Day 2 — Monday, Dec 11
7:30 am - 8:00 am Networking Breakfast
8:00 am - 8:05 am Chairperson’s Opening Remarks
8:05 am - 8:15 am HR REPORT RELEASE — Disruptive Tech Transformations: Human Resources and the Digital Journey
HR Tech attendees will receive the first complimentary copies of this launch, global research effort about how technology is disrupting Human Resources and People Ops. We study the current trends, examine the roadmaps for HR tech acquisitions and make industry predictions for 2018.
8:15 am - 8:55 am Transforming HR With An Eye On Harnessing Innovation In an Ever Changing Digital WorldShakti Jauhar - Vice President, Global HR Operations & Shared Services PepsiCo
Shakti Jauhar will speak about his experience transforming HR at PepsiCo through the digitalization of Shared Services. He joined PepsiCo in 1997 and since then he has held various leadership positions like CIO South Asia BU, Senior Director - Financial Shared Services, Senior Director – Global Health & Welfare & Wellness Plans and International Benefit Strategy before moving into his current role as the Senior Vice President, Global HR Operations and Shared Services.
He is an engineering graduate with majors in instrumentation and process control. Shakti has over twenty years of operational experience with a proven record in driving strategic and complex global initiatives. He has global cross-functional (Manufacturing, Process Optimization, IT, Finance and HR) experience with a focus on developing a strategic advantage in the marketplace.
Shakti JauharVice President, Global HR Operations & Shared Services
9:00 am - 9:30 am Business Meetings + Product Showcase
9:30 am - 10:00 am Business Meetings
10:00 am - 10:30 am Business Meetings
10:35 am - 11:15 am Build, Buy or Borrow? Developing a People Analytics Team — Start Making a Data-Driven Workforce StrategyRobert Lanning - Director, People Analytics, Insights & Research Andeavor, formerly Tesoro
How do you launch a People Analytics team? The adage “Build, Buy or Borrow” comes from the three main approaches to developing a Human Capital analytics function. Builders assemble their team from scratch, either developing the analytics capabilities of in-house HR staff or retraining company quants (finance professionals, statisticians, IT database staff, etc). Buyers, who have the funds to do so, can hire top talent away from competitors or recruit the small trickle of grad students with degrees in the field. Borrowers, use apps and outsourced staff to crunch the numbers and build reports and dashboards for them. Whatever your approach, a well-staffed People Analytics team will give you the power to make data-driven decisions on hiring, training and deployment that are business critical.
• Companies have begun assembling their own People Analytics teams through recruiting from an array of unlikely fields —economists, physicists, industrial psychologists
• Still other firms have taken a more aggressive approach, building their own in-house “universities” aimed at teaching data science to a wide array of managers, distributing the culture of analytics throughout the firm
Robert LanningDirector, People Analytics, Insights & Research
Andeavor, formerly Tesoro
11:20 am - 12:00 pm Embed Learning in Employee Culture — A Digital Strategy to Design Training into Everyday WorkDonna Murdoch - Global Head of Learning Technology and Innovation S&P Global Ratings
Your employer brand and your access to top-notch employees increasingly depends on one thing — your ability to offer, well-designed learning experiences for employees. According to the latest research, for people under 40, access to learning and career opportunities are the single largest reason an employee will recommend their company as a great place to work. The smartest companies are abandoning stodgy learning management systems and using a mix of tech, apps, games and social media to deliver training throughout the workday.
In this session, discover:
• Why learning that doesn’t get used within 30 days is forgotten altogether.
• New learning models designs training into the daily core of the employee experience.
• Workers share their skills both in-person and online, seek out feedback and become continuous learners.
Donna MurdochGlobal Head of Learning Technology and Innovation
S&P Global Ratings
12:00 pm - 1:00 pm Networking Lunch
1:15 pm - 2:00 pm 5 Simple Rules of Explanation — Enhance Workplace Communication
In today’s fast-paced world a short simple message is essential. By reducing a complex topic to its key concepts, any subject can be simply explained, easily understood, and widely shared. During this session, you will become an explanation expert with the 5 Simple Rules of Explanation, which can be used in hundreds of workplace situations. From onboarding to certification, HR policy explanation to intra-office communication, reducing your topics to the key points and presenting them in an engaging way is critical.
2:05 pm - 2:30 pm Join a practitioner-led roundtable during this interactive session.
1. Onboarding —HR”s Most Overlooked and Undervalued Way to Engage Employees
2. Lessons Learned from Implementing HR Tech Successfully (and Pitfalls to Avoid)
3. Keeping Tabs on Talent — Predicting What Your Employees Need to Learn
4. Making Hiring Human Again in a World of Tech-Driven Talent Acquisition Apps
IGNITE SESSION — This is a fast-moving, multi-topic session comprised of three rapid-fire presentations that will be completed in 45 minutes of total time (15 minutes for each challenge). Each speaker has a total of 10 minutes to get through up to 10 slides. Each individual presentation will focus on one specific challenge that HR leaders are facing and will provide actionable solutions that can be used to effectively overcome these challenges.
2:30 pm - 2:45 pm Challenge #1 — Sourcing Talent in the New World of Work
Research estimates by 2020 over 43% of the workforce will participate in the gig economy. Is your company ready?
From Airbnb to StubHub to Lyft, these trusted marketplaces revolutionized our world. When it comes to the way people work, the gig economy is making a similar impact. With about 34% of the workforce participating in the gig economy today, your company has the opportunity to leverage a contingent workforce in your talent ecosystem. This ignite session will cover how a marketplace like Shiftgig can help you quickly find a qualified workforce to fill your needs.
2:45 pm - 3:15 pm AI vs Human, Who Wins at Talent Acquisition?
The need for effective recruiting has grown dramatically over the last decade. Average employee tenure has dropped from 8 to 2.4 years, accelerating annual turnover 10X to 46%.
The rise of AI, machine learning and data science disciplines are set to impact every area of modern business today. Can machines replace humans in recruiting? Should they? Come learn the realities and the future of AI in talent acquisition and where it's being applied in real world use cases and scenarios, business impact, and how to build an ROI around the next generation of talent acquisition technologies and best practices.
3:15 pm - 3:45 pm Business Meetings
3:45 pm - 4:15 pm Business Meetings
4:15 pm - 4:45 pm Business Meetings
4:45 pm - 5:30 pm The Virtual Solution to Simple and Effective Training, Learning and Skill Development
Are meetings and in-person trainings taking your best and brightest away from revenue producing functions? Do you find that too many leaders question whether or not training and skill development is really working and translating into verifiable outcomes? Advancements in technology are finally reducing the number of people needed to build, deploy, measure and improve training and the transfer of knowledge throughout organizations. With just a few clicks, organizations are able to deploy meaningful content, real world situational exercises and transfer knowledge faster than ever and with far fewer resources. Whether you are looking to improve sales, client service, organizational efficiency or situational leadership, this transformational technology platform will make improving your organization so easy, a CEO could do it.
5:35 pm - 6:05 pm Employer Branding Strategies — Tell Your Company’s Story with Tech Tools + Marketing TacticsJared Nypen - Director of Talent Acquisition Great Clips
As the unemployment rate has dropped over the past few years, companies have found that it has become increasingly hard to fill positions within their organizations. Changes in the way that job seekers learn about companies and search for jobs have increased the importance of employer branding. However, employer branding as taken on a whole new meaning, requiring companies to take a multi-faceted approach to reach candidates in the ways that they want to be reached. In this session, we’ll look at how Great Clips has taken a recruitment marketing approach to reach job seekers multiple times in multiple ways and with the right content, helping Great Clips salon owners get their unfair share of talent by forming or changing the perceptions that candidates have about Great Clips as an employer.
Jared NypenDirector of Talent Acquisition
6:10 pm - 6:55 pm Before You Buy HR Tech . . . Challenging Questions to Ask Your VendorRob Ollander - Director of Talent Planning and Performance Gap Inc.
Rob Ollander-Krane is an HR thought leader known for designing and developing a pathbreaking philosophy and approach to performance management at Gap Inc. The approach, called GPS: Grow Perform Succeed, focuses less on the management aspects of performance management and more on the actions leaders can take to drive performance and engage employees. Its all about informal discussions of performance that occur on a monthly cadence. And less about documenting them.
This innovative approach has garnered much attention. Its has been written about in numerous business and HR magazines and was developed into a Harvard Business School MBA program case study. Rob has shared the GPS story at talent management and HR conferences across the US and has been invited to guest lecture at Harvard, Yale, Stanford and Boston Universities. So what’s the connection to an HR Tech conference? Rob is often surprised when he talks to HR leaders in other companies who are considering making changes to performance management. They start the conversation by talking about the system they use. Rob believes that’s the wrong place to start. The system should support the process. You have to start with identifying your talent philosophy and process. For Gap Inc., the question is, “If we are trying to focus on discussions, do we even need a system?”
In this unique and think-outside-the-box session, Rob will share the GPS story and explain how different it is from traditional performance management. Then he will interview Vip Sandhir, the CEO of HighGround, an HR Tech vendor that provides employee engagement software for achieving peak performance, strengthening cultural values and understanding the voice of the employee. He is going to ask Vip the challenging questions a practitioner should ask when trying to decide if a system can provide this new and innovative process.
This session isn’t a case study— It’s live market research.
The two companies do not currently work with each other, nor have a pending contract. It’s a don’t miss if you are trying to find vendors who can adapt their tools to meet the needs of HR leaders who are being asked to innovate… and at least in the performance management space, we are definitely being asked to innovate.
Rob OllanderDirector of Talent Planning and Performance