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THANKS TO OUR AWESOME 2018 HR SPEAKERS

Dr Reza Moussavian
Dr Reza Moussavian
Senior Vice President Digital & Innovation, Deutsche Telekom (GER)
Dr Wesley Payne McClendon
Dr Wesley Payne McClendon
Chief Strategy & Transformation Executive, Board Director, Gooroo Ventures (AUS)
Soumyasanto Sen
Soumyasanto Sen
Co-Founder & Partner, People Conscience (GER)
Carmen Hudson
Carmen Hudson
Principal Consultant, Recruiting Toolbox (USA)
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From Bots & Analytics to Yoga: How Deutsche Telekom's HR Innovation Lab Prepares HR for Performing in the Digital Age

The exponential growth of digital technologies changes customer behaviour, business models and social interactions - amongst others. Whereas many business functions, such as IT, marketing, and finance have taken the required steps to prepare for delivering and performing in the digital age, the HR function lags behind. Therefore, Deutsche Telekom has set up a dedicated unit, within HR, to challenge the status quo of HR to change its way of thinking, the interaction with technology as well as the product and service delivery.

Agile Transformation - The Role of HR in Setting Up Agile Teams & Organisation Units

Management practice, supported by strategy, finance, HR and other functions developed quite robust concepts for stable, efficient and well-structured organizations to scale for profit. The speed of change requires particularly large organizations to add another dimension in addition to efficiency which is agility - how to become fast, responsive to change and focused on customer needs? The transformation towards agile and flexible organisations has reached "old economy" sectors, such as banking, telecommunications, retail, consumer goods and more. They are characterised by working with agile and user-centric methods, collaborating with cross-functional squads and tribes, living a new spirit by dailies, meet-ups, customer probes and more. Unfortunately, HR plays hardly any role in these!

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Unlearning Change, Learning Transformation

As the pace of change increases, many organisations find themselves wedded to the habits of their old ways. Only under significant direst is there consideration of new ways of thinking about building transformative capability that fits into a constantly evolving worldview. Dr McClendon will present 9-Box Transformation – a progressive grouping of building blocks that define how leaders drive three stages of transformative evolution – change, breakthrough big thinking, and transformation. Participants will learn how to: unlearn muscle memory and expectations that form the basis of an incremental change mindset; revise frame of reference, redefine value proposition and reflect higher-order critical thinking; and learn transformation through adoption, innovation and disruption.

Navigating the Gig Economy

The war for talent isn’t over; it’s just many of the talented people have decided to leave the building…literally. This talented group of opportunity seekers has opted out of the comfort and security of company bricks and mortar, into the gig economy. The gig economy poses the greatest threat to old-school thinking about attracting, retaining and leveraging top talent. Dr McClendon will present 5 key transformation tools for navigating the gig economy including strategic alignment; employee value proposition (EVP); digital recruitment and selection; integrated workforce planning; and Build Buy Move. Participants will learn how to use the tools and apply transformation thinking to strategic planning.

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Hacking the Future of Work - Your Survival Trail

Automation, gig economy, digital platforms, and other innovations are changing the fundamental nature of work. Let's thrive in the Digital Age with “Hacking the Future of Work” and shaping your own survival trail by connecting the dots for a better sustainable future. What is the impact of a changing world of work? How can HR be more aware and make organisation’s ready for the Future of Work? How should people and organisation’s adapt for a better sustainable future? Why should we be aware of culture and its changes? In this exciting keynote, Soumyasanto will share around Humans & Machines, New Work Models, Diversity & Equality, and the Next-Generation Organisation.

Transformation Starts with Change in CULTURE - Empower It With People Analytics

Culture is a key determinant of successful digital transformation. We can change our technologies, our infrastructure, and our processes, but without addressing the human element, lasting change will not happen. Culture is the operating system of the organisation. This session will address the importance of culture change in transformation, why it is necessary for leaders to have the right digital mindsets, and how we can enhance culture change with people analytics. Case studies will also be shared, shedding light on the benefits of using cultural analytics in areas like talent acquisition, M&A, leadership empowerment and organisational culture change.

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Ghost in the Machine: How Bots, AI & Machine Learning is Transforming Talent Acquisition

Self-driving cars and recreational trips to Mars are on the horizon. Could self-sourcing TA robots be far behind? In this session, we'll explore how the proliferation of recruiting data has given rise to technology that can automate tedious tasks, increase productivity and perhaps even apply predictive algorithms to take the guesswork out of making hiring decisions.

Improving 12 Ways to Automate Talent Acquisition & Boost Recruiting Performance

If you've ever lived through an ATS implementation, you know that technology won't solve all your recruiting problems. That doesn't mean you shouldn't examine every part of your recruiting process to determine if you can save time or increase results through automation. In this session, we'll explore new and existing technologies and discuss the pros and cons of introducing new solutions and products into your talent acquisition process. Key takeaways will include looking at the recruiting process through the candidate's journey, identifying critical areas where the experience or efficiency can be improved (candidate experience, sourcing, candidate outreach and marketing), and sharing a framework for evaluating new solutions.

Farid Karolia
Farid Karolia
Head of Technology: FNB HR, First National Bank: A Division of FirstRand Bank Limited
Samantha Coom
Samantha Coom
Group Corporate Brand & Digital Specialist, RCL FOODS Limited
Ronel Pfotenhauer
Ronel Pfotenhauer
SuccessFactors Business Owner, Sanlam Limited
Lisa-Anne King
Lisa-Anne King
Director, Fluxmans Incorporated Attorneys
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Do You Feel Like a Kid in a Candy Store?

It’s an exciting time to be in the HR industry. Practitioners and technologists are spoilt for choice with a variety of technology solutions from exciting new and traditional Vendors. Choosing multiple fit for purpose solutions may meet HR requirements but leave the consumer with an inconsistent experience and the techies with a complex integration burden. Choosing a single Vendor delivers a consistent experience but may result in HR having to compromise on fit for purpose. Join me as I unpack and highlight the advantages and disadvantages of the options available and introduce a hybrid option that may be what your organisation needs.

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Branding Your Business for the Future

We will never experience change as slowly as we do now. How do businesses embrace this exciting time and not fear it? Join this session to learn about the future of employer branding and how to best draw on social media to drive your talent strategy. Sam will draw on her experiences to share how you too can drive social adoption through the behaviour of leaders, why you need an employer brand & how you can leverage this for recruitment, what channels are available to you, how to get leadership’s support & where to go from here.

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Employee Experience: The Journey to Digital Transformation

Since our establishment in 1918, Sanlam has been a prominent part of the South African business landscape. We have always held a long-term view of how business adapts to the demands of the environment in which it operates. Today, in a dynamic world, we see an evolving set of imperatives that require our skilful response. Technology is an enabler to provide leading practice financial and investment experiences to our clients & HR must mirror these leading practice experiences by leveraging technology, processes and people for all phases of the employee life-cycle from recruitment, to onboarding, performance, development and succession planning. Employee intelligence is a necessity to provide an optimal employee experience into the future. In this session, I will share around Sanlam's Talent architecture - the cornerstone for employee experience and data intelligence - as well as the ‘what’ and ‘how’ of user experience design to enhance the employee experience. Key takeaways will also include insights into our integrated talent management, digital journey and the different stakeholder lessons learned along the way.

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Is Your Workplace At Risk of Inappropriate Workplace Behaviour?

In this fast-moving environment of HR Innovation and Tech, an employer must not lose sight of the importance of interpersonal relationships between employees which, to a large extent determines the culture of the business and which, if not managed correctly, may place the business at risk of inappropriate workplace behaviour. The topics which I will address in this session will include, inter alia, sexual harassment, discrimination, workplace bullying, the use of social media and the impact it has on the working environment. Whilst signs of these are not always obvious to an employer, an employer has certain obligations to ensure a healthy working environment, failing which the employer is at risk, not only of litigation but also reputational damage. I will share with you experiences that clients of mine have had as well as my experience as HR Director of Fluxmans and provide guidelines on how employers can mitigate the risks arising therefrom in the workplace.

Hugo Ockert Coetzee
Hugo Ockert Coetzee
Senior Functional Specialist, Anglo American Platinum Limited
Karin Mathebula
Karin Mathebula
HR Executive, Barclays Africa Group Limited
Mavis Ureke
Mavis Ureke
Human Behaviour Specialist, Emotions4success & Training B2B
James McKenzie
James McKenzie
HR Executive Transport, Barloworld Logistics
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Change Management: The 'Manning for Success' Way

Effective change management and communication are key to all projects, even more so in the HR world. Whilst implementing various HR technologies and systems within Anglo American Platinum, M4S introduced spaced repetition as the vehicle for change management and communication, with great success. At the end of 2017, this was enhanced even more by introducing augmented reality, leading the way change management is done and paving the way for the future.

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The People Factor in Digistisation

Success in the digital age requires a focus on skills/competencies of our people and collaboration. We need to rethink our organisation, skills and capabilities required so that the needs of our customer can be fulfilled with ease – thereby reducing handoffs. Digital’s speed requires leaders and managers to develop much stronger day-to-day skills in working in teams. How we lead, and our talent, is key to our impact on customer and community.

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Behavioural Technology: Mastering the Human & Technology Collaboration for Sustainable Growth

With the world of work changing through technology, we still have humans who have to utilise that technology. So while it is necessary to understand, communicate and assimilate technology strategy with business strategies to increase the performance of a business, studies in behavioural psychology show that adopting emotional intelligence strategies is essential for competitive advantage through sustainable human performance. Emotional intelligence moderates the direct relationship between the technology strategy and human behaviour performance factors of the organisation. Increased leadership gaps, as noted by the World Economic Forum’s latest World Competitiveness (where SA ranked 137 out of 137 countries as having the worst employee relations in the world), leads to disengagement, increased wellness issues such as mental illness, depression & cancer. This demands the strategic use of emotions in organisations to elicit and manage human behaviours to align with organisational strategy so as to improve and sustain organisational performance consequently growth while maintaining a culture of wellbeing. In this session, Mavis will address how we can use behavioural technology to address human behaviour challenges impacting organisational performance.

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League of Champions

At Barloworld, we have embarked on an award-winning integrated approach towards our professional driver management. Through successful use of telematics, HR- and Risk-related data, we have successfully bridged the gap for our blue-collar workforce, experiencing an increase in engagement, alignment and performance. In this session, I will share how Barloworld is using its data to drive organisational performance in line with our business blueprint, and address how HR programmes can affect bottom line business results while creating shared value.

Martin Dippenaar
Martin Dippenaar
CEO, Global Kinetic Software Engineers
Frans Wichmann
Frans Wichmann
Software Engineer, EPI-USE Labs (Pty) Ltd
Zuko Mdwaba
Zuko Mdwaba
Regional Country Director, Workday
Ronnie Toerien
Ronnie Toerien
HCM Sales Development & Strategy Leader, Africa, Oracle
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Annual Performance Reviews Are Heading for Extinction. Now What?

At Global Kinetic we noticed that we were not seeing a positive return on the time and effort being put into quarterly reviews. We created our own system (TeamNinja) which helped us with cost reduction, an increase in general wellness and sentiment to the business as well as people retention. TeamNinja uses near real-time peer data, which is continuously provided by team members alongside project KPI’s and client input to detect and highlight interpersonal conflict and other individual and team risks, often before the people involved are aware themselves. Our rich datasets and proprietary algorithms highlight successes, concerns, and provide the data to enable us to reward or intervene accordingly. We track and report on sentiment, behaviour and quality over time, per individual, team and company, empowering the organisation to develop and mature organically, while dramatically saving time, reducing costs, increasing employee happiness and improving profitably.

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Solving SAP HCM Reporting Challenges

Many SAP customers face the challenge of extracting accurate, meaningful and real-time information from all of their SAP® HCM and Payroll data. They find they need multiple tools to create reports, have to rely on IT and struggle to create professional documents. Frans will explain how innovative solutions from EPI-USE Labs can solve these challenges: Query Manager™ and Document Builder™ empower users to access data from a single solution in SAP, create professional reports and streamline business HCM reporting.

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Rolls Royce: Our HR Journey to the Cloud

Rolls-Royce, an engineering and aerospace firm in the United Kingdom, moved its HR operations to the cloud, streamlining global operations, modernising talent management, and creating greater visibility into its workforce. Join Zuko and Mark, in this insightful interactive session, as they unpack the Workday & Rolls Royce success story, & gain advice and lessons learned on how you too can embark on this transformational journey.

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The Year of the Employee

Each year, Oracle brings together some of the HR industry’s leading influencers to discuss the state of work in Europe, Middle East and Africa, the trends shaping the human resources profession and how technology is helping companies to improve the employee experience.

From reviewing the way companies approach employee engagement to challenging long-held beliefs about pay and reward, their predictions point to major change in the year ahead.

In this presentation, we will take a deep dive into the top 5 trends and challenges that will shape HR in 2018, and share insights on how these can be tackled using the right mix of strategy, collaboration, and of course technology.

We will also touch on some of the Technology Trends we expect to see emerging during 2018.

Mark Judd
Mark Judd
Former HRIT and Service Solutions Director, Rolls Royce Holdings plc (UK)
Rohit Mathur
Rohit Mathur
CEO – HCM & Payroll, Ramco Systems Limited (IND)
Barry Vorster
Barry Vorster
Director, People & Organisation, PwC South Africa (Pty) Ltd
Paul Byrne
Paul Byrne
Managing Director, CareerJunction
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Rolls Royce: Our HR Journey to the Cloud

Rolls-Royce, an engineering and aerospace firm in the United Kingdom, moved its HR operations to the cloud, streamlining global operations, modernising talent management, and creating greater visibility into its workforce. Join Zuko and Mark, in this insightful interactive session, as they unpack the Workday & Rolls Royce success story, & gain advice and lessons learned on how you too can embark on this transformational journey.

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Redefining HR: People | Culture | Process & Structure

Reports today reveal that the hyper-connected tech-savvy generation will make up 75% of the workforce by 2030! Are we geared up for the Digital Disruption? From mobile first to zero UI, the world is moving towards Frictionless interactions. In today's era of the millennial workforce are we ready to meet their demands? From today's HR CHATBOTs to tomorrow's VOICE based HR transactions and facial recognition based time management, this session will cover the latest trending TECH addressing the challenges of the HR fraternity and also touch upon the complete hire-to-retire functionalities.

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A Future World of Work - Brains & Bots

This session will provide fresh perspectives and actionable insights to help organisations deal with the most pressing future-focused people and organisation challenges. We will investigate how automation and 'thinking machines' are replacing human tasks and jobs and redefining the skills organisations are looking for in their workers. Technology is changing business models and is set to re-make the fundamental relationship between employer and worker in a high-stakes game of digital disruption. How can organisations prepare for a future that few of us can define? How will your talent needs change? How can you attract, keep, reskill and motivate the people you need? And what does all this mean for HR?

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Recruiting in a RecTech World

It’s hard to believe that less than 10 years ago many recruiters relied on print classifieds to attract talent. Today we live in a world where behaviour can be predicted and we speak of the 'internet of things.' Job seekers have made the transition but have recruiters? This session is a view from a RecTech company on where we see the future of recruitment amidst the changing expectations of a modern-day job seeker. We will unpack recruitment ownership; we will look at what lies beyond ATS systems and peek at the future of recruitment as we see it.

Paul Morgan
Paul Morgan
Competency Lead - Data and Analytics, Karabina Solutions
Troy Gerber
Troy Gerber
Digital Workplace Lead, Karabina Solutions
Robert van der Sloot
Robert van der Sloot
National Sales Manager, PNet (Pty) Ltd
Mark Judd
Mark Judd
VP, HCM Product Strategy, EMEA, Workday (UK)
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The Impact of the Digital Workplace on the War For Talent

Companies that have adopted a Digital Workplace strategy statistically see a 50% upturn in employee engagement. The same companies have found the ability to attract and retain skilled employees has been positively impacted, where they have implemented Digital Workplace strategy. Traditionally making this happen was group IT or CIO function. That has changed dramatically, with employee empowerment being the core of a Digital Workplace, the HCM team are driving this transformation. This session will look at the trends in a Digital Workplace that have a direct impact on HCM. We will also look how Data and Analytics play a key role in the Digital Workplace.

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The Impact of the Digital Workplace on the War For Talent

Companies that have adopted a Digital Workplace strategy statistically see a 50% upturn in employee engagement. The same companies have found the ability to attract and retain skilled employees has been positively impacted, where they have implemented Digital Workplace strategy. Traditionally making this happen was group IT or CIO function. That has changed dramatically, with employee empowerment being the core of a Digital Workplace, the HCM team are driving this transformation. This session will look at the trends in a Digital Workplace that have a direct impact on HCM. We will also look how Data and Analytics play a key role in the Digital Workplace.

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Recruitment Sourcing Platforms & Employer Branding

Internationally there is a tremendous focus on ensuring companies attract the best available talent by leveraging their brand and company culture. In South Africa however, where we have an immense shortage of skills, not many companies have embraced this opportunity and still find themselves fighting for the right candidate and experiencing a very high attrition rate. Let's discuss the vehicles available to companies to change their approach and set themselves apart.

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The Workspace of the Future

A hot topic for many leading businesses is how to consider the digitisation of their commercial offerings to their customers and supply chain management with their suppliers. So it is any surprise that the digital strategists are also looking to enhance the business to employee experience. Join Mark Judd, VP of Product Strategy EMEA for Workday, to consider what the workspace of the future will look like for Managers, Employees and Candidates.

MJ Bronkhurst
MJ Bronkhurst
Sales Director, PNet (Pty) Ltd
Paige dos Santos
Paige dos Santos
Digital Lead, SAP Africa (Pty) Ltd
David Grier
David Grier
Adventurer
Claire Terblanche
Claire Terblanche
CEO, mySolutions (Pty) Ltd
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Recruitment Sourcing Platforms & Employer Branding

Internationally there is a tremendous focus on ensuring companies attract the best available talent by leveraging their brand and company culture. In South Africa however, where we have an immense shortage of skills, not many companies have embraced this opportunity and still find themselves fighting for the right candidate and experiencing a very high attrition rate. Let's discuss the vehicles available to companies to change their approach and set themselves apart.

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The Forces Shaping How Work Gets Done

As our markets and organisations become increasingly dynamic, our concepts of employment and work are being constantly redefined. This session will explore the forces driving this change, as well as the role strategy and technology can play in optimising the workforce now and in the future.

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Spices, Tea & Philosophy

With every journey one embarks on there is always that goal that you set out to achieve. The most important things that I have taken from each of my journeys are not the achievements, but the life lessons that I have picked up along the way. How they always seem to enhance my perspective and living afterwards! They have taught me the importance of change. In many a way I think that this is one of the most important factors that I have had to come to terms with, the realisation that everything and everyone around us is evolving, changing at such a rapid rate. To keep pace, one must have the ability to evolve with it. Drawing from past experiences of overcoming adversities, I will share amazing insights into distant and remote places where very few have gone before. My message is of hope and ‘making a difference’ in people’s lives through change positivity – the right attitude, recognising opportunity and never giving up!

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Learn to Love Recruitment Again

Recruitment has always been associated with being a very cumbersome task, but with the right technology and solutions, it could be quick and easy! There are several steps in the recruitment process which, if replaced with technology, can reduce the time and effort that goes into this critical HR function. Time savings can be seen in contacting recruiters and posting the job to assessing candidates, sending letters of rejection right up to finalising the appointment. In this session, we are going to look at what recruitment could be like using technology.

Christy Hunter Chapman
Christy Hunter Chapman
CEO, Empanda (Pty) Ltd
Deshun Deysel
Deshun Deysel
Managing Director, D Deysel & Associates
Barry Mey
Barry Mey
Marketing & Admin Director, Turtle Life Support cc
Henneri Crous
Henneri Crous
Head of Sales, Simplify.hr & Careers 24
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How to Find, Make, & Manage Unicorns

Evolution is a messy business, but it can be fun. We need to enable our people to create without fear, to take risks, and to make mistakes. We look at “Primed to Perform”, an innovative approach to total motivation that promises enhanced performance if we build play, purpose and potential into our roles and organisations at every level. Let’s be our own first target for organisational design, looking at an updated ‘anatomy’ for HR Networks of Expertise. Let’s play Unicorns!

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Driving Performance Digitally

The 21st Century workplace is often defined as volatile, uncertain, complex and ambiguous. The world of work has never been quite as diverse culturally, ideologically and generationally. A new breed of digitally savvy worker has entered the marketplace and they are redefining what it means to be effective and productive. We have discovered a worldwide trend to address the shifting landscape of Performance Management, specifically as it relates to appraisals or performance feedback. The Millennial Generation need to receive ongoing feedback and coaching - as opposed to the annual or even quarterly Performance Review. Having kept abreast of international trends, we have formulated a process which directly addresses this need. The PPT™CoachingSystem© combines a psychologically robust Diagnostic with a tested coaching conversation technique to assist business leaders in managing performance in real-time.

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Using Cloud-Based Technology to Comply with Legislative Health & Safety Requirements

Cloud-based technology offers efficient opportunities to conform to the Occupational Health and Safety Act. This means the disruption of regulatory course attendance is minimised, freeing up valuable time to spend serving both internal and external customers.

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Disparate System Integration – The Moment You Realise, “I’m the Integration Between the Systems

Many organisations are incorporating multiple disparate systems into their processes because it seems implausible for one software system to manage every aspect that is required to best serve the customer/organisation. In this session, we will look at the benefits and challenges of such integrations, the top 5 integration challenges Talent Teams face and technology available to ease the transition.

Barry Coltham
Barry Coltham
Director: bountiXP; Managing Director: Achievement Awards Group
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Engage For Greatness: Leveraging Tech to Engage Talent

According to employee experts, 87% of the world’s employees are disengaged while 9% of SA’s employees are engaged.
Critical skills are harder to find. Competition is at an all-time high – with disruptors aggressively gaining market share. For the first time, four generations are working side by side. And, this new workforce demands instant gratification, autonomy and flexibility to work wherever.

Learn how to engage, motivate and reward a multi-generational workforce and set your organisation on a path to success.