BUSINESS UNUSUAL. DISRUPTING HR AND LEADING INNOVATION
Anil Kumar.G.SSenior Project Manager, Head Engineer PeopleWorks
Sethu MSenior Vice President - Growth KNOLSKAPE
Shalini PillayOffice Managing Partner – Bangalore Head, People Performance and Culture, KPMG, India
Paneesh RaoCHRO L&T Technology Services
Vinoth K VijayragavanHead L&D, OD & Talent Tally Solutions
Ajay VenkateshManager, People Advisory Services Ernst & Young LLP
Balachandar NGroup Director- Human Resources Cafe Coffee Day
Sonali De SarkerDirector - HR NetApp India Private Limited
Babu VittalHead HR Shopclues
Venkataramana BGroup President, HR Landmark Group
Shraddhanjali RaoHead HR SAP Labs
|09:00 hrs – 10:00 hrs||Registration|
|10:00 hrs – 10:45 hrs|| Session –I (Panel Discussion)
MOVE OVER MILLENNIALS, HERE COME GENERATION Z: STRATEGIES FOR MANAGING MULTIGENERATIONAL WORKFORCE
With the next generation of workers upon us, Generation Z, or the iGeneration, has already begun to enter the workforce. So, what does this mean for the future of work? According to a recent Forbes article, “This generation is jaded from the recession, suffers from student loans, and has learned a lot being the children of Gen X. Compared to millennials, research shows that members of Gen Z are even more entrepreneurial, loyal, flexible, and realistic in their approach to careers and purchasing. The choose opportunities for growth and work-life balance over salary when selecting what company to work for. Like millennials, they will seek mentors and supporters because they are first starting out in their careers, and they will be even more connected through technology. About a third desire to become managers in the next five years already, and 45% believe working with boomers will be challenging.”
It’s not out of the realm of possibility that your company will soon have five generations working side by side: matures (also called veterans), baby boomers, generation X, millennials and generation Z. Each of these groups has different needs and wants, from attitudes about career to vacation schedules and training and development.
This session analyses what distinguishes this new generation from previous ones and what that will all mean for employers in coming years.
|10:45 hrs – 11:30 hrs||Presentation Session|
|11:30 hrs – 12:00 hrs||TEA/COFFEE BREAK|
|12:00 hrs- 12:45 hrs||Session –II (Panel Discussion)
EMERGING BUSINESSES: ENTERPRISE CHALLENGES WITH LIMITED RESOURCES
Do you remember the days when your HR function was actually just a lockable filing cabinet and a few managers who enjoyed interviewing people? Or did you join your company further down the road when, in an effort to manage the escalating and increasingly complex needs associated with employing more and more people, the filing cabinet had become a person?
Where are you and your organization now? Are people really ýour greatest asset’? Are people related issue discussed regularly by the board? Or are you struggling just make sure that holidays are tracked and people are paid on time?
One of the core HR challenge that emerging businesses face is good talent leaving the organization for better opportunities in large enterprises which might promise a brand image, better compensation package or a better career path.
In a bid to understand the HR challenges facing mid-sized companies, we ask some the HR leaders to share what they are good at, what they struggle with, where they think they ought focus their efforts. Some of the focus areas of this session would include:
|12:45 hrs- 13:15 hrs||Presentation Session|
|13:15 hrs – 14:00 hrs||Networking Lunch|
|14:00 hrs – 14:45 hrs||Session –III (Panel Discussion)
HR TECHNOLOGY TRENDS CHANGING THE HR STORY
When it comes to attracting and retaining talented people, emerging businesses are, well, caught in the middle. They generally don’t have the financial resources or brand appeal of larger enterprises, and they don’t offer the get-rich quick prospects of hot startups. But their talent needs are just as acute – and their margin for error is far smaller than with big companies, which can afford to carry a few weak performers or lose a star player or two.
In other words, emerging businesses need to have a modern HR strategy – and modern software tools to execute it – if they’re going to compete for increasingly scarce talent as baby boomers retire. 46% of mid-size companies plan to increase their spending on HR technology this year, according to a recent survey. And all paths lead in one direction – the cloud.
But that’s all changing…and fast. Cloud based services have done a good job reducing these risks. And in just a few short years, cloud applications have not only proliferated, but most of my small-and medium-sized clients have embraced these types of services as an essential means for increasing productivity and profits.
|14:45 hrs Onwards||Hi Tea & Close|