In this thought-provoking opening keynote, you’ll learn about:

• How the talent landscape is evolving, and the new perspectives to consider in crafting out human capital policies. 
• The importance of maintaining open lines of communication with all members in the hierarchy, allowing organisational transformations to become naturally adaptable and proactive.
• Best practices for the future of Indonesia’s talent landscape, such as creating a culture that embraces change and policies that drive real business decisions.

Join this session as we talk about how employers can put skills development at the centre of their recruitment decisions, through a panel discussion on:

• The difficulty Indonesian employers face in finding candidates with the exact blend of technical skills and soft skills.
• How to shift the perspective from seeking a mythical “unicorn” candidate to focusing on effective recruitment techniques.
• Prioritising smart selection strategies, driven by technology, to wield a strategic advantage in the war for talent.

Every organisation has its employee value proposition (EVP), but recent experience shows that, for many talented individuals, what truly draws them in is a sense of purpose and belonging. So how we keep the changing expectations of employees in mind while rebuilding the EVP afresh?

In this mini keynote session, Yanuar Kurniawan from L’Oréal will share the following:

• How the landscape of changing employee expectations is forcing employers to reconsider the value they are offering.
• Balancing personalisation with efficiency – Designing effective programmes for managing talent in this new economic reality.
• Methods to integrate the EVP consistently at every touchpoint throughout the employee lifecycle.

The HR function is fighting to stay ahead of this transformation, and in this thought-provoking panel discussion, we highlight:

• What the shift from HR’s traditional tactical role to a strategic partnership with the business means for HR leaders.
• The importance of HR strategies being tightly aligned with measurable business objectives, such as cost reduction, performance metrics, and demonstrable ROI.
• Ways to elevate the role of HR through data-driven decision-making, technology-based transformation, address people-related roadblocks to performance, and more.

A sharp exploration of AI’s influence behind closed hiring loops, and whether today’s hiring decisions are more human, or more machine, than ever.

In this case study, we will:

• Discover how AI tools are influencing which candidates get shortlisted and hired.
• Understand how predictive analytics is changing what “top talent” means.
• Learn what hiring risks and blind spots these technologies might create.

With organisations welcoming new demographics of workers every few years, it is imperative that leaders have access to objective and accurate talent analytics. Combining modern workforce analytics with science on human behaviour is likely the best way transform your workforce.

In this keynote presentation, the audience can look forward to:

• Insights on identification of the ‘right talent’ for your organisation by combining people science with workforce analytics.
• How personalised assessments and strategic role alignments can lead to increased employee engagement and ownership of their future.
• Connecting the dots to other workforce programmes like total rewards to accelerate business growth and workforce transformation.

Let’s find out in this session about:

• Shifting demographics, shifting strategies: How HR can adapt people practices to address the needs of a workforce dominated by Millennials and Gen Z, and the incoming Gen Alpha.
• The importance of developing communication channels and fostering collaboration across generations, including through training for managers on motivating multi-generational teams.
• Diversifying the L&D approach to ensure upskilling and reskilling programmes, reverse mentoring, digital literacy training, and more.

• Establish a sustainable upskilling programme that is geared towards building a long-term talent pipeline for the business.
• Nurturing a culture driven by purpose and values that workers can connect to.
• Shifting the focus of ROI from learning hours to business goals such as elevating company capabilities or entering new markets.
• Leveraging learning as a catalyst for driving meaningful organisational change to drive the business forward.