Day 1 — Sunday, April 28

10:00 am - 10:30 am Registration

10:30 am - 10:35 am Welcome Orientation

10:50 am - 11:00 am Chairperson's Opening Remarks

10:35 am - 10:50 am Thoughtexchange — App Introduction

11:00 am - 11:45 am Work, Disrupted — Rewriting Talent Strategy For A Digital World

When work changes, so does talent. In our current digital era, talent management has seen many of its established best practices uprooted and overhauled. The annual performance review has been pushed out in favor of weekly check-ins, often delivered through mobile-enabled social tools. Job hopping has been rebranded as early-career skill development; retaining employees beyond two year mark now counts as success. Employees now demand ongoing skills development while the C-Suite leans on talent development to shape and accelerate young employees’ transition to managerial roles. Conversations about compensation have entered the domain of social media as Millennials seek workplace transparency. Offices have been transformed; employees now work remotely or in shifts, attuned to their family’s schedule. In this disrupted, digital era, learn more about:

  • Why companies that excel at employee experience also outperform with customer experience
  • Setting performance-based goals using mobile tools, informal conversations and social rewards
  • Creating training and development experiences that are personalized while tied to business strategy

11:45 am - 1:15 pm Networking Event + Lunch

1:20 pm - 2:00 pm The View From 2025 — Three Futures for Talent Management

Over the past few years, HR has gotten a taste of talent management trends that will soon predominate the workforce. The workforce has become increasingly mobile, project-based and team-oriented. The most agile companies are beginning to adopt an agressive and in-depth approach to onboarding, pairing new employees with mentors from day one and offering a digital preview of future skills and performance benchmarks to engage employees and encourage retention. In a time of markedly low unemployment, the lines between talent acquisition and talent management have blurred with a renewed focus on internal mobility and succession planning to fill vacant spots. Join our three panelists from three different verticals predict what challenges and opportunities lay ahead for talent management execs who want to remain relevant and strategic. Discover more about:

  • Why Talent Management needs to rescue onboarding From talent acquisition
  • How both human conversations and AI-enhanced talent scouting will dominate the future
  • What the analytics practices you develop today mean for your capacity five years from now

4:05 pm - 4:35 pm Business Meetings

2:35 pm - 3:05 pm Business Meetings

3:05 pm - 3:20 pm Networking Break

3:20 pm - 4:05 pm Bugs Bunny and the Case of the Learning Culture

In this interactive session participants will be asked to consider learning and culture in some new ways. We’ll discuss process, brain science, group learning and we’ll get a chance to put Thoughtexchange through its paces as we explore what is important to this group of CTO attendees.

4:10 pm - 4:55 pm The Uses (And Abuses) of AI for Talent Management

When it comes to AI in HR, separating hype from reality is mission critical. The increasingly pervasive technology promises to make talent operations more productive, fair and personalized. Some promising enterprises are using AI as an outsourced succession manager, using data to deep-dive into employee attributes to custom-match them with future projects that require their specific skills. But in our current moment, it’s important to remember that AI remains a nascent technology, with many vendors hyping tools that are little more than warmed-over people analytics. Furthermore, many HR-specific artificial intelligence software can reproduce unconscious bias if not administered by staff familiar with the ways of algorithms. Would-be adopters of this technology need to get serious about their data collection policies and practices to harness the real power of this often misunderstood technology. Learn more about:

  • Effectively using AI to coordinate employees with projects that need their specific skills.
  • Best practices for incorporating AI-based software into your people management practices
  • How AI tools for recruitment can be used “off-label” for talent management purposes

5:00 pm - 5:30 pm Diversity’s Dividends, Getting Business Critical With An Inclusion Strategy

Despite widespread studies showing that diverse companies routinely outperform their competition, most companies still lag behind in actual results to diversify their executive staff, corporate boards and management ranks. Often, initiatives for diversity and inclusion stumble because of lack of commitment to outcomes, an incomplete strategy or a misunderstanding of how diverse talent pipelines are built and maintained. In this session, one company will show how it diversified its leadership ranks by focusing on how talent management could fill roles that better served the customer needs of a diverse client market. Learn more about:

  • Designing internal hiring and success programs that boost diversity outcomes
  • Analyzing your employer brand from the vantage point of underrepresented employees
  • Overhauling talent management programs to support retention and development of diversity

5:35 pm - 6:05 pm Business Meetings

6:05 pm - 6:35 pm Business Meetings

Ignite Presentations

4:40 pm - 4:50 pm Creating A Career Agile Workforce
Presented by: Anne Fultion, CEO - Fuel 50

Today, most Talent Management Systems based on cloud technologies are approaching the state of full integration. Chief Talent Officers are now focusing on systems that will help them strengthen employee engagement, teamwork, innovation, and collaboration – to motivate and engage all generations of workers, especially the younger ones.

This series of power presentations will approach new and fresh Talent Management technologies to help CTOs reinvent how people work: creating team-based tools for goal alignment, coaching, providing on-going feedback, measuring engagement; managing performance, redesigning careers paths, and fostering personalized learning. 

Ignite Presentations

4:50 pm - 5:00 pm Employer Branding as Talent Strategy
Building a bridge between talent management and employer branding is key to becoming a talent machine. To attract the right candidates and top talent, you need to develop a robust employer brand that pulls in a strong pipeline of candidates excited about your company’s alignment with their values, abilities and career paths. But what is employer brand? Is it your rating on Glassdoor? Your image stream on Instagram? Does it appear in the articles mentioning your company’s name on LinkedIn or does it emerge out of the recruiting process itself, in the content you push forward on potential applicants?

5:00 pm - 5:10 pm Employee Listening Platforms — Tech to Measure Engagement

What can supervisors “hear” as employees chat, share files and plan projects using the new crop of digital engagement platforms that have emerged in the workplace? A lot, actually — if they choose to use new micro-monitoring technologies. Bots can learn and understand real-time employee attitudes and engagement levels through analyzing text, a process known as sentiment analysis. Understand how to implement these technologies and integrate them into your workplace culture.

7:15 pm - 9:00 pm Cocktails + Networking Dinner