Do we need HR?

Programme Day 2
THURSDAY 19th MARCH 2015
08:
45
THE BUSINESS OF TALENT
09:
00
09:
30
09:40
10:20
Opening of Day2 by the Chairmen:
Ben van Stekelenburg, Group Director Organisation & Capability,
AB Agri and Professor Paul Sparrow, Director,
Centre for Performance Led HR, Lancaster University
Preparing future leaders to help make HR redundant: starting
your transformation with Talent
The presentation will highlight the benefit of a revised mindset on
people management and how this can be realized (incrementally).
It will showcase examples from research with more than 1100
European companies and more than 1000 top-talents that deepdived
on more than 350 people management practices.
A provocative strategic push with underlining strong
evidence
What needs to change now and in the future?
Why small can teach large?
How talent is a key success lever?
Dr. Philipp Zimmermann, Global TM Director,
Evonik Industries AG
10 min. Q&A Session with Phillipp
Interactive Roundtable session
During this session, you will have the opportunity to discuss a
particular question of interest. Each participant will have the chance
to move to the table of most relevance to them:
What will the 'next generation' HR function look like?
Does HR know what to focus on to truly deliver
strategic business impact?
Is a 'people development manager' (an exemplary line manager
who could coach and refine the people management skills of
peers) the solution?
Should the CHRO role be eliminated, with HR responsibilities
funneled in two separate directions — administration (traditional
HR), reporting to the CFO; and talent strategy (line managers),
reporting to the corner office? Why?
Led by the Chairs
Coffee & Networking
FUTURE PERSPECTIVES
13:40
14:10
14:20
HR is much better off when closely aligned with the business,
that's where all the action is, in strategic terms:
this is where to play!
The current organisational model of a division of functions in
Business Partners, CoE's and SS Centres sounds great but reality
is that few organisations made it work. It has taken costs out
the business but eventually it is a dead end street.
Even worse, a poor and mechanical execution of the above model
combined with many Businesses mainly interesting in cost
efficiencies has taken the human out of HR hence has led to
the question : do we need HR? I would add : in this form?
With the economy picking up steam, Business leaders more than
ever need support in hiring, developing, rewarding, retaining and
firing of employees.HR is well trained and equipped to source,
identify, interview, assess and develop talent but not all
practitioners focus enough on this core element of the job.
Need to go back to basics.
Luckily, Technology is making quantum leaps again and is still
underleveraged in many HR departments however leveraging
new technologies such as cloud based total HR systems or
social media recruitment will allow HR to regain lost ground
- again in strategic terms: here we have the right to play and
opportunity to win.
Ben van Stekelenburg, Group Director Organisation &
Capability, Associated British Food Agriculture (AB Agri)
10 min. Q&A Session with Ben
Nancy Groesch, Global HR Leader, GE
“Do we need HR?”Seminar
11:00
11:30
11:40
The Evolution & Future of HR at Nestlé
Is it time to reconfigure our Talent systems? Can we move from
a narrow focus on TM towards the management of Talent?
What kind of HR functions were needed to build
organizational capability?
How we developed a simple PM culture that motivates
individuals and teams
What tools manage performance most effectively in our
organisational context?
Ed Marsh, Global Head of HR, Nestlé Professional
10 min. Q&A Session with Ed
Interactive Roundtable Session
Why do performance management processes 'fail' so often?
How can you make your processes become more enduring?
Most companies publicly state that their people are their most
valuable asset. So why aren't Talent and Leadership strategies
keeping pace with today's fast-changing world?
Which organizational roles are accountable for performance
management (and which are not)?
Have special management bodies or units been created to
develop and implement performance management initiatives?
Led by the Chairs
14:50
15:00
OUTLINE TO COME SOON
10 min. Q&A Session with Nancy
Wrap-up and end of conference
12:20
Lunch & Networking
03.