The shifting world of work and the resultant impact on organizations has fundamentally changed the relationship between employees and employers. With the reality of changing workforce demographics, gig-workers, nomad work, and evolving talent marketplaces placing organizational talent supply processes under pressure, there is a need to evaluate the effectiveness of people management practices to access talent pools. In particular, the impact of employer branding, the employee value proposition, and the employee experience on attracting and retaining talent has to be re-evaluated in light of shifting expectations. In this presentation, we will explore the changing work models of the future, with a specific focus on the impact on HR trends on future capability requirements. We will also discuss the skill requirements of the HR professional and how we need to rethink, reframe and realign the HR persona contribution to organizations.

The pandemic underscores the urgency for a more dynamic talent and work model. With technology freeing up more time, organizations are expecting their HR to adopt agility as a way of working to become a more human-cantered function. With an increasing number of HR teams now pursuing agility as their main operating model, let’s explore ways that enable HRs to become workforce advisors who advocate for an environment that allows their employees to do their best.

Workplace Application: Attendees will learn the importance of empathy in building a strong workplace culture that attracts, retains, and develops talent. Empathy is a critical HR leadership skill. It helps to build and sustain positive workplace relationships, foster diversity and inclusion, encourage cooperation and collaboration, and facilitate conflict management. Empathy generates an interest in and appreciation for others, paving the way to more productive working relationships. Learning Objectives: •Define empathy and the various types of empathy. •Explore the importance of empathy in the workplace. •Discuss how to strengthen empathy skills. •Understand how to remove roadblocks that inhibit our empathy. •Develop a plan of action for creating a more empathic culture.

•What does the future of work really look like? •What does it mean for people strategy and management? •What is HR’s role in all of this? •Where do you start to deal with the complexity, pace and interrelatedness of it all?

• What job characteristics are most important to recruiting Gen Z? • What job characteristics are most important to retain Gen Z? • How has the Covid-19 pandemic impacted Gen Z’s views on their career? • What employer social causes will most get Gen Z to apply for a job?

Organizations that want to get their hybrid work model right must create world-class digital experiences that enable both in-person and digital collaboration. In today's workplace working conditions are as important as salaries to attract and retain employees. Through this discussion, let’s examine ways to design a digital workplace experience that improves the quality of life for your employees. •Design the ultimate digital workplace experience: How can you implement a more productive, meaningful workplace experience?

For performance Management to be effective, it must be useful. Traditionally, performance management has been a rigid system where employees met their managers once or twice a year. This approach no longer works in today’ face paced hybrid work environment. This calls for a much more sensitive and well thought out approach that is flexible, agile, continuous, and development oriented.

The “Great Resignation” is happening and more than ever, employers need to understand how they can meet employee’s expectations for what they want in a job—especially in an increasingly hybrid world. Through this session, the speaker will highlight practical strategies you can implement in order to give your organization the best chance to retain talent.

2021 was a year of reinventing HR and solidifying its new role as a business enabler. 2022 is already proving to be a year of pushing boundaries of how HR can add more value by building a company culture that withstands business disruption and enables strategic transformations. In order to be truly successful, organizations need to prepare their HR teams to be at the forefront of strategic business decision making to enable greater business impact and lead the organization through uncertainty.

In this presentation Lena Thompson will walk you through different energetic strategies (types) and how each type is uniquely wired to stay productive, engaged and motivated at workplace and in life. We will also touch on how this knowledge enables you to become a great decision maker and make powerful choices in any situation.

HR is about managing and supporting people, so we are perhaps more used to the function taking a more empathic and less formulaic approach. However, data-led decision making is now an integral tool for any HR professional and essential for remaining competitive. Business impact and lead the organization through uncertainty.

In this session the panelists will talk on how Employers can increase their employee productivity levels by taking care of the holistic employee as an individual. •Digital and whatsApp mental health for employees. •Employee financial wellness. •Holistic employee wellness. •Technology as an enabler. •Productivity Value add.