We are now in the second machine age, overcoming the limitations of our brains and infinitely increasing our knowledge power. According to technology optimist Andrew McAfee, this new machine age will reshape the very nature of what humans do in the workplace—and what they don’t need to do anymore, a fantastic world that is only limited by our lack of imagination. It isn’t the future. It’s happening now.
But despite what some may say, robots will not replace humans in the entrepreneurial sense. Andrew will share tangible ways in which IT is changing how companies perform, organize themselves and compete. He’ll help you rethink how your organization will work, interact, and prosper in an era of profound digital transformation. Develop strategies to balance technology and talent—leveraging automation so you can turn both your skilled and knowledge workers into innovators that can take on new challenges.
Ask a dozen CHROs what their talent worries are in 2022 and 11 of them will likely put talent acquisition at the top of the list. Ask Verizon CHRO Samantha Hammock and she gives a very different answer. Her main worry, she says, is managing career progression for high-potential employees eager to move into the next role but may not be ready yet. As far as finding the best talent to bring into the organization? “I actually feel pretty good about that,” she says. That’s because Hammock has built for Verizon what many companies lack: a formal strategic workforce plan that aligns talent strategy with overall business goals. She’ll detail how she did it in this live case study—and how you can too—insuring that you have the only thing more important than great people in this volatile, uncertain economic moment: A great people plan.
Attendees will be divided into peer groups based on title
Facilitated by Tony Denhart, Executive Vice President, Workforce and Talent, IEDC; Pete Yonkman, President, Cook Group
The Great Resignation, The Great Attrition, The Big Quit…whatever you call it, CEOs know attracting and retaining crucial skillsets is harder than ever before. From upskilling and reskilling opportunities to rethinking how to get people back into the office to finding new ways to support your employees’ desire for flexibility and work/life balance, organizations are having to implement new tactics to compete for talent. At a time of increasingly scarce yet desperately needed skillsets, how are you thinking outside the box to find—and keep—the talent you need to achieve your organization’s vision and strategy? Join your peers for a roundtable discussion to share lessons learned from the last two years and gain new, creative ideas to help your company create competitive advantages with your human capital strategies.
We’ll share techniques to get more out of your meetings and create stronger collaboration between departments, including: how to avoid group think, the risk of assumed consensus, how to create vigorous debate; how to incentivize collaboration between different parts of organizations, and how to build relationships when not face-to-face.
Facilitated by Denise Graziano, Strategic Advisor and Expert in Organizational Communication and Change; Author, Talent is a Team Sport
Having enough of the right people in the right seats to execute on business goals is a constant struggle. What’s worse, mishires crush morale, waste time and money, and have a ripple effect, which makes it very difficult for leaders to lead effectively. Bias, subjectivity and inconsistency can contribute to a guessing game when making hiring decisions. Learn the things leaders should be doing now to find more “right-fit” talent and, in turn, outpace competitors.
Employee decisions to leave are not completely driven by compensation and equity opportunities, particularly when it comes to your top talent who always have a range of employment opportunities. So, what are smart companies doing to reshape their employee value proposition? And how can you be more aggressive with your retention strategies? We’ll explore new thinking relative to career development, employee engagement, and rewards, including evolving your talent development programs and creating upward mobility opportunities for your high-potential employees, rethinking your total pay and benefits packages with vacation days and flexible work arrangements, and the role of culture and DE&I in employee retention.
Drawing from Chief Executive’s exclusive research on compensation data from more than 1,400 private companies and 14,000 data points, we’ll share the key trends and takeaways on CEO and senior executive compensation and how companies are adjusting in the current environment of wage inflation. You’ll gain valuable insights to benchmark your company’s compensation practices versus those of comparable companies. Improve your ability to compensate confidently, strategically and competitively to attract and retain the best executive talent in a tight labor market
When it comes to building a company that succeeds over the long haul, no CEO or C-suite executive can do it alone. Developing the next generation of talented, focused emerging front-line leaders is the essential ingredient to success. But how do you do it? What do your next generation of leaders need—what skills, what motivations, what techniques—to bring out the best in your workforce? They’ll distill collected wisdom from more than 200 interviews with some of the truly exceptional leaders of our time, including Satya Nadella, Mary Barra, Ken Frazier, Indra Nooyi, Ursula Burns, and Hubert Joly to help you better prepare your emerging leaders to: