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Building Extraordinary Organizations—Human + Digital Collaboration
The HR People + Strategy Annual Conference: Building Extraordinary Organizations—Human + Digital Collaboration discussed the vital role of HR in leading the convergence of people and technology to build extraordinary organizations and the key elements shaping employees' work expectations.
We live in an age where technology is shaping the way people live and work. From automation and AI to team collaboration, leadership, and social media, digitalization is creating unique expectations from employees and unprecedented challenges for HR. Today's employees are adapting, learning, and growing alongside this massive technological shift, and increasingly, they expect their work experience to match their life experience.
The proliferation of new business models has placed an emphasis on technological pivots, while the implications of this sea change are impacting with leadership and human resource practices. Collaboration and teamwork will be the norm for organizations that want to thrive. Building effective teams—where collaboration, diversity, and agility are the drivers to excel—will lead organizations' business success.
To thrive, HR leaders must lead the strategic areas driving organizational success to develop holistic approaches that will optimize human and digital collaboration to transform people's lives inside and outside of work.
Principal and FounderBersin™, Deloitte Consulting LLP
The Rise Of The Individual In The Future Of Work
Organizations today are struggling with significant new issues: becoming digital, embracing citizenship, improving the employee experience, and redefining jobs, careers, and the organization itself. All these changes are symptomatic of something much bigger: the rise of the individual. In this research-based presentation, Josh Bersin, Principal and Founder, Bersin by Deloitte, described these trends and showed companies how they can embrace the new world of business, where individuals and society drive.
Artificial Intelligence Is Helping Employees Shape Their Careers
Our world continues to change at blinding speed, and as the world changes, so does the talent market. Employees expect their work experience to be consistent with their consumer experience - simple, engaging, and personalized. They also report that careers and career progression are the #1 priority when selecting and staying with an employer. On the flip side, employers are finding it harder and harder to find the talent they need, and to keep their talent engaged. These trends require employers to take a new approach to careers. Participants heard how IBM is reinventing the career experience with artificial intelligence, providing each employee a personalized cognitive career coach to guide them each step of the way.
The Employee Lifecycle in the Digital Era
Do you remember when your company corporate reputation was based on what was said about you in the newspaper? How about when hiring happened with newspaper ads, mailed in resumes and on-site interviews? On-boarding was an employee handbook and development meant going to a class. Digital Transformation may be the latest buzzword but it's happening and it impacts all aspects of the employee lifecycle. Our success lies in whether we're able to adapt, evolve and thrive in this new era.
At Tech Data, an industry-transforming acquisition has been the catalyst for their evolving strategy and Beth will share how they are mirroring this in their HR strategy and impacting every aspect of the employee lifecycle. Digital Transformation does not have to mean "high tech" but it does mean "better, faster, more effective." As a golden thread of the HR strategy, Beth demonstrated how digital transformation is weaving its way through the employee lifecycle at Tech Data.
The Future Is... Well Actually The Future Is Now
As a profession, we have spent the better part of the last 20 years discussing and planning for a seemingly elusive future state - future of HR, future of work, workplace of the future, HR 2020 and more recently 2025. Having a long-term view towards the horizon is a prudent and sound strategy for any line of business but we need to embrace the fact that the future of HR is now and it's practical, scalable and highly impactful.
Ian demystified the field's big trends and provided a bridge to today's future via shovel-ready applications of AI, predictive analytics, intelligent automation, gig economy, future proofing workforce. He also provided an insider's view of how the world's most innovative companies are using modern approaches to HR to solve some of the biggest challenges facing organizations today.
How Being More Human Will Accelerate Growth- And Build A Better Business
Belonging Anywhere: Harnessing The Power Of Technology To Create Human Connection At Airbnb
Innovation at Deutsche Bank
Kevin Dooley Ami K Shah Head of Human Resources Vice President Deutsche Bank Deutsche Bank Labs, Strategy and Innovation
In this session, particpants learned how Deutsche Bank is using Innovation Labs as a catalyst for cultural transformation. During his 18 years with Deutsche Bank, Kevin Dooley has held a variety of human resources and communications roles around the world, and has driven the HR agenda for many of Deutsche Bank's business lines. Kevin and his Innovation Lab colleague Ami Shah will discuss how their collaboration is leading innovation at Deutsche Bank
Stan DuncanChief Human Resource OfficerRaymond James Financial
Betting On Human Advice
In a business where individual advisors and personal advice are the business, the threat of artificial intelligence could easily seem to outweigh the benefits, especially as new "robo-advisors" enter the industry. Stan Duncan, CHRO for Raymond James, a diversified financial services firm whose core business is providing wealth management through approximately 7,300 professional advisors, shared the company's unique approach to helping advisors marry the best technology with the personal relationships necessary to support complex planning needs of clients.
Enio VelazcoVice President, HR Strategy & Business TransformationSAP
Developing A Culture For Digital Transformation
Organizations across the globe are undertaking their own unique digital transformation journeys. With the rise of AI and machine learning, technology is altering every aspect of the corporate and social landscape, fundamentally changing the way we communicate and disrupting established business practices. The organizations getting it right today aren't the ones waiting to see how trends play out. They are the ones anticipating what comes next and proactively taking steps towards it. These organizations are building strategies that deliver sustainable growth and are using technology to differentiate and drive transformation. Research studies show that the biggest challenge organizations are facing in accelerating transformation is not the new technology itself, but the cultural change required to derive value from it.So, how do you create a culture that fosters and accelerates digital transformation? This session discussed recommended approaches for designing a culture that breaks down organizational silos and delivers performance.
Vince MolinaroGlobal Managing DirectorLee Hecht Harrison
Leadership Accountability- What It Really Takes To Transform A Company
Companies across all industries are facing unprecedented change today. Many need to transform to remain relevant and viable. The key to success will lie in a company's ability to engage leaders to help drive organizational transformation. The challenge, however, is that this is much easier said than done. This session provided practical insights on what really works when you need your leaders to step up in new and different ways.
Nathan BlainSenior Client PartnerKorn Ferry
Driving Growth Through Collaboration, How The Most Admired Companies Make Size Matter
The average Fortune 500 company is ten times bigger – after inflation adjustments - than it was when the first list was assembled in 1955. For some companies that size results in corporate lethargy. Decisions are slower. Accountability is diluted. And, sheer complexity frustrates both customers and employees. But the most admired companies in the world can remain agile even as their organizations grow. Employees sacrifice personal goals for corporate goals. They work across organizational boundaries. And their work is rarely constrained by a formal role description.In this session, Nathan Blain, Senior Client Partner at organizational advisory firm Korn Ferry, drew on research and real-life examples to discuss the characteristics of an agile organization and provided a practical look at how to become one. He discussed how to assemble the right teams and help them work successfully together. And he shared frameworks and best practices on how to manage and calibrate performance and develop careers in an environment which is now about teams and not jobs.
Stacy ShambergerExecutive Vice President People and RevenueSkyline Group International
Integrating Human and Digital Forms of Collaboration Into Your Organization; How Culture and Leadership Can Determine Adoption and Success
Today's HR executives understand that through the advancements in digital technology we can become better at "being human". Influencing how we perform our work, collaborate and even enhance our uniquely human capabilities, leading to more meaningful interactions and transactions in our lives. It's no longer just about creating improvements to the bottom-line, studies now show that incorporating human and digital collaboration can have an impact on employee engagement, development and morale while decreasing the distance between teams and individuals.
In this interactive fact-based session, participants explored insights from research, market trends and proven best practices of amalgamating both the human and digital aspects of collaboration. They examined ideas on how collaboration can increase productivity and innovation, engage employees, attract talent and even add a deeper dimension to employee development. They also investigated the important role leadership plays in ensuring the successful transition, adoption and integration of all forms of collaboration throughout your organization.
Heather WhitemanHead of People Strategy, Intelligence & OperationsGeneral Electric (GE) Digital
GE's Digital Industrial Transformation
Heather Whiteman discussed how GE has been transforming from an industrial company to a digital industrial company through integrated talent management practices focused, advanced analytics and a strategic implementation of talent planning. Heather will share an in depth look into the strategies implemented and the resulting successes, challenges, learnings, and road ahead.
From HR to People: Three Ways Today’s Leaders Are Preparing For Tomorrow’s Challenges
Paul Burrin Sarah Hulsey Vice President Customer Success Manager for the Americas Sage Business Cloud People Sage Business Cloud People
Stacie Alexander Monica Willis Senior Human Resources Director Head of Global Human Resource Operations
Worldwide Clinical Trials SolarWinds Worldwide, LLC
HR as we know it is undergoing a seismic shift. Just as it changed from Personnel in the 80’s, it’s now transforming into a People function. Progressive ‘People Companies’ are realizing that if they want to be the best, they have to have the best. Sage’s Paul Burrin and Worldwide Clinical Trials HR Director, Stacie Alexander, explored three ways leaders are adapting to this change to not only survive, but thrive, in the brave new world of People.
Mission Critical: The U.S. Intelligence Workforce Of The Future
Dan Ward Kristin Bertelli Celia Durall Chief Workforce Economist Chief of Support & Chief Human Capital Strategies Enterprise Hiring & Assessments DivisionThe MITRE Corporation Central Intelligence Office of the Director of Agency National Intelligence
In 2014, the Director of National Intelligence launched the US Intelligence Community's (IC) Human Capital Vision 2020. It set three common focus areas for all agencies involved with Intelligence work: Shape an Effective Workforce; Embrace Continuous Learning; Embed Agility, Innovation, and Inclusion
This shared vision has guided major modernization and innovation efforts across the 17 components of the IC. The three panelists described the success of this initiative and how new technologies have enabled the Agility, Innovation and Inclusion work that is now characteristic of America's intelligence workplace.
The last half of this session attendees shared their own insights to build on the panelists' perspectives.
Innovation Labs – Not Your Typical Breakout Session!
Sally ThorntonFounder & CEOForsha
WorkLabAccelerator – Applying Innovation Sprints to Make Work Better
This two-hour interactive session discussed and applied design thinking, leaned startup methodology, and storytelling skills in fresh ways that participants could use to align the employee experience with the customer experience. Participants learned why Airbnb, Mozilla, Deloitte, PlumOrganics, Modsy, and others are leveraging this framework not only in how they develop fantastic products for their customers, but how they build better work experiences for their own teams.
Ruslan TovbulatovDirector of Corporate Product & PartnershipsThrive Global
From Surviving to Thriving: Accelerating The Culture Shift
Stress and burnout are a global pandemic, costing businesses hundreds of billions of dollars per year – $300 billion in the U.S. alone. But as the latest science has shown there is no tradeoff between living a well-rounded life and high performance. We know, instead, that when we prioritize our well-being, wisdom, purpose and meaningful connections, everything improves – including our decision-making, creativity, and productivity. During this session, Ruslan uncovered the latest science, influencer storytelling, and performance-enhancing well-being strategies to help participants move from surviving to thriving in their personal and work life. Attendees left empowered and inspired to thrive, and to accelerate a thriving culture within their organizations.
Rob CrossEdward A. Madden Professor of Global BusinessBabson College
Personal Networks of Successful People: How High Performers Innovate, Execute and Thrive at Work Through Purpose Built Networks
Rob interactively shared network strategies that distinguish successful people as well as a set of tools and resources that his consortium has created and made available to help companies take action on the ideas. The research is based on hundreds of interviews and thousands of data points captured during more than twenty years of work with over 300 leading organizations. The session explored these dimensions and then specifically how leading organizations are bringing the ideas in to promote on-boarding effectiveness, decrease attrition, support diversity and inclusion strategies, enhance leadership development and help manage executive transitions.
The Future Is Now: See What Myth Busters and Humpty Dumpty Have In Common
Jill Havely Matthew Kamensky Director, Talent & Rewards Director Willis Towers Watson Willis Towers Watson
Digitalization is transforming the nature of work and presenting opportunities for organizational change. Jobs as we once knew them are evolving at a rapid pace; new skill requirements and occupations are emerging while others are being displaced. HR leaders need to be on the front lines to help drive the necessary organizational changes and evolving talent needs – and to help ensure their organizations stay competitive and lead the market. This innovation lab explored "hot off the press" research on the Future of Work, providing attendees with hands-on activities and take-home tools to help organizations get ahead of the future.
BRAINDATES A Peer to Peer Learning Experience
EXECUTIVE ROUNDTABLE LUNCH
WELCOME NETWORKING RECEPTION AND SUNSET NETWORKING RECEPTIONS
Josh Bersin, Principal and Founder, BersinTM, Deloitte Consulting LLP
Jonathan Mildenhall, Former Chief Marketing Officer, Airbnb
Mark Levy, Former Chief Employee Experience Officer, Airbnb
Leena Nair, CHRO of Unliever
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