Day 2 — Monday, April 29

7:15 am - 8:00 am Networking Breakfast

8:00 am - 8:05 am Chairperson's Opening Remarks

8:05 am - 8:50 am Developing A Coaching Culture Across the Organization

Sebastien Girard - Chief Workforce Planning, Parkland Health and Hospital System
These days, coaching isn’t just essential to developing talent. It’s an across the board HR strategy, that can attract top-notch candidates, engage the existing workforce and retain talent in today’s ultra low-unemployment market. And the best coaching doesn’t come in a once-a-year training visits. It’s embedded into a company’s DNA in the form of leaders with well-honed coaching skills. For employees, the benefits come in the form of boosted performance and effectiveness as well as from a mentor who can lay out a clear career plan and areas for improvement. For the company itself, the benefits are increased productivity, high employee engagement and an improved retention rate

  • Ensure your managers are developing effective coaching skills
  • How to embed coaching across the full line of people managers
  • Maintain a competitive edge through a company-wide commitment to training

Sebastien Girard

Chief Workforce Planning
Parkland Health and Hospital System


8:55 am - 9:40 am Getting Employees to Adopt Performance Management Technology
Let’s face it. Training and performance management can get a bad rep among employees. Many workers view these scheduled consults as irrelevant to their busy work schedules. They often don’t see the long-term benefits — doing their job better and developing skills that will aid their career development and boost the company’s bottom line. They need someone to show them, “What’s in it for me?” In this session, learn the strategies and techniques of talent development pros who are masters at driving adoption of new learning technologies

  • How to use social media and intra-employee communication to drive adoption
  • Why you need to partner with corporate communications departments and utilize employee ambassadors, who have already adopted the new tech
  • Hone your strategy to forge a new consensus around tech for performance management and training

8:55 am - 9:40 am Employee Recognition — A Secret Weapon of Talent Management

Replacing a highly skilled employee can cost more than a year’s compensation. Yet every day, top companies lose talented workers who feel their talents and contributions were left unrecognized and depart for rivals where they feel valued. For talent leaders, effective, personalized employee recognition can be a stealth form of talent management that keep top performers feeling recognized and rewarded. People are a company’s core asset and customized recognition pays off dividends in the form of engaged, energized employees that drive the business. One of the most exciting, emergent forms of this is through social employee recognition, a tech-enabled peer recognition where appreciation is doled out just-in-time, quickly rewarding behaviors and results that the company seeks to replicate. Learn more about:

  • Customizing employee recognition to employee preferences while recognizing them socially throughout the company
  • How employee recognition can complement performance management and talent development
  • The impact of social recognition on employee engagement and workforce retention rates

9:45 am - 10:15 am Business Meetings

10:15 am - 10:45 am Business Meetings

10:45 am - 11:15 am Business Meetings

11:15 am - 11:25 am Networking Break

11:25 am - 12:00 pm The New Normals Of Performance Management: Mastering In-Person Talent Conversations To Engage Employees

How do your employees like to be shown gratitude? What are their obstacles to progress? Their biggest motivators? These aren’t just questions for an annual drop-in speech from a professional business circuit speaker. At top-performing companies, they are everyday concerns of talent managers that shape their interactions to develop employee to be the best and most productive versions of themselves. While a slew of employee engagement and performance management apps have promised to outsource this conversation to an AI-driven cloud, there is no getting past the core of face-to-face conversation as the driving factor in shaping a culture of success, productivity and leadership. But great talent conversations don’t just happen. Like all good business processes, they are honed, developed and strategized. Discover why:

  • Respecting and understanding the ways your individual employees prefer to experience feedback (verbal, written or in-person?)
  • Learn how to uncover when employees feel micro-managed, or conversely, not supported at all
  • Structuring conversations so the workforce feels free to address concerns and apprehensions without reprimand

12:00 pm - 12:50 pm Networking Lunch

12:50 pm - 1:35 pm Using Design Thinking To Craft High-Impact Employee Experiences

As companies increasingly take a data-based approach to organizational design, talent leaders need to rethink the design of their org charts. Teamwork, agility and collaboration rule the day. But as teams become increasingly composed of employees spread across time zones and work becomes more project-based, HR must take a step back to craft employee experiences designed for the future of work. In place of traditional work hierarchies, future employees may well be measured on their ability to collaborate with both internal employees, outside suppliers and external networks of contingent talent. Managers, instead of occupying fixed roles, may be hired on a project-to-project basis, valued less for their track record than their adaptability to new challenges

  • Why real-time feedback will become essential to crafting organizational design
  • How design thinking can help traditional Talent leaders adapt to a more fluid work stream
  • Developing talent strategy that reflects the increasingly global marketplace and a digital customer base.

1:35 pm - 2:10 pm The Big Data Payoff — Embedding Talent Analytics In Your Daily Grind

Workforce or people analytics can be used to proactively manage talent. This powerful, data-based tool can be used to identify both top performers through the algorithmic comparison of employees’ career progressions to similar data sets and models. This allows an employer to help groom and support top performers as well as pinpoint poor performers before they become a drag on the bottom line. It can also help company leaders analyze skills gaps, allowing managers to perform training interventions. Savvy businesses also rely on analytics to help them manage turnover by statistically identifying the traits of people who are likely to leave their positions. The technology is also a boon to succession planning — allowing hiring managers to map out internal successor candidates. Discover more about what analytics and the power of big data can do to supercharge your workforce planning.

3:15 pm - 3:45 pm Business Meetings

2:45 pm - 3:15 pm Business Meetings

3:15 pm - 3:45 pm Business Meetings

3:45 pm - 4:00 pm Networking Break

4:00 pm - 4:35 pm Transforming Talent Management To Meet Business Strategy

Rob Ollander-Krane - Head of Talent Planning and Performance , Gap Inc.
Increasingly, talent management teams need to develop a strategy that matches the overall business strategy. That strategy may force HR teams to shake up their status quo and take a different approach to developing talent. For instance, a data analysis may forecast where talent is needed in the next 12 to 18 months. In other cases, line of business leaders may reveal a real lack of future leadership. In such cases, HR needs to shift its delivery to pursue internal hiring and develop a process for vetting existing candidates, without causing alarm among the existing workforce. In this case study, learn: • How to ascertain your organization’s hiring readiness and develop a better plan of action • Calculating gains and losses through analyzing previous hires and retention rates • Cross-train with marketing teams to develop new outreach techniques for employer branding

Rob Ollander-Krane

Head of Talent Planning and Performance
Gap Inc.

5:30 pm - 6:15 pm Roundtables — Talent Challenges Of The Modern Workforce

Join the appropriate roundtable during these interactive sessions

1. Talent Management insights from developing, coaching and managing Generation Z
2. How the gig labor and the contingent workforce is transforming the practice of performance management
3. Futureproofing your workforce — how to make talent management relevant for a skills-based economy

6:15 pm - 6:20 pm Chairperson's Closing Remarks

6:30 pm - 8:00 pm Cocktails + Networking Dinner