Main Conference Day Two: November 11

11:50 am - 12:00 pm Chairperson’s Recap and Opening Remarks


12:00 pm - 12:30 pm FIRESIDE CHAT: Redesigning Processes for Operational Excellence through Employee-Centricity at GM and Stanley, Black & Decker

There are many disruptors impacting the delivery of HRSS transformation projects. While the global pandemic is one (big!) disruptor, the rapid pace of automation and tightening purse strings are two more. This fireside chat will host the head of GM’s People Services for their global business in conversation with the VP for Organizational Effectiveness at Stanley Black & Decker to discuss the fundamentals of agile, customer centric operational practices.

  • Utilizing design thinking methods ·
  • Tools, such as process mining, to identify and map organizational systems
  • Maintaining process integrity in a work from home and hybrid environment

12:45 pm - 1:15 pm USE CASE: Applying AI and ML to Sourcing and Screening for Next-Gen Hiring Practices

More than just a fancy filter, Machine Learning (ML) and Artificial Intelligence (AI) technologies have the power to build a talent pool of candidates, handle administrative tasks such as interview scheduling, and predict a candidate’s success. This case study will discuss:

  • The bottom line impact of utilizing AI and ML across the hiring process
  • Implementing the AI and ML tools to pre-existing hiring platforms
  • Avoiding bias in selection criteria to ensure a diversity of people in your talent pool

1:15 pm - 1:45 pm Meeting Breaks

1:45 pm - 2:15 pm USE CASE: Employee-Driven Engagement during Diversity and Inclusion Transformation at Harris Computer

There are over 6000 international employees across over 50+ separate businesses. 2 years ago, the shared HR function for the entire business recognized a need for more intentional diversity driven practices.

  • Recognizing goals and targets to include employees and embedding in the core culture
  • Harris Neighbors and Community Initiatives: From integrating new hires for onboarding, to connecting different groups of employees across common interests like promoting wellness, tackling racism and supporting parents
  • Tools: measuring and defining diversity for effective management across the entire business

VIRTUAL INTERACTIVE DISCUSSION GROUP

  • The e-learning landscape: the tools, platforms and academies to educate your workforce
  • Monitoring engagement, tracking progress and ensuring good results
  • The skills of the future: planning for the new skills needed with increasing automation and a reduced workforce
  • What does customer service in HR look like?
  • Communicating and being seen as a service organization by your employees
  • What are the resources you need to provide your employees to deliver great customer service?

Similar to a roundtable IRL, a V-IDG is a discussion held over video chat. Kept to smaller groups of 15 or less so that everyone is able to visually connect, V-IDGs help senior business leaders get face-to-face time with like-minded people, experiencing similar current challenges. When executive decision makers are facing many of the shared problems across departments, industries, and countries, it’s imperative that they share their found pieces of the jig-saw puzzle. Only then can they collectively start piecing together the whole picture.

3:30 pm - 3:35 pm Closing Remarks and End of Day Two

With so many tools available to you it’s hard to know which to keep and which to replace especially when you are talking about implementing them across different

centers. With so many options how do you decide? Join this fireside chat to determine how companies decided which investments to make and which to cut.

• How to integrate legacy systems

• Upgrading current systems

• Should your company invest in Intelligent Automation tools?