Agenda
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
Stream 1: Experiential digital learning
Stream 2: Learning measurement
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 · 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 · 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 |
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