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Wellness programs pledge to reduce absenteeism, lower healthcare costs, improve productivity, and increase employee morale, but few companies have realized those promised benefits. To deliver scalable, sustainable results, wellness programs must shift from telling employees what to do to stay healthy to helping them understand at an individual level why they struggle to put those recommendations into place. Moreover, companies can do much outside of their official wellness programs to create the kinds of environments where employees can flourish – personally and professionally.
This session aims to integrate the dimensions of Future of Work within the context of the organizational capabilities required for businesses to adapt and thrive as dynamic enterprises. During the session, you will learn how to advance HR technology and strategy in support of new operating systems that are emerging across the global organizations of tomorrow.
The convergence of technology advancements and new leadership mindsets are driving continuous transformations across all industries and reshaping the employee experience. In this session, participants will expand their knowledge of the capabilities required by HR organizations to meet the needs of their business through the lenses of Prudential’s activation of Future of Work transformation.
Every training team creates reports – often from a variety of disconnected systems and spreadsheets. While the information stored in these reports is vital, the challenges of data accessibility, data integrity, and limited tools for analytics in learning and development limit teams to offering after-the-fact feedback to the organization rather than fueling decisions with relevant data upfront. How can we, as training leaders, harness and leverage mission-critical data to guide mission-critical business decisions for our organizations?
Join John Peebles, CEO of Administrate, to review what the trajectory looks like for business intelligence-driven training organizations as they craft reporting that moves from information > insight > intelligence.
● How to Measuring Training and Move your Business Forward.
● How to Grow towards Business Intelligence.
● What Business Intelligence Looks Like in Practice.
● Ways to Level-up your Reporting.
Artificial intelligence is interacting with the workforce in new ways every day and with the amount of data being generated by modern employees, it’s only set to grow and expand. What AI can tell us with that data could support improved operational activity, such as optimized scheduling.
In this session, we’ll detail how AI can support efforts to create a flexible work environment with personalized schedules and the ability to review time-off and shift-swap requests in real time. Doing so could make it easier for frontline/hourly employees whose are required to be on site to take more control of their work/life balance just as easily as those in remote work environments.
The World Economic Forum estimates that by 2025, 97 million new roles will emerge that are more adapted to a division of labor between humans, machines and algorithms. There will be a continued reliance on human interaction and thinking, however, meaning humans need to prepare for the reality of the jobs of the future.
While these roles will require the acquisition of new skills for many people, they’ll also require the refinement of skills people currently possess. In addition, the way HR teams define job roles and the way employees think about their work is changing. People are becoming less and less specialized on one specific thing, instead doing work that spans a variety of roles. In this session, we’ll examine the development of skill clusters to drive employee adaptability and organizational success.