mentoring processes to promote self-skilling and taking responsibility for one’s own learning and growth • Implementing peer-to-peer initiatives and reverse-mentoring (rncouraging Millennials to share their knowledge about technology with other generations.)

215 Master Class A Master Class B

Changing Demands for HR Leaders: HR’s Critical Data-Driven Role in the Future

Presented by John Schwarz, CEO - Visier

More than ever before the business world needs strong HR leaders. The workforce in the developed world and China is rapidly aging. New first-time workers are barely replacing workers who are retiring. And, despite increasing automation, in the next 20 years there will be a serious shortage of skilled workforce everywhere.

Mapping and Enhancing the Employee Journey to Hire, Develop and Retain Top Talent: Building the Workplace Top Employees Want To Work For

Presented by Sarah Johnson , VP, Enterprise Surveys and Analytics –

Perceptyx

Improving your employee experience will not only promote your organization’s brand but also leverage bottom-line results with your customers. A more satisfied workforce will deliver greater results to their clients, internal and external, creating a virtuous cycle of positive perception and loyalty. Through an enhanced employee experience you will be able to reinforce core values, decrease turn over and increase productivity.


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It is commonly understood that companies with Workforce Intelligence capabilities outperform their peers in quality of hire, retention, and leadership capabilities. Yet recent research by Harvard Business Review and Harris Poll has found a large gap between what companies expect from HR -- data-driven insight and action -- and the capabilities that are necessary to deliver it. In this session, John Schwarz, CEO of Visier, the leading innovator in Workforce Intelligence, will discuss the results of these recent studies and the path HR leaders can take to transform their organizations into one that is recognized for consistently delivering data-driven strategic value to the business.

The employee journey map is the backbone of employee experience management. You need to understand each phase of your employee’s life cycle in order to identify opportunities for improvement and act on it. What are the key factors to deliver a great employee experience in each phase of the employee journey: Recruit, Induct, Retain, Develop, and Exit?

• How to use qualitative data to improve your employee journey • Employee rewards and recognition: creating a culture of appreciation and

contribution at the workplace • Employee insights: what is their perception, what are they saying to their friends

and on social media? • Real-life initiatives show that happier employees make happier customers

300 Business Meetings x 2 | Networking Break 420 Brainweave E Brainweave F

Developing a Best-in-Class Global HR Strategy to Drive Business Growth in Emerging Markets

Presented by Gonzalo Garcia, VP Global Sales, TMF Group

Hiring, retaining and developing the right talent in a fast-developing economy is allowing CHROs to create productive, diverse, local teams that are executing strategies and delivering results. Join this session to learn how cutting edge strategy is helping organizations win the global competition for talent. Topics to be discussed include:

• Creating a competitive edge in the global marketplace by integrating data from HR, operations, finance and other areas to support strategic decision-making processes.

• Full-proofing a global strategy by integrating cutting-edge technology to achieve long-term success

How the "Age of Access" is Revolutionizing Healthcare

Presented by Jason Melton, CFO - 2nd.MD

Dr. Seuss had it right: “Sometimes the questions are complicated and the answers are simple.” Can you really lower healthcare costs while improving care? While the question may sound complicated, the answer is much simpler than you might think: It’s called the new “Age of Access.” And it’s revolutionizing healthcare. Join this session to discuss and discover how successfully CHROs are cutting costs while maximizing healthcare service to their workforce.


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• Developing an integrated, holistic view of business strategies in a global market.

520 Plenary Session Transforming the Workplace: Managing a Diverse Culture with Talent Analytics

Presenter: Jason Taylor, Ph.D. – HCM Science Director, Infor

Diversity can mean many things depending on who you ask, but whatever it is, we know we want it in our organizations. A recent McKinsey report found that companies in the top quartile for racial and ethnic diversity are 35% more likely to have financial returns above their respective national industry medians (McKinsey.com, Why diversity matters, Jan 2015). But true diversity isn’t measured by only race and ethnicity. Within a successful workforce you can have diverse job histories, diverse cultural backgrounds, diverse levels of education, diverse personalities, etc. The question is, can a Big Data hiring solution—highly valued for

its scalability and predictive power—help in overcoming personal biases while building and sustaining that broad definition of diversity in your workforce? Attend this presentation to get expert views on how an objective, data-based hiring solution impacts diversity goals, both by what the system does, and what it doesn’t do.

3 key takeaways for the attendees: • Learn how a data-based talent solution can systematically increase diversity for organizations that need it, or sustain healthy diversity for those that have it • Determine how objectivity vs. subjectivity impacts overall diversity in the workforce • Review real-world results from a diversity study based on 50,000+ newly-hired employees across multiple industries

550 Business Meetings x 2 655 Networking Cocktail Reception & Dinner

Tuesday, November 10 2015 – Day Three

730 Networking Breakfast 815 Chairperson’s Opening Remarks 825 Plenary Session

The Future of Work, 2020: Fostering Mindfulness and Harnessing Diversity to Evolve Human Capital Strategy and Reach Sustainable Business Goals Presenter: Gregg Tate, Global SVP HR, Adidas

As companies look ahead and develop their business plan for the near future, they are required to overcome complex internal and external challenges, which can prevent them from reaching their goals: a diverse and multi-generation workforce which responds differently to leadership and technology; increased levels of stress and complexity in the workplace which often prevents employees from reaching their highest potential; the emergence of new technologies and options such as telecommuting, which is shaping the way people interact and work together.


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Join this session to hear the key elements that are turning innovation into action with Adidas’ new people strategy.

• Promoting mindfulness and other practices to care for workers’ emotional health as a tool to simplify work environments and increase satisfaction, helping employees stay on task

• Fostering collaboration to harness multi-generation and multi-geographical diversity, increasing efficiency • Developing and empowering leaders to sustain the company’s vision and employee brand in the long-term, and inspire others

855 Plenary Session

Real World Leadership: Unlocking an Organization’s Most Effective and Underutilized Tool to Advance Ambitious Strategic Agendas Presented by Noah Rabinowitz, Senior Partner and Practice Lead for Leadership Development – Korn Ferry

Driving innovation and strategic change in organizations is challenging. But it’s also absolutely essential. The primary thing differentiating success from mediocrity and one business from another, is its people—and their creativity, innovation, and problem solving abilities to deliver sustainable growth. Korn Ferry’s recent global survey of 7,500 business and HR leaders, revealed a gaping disparity between organizations’ top leadership development priorities and their current capabilities.

Join this session to learn: • The current status of leaders and leadership teams to deliver on strategic change • Key barriers to successful strategic change efforts • Best-in-class practices for how to develop leaders that can successfully innovate and drive change

940 Plenary session

Abolish the Annual Performance Appraisal: Move to Agile Performance Management Presenter: Liz Woods - Senior Manager, HR Research & Advisory - McLean

We’ve known for at least 50 years that the traditional performance appraisal doesn’t work – yet we keep doing it! It’s becoming harder and harder to ignore the mounting evidence on the staggering effects they have on employees and the bottom line. Firms such as Accenture, GE, and Adobe have made headlines by taking charge and scrapping the annual performance appraisal. It’s expected that close to 50% of organizations plan to follow. Prepare to minimize disruption and maximize performance by moving to Agile Performance Management. In this session we will:

• Debunk the myths that have kept us tethered to the annual Performance Appraisal • Discuss the data in support of changing the approach to performance management • Identify Agile Performance elements and approaches that can be taken


https://www.linkedin.com/title/senior-partner-and-practice-lead-for-leadership-development?trk=mprofile_title

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1010 Business Meetings x 2 | Networking Break 1135 Plenary Session

How Digital Technology Is Disrupting HR (And Why It’s A Good Thing) Presented by Dan Healey, HR Director, SAP

HR interactions are becoming a little less human every day. Just like in so many areas of our personal lives, there is a lot less human interaction, and a lot more digital involvement. studies have shown that more technologically advanced HR departments see decreased turnover, an increase in internal job fill rate and significant increases in productivity.

So what should HR be doing today to make the transformation to digital HR? And how are investments in technology likely to affect the success of tomorrow’s HR function? Join this session to hear how digital technology is driving HR change and can: • Allow new approaches to delivering HR services. Mobile tools, social media and other technologies make it possible to give employees rich access to HR services, and engage

employees on their terms. • Make talent management easier. Technology can help extend HR to the organization, allowing managers and employees to manage their own profiles and perform many

other processes in a self-service format. • Enable HR customization. The HR department can use technology to customize talent practices and communications and offer employees tailored options for development,

pursuing job openings, and more.

1205 Chairperson’s Closing Remarks 1215 End of Event - Boxed Lunch


november 8-10, 2015 - iqpc corporate · / 813-658-2539 / [email protected] november 8-10, 2015...

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