Overview : No matter how effective that you currently are, wise HR professionals are constantly looking towards the future. Being future oriented allows you to both understand and prepare for upcoming changes in business, technology and the workforce. However, simply knowing what likely changes will occur in HR is insufficient. Instead, you have to know the underlying factors that make these changes necessary.
The future of HR will not evolve in a random manner but instead, the change will be guided by nine factors that will define the borders and the direction of HR in the future. These factors include a changing workforce, the need for an increased business impact and the need for more speed, technology, integration and predictive metrics. Each of those factors will be fully explained and the audience will be walked through how each of the functional areas within HR and Talent Management will change.
Why should you attend:
If you haven't noticed, we live in a chaotic world where there is continuous change and certainly HR is not exempt from that rapid change.
In fact, the number one area where CEO's expect improvement is talent management. So if you're going to produce dramatic change in HR, you have no choice but to rethink every aspect of it.
Executives are already beginning to expect more from HR. They expect it to be more businesslike and to demonstrate its impact on business goals and corporate revenues.
Those that are not fully prepared for the future will likely be overwhelmed by it. If you're not prepared for the new expectations, the HR function risks lower budgets, less credibility and increased chances of being outsourced or replaced by technology.
Areas Covered in the Session:
What are the principles that will guide HR and Talent Management in the future?
How firms and HR must become more adaptive and agile
How HR can demonstrate and increase its business impact
The importance of increasing learning speed to organizational success
How metrics have to shift from the current historical model to forward-looking predictive analytics.
How HR can better integrate and coordinate the different Talent Management functions
How the speed of change will force HR to build planned obsolescence into every program and process
How the importance of building a business case will increase as HR is required to prove it's ROI
How new technologies will change the way that we deliver HR services
Who are the benchmark firms that are leading the way?
Who Will Benefit:
Chief talent officers and directors of Talent Management
The VP of HR
Directors of recruiting and talent acquisition
Directors of leadership development
Directors of development, training and learning
Directors of workforce and succession planning
Directors of HR
Talent management and HR strategists
HR business partners, HR Generalists and HR professionals involved in talent management