Global HR Innovation and Strategies 2017

For a long period, Innovation is at the top of CXO agendas, yet many executives continue to be challenged with the hit-or-miss pace and results of their programs. The challenge isn’t usually a lack of good ideas. Initiatives take too long, non-strategic projects get green-lighted at the expense of game changers, good ideas remain confined in the heads of employees.

What is missing? A system of enablers that work together to support innovation. When the right people, processes, and metrics come together, they can transform how innovation happens, stimulate employees’ creativity, and create long-term competitive advantage.

Innovation is not inherently unpredictable, and it does not require a heavy portion of providence to be successful. When companies take a systematic approach, they can pursue innovation in a way that reliably generates repeatable results.

Business Innovation Strategy
Image: Management Guru

According to Management Guru, an innovation is the Buzz word that has defined the paradigm shift in the approach of management practices and thinking. This has helped organizations grow and sustain regardless of competitor and market pressure and challenges. Innovation management gives entrepreneurs the liberty to think out of the box and come up with new ideas leading to the development of new products, processes and services.

Change is unavoidable and change is the one that never changes. People like variety and it is the responsibility of business people to satisfy the customer wants and requirements. New approaches are required to avoid monotony and stereotyping. “Old wine in a new bottle” concept may come in handy when you feel that your product has reached the saturation point and about to decline in its life cycle.

Human Resources have not played a very strategic role in innovation so much. This needs to change. HR needs to support the culture change to enable innovation; and the upcoming generation isn’t going to settle for an ‘administrative-only’ role. Future of HR is definitely going to change for sure.

Many companies who are good at managing tangible, concrete, known assets, they try to manage humans the same way. These are changing a lot and if we get some opportunities to know how this is happening, I think there is no better place than Global HR Innovation and Strategies conference.

BCF Group is glad to announce that the applications for the Global HR Innovation and Strategies 2017 are now OPEN. This is an open invitation from BCF Group to be a part of this event in Barcelona, that will take place on the 22nd and 23rd of June.

At the event, you will have the opportunity to listen and to interact with top HR leaders and innovators.

Don’t miss the chance to get inspired from experienced HR speakers, who worked in some of the most successful companies and even founded their owns. Topics that will be discussed are of current interest that in the future will have impact on the companies, such as Millennials, Mobility, HR Digitalization, Gamification, Mobbing, HR role in the Boardroom and in the relation with the employees.

At the conference, you will also have the opportunity to interact will HR people and make new contacts, with which you can share experience.

The list of speakers you can find on our website or check the Poster: https://bcfgroup.eu/?iwevent=global-hr-innovation-and-strategies-conference-2017

Global HR Innovation and Strategies Conference 2017

Do you have friends or colleagues who would like to attend the HR Conference? Forward this invitation them. For more details, feel free to contact Alice Levi: alice.levi@bcfgroup.eu.

When: 22nd – 23rd of June, 2017

Where: 08039 Edif. Este, Moll de Barcelona, World Trade Centre, Barcelona, Spain

HR Tech Conscience is glad to be a Media Partner with BCF Group for this conference. Looking forward to it. Hope to see you there!
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TLCon: Talent Acquisition and Retention in Retail, E-tail & Hospitality

TLCon: Talent Acquisition and Retention in Retail, E-tail & Hospitality

More so than in any other industry, retail, e-tail and hospitality are utilizing HR technology in order to service large volumes of recruitment, whether it’ll be retail staff, waiters in the hospitality industry or STEM professionals to recruit, manage and retain staff. So much so there are dedicated apps created just for this industry that places talent acquisition professionals at the forefront of innovation in recruitment.

On the 11th May, talentleadersconnect. will be hosting one of our most popular sector-specific events, TLCon: Retail, E-tail & Hospitality giving 70 ‘Head of People/Talent, in-house recruitment, HR and talent acquisition professionals’ the opportunity to learn, share and network around a theme that is getting more and more important each year. The agenda will have case studies, research and thought leadership from the likes of Caffe Nero, Sofology, Exsurgo, 106 Communications, The Chemistry Group plus more.

We kick the day off with Ben Gledhill formerly of Sofology (now Manchester Metropolitan University) addressing the distinction between the tech candidate of 2005 and 2017. The talent acquisition strategy has changed significantly as we go a more direct sourcing route and he will be sharing what works well and what does the future look like.

We’ll then get more traditional with Nikki Brain from Exsurgo, looking at the importance of the store associate role and how the expectations around their knowledge as well sales through service is ever key to the entire customer service relationship. Candidate & employee experience has a huge impact on the customer service and can be costly if not implemented right.

Which brings us on to bots! Henry Davies, founder of 106 Communications will be talking you through how bots can make your employer brand work harder to attract and retain the right people. In many ways they can make you a more engaging employer (e.g. here is Yasar Ahmad, Wipro’s Head of Strategic Hiring recruitment bot) and Henry will talk through this in more detail. I’d bet a bot would be really handy for high volume recruitment. To back this up, Will Hamilton from LaunchPad will be discussing the impact of AI and Machine Learning in recruitment and what this all means for your profession.

We shared cut-e’s dedicated talent assessment app for the retail industry above; Howard Grosvenor will talk you through how some of the world’s best companies are doing talent assessment and how you can apply it to your own organisation. Furthermore, Nicky Brimmer from Chemistry Group will be talking on predicting people performance with the retail sector and how you can go beyond hiring for attitude using an objective data-led approach.

Finally, Shereen Daniels, Head of HR for Caffe Nero will be talking about how she fosters belonging at work. A really intriguing talk that will discuss how the baristas at Caffe Nero call work their home and not their job, this is one not to be missed.

There’ll be a buffet lunch and plenty of time to network with your peers around all these topics so join us on the 11th May with your complimentary ticket at TLCon: Retail, E-tail and Hospitality.

Useful Information:

Date: 11th May 2017, 8:15am to 1:30pm

Venue: Foyles Bookstore, 107 Charing Cross Road, WC2H 0DT

Theme: Talent Acquisition and Retention in Retail, E-tail & Hospitality

Contacts: Edie Kalman, Events Manager, edie@talentleadersconnect.com

Twitter: @TLCon_

Hashtag: #TLCon

talentleadersconnect. is the largest Talent Acquisition & HR event series in the UK & Europe. The events combine industry leading keynote talks, interactive discussion sessions and relaxed social networking opportunities

HR Technology Tools Evolve to Handle Feedback, Performance and Agility

HR Tech MENA Summit returns for third edition in Dubai

Annual HR Tech MENA Summit 2017 Main Image

Dubai, 13 April, 2017 — HR Technology is fast developing. Year-on-year the trends, and market requirements keep developers busy. Driven by natural workplace changes and inspired by vastly different work ethics amongst new working demographics, HR Technology is continuously evolving from its traditional core of payroll, employee record management and recruitment.

Lorna Daly, Halogen Software
Lorna Daly, Regional Director, EMEA, Halogen Software

“People and their expectations of work are changing all over the world and it is happening quickly,” noted Ms. Lorna Daly, Regional Director, EMEA, Halogen Software who is a Gold Sponsor of the 3rd annual HR Tech Summit organized by QnA International. “We know that if people can give and receive feedback on an ongoing basis, they can feel good about what they do, and would be encouraged to bring their best effort forward, so they can give more to their customers, organizations and communities,” continued Ms. Daly.

Ongoing performance reviews, frequent and timely feedback is a new HR trend sweeping across many organizations across the globe. The need for almost immediate feedback stems from the multigenerational workforce, and the changing nature of work. “It comes down to something very fundamental; people want to feel a connection and a purpose to their organisation, that their contribution is valued and impactful,” stressed Ms. Daly.

To meet this new HR demands, organisations need to employ the new technological trends becoming available in the market place. In addition to traditional services of HR software, and cloud-based services, technological tools built for agility and for specialized purposes such as continuous performance management, frequent feedback, data analysis and learning tools will soon become an absolute must for the continued evolution of an organization.

However, Ms. Daly cautions on the blind application of these new HR technology tools, suggesting that organizations should “First recognise if the organisation is culturally ready to make the shift from traditional to ongoing performance management. Second, company leaders must be ready to act as role models for the rest of the staff. Culturally ready organizations are those which champion flexibility and adaptability to refine processes through the constant collection of feedback on new processes. This feedback loop ensures employees are supported.”

“Keeping up with technology developments affecting HR is becoming a tough task. The managerial processes for human resources across the globe is in a state of fluidity. Especially in the UAE and GCC which will see two new shifts with the onboarding of nationalization and VAT policies in the coming years, the importance of employing and using the appropriate tools for HR functions cannot be stressed more. Knowing the challenging changes ahead, we have planned the 3rd annual HR Tech Summit to provide in-depth discussions and ultimately provide a platform HR and IT Leaders to analyse the HR technology tools available, their uses, and whether or not they should be adapted and when adapted how it will impact the organizations in the region,” commented Sidh N.C., Director, QnA International.

On the trend of nationalization in the UAE and GCC, Ms. Daly said, “There is a great opportunity for business and HR leaders in the GCC to maximise the potential that exists in their respective region. In order to do this, organisations need to understand the existing skill sets of local nationals, continuously support the development of essential skills, and help with the career progression of local nationals into leadership positions. This effort will help organisations become an attractive destination for GCC citizens seeking employment and help shape the economic destiny of the region.”

Halogen Software will be actively taking part in the by-invite only premier summit which attracted over 150 C-level and senior level HR and IT personnel from government, state, public, and private organizations in 2016. “HR Tech MENA provides a terrific opportunity to connect with some of the world’s most thoughtful HR and business leaders. The partnership has opened the door to connect with very successful companies and has given us the opportunity to learn more about the emerging global trends and priorities in HR,” commented Ms. Daly on the importance of sponsoring, participating, and attending the 3rd annual HR Tech Summit.

The Summit will be held from 16-17 May 2017 at The Westin Dubai, Al Habtoor City, Dubai.

About HR Tech MENA

HR Tech Mena

Technology today has revolutionized every step of our lives and Human Resources is no different. The influence of technology on our evolution is paramount to making it imperative for HR to keep abreast with newest developments.

Today, HR is en route to becoming smart HR. Concepts such as Artificial Intelligence, big data, cloud, social workforce, mobility and gamification are key buzzwords and every organization is keen to embrace to help them in tackling the key issues of talent acquisition, talent management, change management, business performance and employee engagement.

The HR Tech Summit is the only initiative that brings together HR as well as IT professionals from across the Middle East and leading solution providers on a singular platform discussing the newest trends, ideas and disruptions over a period of two days exclusively dedicated to and focused on HR Technology.

About Halogen Software

Halogen Software

Halogen Software offers a cloud-based talent management suite that reinforces and drives higher employee performance across all talent programmes — whether that is performance management, learning and development, succession planning, recruiting and onboarding, or compensation. With over 2,100 customers worldwide, Halogen Software has been recognized as a market leader by major business analysts and has garnered the highest customer satisfaction ratings in the industry. Halogen Software’s powerful, yet simple-to-use solutions, which also include industry-vertical editions, are used by organisations that want to build a world-class workforce that is aligned, inspired and focused on delivering exceptional results. For more information, visit: http://www.halogensoftware.com/ae Subscribe to Halogen Software’s TalentSpace blog: http://www.halogensoftware.com/blog/ or follow Halogen Software on Twitter: http://twitter.com/HalogenSoftware.

Organiser: About QnA International

QnA International

QnA International creates and delivers business learning and development exchange platforms through B2B conferences, bespoke events and trainings. The company also has an expertise in outsourced sponsorship sales and key account management.

Website: www.qnainternational.com

Emerging Talent: The Trends, Challenges and Opportunities at TLCon

Emerging Talent. Our Speakers

Emerging Talent is not void of the many changes taken place over the past year. Plugging the skill gaps with EU workers is under threat from Brexit however does the apprenticeships levy pose to fix that issue? Are graduate schemes at risk? As young people look for more than just a good salary from work, is retention becoming more difficult? Can we do anything about it?

On the 27th April, talentleadersconnect. will be hosting for the second time, TLCon: Emerging Talent that will give 70 Head of early careers, HRD’s, graduate recruitment, apprenticeships and talent acquisition professionals the opportunity to learn, share and network around a theme that is getting more and more important each year. The agenda will have case studies, research and thought leadership from the likes of L’Oreal, Cognizant, Centrica, LaunchPad, The Chemistry Group plus more.

We’ll be starting off the day with research from the Graduate Recruitment team from L’Oreal on the graduate talent population and their expectations and career priorities. Within this same event, Bright Network have carried out research of their own on this topic which should provide a good comparison of the results. Furthermore they’ve been implementing some really great initiatives to gamify how they attract and retain candidates. They’ve told us a little bit on this and we were stoked at the ideas. We’re sure you will be too once you hear it!

We then dive deep into AI and Machine Learning. Don’t worry, there won’t be a whole bunch of code put on slides however we will be looking at an overview of the trends and how this affects your work in recruitment and HR. Will Hamilton from LaunchPad will guide us through the latest innovations in what will be a very futuristic presentation.

We continue to trailblaze into the future by looking at Apprenticeships in the New World. It’s no doubt, there’s a lot of division between viewing the apprenticeship levy as a tax or investment and Erica Farmer, Apprenticeships and L&D programme lead for Centrica is best placed to fill us in on the benefits; she represents Centrica at the National Apprenticeships Service’s lead employer Apprenticeship Ambassador Network.

After our time travel into the future, we go back to student recruitment 101. You may be excited about all the new tools and changes that will affect how you go about graduate recruitment but “You can’t harvest fruit from the trees you haven’t planted yet.” Brian Sinclair, Head of Student Recruitment for Cognizant will give you practical advice on everything, from requirements gathering to pipeline reporting with some useful templates and tools to help explain and position best practice with key internal stakeholders.

There’ll be a buffet lunch and plenty of time to network with your peers around all these topics so join us on the 27th April with your complimentary ticket at TLCon: Emerging Talent.

Useful Information:

Date: 27th April 2017, 8:15am to 1:30pm

Venue: Foyles Bookstore, 107 Charing Cross Road, WC2H 0DT

Theme: Emerging Talent

Contacts: Edie Kalman, Events Manager, edie@talentleadersconnect.com

Twitter: @TLCon_

Hashtag: #TLCon

talentleadersconnect. is the largest Talent Acquisition & HR event series in the UK & Europe. The events combine industry leading keynote talks, interactive discussion sessions and relaxed social networking opportunities.

London Future

5 Things I Learned At HR Tech World

Written by Peter Cummings, Founder and CEO, DevScore.

Peter Cummings, Founder and CEO, DevScore
Peter Cummings is a highly sought after IT Specialist with expert knowledge in three distinct fields; IT Security, Cloud Computing and Development.

I’m still reeling from last week’s HR Tech World event in London. It was a big one for us — we finally launched DevScore and were delighted with the response we had. Admittedly, it’s been some time since I’ve worked in the HR sector (as a developer) but I’ve done the rounds on the technology scene for a good ten years or more. However, I was more than taken aback at how tech-savvy HR has become. To keep pace, companies of all shapes and sizes are really upping their game on the recruitment front: which is good news for companies like mine that focus on helping businesses meet oncoming challenges.

Here are some of the key things I learnt, from talking to prospective customers and other exhibitors, about what’s happening at the crossroads of HR and technology:

Smart devices mean demand for developers will increase exponentially

The emergence of the Internet of Things will add millions of new developer jobs to the market, and demand for coders will scale to previously unseen levels. As more and more devices and appliances incorporate embedded software, companies who’ve never employed software developers will quickly need to upskill their workforces.

We’re talking about big manufacturing companies here: the kind who make everything from vacuum cleaners to electrical screwdrivers. In order for these businesses to compete and stay relevant in the digital age, ultimately they now need people with a different set of smarts — those who know software as well as those who understand hardware.

We need to overcome bias in developer recruitment

Finding developers is one challenge. Finding the right developers with the skills needed to tackle the mission-critical tasks you have is quite another(!). The battle to recruit and retain developer talent is about to get harder. But there’s a lot of untapped potential out there: a wealth of coders who haven’t been able to break into IT development. We need ways to find great people and bring them into the fold.

Development is a field where anyone can play — there are no education, gender, racial, or religious boundaries. We need to be able to find those with the right skills, whoever they are, wherever they are. To do this, businesses need to objectively analyse developers’ skills, and make hiring decisions based on ability. Nothing else.

New sourcing tactics are needed to satisfy demand for developers

Encouraging more coders to participate professionally relies on HR (and IT) professionals changing their perceptions on ‘how a developer is supposed to act’ and instead focusing on ‘what a developer can do.’

For example, there are several initiatives in both the US and UK — like The Last Mile in the US and Code4000 here in the UK — that are teaching prison inmates to code. By giving them work experience (while incarcerated) the idea is that they’ll have the skills to take a junior developer position when they get out.

I personally got into web development with the help of a good friend after working as a chef, and I hope to pass that mentoring experience on to new developers. In fact we’re building a platform, DevForge, to do just that.

Retaining developers means helping them evolve

In an industry where the fight for talent is on, employers need to find more ways to retain their developers. But money and work-life balance aside, most developers see their careers as a work in progress, and a good proportion of them value learning and development opportunities.

A crucial part of this is giving them ‘hack-time’, allowing them 10-20% of their working week to work on their own projects or learn new skills. This could be hugely beneficial for employers; ensuring faster adoption of new technologies, satisfying the developers’ need to evolve, and ultimately could be key to retaining developer talent. That’s the endgame we’re striving towards at DevScore — we’re creating a symbiotic platform where employers can build a roadmap to help their business move forward, while growing developers’ skills.

IT departments need more HR input

There can be little doubt that developers are one of the trickiest resources to manage. Few companies have specific developer talent management capabilities, which means it’s easy overlook an individual’s contribution to a project. That’s why IT departments need to play a more active role when recruiting and retaining developers.

By effectively mapping the skills and capabilities of their teams — including outsourced development teams — IT managers can help make better informed strategic decisions; like who should be promoted, who’s no longer needed, and who would be best suited to managing a project using a new technology.

It’s not just about satisfying demand; a developer’s skillset and aptitude have direct impact on a business’ HR reputation. Getting the balance wrong could lead to high developer turnover, missed opportunities, and big financial and talent losses.

About the Author:

Peter Cummings started working life as a chef and restaurant professional, before teaching himself coding and making the leap into software development. He’s now an internationally renowned IT consultant, thought leader, and founder of DevScore; a SaaS platform that helps recruiters and HR managers source the right developers for their businesses. He’s lived and worked everywhere from Greenland to Nigeria and speaks five languages.

About DevScore:

DevScore Logo

DevScore enables recruiters and HR staff – even the non-tech savvy – to accurately assess and validate a developer’s skills and experience in an easy understandable format. No need to scan every resume anymore – now you can compile a shortlist with the right candidates in record time.

DevScore is a tool for recruiters and HR staff, offering both an intuitive user interface and also an API, so that it can be integrated into your existing tools and applications, providing you the information you need, when you need it.


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Transform with the Best – Online Conference on Digital Transformation

Transform with the Best – Online Conference on Digital Transformation

Transform with the Best

Digital transformation refers to the changes associated with the application of digital technology in all aspects of human society. Digital transformation may be thought as the third stage of embracing digital technologies: digital competence → digital usage → digital transformation, with usage and transformative ability informing digital literacy. The transformation stage means that digital usages inherently enable new types of innovation and creativity in a particular domain, rather than simply enhance and support the traditional methods.

The use of technology to radically improve performance or reach of enterprises — is a hot topic for companies across the globe. Executives in all industries are using digital advances such as analytics, mobility, social media and smart embedded devices as well as improving their use of traditional technologies such as ERP to change customer relationships, internal processes and value propositions. Other executives, seeing how fast digital technology disrupted media industries in the past decade, know they need to pay attention to changes in their industries now.

Technology innovation is changing the game for businesses, industries, and markets. At the heart of this digital transformation is a host of new technologies that are disrupting the old ways of doing business – with partners, suppliers, and customers.

Digital transformation is the process of shifting your organisation from a legacy approach to new ways of working and thinking using digital, social, mobile and emerging technologies. It involves a change in leadership, different thinking, the encouragement of innovation and new business models, incorporating digitization of assets and an increased use of technology to improve the experience of your organisation’s employees, customers, suppliers, partners and stakeholders.

It could be a wonderful opportunity for us if leaders around the world share their case studies and digital transformation strategies on how large corporations can stay competitive in today’s digital world.

With The Best is organizing an online conference Transform with the Best where high profiled Chief Innovation Officers, CTO’s, CIO’s of top-tier companies, and head of Corporate Accelerators will be sharing their visions on how to keep a company competitive in the rapidly and ever-evolving digital world we are operating in today while offering 1-to-1 speaking sessions, all this from the comfort of your own home.

Who are the Speakers?

Confirmed Speakers | Transform with the Best

More to come…

How it is delivered?

An Interactive Learning Experience

You will be supplied with a set of tools to interact with Digital Transformation experts:

  • a chatroom to ask live questions during the conferences;
  • Q&A forum during the whole event during which both experts and attendees can share knowledge and information;
  • optional 20 minute one-to-one live mentoring sessions with your chosen expert;
  • link to the speakers’ SlideShare presentations;
  • 2 months of guaranteed access to the conferences, SlideShare links and Q&A forum.

Useful Information:

Date: Wednesday 5th, April 2017 10am to 6pm (EDT) – New York Time

Venue: Online

Theme: DIGITAL TRANSFORMATION

Contact: charlin@bemyapp.com

Twitter: @WithTheBest

Official Hashtag:  #TRANSFORMWTB

HRTech Conscience is one of the Partners of Transform with the Best Conference.

It is not a one step process neither there are some cookbook associated with it, it’s a continuous process to improve yourself, to know your options, to help each other’s in achieving the desired heights.

Come let’s join and see how the world is transforming.

New Speakers at HR Tech World London Have Been Announced

HR Tech World London 2017

LONDON, February 24, 2017 — In addition to recently announced Baroness Karren Brady, Leading UK Female Business Leader, 14 exciting new speakers up on our speakers page.

Chris Parke, CEO of Talking Talent, is joining the WOMEN IN TECH PANEL at the Main Stage.

Chris is CEO and co-founder of Talking Talent, a global coaching and consulting practice. Talking Talent partner with some of the world’s leading organisations to help them accelerate their performance by attracting, retaining and progressing talented women to all levels. It is a real systemic approach to building inclusive cultures.

As the world becomes ever more digitally driven and every industry is being reimagined, the dearth of women in technology is becoming increasingly problematic. In this panel discussion, we will discuss the root causes behind of the lack of women in technology, how this is harming innovation and our collective future and what leading organizations are doing about it.

Other breakout speakers:

Di Macdonald – VP Global Learning & Communications @ Expedia – LEARNING

Di is super passionate about understanding how people want to learn and ensuring solutions fit that. She has worked to build apps to reach global audiences, focusing on creating cool, relevant content.  At Expedia, she has come up with solutions to reach sales people on the go in places from New York to Koh Samui. 

Sue Mace – Head of Talent Development @ Shop Direct – LEARNING

Leading the Talent Development function for Shop Direct, Sue and her team create unique development experiences helping every person in the business be the best they can be and supporting the Shop Direct transformation.  Previous to her role at Shop Direct, Sue held Talent and Leadership Development roles at the University of Liverpool and RSA.

Mark Barlow – CEO & Founder @ AppLearn – ADOPTION

Mark has been working in the HR software field since 2001 (when he founded Qikker Solutions Ltd, which became a performance and talent management solution provider). He is the founder and CEO of AppLearn.

Dr. Conor Taylor –  Physiologist @ GB Cycling Team – ADOPTION

Dr. Conor Taylor is a physiologist for the Great Britain Cycling Team. He drives optimum performance for the Great Britain Cycling Team.

Caroline Porteous – Transformation Leader @ Adobe – DIGITAL HR

Caroline and her team aim to transform the world through digital and exceptional customer experiences, by simplifying and accelerating the way business is done through paperless processes and a mobile first strategy. Caroline’s 15 year experience has focused on IaaS with the digital security of data and SaaS solutions which deliver transformational ROIs.

Piet Hein van Dam – VP Europe @ Seedlink Technologies – DIVERSITY & INCLUSION

Piet Hein is a data-entrepreneur combining science and business. He is VP Europe for the AI-startup Seedlink. He was CEO of ‘big data’ startups Wakoopa and Zapaday and is now responsible for rolling out Seedlinks predictive recruitment technology in Europe.

Ineke Pet – Head of HR and Organizational Development @ Martha Flora – DIVERSITY & INCLUSION

Head of Organizational Development at Martha Flora in terms of vision and strategic issues including business processes, organizational structure, leadership and investment in people in terms of professionalism and autonomy; with the aim to improve care for elderly with dementia.

Pamela Hutchinson – Head of Diversity & Inclusion EMEA @ Bloomberg LP – DIVERSITY & INCLUSION

Pamela is Head of Diversity and Inclusion for Europe, Middle East and Africa at Bloomberg. In this role she leads the company’s global diversity and inclusion initiative in the region, serving as a partner and thought leader on strategy and vision. 

Product demo speakers:

Tom Payne – Head of International Client Success @ Adobe

Tom oversees the Client Success organisation in EMEA and APAC for Adobe’s Enterprise Document Cloud customers. His team are responsible for ensuring Adobe’s customers reach return on investment from the products they procure through the life of the relationship. 

Paul Consterdine – Director EMEA @ Thomson Online Benefits

Paul joined Thomsons in April 2010, and his core expertise is in helping global organisations such as Facebook, IBM and Microsoft drive performance through automated benefits management. Paul works to align technology with business goals, delivering tangible value to employees.

Nick Hutchinson – Solutions Consultant @ Lumesse

Nick has been a Solutions Consultant at Lumesse since 2016. He has worked for many years in the recruitment industry delivering the best possible results for his clients and candidate and it’s his job to ensure that Lumesse is on the cutting edge of recruiting technology innovation. 

Fabio Cardilli – European Product Leader @ Talentia Software

Fabio is a graduate in Computer Science with 20 years of experience in the IT Sector. Having worked with many multinational HR software providors, he’s today a passionate product leader bringing vision and creativity to Talentia.

Mark Williams – Research Director @ MHR

Mark is a ‘futurist’ and technology critic, with provocative views of technology and its application in the workplace. He leads the research team at MHR. 

About HR Tech World:

In 5 years, HR Tech World has exponentially grown from 400 to 6000 attendees. In 2017, the appetite for the Greatest HR Shows on Earth will scale to +10,000 attendees from over 120 countries!

Technology continues to change our understanding of the world around us and in ways we had never imagined. Within 10 years, over half of the office occupations in the world will be displaced by technology. How do we manage this? How do we capitalize on this? And where is tech leading the Future of Work?

With Brexit, Cognitive HR, a possible global leadership crisis, and disruptions occurring in unpredictable ways, we’ll be in London to help you navigate the changes and the possibilities interwoven with HR and tech.

Brexit, Trump, and the Future of Work | The HR Tech Weekly®

Brexit, Trump, and the Future of Work

Written by Alex Cooper, on behalf of HR Tech World.

trump-brexit-and-the-future-of-work-blue

There’s no doubt the world is going through a huge shift in paradigms when it comes to conceptualizing work. While technology rapidly advances, companies are trying their best to adapt. Tech is changing how we understand what we do, how we work, and even how we see the world around us. The disruption that technology is having in the world of work, however, is not the only disruption entering our lives. With the Brexit referendum passing in the United Kingdom and the election of Donald Trump in the United States, disruption seems to have gone ballistic.

As Josh Bersin notes, understanding the future of work is more than just simply comprehending technological innovation. The political events occurring in some of the world’s leading economic powers are drastically changing our approaches to society, the workplace, and how we view each other. Regardless of where you fall on the political spectrum, the fact remains that these two events have drastically changed HR and work, not only in the respective countries, but globally.

Brexit, which has dominated the news channels in the U.K. and the E.U, has already had a huge impact on people and work. At the core is the unresolved question as to what this means for those living in the U.K. who are able to work and live there due to the E.U.’s free movement of labor policy. As soon as the results were in, businesses and their HR departments had to immediately confront the problems of how to deal with future recruitment plans and how to manage the implications for staffing and profitability if the U.K. were to leave the European single-market.

The U.K. government, led by Prime Minister Theresa May, currently appears to have set the controls for a hard break with the E.U., and as of yet there is no released plan for the road ahead; in spite of this, somehow companies must reevaluate their talent acquisition plans and employer branding. Although PM May insisted this week that E.U. citizens would maintain their right to live in the U.K. Without a concrete legal guarantee, there is little to stem the tide of fear and uncertainty this creates for people and organisations. The Financial Times recently reported that 58 percent of senior executives in major U.K. companies believe the Brexit referendum has negatively affected business:

“In terms of their priorities for the forthcoming negotiations, the business leaders said movement of labour and access to skilled labour came the highest, followed by securing free trade or retaining the single market with the EU and passporting rights. The interviewees said that to be successful in a post-Brexit UK, they wanted the level and complexity of regulation to be reduced and for it to still be easy to recruit EU staff.”

The other obvious shockwave is the rise of Donald Trump in the United States. President Trump relied heavily on his business experience during the campaign and used it to his advantage with the electorate. Yet, in his two weeks in office, Trump has received a backlash from within the business community due to a recent executive order on immigration.

Business leaders came out strongly against the ban because it directly conflicts with their operations. Bloomberg reported that Google CEO Sunar Pichai sent a note to employees after the order was issued condemning the ban and informing the company that the executive order affected 100 Google employees. Google also recalled staff from abroad because of the roll out of the ban, which temporarily barred even employees with work visas and permanent resident status in the U.S. from re-entering the country.

The order barring individuals from seven Muslim-majority countries—Iran, Iraq, Libya, Somalia, Sudan, Syria, and Yemen—has since been temporarily stopped by federal court.

At the end of the day, Article 50 still hasn’t been triggered and Trump is only 2 weeks into his presidency with the ban being frozen. However, these situations have caused alarm and posed questions about employees positions within the organizations in which they work, whether they are non-U.K. EU citizens in the U.K. or workers in the U.S. from one of the countries included in Trump’s immigration ban. There are at time of writing no clear paths as to what is next; negotiations between the UK and the E.U. have yet to begin, and in the US states and rights groups are pushing back against the immigration ban through the legal system.

As we move through the first few months of 2017 Brexit and the Trump Presidency leave companies and their HR departments no hiding place; they must begin planning for a wide variety of disruptive scenarios. Businesses are already developing ways to counteract any negative effect and those that are the most agile are often better able to cope with disruption. On the subject of Brexit, for example a Financial Times report states, “A large majority [of business leaders] — 96 per cent — was confident their business could adapt to the consequences of leaving the EU, and more than two-thirds had already taken action in response to the referendum result. A tenth were moving business outside the UK.”

In an interview with HRN about Brexit for the upcoming HR Tech World London show, economist Daniel Thorniley told Peter Russell, Director of Research and Development at HRN, “companies and HR departments will need to show a lot of consideration for staff in how the want to retain staff and motivate them over the next 2-3 years… This time of elevated uncertainty will show which companies can produce Best Practice in HR.”

With socio-economic and political disruption coming in on top of all the media noise on artificial intelligence and robotics it’s no small wonder there is fear and confusion about where the future of work is headed. Precarity does not seem to be dissolving anytime soon; a calm breath, alongside a compassionate and proactive stance should be pushed to the fore. Being preemptive in this regard could save businesses from impaired employee performance, future talent and recruitment headaches, and do much to inject a massive boost of trust and confidence into both worried employees, and those hard-earned employer brands.

About the Author:

Alex Cooper is the Content Specialist of HRN, organizer of HR Tech World shows, and curates the HRN Blog. You can follow him on Twitter @wgacooper.


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Smart Solutions for a Smart Workspace

Smart Workspace Design Summit

Amsterdam, February 6, 2017 – In eight months, design leaders will meet in Amsterdam in order to discuss how workplaces are organized, equipped, managed and how they should look in the future.

Moreover, you’ll be able to find several activities and opportunities under one roof. The exhibition will see delegates, visitors and exhibitors meeting and gaining new contacts and perspectives. The exhibition floor will be populated with various types of smaller stands as well as three big Showcase stands which will provide people with a unique walk-in, touch & feel experience.

Two conferences and four workshops where 50+ speakers, 150+ delegates and 1500+ visitors will bring an interactive experience to all visitors, be they facility managers, architects, designers, technology experts, representatives of startups or members of the general public, make this exhibition a must-attend for fans of design as well as professionals. 

The next Annual Smart Workspace Design Summit is taking place in the beautiful Zuiveringshal West building in Westergasfabriek in Amsterdam.

View all the visiting and exhibiting options and mark the dates 12 – 13 October 2017 in your calendar. 

About Fleming.

Fleming. connects people who know the answers, brings you the know-how you seek and the opportunities you desire, creating Critical Business Connections. After 13 years in the business, Fleming. has grown to offer a complete portfolio of Conferences, Trainings, Exhibitions, Blended Learning and Online Conferences on five continents and in various industries. More than 50,000 satisfied companies supporting, attending, and endorsing Fleming events and using its services every year prove that Fleming. is the right partner to support your business growth and help you achieve your goals.

Fleming. laying the foundation of a digital agenda for HR

HR Transformation Forum

BERLIN, February 2, 2017 – According to a recent report by Forbes Insights and Hitachi Data Systems, digital transformation sits atop the strategic agenda for enterprises. Rapidly evolving digital technology affects all the spheres of our working lives. In the next decade, it is expected that digital will nudge talent management into becoming an activity embedded in the fabric of everyday business, disrupting HR processes and redefining the future of HR itself.

How is digitization changing the nature of work? Are its effects on the various industries the same? What is the role of HR in this transformation?

In light of the big influence of digitization in the field of HR and in order to be responsive to the latest HR trends, Fleming. has decided to organize the HR Transformation Forum.

On 8 – 9 June 2017, experts from Google, Spotify, Uber, Deutsche Telekom, Mondi Group, Nestle, ING, Siemens and others will gather at Mercure Hotel Moa, Berlin, Germany, to lay the groundwork of a digital agenda for HR.

During the two conference days, all participants will have the opportunity to discuss trends transforming HR, cultural change, workforce planning and the data analytics skill set in HR. They will also get a sneak peek into the HR technology of the future in the special block of HR tech demos.

This event will be co-located with the 7th Annual Corporate Le@rning & Corporate Universities Summit.

The full event program may be downloaded here

About Fleming.

Fleming. connects great people, useful know-how and valuable opportunities. With 13 years in the business and 300+ events organized annually, Fleming. has grown to offer a portfolio of Conferences, Trainings, Exhibitions, Blended Learning and Online Conferences. Present on five continents, Fleming. has partnerships to always stay one step ahead. More than 50,000 satisfied companies participating at our events every year prove that Fleming. is the right partner. For more information, visit www.fleming.events.

Contact:

Martina Hrabinska
Marketing Manager
Fleming.
T: +421 257 272 145
F: +421 255 644 490
E: martina.hrabinska@fleming.events
W: www.fleming.events