LONDON - HR Vision Event · suppliers who are enablers of the HR function ... HR Vision London is taking an in- ... Lopa Gore, Global Employer

LONDONTHE ELITE, BOUTIQUE STYLE EVENT, WHERE HR LEADERS GATHER

TO DISCUSS CORE BUSINESS STRATEGY

W W W. H RV I S I O N L O N D O N . C O M

GRANGE TOWER BRIDGE HOTEL18TH-19TH NOVEMBER 2015

HR Vision is the marketplace for Senior HRDs, VPs and Global Heads of Talent, L&D, Engagement, Leadership, Talent Attraction and Recruitment, to exchange ideas with peers and meet with leading suppliers who have the right solutions and can make a positive impact on your business

HR events don’t have to be boring, death-by-PowerPoint, injections of ‘nothing new’.

You don’t have to be afraid of being pounced upon by pushy sponsors, circling you like hungry sharks. Nomore small talk with people you know you’ll neverkeep in touch with after the event.

FED UP WITH THE STANDARDCONFERENCE FAIR?

GET THE VISION. GAIN PERSPECTIVES ON OTHER COMPANIES’APPROACHES. MEET THE RIGHT SUPPLIERS. PUT THE TOOLS

AND METHODS IN PLACE. BOOST YOUR PEOPLE.

AMAZING, EXCLUSIVE, INSPIRATIONAL CONTENT, COUPLED WITH HIGH-LEVEL FACILITATED NETWORKING OPPORTUNI-TIES BETWEEN LEADING SUPPLIERS AND QUALIFIED BUSINESS

LEADERS.

CONTENT AND CONNECTIONSInstead, HR Vision uniquely delivers 4 outstanding principles:

Top notch speakers : energising, engaging, inspirational, or simply best-in-class acts who you won’t find on the HR Conference circuit

Vendors who have the expertise and most up-to-date solutions to help you, especially if you’re in the buying phase, or leveraging support from external partners

Meaningful networking with peers at your level and suppliers who are enablers of the HR function

A totally fun experience with memorable happenings

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TAKE ANOTHER LOOKVISIT THE WEBSITE

CLAIM YOUR PLACEREGISTER NOW

CONTACT US ABOUTATTENDING | SPEAKING | SPONSORING

mailto:[email protected]?subject=Attend HR Vision London

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mailto:[email protected]?subject=Sponsor HR Vision London

http://www.hrvisionevent.com/london/register

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You stand to gain just as much value from meaning-ful conversations with our expert solution providers, as you do with fellow peers and the speakers on the stage. But we know that chance encounters with the RIGHT people rarely happen. That’s why we’ve enabled you to slash time hunting down the right people, and spending more time with the people that matter the most. Through the use of our dedicated meetings tool and messaging software, you can pre-schedule one-to-one meetings with solution providers (and peers) alike.

Meetings are based on the detailed profile information you supply us with and by our expert HR suppliers. We also have our very own meeting’s concierge on site, whose sole purpose is to ensure you and solution providers are the right match and are assisted in your introductions. This personalised approach, with some extra sparkle, means you make the most of your time onsite and go away happy.

1-2-1 MEETINGS AT THE HEART OF WHAT WE DO

The UK economy is forecast to continue to recover, despite the outlook for the global economy remaining volatile. HR Vision Lon-don will explore the strategies and frameworks put in place by UK corporations and global companies, who are benefiting most from

having an agile workforce, an adaptive workplace and authentic leaders at the helm.

“In this new world of work, the barriers between work and life have been all but eliminated.”

Deloitte, Global Human Capital Trends 2015

THE CRITICAL THEME

The landscape is changing. Workplaces across the globe continue to bounce back from the econom-ic upheaval of the last decade, but with varying degrees of success.

Global organisations today must navigate a “new world of work”—one that requires a dramatic change in strategies for leadership, talent, and hu-man resources. Employees are “always on”—hyper connected to their jobs through pervasive mobile technology.

A job is no longer for life; employees instead place more value on having an ‘experience’ and flexible working. The employee has become empowered, choosing to work in organisations which offer a work/life balance, opportunity of advancement anda sense of purpose.

With this in mind, HR Vision London is taking an in-depth look at the trends (and myths) affecting how Britain works, and uncovers the factors that are continuously evolving and adapting the workplace environment in the UK today.

How to cope and adapt to a younger, more demanding, more dynamic workforce

Cultivating brave, new and transparent lead-ers, who can lead through uncertain times

Reengineering human capital strategies and frameworks fit for the 21st century work-force

Managing a flexible workforce: theempowerment of project based, remote and virtual workers

Self-employment and talent on tap

Connecting skills and knowledge, bridging the gaps

The 4-G workforce (four generations under one roof)

Strengthening the role of women in Britain’s workplace

The pervasive emergence of tech in the work environment









WHAT MAKES THE HR VISION PROGRAMME SUPERIOR TO ALL THE OTHER HR EVENTS?

EARLY CONFIRMED SPEAKERS

READY TO SHARE THEIR PROWESS*

Chief HR Officer Summit: series of half day discussions for those at the very top

Representation from the UK’s top organisations: ASDA, BP, Burberry, Virgin Atlantic Airways, Lloyds Banking Group, RSA and more

We’re elite, but not elitist: a senior audience of VPs, Directors, and Global Heads of Functions

Case studies and best practices from all industry sectors: Retail, Engineering, Oil & Gas, Finance & Banking, IT, Energy, Apparel, FMCG, Pharma, Telco & Me-dia, Leisure & Tourism

Business leaders and thinkers from outside the realm of HR: CEOs, COOs, TED-styled gurus – slightly tangential, but all highly relevant

Host enterprise: one of the UK’s leading multi-nationals has a big presence, sharing their innovations and ideas with you

A fun conference experience with amazing happenings throughout the 2 days: you’ll be engaged and stimulated from start to end

Breakfast with the experts: join us for breakfast and roundtable discussions on core topics, facilitated by leading practitioners in those fields

Stephen Pierce, Chief Human Resources Officer, Hitachi

Europe

Charles Bendotti, VP HR, Philip Morris Asia Ltd

David Wightman, Senior HR Director, Africa, Middle East and Eastern Europe, Heineken International B.V.

Chantal Verbeek-Vingerhoed, HR Director COO, ING

Tony Cooke, HR Director, Adidas Group

Geoff Stead, Senior Director, Mobile Learning, Qualcomm

Bernard Coulaty, VP HR, Pernod Ricard Asia

Sue Swanborough, HR Director, General Mills UK, Ire-

land & Nordic Region

Federico Balzola, Chief People & Change Officer, Aer

Lingus

Katri Heikkila, Vice President Human Resources, Finland, Estonia, Latvia and Lithuania, Schneider Electric

Di Macdonald, Senior Director, Global Learning, Expe-

dia, Inc.

Terri Wade, Group Head of Internal Communications, RSA

Amanda Hume-Arellano, Director, HR Employee Expe-rience and Management of Change, Hewlett Packard

*Subject to final confirmation

Lopa Gore, Global Employer Brand Lead, BP

*Subject to final confirmation

Dr. John Mahoney Phillips, Global Head of OE, Royal Phil-

lips BV

Steve Harvey, Organisational Development Director, Sub-

sea7

Katharina Auer, Global Head of Employee & Executive Communications, Zurich Insurance Group

Fariha Salahuddin, VP HR, Emerging Markets & Australasia,

GSK

Nicky Ivory-Chapman, Global Recruitment Director, Regus

Phoebe Leet, Head of Employee Engagement & Inclusion & Diversity EMEA, Cisco

Jean Kerr, Head of Talent Management EMEAR, Cisco

Dr Melissa Luke, Author, Speaker, TrainerKai Kight, Violinist, Entrepreneur and Innovator, (TEDx)

Roman Rakwitz, CEO, Engageinglab*ranked in the world’s top 20 gamification gurus*

Katrina Collier, Founder & Director, Winning Impression *ranked in the world’s top 100 influencers in HR & Re-cruitment on Twitter*

Emma Stroud, MD, Pitch Perfect Club

Annabel Kaye, Director, Irenicon Ltd.

Paul Sterk, Operations & Project Manager Lighting Universi-ty, Royal Philips BV









It can often be very difficult for the people at the top of an organisation to change direction of the super-tanker. So what can the cabin staff do? Creating a culture of entrepreneurship and innovation can certainly make a huge difference to a corporate’s agility and ability to remain competitive. This talk will look at the rail business which has grown to a multi billion pound contract in 15 years. From defining the brand, attracting talent and creating a shared focus, Stephen will address how culture is embedded, led and managed and the critical role HR has played in creating the culture required for the business to thrive.

Stephen Pierce, Chief Human Resources Officer, Hitachi Europe

Life after traditional performance man-agement: dare to be differentThe average company is harming its growth potential with failing performance management systems. Performance management systems are disjointed and disconnected, detached from corporate goals, and often encourage conflicting behaviours. All of which will cause a significant drag on performance. Big corporations and global, matrix companies are struggling, and Cisco is trying to get behind this, by launching Think Up. Think Up is a whole new performance management programme launched by Cisco. The programme takes on a radical approach, asking people to rate and feedback as the programme is being built. The results are starting to show and things are changing, even in a tricky market. Jean will bring to life the vision and explain how to take a concept and make it real. Full of practical examples and how tos, this talk will give you insights into a new performance management programme fit for the current world of work.

Jean Kerr, Head of EMEAR HR Talent Man-agement, Cisco

Emerging markets 3.0 – productive, adap-tive, and generative eras; insights and implications for leader developmentIn this era, there are several implications for developing leaders in emerging markets, where the inventory of 21st Century skills is particularly low. And these skills are hard to develop. Fundamental shifts are required to develop local leaders, and forgo the heavy reliance on expatriates. Find out the exact methods and approach that Heineken have put in place to overcome this exact challenge

David Wightman, Senior HR Director, Re-gion Africa, Middle East and Eastern Europe, Heineken International B.V.

Enabling a flexible workforce: the em-powerment of project based, remote and virtual workersSince moving to their new home at the 20FS (affectionately known as the Walkie Talkie) RSA have taken the opportuni-ty to create a high-performing culture, that’s agile, collab-orative, customer-focused and receptive to change. After implementing flexible working and with the introduction of a brand new technology, RSA are keeping pace with the accelerating shifts in technology, regulation and customer expectations. Terri will explain exactly how the business has hit new heights of responsiveness, adaptability and agility, by working faster and smarter than ever, with colleagues who are closer, more collaborative and innovative than they could have imagined.

Terri Wade, Group Head of Internal Communi-cations, RSA

Employer Branding for the contingent workforce According to official data released last year, the number of zero-hours contracts in the UK has reached in excess of 1.4 million. More than 1 in 10 employers are using such contracts and it’s a growing trend across all sectors and industries. This means that companies need to reconsider the way they manage their employees, maintain a common culture and ensure a sense of belonging. This talk will delve deeper into overcoming this trend which is impacting the way organisations attract talent and maintain a unified employer brand. .

Invitation to: Matthew Jeffery, Head of Global Sourcing & Employment Branding, SAP

11:50 TALENTMANAGEMENT

LEADERSHIP & LEARNING DEVELOPMENT

EMPLOYEEENGAGEMENT

RECRUITMENT & TALENT ACQUISITION

DAY 1 WEDNESDAY 18TH NOVEMBER

11:10 Morning coffee and networking Grab some refreshments and a hot drink, before heading into your morning doctor’s surgeries.

11:40 1-2-1 meetings with suppliers and peers x 1 - your first 20 minute 1-2-1 with our experts

Maintaining a productive relationship between a CEO and the human resources department can help ensure that the business has the right people to get the needed work done. But, how successful is your CEO at recognising that without input from you, they can’t predict the skills, knowledge and experience required to achieve strategic goals?Phoebe Leet will share the Cisco story of transforming the company inside out through employee engagement, in non-traditional terms. From establishing a vison of how you want your experience to be and how you apply that to your brand, business goals, policy and processes, and at the same time, how you empower people from the bottom up around that vision.An initiative that started here in the UK and went global, Phoebe will be joined Cisco UK & Ireland CEO Phil Smith, who will explain how he’s moving this out at the end of the year and the impact this has had on the business side.

Phil Smith, Chief Executive, UK & Ireland, CiscoPhoebe Leet, Head of Employee Engagement & Inclusion & Diversity EMEA, Cisco

09:30 Opening keynote 1: Changing the dichotomy between CEOs and HR

10:15 Opening keynote 2: Hear from a leading supplier in the HR space… coming soon!

10:40 Opening keynote 3: You can’t take a super-tanker white water rafting… or can you?

Phoebe LeetHead of Employee Engagement & Inclusion & Diversity EMEA

I started with Cisco in HR 12 years ago after working in Strategy & Planning at O2 and as an Industry Analyst for the Gartner Group. Dur-ing my time with Cisco I have enjoyed a wide range of different roles & opportunities including HR Partner roles, leading HR for the UK and Ireland and most recently leading Cisco’s Employee Value Proposition work globally known as ‘Our People Deal’.

In my 12 years at Cisco I don’t think I have ever been so excited and energized by the opportunity ahead of us and the part we can play in HR to help Cisco literally transform from the inside out. I am passion-ate about enabling Cisco to achieve its true potential as an amazing place for people to work and everyday I find myself fascinated by what it takes to create a culture in which all talent can thrive. I‘m also continually curious about what motivates & differentiates people in the workplace.

At home I am a proud Mum of 2 boys who often act as a sounding board for new things I’m thinking about! They certainly keep me busy outside of work either as a taxi driving them to one activity or another or as a general ATM machine when they need cash!

Stephen PierceChief Human ResourcesOfficer

Stephen is Chief HR Officer of Hitachi Europe, part of a Japanese company with a vision of creating ‘a better society through technology’. Hitachi has 320,000 staff globally of which 12,000 are in Europe across a diverse range of businesses including Rail, Nuclear Power, Consulting, Financial Services, Construction Machinery and Data Systems. Stephen is also a Board Director of Hitachi Rail Europe which has been awarded a 27 year contract to build and maintain high speed trains for the UK rail network.

Stephen leads a corporate team supporting the development of Hitachi businesses in Europe including M&A activity and change man-agement. They are introducing globally consistent HR best practices and providing HR shared services to 30 Hitachi companies across the region.

Stephen has led HR in international businesses for more than 25 years. Before joining Hitachi in 2008, he was European HR Director of two US businesses and prior to that held various HR roles with an interna-tional food group. Stephen is an occasional speaker at HR conferences and an experienced coach and mentor.

TAKE A CLOSER LOOK AT OUR KEYNOTE SPEAKERS...

Talent analytics makes the (HR) world go round!

Enabling Leaders to manage themselves mindfully

Social unrest is a business crisis… here’s how you tackle it

Recruit talent away from your competi-tors to avoid a skills shortage



EMPLOYEEENGAGEMENT


Rethinking performance: building the next generation digital bank and what that means from a global people perspec-tiveA new model of performance management is sweeping through ING. Leading organisations are scrapping the annual evaluation cycle and replacing it with rich, ongoing feedback and coaching designed to promote continuous employee improvement. In this talk, Chantal will share the approach, the pilots that were conducted and the lessons learned to revamp ING’s performance management frameworks. Learn how ING is making sure performance reviews are no longer looking backwards, but are actually improving the bottom line, be proactive and improve performance overall. The Perfor-mance Management Step Up program fits the business needs, by getting rid of lengthy cycles, starting with the bottom line, and maintaining a continued dialogue and performance conversation.

Chantal Verbeek-Vingerhoed, HR Director COO, ING

Collaboration, organisational change and new age leadership engagement: over-hauling the oil and gas industry There is a revolution happening where young people are looking for a sense of purpose and a Google style envi-ronment. Flexibility and a broader sense of purpose are key drivers of what organisation they chose to work for. A career is no longer for life, and millennials are looking for an ‘experience’ – we cannot ignore these trends nor can we manage them. Change is constant, so how do we navigate that world as a leader?This gritty and real expose of life in the engineering industry and the change needed to not only move with the times, but get ahead of the pack

Steve Harvey, Organisational Development Director, Subsea7

To get results and change, start by ditch-ing your engagement survey“The fundamental element required for an organisation to thrive and grow is having employees who are committed, motivated and engaged”, was the conclusion of the UK government’s 2009 review on employee engagement. But clearly, there’s a difference between pursuing engagement and actually achieving it. In this super practical talk, John and Paul will explain what led Philips to abolish the employee engagement survey and adopt a more innovative, team based and more pragmatic solution to building effective engagement of employees and team performance across the organisation.

Dr. John Mahoney Phillips, Global Head of OE, Royal Phillips BVPaul Sterk, Operations & Project Manager Lighting University, Royal Philips BV

Social recruitment and digital strategy for the new landscape The workplace environment has changed so rapidly, that employers must navigate a new way working. And having a strong employer brand and keeping up with digital and social recruitment methods is essential to attract employees. Knowing what employees want and the type of company they want to work for is key, along with serving the right content, to the right audience at the right time. This talk is packed with tangible examples, detailing the successes and pitfalls to avoid.

Lopa Gore, Global Employer Brand Lead, BP *Subject to final confirmation



EMPLOYEEENGAGEMENT


13:00 Networking lunch enjoy a delicious hot and cold buffet and continue to meet the other delegates and our expert sponsors, before dropping in for your next 1-2-1 meeting or taking a break in the chill out zone

15:30 Afternoon tea and networking Have a cup of tea and a light bite whilst you take a break from the conference sessions. Go and visit our sponsors, catch up with new friends, or make the most of your pre-scheduled 1-2-1 meetings, before dropping into one of the hands-on workshops.

15:00FREE PERIOD Unconference, brainstorm sessions, unstructured discussions and stillness - you decide what happens in the next 25 minutes. Get together to discuss the day’s content at the discussion hubs; have a moment to yourself and catch up on emails; go and visit the solution providers; or head to the chill out zone for some peace and quiet. Your day, your way!

13:40 1-2-1 meetings with suppliers and peers x 2


16:15 – 18:00 WORKSHOPS In smaller groups tackle your corporate challenges with our leading HR suppliers. Take away solutions and working tools to use in your workplace

Data, you can’t handle the data• What sorts of metrics are being used and where in the process are they applied?• How do you combine peoples’ data with business data and processes to assess development and leadership style effectiveness?• Establishing KPIs to benchmark leader growth• How do you express the value of your talent manage-ment processes in a non-financial way, in a language the business speaks, which gets your business excited about your talent agenda?

The right way to keep hold of your talent • Proactive approaches to address demographic shifts• The CEO’s role as chief talent and culture officer• Building (vs. buying) the team’s capabilities• Managing transitions in key leadership roles• Making your company attractive to millennials• Applying science to HR: How data and analytics can improve talent outcomes• Compensation strategies to align and retain key person-nel

Merging, demerging and restructuring: the challenges and lessons we can all learn Key learnings over multiple acquisitions and demergers and the importance of brand, culture, leadership and identity• Things to consider when going through vast change, espe-cially M&A, at your own company• What you need to be aware of when integrating acquired businesses• Learning points to bear in mind when acquiring compa-nies• Practical advice on change management and engagement• How to keep employees motivated during consistent periods of change

Useful for anyone currently going through vast changes in their organisation- especially during or after a merge. Useful tips for those in an integration phase following an acquisition.

Choosing the right candidate every time This workshop provides tried-and-tested strategies and hands-on techniques for sourcing relevant candidates through digital and traditional methods including LinkedIn, social networking, online advertising and more. o Advanced recruitment strategyo Managing large recruitment driveso Advanced recruitment advertisingo Mobile recruitmento Advanced LinkedIn recruitmento Headhuntingo Advanced shortlistingo Advanced interviewingo Advanced evaluation and selectiono Advanced measurement and analysis

You’ll leave this workshop ready to fast track your recruit-ment projects, identify the top candidate with ease, and demonstrate tangible results

Workforce optimisation and organisa-tional riskMitigating human capital risk is a high priority for all business leaders, especially those of us working in HR, organisational design, or senior leadership roles. However, few examples of success exist. Even when the concept of ‘Strategic Work-force Planning’ (SWP) is raised inside organisations, often the efforts to implement it are hampered by at least these factors:1. Lack of skills and experience2. Lack of insightful, available workforce data including cost avoidance of attrition3. Lack of an available, proven model to follow4. Lack of information on potential Return on Investment to the business The good news is all of these issues can now be successfully addressed. By connecting strategy planning cycles to financial and talent management cycles, a genuine model for success-ful SWP can be developed for any organisation.

Culture cultivator

Developing leaders and managers People in organisations are being asked to be more innova-tive, more creative, do things more quickly, take more risks (but don’t make more mistakes) and by the way…. with less resources and be happy! This dilemma facing most leaders and managers requires a very different approach to leader-ship and management. This workshop will give you access to the most powerful leadership thinking in relation to:o Employee engagemento Delivering extraordinary results by designo Collaboration

Learning and development • The changing skill set of L&D practitioners • L&D’s role in organisational transformation • Latest thinking around leadership development • Technology and social media’s role in learning and organ-isational change • Achieving learning agility • Providing bottom-line results • Managing constant change

WORKSHOP A

WORKSHOP E

WORKSHOP B

WORKSHOP F

WORKSHOP C

WORKSHOP G

WORKSHOP D

WORKSHOP H

18:00 Networking reception join us for a spectacular networking evening. We’ve laid on drinks, canapés and some very special entertainment, making this the perfect opportunity to network with peers and solution providers in a more informal and fun setting.

18:30 A powerful and provoking message and performance, combining thought-leadership with original musicChange is the only constant we have in life. Those who embrace change take risks and are willing to try something new and have adapted to the uneasiness of change. New leaders emerge dur-ing times of change and innovations evolve when people are willing to fail. Embrace the possibilities and know that you can always rebound from a mistake. Hear more from Kai in this stunning presentation.

Kai Kight,Violinist, Entrepreneur and Innovator, (TEDx)

08:45 - 09:30

Where’s the millennial workplace revolu-tion? Where’s the change? With ever increasing numbers of millennials coming into the workforce companies should have changed significantly by now to meet different expectations and ways of commu-nicating. But have they? Or is everyone conforming to the status quo?

Katharina Auer, Global Head of Employee & Executive Communications, Zurich Insurance Group

A fresh approach to succession planning Despite the fact that succession planning is identified as a critical and strategic component of HR management, even major international corporations often get it wrong. Schneider Electric has taken a very fresh and different view on talent development and succession planning, linking it to bonus targets. Hear some of the key wins from Katri herself who has been driving this and discover what they learnt during this journey and how that could be applied to your own organisation.

Katri Heikkila, Vice President Human Re-sources, Finland, Estonia, Latvia and Lithuania, Schneider Electric

Engagement for the modern workforceEvery day, new and diverse people are entering the work-force, which now consists of five distinct generations. To engage all of them, you need to establish a tailored plan.

Sue Swanborough, HR Director, General Mills UK, Ireland & Nordic Region

The transformation of the cultural agen-da The role of HR at GSK is changing to develop a central organisation, and that requires people capability, especially in emerging markets, where there is vast diversity in leaders. Join Fariha to discuss how to work as a team and partner with the business, to transform the future of HR and the cultural agenda.

Fariha Salahuddin, VP HR, Emerging Markets & Australasia, GSK

TABLE 1 TABLE 2 TABLE 3 TABLE 4

DAY 2 THURSDAY 18TH NOVEMBER

The composition of the workforce is changing. There are more baby boomers working in the UK than ever before and yet the demands and technology of younger employees have a significant influence on how organisations operate. Mixed-gender boards improve a company’s productivity; and badly designed open plan offices can reduce happiness and productivity. But, in order to adapt to these trends and understand the continuously adapting workplace environment in the UK today, Adidas has undertaken an audit of sizable portions, with the aim of being pro-active and to put practices in place now, which will satisfy the needs and wants of employees of the future. By analysing the workplace itself - the layout, rewards and compensation, recruitment and engagement, over a period of 5 years ago, Adidas Group will understand what the employees of 5 years time will want in this 24/7 world, creating a culture that fits and marries all the components together.

Tony Cooke, HR Director, Adidas Group

09:45 Opening keynote 1: DEEP DIVE: Workplace 2020: what will the workplace look like in 5 years time from now?

10:25 Opening keynote 2: Hear from a leading supplier in the HR space… coming soon!

“Mobilizing” our communications to stay connected with an increasingly global workforceTaking our commitment to communications to new levels to connect employees and executivesEngaging the next generation workforce through mobile for employee orientation, leadership development and engagement activi-ties creating consistency in employee experience across the business

Geoff Stead, Senior Director, Mobile Learning, Qualcomm

10:55 Opening keynote 3: Learning technology and the impact on HR

11:25 Morning coffee and networking Grab some refreshments and a hot drink, before heading into your morning doctor’s surgeries.

11:45 1-2-1 meetings with suppliers and peers - another fantastic opportunity to meet and connect with leading HR vendors, who can share ideas to propel your business forward with your current demand, or meet with speakers and other HR practitioners

Tony CookeHR Director

Tony was appointed to his “dream job” in 2001 as HR Director, adidas UK. The pace of change in the organisation has been markedly rapid. Since starting his new job, he has played a key part in an integration with Holland and Belgium, the acquisition of the Reebok business and more latterly the integration of the Nordics to create adidas North Europe. A far cry from his original remit 10 years ago….”I’m one of the lucky ones who can say I actually love coming in to work. The business is in great shape, our brand is revered and people are desperate to join the adidas family. Everybody is passionate about what they do and really into hearing about how we’re doing as a business – this does engage-ment the world of good. Culturally, I’d say we’re informally professional. When I started, I had to try to learn to stop being star struck when the some of my all-time heroes came in and because we dress so casually, I had to convince my wife that I was actually going in to work each day!”


Talent management in the 21st century: why our current processes are broken – how to change the paradigm

Always on the go: the future of L&D Innovation, inspiration and creative engagement make all the difference to performance

Organisational Culture and Employer Brand are top competitive advantages when recruiting talent, so use them to your advantage



EMPLOYEEENGAGEMENT


Are freelancers and contingent workers part of your talent process?

Annabel Kaye, Director, Irenicon Ltd.

Improvisation, a vital tool for leadership and business success…

Emma Stroud, MD, Pitch Perfect Club

In games we are chasing ouur better selves: Gamification - the workplace rev-olution

Roman Rakwitz, CEO, Engageinglab *ranked in the world’s top 20 gamification gurus*

Recruitment for the UK workplace: at-tracting freelancers and talent on tap in the new era of social & mobile

Katrina Collier, Founder & Director, Winning Impression *ranked in the world’s top 100 influencers in HR & Recruitment on Twitter*



EMPLOYEEENGAGEMENT


13:00 Networking lunch enjoy a delicious hot and cold buffet and continue to meet the other delegates and our expert sponsors, before dropping in for your next 1-2-1 meeting or taking a break in the chill out zone


Mind the gap, the workforce gap: mop-ping up talent pools • Dealing with generational gaps in your workforce and managing across generations• How to get the ‘what’s in it for me generation’ to say, what’s in it for ‘us’• Ensuring a transferal of knowledge and skills through lifelong learning• Finding hidden talent in current employees

Learning and Development: operating with an edge How do you engage and educate a global audience? In this practical and highly visual talk, Di Macdonald will share the high level strategy and her pioneering approach to learning and development. As well as how to build and maintain a strong internal brand, Di will give you her step by step framework to going digital via an app, and getting savvy with content, reporting and analytics. She will also share the results and the lasting impact it’s had to the business.

Di Macdonald, Senior Director, Global Learn-ing, Expedia, Inc.

Managing the employee experience as part of HP’s separationHow do you manage the change for a mega global com-pany that’s going through a major separation and manage the employee experience as part of it? HP is currently going through the largest separation in its company history. Amanda’s role is to create that employee experience, which will drive employee engagement. So, how do you commu-nicate that experience and the value proposition? How do you go about changing the feel and positioning of your programmes to drive an experience.?This insightful talk will share the techniques Amanda deployed to when undertaking this mammoth task. Learn how to communicate it, how to frame it, when it comes to change that size and a mass of conversation, happening at once in the business.

Amanda Hume-Arellano, Director, HR Employee Experience and Management of Change, Hewlett Packard*Subject to final confirmation

Around the World in 90 Days: The Jour-ney of a Talent Revolution at Regus! During a period of hyper growth, Regus created recruit-ment technology solutions for 100 countries in just three months. Hear how the organisation uses technology and workforce science to support 40% business growth – open-ing one new Regus centre every day for the past two years. Join Nicky Ivory-Chapman, Global Recruitment Director for Regus, who shares the key learnings and outcomes to this radical new approach to the way the company recruits, and reveals how they are embarking on the next phase of their journey, utilising their data for talent analytics programs.

Nicky Ivory-Chapman, Global Recruitment Director, Regus



EMPLOYEEENGAGEMENT


In a few short decades, Asia has moved from being the producer for the world, to world consumer. As a percentage of GDP, do-mestic consumption in advanced Asian countries is equal to or has surpassed that of the West. In developing countries, consump-tion is becoming the key driver of GDP as export-led growth slows and these economies become more mature. Asia is becoming the place where creativity, entrepreneurship, and innovation are drivers of future growth for both domestic and global consumption. A fascinating insight into a full scale transformation of HR systems, frameworks and strategy relating to recruitment, development and Comp and Ben in Asia, followed by a complete culture change. Charles will share the hows and the lessons to selecting and attracting local talent and the structure needed to appeal to the Asian market.

Charles Bendotti, VP HR, Philip Morris Asia Ltd

15:55 Closing keynote 1: DEEP DIVE: Rethinking HR frameworks for Asia: 2020 goals and Asian ambitions

17:05 Closing remarks from chair and end of conference

15:25 Afternoon tea and networking

Have a cup of tea and a light bite whilst you take a break from the conference sessions. Go and visit our tech in-terrupters and get a demo of the latest technologies that are reshaping the way the work. Or visit the discussion hub of your choice

16:35 Closing keynote 2: We’re saving the best for last. Stay tuned for a provocative and pow erful closing speech which will aid your personal development and change the way you think about your career, and the impact you can make on others…

Dr Melissa Luke, Author, Speaker, Trainer

Dr Melissa LukeAuthorSpeaker,Trainer

Dr. Melissa Luke is a published author on careers and a professional speaker who trains minds in performance excellence. She specializes in career satisfaction and happiness. Dr. Luke’s thoughts on custom-er service, leadership, corporate games, career satisfaction, and the educational system have been seen/published on Fox News, Forbes, The Huffington Post, Salem Communications, Educational News, The Chief Learning Officer, Alister & Paine, BLR, the American Management Association, and many other nationwide media outlets.


Charles BendottiVP HR

Mr. Charles Herve Bendotti has been Vice President Human Resources Asia since November 1, 2012. Mr. Bendotti joined Philip Morris in 1999 in Lausanne as a Business Analyst in the Central Europe, Middle East & Africa region. In 2000, he had his first cross functional move into Marketing, followed one year later with his appointment as Sales Devel-opment Executive. In 2002, he was appointed Marketing Manager Egypt, followed by international assignments in Reunion, initially as Manager Marketing & Sales, and subsequently as Area Manager Indian Ocean and Eastern Africa. In 2005 he transferred to the United States as Manag-er Business Development and Planning in the Latin America region, followed in 2006 with his appointment as Managing Director Ecuador and Bolivia. In 2008, he moved to New York as he was appointed to his role of Vice President of Human Resources Latin America and Canada. serves as a Vice President Commissioner at Hanjaya Mandala Sampo-erna tbk PT. Mr. Bendotti serves as a Non-Executive Director of Philip Morris (Pakistan) Limited.

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THE ELITE, BOUTIQUE STYLE EVENT, WHERE HR LEADERS GATHERTO DISCUSS CORE BUSINESS STRATEGY

W W W. H RV I S I O N E V E N T. C O M

LONDONGRANGE TOWER BRIDGE HOTEL18TH-19TH NOVEMBER 2015

AMSTERDAMRETURNING

2016

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LONDON - HR Vision Event · suppliers who are enablers of the HR function ... HR Vision London is taking an in- ... Lopa Gore, Global Employer