In a bid to stay ahead in the competitive talent games, organisations are re-evaluating their business values and employer value proposition (EVP) to attract a diverse and talented workforce. Building “people-first” employer brands is a must for every organisation.

Join this session as we talk about how employers can put people at the centre of their decisions, and empower their people to contribute to building the employer brand:

• Explore the art of shaping compelling employer brand experiences from the insider’s perspective, for current and potential talent.
• How to align company values with employee perceptions and experiences, foster a positive work environment, and promote employee advocacy.
• Discover strategies to enhance employee engagement, satisfaction, and loyalty; crucial elements for building a powerful and authentic employer brand.

Change is not a luxury, but a given in today’s world. Embracing change allows companies to optimise their business model, do away with traditional workflows, and future-proof their workforce. However, it is not easy to embrace every part of the change journey with equal enthusiasm, and not everyone is always willing to come on board.

In this panel discussion, we lay out a framework to equip HR leaders to tackle processes, people, and mindsets in a bid to achieve successful transformation. Let’s hear them:

• Analyse ways to revitalise the effectiveness of an organisation, with HR taking a leading role as a change champion in moving away from a traditional model.
• Revisit the concept of ‘leadership’ and hold leaders accountable for representing what the company stands for.
• Identify the most high-impact investments in talent development, learning, and cultural shifts that will help realign the workforce with the new strategic objectives.
• How to equip leaders, managers, and the workforce with the skills to be more agile, resilient, flexible, and stress-tolerant.

Finding skilled and qualified talent in one of the populous nations in Asia is becoming one of the most critical talent acquisition challenges – not because we don’t have talent, but finding the right fit in terms of skills and culture fit is difficult.

In this case study, we look into innovative strategies to hire high-quality employees. Key discussion items include:

• How to win the bidding war in a talent-led market – by creating a continuous pipeline of talent and tapped into the ‘hidden’ workforce
• Investigating what defines ‘best-fit talent’ – going beyond assessing technical know-how to focus more on business skills, human skills, and other soft skills
• Diversifying the candidate pool by rigourously implementing bias-removal methods, language, and job descriptions throughout the hiring process

The concept of artificial intelligence first appeared in popular culture in 1920, with a play called ‘R.U.R’ (Rossum’s Universal Robots) coining the term ‘robot’ to represent ‘humanlike machines’. Since then, machines have become pervasive in all fields of life.

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

• The profound effects that AI & other forms of technology are having on the way organisations manage their workforce as well as the business.
• Unique, novel, and inspirational applications of technology across sectors that can be applicable to the HR function as well.
• Setting out an early roadmap for harnessing technology responsibly and sustainably, going beyond merely addressing a ‘fad’.

Organisations that excel in attracting, retaining, and engaging top talent are those that are willing to acknowledge the importance of recreating the workplace culture, benefits, and opportunities to enhance employee satisfaction and performance.

Employee experience today boils down to personalisation and authenticity. In this one-on-one chat, HR leaders talk about:

• What’s in it for me: Shifting attitudes towards creating an inclusive environment where employees feel valued, empowered, and motivated to perform.
• Prioritising the value of professional development and capability building in order to strengthen employee loyalty and retention.
• How to be creative in delivering a seamless and uniform employee experience to a hybrid workforce.

We live in a time of exponential growth, with technological advances becoming more pervasive than ever. Artificial intelligence (AI) has become a tool worth exploring for businesses to streamline operations, reduce operational costs, and meet company objectives.

How can companies leverage AI to better achieve their goals? Let’s find out as we:

• Develop a clear vision and business case for AI-driven initiatives, and align them with the overall business strategy.
• Foster an ecosystem of support and collaboration among stakeholders to ensure a shared vision for AI initiatives
• Strategies that leaders can employ to provide training and support for employees involved in AI implementation and ensure a smooth transition.

The ability to hold on to your best talent is imperative to ensure your organisation has a fighting chance to maintain its market position, while also pursuing growth and development opportunities. However, talent in the Philippines is often lured by overseas opportunities. What can we do to stem the leakage of the talent pipeline?

Hear from two leaders in quick succession on the succession planning strategies that can create meaningful career paths. They will discuss how to:

• Reshape perspectives on internal mobility and discover how talent marketplaces can transform organisational dynamics.
• Explore innovative strategies for taking stock of the skills inventory, and crafting out a plan to forecast skills demand & supply to match business realities.
• Help employees build the careers they want by gaining the skills your company needs.
• Use career pathways as an engagement tool that drives business success.

Maintaining employees’ purchasing power amid rising expenses, even when salary budgets aren’t growing is a very real challenge.

In this session HR leaders will take the stage to share:

• Get creative: Innovative ways to acknowledge and incentivise employees beyond traditional monetary compensation.
• Think beyond: The opportunity of leveraging flexible work arrangements, personalised benefits, skill development, and recognition programmes to appreciate hard work.
• Alleviate stress: How employers and people managers can prioritise wellness and work-life balance to foster a supportive work environment amid cost constraints.