Day One, Sunday, April 28, 2019
10:00 am - 10:30 am Registration
10:30 am - 10:40 am Welcome Orientation
10:40 am - 10:55 am Thoughtexchange Welcome — App Introduction
10:55 am - 11:00 am Chairperson's Introduction
11:00 am - 11:35 am "Let's Give'em Something to Talk About"- The Power of Engaging the Employee Voice
Companies today face the challenge of engaging their employees in meaningful dialogue - whether it be due to geography, flex work – or simply that many people feel that speaking up has a cost associated with it. In this talk we will examine:
•How technology can humanize the employee experience
•The power of allowing all voices to be heard which results in organizations benefiting from higher engagement
•The value of gathering ideas and solutions from a broader, more diverse population
Dessalen WoodChief People Officer
11:35 am - 12:10 pm Using Data and Technology to Drive a Talent-Focused Culture
When technology advances, it enables us to move more effectively and efficiently… in theory. Oftentimes, however, technology fails to integrate with our current processes and ends up as clunky, disjoint applications that are ineffective and cumbersome. In this session, Michelle Buczkowski will detail the journey PNC has taken to create a cohesive and intelligent human capital data program and how they have utilized technology to inform and improve at all levels of HR and the business as a whole. Topics discussed will include:
•Laying a clean foundation and maintaining it so you can build talent strategies and programs on top
•Creating strong HR groups and fostering communication amongst the different teams to integrate seamless technology and discover new uses for existing data and programs
•Reshaping the talent review process, combining human capital data with new technology to create a more efficient program that is also easy to analyze and adjust
Michelle BuczkowskiVice President, Sr. Talent Manager
12:15 pm - 1:15 pm Networking Lunch
1:20 pm - 2:00 pm Diversity's Dividends, Getting Business Critical with an Inclusion Strategy
Despite widespread studies showing that diverse companies routinely outperform their competition, most companies still lag behind in actual results to diversify their executive staff, corporate boards and management ranks. Often, initiatives for diversity and inclusion stumble because of lack of commitment to outcomes, an incomplete strategy or a misunderstanding of how diverse talent pipelines are built and maintained. In this session, one company will show how it diversified its leadership ranks by focusing on how talent management could fill roles that better served the customer needs of a diverse client market. Learn more about:
•Designing internal hiring and success programs that boost diversity outcomes
•Analyzing your employer brand from the vantage point of underrepresented employees
•Overhauling talent management programs to support retention and development of diversity
Lisa Zweber-SmithVice President Diversity & Inclusion Strategy
MGM Resorts International
2:05 pm - 2:35 pm Business Meetings
2:35 pm - 3:05 pm Business Meetings
3:05 pm - 3:35 pm Business Meetings
3:35 pm - 3:55 pm Networking Break
3:55 pm - 4:25 pm Empowering Your Organization to Evolve Recruitment Marketing
Recruitment marketing is all the buzz in talent acquisition. But most organizations fail to connect the core process areas of inbound marketing, sourcing, outbound marketing, relationship management, candidate engagement, and conversion and outcomes.
Join us for this insightful presentation to learn how the EVOLVESM Maturity & Efficiency Framework simplifies the complexity of recruitment marketing to optimize recruitment strategies, processes and technology. During this presentation, you will learn:
•The four levels of recruitment marketing maturity
•How to assess your organization’s recruitment marketing maturity level
•Practical steps for evolving your recruitment marketing function
•How other companies have matured their recruiting strategies
Masterclass4:30 pm - 5:15 pm Will the Real High Potentials Please Stand Up?
The competition for talent is fierce, and the future of many organizations depends on finding and developing leaders for key roles. In a tight labor market, it is critical to place bets on the right talent and cultivate leaders for future roles.
High-potential employees are critical to the success and sustainability of groups and organizations - do you know who your real High Potentials are? Most organizations do not and often invest their scarce development resources on the wrong talent. Join this session in which Jackie will:
•Share a framework for thinking differently about High Potential talent
•Reveal common mistakes in High Potential programs and processes
•Challenge your paradigm about who your High Potential leaders are
•Offer sound, scientific advice about how to get the most out of your High Potential identification and development processes
Miranda HanesHead of Business Development
Hogan Assessment Systems
Brainweave4:30 pm - 5:15 pm How Building a Coaching Culture can Help Your Organization "Win" the New Leadership "Game"
Dianna Anderson CEO Cylient
Dianna Anderson CEO Cylient
Are leaders in your organization playing the "new game" of leadership by the "old rules," leaving everyone involved feeling like something is missing? This interactive session will help you discover the "new rules" of leadership, and show you how instilling a coaching culture can help your organization "win" at creating engagement, keeping younger workers, and motivating people to have real conversations in real time, to make real change happen.
5:20 pm - 6:00 pm Using Design Thinking to Craft High-Impact Employee Experiences
As companies increasingly take a data-based approach to organizational design, talent leaders need to rethink the design of their org charts. Teamwork, agility and collaboration rule the day. But as teams become increasingly composed of employees spread across time zones and work becomes more project-based, HR must take a step back to craft employee experiences designed for the future of work. In place of traditional work hierarchies, future employees may well be measured on their ability to collaborate with both internal employees, outside suppliers and external networks of contingent talent. Managers, instead of occupying fixed roles, may be hired on a project-to-project basis, valued less for their track record than their adaptability to new challenges.
•Why real-time feedback will become essential to crafting organizational design
•How design thinking can help traditional Talent leaders adapt to a more fluid work stream
•Developing talent strategy that reflects the increasingly global marketplace and a digital customer base
Jim WilliamsVice President, Talent Planning, Acquisitions & Analytics
This is a fast-moving, multi-topic session comprised of three Quick Fire Presentations that will be completed in 30 minutes of total time (10 minutes for each challenge). Each speaker has a total of 10 minutes to get through up to 10 slides. Each individual presentation will focus on one specific challenge that HR leaders are facing and will provide actionable solutions that can be used to effectively overcome these challenges.
Rapidfire Talks- Succession Planning, Talent Management for Teams, Employee Listening Platforms
6:00 pm - 6:10 pm Creating a Career Agile Workforce
Enabling your organization to be career agile is an essential as we approach a 2020 world where workforce agility is in demand and talent retention is on the agenda. Presenting global career engagement benchmarking research you will learn the top 6 best in class practices associated with better business performance.
Anne FultonCEO/Organizational Psychologist