Page: I March 20 - 21 Berlin, Germany th Mastering HR · Lucas Van Wees Vice President HR Commercial & Global KLM Philippe Jimenez Vice President Corporate Sales EMEA Regus Caroline

North West Business | Panska 6 | 81101 Bratislava | Slovak Republic | Tel: +421 220 729 422 | Fax: +421 220 729 424 | www.nwbg.eu | [email protected]

The role of Human Resources is changing as fast as technology and the global marketplace. Historically, the HR department was viewed as administrative overhead. HR processed payroll, handled benefits administration, kept person-nel files and other records, managed the hiring process, and provided other administrative support to the business. Those times have changed. The positive result of these changes is that HR professionals have the opportunity to play a more strategic role in the business. The challenge for HR managers is to keep up to date with the latest HR innovations, tech-nological, legal, and otherwise.

The 5th Mastering HR Summit 2013 will discuss the best practices in HR management, in other words how HR managers can antici-pate and address some of the most challenging HR issues this year. The event will give you the information you need to know about these current HR challenges and how to most effectively manage them in your workplace.

Topics covered including:

~ Global & Local Reward Strategies

~ Case Study - AIR FRANCE-KLM Merger~ Talent Management using Social Media

~ Talent Management building and leveraging mobility~ The New Way to Work~ How HR can help build an engaging workplace~ Leveraging Technology to Create Impactful Leadership Development Courses~ “Y” Generation Leaders~ Generation Management and the link to HR Risk Management

Workshop: “Mental Toughness”Hult International Business School London

Page: I

Mastering HRSummit 2013

Best Practices in HR Management

hours toward PHR, SPHR & GPHR

499€Valid till the 31 Dec 2012

Special Offer

Berlin, Germany

Invest Less Learn More

March 20 - 21

5th

Approved for 8 General credit

Event

Speakers

Mastering HR Summit 2013 Berlin - Germany 20th & 21st of March |

Page: II


Maurice Fenton

Vice President Policy, process & systemsShell

Lucas Van Wees

Vice President HR Commercial & GlobalKLM

Philippe Jimenez

Vice President Corporate Sales EMEARegus

Caroline Curtis

Head of TalentSantander bank

Paula Quinton-Jones

Director, Career Services London campusHult International Business School

Dr. Ernst Balla

Strategic Personnal DevelopmentVoestalpine

Christoph Bertram

Global HR Business PartnerBayer Pharma AG

Geoffrey Matthews

Vice President Human Resources StrategyMerck Serono SA

Barbara Covarrubias Venegas

Research Associate and LecturerFHWien

Marilyn Kronenberg

Program Manager EMEA, Global LearningGE Corporate

Linda Holbeche PhD

co-Director, Human Resources ExpertThe Holbeche Partnership

Ana Krleska

Human Resources CoordinatorUACS

Derya Duman

HR Business PartnerVodafone

Mastering HR Summit 2013 Day One - Wednesday 20th

5 5 th

Registration

Opening Remarks by Chairman

Global & Local Reward Strategies

Learning Objectives:

Strategies & tools:

~ Understanding the delimma of balancing global standards with local requirements.

~ Review a case study with Shell.

~ Learn to deploy new tools and techniques to improve reward management.

~ Development of global standards.

~ Policy and practice of reward systems.

~ Collaboration & reach

Speaker: Maurice Fenton, ShellVice President Policy, process & systems

Biography:

Maurice Fenton responsibilities cover the entire Upstream international business and more than 35 countries in Africa, Asia & the ME. Before that he was the VP for Global compensation for Shell group responsible for the design and implementation of the company’s performance and reward strategies; including global pay benchmarking, job evaluation, share plans, pay management and performance assessment. Prior to joining Shell in Feb 2004, Maurice was Head of Performance and Reward at ING Group, a

global financial service company based in Amsterdam. There he managed all aspects of group reward and international mobility. His talk will draw from the extensive experience of balancing global standards with local, or business specific, variations. Maurice has a background in finance and international taxation and started his training at Coopers & Lybrand (PWC) in London. He holds double honors

BSc and is a member of the UK institute of Taxation. Maurice is an Irish National married with four boys ranging in age from 8 to 17.

Winning the HR-Battle in Aviation:

the AIR FRANCE-KLM Merger

Case StudyLearning Objectives:

~ Continuing support to build the leading airline group.

~ Understanding our general framework & joint challenges.

~ Framing the HR-agenda during the M&A processes.

~ Best practices for consolidating & retaining key-staff.

~ Practical Tips: What’s in it for our staff?

.

Speaker: Lucas Van Wees, KLM

Vice President HR Commercial & Global

Biography:

- Bachelor in Tourism (Breda), Masters in Social Sciences (Tilburg), Business

(Lausanne) and Technology (Delft)- Since 1985: Philips, Shell, KPN and KLM

- Six years in managing sales & internet; 22 years in HR- Co-author/editor on 4 books & (international) articles; 5th in 2008 on HRM

in Europe (Routledge, ISBN 978-0-415-44761-4)

- Board Member of the Dutch Association of HR (NVP) and Dutch Delegate for the European Association on Personnel Management (EAPM)

Networking Coffee Break

“Mental Toughness – a unique perspectiveon talent management, behaviour and performance”


Workshop Description:

Speakers: Paula Quinton-Jones, Hult International Business SchoolDirector, Career Services

Biography:

Berlin - Germany 20th & 21st of March | Page: 1

8:30

8:50

9:00

9:45

11:00

10:30

Workshop

In this session, Paula Quinton-Jones will introduce Mental Toughness,

explore its benefits to both the individual and the company and explore methods of increasing Mental Toughness. Using HultInternational Business School as a case study, Paula will highlight the benefits of Mental Toughness for career development and talent

management at an individual and organisational level. Business School

students face two dilemmas in the career management process;

clearly and concisely understanding and articulating their skillsand differentiating themselves in a competitive market. Hult Interna-tional Business School has partnered with AQR to use the Mental

Toughness measure to help students address these very issues. Based

on the 4Cs of Challenge, Commitment, Control and Confidence,

Mental Toughness offers students a unique perspective through which to assess their strengths and weaknesses, understand the environment

that best suits them and choose roles that maximise their potential. Hult has also worked with large companies seeking to sponsor their employees through MBA and Executive MBA programmes, again using the Mental Toughness measure to identify talent.

In this session, Paula Quinton-Jones will introduce Mental Toughness,

explore its benefits to both the individual and the company and explore methods of increasing Mental Toughness. Using HultInternational Business School as a case study, Paula will highlight the benefits of Mental Toughness for career development and talent

management at an individual and organisational level. Business School

students face two dilemmas in the career management process;

clearly and concisely understanding and articulating their skillsand differentiating themselves in a competitive market. Hult Interna-tional Business School has partnered with AQR to use the Mental

Toughness measure to help students address these very issues. Based

on the 4Cs of Challenge, Commitment, Control and Confidence,

Mental Toughness offers students a unique perspective through which to assess their strengths and weaknesses, understand the environment

that best suits them and choose roles that maximise their potential. Hult has also worked with large companies seeking to sponsor their employees through MBA and Executive MBA programmes, again using the Mental Toughness measure to identify talent.


5 5 th

Talent Management –building and leveraging mobility


Strategies & tools:

~ Accessing all talent pools – recent movement in where we find out future talent

~ Policy and practice of reward systems.~ Collaboration & reach

Speaker: Caroline Curtis, Santander bankHead of Talent

Biography:

Caroline Curtis is a Chartered Psychologist and qualified Coach who has forged a career in the field of talent and leadership development with organisations such as CIPD and more recently within Santander where she is Head of Talent, Performance and Leadership Development.

Within her current role, Caroline is responsible for the development and implementation of our Talent Strategy. Working through a small specialist Caroline is responsible for ensuring that we have a strong pipeline of talent to meet the needs, current and future of the business.

Caroline’s passion is for actively driving and enabling “people and perfor-mance” transformation; getting the very best out of every single person and enabling them to meet their potential and aspirations.

The New Way to Work


~ Unlocking people's productivity with flexible working practices.~ Harnessing talent: meeting personal and business needs.~ Why place still matters: Fostering collaboration amongst the workforce.

Speaker: Philippe Jimenez , Regus

Vice President Corporate sales EMEA

Biography:

Philippe Jimenez started with Regus in 1994 right after graduating from the Sorbonne University and obtaining a Master degree at the Paris based CECI Business school. He was first hired as a Sales manager in Paris and after a

year he became Business Development Manager in Europe and South America. In 1998, he was promoted Sales manager for Southern Europe and

the Middle East. In 2004 Philippe became Country Manager for Spain and Portugal. In 2009 he was promoted to the position of Sales Director for Southern Europe, Africa and the Middle East. Finally, in 2010, he became

Vice President Corporate sales for EMEA.

Luncheon

Talent Management using Social Media



~ Talent Management in the new world.

~ Overall HR strategy in the digital world.

~ IBM experiences and successes.

Strategies & tools:

~ HR Strategy.

~ Usage of LinkedIn for recruitment.

Speakers: Mia Vanstraelen, IBMDirector of HR Services Delivery EMEA

Biography:

Mia Vanstraelen holds responsibility for Human resources in IBM Service Delivery Organization , Europe, Middle East & Africa, an operating team of 30.000 employees; She supports leaders and business architects, delivering very complex business solutions to IBM clients in all industries.From her position as the global IBM learning and talent Executive (2002 – 2006), she grew into “HR core” as the HR executive for IBM BeNeLux (2007 – March 2011). Previous to HR, Mia developed capabilities in sales manage-ment, business development and industry solutions. She did lead the development & introduction of IBM’s Insurance Industry Framework. During 8 years she performed, in a global capacity, projects & consultancy in the domain of business development & transformation for insurance clients.Mia does hold a Master degree in electronic, electrical and mechanical engineering; She is a board member of IBM in Belgium and a board member of the pension fund of IBM-Belgium.


14:00

14:45

12:30

~ For all companies, it’s important that talent is able to work flexibly; filling the necessary gaps and adapting to new roles. For large global corporations it’s even more vital that there is pipeline of talent able to step up and to fill roles across the organisation in both current and emerging markets. So with the much vaunted “war for talent” still raging, where do we look for the stars of tomorrow and how do we equip them for a more mobile future career?

Strategies & tools:

~ The presentation given by a leading expert in flexible and

mobile working will cover the latest trends and support this

through use of research conducted by Regus amongst HR professionals with the most critical points for workplace change in their organisation discussed. Main issues such as collaboration amongst the workforce are identified and case studies of organisations that have faced these challenges are

given. The presentation will finish with a discussion on what are

the opportunities for them to support collaborative working in

their organisations, and the needs of their people & businesses.

~ Social Media in CRM.

11:45


Meeting the Dragon: New ways in Management Development.


~ Get ideas for your own HR-programs.

Speaker: Dr. Ernst Balla, voestalpine AG Head of Management Development

Biography:

Dr. Ernst Balla gained his promotion in economic sciences and knowledgemanagement and started his career as IT/Internet-expert and soft skill trainer

for ten years before accepting the lead of 2,5 years project for the Hospital Holding of Lower Austria with its 27 individual hospitals and 18.500 employees.

2008 he moved back to his home-town Linz, taking the position of strategicpersonnel development of international high performance teams.Balla also teaches communication and team development at the Universityof Applied Science in Linz, Austria.

Book contributions:“Mitarbeiter schulen Mitarbeiter” in Preissing, Dagmar: “Personalmanagementim demografischen Wandel”, 2010, Oldenbourg Verlag, Munich.“Change-Management” Co-Author, in “Business Transformation Management

Methodology 2012, Gower Publishing

Awards:Austrian HR-Award (EAPM) for the “vision-Stage” program, 2011Nominee of European HR-Award 2011, Istanbul




15:30

16:00

~ Learn a specific application of Orchestra Work and using a

film crew within a top Management Development program. ~

How to deal with a very strategic topic in HR.

Strategies & tools:

~ How to allocate very diverse and heterogenious employees to

different stages of management programs.

~ How to apply Orchestra-Work combined with a vision;

End of Day One16:45

~ Best practice/case study of the vision-Stage within the

voestalpine Management Development.

~ How to apply “making a film” from team-building up to communication of key messages).

~ Get insights of the award-winning “vision-Stage”-program.

5th

Mastering HR Summit 2013 Day Two - Thursday 21st

5 5 th

Registration

Talent Management in a global pharmaceutical company


Strategies & tools:

~ Understand current challenges reg Talent for big Pharma.

~ Talent Screening / Conferences.

Speaker: Christoph Bertram, Bayer Pharma AGGlobal HR Business Partner

Biography:

Currently: Global HR BP of Bayer Pharma AG, Berlin Before:Head of CoE Compensation, Bayer AG, LeverkusenHead of Corporate Audit, Schering AG, BerlinCFO Schering de Venezuela, CaracasHead of Management Services, Schering AG, Berlin Dr rer soc oec, Master of BA, Bank apprenticeship

Generation Management and the link to HR Risk Management


~ Understanding of specific aspects of generation management.

~ Understanding of HR metrics.~ understanding of how to set up HR risk management within an organization.

Speaker: Barbara Covarrubias Venegas, FHWien Research Associate and Lecturer

Biography:

Research Associate and Lecturer

- Coordinates the lectures “scientific (empirical) research” regarding contents and didactics- Organizes and reviews the Bachelor and Master thesis process and supervises Bachelor and Master thesis- Research focus: Management of generations/the aging workforce, Diversity, Personnel Development, Performance Measurement, Perfor mance Management, International Human Resource Management, Intercultural Management.




8:30

9:00

10:30

~ Learn about various options how to tackle these challenges.

~ Get to know the Bayer Pharma way of how to ensure competitiveness in TM.

~ Career pathing.

~ Programs to gain international experiences.

Strategies & tools:

~ Deep insight in generation management and the link to HR risk management.

~ Design of HR risk management system.

~ Possible metrics for each HR risk.

11:00

Employee Engagement: How HR can help build an engaging workplace


~ What it is that stops engagement efforts from making a difference.~ A new model to foster employee engagement.~ How HR can help create a real engagement culture.

Strategies & tools:

~ A new model to foster employee engagement.~ A model to help ensure engagement follow up is really effective.~ A checklist for HR to help them plan their engagement activities.

Speakers: Geoffrey Matthews, Merck Serono SAVice President Human Resources Strategy

Linda Holbeche PhD, The Holbeche Partnership co-Director, Human Resources Expert

Biography:

Geoffrey Matthews is an experienced HR executive with an extensive background in employee engagement, organizational development, rewards, and international HR. He is co-author with Linda Holbeche of “Engaged: Unleashing Your Organization's Potential Through Employee Engagement”, which was published by Jossey-Bass in April 2012 and has been shortlisted for the CMI Management Book of the Year prize (see http://yearbook.managers.org.uk/). He is currently Vice President HR Strategy for Merck KGaA, a leading DAX 30 European chemical and pharmaceutical company. Prior to this, Geoff held senior HR positions in a number of major companies including Hoffmann-La Roche and Hewlett-Packard. He is a Fellow of the UK Chartered Management Institute as well as being a member of the CIPD, SHRM and World at Work.Biography:

Linda is co-Director of The Holbeche Partnership (THP), a research-based development consultancy. Linda has a strong interest in helping organisations and individuals achieve sustainable high performance. Her consultancy practice includes strategy and leadership development, the development of human resources professionals, organisational development/change management and executive coaching. Linda’s career history combines extensive experience and expertise in management and organisational development with a strong track record in leading-edge research. Previous roles include Research and Policy Director at the Chartered Institute of Personnel and Development (CIPD), Director of Leadership and Consultancy at The Work Foundation, Director of Research and Strategy at Roffey Park Management Institute, Management Development manager for American Express, various senior teaching positions and a spell in publishing.

9:45

Mastering HR Summit 2013 Day Two - Thursday 21st

5 5 th

Leveraging Technology to Create Impactful Leadership Development Courses at GE pharmaceutical company.


~ To be announced.

Speaker: Marilyn Kronenberg, GE Corporate Program Manager EMEA, Global Learning

Biography:

Marilyn works for General Electric Company as Program Manager for GE Global Learning Crotonville Leadership. She is responsible for the CLOU – Crotonville Leadership Open University where she designs curriculum, delivers training, and trains other virtual facilitators in leading the CLOU MasterClasses. She also manages Coaching for HR Professionals and leads the European Trainer and Facilitator Network which has over 300 members across the EMEA region.Previous to joining the Crotonville Leadership Team, Marilyn was the Human Resources Manager for GE Healthcare, Germany Austria Switzerland and was also the cross-business Learning & Development Champion for these countries. Marilyn has held various management roles in HR and Organiza-tional Development in global companies over the years in and outside GE. She worked several years in Germany as a free-lance leadership trainer and coach and also taught courses in Intercultural Communication at the University of California in San Diego. She has worked in 21 countries, touching people from over 34 different cultures.

“Y” Generation Leaders


~ Characteristics of the Y generation.

Speaker: Ana Krleska, UACS Human Resource Coordinator

Biography:

With only three years of professional experience in the field, Ana Krleska is already one of the most ambitious and evident young leaders in Macedonia. Her BA in International Relations and Diplomacy combined with an MBA in Human Resource Management provides her with unique mix of practical knowledge that she implements at the University American College Skopje working as an HR Officer. She has recently become the HR Product Specialist for the Center for Organizational Effectiveness at the University offering her practical expertise in the fields of Performance Management, Organizational Culture and Organizational Alignment.




16:00

14:00

11:45

Luncheon12:30

~ Competitive advantage of the Y generation.~ Y generation vs. X generation.~ Y generation vs. Baby Boomers.

~ How to align the institution and drive it towards greater effectiveness by using the various generations’ leadership styles.

Closing Remarks by the Chairperson

15:30

The Impact of Corporate Social Responsibility on Employee Engagement & Development.


~ Analyze corporate social responsibility’s impact on people, i.e: Emotional Intelligence.

Speaker: Derya Duman, Vodafone Human Resources Business Partner

Biography:

Derya Duman has studied Political Science & International Relations in Marmara University, and one year as an exchange student in Germany. She has started her career life in production sector in one of the biggest holdings in Turkey. She has improved versatile HR experience in Assan Aluminium for more than 3 years. Then she moved to Danone Dairy as Sales HR Business Partner and after 1,5 year she has moved to Compensation & Benefits role. In 2011, Derya moved to GSK as HR Business Partner and after that she moved to Vodafone as HR Business Partner in October 2012. She gained significant experience in production, FMCG, Pharmaceutical & Consumer Healthcare and now Telecommunication. She has worked on Recruitment & Selection, Organizational Development, Talent Management, Key Account Management, Compensation & Benefits, and Turkish Labor Law & CSR.

She has been working on Orphanage for orphan kids since 2006, she is a member of an NGO (Benim Yuvam) and she has been actively developing projects for orphan children. She is married and interested in Gestalt psychology.

14:45

~ Clarify the correlation between corporate social responsibility and employee’s engagement/career development.

~ Underline the importance of CSR for companies and suggest a roadmap for win-win scenario.

Strategies & tools:

~ Questions to audiance; a) The percentage of companies engaged in CSR. b) Measurements of CSR effect on employee’s performance.

~ The best practices in companies that use CSR as a tool for employee’s development plan and what can we do as HR professionals for a better understanding of CSR.

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350€

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Mastering HR Summit 2013 5 5 th Berlin - Germany 20th & 21st of March | Page: III


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Page: I March 20 - 21 Berlin, Germany th Mastering HR · Lucas Van Wees Vice President HR Commercial & Global KLM Philippe Jimenez Vice President Corporate Sales EMEA Regus Caroline