Tips for Successful Conference Networking

In order to do well in any industry, you need to know and have the support of the right people. No matter how independently you work, people are the key to success in every endeavor. Although chance encounters do occur, you don’t always meet the right people at the right time.

However, you can increase these chances by setting up a booth at a conference specific to your niche. With different influencers in your industry congregated in the same area as you, the odds will be more in your favor for developing these mutually beneficial relationships.

Being at the right place doesn’t necessarily mean all these things will happen, though. You’ll need the networking and conversational skills to back you up when you meet a potential customer or partner at a conference too (even if you’re a bit more on the introverted side). Here’s what you need to know to up your conference networking game.

Don’t Skimp on Booth Design

A lot can be said about a person by the way they design their booth. When you have a booth at a conference, how your setup looks is just as important as your own wardrobe. No one will want to start a conversation with you if you look like you put no effort in your appearance.

The same is true for your booth. If you put little work into the aesthetics of your booth design, you won’t attract many people — especially if it looks like it was made the night before or is bland in style. In order to catch people’s attention, you’ll need booth banners and a striking design to flag people down.

Remember, your banner and booth materials are an extension of your brand. If anything is incongruent with your brand image, people will be confused about who you are and what you’re doing at the conference. So double check the colors and and fonts you use match the same ones as your business and other marketing materials; you always want to be more proactive than reactive.

Keep things simple and easy to read as well by designing your booth in a way that showcases what your business is about. Don’t let your message get lost in a cluttered design. Also have your audience in mind when creating your booth and banner.

Use graphics and language that appeal to your target audience so that your setup is the one they’re attracted to the most. Look into applied psychology and color theory, too, and see which shades and hues communicate the message you want your company to evoke while still being pleasing to the eye.

Have size in mind as well and make sure the promotional materials you use are large enough to catch a crowd’s attention while still conforming to the size restrictions of your booth area. Placing your booth in a good light doesn’t hurt either by utilizing lighting equipment that accentuates your display and brings attention to areas you want people to see most.

Overall Best Conference Practices

Once you’re at a conference, it won’t do hoping for the best that the right people will come to your booth. You need to prepare and devise a plan to best utilize your time at the conference. By first seeing what the conference’s schedule is, prioritizing and managing your time for the workshops and panels you want to attend will be that much easier.

Also see which topics will be discussed and which speakers were invited so you can do further research on the two to increase your chances of forming a connection with the influencers speaking and attending. You may not be able to do everything you want at the conference, so determine which events are a priority and which can be missed if you don’t have the time.

Have someone man your booth at all times as well so that your station is not left unattended while you visit various events. It helps to familiarize yourself with the location of the conference and where each activity will occur too. Knowing how long it will take to walk to certain panels and workshops will help you determine which ones you can get to in time, and having a familiar idea of where the conference is and where you can park will ensure you’ll arrive on time.

Don’t forget to schedule in break times for rest and food yourself, either. You won’t be impressing anyone if you’re exhausted or your stomach’s growling through a whole conversation. Speaking of conversations, leave some time for exchanges with other attendees as well since the whole point of you being there is to network.

If you have questions about what you should wear, look at past conference pictures on their website to get a feel for what the dress code is. You’ll want to be comfortable since you’ll be on your feet for a good portion of the day. Check the weather as well so you can plan your outerwear accordingly. Layering up is another good idea since different rooms can be set at different temperatures.

Lastly, consider other items you will need to bring with you to the conference such as a laptop, chargers, pen and paper, and business cards.

Talk the Talk

Once you have a plan of attack, you need to brush up on your networking skills. As you can see, networking is one of the top ways agencies drum up new business.

That being said, there are a lot of people vying for the same relationships you want to cultivate, so it’s up to you to distinguish yourself from the rest. Do this by being more eager to help the other person rather than having them assist you. Showing a genuine interest in the other person will make your more noticeable than a person who only asks for what they want.

Networking isn’t a one-sided relationship. It takes the efforts of two people trying to connect with one another. So be a good listener and ask them questions about themselves. Honesty is truly the best policy when it comes to networking, so speak the truth about yourself to build a solid foundation of trust between you and your contact.

Be consistent with who you are as a person both professionally and personally as well. People have a knack for discovering inconsistencies when talking with a person. Getting caught in an untruth can seriously damage a budding connection.

Also remember to continue the conversion long after the first encounter by consistently following up with them. A true networking relationship only grows and prospers if you put in the work to stay in contact with them.

Take Advantage of Hiring Opportunities

Although you may be going to a conference to form beneficial business connections, don’t forget to network with people who want to form connections with you as well. Especially when you’re hiring your first employees, it’s important to start your hiring process right by recruiting the best and brightest first instead of ones who will just do for now.

The kind of people you hire in the beginning will ultimately encourage or halt the progress of your company altogether. Hiring has a domino effect in that the employees you hire will recommend and attract other employees like them to your company, so it’s best to give yourself a good headstart and hire the most qualified candidates you can find.

Individuals attending conferences will most likely have the qualities you want in an employee, so keep your eyes open for potential hires at these events. It’s good to think in the long-term when considering a prospective employee as well since your business will have to deal with the consequences — negative or positive — of each hire you take on.

You will have to be the judge whether or not the skill sets a person possesses will benefit you just now or many years down the road. It’s also important that you like the person you’re thinking about offering a position to. Company culture is a key part to business success.

If people are miserable with the coworkers they have to collaborate with, this will only lead to setbacks for your company. After all, why would you want to hire someone you don’t like? Employees also work their best and come up with their most innovative ideas if their work environment makes them feel comfortable and encourages research and development that way of thinking. According to HR Gazette, “48% of human resources and recruiters and managers believe that technology helps them make better decisions.” 

Even with the best intentions, many startups and companies fail — but that doesn’t mean failure has to happen to you too. Attending and setting up a booth at a conference is a great way to find lasting and beneficial connections.

However, you can’t just walk in and expect great results to happen. By investing in your booth design, putting together a conference game plan, and brushing up in your networking skills, you will form relationships that will help you and your company progress far into the future.

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Unleash 2018 – The next wave of Digital HR

The formerly known HR Tech World celebrated its re-birth this year in London from 20th to 21st of March after the official rebrand to “Unleash”. Marc Coleman, Founder, and CEO of UNLEASH said, “The UNLEASH community will look to become more open to leadership from across organizations and to engage with the people that are making big differences in the world of work, creating communities that enable disruptive workplace innovation and learning.”

The general set up remained very similar. A jungle full of HR tech vendors including the well-established ones but also many small and upcoming startups that presented themselves. The HR tech market has seen lots of movement over the recent years also welcoming lots of fresh players. Especially technologies such as Artificial Intelligence (AI) but also blockchain will further disrupt the HR market. Having algorithms support companies to find better candidates or having the new contract being issued in a blink of an eye with the help of blockchain technology.

So it came with no surprise that these topics were heavily discussed in the different breakout sessions along with other hot topics such as GDPR, Brexit, leadership, learning 2.0, diversity and inclusion, mentoring and many more.

Keynote speech by Skype co-founder Jonas Kjellberg

Jonas Kjellberg says about himself that it is disrupting an industry that gets him up in the morning. Jonas Kjellberg is one of the co-founders of Skype. He has a successful past in disrupting industries, most famously the telecommunication industry. He described how hard it is to invent in the zeros but that’s what he did with Skype. The highest valued startups such as Uber or AirBnB invest in the zeros as they simply offer a platform but do not own the product anymore. The bottom line of his speech is if a company wants to survive in this highly disruptive market it needs to re-imagine its organization and make innovation the heart and soul of the company’s DNA. This also includes hiring different profiles and giving them the room to be themselves.

The big HR tech vendors all to be found right after the entrance

After making it through the registration and the entrance to the stands that were located right on the ground floor visitors were welcomed by the big players in the HR Cloud market. For Oracle it was all about the new UX this time including its new “newsfeed” landing page. Employees can now highlight the data and details they care about most.

Another big topic of this year’s Unleash was data and people/workforce analytics. HR has been for many years looking in the rearview mirror, rather than looking forward and being able to predict events that will occur in the future. With the help of the latest and greatest analytics solutions, for the first time HR has the chance to really understand who is their workforce and being able to abstract relevant information and match these against business outcomes. Knowing who is at risk, or who should be taken into consideration for a promotion, predicting these events lets companies better plan and develop their workforce for the future.

The startup corner hosted the disruptors of the future

At the end of the main hall the HR startups were to be found. More than 40 startups presented themselves. The common ground for all these companies is that they want to contribute to the Future of Work.   Innovating in their area of HR and leading the way to the next generation of HR.

Next to the Startup Zone the competitions took place. The 5 HR startups finalist had the chance to present their ideas and products to a selected jury. With the help of Unleash the winners will get access to further support and access to influencers.

We are all looking forward to discover other innovative HR propositions and to further uncover the innovation happening in the HR market.

For more insights, please visit hr-jump.com

Author: Mats Nemelka – HCM Solution Consultant, Oracle

Mats advises companies in the HR space on how to handle HR transformations best with the help of a cloud software solution. Views are his own. Follow @matsnemelka

World’s Leading L&D Platform - 7th Learning & Development World Congress 2018 | 27 February - 2 March 2018, Singapore

World’s Leading L&D Platform – 7th Learning & Development World Congress 2018

World’s Leading L&D Platform - 7th Learning & Development World Congress 2018

With the increased focus on learning in driving the organization forward, Learning and Development Managers are still having difficulties getting the support from upper management due to the lack of methods to quantify the ROI on learning and development programs.

  • Are you facing the same issues of getting your upper management to invest their time and money into learning and development initiatives?
  • How do you encourage and sustain a continuous learning culture in your organisation? Everybody is talking about technology now so what is the best digital platform to enhance your training programs?
  • What do you need to ensure you implement the most suitable training courses to help your organisation meet future business demands?

GET ALL YOUR QUESTIONS ANSWERED IN ONE CONFERENCE!

Equip Global’s renowned conference, 7th Learning & Development Congress 2018 is back on 27 February to 2 March 2018 in Singapore! Coming straight to you with strategies from international Learning and Development Directors, this congress focuses on addressing the challenges you face in moving away from traditional learning and analyzing how you can align your learning and development programs to meet your future business and employee needs.

Expect a packed program with strategic case studies on developing and sustaining a continuous self-learning culture in your organisation, designing training programs that is parallel with the growth of market and obtaining support from upper management in implementing learning and development initiatives by providing justification on programs. Not forgetting the upcoming trends on digital learning, what is the most suitable and how to use it to your advantage. Lastly, what is the future of learning and development and how does it affect your role as Learning and Development Manager?


Click HERE to find out more about the 4-Day Conference Programme.  This is one event you do not want to MISS!!!

Q & A with David Green | The HR Tech Weekly®

People Analytics Is Core to the Future of the HR Function: Q&A with David Green

People Analytics Is Core to the Future of the HR Function

Today our guest is David Green, a true globally respected and award winning writer, speaker, conference chair and executive consultant on people analytics, data-driven HR and the future of work.

David is the Global Director, People Analytics Solutions at IBM Watson Talent. He is also the longstanding Chair, of the Tucana People Analytics conference series, the next edition of which – the People Analytics Forum, takes place in London on 29-30 November.

David has spoken at conferences and/or worked with people analytics leaders in over 20 cities in the past year including San Francisco, Sydney, London, Paris, Singapore, New York, Amsterdam, Moscow and Berlin. This affords David with a unique perspective and insight into what’s working, what’s not, and what’s forthcoming in the field of people analytics.

The interview is hosted by Alexey Mitkin, Founder, Publisher and Editor-in-Chief, The HR Tech Weekly® Online Media Co.

1. Hi David, and first of all thank you very much for this interview with The HR Tech Weekly®. The year of 2017 is approaching its end. What made a difference this year in the field of people management and HR technologies?

Thanks Alexey, it is a pleasure to speak with you. For me, 2017 has been a pivotal year in the field as the realisation that people analytics is core to the future of the HR function has become far more widespread. In one of his recent articles (see here), Josh Bersin described people analytics “as the lynchpin of success for HR in the next few years”, and I have to say I completely agree – although that probably doesn’t surprise you!

We still have some way to go in terms of widespread adoption and just as importantly in embedding analytics and data-driven decision making within organisational culture, but the acceptance that this is core rather than peripheral is a welcome momentum shift.

Elsewhere, the move from many companies to develop programs and technologies that personalise the candidate/employee experience in areas such as talent acquisition, onboarding, learning and mobility is also positive. It’s about time that we have rich and personalised experiences at work similar to those we already enjoy as consumers. Data and analytics plays a foundational role in this.

2. People analytics is an area of profound interest to business leaders. What do you see as the main trends in the people analytics space?

You are right to highlight the heightened interest levels in people analytics Alexey. I’d summarise the main trends as follows:

  • More and more organisations getting started with people analytics – 2017 seems to have been the year that the talking about when to start analytics stopped and the actual hard work in creating capability began for many organisations. So, the number of organisations in the early stages of their people analytics journeys is on the increase and many will face similar challenges in terms of data quality, skills and capabilities, stakeholder management/education and project prioritisation. Our recent IBM Smarter Workforce Institute research on HR Analytics Readiness in Europe demonstrated though that most organisations still have a long way to go.
  • Developing an analytical culture: this is key for organisations that want to develop sustainable capability in people analytics. This means exciting, equipping and enabling HR Business Partners, and clearly demonstrating and communicating the impact of people analytics initiatives within the organisation. This is the focus of many companies that have built initial capability and success in people analytics.
  • Ethics and privacy concerns: this continues to be the most important and challenging aspect for practitioners. Research from Insight222 reveals that 81% of people analytics projects are jeopardised by ethical and privacy concerns. With the EU GDPR legislation coming into effect in May 2018 and the emergence of new employee data sources, focus on this area will continue to be high.
  • The consumerisation of HR – as per my earlier point, many organisations that have developed people analytics capability are looking at ways to understand and improve the employee experience. In addition to the personalised machine-learning based technologies referenced earlier, this includes efforts to understand and analyse employee sentiment. You can’t do either of these things without analytics so those organisations that have already developed people analytics capability are in pole position to take advantage here.
  • Organisational network analysis (ONA) – interest in ONA has exploded in 2017 as organisations seek to better understand team effectiveness and productivity. Practitioners interested in this burgeoning area of people analytics should check out the work of Rob Cross, recent articles by Josh Bersin and vendors like TrustSphere, Humanyze and Worklytics. Expect interest in this area to continue to soar in 2018.

3. On the eve of People Analytics Forum 2017 could you slightly open the curtain on what makes an ideal agenda in modern HR analytics, workforce planning and employees insights then?

I always enjoy chairing the Tucana People Analytics World and People Analytics Forum events as the agenda is always cognisant of the fact that the diversity of delegates in terms of where they are with analytics varies widely. As such, the three tracks: Start (for those getting started), Grow (for those building capability and looking for deeper insight) and Advance (for advanced practitioners and those exploring new data sources) means there is something for everyone. This is hugely important as in my experience the people analytics community is highly collaborative and there is a mutual desire amongst practitioners for shared learning. The Tucana events provide this in spades.

4. It was heard that some attendees of conferences recently formed a viewpoint that the slow adoption of analytics has been because of a lack of practical cases delivered by speakers. Your point of view on the problem will be of great influence.

I haven’t really heard this viewpoint from many. I would argue the contrary in fact that most of the conferences I attend feature numerous and diverse case studies from practitioners. I think you need a balance of speakers from the practitioner, consultant, vendor and analyst communities as each provides a slightly different perspective – indeed much of the innovation in the space is coming from the vendor community. As such, at the conferences I chair, speak and attaned there is normally much to inspire delegates whatever their maturity level when it comes to people analytics. Of course, there is a distinction between being inspired and immitation as each organisation faces different business challenges and has unique cultures. If I could offer one piece of advice to practitioners, whatever their maturity level, it is to channel their efforts on the key business challenges that have the biggest impact within their organisations.

5. What new data-driven HR solutions are on your watchlist and why?

As I mentioned before much of the innovation in the people analytics space is coming from the vendor community and I always recommend to practitioners to keep abreast of the latest developments here. Data-driven companies to look at include: TrustSphere, Alderbrooke Group, Aspirant, Glint, Visier, Crunchr, Workometry, Peakon, OrgVue, Headstart, Worklytics, Humanyze, Qlearsite, One Model, hiQ Labs, Cultivate and StarLinks; and those are just the ones I can remember off the top of my head!

If you’ll forvive the self-promotion, I would like to add that IBM is also doing some groundbreaking work in this space through bringing Watson to HR, particularly in the talent acquisition and the employee experience areas – see more here.

6. What advice would you give to HR professionals looking to boost their careers within the people analytics space?

Well, firstly you should get yourself along to the People Analytics Forum and read my articles on LinkedIn!

Seriously, analytics is a core capability for the future HR practitioner and it won’t be long before the likes of CIPD and SHRM build this into their educational programs. Until then, find some courses (like the Wharton School course on Coursera), attend some conferences, read some books (like The Power of People and the Basic Principles of People Analytics), and seek to learn from analytics professionals both in and outside of HR.

For me, HR is one of the most exciting places in business to work in at the moment and the increased use of analytics and data-driven decision making is one of the reasons why I believe this to be the case.

Riyadh Header

Saudi Vision 2030 on the Agenda for Inaugural HR Tech Saudi Summit 2017

Leading HR and IT decision-makers will gather to discuss next generation HR challenges and new frameworks proposed under Saudi Vision 2030.

HR Tech Saudi Summit

Dubai, August 31 2017 — As the Fourth Industrial Revolution continues to transform the workplace with Artificial Intelligence (AI) and Automation becoming increasingly prevalent across industries, Dubai-based B2B event specialist QnA International, has unveiled plans for a first-of-its-kind summit to discuss the unique challenges this will place on HR and IT departments in Saudi Arabia.

Being the only event dedicated to HR Technology in the Kingdom, the HR Tech Saudi Summit, taking place 20-21 November 2017 in Riyadh, will unite HR executives with the IT industry in Saudi Arabia at a time when the Kingdom is making significant investments in leading technology solutions, in line with Saudi Vision 2030.

QnA Director Mr. Sidh N C

Sidh N.C., Director, QnA International, said: “The debut of the HR Tech Saudi Summit comes at a time when Saudi Arabia is moving towards digitization and hence uniquely placed to welcome the collaboration between the HR and IT capabilities. The summit is the first of its kind in the Kingdom to address the technological revolution underway in the workplace and debate how best to harness its capacity for the success of business in the public, private and government sectors”

In line with Saudi Vision 2030, the Kingdom has pledged to increase investments in technology in order to continue leading the digital transformation of the region. Under the King Salman Program for Human Capital Development, 500,000 government employees will receive training to upskill by 2020. All Ministries and Government institutions will be required to adopt best practice in Human Capital Development and other organisations will be tasked with enhancing engagement and the employee experience.

Enabled by mobile, remote and real time connectivity, digital HR processes now reach beyond payroll and data capture to incorporate functions such as interviewing, performance management and KPI review. The technology exists for employees in larger organisations to share concerns and feedback, or even complete training remotely, through mobile video.

Sidh N.C. added: “With discussion focusing on the latest HR technology trends, innovations and disruptive ideas, the HR Tech Saudi Summit will help leaders from the HR and IT departments to collaborate on effective solutions to modern human challenges.”

The launch of HR Tech Saudi Summit, follows the three successful editions of HR Tech MENA Summit in Dubai. The 3rd edition of HR Tech MENA took place in May 2017 under the theme of Revolutionizing the Future of Work with discussions ranging from the challenges of rapid technological developments to the need for enhancement of workplaces.

About HR Tech Saudi Summit

Reshaping the Kingdom's Workplace

The HR Tech Saudi Summit is the only initiative that brings together HR and IT professionals from the unique business landscape of Saudi Arabia, on a singular platform, to discuss the newest trends, ideas and disruptions over a period of two days exclusively dedicated to and focused on HR Technology.

Technology today has revolutionized every step of our lives and Human Resources is no different. The influence of technology on our evolution is paramount to making it imperative for HR to keep abreast with newest developments.

Today, HR is en route to becoming smart HR. Concepts such as bog data, cloud, social media, mobility, and gamification are today’s buzzwords and every organization is keen to embrace them in tackling the key issues of talent acquisition, talent management, change management and employee engagement.

Organiser: About QnA International

QnA International

QnA International creates and delivers business learning and development exchange platforms through B2B conferences, bespoke events and trainings. The company also has an expertise in outsourced sponsorship sales and key account management.

CEO’s Corner: Charlene Li on Technology and Employee Experience

Charlene Li

In the end of June 2017 CEO’s Corner post put a spotlight on Charlene Li, Principal Analyst at Altimeter (a Prophet Company) and keynote at this year’s HR TechXpo. Li supports leaders to thrive with disruption, primarily focusing on creating business strategies and developing leadership around digital, social, and emerging technologies. An analyst since 1999, and having seen business, society, and the world undergo seismic changes over the last 18 years, she’s driven to create research and thought leadership that helps to bring greater clarity and inspire audacious actions.

The interview is hosted by Greg Mortona corporate strategy and growth development specialist and Chief Executive Officer of the Northern California HR Association.

Q: You talk about the seismic changes that have recently occurred in the workplace. Besides the obvious impacts of technology, virtual work, and social media, what’s a change you are observing that most people are underestimating? 

A: One of the biggest overlooked opportunities is thinking about the employee experience, as opposed to employee engagement. Employee experience is when you look at a situation through the eyes of the employee, and focus on how the day-to-day experience creates a deeper relationship between the organization and employees. This is a significant shift for HR who must shift from managing transactions (recruiting, hiring, evaluations) and risk mitigation (training and compliance) to nurturing relationships. Technologies makes this easier but it’s only when technology fades into the background, and the relationship work comes forward, that the experience becomes a differentiator to the employee.

Q: What is the biggest takeaway you hope readers get from The Engaged Leader?[i]

A: Relationships form the foundation for leadership and I hope that by reading the book, people understand that digital channels must be part of the repertoire of skills leaders use to develop relationships. My hope is that readers are inspired to hit the pause button on their busy day and take a few minutes to reflect on how they need to be better engaged — even if it means simply listening to the people crucial to the achievement of their goals.

Q: We’re getting ready for our 2nd Annual HR TechXpo which last year was quite an exciting event showcasing the intersection of HR and Technology. You have talked to hundreds of providers, so are probably not easily wowed. What are one or two technological features you have seen in HR solutions that have knocked your socks off?

A: I’m excited to see SaaS-based strategy planning and execution tools getting traction in the market from companies like StrategyBlocks and Cascade. The software makes explicit and transparent the strategic plan of the organization, so that everyone across the organization is connected to the strategy. This means it’s clear how what you do every day impacts the long term strategy. It takes the idea of “connected workforce” and gives it a direction and objective, where the purpose of the connection is a strategic objective. This is exciting for HR because it ties together HR functions (workforce management, performance evaluation) and ties it directly to strategy and business outcomes.

You can find Charlene Li on LinkedIn and on Twitter.

You can find Greg Morton on LinkedIn or on Twitter.

[i] Charlene Li. The Engaged Leader: A Strategy for Your Digital Transformation – Wharton Digital Press, 2015

Banner HR TechXpo 2017

2nd Annual HR TechXpo will take place on August 25, 2017 in Hilton Union Square, San Francisco.

The HR Tech Weekly® readers get a free registration! Enter promo code hrtechweekly at time of checkout when you register here: http://hrtechxpo.com/register.

Please use #HRTechXpo to share the news about this exciting event showcasing the intersection of HR and Technology.

If you’d like to comment or have further questions for Charlene Li or Greg Morton, you are welcome to leave your reply here or post on social media adding #CEOCorner.


Source: CEO’s Corner: Charlene Li on Technology and Employee Experience

Robots Are Taking Over Human Resources

Robots Are Taking Over Human Resources – NCHRA TechXpo Pushing Technology Envelope for Industry

HireMojo LogoSan Francisco, CA, August 11, 2017HireMojo, Inc., the Hiring Automation Platform (TM), announced the unveiling of it’s latest hiring “robot” at the Northern California Human Resources Association (NCHRA) HR TechXpo on August 25, 2017. With this invitation, the NCHRA event demonstrates leadership at the intersection of Human Resources (HR) and technology.

Beyond simple automation, complete functions are being transformed with Robotic Process Automation (RPA). According to a recent PWC Research Report, robots will replace up to 38% of U.S. jobs by 2030. Until now, HR functions have been largely insulated from this wave of technology. The introduction of HireMojo’s robot, which makes it possible for nearly anyone to find candidates and fill jobs without needing industry specific knowledge or resources, sets the NCHRA August event apart.

“We are delighted to see the NCHRA lead the way for technology innovation among HR leaders across the country.” said John Younger, HireMojo’s CEO. “Advancing the balance between human and machine actually makes the entire hiring process more intimate, scalable and effective. We applaud the NCHRA for their efforts to pull HireMojo and others together. ”

“By bringing together some of the most transformative technologies for the HR industry, our goal is to help attendees learn to incorporate these advances into their departments.” emphasized Greg Morton, CEO of NCHRA. “HireMojo’s process automation is a good example of a technology most thought was not possible in the recruiting and hiring function, yet it’s here and it works.”

About HireMojo:

HireMojo (http://www.hiremojo.com) develops a subscription-based automation software for the recruiting and hiring function. Based on the data from filling tens of thousands of jobs with millions of applicants, it’s Hiring Automation Platform (TM) incorporates a constellation of resources and performs many of the routine activities needed to make hiring predictable, fast and easy.

About NCHRA:

The Northern California HR Association, one of the nation’s largest HR associations, has been advancing organizations through human resources since 1960. Delivering nearly 200 programs annually, the association is dedicated to connecting human resources professionals with practice resources, leading California-specific training, legal and legislative developments, quality service providers, and each other–forming career-long networks and partnerships.

Contact: Laurie Pehar Borsh
lauriepeharborsh@lpbpr.com
800.915.2151 x706


The HR Tech Weekly readers get a free registration to HR TechXpo in SF on August 25th! Enter promo code hrtechweekly at time of checkout when you register here: http://hrtechxpo.com/register

Airport Singapore

Human Capital Management for Airports Summit 2017 — Press Release

1st Global Summit on Human Capital Management for Airports | The HR Tech Weekly®

Singapore, August 11, 2017 — Sustainable financial performance, aviation safety & security and employer’s responsibilities are at the heart of airport operations. As human capital amalgamates intrinsically with an airport’s overall business performance, the implications of Human Capital Management practices go beyond influences and responsibilities of human resources, recruitment, learning & development units. Employees’ performance, talent development, leadership management, organisational design and succession planning are without doubt critical factors ensuring high standards in safety, aeronautical/non-aeronautical revenues, customer expectation and employer’s reputation.

Taking place in Singapore between 21-24 November 2017, Human Capital Management for Airports Summit 2017 is the platform focused on achieving business sustainability and employer reputation for visionary airport operators. It’s the product of airport operators’ desire to uphold key business objectives through fostering a valued workforce of maximized performance, effectively utilized talents and competent leadership.

You should attend if you are General Managers / Directors / Chief / Heads / Managers / Team Leaders / Supervisors from Airports Operators and Aviation Authorities dealing with:

  • Operations – C-Level Executives, COO, Executive Directors
  • Human Capital Management / HR
  • Units heads: Engineering, Airside Operations, Terminal Operations, Commercial Development, Special Projects, Planning & Development, Customer services, etc.
  • Learning & Development
  • Talent & Leadership
  • Succession Planning
  • Career Development
  • Training

Join the World’s Leading Human Capital Management for Airports Summit 2017 in Singapore!

4 Exclusive Workshops ALSO available in this 4-Day Summit programme.

Event Name: Human Capital Management for Airports Summit 2017

Event Date: 21 – 24 November 2017

Event Location: Singapore

Contact Email: enquiry@equip-global.com

Event Website: http://www.equip-global.com/human-capital-management-for-airports

About Equip Global:

Equip Global

Equip Global is the trusted global provider of business intelligence through conferences and trainings to the world’s leading businesses, governments and institutions.

Our scale, scope, knowledge and reach allow us to put together conferences and trainings which address our clients’ problems that no one else can. Using our deep functional and industry expertise, strong connections across industries as well as breadth of geographical reach, our conferences and trainings constantly help our clients transform into sharper, smarter and more efficient enterprises.

Each time we develop a conference or training for our clients, we put ourselves in their shoes with their objectives in mind and invest significant amount of time and effort researching, unlocking and understanding their real challenges.

We strive to provide only tailored solutions that help our clients achieve true results with minimal effort. We do not believe in conferences and trainings that provide standard industry answers or theoretical knowledge. Inviting only leading practitioners and domain experts who can offer information that help solve our clients’ challenges , our conferences and trainings focus on providing only solutions that have met the concrete test of application and have proven to improve an organization’s productivity and performance. We know that custom solutions yield the greatest competitive advantage and value for our clients and always ensure that we are only providing our clients with information and connections that matter.


** EXCLUSIVE DISCOUNTS are available for Subscribers of The HR Tech Weekly. Email to enquiry@equip-global.com to find out more!

Why you should attend the Employee Engagement conference! | The HR Tech Weekly®

Why you should attend the Employee Engagement conference!

Marcus Evans: Employee Engagement | The HR Tech Weekly®

In a world where competitiveness is multiplying, the human factor is now the main differentiating factor. The performance of employees cannot be separated from the company’s.

Otherwise, different factors could turn employees into sources of loss if they are not as involved and especially engaged in their work.

According to the Steel Case and Ipsos study on employee engagement:

“Of the 17 countries studied and the 12,480 participants, 1/3 of the employees are disengaged.”

Germany, UK, the Netherlands, Spain, Belgium and France scored below the world average in terms of the rate of employees being engaged and satisfied with their working environment. Employee disengagement is not limited to a particular industry but affects all businesses. Some companies place more emphasis on employee engagement because they successfully established the link between commitment and performance. This is why they have put in place mechanisms to measure the degree of commitment of employees and try to establish programs enabling the optimization of well-being at work, through various actions targeting motivation, the quality of the working environment, managerial leadership and others, in order to build a culture of sustainable engagement.

There are no sectors that are eradicated or less affected by this scourge. As long as companies work in an environment that is changing constantly, there will always be sources and factors optimizing disengagement. As a result, it will always be necessary to increase the level of vigilance in order to limit the risks of disengagement.

Companies are interested in knowing more about:

  • How to improve the employer branding and communicate about the company’s values to the employees
  • How can we put the company’s culture at the service of employee engagement?
  • The role of leadership in managing employee engagement
  • How to create a sense of belonging among the employees?
  • How to use predictive analytics to improve employee engagement?
  • How to maintain employee engagement after a M&A or a strategic transformation?

Consequently, executives involved in HR, Talent Management, Engagement and Retention, Internal Communication and so on should definitely not miss out on this opportunity to attend the marcus evans‘ Employee Engagement conference taking place on the 27th-29th of September in Amsterdam, Netherlands.

Conferences

5th Compensation & Benefits Summit 2017, Kuala Lumpur Malaysia — Press Release

Equip Global - 5th Compensation and Benefits Summit 2017, Kuala Lumpur Malaysia

Kuala Lumpur, July 20, 2017 — Establishing effective compensation and benefits packages in a competitive environment remains as a challenge for most of the organizations today. With the impact of economy crisis, globalization, increasing governmental regulations, rapid technological advances, it is the nightmare for all HR personnel to design and administer effective and cost-efficient compensation and benefit plans. HR, C&B, Rewards Professionals across organizations are struggling to come out with a remuneration package with flexible benefits that suit all employees and at the same time align with business goals. If this is not handled well, the organization will lose its market competitiveness and face talent attrition.

With thorough understanding of what all HR personnel are facing and looking at moving forward, the 5th Compensation & Benefits Summit 2017 have come out with this one-of-its kind summit to address the MOST DIFFICULT & COMPLICATED issues in managing employee compensation and benefits packages. Our expert speakers will share successful case studies on designing and implementing compensation & benefits plans and processes that allow you to manage costs, improve performance, attract, motivate and retain employees.

You should attend if you are Heads / Vice Presidents / Directors / Assistant Vice Presidents / Managers dealing with:

  • Compensation & Benefits
  • Human Resources
  • Performance & Rewards
  • Finance & Administration
  • Organizational Development
  • Talent Management/Development

4 Exclusive Workshops ALSO available in the 4-Day Summit programme.

Event Name: Compensation & Benefits Summit

Event Date: 13 – 16 November 2017

Event Location: Kuala Lumpur, Malaysia

Contact Email: enquiry@equip-global.com

Event Website: http://www.equip-global.com/compensation-and-benefits-summit

About Equip Global:

Equip Global

Equip Global is the trusted global provider of business intelligence through conferences and trainings to the world’s leading businesses, governments and institutions.

Our scale, scope, knowledge and reach allow us to put together conferences and trainings which address our clients’ problems that no one else can. Using our deep functional and industry expertise, strong connections across industries as well as breadth of geographical reach, our conferences and trainings constantly help our clients transform into sharper, smarter and more efficient enterprises.

Each time we develop a conference or training for our clients, we put ourselves in their shoes with their objectives in mind and invest significant amount of time and effort researching, unlocking and understanding their real challenges.

We strive to provide only tailored solutions that help our clients achieve true results with minimal effort. We do not believe in conferences and trainings that provide standard industry answers or theoretical knowledge. Inviting only leading practitioners and domain experts who can offer information that help solve our clients’ challenges , our conferences and trainings focus on providing only solutions that have met the concrete test of application and have proven to improve an organization’s productivity and performance. We know that custom solutions yield the greatest competitive advantage and value for our clients and always ensure that we are only providing our clients with information and connections that matter.

In a nutshell, Equip global conferences and trainings drive tangible bottom-line results whilst equipping our clients with the business connections that help you achieve long term success. We provide only what our clients need and want.


** EXCLUSIVE DISCOUNTS are available for Subscribers of The HR Tech Weekly. Email to enquiry@equip-global.com to find out more!