HR Innovation Strategy Day January 24 -

How will we work in the future?
Why does agility make sense in HR?
How can we implement agile methods in HR?
How should HR transform to manage an agile organization?
How does HR gain a more strategic perspective to act as internal consultant helping to build a future-proof organization?
How do we merge the old and the new agile world and foster necessary change inside the system?

Digital transformation is changing the way people work and create value. The relationship between humans and technology is becoming closer. Increasing diversity creates opportunities and needs to be managed with care. Agile methods gain more importance.

These concepts require deep changes in mindset and culture. We will learn from use cases at this webinar that many companies are applying these changes, resulting in better culture and work – some as beginners, others already advanced. More and more HR professionals use agile methods and tools to achieve these goals faster and with better success. This webinar also aims to share the stories and exchange experiences in virtual networking. Whereas VUCA stands for volatility, uncertainty, complexity and ambiguity, Harvard professor Bill George suggested an alternative understanding as a reaction: vision, understanding, courage, adaptability.

Volatility

Ever-faster changes in surrounding ecosystems are hard to predict. The nature of work itself is transforming, forcing HR departments to adapt to change, but also foster change. Agility is no longer a buzz word, but a necessity.

Uncertainty

Despite Big Data and AI crises social, economic or political crises affecting the business are hard to predict for HR professionals. Less stability in systems require even more the regular re-assessment of HR strategies and methodologies.

Complexity

Digitalisation, Industry 4.0 and globalization have been creating more complexity than ever before. This added complexity requires new approaches for recruiting, organizational management and HR development. In this context one important aspect for HR is to take full advantage of digital technology.

Ambiguity

It has become a key qualification - especially for executives - to manage ambiguous and contradicting behavior or expectations inside and outside the organization in a productive way. Which methods can HR apply to increase the tolerance for ambiguity?

How does all of this apply in practice? Some examples:

Flexible competence-based roles are more efficient and lead to better results than strictly defined functions.
Leadership should replace classical past-oriented feedback to employees with positive future-oriented empowerment.
Critical feedback makes more sense in bottom-up direction helping to enable better leadership and culture.
Psychological safety, equal opportunities to contribute and mutual trust are key for people to succeed in teams.

Interactive Networking Format

Inspiring talks (Cutting-edge business cases, strategies, technology, best management practices, analysis, methods)
Workshops
Networking meetings
Online archive and community

Topics

HR strategies and methods for the 4.0 environment
Leadership in a digitalized world
New Work and hybrid models
Employee Experience Management
Agility in HR
Agile Leadership
Agile Innovation
Learning Organization and Error Culture
Digital Roadmap for HR
Organizational development and new roles in the digital world
VUCA world and HR
People Analytics
Cultural Change

Irina Kureichyk, Director, Head of Learning & Development, EPAM Systems

Elastic L&D: Integrating SMEs into your Learning Ecosystem

Having a network of SMEs ready to support your L&D team in scaling your learning program when you need to cover an increased learning need, but not generating any cost when the demand is gone?
Implementation of all stages of the SMEs engagement cycle – from "recruitment" to recognition and rewarding
Challenges and advantages of having SMEs contributing to the design and delivery of learning programs
Insights about the framework of the internal expertise circulation, which is critical for fast-growing companies where scalability and flexibility is key

Aleksandra Corzun, Founder & Recruiting Expert, Way Out Consulting AG

How to Engage Candidates in the New Agile World

Talent attraction is no longer only about what benefits you can offer, but also about how good you can hold the attention and motivation of potential candidates during hiring process. If you don’t actively interact with your candidates, they will not work with you.
Why is candidate engagement much more than communicating key corporate values?
What do digital-age candidates expect from future employers?
Which key ingredients should an agile recruitment process entail?
What are most effective candidate engagement practices in a new world?

Time	Activity
08:30	Opening by the chairman
08:45	VUCA in HR? - Volatility, Uncertainty, Complexity and Ambiguity vs. Vision, Understanding, Courage, Adaptability How to address VUCA in HR? Just our new reality? Build internal capacity, imagine an unimaginable future Vision, Understanding, Courage, Adaptability Vesna Vodopivec, HR Manager, NLB d.d.
09:15	HR under an Agile Leadership Characteristics of Agile Leadership profile and environment The importance of Agile Leadership in the Future workplace Future of HR in an Agile Leadership environment Mohammed Alahmed, Head of HR Business Partnerships, OPEC Fund
09:45	The Business Case for Employee Experience (EX) in the VUCA World A bit of history of EX The 3 Key Principles of EX Real-life examples of EX from Awin (a global digital marketing company) Cinzia Campanini, Group People & Culture Director, Awin Global
10:15	Agile Leadership Understanding Enterprise Agile Different Organizational Cultures and Cultural Change Agility and New Work and Hybrid Models Aleksandra Kadirli, HR Director, PACE Aerospace Engineering & Information Technology GmbH
10:45	Break
11:15	How to Engage Candidates in the New Agile World Talent attraction is no longer only about what benefits you can offer, but also about how good you can hold the attention and motivation of potential candidates during hiring process. If you don’t actively interact with your candidates, they will not work with you. Why is candidate engagement much more than communicating key corporate values? What do digital-age candidates expect from future employers? Which key ingredients should an agile recruitment process entail? What are most effective candidate engagement practices in a new world? Aleksandra Corzun, Founder & Recruiting Expert, Way Out Consulting AG
11:30	Elastic L&D: Integrating SMEs into your Learning Ecosystem Having a network of SMEs ready to support your L&D team in scaling your learning program when you need to cover an increased learning need, but not generating any cost when the demand is gone? Implementation of all stages of the SMEs engagement cycle – from "recruitment" to recognition and rewarding Challenges and advantages of having SMEs contributing to the design and delivery of learning programs Insights about the framework of the internal expertise circulation, which is critical for fast-growing companies where scalability and flexibility is key Irina Kureichyk, Director, Head of Learning & Development, EPAM Systems
12:00	Lunch Break
13:00	Crazy Busy HR: Managing Overwhelm and Burnout in a Digitized World Removing organisational drag is the vital bridge between strategy and execution How to get things done Practical tools to clear organisational drag and smooth the workflow to cut through the overwhelm Zena Everett, Leadership Coach and Author
13:30	Job Interviews via VR Technology - Curse or Blessing? Advantages and disadvantages Influence on communication Influence on applicant selection Influence on the self-image from the applicant's point of view Ursula Raditschnigg, HR Manager, Tyromotion
14:00	HR Strategies and Methods for the 4.0 Environment Mariah Danielle Jaquelin Pedersen, HR Director UK & International, iRhythm Technologies Ltd.
14:30	Break
14:45	Beyond Resilience: Leading in a VUCA World "THE" skill that individually stands out in leaders and collectively impacts performance The concept of "flexilience" Ways to assess the flexilience concept and develop it in individual leaders and collective teams Alina Servillat, Employer engagement consultant, Europe, Imperial College Business School
15:15	Organizational Development and New Roles in the Digital World Alexis Rérolle, Group VP, HRD France, STMicroelectronics
15:45	Transformation of a Traditional Company into a Learning Organisation Best Practice: Digital Now Academy by Ottobock How to establish a learning culture in traditional companies Tips, lessons learned, mistakes made Saskia Willich, Global Marketing Training Manager Program Management, Ottobock SE & Co. KGaA
16:15	Closing discussion and wrap-up

Time	Activity
08:30	Opening by the chairman
08:45	VUCA in HR? - Volatility, Uncertainty, Complexity and Ambiguity vs. Vision, Understanding, Courage, Adaptability How to address VUCA in HR? Just our new reality? Build internal capacity, imagine an unimaginable future Vision, Understanding, Courage, Adaptability Vesna Vodopivec, HR Manager, NLB d.d.
09:15	HR under an Agile Leadership Characteristics of Agile Leadership profile and environment The importance of Agile Leadership in the Future workplace Future of HR in an Agile Leadership environment Mohammed Alahmed, Head of HR Business Partnerships, OPEC Fund
09:45	The Business Case for Employee Experience (EX) in the VUCA World A bit of history of EX The 3 Key Principles of EX Real-life examples of EX from Awin (a global digital marketing company) Cinzia Campanini, Group People & Culture Director, Awin Global
10:15	Agile Leadership Understanding Enterprise Agile Different Organizational Cultures and Cultural Change Agility and New Work and Hybrid Models Aleksandra Kadirli, HR Director, PACE Aerospace Engineering & Information Technology GmbH
10:45	Break
11:15	How to Engage Candidates in the New Agile World Talent attraction is no longer only about what benefits you can offer, but also about how good you can hold the attention and motivation of potential candidates during hiring process. If you don’t actively interact with your candidates, they will not work with you. Why is candidate engagement much more than communicating key corporate values? What do digital-age candidates expect from future employers? Which key ingredients should an agile recruitment process entail? What are most effective candidate engagement practices in a new world? Aleksandra Corzun, Founder & Recruiting Expert, Way Out Consulting AG
11:30	Elastic L&D: Integrating SMEs into your Learning Ecosystem Having a network of SMEs ready to support your L&D team in scaling your learning program when you need to cover an increased learning need, but not generating any cost when the demand is gone? Implementation of all stages of the SMEs engagement cycle – from "recruitment" to recognition and rewarding Challenges and advantages of having SMEs contributing to the design and delivery of learning programs Insights about the framework of the internal expertise circulation, which is critical for fast-growing companies where scalability and flexibility is key Irina Kureichyk, Director, Head of Learning & Development, EPAM Systems
12:00	Lunch Break
13:00	Crazy Busy HR: Managing Overwhelm and Burnout in a Digitized World Removing organisational drag is the vital bridge between strategy and execution How to get things done Practical tools to clear organisational drag and smooth the workflow to cut through the overwhelm Zena Everett, Leadership Coach and Author
13:30	Job Interviews via VR Technology - Curse or Blessing? Advantages and disadvantages Influence on communication Influence on applicant selection Influence on the self-image from the applicant's point of view Ursula Raditschnigg, HR Manager, Tyromotion
14:00	HR Strategies and Methods for the 4.0 Environment Mariah Danielle Jaquelin Pedersen, HR Director UK & International, iRhythm Technologies Ltd.
14:30	Break
14:45	Beyond Resilience: Leading in a VUCA World "THE" skill that individually stands out in leaders and collectively impacts performance The concept of "flexilience" Ways to assess the flexilience concept and develop it in individual leaders and collective teams Alina Servillat, Employer engagement consultant, Europe, Imperial College Business School
15:15	Organizational Development and New Roles in the Digital World Alexis Rérolle, Group VP, HRD France, STMicroelectronics
15:45	Transformation of a Traditional Company into a Learning Organisation Best Practice: Digital Now Academy by Ottobock How to establish a learning culture in traditional companies Tips, lessons learned, mistakes made Saskia Willich, Global Marketing Training Manager Program Management, Ottobock SE & Co. KGaA
16:15	Closing discussion and wrap-up

HR Strategies for the VUCA world