Topics for 2020 sessions
Strategic workforce planning
Diversity, Inclusion and Culture
Resilience in HR
Wellbeing & mental health: impact of being constantly ‘on’
Multi-generational workforce & the generation gap
Behaviour & values
AI & the future of HR
Innovations in L&D
A practical approach to organisational design
Organising successful virtual team
Augmenting the reality of onboarding
The Science of behaviour change
Please see the confirmed programme below
If you are interested in a speaking opportunity, please contact georgina.kelly@summit-events.com
Dr. Tomas Chamorro-Premuzic is an international authority in psychological profiling, talent management, leadership development, and people analytics. His commercial work focuses on the creation of science-based tools that improve organizations' ability to predict performance, and people's ability to understand themselves. He is currently the Chief Talent Scientist at Manpower Group, co-founder of Deeper Signals and Metaprofiling, and Professor of Business Psychology at University College London and Columbia University. He has previously held academic positions at New York University and the London School of Economics, and frequently lectures at Harvard Business School, Stanford Business School, London Business School, and IMD, as well as being the co-founder and CEO of BrazenX and the former CEO at Hogan Assessment Systems.
Dr. Tomas has written 10 books and over 150 scientific papers on the psychology of talent, leadership, innovation, and AI, making him one of the most prolific social scientists of his generation. His work has received awards by the American Psychological Association, the International Society for the Study of Individual Differences, and the Society for Industrial-Organizational Psychology, to which he is a Fellow. Dr. Tomas is also the founding director of University College London's Industrial-Organizational and Business Psychology program, and the Chief Psychometric Advisor to Harvard's Entrepreneurial Finance Lab. Over the past 20 years, he has consulted to a range of clients in financial services (e.g., JP Morgan, HSBC, Goldman Sachs), advertising (e.g., Google, WPP, BBH), media (e.g., BBC, Red Bull, Twitter, Spotify), consumer goods (e.g., Unilever, Reckitt Benckiser, P&G), fashion (e.g., LVMH, Net-a-Porter, Valentino), government (e.g., British Army, Royal Mail, NHS), and intergovernmental organizations (e.g., United Nations and World Bank). Dr. Tomas' media career comprises over 100 TV appearances, including on the BBC, CNN, and Sky, three TED talks, and regular features in Harvard Business Review, the Guardian, Fast Company, Forbes, and the Huffington Post. Dr. Tomas is also a keynote speaker for the Institute of Economic Affairs. He was born and raised in the Villa Freud district of Buenos Aires, but spent most of his professional career in London, and lives in Brooklyn now. Find out more here: www.drtomas.com
This talk will examine how technology is re-shaping our ability to identify and attract talent. In particular, it will highlight how recent advances in AI and machine-learning are disrupting the recruitment and talent identification industry, and what IO-psychologists can make to be part of this game. Will AI replace or enhance the 100-year old science of predicting future job performance from psychological variables? What are the ethical and legal concerns that arise when established talent identification methods are automated and human judgment and expertise is replaced by computer-based algorithms? Finally, what is the role of theory and understanding in a world of AI-based predictions and interventions? These and other related questions on the broad impact of technological innovations on talent identification will be discussed.
Dr Hannah Fry is an Associate Professor in the Mathematics of Cities at the Centre for Advanced Spatial Analysis at UCL where she studies patterns in human behaviour. Her research applies to a wide range of social problems and questions, from shopping and transport to urban crime, riots and terrorism.
Her critically acclaimed BBC documentaries include Horizon: Diagnosis on Demand? The Computer Will See You Now, Britain’s Greatest Invention, City in the Sky (BBC Two), Magic Numbers: Hannah Fry’s Mysterious World of Maths, The Joy of Winning, The Joy of Data, Contagion! The BBC Four Pandemic and Calculating Ada (BBC Four). She also co-presents The Curious Cases of Rutherford and Fry (BBC Radio 4) and The Maths of Life with Lauren Laverne (BBC Radio 6).
Hannah is the author of Hello World, The Indisputable Existence of Santa Claus: The Mathematics of Christmas, and The Mathematics of Love: Patterns, Proofs, and the Search for the Ultimate Equation.
We all like to think of ourselves as strong, independent and single-minded individuals. But despite our illusion of free will, despite the seemingly random sets of circumstances that bring about our decisions, our behavior as humans is surprisingly easy to predict.
But what about if we go beyond the superficial, past correlations and pattern recognition and get right into the heart of who we are as humans. Are there stories hidden in our data that will surprise us? How can they be used against us? And can we use what we learn about ourselves to make the world better?
In this talk, I'll take you on a tour the intriguing insights we're uncovered by looking at ourselves through the eyes of data. For good or for bad, I'll show you how a mathematical view of what it means to be human is already shaping the way we design our society.
Professor Geoff Bird is a Professor of Cognitive Neuroscience at the University of Oxford and a Senior Lecturer at the Institute of Psychiatry, King’s College London. Geoff has focused throughout his career on understanding the neuroscience of performance, both of individuals and of groups. He is an expert on social interaction, and his research covers how the brain enables us to learn from others, feel empathy for them, and influence how they feel and think. A key focus of his present research is how people can make better decisions, both individually and in groups. As a result of this interest Geoff has completed a WABC-accredited Business Coaching course focusing on the neuroscience of leadership and performance.
Professor Bird served as a Science Policy Advisor to the UK Government throughout 2008 and is one of the Principals of the Centre for Educational Neuroscience – an organisation dedicated to enriching education through the application of findings from neuroscience. He contributes his expertise in the neuroscience of learning and reward to the centre in order to increase the efficiency with which people learn, and how best to motivate that learning. He is frequently consulted by blue chip companies and the media to explain the relevance of neuroscience to society and business.
He has recently been voted one of the UK’s ‘Most Influential HR Thinkers’ by HR magazine.
The importance of optimising our own learning, and those around us, is often under-appreciated. We want adaptable, agile people, who can cross roles and adapt to new environments, teams, and locations. We want people to feel a sense of belonging, and purpose. We want them to feel confident in themselves and their colleagues, able to delegate and manage people effectively in order to optimise performance while maintaining mental health. All of these things are underpinned by learning - having people who can learn quickly and effectively, and who are motivated to do so. Over an hour we will take a deep dive into the neuroscience of learning to dispel the myths ('learning styles') and discover the science of how our brains learn.
Katrina Collier shows companies how to solve the problem of candidate engagement. HR, talent acquisition and hiring leaders don’t have an issue finding people, they have an issue evoking a response, engaging people and stopping candidates from ghosting. She is the author of The Robot-Proof Recruiter and uses her extensive industry experience to deliver keynotes and facilitate offsites globally, which inspire all those involved in the recruitment lifecycle to improve candidate engagement with a human-first mindset.
She is also the founder of multiple DisruptHR UK events, an Ambassador for Hope for Justice aiming to end modern day slavery, and co-host of The #SocialRecruiting Show podcast. You’ll find her championing the #BeHuman cause on LinkedIn, Facebook, Twitter and Instagram @KatrinaMCollier
Never before has your company been as transparent as it is today. In a search-engine led world your employees and your candidates are in charge. The visibility of other job possibilities and reviews from your employees have never been as easy or quick to access as they are now. Therefore HR’s role in talent acquisition has never been more important; how can you possibly attract future employees if your current employees are unhappy and your hiring managers are mistreating candidates?
Sharing examples found while researching for The Robot-Proof Recruiter, Katrina will leave you with an understanding of why every element of the employee lifecycle, from sourcing, to interviewing, to onboarding, to employee experience, to off-boarding, through to alumnus. now impacts your hiring, and she will give you the steps your company needs to improve its talent acquisition.
Nick has over 25 years experience within people change and development as well as having run his own Talent Consulting business in Asia. He has delivered effective change and talent development programmes to multinationals and SMEs alike in a variety of industries. He has featured in a number of publications, including HuffPost, Chief Learning Officer magazine, Inc.com among others, and is also a sought after speaker on leadership. Nick is currently writing Leading Engagement, which is due for publication in 2020.
Companies spend a vast amount of money on training their employees every year (with estimates in the US putting this over $90bn p.a) yet are they getting a satisfactory return on their investment?
This interactive session acquaints participants with the latest findings from neuroscience and I/O Psychology as they share what does and doesn't work (and why) and what makes the difference in behaviour change. The explosion of empirical studies in human behaviour over the last 15 years will be condensed into key practices Talent professionals need to apply in order to promote organisation-wide changes in behaviour. As many of the findings contradict current practice in HR this session is ideal for those who are keen on exploring new approaches to talent development.
Paula Leach is the global Chief People Officer for FDM Group, a role which she undertook in April 2019 having previously been Chief People Officer for The Home Office.
Paula is a member of the executive committee and responsible for the people agenda across a fast-growth, global, FTSE 250 organisation in the tech sector. FDM Group recruits, trains and deploys thousands of consultants (graduates, returners and ex-military) by providing critical academy development and upskilling programmes and meeting the tech needs for major global clients.
Previously Paula was Chief People Officer at The Home Office, responsible for an HR function of more than 300 professionals, supporting the people agenda for approximately 30,000 civil servants responsible for critically-important areas across the security, policing and fire, and borders and immigration systems.
She joined The Home Office after 18 years working across all HR disciplines at Ford Motor Company, including a three-year assignment in the US. During this time Paula worked with a diverse range of functional disciplines including operational manufacturing, product development, IT and marketing and sales.
Paula is FCIPD qualified and passionate about optimising inclusivity and the potential of individuals and teams. This professional experience and understanding is coupled with a keen commercial sense enhanced with a first-class honours business degree and an MBA. She has undertaken many professional development programmes including organisational design, change management and most recently the prestigious 'Top Flight' programme through The Pipeline.
She married and is mum to two beautiful daughters.
Do you often find that resource planning in your organisation is more reactive than proactive? Are the leaders you partner with designing teams based on achieving not only financial or budgetary requirements but also to optimise the Diversity and Inclusion agenda at the source of the design? How clear and specific are your leaders with regards to the specific skills that will be different tomorrow versus today? And to what extent is your organisation building the conditions for a thriving, healthy workforce into the structure of the organisation’s design?
After many years working with leaders and organisations committed to creating teams which are diverse, thriving, skilled for tomorrow and affordable, Paula observed little or no impact in terms of the achievement of this as a sustainable change or shift. Despite the commitment and genuine passion, leaders and organisations engaged in complicated organisational design approaches which were difficult to practically implement and sustain or reverted to short term financial parameters for planning resource allocation. The fundamental proposition she has developed is that in order to create the organisations that we dream about for tomorrow, we need to think holistically and systemically about organisational design at the source of resource planning. Her passion is facilitating leaders to own a more proactive and well rounded approach to planning for resources to break the cycle of reactivity, and to create thriving teams to serve an organisation’s future ambitions.
Paula has developed a simple yet holistic model which facilitates any leader – whether they manage a small team of a handful of reports, through to a global organisational head with multiple thousands – to use key data to help guide them to important decisions which can transform their ability to resource against multiple strategic ambitions (be those Financial, Diversity, Skills, Geography or Wellbeing related).
Strategic Workforce Planning: Simplified, Practical, Insight driven, Systemic.
Ewen is a senior HR professional with experience in leading people and talent programmes for complex media, retail and broadcast businesses. He has expertise in a broad range of areas, including business transformation, organisational design, building and embedding talent initiatives, delivering cultural change and change management programmes, people strategy implementation, M&A activity and senior stakeholder management.
As People Director at Havas Group Media, Ewen leads a team of 12 people to effectively deliver an industry-leading HR offering. Since joining in 2014, he has successfully led the reorganisation, transition and realignment of the Group’s operating model, as well as spearheading a number of cultural change, diversity and inclusion initiatives across the wider Havas UK network.
For many companies, Employee Wellbeing has become a focus point in recent times as the social movement around the topic gathers momentum.
For Havas UK, health and wellbeing has been a long-term strategic objective under a guiding lens of the overall employee experience. Most employees spend a third of their lives at work, and there is a growing argument that the responsibility to help employees remain healthy rests with the organisation; whilst gathering momentum, it is not a new point for debate, but it was this preventative approach that first sparked the strategic conversation about health and wellbeing for Havas.
In this presentation Ewen will share Havas’ wellbeing journey, from conception as a change management tool to the holistic programme that it is today, as well as practical ways to enhance the employee experience at your company through your wellbeing approach.
Asif is Global Head of Diversity & Inclusion for Adidas. He was formerly the Head of Diversity and Inclusiveness for EY Financial Services and previously the Head of Equality, Diversity and Human Rights Unit for the City of London Police. He is a Multi-Award Winning Diversity and Inclusion expert with over 15 years experience and a proven track record in achieving operational and strategic targets, managing quality, performance, risk and change.
He is a passionate and inspirational Global Leader, co author and a renowned keynote speaker with the ability to empower individuals and create a truly inclusive environment for all. Asif has been key in implementing D&I activities and programmes as well as connecting with stakeholders at all levels of organisations to build strong and influential relationships with influencers. Asif acts as a role model, providing governance across businesses on D&I and is committed to creating a strong sense of belonging for all.
Asif has received a number of accolades for his work that include the Mosaic (Prince’s Trust) Award for mentoring, Police Officer of the Year Award, the Civil Servant of the Year Award, the prestigious Asian Professional Award and the highly commended Head of Diversity Award at the European Diversity Awards. Asif was honoured in 2017 in the Queen’s birthday honours list with an MBE for his services to Policing and Communities and is a member of the HR Guild, The Worshipful Company of Security Professionals, a Leadership Fellow at St George's House and is a Freeman of the City.
He is currently the Chair of the London Hate Crime Board, a Judge for numerous Awards including the CIPD Awards, BIMA Awards, Personnel Today Awards and the Lord Mayor's Dragon Awards, an Ambassador for Remembering Srebrenica, Member of the APPG (All Party Parliamentary Group) on Hate Crime, Special Advisory to the charity Penny Appeal, a trainer for the OSCE Office for Democratic Institutions and Human Rights and a Special Sergeant with the City of London Police.
It is clear that Diversity and Inclusion is a business imperative for any organisation to succeed, both from a customer and staff perspective D&I has numerous benefits. Furthermore evidence has highlighted that staff who have a sense of belonging are three and a half times more productive, more innovative and stay longer with organisations. Consumers also align to brands that they see as being both diverse and inclusive and the opportunities are endless to capture new diverse markets.
We will explore how to ensure technology can assist your organisation in achieving its workforce planning objectives with a clear lens on capturing diversity and inclusion, while understanding the limitations of technology and some of the biases that have recently been associated with AI and how to overcome these in order to make a substantial impact in D&I as well as how you can create a more Inclusive workplace where all your staff feel that they belong.
Daniel has a strong background in both the public and private sector, leading innovation and change across learning transformation projects. Currently Head of Learning & Development in the Cabinet Office, Daniel is leading a team in the development of Contract Management capability products and services, across central and wider government.
He was formerly Head of Training and Capability within the Metropolitan Police, where he was responsible for programme and business change of learning transformation across a £600m transformation directorate.
Daniel holds a degree in Human Resources Management and a Masters in Adult Education.
In reconciling the new realities of a post COVID-19 era, we must appreciate the revision in the future of learning, and the alteration in customer expectations.
In order to navigate the shifting environment and successfully shape the future of learning, it will be essential to have both a flexible and informed approach to customers’ needs and expectations. How often do you take time out to pause and consider the changing workplace landscape? Consideration of workplace capability demands, stakeholders resistance to change, costs to change, and outcome probabilities will be essential to every case.
Sometimes you need to be a professional disrupter to help shift to an innovative change and re-define the learning world.
A reformed engineer, Sophie’s expertise is now focused on reinventing the importance of talent management in the People function in financial services and she is passionate to establish a blueprint for the working culture of the future. She introduced Social Hiring as a people strategy into companies with a view to increase candidate experience and employee engagement levels.
As a mental health first aider, Sophie has created a support system to combat depression, anxiety and other factors specifically affecting rapid growth businesses in the FinTech community. She has led and built People Teams in Pollen, 11:FS & Revolut after she’s led recruitment projects with Ford, General Motors and IBM, before shifting her passion and focus to setting up the future of HR in startups. She is a regular mentor and career coach in the startup community.
A prolific writer on Diversity, Sophie also runs an HR community in Slack, Work Experience Programs for young women and is a moderator for the Tech Talent Charter group. Outside of work, she mentors Talent professionals who are in a similar environment/standalone HR and joined Tech Nation as an industry advisor to mentor aspiring CEOs and CoFounders of FinTech startups in London and California.
Cultures continue to evolve as a company starts, scales up and even after it hits steady state. The ability to innovate is risk-averse when your company is taking a direct path to innovation, but building out a culture for successful adoption of digital transformation requires time and momentum. Your company needs to build the culture and community, making time for people to share experiences, test, and learn what works, brainstorm, and collaborate.
One of the biggest challenges companies have is the lack of recognition for involvement, cooperation, and feedback of the workforce to maintain the quality and momentum of transformation. Today, we look at a few key points of why it’s important to drive this from a cultural point of view.
Dave is a senior HR professional with over 20 years’ experience in learning, engagement, talent management and succession planning delivering globally in financial services, retail and telecommunications. Hugely passionate about the impact of employees within the business and the difference they make to the bottom line, he has often held views that HR leaders haven’t been as commercially minded as they need to be, nor close enough to the business priorities.
After 20 years working in corporate organisations, a recent two year stint testing out some of those ideas and theories learned has led him to still question are organisations really as values and behaviours led as they should be? Do they really understand the importance of their workforce and the value they bring? Now back working in the private sector full time he is putting to use those experiences learned and trying to raise the importance in the way we treat employees every day. A great story teller and someone also keen to listen and learn from others.
This year like no other before our behaviours and values were truly put to the test. They say our values and behaviours define us, did yours during the crisis? Did your companies stand up to the test.
As individuals we wrestle each day about being the best representation of ourselves at home and at work. For most of our values represent the very best version of who we are, how many of us get the chance to be the same at work as we are at home? How have organisations adapted to the challenges we all faced in 2020? How have things changed since you have returned to work? What have you changed, what has your business changed, all as a result of the crisis.
In this interactive session Dave will share examples he has come across during his own recent career and when then open up the room to let others share their experiences of home, work and how they adapted and what has changed at work as a result.
Rob Veersma, the moderator of this session is one of the grounding father of Shell T3- programme (Team, Task, Technology) which was developed to enhance virtual teams to improve their competence in working effectively and efficiently in virtual mode.
“The biggest mistake is to treat a virtual team in the same way as a co-located team”.
In this webinar Rob Veersma will address the benefits and risks of Virtual Team Working. He will use the Shell T3- approach (Team, Task, Technology) to provide proven and practical guidelines.
In theory virtual working sounds easy, but it can only be successful if crucial fundamental principles are adopted by the team. Many teams become dysfunctional and fail to achieve expectations and goals because of unclear purpose, leadership failures, insufficient processes regarding roles and responsibilities, lack of a code of conduct, and risks associated with geographical and cultural barriers.
Over the last few weeks, we’ve seen an enormous emphasis on using the right tools and technologies, but we tend to forget the need for clarity as to how to work as team, what behaviours are needed, and necessary agreed protocols to create a successful team and productive workflow. A selection of the most appropriate set of tools will only take place when all of these factors have been carefully addressed.
Jackie is a freelance L&D professional with over 20 years’ experience, gained mostly in technology focussed organisations. She’s a Chartered Fellow of the CIPD and a Fellow of the LPI and has held strategic Learning and Development roles at Mediaocean, Unilever, and Barclays.
Her MIT is to help business leaders deliver on their strategic objectives through accelerated capability building and performance elevation. She has particular expertise in designing new learning propositions and a passion for creating knowledge ecosystems which power the flow of learning in all directions at all times.
Imagine providing every new employee with a 24/7 buddy. A friend who can introduce them to every person in the organisation, and who can successfully direct them to every room and corner of your physical and virtual spaces.
Great Augmented Reality onboarding experiences create a new level of digital immersion, but can it be added to the HR tech arsenal for new hires without blowing the budget? Join Jackie and her guest, David W Sime, to discover the benefits of using AR to welcome and power up your new employees from the get-go. In this session you’ll get the chance to learn how AR is gaining huge momentum in L&D, and you’ll hear about typical production efforts and costs, along with considerations for calculating the total cost of ownership.
Jackie’s guest, David W Sime is a published author of both academic and broader readership publications, including Springer, Forbes and IGI Global. A qualified lecturer, David works with Google and the Chartered Institute of Marketing to deliver digital marketing and business development training.
Dina’s purpose is to extend and amplify the cognitive and affective abilities to go beyond people’s potential, help them flourish and inspire them to look for new perspectives. She has developed her career around encouraging people to be guided by their own curiosity and choose what makes them happy.
She has extensive international experience, having lived in Spain, Brazil, Australia and the UK. Dina has worked in every talent management area, occupying local, regional and corporate roles, combining strategic, tactical and operational expertise and a deep knowledge of HR with an innovative point of view. She is skilled in the design, development and delivery of award winners HR strategies to support business growth and transformation.
- How to diagnose what your employees want and drive the organization to the next level
- How to design a disruptive People strategic plan with an innovative approach that reinforces your companies’ magic, values and culture.
- Making people feel special: How we live our companies’ magic through a tailored employee journey map
- Transform your organisation: how to implement the right changes. Help people rock their career by allowing them to be the protagonist with a leadership style that provides vision, purpose and inspiration.
- The impact: KPIs for HR that are not HR KPIs to measure the Magic!
Speaker Programme
The Summit programme consists of inspirational key notes, Strategy Sessions – case study led presentations followed by Q&A, interactive Action Learning Workshops and debate. In addition, we will add value by offering a series of round tables, presentations and toolkits in the build-up to the event – key themes will include: innovation, resilience, wellbeing & engagement.
If you have any recommendations for speakers or topics please email event.team@summit-events.com
Register your interest in the Human Resource & People Development Summit - Virtual Edition
7 - 8 October 2020
Submit your name and email address and a member of the Summit team will send you further details including:
- the confirmed list of attendees
- instructions on how to apply for a delegate place
- sponsorship options
“A very well organised event with lots of likeminded individuals, no pushy sales techniques; just genuine opportunities to build relationships. Networking in the real sense of the word.”
“The Summit is an outstanding event where true decision-makers meet high quality providers for valuable, relaxed yet focused conversations, with a genuinely demonstrable caring level of support from the Summit team and where real business happens as a result.”
