15-16 AUGUST 2022   A HYBRID EVENT EXPERIENCE - VENUE TBC
HR + L&D INNOVATION &
TECH FEST
“Celebrating the talent, technology and ideas that are transforming the future of work”

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TRANSFORMING HR AND L&D

Be part of South Africa's first HR and L&D Innovation & Tech Fest! This exciting gathering of HR and L&D thought-leaders, disruptors and experts will celebrate the talent, technology and ideas that are transforming the future of work and corporate learning. Three amazing mornings of learning and innovation await you. We're on a mission to unlock and realise the potential of technology for the betterment of people, businesses, and the world.

2-FOR-1 TICKETS

2-for-1 tickets are a reward for buying your tickets early. You can purchase as many as you like, and to make it easy for you, we don't need names until the end of July. 2-for-1 tickets are offered to HR and L&D practitioners (not consultants or service providers). 2-for-1 tickets are available for the first 100 bookings only, so be sure to take advantage of this offer before they sell out!

HR 2019 HOT TOPICS

6 months of research led to the evolution of this unique conference program. It's a result of country wide face-to-face discussions with over 90 industry professionals speaking their mind

THANK YOU TO OUR 2021 SPEAKERS

Laurie Ruettimann Writer, Speaker & Podcaster Punk Rock HR (USA)
Thokozile Lewanika Mpupuni Group Head of Leadership, Learning and Talent Absa Group Ltd
Abey Kgotle Executive Director of Human Resources and Corporate Affairs Mercedes-Benz South Africa Ltd.
Dieter Veldsman Group Executive: Human Capital Momentum Metropolitan Holdings
Navid Nazemian Executive Transition Coach Independent (UK)
Jason Averbook CEO & Co-Founder Leapgen (USA)
Mechell Chetty HR Vice President Unilever Africa: aka The People Escalator Unilever
Ronnie Toerien HCM Development & Strategy Leader: Africa Oracle Corporation
Rob Bothma Strategic HCM Solutions Engineer Oracle Corporation
Mercy Chigoma Musekiwa Head of Talent Acquisition Liberty Group Limited
Lara Yeku Head of HR: Food Division Flour Mills of Nigeria (NG)
Bill Boorman Lead Advisor ProvenBase (UK)
Dan Stillerman Founder Excel Academy
Avi Levy Chief Operating Officer Excel Academy
Sameera Mohamed HR Director Microsoft South Africa
Shelley Osborne Ed Tech & Learning Expert Independent (USA)
Virgil Vandayar Learning and Development Manager, Content Developer and EdTech Enthusiast Independent
Stefan Bauer Transformation and Strategy Leader: Germany/Austria/Switzerland Eli Lilly and Company (GER)
Whita Tunyiswa HR Leader Independent
Kachné Ross Learning and Development Manager Wine Industry Network of Expertise and Technology
Jennifer McClure CEO & Chief Excitement Officer Unbridled Talent LLC & DisruptHR LLC (USA)
Anura Nandlal Business Transformation Specialist Toyota South Africa
Claude Silver Chief Heart Officer VaynerMedia (USA)
Tina Bjork Head of Instructional Design Wayfair (USA)
Nina Kreyer Global Head of Learning Philip Morris International (UK)
Vernon Griffith Global Head of HR Service Design & Delivery QBE (AUS)
Perry Timms Chief Energy Officer People and Transformational HR Ltd (UK)
Sheila Champion-Smeeth Global Head of Wellbeing, People and Communities Cisco (UK)
Nick Floro Learning Architect Sealworks Interactive Studios (USA)
Erich Kurschat Owner Harmony Insights LLC (USA)
Dina Alvarez Head of Culture and Employee Experience everis (UK)
Ashley Chiasson Senior eLearning Developer Traliant (CAN)
Christo Smit Executive Lead VSLS
Barry Vorster Executive Lead VSLS
Kel Hartman Chief Wellness and Engagement Officer Flywire (UK)
Jan Malan Senior Solution Consultant Workday South Africa
Yolanda Jordaan Grow Me Product Owner Nedbank Limited
Viva Somhlahlo Digital Learning Manager Nedbank Limited
Nathan Motjuwadi Former Executive Capitec
Tim Slade Founder e-Learning Designer's Academy (USA)
Kyle G Chetty HR Executive Autoboys SA
Paula Quinsee Growth Mindset Catalyst Ati2ud Communications (Pty) Ltd
Linda van der Loo Executive Consultant LRMG
Bahia Sarlie Group Leadership & Interim Learning Lead Absa Group
Bianca Woods Customer Engagement Manager Articulate (CAN)
Josh Lasker Co-Founder Abby Health Stations
Ronel Camacho Managing Partner Africa People Advisory Group
John Fumbah Head: Learning & Development Stanbic Bank Ltd (KEN)
Jarrod Gabriel Co-Founder fikaTime
Elizabeth Lembke Chief Talent Navigator Transforming Talent (GER)
Abigail Potgieter Sales and Marketing Manager Lesson Desk
Chris Jones Head of Customer Success Enboarder TalentSmith Technology
Khotso Nhlapo HXM Solution Advisor SAP
Tshifhiwa Dombo HR Solution Advisor SAP
Seipati Moloto Head of Learning Liberty
John Brodie Future of Work and Leadership Services Leader Africa Deloitte Consulting
Laurie Ruettimann Writer, Speaker & Podcaster Punk Rock HR (USA)
Thokozile Lewanika Mpupuni Group Head of Leadership, Learning and Talent Absa Group Ltd
Abey Kgotle Executive Director of Human Resources and Corporate Affairs Mercedes-Benz South Africa Ltd.
Dieter Veldsman Group Executive: Human Capital Momentum Metropolitan Holdings
Navid Nazemian Executive Transition Coach Independent (UK)
Jason Averbook CEO & Co-Founder Leapgen (USA)
Mechell Chetty HR Vice President Unilever Africa: aka The People Escalator Unilever
Ronnie Toerien HCM Development & Strategy Leader: Africa Oracle Corporation
Rob Bothma Strategic HCM Solutions Engineer Oracle Corporation
Mercy Chigoma Musekiwa Head of Talent Acquisition Liberty Group Limited
Lara Yeku Head of HR: Food Division Flour Mills of Nigeria (NG)
Bill Boorman Lead Advisor ProvenBase (UK)
Dan Stillerman Founder Excel Academy
Avi Levy Chief Operating Officer Excel Academy
Sameera Mohamed HR Director Microsoft South Africa
Shelley Osborne Ed Tech & Learning Expert Independent (USA)
Virgil Vandayar Learning and Development Manager, Content Developer and EdTech Enthusiast Independent
Stefan Bauer Transformation and Strategy Leader: Germany/Austria/Switzerland Eli Lilly and Company (GER)
Whita Tunyiswa HR Leader Independent
Kachné Ross Learning and Development Manager Wine Industry Network of Expertise and Technology
Jennifer McClure CEO & Chief Excitement Officer Unbridled Talent LLC & DisruptHR LLC (USA)
Anura Nandlal Business Transformation Specialist Toyota South Africa
Claude Silver Chief Heart Officer VaynerMedia (USA)
Tina Bjork Head of Instructional Design Wayfair (USA)
Nina Kreyer Global Head of Learning Philip Morris International (UK)
Vernon Griffith Global Head of HR Service Design & Delivery QBE (AUS)
Perry Timms Chief Energy Officer People and Transformational HR Ltd (UK)
Sheila Champion-Smeeth Global Head of Wellbeing, People and Communities Cisco (UK)
Nick Floro Learning Architect Sealworks Interactive Studios (USA)
Erich Kurschat Owner Harmony Insights LLC (USA)
Dina Alvarez Head of Culture and Employee Experience everis (UK)
Ashley Chiasson Senior eLearning Developer Traliant (CAN)
Christo Smit Executive Lead VSLS
Barry Vorster Executive Lead VSLS
Kel Hartman Chief Wellness and Engagement Officer Flywire (UK)
Jan Malan Senior Solution Consultant Workday South Africa
Yolanda Jordaan Grow Me Product Owner Nedbank Limited
Viva Somhlahlo Digital Learning Manager Nedbank Limited
Nathan Motjuwadi Former Executive Capitec
Tim Slade Founder e-Learning Designer's Academy (USA)
Kyle G Chetty HR Executive Autoboys SA
Paula Quinsee Growth Mindset Catalyst Ati2ud Communications (Pty) Ltd
Linda van der Loo Executive Consultant LRMG
Bahia Sarlie Group Leadership & Interim Learning Lead Absa Group
Bianca Woods Customer Engagement Manager Articulate (CAN)
Josh Lasker Co-Founder Abby Health Stations
Ronel Camacho Managing Partner Africa People Advisory Group
John Fumbah Head: Learning & Development Stanbic Bank Ltd (KEN)
Jarrod Gabriel Co-Founder fikaTime
Elizabeth Lembke Chief Talent Navigator Transforming Talent (GER)
Abigail Potgieter Sales and Marketing Manager Lesson Desk
Chris Jones Head of Customer Success Enboarder TalentSmith Technology
Khotso Nhlapo HXM Solution Advisor SAP
Tshifhiwa Dombo HR Solution Advisor SAP
Seipati Moloto Head of Learning Liberty
John Brodie Future of Work and Leadership Services Leader Africa Deloitte Consulting
VIEW MORE

Betting On You: How HR Can Put Itself First and Finally Take Control of Its Career

Upskilling For The Future: Insights and Lessons from the Absa Group Ltd Experience

Reskilling, upskilling and multi-skilling of employees has been a critical part of Absa’s strategy to build a more future-fit workforce over the last 5 years. The journey to building a more future-fit workforce has provided Absa with several opportunities to reimagine its approaches to building skills and highlighted the need to put as much focus on building enabling mindsets and behaviours as on technical skills. The Covid-19 pandemic has further disrupted many entrenched ways of skilling employees and opened up even more exciting possibilities for Absa’s skilling agenda.

This session provides some insights and lessons from Absa’s Building A Future-Fit Workforce journey with particular focus on the Absa Compliance Career Academy, the Cybersecurity Academy, the Absa Digital Campus, the Absa Cloud Incubator and Absa Learning Weeks. Insights include lessons on our human capacity to reinvent ourselves at speed and at scale; the necessity of self-directed learning in the current world of work; the power of untraditional pathways for 4IR skills development and employment; and how technology can be leveraged to create intimate and collective virtual learning experiences for thousands of employees dispersed across the continent.

Key takeaways:

  1. Win-Win partnerships are the ultimate accelerator for any upskilling agenda. Play to your strengths and find superstars with complementary skills who share your vision and values.
  2. The abundance of human potential should never be limited by our current understanding of what humans have achieved, and the paths that got them there. We can all, and should, innovate.
  3. When leveraged effectively, technology can be used to create even higher levels of intimacy and connection during learning. Virtual is not only different, it can also be better.

Mind, Body, Heart and Soul. The Importance of Enabling & Sustaining Holistic Employee Wellbeing, to Drive a Culture of Performance

Over time, we have come to recognise the ever-increasing importance of employee wellbeing in the workplace. Employee wellbeing is an integrated state of psychological, physical, and emotional wellbeing. These states are synonymous with one another, and therefore integral to focus on employee wellbeing, holistically. The COVID-19 pandemic has shifted various paradigms. As human beings, we are social by nature and often rely on connecting with people and our teams, to drive a high-performance culture. The dramatic shift in our social habits, ways of working, and realisation of the effects of the pandemic, have exacerbated stress and anxiety among people.

The presentation will therefore aim to provide insights on employee wellbeing, with a focus on our current context and the perceived future environment. Once we have developed a descriptor of employee wellbeing, the next phase of the presentation will include an overview of levers that inculcate a culture in which employee wellbeing is deeply entrenched within the value system. Ultimately, employee wellbeing should be integrated within the complete employee experience in the workplace, as a mechanism to drive sustainable performance.

Key takeaways:
1. The importance of approaching employee wellbeing holistically.
2. Inculcating a culture and presence of employee wellbeing in the workplace.
3. Employee wellbeing as a lever to enable a high-performance culture.

Designing Work for Humans: A Revised Experience-Based Approach Towards People Management Practices

The world of work has seen significant changes over the past decade. The rise of the fourth industrial revolution, sustainability concerns with regards to climate change, global economic power shifts, demographical changes, and the Covid-19 pandemic has forever changed how, where, and for who we work. Organisations have had to deal with a changing psychological contract, with employees demanding more from employers in a world of instability, growing concerns pertaining to privacy and a rising gig-remote workforce. Amidst all this noise, human resource functions have had to deal with a war for talent where the rules have changed overnight, the playing field has become digital and the competition global.

The purpose of this presentation is to provide an overview of the experience-lead design movement within human resource practices. In the context of a hybrid world of work, a revised approach towards designing human-first employee experiences and technologies has become an important consideration for all human capital practitioners.

The presentation draws upon real-life examples and will explore the thinkhumanfirst journey that Momentum Metropolitan has embarked on to "Be an employer that sees people as human beings, create a place where they aspire to work, want to grow and contribute to a meaningful story of success."

Key takeaways:

  1. Be aware of the shifting approach towards designing experience-led human capital practices and technologies
  2. Practical challenges to solve in ensuring that human capital practices are future-fit and deliver on the desired employee experience
  3. Overview of how experience-led design translates into innovative employee-centric technology solutions

The Future of Executive Transitions

Pre-covid research proves that executive transitions are risky with 40% of executive transitions failing during the first 18 months. New executives often require 6+ months to break even productivity levels. The global pandemic has further intensified the risk of a rocky start, so executive transitions are even more challenging now. Together we will explore proven de-risking strategies as well as powerful and practical interventions to enable executives to hit the ground running and accelerate value creation for their organisation. Tune in to find out more!

ACTING ON THE NEXT PHASE: Accelerating People through Digital Transformation

The radical disruption of 2020 reset work, budgets, leadership, trust, and Human Resources as a business function. The Great Reset is done. We’re now faced with the Great Recovery, stymied by the Great Resignation. People want more, expect better, and need to re-establish trust and connection in the Now of Work.

THE NEXT PHASE requires we emerge from disruptive change and lead intentional change by redesigning workforce experience for good. Making people effective in the Now of Work requires a digital mindset and a design thinking approach to humanise workforce technology. Creating personalised, relevant experiences for your workforce will keep them effective, make them happy, and ensure they stay. If workforce technology doesn’t make work easier, it’s a problem, not a solution.

Jason Averbook shares key learnings in this compelling keynote:

  1. Understanding and creating a shared vision around workforce experience from a digital state of mind
  2. Leveraging the RIGHT data to inform experience: Voice of the Customer (Your People)
  3. The role technology NEEDS to play in supporting workforce experience; what really makes people effective

Maximising the Open Talent Economy

The Future of Work is here and we need to embrace it. The open talent economy teaches us to be resourceful and agile in our we source, develop and collaborate on talent.

Key takeaways:
1. What is the open talent economy
2. How to plan for flex resources
3. Building partnerships and collaborations

Are You Still Training People The Way You Were Trained?

For those of you who can still remember your school days, I am sure that you will recall how you dreaded going to most of your lessons and found most of them boring. Why is this? Well, we have always been taught the same things in the same way for many years with very little innovation or excitement. Probably the closest we came to innovation was the arrival of an overhead projector to replace the blackboard!

Fortunately, technology has changed not only what we learn but also how we learn. We now have an abundance of learning opportunities, thanks to the internet and the arrival of YouTube videos. We can now find out just about anything we want online – even how to build an atomic bomb if we are really interested! The success of YouTube is due to the fact that most of the videos that we can learn things from are usually in short bite-sized snippets of between 3 and 10 minutes. This is because research has shown that our average attention span is not 40 - 45 minutes, which is what our school periods were divided into, but rather 5 minutes or less. It is also available 24/7 and we can find learn things as and when we need to.

If people are learning about things that interest them in short bursts of information on the internet, why are we not applying this same principle in our work environment? Surely we should be taking notice of the way people are teaching themselves in things that they are interested in, and apply these methods in teaching them what we need them to know to do their jobs in the most effective way?

During this session, you will see how organisations like Oracle, are changing how we learn in the work environment, moving from “just-in-case” learning to “just-in-time” learning and see the many benefits that can be experienced by your learners and your organisation. We will also look at some of the innovations being brought to the workplace learning environment such as Virtual Reality and Augmented Reality.

Key takeaways:
1. Innovation in technology has changed both what we learn as well as how
2. Engage your Employees by teaching them how, where, and when they want to learn
3. Provide "just-in-time" learning rather than "just-in-case" learning

Transforming HR - By Extracting Value From Your Data

Over the past millennia, HR has been collecting data, but extracting very little value from it, as this data has pretty much only been seen as transactional in nature. This stems from the early days of computing in HR, where HR’s primary role was centered on record keeping and compliance. When looking at creating a data-driven strategy in today’s technologically advanced business environment, it is important to understand how Analytics and Artificial Intelligence can move HR from being transactional to a real driving force in the organisation by assisting the organisation in meeting its strategic objectives.

Using Emerging and Artificial Intelligence technologies HR now can provide the organisation with business insights as opposed to just historical reporting. Through this, HR can assume its rightful place at the decision-making table of the organisation, especially in the new way of work we all find ourselves. Now more than ever organisations are relying on the HR team to not only guide but assist management in navigating the changes the current climate has thrust upon organisations.

However, for HR to be able to provide this level of Insight and Business Value to its customers, HR itself needs to be transformed. The HR team needs to embark on its own Digital Transformation Journey, and now is the time for the HR team to embark on this journey through the adoption of emerging technologies. It’s time for HR to transform itself into a true strategic partner of the organisation. By creating a data-driven culture will enable the organisation to start transforming your transactional data into Business Insights, and through these insights HR will start adding true Business Value to the Organisation. And therein lies the value of HR today.

Key takeaways:
1. Understanding the value Analytics can bring to HR
2. Obtain a deeper understanding of technologies available to HR
3. Experience how AI and Analytics is changing the way HR works

The Role of Talent Acquisition in the New World - How to Survive and Thrive Through Unprecedented Challenges

The future of work is here and as Talent Acquisition professionals we must repivot and look beyond the horizon, operating as a profit center and driving the digital transformation agenda.

Understanding the key talent drivers and how to attract, engage and retain, call for innovations and creative solutions that should be driven through partnering and co-creating with the business. We need to tap into non-traditional talent sources and identify which are the key ones whilst focusing on equitable processes that elevate D&I. Our key to survival is a tech-enabled and automated environment that is sensitised to Human touchpoints and can drive the candidate experience. How do we drive governance and legal compliance in a volatile environment where standard checks are difficult to process?

During such disruption, we are experiencing as Talent Acquisition Leaders, how do we ensure our recruiter experience is seamless and conducive for them to flourish. Budget remains an issue for businesses to support the procurement of tools that will enable us to drive value, we need to able to build agile business cases that drive results. Building and constantly articulating stories that speak into D&I and EVP has become critical and as a function, we take center stage in driving this.

Key focus areas:
1. Key sources for quality talent and the role of internal mobility.
2. Key competencies for Talent Acquisition during this transformation.
3. Driving digital transformation and automation of recruitment process to focus on candidate experience.
4. Importance of data in recruitment and providing insights to the business through storytelling.
5. Strategic internal partners Talent Acquisition must work with to drive change.
6. Considerations for diversity, equity, and inclusion (DE&I).
7. The role of TA in Employer branding.
8. Compliance and governance in the recruitment lifecycle during the lockdown.

Redesigning HR with Design Thinking

The past year has forever changed the way we work. As organisations, we are dealing with that reality sooner than we thought. It has changed our strategies, brought forward digital transformation, advanced our collaboration systems, and demanded our workforces to adapt fast. And we have done this while simultaneously learning how to support, develop, and grow our people when they are not in our building. It's been a steep learning curve. But we've learned a lot. Now it's time to think about the future. Not only what our workforce could look like, but how we will succeed.

What do we need to do to make sure that change is for the better, sustainable, and productive? That real transformation happens. And we learn and evolve to succeed as organisations and as individuals. The truth is that there is no one future. No single solution fits every company and every situation. The only certainty is that we will need to do different work differently. But we can learn from the lessons of the past year and take inspiration from those organisations seizing the moment. To shape their future their way.

Design Thinking for Human Resource.
One of my favorite applications of design thinking is not for product development but for Human Resources (HR), and redesigning the employee experience. You can apply HR design thinking techniques, methods, and mindsets to create internal human-centered innovations that can solve real problems and benefit your employees in the day-to-day and at critical moments. You can focus your HR human-centered design efforts on impacting a number of key employee journeys ranging from onboarding to training & development to the physical office environment. The customer or user that you design for in this case is the employee. Design thinking projects from HR tend to be easier to do in this instance since you already know your users well (and hopefully have greater empathy) since they are your colleagues.

Design Thinking is a design methodology that provides a solution-based approach to solving problems. It’s extremely useful in tackling complex problems that are ill-defined or unknown, by understanding the human needs involved, by re-framing the problem in human-centric ways, by creating many ideas in brainstorming sessions, and by adopting a hands-on approach in prototyping and testing. Understanding these five stages of Design Thinking will empower anyone to apply the Design Thinking methods in order to solve complex problems that occur around us — in our companies, in our countries, and even on the scale of our planet.

Therefore, design thinking skills provide the mindset and capability for HR professionals to be innovative, agile, and responsive to human and business dynamic needs.

What's Happening in Hiring Tech?

The way we hire has been quietly changing and is about to change in a way that will impact how we hire. Evolution, driven by tech has been at the heart of the digital transformation accelerated by the dramatic changes of the pandemic. The challenger ATS’s have morphed from being systems of record, to integrate core features from the CRM’s, emerging as end-to-end hiring platforms, with analytics and ranking and recommendations at the heart of it.

TA teams have shifted to taking a transactional campaign approach to fill roles in the most efficient way, understanding that one size does not fit all, and this includes deploying services like RPO, Referral, and Programatic Advertising from within the ATS, job by job.
In this presentation, Boorman will take a deep dive into what is happening now, and what is possible. What this means for talent acquisition, and for candidates everywhere, and how this is changing both tactics and strategy in the real world.

Hold on to your hats!

5 Best-Kept Excel Secrets for HR Professionals

This fun and interactive Masterclass will reveal step-by-step how to work smarter, save time, and have more fun in your day-to-day Excel work.

We'll be sharing Excel secrets you can apply immediately in your work, to significantly ramp up your confidence and productivity. Some of the focus areas include keyboard shortcuts, data formatting, formulas and PivotTable dashboards.

Best of all?

  • You are guaranteed to learn something new, regardless of whether you consider yourself a complete beginner or a seasoned Excel jockey.
  • You'll be able to apply many of the tips and tricks beyond Excel - into your work in Outlook, Word, PowerPoint and beyond.
  • You'll receive a complimentary keyboard shortcuts cheat sheet - to help you transform into a shortcut ninja in record time.

5 Best-Kept Excel Secrets for L&D Professionals

This fun and interactive Masterclass will reveal step-by-step how to work smarter, save time, and have more fun in your day-to-day Excel work.

We'll be sharing Excel secrets you can apply immediately in your work, to significantly ramp up your confidence and productivity. Some of the focus areas include keyboard shortcuts, data formatting, formulas and PivotTable dashboards.

Best of all?

  • You are guaranteed to learn something new, regardless of whether you consider yourself a complete beginner or a seasoned Excel jockey.
  • You'll be able to apply many of the tips and tricks beyond Excel - into your work in Outlook, Word, PowerPoint and beyond.
  • You'll receive a complimentary keyboard shortcuts cheat sheet - to help you transform into a shortcut ninja in record time.

5 Best-Kept Excel Secrets for HR Professionals

This fun and interactive Masterclass will reveal step-by-step how to work smarter, save time, and have more fun in your day-to-day Excel work.

We'll be sharing Excel secrets you can apply immediately in your work, to significantly ramp up your confidence and productivity. Some of the focus areas include keyboard shortcuts, data formatting, formulas and PivotTable dashboards.

Best of all?

  • You are guaranteed to learn something new, regardless of whether you consider yourself a complete beginner or a seasoned Excel jockey.
  • You'll be able to apply many of the tips and tricks beyond Excel - into your work in Outlook, Word, PowerPoint and beyond.
  • You'll receive a complimentary keyboard shortcuts cheat sheet - to help you transform into a shortcut ninja in record time.

5 Best-Kept Excel Secrets for L&D Professionals

This fun and interactive Masterclass will reveal step-by-step how to work smarter, save time, and have more fun in your day-to-day Excel work.

We'll be sharing Excel secrets you can apply immediately in your work, to significantly ramp up your confidence and productivity. Some of the focus areas include keyboard shortcuts, data formatting, formulas and PivotTable dashboards.

Best of all?

  • You are guaranteed to learn something new, regardless of whether you consider yourself a complete beginner or a seasoned Excel jockey.
  • You'll be able to apply many of the tips and tricks beyond Excel - into your work in Outlook, Word, PowerPoint and beyond.
  • You'll receive a complimentary keyboard shortcuts cheat sheet - to help you transform into a shortcut ninja in record time.

Is Your Company Future Proof?

COVID has seen companies doing 10 years' worth of digital transformation over the 2 years in an attempt to remain relevant in what can be described as a constantly changing marketplace. And digital transformation hasn't been isolated to only business teams, we have seen if HR teams are not evolving and moving with the company they will be left behind and become obsolete.

In this session, Sameera will cover current workforce trends, how we use technology to help drive HR's agenda to create a workplace of the future and understand how to ensure we take Diversity & Inclusion into account in our planning.

Key takeaways:
1. How HR can stay relevant to the business
2. How technology aids us HR in their own digital transformation
3. How to bring Diversity and Inclusion to the forefront.

Thriving in a Change Era: How L&D Fuels the Future of Work

From technology disruption to hybrid work environments, guiding your organisation through transformation requires serious learning. Change is the new normal, and learning is the only way through it. Yet, adapting to today’s rapid change landscape requires us to evolve from the traditional approaches to Learning & Development towards an approach that meets employees wherever they are, with whatever they need.

Shelley Osborne will discuss strategies for L&D leaders to reconsider their approaches to Learning & Development in these dynamic environments and consider the skills employees need to thrive through this constant change in the modern workplace. She'll share new techniques you can use to generate innovative approaches to learning and showcase an effective framework for your L&D strategy.

In this session, you will learn:

  1. How hybrid and evolving work environments is forcing organisations to develop change agility across the business
  2. How to leverage learning to support your organisation through transition and adapt to new workplace environments
  3. The skills and competencies needed for employees in a modern and hybrid workplace

Hitchhikers Guide to L&D

I’m not a Futurist, but I am Curious.

 

You may have heard the following idioms or axioms. In the foreseeable future, future shock, in the not so distant future, feeling ground tremor, or hearing distant thunder. These idioms reference a sense of expectation, an impending change or a future state. While many argue that the COVID-19 pandemic set us back in 2020, research suggests that it has catapulted us into the future. For many Learning and Development teams, this is especially true, as March 2020 was more like the start of 2025. As some organisations reluctantly moved off their dial-up modem, others have experienced profound changes with renewed focus on workforce upskilling. So, I'm curious.

 

How far did the field of L&D advance, during this annus horribilis of the year 2020?

 

In this session, we will take a peek into what the future of L&D could look like, and discuss some key considerations when exploring your future state.

Transforming Self, the Organisation, and Society: a Real-Life Case of Eli Lilly and Company

Lilly Germany, Austria, and Switzerland is a major Affiliate of Eli Lilly and Company, a global, US-based pharmaceutical company. Since 2014 Lilly Germany has been on a transformational journey from a traditional hierarchical organisation to an agile, self-organised one. Results have exceeded expectations on the people and business side. One of the major outcomes is the first Common Goods Balance of the pharmaceutical industry. The organisation is now a hybrid between hierarchy and self-organisation. Stefan will share insights on the transformational approach taken, and some of the key models that have been very helpful in becoming an agile organisation of the 21st century.

Key takeaways:

  1. A practical example on organisational transformation that has been working
  2. Some highly useful models for individual and organisational transformation
  3. Inspiration

Engaged Employees Act Differently: Going Above and Beyond Giving Their Organisations a Competitive Advantage

AN IMPACTFUL APPROACH TO EMPLOYEE WELLNESS AND WELL-BEING IS A MUST!
“Ultimately, leaders must create a culture in which leaders, managers and employees weave wellbeing into their everyday conversations. Wellbeing must become a natural and expected part of “how we do things around here.” State of the Global Workplace: 2021 Report, Gallup Employee's mental and physical health are fundamental for business growth, strength, stability, and sustainability. Physical and mental fitness, have become buzzwords amongst the HR community, but do we really understand what employee wellness is? Why do different companies have different approaches to addressing this topic?

HOW SHOULD YOU ADDRESS EMPLOYEE WELLNESS AND WELL-BEING?
• Is flexibility a luxury or a necessity?
• How can we manage employee demands and our expectations?
• How have are your employees experiencing work and life?
• Whilst employee wellness and wellbeing are a growing concept, there is great emphasis on proactively managing and promoting this. Does employee wellness feature in your company’s strategic direction?
• Is the impact of your programs measurable?

Employee Wellness should collaborative effort Leaders should shift their thinking in particular on how to measure the ROI. Employee wellness is not a nice to have or a value proposition, it is a necessity of any organisation to survive.

Key takeaways:
1. How to create a holistic wellness program?
2. How can HR track the deliverables of a program and show tangible benefits and ROI?
3. Overcoming the issues of tracking work progress when it comes to flexibility in the workplace
4. What technology is out there to enhance wellness?
5. Proactive vs. reactive approaches to wellness in the workplace Managing employees’ expectations and demands when it comes to wellness.

L&D as the Catalyst for People Development

Winetech was looking for a solution to manage L&D for the entire SA wine industry effectively. A systematic approach was developed to address the critical aspects of people development: agreeing on the competencies required to grow the industry, identifying and availing learning to address skills needs; and providing the industry with the means to actively participate and manage the development of people.

A professional body for the wine industry was established to advance the competencies of practitioners related to occupations identified as important in the value chain. These occupations include the ±300 00 elementary workers employed in the industry, seeking to promote their employability whilst promoting the profitability of the industry by addressing competence. The professional body informs learning programs, advises providers, and avails continuous development initiatives based on defined competencies that were developed by subject matter experts in the industry. This, together with an industry LMS that is linked to all farmers and their employees to track their development. An industry culture of life-long learning is being established by introducing a system that allows for self-directed learning and a mix of blended learning opportunities.

Key takeaways:

  1. How the wine industry transformed from following a fragmented L&D approach to a centralised industry L&D systems approach.
  2. The industry can now capture and keep track of a competent workforce that has the possibility to develop into a professional workforce through the South African Wine Industry Professional Body and the assistance of the Wine Industry LMS.

Prepare for Impact: Leading Business Transformation in a Post-Pandemic World

Businesses face a challenging future – a volatile global economy, an increased need for innovation, an evolving workforce, talent/skills shortages, and rapid digital transformation – and there is a growing need for transformational leaders to step forward to address these critical issues threatening business success. To deliver maximum impact on results and effectively align teams and talent with strategic plans, future-ready leaders must focus strategically, understand how to influence change, and develop the capabilities to attract, recruit and develop the talent necessary to achieve business objectives.

In this program, Jennifer will challenge conventional leadership thinking, and explore progressive ways to evolve and disrupt traditional business practices. She'll also share actionable insights and creative ideas that leaders can leverage immediately to drive business results and competitive advantage for their organisations through the people that they lead and serve.

Key takeaways:
1. Understand the skills, competencies, and mindset that will define effective leaders in the future of work
2. Discover how to embrace and lead change while developing high-trust, high-value relationships with business partners
3. Learn from real-life examples and lessons learned from leaders who have taken risks, and disrupted their organisations

Work Style Innovation: React Respond Return Transform

Bringing HEART & HUMANITY into the Workplace

There are so many daily moments when humanity and empathy are needed at work. Especially now. Employees are humans first, and somewhere along the line, we forgot this.

Claude will empower us to contribute powerfully to our cultures by looking through the lens of being 100% human at work. You will be inspired to push your company and culture into action! You will be empowered to bring empathy into your organisation! And you will know how to create a sense of belonging, cultivate purpose and celebrate joy! You will walk away with the essential elements and methodologies to create strong teams that drive culture forward with a sense of motivation and collective energy!

Key takeaways:
1. Empathetic Leadership skills
2. Building sustainable and happy cultures
3. How to take care of your teams

Design Thinking Tools for Greater Results

unLearn – How Learning Innovation Enables Business Transformation at PMI

Machines In Suits: Building a digital HR workforce at QBE

Business Problem: How to increase the efficiency, effectiveness and experience of HR services delivered to 11800 people across 27 countries.

Remedy: QBE has started on a program of work to introduce intelligent automation (digital workers) alongside human colleagues

Key takeaways:
1. How smart tech is impacting the delivery of HR, work and the workplace
2. How QBE HR Operations is progressing with its intelligent automation journey
3. Benefits and challenges of integrating a digital and human workforce

Agency, Alignment, Agility - the REAL Future of Work

Whilst we are probably more uncertain about the future of work, technological advancement, economic power shifting, and a post-pandemic world, a TripleA version of work already exists, that will become more needed whatever the future scenarios bring. More autonomous ways of working, aligned to more purposeful missions in work and using adaptive, responsive approaches to work. If you are looking for a culturally sensitive, inclusive, high-performing and strategic way to get work done, the answer lies in that ordinary construct of teams: Working in a more sustainable, balanced way to achieve extraordinary results.

Key takeaways:
1. Understand the need to loosen, not tighten management grip
2. How to help build confidence, clarity, and togetherness in teams who willingly outperform
3. Measured, structured systems that are anti-fragile, creative, and pacy

Wellbeing and the Future of Hybrid Work

In today’s dynamic, highly connected and digital environment, there is a need to live and work differently. Businesses are now realising the importance of wellbeing to empower their people to make healthy choices and create communities who inspire and motivate each other to make small, sustainable changes to improve their personal and professional life demonstrably. Sheila will share her perspective about the Future of Hybrid Work and how enabling the wellbeing of people will ensure sustainable performance and drive engagement.

Getting Started with Prototyping: Turning Ideas Into Reality

Whether you are creating a new project, developing an app, or simply launching a new responsive course, prototyping can help you imaging the possibilities, better understand what’s working and what needs to be changed. In this session, you will explore the latest strategies in prototyping. You will learn about specific tools, techniques, and workflows that will help you kick off any project the right way. You will discuss how to collaborate on a concept, beginning with low-fidelity prototypes, gather user feedback, and translate this into high-fidelity prototypes before you start development. You will leave this session with tools and resources to turn your concepts into reality!

You're On Mute: Why You're Not Being Heard And What To Do About It

Many of us have experienced getting several sentences into a conference call before realising that we're on mute. Not to worry! With the quick push of a button, we begin again, assuming that others finally understand us. If only it were that simple. This session will take participants beyond the button, offering an actionable framework for meaningful, productive communication when it truly matters.

Key takeaways:
1. Attendees will learn basic concepts from the DiSC model of behavior
2. Attendees will explore diverse communication and personality styles
3. Attendees will identify specific strategies for being heard by all stakeholders

AD ADSTRA. Driving People Innovation Through Strategical Cultural & Digital Transformation

Innovation is the key to the success as individuals, as society and as businesses. As HR professionals we should be a step further to become a trusted advisor for our companies leads. AD ASTRA is the project that shows how to drive innovation within HR while believing in people, their ongoing development, and their talent to achieve business goals and how to use technology as the key for having a higher impact to be able to reach the stars together.

All employees want to live a positive experience in their journeys while they find their unique path to reach the stars. To achieve this we need to accompany our professionals from the very beginning and all along the way to support them in the accomplishment of their missions.

During the session, you will know how to define an innovative strategic plan accordingly to what your people and your company need, to help them reach their maximum potential, and how to provide the environment and technological tools to help all professionals better find their authenticity and their own road to achieve their objectives and to accompany your business growth.

Instructional Design for eLearning

Oftentimes, eLearning programs don’t fully consider Instructional Design principles and best practices. Without considering these principles, though, how can you ensure that eLearning is effectively addressing the issue for which it was developed?

In this session, you will learn about several key Instructional Design tips to consider when developing your eLearning. These tips stand to help you create a more targeted, consistent, and accessible eLearning program.

Key takeaways:
1. Why it is so important to know your audience
2. Methods for ensuring consistency
3. Strategies for designing more universally

Strategic Workforce Learning - A Practical Solution

As system thinkers, we believe that integration is based on the view that organisational business functions will act differently when isolated from the business environment. This prescribes an approach whereby a business problem needs to be solved holistically instead of plugging the holes.

The modern world of Learning and Development has turned to a mass of “patch jobs” that try to solve for the already changed world of work. Instead, by recognising the underlying business problem or aspiration, a pragmatic and practical plan can be made to prepare your workforce for this changing world. The answer is not simply in the numbers (analytics). The truth lies somewhere between your aspiration, numbers, operational process, culture, learning & development and the real threat of a changing future skills requirement. However, recognising there are two sides to the same coin provides a real opportunity for business.

The same 4th industrial revolution that is disrupting your world has brought forth insight beyond analytics. For once, an accurate competency framework sets the stage for pragmatic workforce planning and learning journeys for your workforce, irrespective of full-time or contingent workers. The presentation will cover the full lifecycle from understanding business strategy (direction) to the last mile, to not just keep up but accelerate your performance.

Key takeaways:
1. The new world of strategic workforce planning has a pragmatic solution

2. Strategic workforce planning need not operate in isolation anymore

3. By following the right process, puts the power back to leadership to focus on strategic direction

An HR Technology Ecosystem - a Fresh Approach

Organisations and especially HR are faced with a myriad and often confusing array of HR technologies and systems. What to do, where to start and why contemplate an HR ecosystem, rather than a conventional system of record or just a payroll with a few add-ons. What can (and should) a new HR technology ecosystem look like, what does it consist of, why is it different from what we have seen before and why should you care. Can it support your business and do so cost-effectively, whilst increasing the experience of your people and the enablement of your organisation.

HR enablement technologies are upon us, it is time to reflect on the recent changes in organisations, accelerated by a global disruption with how we engage with work; and how we respond with the most appropriate tools. What could your journey look like over the next 10 years of disruption?

Employee Engagement and the Intersection between Wellness and Diversity, Inclusion & Belonging

One thing the global pandemic has thrown into the light for any organisation is the importance of their peoples’ wellbeing. Mentally and physically, 2020 was a lot for us all. With yet more change and uncertainty in our futures, wellbeing is at the top of the agenda. So what can organisations do to support their employees?

Kelly Hartman, Chief Wellness & Engagement Officer for Flywire, a leading provider of international payment solutions, connecting our clients with other businesses and consumers on six continents. Kelly is very passionate about the wellbeing of her teams and recognises that there cannot be a one-size approach when it comes to Wellbeing- it needs to be tailored to unique need of people in your organisation, led with empathy and care Wellness is key to culture and a key part of the overall business strategy. A holistic approach is required encompassing mental, social, spiritual, physical, financial and career health.

In this high-energy conversation we’ll be discussing:
1. What drives our interest in wellbeing
2. How do get Leaders role modeling positive behaviors around wellbeing
3. What is the responsibility of organisations and managers to employee wellbeing
4. What does it mean to lead with wellbeing
5. The intersection of wellbeing and Diversity & Inclusion
6. Our views on the future of the office and impact on wellbeing

Building Engagement and Insight into Learning

With increasingly remote workforces and skilling and reskilling a priority, learning is more critical than ever to the ongoing success of organisations. But learning solutions aren’t always stacking up to meet both learner’s and businesses’ needs. Traditional solutions are disconnected and don’t understand the worker and cannot, therefore, provide meaningful, engaging experiences. Two out of three L&D professionals are frustrated by a lack of integration between their Learning and HR systems and employees often feel that they aren’t getting what they need from their learning experience, nor deriving value from it.

In this session, we look at how to start realising the value of learning in your organisation through learning that is contextual, personalised, and impactful.

Talent Development Landscape Transformation at Nedbank

In this session, you will hear about lessons learned and insights gleaned through the continuous journey in transforming the Talent development landscape at Nedbank. With many organisations realising the need for a more diverse and robust learning environment – many have been looking at Learning Experience Platforms (LXP) as part of the learning. The presentation will focus on the technology aspects of the journey, with particular reference to the experience of launching and implementing and LXP.

Talent Development Landscape Transformation at Nedbank

In this session, you will hear about lessons learned and insights gleaned through the continuous journey in transforming the Talent development landscape at Nedbank. With many organisations realising the need for a more diverse and robust learning environment – many have been looking at Learning Experience Platforms (LXP) as part of the learning. The presentation will focus on the technology aspects of the journey, with particular reference to the experience of launching and implementing and LXP.

To HR Analytics or Not?

There is a growing interest in the topic of HR Analytics. But what exactly is HR Analytics? Is this something new and we should be excited? A passing fad and will dissipate and be replaced, like all other fads, as soon as a new one coming trotting along. Think about the different permutations and naming conventions to the Human Resource Business or its Strategic Business Partner? The business benefits of analytics cannot be understated, whether in HR or IT or Sales.

Key takeaways:
1. Importance of Analytics
2. HR role in spearheading its adoption
3. Future of Analytics

Why Most e-Learning Fails - How to Design e-Learning that Gets Results

Let’s admit it: most eLearning just plain sucks! The sad reality is that most eLearning courses
require learners to sit through a disappointing experience, where information is poorly organised,
the content isn’t relevant, and the interactions seem contrived and without purpose. This is compounded even more when the slideshow-like presentation is interrupted with several poorly written quiz questions and cheesy animations to make it all seem “fun.”

In this session, you will explore many of the reasons why most eLearning fails and the
components that contribute to bad eLearning design. You will also explore how bad eLearning
design can negatively affect the learning experience. Finally, this session will walk you through
several practical methods you can immediately apply to fix your bad eLearning courses.

Key takeaways:
• Why eLearning isn’t always the answer.
• Why clicking doesn’t make interactivity meaningful.
• Why good eLearning requires more than instructional design.
• Why knowledge and behavior aren’t mutually exclusive.

Behavioural Intelligence and It’s Impact on Leadership

Covid-19 and the resulting uncertainties have affected all businesses globally. The workplace, leadership styles and the way we do business have undergone a fundamental reset. Navigating through the complexities of a pandemic-induced workplace culture requires leaders to redefine their people strategies. Leaders that demonstrate high levels of behavioural intelligence create high-performing and agile teams almost guaranteeing business survival. Behavioural Intelligence has become an increasingly focal point amidst the pandemic. Join this session for an opportunity to build your behavioural intelligence databank and intentionally use these skills to achieve next-level results.

Key takeaways:
1. Understanding yourself and how to lead your team better
2. Managing change and developing resilience
3. Understanding the 3 circles

Is Your Wellness Strategy Aligned to Your Business Strategy?

Remote working has resulted in the world being turned upside which is requiring new ways of working, new skills, and new thinking. Individuals and corporates are needing to harness their individual and collective competencies to continue thriving in the now normal world. But there are still things we are not talking about...

  • Do your employee wellness services meet the real needs of your employees?
  • Are your policies and protocols compliant?
  • How effective are your wellness training sessions?
  • What will hybrid workplace models look like in 2022 and beyond?
  • Do you have a speak-up or shut-up culture?

Evolving Skills for Future Fit L&D Leaders

Join this interactive panel discussion to hear more about the following topics

  1. How has your world of L&D shifted in the last 18 Months? Take us through a day in the life of an L&D Head? What would you do differently/change? Where would you be more bold and innovative, know what you know now?
  2. What do you believe are the most critical skills that L&D professionals must possess to have an impact in today's environment?
  3. How is your L&D team structured to have maximum impact? What are some of the supporting mechanisms which enable this in your organisation?
  4. What do you see as critical in the horizon of Learning and how L&D will need to evolve to meet the needs of millennial & now Gen Z learners as they are joining the workforce?
  5. Moving from tactical to strategic services, what are the Transformer skills L&D will need to be future fit? What skills would you start with?

Evolving Skills for Future Fit L&D Leaders

Join this interactive panel discussion to hear more about the following topics

  1. How has your world of L&D shifted in the last 18 Months? Take us through a day in the life of an L&D Head? What would you do differently/change? Where would you be more bold and innovative, know what you know now?
  2. What do you believe are the most critical skills that L&D professionals must possess to have an impact in today's environment?
  3. How is your L&D team structured to have maximum impact? What are some of the supporting mechanisms which enable this in your organisation?
  4. What do you see as critical in the horizon of Learning and how L&D will need to evolve to meet the needs of millennial & now Gen Z learners as they are joining the workforce?
  5. Moving from tactical to strategic services, what are the Transformer skills L&D will need to be future fit? What skills would you start with?

The Future of Work is Human: Human-Centered Design and L&D

Advances in technology and the way we work have led to a world where we’re better at acknowledging the value of people being treated as people. Consumers want their needs and wants to be seen by companies. Employees want to be able to bring their full, complex selves to work. And the companies out there that are paying attention are realising that acknowledging both these desires are market differentiators – that it’s the organisations that can best serve real people that will win the war for the best customers as well as the best employees. But to address that humanness in our workplaces and through the support we offer in L&D, it’s meant recognising that the processes that help us create a great single product or experience for everyone don’t work as well for recognising the individual. And it’s this gap that’s led to the popularity of human-centered design practices.

In this session, you'll learn about design thinking and other human-centered design processes and how we can use them in L&D to better meet the true needs of the people and organisations we support.

Key takeaways:

  1. How changes in the way we work make human-centered design one of the most effective ways to create modern learning solutions.
  2. How design thinking works to solve problems, what happens when human-centered design works well, and why there’s been pushback to some of the approaches involved in it.
  3. How human-centered design should impact our strategies and approaches in L&D.

Abby Health: Combating the Next Pandemic Through Tech

9 out of 10 South Africans perceive their health to be either good, very good, or excellent. Yet obesity in South Africa has doubled over the past few years and so has the number of people suffering from chronic illness. Therefore, people assume they are healthy if they don’t have an illness.

Employee wellness has been an increasing focus over the years. The benefits of a healthy workforce are becoming clearer. Employers are putting aside budgets for wellness programs. So why does our workforce’s risk of cardiovascular disease continue to rise?

At Abby Health, our mission is to close the gap between perception and reality. We create health technology to combat the rising burden of obesity and related lifestyle diseases - The Next Pandemic.

New Ways of Working Amidst the COVID Pandemic and 4IR

Africa People Advisory Group (APAG) has published its first Pan-African report on New Ways of Working. The study focuses on unpacking organisational responses from South Africa and across the African continent to the impact of COVID-19, whilst at the same time understanding how organisations are responding to the continued impact of 4IR and technology. Typically what the people implications are across Africa. Few research studies in the field of HR provide reliable data from across the African continent. APAG’s intent is to provide insights for Africa from Africa. 6 trends are unpacked for HR to consider in planning their people and HR interventions, plans, and strategies.

The Future of Your Organisation is a Function of Your Learning Strategy

In this session, hear from John about the critical skills needed for a successful L&D practitioner, specifically the Chief Learning Officer. He will re-look at the Learning & Development strategies in this new digital landscape, and explore the impact of the Future of Work on Learning & Development.

Key takeaways:
1. Critical skills and competencies of the L&D Practitioners: The need to reskill.
2. How to craft a meaningful Learning Strategy that responds to the disruptions in the Macro-environment.
3. Key success factors in a Learning organization and pitfalls to avoid.

Create a Culture That Supports Better Mental Health

The recent pandemic has lead to one of the greatest shifts in workplace culture but bubbling under the surface is another crisis. Most of us struggle from time to time, and this affects our work but Mental health is at an all-time low. fikaTime is a simple digital solution that combines both technology and human behaviour to result in subtle but meaningful shifts towards addressing these issues in a sustainable way.

We will show you how organisations can build a culture that not only supports better mental health but also makes a real impact on both your employees’ lives and your organisation’s performance.

Design Thinking Tools for Greater Results

Vector Logistics' Journey to Innovation with Lesson Desk

The Hybrid Workplace Revolution - The Expectations and Impact of Hybrid Work

We’re witnessing the emergence of a new era of work, one where organisations embrace a mix of remote, in-office, and flexible work options. But we can’t successfully move into this new era without understanding how this change is impacting our workforce, our workplaces, and our businesses. Join Chris Jones, Head of Customer Success, EMEA at Enboarder as he discusses how business and employee expectations around hybrid work have changed.

Key takeaways:

  1. Why current onboarding experiences are broken
  2. What impact creating unique and personalised virtual experiences can have on your new hires and your business
  3. What the future of work looks like

Intuitive Workforce Planning: A Glimpse at SAP’s Analytics-Based Approach

SAP Solution Showcase

Evolving Skills for Future Fit L&D Leaders

Join this interactive panel discussion to hear more about the following topics

  1. How has your world of L&D shifted in the last 18 Months? Take us through a day in the life of an L&D Head? What would you do differently/change? Where would you be more bold and innovative, know what you know now?
  2. What do you believe are the most critical skills that L&D professionals must possess to have an impact in today's environment?
  3. How is your L&D team structured to have maximum impact? What are some of the supporting mechanisms which enable this in your organisation?
  4. What do you see as critical in the horizon of Learning and how L&D will need to evolve to meet the needs of millennial & now Gen Z learners as they are joining the workforce?
  5. Moving from tactical to strategic services, what are the Transformer skills L&D will need to be future fit? What skills would you start with?

Beyond the Future of Work: Three Key Jobs to be Done

In this session, John will explore the 3 key jobs to be done for organisations:

1. Adapting the Workplace – Shifting to a Physical Digital reality

2. Unleashing the Workforce - Evolving talent models

3. Rearchitecting Work – Re-designing work for the next level of Value Creation augmented through technology.

Key takeaways:

  1. Insights into shaping a Future of Work Strategy
  2. A practical approach to shaping Future of Work programmes
  3. Insights into current future of work trends

TICKETS & PACKAGES

Your registration includes entry to HR Innovation & Tech Fest, the solutions showcase, lunches, refreshments and the networking drinks. You also receive electronic access to all content, the custom-built networking app and the participant contact list.

“Celebrating the talent, technology and ideas that are transforming the future of work and corporate learning”

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