Agenda 

Day 1

Day 2

23 SEPTEMBER 2020, WEDNESDAY

7.30 AM

Registration

*Please bring along your business cards for registration.

8.30 AM

Opening address

Aditi Sharma Kalra, Regional Editor, Human Resources Online

BUILDING A BULLET-PROOF L&D CULTURE

8.40 AM

Sustainable learning: Creating bite-sized campaigns to ensure learning continuity

  • How do you identify where, when and why your L&D brand is not resonating with your learners?
  • Observing how learners interact with materials to create relevant modules.
  • Ensuring a seamless transition from learning to onboarding. 

9.30 AM

The accountable employee: Instilling a purposeful learning mindset to build workforce agility

  • HR’s role in assisting employees to find opportunities to learn every day.
  • Discovering your purpose through learning to become the best version of yourself.
  • Leveraging on shared learning experiences to value humanity, creativity, and empathy.

10.10 AM

Coffee and networking break

LEVERAGING ON EFFECTIVE LEARNING STYLES FOR PRODUCTIVITY

10.40 AM

Learning pick-up and take-up: Leveraging on rewards and recognition to increase learning adoption and engagement

  • How can L&D programmes help employees unlearn skills and behaviors in order to learn new ones?
  • What are some best practice L&D frameworks that help employees see their progression to management and leadership?
  • Engaging employees to go beyond job related learning.

11.10 AM

High-impact learning design: Identifying employee personas to encourage learning motivation

  • Creating greater impact on learning design at a psychological level driven by employee motivation.
  • Integrating career stages into the learning journey according to employees.
  • What is your approach towards digital learners that require different kinds of support from L&D?

11.40 AM

Speed networking

12.10 PM

Lunch

SOLIDIFYING A DIGITAL MINDSET FOR GROWTH

1.10 PM

Proactive HR approach: Utilising integrated analytics to remove data biases in learning programmes

  • Moving away from passive reporting to identifying objective of learning outputs.
  • Ensuring accuracy of data and being aware of data biases to prove and disprove hypothesis.
  • How can line management gain visibility into the learning needs of their teams and the impact of learning on team performance?

1.50 PM

Establishing learning fundamentals: Shifting the focus from technology to the management of gamified learning

  • Rethinking the strategic planning of learning gamification.
  • Utilising supportive materials, feedback and rewards to segment learner types.
  • Enhancing the learning experience in corporate training through leadership direction.

LEARNING FOR STRATEGIC SUCCESSION PLANNING

2.30 PM

Workforce up skilling: Integrating talent development frameworks into succession planning strategy

  • Identifying talent gaps between learning and talent management objectives. 
  • Collaborating with the business to ensure alignment of talent development outputs to overall business objectives.
  • Focusing on people development to help employees see their future with the organisation.

3.10 PM

Coffee and networking break

3.40 PM

Crowd-sourcing techniques: Reinforcing action-learning to sieve out high potential champions

  • Charting learning programmes only after understanding an employee’s learnability pattern.
  • Driving process change and inspire results at both the management and executives’ level through action-learning opportunities. 
  • Garnering the full commitment from senior management to pilot the solutions.

4.20 PM

Closing remarks

Aditi Sharma Kalra, Regional Editor, Human Resources Online

4.30 PM

End of day one

Day 1

Day 2

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