Stream 2:
The people-data inequality problem: Leveraging operational data principles to improve employee experience

• Positioning HR at the forefront of business and the provider of business intelligence.

• Exploring how employee’ insights can shape business strategies and long-term development.

• Leveraging people analytics to enhance your talent management and workforce planning. 

Jordan Pettman, Global Head, People Data, Analytics and Planning, Nestlé

• Powering up O data analytics capabilities to extract deep insight into the organisational health to develop better employee engagement programs and support.

• Enhancing the use of people analytics to personalise and enhance employee experience, which can radically improve a company’s bottom line.

• Learning how to maximise and mature your employee X data through O data principles and best practices.

Trent Thomas, Head of Data Insights& Analytics (People & Culture),Australia Post

Stream 2:
The power of a strong employer brand: Standing out in the future job market in the age of social reviews

• Driving value in talent processes through the extensive use of data analytics to attract top talent.• Driving value in talent processes through the extensive use of data analytics to attract top talent.

• Examining the talent insights to consider when for new hiring, building stronger teams and making leadership and promotional decisions.

• Developing an effective talent attraction strategy using data from social media, search engine results, job requisitions, career websites and organisational reviews.

• Reshaping your employer brand by rethinking your value proposition to cater to the needs of the current workforce.

• Positioning your employer brand yourself as an innovative and attractive employer to attract the best talent.

• Enhancing your employer brand by embracing employee feedback and reviews and responding authentically.

Tricia Duran, Head of Human Resources,Unilever Asia

Stream 1:
Data-driven total rewards strategy: Leveraging employee preferences towards modernising benefits

Stream 2:
Unraveling the engagement conundrum: Exploring effective EX strategies to enhance the productivity of a blended workforce

 • Building a systematic total rewards strategy that will set the company on a winning path.

• Optimising rewards and benefits initiatives to address complex rewards packages on limited budgets.

• Evaluating alternative rewards structures to determine the optimal outcomes for both the company and employees.

• Understanding what motivates different demographics to enhance engagement strategies.

• Increasing productivity and performance by customising an engagement approach for each demographic.

•Looking into how HR leaders realign engagement strategies to lead a multigenerational workforce.

Dr. Heba Makram, HR Transformation Lead, Emirates Group, UAE

Stream 1:
Mastering the succession pipeline with a metrics-driven approach

Stream 2:
Cracking the innovation code: Exploring innovations to develop compelling employee experience

• Creating a succession system by operationalising and measuring the talent pipeline that mirrors its rigor around financial and operational performance.

• Looking into best practices to customise a succession model that meets your organisation’s business needs.

• Discovering how to gain leadership buy in and ongoing business unit support for your ideal succession model.

Ashar Khan, Senior Vice President – People Analytics, GIC

• Understanding the employee journey using different emerging employee listening techniques, including pulse surveys, employee sentiment analysis and others.

• Looking into how to simplify the technology experience and design HR programs that happen “in the flow of work”.

• Delving into key takeaways, recommendations and reflections based on the changes introduced to provide digitally-powered employee experience.

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