HR & Digital Asia Summit
Transforming HR Fundamentals for Enhanced Business Performance and Employee Experiences
A rapidly-evolving digital economy is propelling HR practitioners to support agile organizations in achieving their objectives. For CHROs and HR leaders, creating the right corporate culture and ensuring adequate talents have now replaced the focus on transactional tasks and enforcing policies.
New technologies are also transforming HR’s role, from recruitment, onboarding and retention to engagement, evaluation and development. They empower CHROs and HR leaders to rethink and proactively transform traditional HR processes as employee lifestyles, communication preferences, workplace expectations and strategic needs shift.
The inaugural HR & Digital Asia Summit Hong Kong, presented by HR&DigitalTrends, offers a neutral platform for CHROs, HR leaders, decision makers and lines of business leaders involved with talent management from different industries to exchange best practices, debate controversies, and explore co-innovation. Building on the inaugural Summit in Singapore, it will review current HR fundamentals and unearth new trends, with a strong focus on process changes, technology enhancements, and HR service delivery models.
THIS SUMMIT IS DESIGNED FOR:
Professionals involved in Human Resources Management, including
- Chief Human Resource Officers
- Chief People Officers
- Chief Talent Officers
- Chief Learning Officers
- Chief Knowledge Officers
- Chief Culture Officers
- Chief Innovation Officers
- Chief Administrative Officers, and
- CEOs / MDs / COOs and CDOs.
KEY INDUSTRIES WHERE CHROS MAKE AN IMPACT:
- Insurance, Banking & Finance
- Healthcare & Pharma
- Automobile & Transportation
- Retail & Distribution
- FMCG & Consumer Good
- Governments & Public Sector
- Real Estate & Infrastructure
- Media & Entertainment
Registration & Refreshments
HR practitioners are under pressure. They need to proactively adopt new technologies, address evolving business strategies, and adapt to changing employee lifestyles. But how will the HR landscape change in 10 years? We ask a strategist while seeking on how today's HR leaders should prepare their organizations for tomorrow’s needs.
People talk about HR transformation from different viewpoints. This panel discussion aims to provide a definitive view of HR transformation. The featured HR leaders will discuss:
- What are the ultimate goals of HR Transformation?
- How much progress have companies in Hong Kong made?
- What processes could be further digitized?
- How to evaluate the effectiveness and ROI of HR Information Systems (HRIS)?
- How to craft effective, step-by-step transformation journeys for traditional companies without HRIS?
Everybody is talking about digital transformation though who is really driving that agenda in your organisation? As a Talent leader, if you are not having regular coffee catch ups, know their favourite drink and their families names you are probably out of the loop and compartmentalised to HR!
That person is looking at productivity gains, increased efficiencies, cutting cost, driving revenue or citizen services as that is what they are compensated on. Successful organisations are seeing a much more collaborative approach! This session will discuss how Talent leadership are getting a seat at the digital transformation table, influencing corporate wide non-HR direction and how their organisations offer a truly great employee experience.
MORNING REFRESHMENTS AND NETWORKING BREAK
In performance appraisals, line managers tend to be biased toward evaluating recent achievements rather than reviewing the whole year objectively. DDMC Fortis recently trialed an AI application to assist managers in reviewing their team members more objectively and remove bias that could impact performance review. In this session, the speaker will share her interesting experience and the findings from the trial.
Charting your Digital Transformational Journey
Research shows that organizations around the world are failing, flailing, or paralysed in their digital transformation initiatives. Transformation done properly is a risky business. It can bring massive disruption to a company, and transformation in the digital age has been largely associated with multi-year projects, massive outlays of investment, and statistics that say it won’t work. In this session, Kevin will share the strategies for driving successful transformation to who desire to get more, today, out of their transformation initiatives, or who have a mandate to “do more with data”.
NETWORKING BUSINESS LUNCH
We are navigating a challenging environment that calls for greater agility and responsiveness from the HR function. HR has an unique opportunity to prepare for the workforce of the future through digital transformation. Latest insights from the KPMG global HR transformation survey will be shared and a call for action to shape the HR function to be aligned with business priorities, and fit-for-purpose in our rapidly evolving environment.
Exploring the needs of Strategic Workforce Planning in the current business environment, the speaker will discuss:
- Connecting business strategy with HR strategy and practices
- Moving from reactive planning to strategic planning, with highlights of the key components
- Using workforce metrics to drive outcomes for business
- Building an Agile organisation and HR function using Workforce Planning
- Identifying Workforce Planning roles and responsibilities
As companies go through digital transformation, digital natives are recruited to join existing employees who handle the traditional business. This can also create stress, unhappiness and friction as both groups of employees have different mindsets and approaches. This panel will discuss:
- How should HR leaders manage workforce integration and collaboration to ensure multi-function units that work toward the common goals?
- How can HR leaders successfully build a new culture to facilitate a more agile workforce?
- With employees’ lifestyles changing, how will workplace design enable collaboration and remote working?
- With nationalism affecting visa and immigration policies in various countries, what creative options do HR leaders have in securing the talents they need?
In the age of transformation, HR is expected to contribute significantly to supporting business strategies and growth. Models for an effective HR business partner and a Center of Excellence can help. Yet, some claim that the models overlap in certain functions. Some advocate choosing one model over the other; others prefer combining the two. Some question whether reverting to a generalist model might be more effective. In this debate, HR leaders examine:
- How should the models be defined?
- What skillsets are required of the HR practitioners in the various roles?
- How do we foster the skillsets?
- What model(s) work best under which scenarios?
NETWORKING COCKTAIL RECEPTION