Day 1: Sunday, April 22
10:00 am - 10:30 am Registration
12:30 pm - 12:40 pm Welcome Orientation
12:50 pm - 1:20 pm New Game, New Rules: Redesigning the Organization for the Digital AgeAngela Santone, CHRO,Turner Broadcasting
In light of digital disruption, forward-thinking enterprise leaders are striving to redesign their structures in order to operate in more flexible, collaborative, flatter networks of teams, which are connected by agile information systems and a shared culture of continuous learning. Enterprise structures that have been solely based on linear hierarchy and scalable efficiency are no longer thriving in the digital age where experimentation, adaptability, and faster time-to-market are paramount. In such a context, strong workplace culture and high engagement levels will continue to be the glue that holds teams together and enable organizations to thrive. Study after study have shown that organizations with a strong sense of purpose and a well defined set of values have more engaged and productive employees, and as a consequence, outperform their competitors.
Our Opening Keynote will highlight how Turner Broadcasting is reimagining HR to stay competitive in an ever-changing digital landscape. Take-aways include:
•Implementing innovative talent management to keep consumers creatively engaged
•Promoting an employee-first mentality that enables listening and continuous feedback
•Partnering with business leaders to reorganize teams into smaller, interconnected, project-based teams
•Establishing new learning strategies to help develop next-gen leaders
1:20 pm - 1:50 pm Promoting Transformational Leadership to Drive Culture Change at SE GrocersElizabeth Thompson, CHRO,Southeastern Grocers
Organizational culture is defined by how people inside the organization interact with each other. Day-to-day social exchanges become learned behaviors which are knowingly (or unknowingly) influenced by leaders and the actions they take. Most leaders understand the fundamentals of leadership and strategy formation however, driving culture change is a critical skill and process that begins with heightened awareness of beliefs, experiences, actions and results.
A successful journey of culture transformation must engage leaders to assess and transform their behaviors in alignment with the desired culture change. Join the Chief People Officer of Southeastern Grocers as she shares a step-by-step approach to:
- Defining the desired culture and the factors that shape it
- Communicating the changes necessary to achieve the culture and the critical role of leaders
- Enabling two-way communications and feedback channels
- Understanding and measuring business impacts
- Protecting and sustaining the desired culture
1:50 pm - 2:20 pm Business Meetings
2:20 pm - 2:50 pm Business Meetings
2:50 pm - 3:05 pm Networking Break
MASTER CLASS3:05 pm - 3:50 pm Beyond the Headlines - Cultural Movements, Pay Equity, and Competitive Advantage
Between Hollywood scandals and new salary history laws, systemic pay disparity has been a hot topic, spiking awareness through movements like #timesup and the publicity storm around wage discrimination plaguing large companies.
For business leaders, the pressure is high to identify and resolve pay disparities in their own organization. Some organizations over-think pay equity and create a strategy that is too complex and takes years to implement. While some have invested millions of dollars into compensation budgets as a quick fix. But for most organizations, that tactic is too costly and—more importantly— it neglects the implementation of a long-term solution that will effect meaningful change.
Beyond resolving gender and racial pay disparities, implementing a pay equity strategy gives businesses a competitive advantage in attracting, motivating, and retaining talented people. As companies look to their compensation teams to develop and implement a pay equity strategy, it’s critical for compensation professionals to understand how to champion pay equity and ensure the entire organization adheres to the strategy.
During this informative presentation, PeopleFluent’s talent management expert, Michelle Balash, will present:
· - The long-term business benefits of implementing a pay equity strategy
· - Tips on creating structured processes to support your pay equity strategy
· - Best practices for educating decision makers and communicating compensation decisions
MASTER CLASS3:05 pm - 3:50 pm Personalized Learning: The Future of Talent Development
HR and L&D functions waste billions of dollars and millions of hours of workers' time every year because 'dumb' e-learning forces workers to take training on subjects they already know, and provides no help when learners struggle with content. Worse, 70% of what IS learned is forgotten within one day.
Adaptive Learning - the application of computer science, big data and machine learning techniques, combined with state-of-the-art pedagogy - has enabled the creation of new learning systems that adapt to the needs of each and every employee. Adaptive learning creates at scale and at low cost the experience of a personal tutor, guaranteeing proficiency while dramatically reducing time spent learning and returning thousands of hours of productive time back to the business.
Fortunately, it is easy to make the move to adaptive learning. In this session we explore how adaptive learning works, how to implement it easily, and the challenges and benefits of transforming your HR value proposition.
3:50 pm - 4:20 pm What do Employees Really Want? Enhancing Employee Experience to Increase Engagement
We have all heard how many “actively disengaged” employees there are in the workforce. Despite years of companies trying to drive engagement, the number of disengaged workers hasn’t changed much, if at all. Why is it that most employee engagement programs don’t show results? Employees want to be heard; they want to be valued and they want to make a difference. Employers want – in fact, need – productive, engaged workers. Perhaps there is a different way to think about employee engagement.
In this session we will share a transformational approach to employee engagement that actually works. These simple and effective methods can yield engagement and performance improvements broadly across the organization. Be prepared to learn:
•The key link between engagement, performance and success (both personal and business)
•The single most important, and often overlooked element in employee surveys
•The most common mistakes companies make before, during and after an employee survey and how to avoid them
4:20 pm - 4:50 pm Business Meetings
4:50 pm - 5:20 pm Business Meetings
5:25 pm - 5:55 pm Ignite Presentations: New Trends in HR Technology
This series of power presentations will approach new and fresh HR technologies to help HR leaders reinvent how people work: creating team-based tools for goal alignment, coaching, providing on-going feedback, measuring engagement; managing performance, redesigning careers paths, and fostering personalized learning.
5:35 PM - 5:50 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.
Jim Myers, VP, Business Development, Fuel50
5:50 PM - 6:05 PM
Healthcare Cost Governance - No Longer An Option
There is a new frontier for HR, Finance and Shared Services leaders as it relates to healthcare expenditures. In this environment it’s critical to understand how data analytics and real-time error detection can reduce rapidly escalating healthcare costs. Join this Ignite to talk about how an effective analytics and error detection application can save your organization hard dollars on healthcare spend.
David Hester, Sr. VP., Business Development, finHealth
5:55 pm - 6:35 pm Bugs Bunny and The Case of the Learning Culture
In this interactive session participants will be asked to consider learning and culture in some new ways. We’ll discuss process, brain science, group learning and we’ll get a chance to put Thoughtexchange through its paces as we explore what is important to this group of CHRO attendees.