Track 1: Policy & Leadership
The Covid-19 pandemic has accelerated one of the greatest workplace transformations of our lifetime, confronting HR leaders and practitioners with an overwhelming wave of new challenges. Coupled with the rapid advancement of the 4th Industrial Revolution (4IR), every sector – across all industries – has been in a state of flux as we were all thrust into a “new normal” overnight.
While the world grapples with the ongoing impact of Covid-19, it is HR leaders that are at the helm of navigating organisations through choppy waters. It is from this chaos that a new type of HR leader has emerged with a new set of skills that are necessary to thrive in a highly digitised, post-Covid-19 world. It is important that we not only deconstruct this new type of leadership and skills, but we also need to get a thorough understanding of how this crisis has impacted policy. At the same time, we need to embrace technology and change without compromising the global pursuit and realisation of equality and justice. In a local context, all South Africans should be empowered to participate in the 4IR and reap the subsequent benefits of a new digital age.
On the Policy and Leadership Track, gain a deeper understanding of HR leadership in a digital world and the increasingly important role HR has to play in the boardroom to drive a post-Covid-19 recovery. Finally, join an esteemed panel of experts as they tackle the 4IR in the South African context of ensuring ethical leadership, justice and inclusivity.
Track 2: Digital HR
Digital HR is an exciting opportunity to leverage technology that empowers teams to work faster, better and smarter. It is not surprising that digital transformation remains a hot topic among HR professionals as it adopts automated and data-driven processes that transform the “old-school” HR function from paper-based, reactive and time-consuming to digital-first. However, it is important that organisations don’t just leap into the digital unknown where HR is concerned, but to do so with a clear objective and with the understanding that it’s a multi-faceted journey that can lead to many organisational benefits in the long run.
New technologies are empowering HR leaders to create a culture of innovation and a passionate, engaged, productive and happy employee base. This function is not only critical to organisational success but directly affects the bottom line of a business. This highlights why digital transformation in HR is vital for organisations navigating the challenges and opportunities of the 4IR. By leveraging technology to optimise HR processes, organisations are not only on the right track for digital transformation success, but overall business success too.
On the Digital HR Track discover how data-analytics and metrics can drive decision-making. Explore the exciting world of artificial intelligence (AI) in shaping the new world of work and learn from real-life digital transformation case studies showcasing the power of a digital-first culture in organisations.
Track 3: Psychology of Work
From keeping employees safe and informed to ensuring their wellbeing during an extremely stressful time – HR practitioners and leaders are on the frontline of dealing with the workplace disruption caused by the Covid-19 pandemic. The crisis has had an unprecedented social and economic impact – forever changing the way we work and presenting unique and unfamiliar challenges to organisations, business leaders and employees. One of the key lessons we can learn from the crisis is that organisational and personal resilience is fundamental to achieving business sustainability during turbulent times. The question is, what role do HR and People management professionals have to play to drive and develop practices that are geared towards achieving resilience?
Resilient organisations have the ability to anticipate, prepare for, respond and adapt to uncertain times marked by sudden disruptions. Never before has the HR profession been more relevant in building resilience in organisations. All the building blocks of resilience lies at the core of what HR professionals do in driving people-related processes. HR professionals and leaders have the know-how in driving new practices for resilience, can enable faster decision-making and promote continual learning in the organisations they work for.
On the Psychology of Work Track, discover the latest thinking and practices for personal and organisational resilience in the so-called new normal. Engage with esteemed practitioners and thought leaders on the future of work, leading through adversity and what it takes for organisations to bounce back in a post-COVID world.
Track 4: Talent Re-imagined
Rapid technological change, the advent of the 4IR and the unprecedented disruption of the Covid-19 pandemic have become compelling drivers to re-imagine talent strategies. While attracting and retaining the best talent with critical and scares skills remains a mainstay of talent management, the focus on upskilling and reskilling people has sharpened considerably in a bid to build future-fit organisations with the right competencies required for the 4IR world of work.
First adopters have been lucky to hit the ground running long before the Covid-19 crisis hit – investing heavily in 4IR technologies and workspaces that are future-ready. A vast majority of organisations around the world, however, were caught in the process of still mapping talent based on the future competencies needed to deal with automation and the agility of a highly digitised world of work. Now, organisations are in a classic “adapt or die” situation, compelling them to re-imagine their talent strategies in a post-Covid new normal.
On the Talent Re-Imagined Track, we ask: what does it mean to re-imagine talent? Uncover strategies and best practises on attracting, retaining and managing talent in the new normal. Gain invaluable insights aimed at empowering HR and People Management professional to effectively engage and recruit talent for future-fit organisations.
Track : Spaces & Places
As people gradually return to work following the mass closure of offices due to global lockdown restrictions, healthier workspaces are increasingly in the spotlight. Workspaces and places play a pivotal role in employee safety, health, wellbeing and organisational culture. It is not surprising that this crisis has heightened the awareness around the spaces and places we work in and how they enable us to work and engage with our colleagues.
One of the key reasons why we go to the office is the need for human interaction. It is these interactions in shared spaces that drive innovation in the workplace. As we look towards the future, the way in which we build and shape workspaces and places are going to be defined by the new normal of practising social distancing and social behavioural change that supports employee wellbeing.
On the Spaces and Places Track, we look at the what the office of the future looks like, why the office still matters and the role of workspaces in ensuring employee wellbeing.