Agenda

DAY 1 | 17 SEPTEMBER 2019, TUESDAY

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7.30am

Registration
*Please bring along your business cards for registration.

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8.45am

Opening address
Aditi Sharma Kalra, Regional Editor, Human Resources Online

Stream 1: Experiential digital learning

Stream 2: Learning measurement

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1.30pm

Defeating information deluge: Leveraging
micro-learning tools to fit hectic and fastpaced
work environments
• Customising learning methods and
delivery modes to encourage selfdirected
learning.
• Breaking down learning content into
bite-sized chunks.
• Increasing learning effectiveness by
enabling quick-search for learners.

Data-driven learning: Unlocking valuable data
insights to design learning, and measuring its
effectiveness
• Employing a data-driven learning strategy to
deliver high-impact initiatives.
• Using learning data to personalise learning
courses based on learning styles,
competencies and skills.
• Employing learning analytics to quantify the
business impact of digital learning.

}

2.10pm

Immersive experiences: Exploring the
application of VR simulations in learning
• Creating effective and engaging learning
experiences through digital simulations.
• Delving into how simulation games can
support new employee inductions.
• Highlighting the use of VR to train
employees to deal with risky situations at
work.

Incentives and rewards: Mapping them to an
employee’s career development plan
• Measuring the cost impact of incentivising
learning against the employee’s performance
after training.
• Promoting the positive impact of the learning
programme for career advancement.
• Creating an optimal mix of training incentives
and high performance rewards.

­­­TIME

DAY 1 | 17 SEPTEMBER 2019, TUESDAY

7.30am

Registration

*Please bring along your business cards for registration.

8.45am

Opening address

Aditi Sharma Kalra, Regional Editor, Human Resources Online

L&D STRATEGIES FOR BUSINESS SUCCESS

9.00am

Building bridges: Moving up the value chain by linking L&D to business objectives

·       Recognising the L&D team as strategic enablers and not merely as support staff.

·       Establishing the mindset of a business unit responsible for driving strategy and leading change.

·       Developing learning solutions to achieve higher levels of business performance.

 

9.40am

The power of an impactful L&D brand: Enhancing the profile of the learning function to increase learner engagement

·       Devising a strong L&D brand to elevate how the learning function is perceived within the organisation.

·       Exploring the importance of leveraging your L&D brand to create loyal learners.

·       Boosting take-up by articulating and communicating the benefits of learning effectively.

 

10.20am

Coffee and networking break

10.50am

Personalised learning pathways: Customising learning journeys by matching skills with career trajectories

·       Creating personalised learning experiences for each employee in line with the organisation’s needs.

·       Encouraging employees to focus on skills they want to learn and acquire rather than ticking boxes in the organisation.

·       Mapping out a pre-defined training roadmap that is laser-focused on what each employee needs to accomplish through learning.

 

11.30am

Power of communities: Delving into social learning and collaboration opportunities beyond the organisation

·       Leveraging profession-specific digital communities towards work skills’ enhancement.

·       Embedding social collaboration into the employees’ learning journey for an enriching learning experience.

·       Promoting knowledge-sharing and a culture of continuous learning in the organisation.

 

12.10pm

Speed networking

12.30pm

Lunch

 

 

 

EXPERIENTIAL DIGITAL LEARNING

LEARNING MEASUREMENT

1.30pm

Defeating information deluge: Leveraging micro-learning tools to fit hectic and fast-paced work environments

·       Customising learning methods and delivery modes to encourage self-directed learning.

·       Breaking down learning content into
bite-sized chunks.

·       Increasing learning effectiveness by enabling quick-search for learners.

Data-driven learning: Unlocking valuable data insights to design learning, and measuring its effectiveness

·       Employing a data-driven learning strategy to deliver high-impact initiatives.

·       Using learning data to personalise learning courses based on learning styles, competencies and skills.

·       Employing learning analytics to quantify the business impact of digital learning.

2.10pm

Immersive experiences: Exploring the application of VR simulations in learning

·       Creating effective and engaging learning experiences through digital simulations.

·       Delving into how simulation games can support new employee inductions.

·       Highlighting the use of VR to train employees to deal with risky situations at work.

Incentives and rewards: Mapping them to an employee’s career development plan

·       Measuring the cost impact of incentivising learning against the employee’s performance after training.

·       Promoting the positive impact of the learning programme for career advancement.

·       Creating an optimal mix of training incentives and high performance rewards.

2.50pm

AI coach: Gearing the use of AI-powered chatbots for better learning experiences

·       Offering just-in-time support by providing instantaneous answers to routine questions.

·       Providing real-time personalisation to specific questions on learning content.

·       Allowing L&D professionals to focus on more pertinent tasks.

Off-site programmes: Measuring the need and effectiveness of budget allocation for leadership development

·       Using data analytics to show if it is a valuable collaboration or an expensive dent in L&D’s leadership development budget.

·       Illustrating the possible alternatives to achieve the organisation’s true business potential.

·       Designing justifiable budgets that deliver performance gains.

3.30pm

Coffee and networking break

KNOWLEDGE CAFE

4.00pm

Gamified learning: Looking into groundbreaking strategies to increase learner engagement and knowledge retention

·       Developing a roadmap to gamify your current L&D strategies and increase learning outcomes.

·       Embedding gamification techniques into your learning offering for fun and engaging learning experiences.

·       Incorporating impactful strategies towards self-directed learning.

Measuring training impact: Delving into practical strategies to maximise L&D spend and ensure your learning investments count

·       Building the next-gen L&D function by reducing wasted learning.

·       Justifying spending on L&D programmes by measuring effectiveness against employee performance.

·       Measuring ROI for new tech integration into L&D programmes for improved productivity.

 

4.55pm

Closing address

Aditi Sharma Kalra, Regional Editor, Human Resources Online

5.00pm

End of day one

 

 

­­­

TIME

DAY 1 | 17 SEPTEMBER 2019, TUESDAY

7.30am

Registration

*Please bring along your business cards for registration.

8.45am

Opening address

Aditi Sharma Kalra, Regional Editor, Human Resources Online

L&D STRATEGIES FOR BUSINESS SUCCESS

9.00am

Building bridges: Moving up the value chain by linking L&D to business objectives

·         Recognising the L&D team as strategic enablers and not merely as support staff.

·         Establishing the mindset of a business unit responsible for driving strategy and leading change.

·         Developing learning solutions to achieve higher levels of business performance.

 

9.40am

The power of an impactful L&D brand: Enhancing the profile of the learning function to increase learner engagement

·         Devising a strong L&D brand to elevate how the learning function is perceived within the organisation.

·         Exploring the importance of leveraging your L&D brand to create loyal learners.

·         Boosting take-up by articulating and communicating the benefits of learning effectively.

 

10.20am

Coffee and networking break

10.50am

Personalised learning pathways: Customising learning journeys by matching skills with career trajectories

·         Creating personalised learning experiences for each employee in line with the organisation’s needs.

·         Encouraging employees to focus on skills they want to learn and acquire rather than ticking boxes in the organisation.

·         Mapping out a pre-defined training roadmap that is laser-focused on what each employee needs to accomplish through learning.

 

11.30am

Power of communities: Delving into social learning and collaboration opportunities beyond the organisation

·         Leveraging profession-specific digital communities towards work skills’ enhancement.

·         Embedding social collaboration into the employees’ learning journey for an enriching learning experience.

·         Promoting knowledge-sharing and a culture of continuous learning in the organisation.

 

12.10pm

Speed networking

12.30pm

Lunch

 

 

EXPERIENTIAL DIGITAL LEARNING

LEARNING MEASUREMENT

1.30pm

Defeating information deluge: Leveraging micro-learning tools to fit hectic and fast-paced work environments

·         Customising learning methods and delivery modes to encourage self-directed learning.

·         Breaking down learning content into
bite-sized chunks.

·         Increasing learning effectiveness by enabling quick-search for learners.

Data-driven learning: Unlocking valuable data insights to design learning, and measuring its effectiveness

·         Employing a data-driven learning strategy to deliver high-impact initiatives.

·         Using learning data to personalise learning courses based on learning styles, competencies and skills.

·         Employing learning analytics to quantify the business impact of digital learning.

2.10pm

Immersive experiences: Exploring the application of VR simulations in learning

·         Creating effective and engaging learning experiences through digital simulations.

·         Delving into how simulation games can support new employee inductions.

·         Highlighting the use of VR to train employees to deal with risky situations at work.

Incentives and rewards: Mapping them to an employee’s career development plan

·         Measuring the cost impact of incentivising learning against the employee’s performance after training.

·         Promoting the positive impact of the learning programme for career advancement.

·         Creating an optimal mix of training incentives and high performance rewards.

2.50pm

AI coach: Gearing the use of AI-powered chatbots for better learning experiences

·         Offering just-in-time support by providing instantaneous answers to routine questions.

·         Providing real-time personalisation to specific questions on learning content.

·         Allowing L&D professionals to focus on more pertinent tasks.

Off-site programmes: Measuring the need and effectiveness of budget allocation for leadership development

·         Using data analytics to show if it is a valuable collaboration or an expensive dent in L&D’s leadership development budget.

·         Illustrating the possible alternatives to achieve the organisation’s true business potential.

·         Designing justifiable budgets that deliver performance gains.

3.30pm

Coffee and networking break

KNOWLEDGE CAFE

4.00pm

Gamified learning: Looking into groundbreaking strategies to increase learner engagement and knowledge retention

·         Developing a roadmap to gamify your current L&D strategies and increase learning outcomes.

·         Embedding gamification techniques into your learning offering for fun and engaging learning experiences.

·         Incorporating impactful strategies towards self-directed learning.

Measuring training impact: Delving into practical strategies to maximise L&D spend and ensure your learning investments count

·         Building the next-gen L&D function by reducing wasted learning.

·         Justifying spending on L&D programmes by measuring effectiveness against employee performance.

·         Measuring ROI for new tech integration into L&D programmes for improved productivity.

 

4.55pm

Closing address

Aditi Sharma Kalra, Regional Editor, Human Resources Online

5.00pm

End of day one

 

TIME

DAY 2 | 18 SEPTEMBER 2019, WEDNESDAY

7.30am

Registration

8.45am

Opening address

Aditi Sharma Kalra, Regional Editor, Human Resources Online

BUILDING LEARNING AGILITY

9.00am

Future L&D teams: Building a flexible L&D function to lead evolution

·         Enhancing the skills and capabilities that L&D needs to succeed in a tech-driven environment.

·         Modernising L&D strategies by leveraging new media, technology and learning platforms.

·         Working closely with tech teams and other functions towards elevating future L&D initiatives.

 

9.40am

Connector managers: Building a strong coaching function to boost employee performance

·         Highlighting the attributes of effective connector managers towards building powerhouse teams.

·         Improving employee productivity and building exceptional talent through the use of connector managers.

·         Extracting better returns from development and coaching programmes by collaborating with connector managers.

 

10.20am

Coffee and networking break

10.50am

Putting success back into succession planning: Developing a robust skills transfer strategy for high-potentials

·         Developing a mentoring framework to ensure the effective and efficient transfer of skills.

·         Tapping into the leadership potential of high performers by developing them beyond the role’s standard skill set.

·         Creating effective competency programmes and great learning content for high-potentials.

 

11.30am

20:20 case study discussion: Exploring effective action plans to develop and capture soft skills for the future workforce

·         Looking into the importance of building human skills in the age of technology and automation.

·         Designing learning programmes and initiatives that increase emotional intelligence and people skills.

·         Discussing the various challenges faced, and solutions in developing soft skills for employees.

 

12.10pm

Speed networking

12.30pm

Lunch

 

TALENT ENGAGEMENT AND RETENTION

1.30pm

Filling the skills gap: Leveraging on pre-boarding as a retention and engagement strategy

·         Incorporating a “train-to-hire” approach to recruiting in which applicants are placed in a job once they are fully trained.

·         Candidates lacking a few critical skills would be alerted to engage with suitable learning offerings to become qualified for the position.

·         Striking the balance between providing support to potential employees and asking them to do too much.

 

2.10pm

Successful onboarding: Creating a dynamic path to engage new talent for better retention and higher productivity

·         Ensuring a seamless transition from onboarding with technology that supports learning continuity.

·         Integrating onboarding with learning technology to ensure the organisation has full visibility over an employee’s entire learning journey.

·         Transforming from traditional induction methods towards enhancing the quality of the overall onboarding experience.

 

2.50pm

Upskilling and retraining: Addressing the talent needs of ever-changing dynamic organisations

·         Accelerating workforce reskilling to be able to shift existing talent into new roles.

·         Conducting rigorous behaviour analysis before considering any development initiatives for change.

·         Creating a blended learning experience that changes behaviour and maximises a talent’s potential.

 

3.30pm

Coffee and networking break

4.00pm

Interactive panel discussion: Exploring the future of L&D strategies in a growing gig economy

·         Addressing L&D’s challenge in providing just enough gig learning to the individual who needs to perform a specific job duty.

·         Looking into how L&D leaders will be realigning their strategies in order to balance skills across the entire blended workforce.

·         Examining the issues revolving around embracing different cultures around data privacy, learning styles and attitudes in the blended workforce.

·         Discussing the appropriate training strategies that support both sides of the blended workforce to engage and retain the best talent.

 

4.40pm

Closing address

Aditi Sharma Kalra, Regional Editor, Human Resources Online

5.00pm

End of Learning & Development Asia 2019