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