April 8-10, 2013 | Orlando, FL

2013 HCI Human Capital Summit

Building Successful and Adaptive Talent
Management in a VUCA Environment

The HCI Human Capital Summit has an acclaimed reputation for spotlighting the latest trends, actionable strategies, and the best speakers, and 2013 is no exception. Our focus this year: how to be a successful HR executive in a “VUCA” environment. What is VUCA you ask? A term originating in the U.S. military, it describes an environment characterized by constant Volatility, Uncertainty, Complexity and Ambiguity. Sound familiar? Of course it does — it’s your company and the complex marketplace in which it competes.

As an HR executive, you know the human capital (and personal) implications of this environment: the challenges it poses to your executive team and the task of developing them for it, the difficulties you face in workforce planning even a couple quarters out, and the impact it has on the engagement, productivity, and retention in your workforce. This year, HCI dedicates its Human Capital Summit to what is perhaps the executive human capital management challenge of the 21st century: the leading and management of talent in a permanent VUCA world.

The Human Capital Summit will be looking at VUCA in relation to 4 deep-dive tracks:

  1. Acquisition/Recruitment
  2. Workforce Planning/Business Strategy
  3. Learning/Leadership Development
  4. Engagement/Social Media

How Does a VUCA Environment Change Talent Acquisition and Recruitment?

VUCA brings a continually changing set of required employee skills and job duties creating a huge gap between the needed and the available skill sets

Candidates who are versatile, who can handle multiple responsibilities and job functions are the new rockstars

You’ll find dramatic shifts in the volume and quality of applications and frequent changes in offer acceptance rates

Movement in and out of the organization will be more organic — some areas will be hiring quickly while other areas will drop employees just as fast.

You’ll find fluid job descriptions are necessary for continually evolving job descriptions and hiring standards that reflect the continually changing work

Acquisition/Recruitment Track — Preliminary Session Descriptions

  • Innovations and Roadblocks to Developing Agile Talent Acquisitions in a VUCA World
  • Creating the Hottest Branding to Attract the Coolest Talent
  • Rapid Fire Recruiting — Quality Hires Under Budget Fast
  • Coping with Constant Change in Talent Requirements
  • Becoming Agile on a Budget: Using Social Media and Other Free Tools to Attract Talent
  • Keeping Potential Hires On the Hook: Communication Strategies for Today’s Potentials and Tomorrow’s Future Hires

How Does a VUCA Environment Change Your Organization’s Workforce Planning?

You will find contingent labor a vital part of the workforce, needed in order to increase your capability to meet sudden upturns, downturns, and new skill needed. Organizational agility now requires a fast ebb and flow of talent in strategic areas to stay aligned with corporate goals.

You will need to develop the capability for rapid hiring for sudden needs through poaching, with pre-identifying talent pools and by building professional communities.

Look for ways to quickly release talent — Develop the capability for rapidly releasing surplus and inappropriately skilled workers.

Workforce Planning and Business Strategy Track — Preliminary Session Descriptions

  • Planning for Gaps in the Workforce and Available Talent
  • Who’s Your Big Data: Leveraging the Full Potential and Flexibility of the Workforce
  • Using Contract Talent to Balance the Workforce in Volatile Times
  • Integrating Workforce Planning into the Business Planning Cycle
  • Positioning HR as a Business Driver for Organizational Growth and Profits

  • Getting C-level Support for Development Initiatives-Communicating ROI To Gain Buy-In

How Does a VUCA Environment Change Your Engagement and Social Media Strategy?

Maximizing talents will be the key to workforce agility, find processes to proactively speed up the movement of employees internally to where they can have the greatest impact.

Look for quicker promotions and upward mobility for proven performers. If you’re ready, you move forward. No more set waiting times until you qualify for a promotion.

Multi-faceted employees who are the most adaptable and can do a variety of jobs with increased responsibilities and will be rewarded and recognized.

Increased data on employee skills and potentials to better leverage the workforce — especially when integrated in the talent management process.

Engagement and Social Media Strategy Track — Preliminary Sessions

  • Next Generation Collaborative Practices, Tools, and Technologies for the VUCA world
  • Low-Cost Engagement Strategies that Work in VUCA Environments
  • Engaging and Retaining High Potentials in VUCA times: Adaptive Programs that Generate Enthusiasm and Excitement
  • How “Best Companies” Achieve Engagement at the Management Level
  • Valuing New Social Rewards and Recognition - Big Impact Strategies and Programs That Gain Trust and Loyalty
  • Using Engagement Strategies to Drive Business and Tap New Trends

How Does a VUCA Environment Change Learning and Leadership Development?

Organizations will need rapid learning — learning leaders must increase the speed of individual and organizational learning.

This means a continuous development of new communications and learning tools.

You must prioritize talent management so that it focuses on innovators, game-changers, and pioneers who are essential for success in a VUCA environment.

Generational changes will occurs every 6 years instead of 20 — so be prepared for major culture shifts.

Successful leadership now requires a completely new set of skills that focus on agility, flexibility, and in developing a “just-in-time” solutions capability within the team.

Learning and Leadership Development Track — Preliminary Session Descriptions

  • New Leadership Skills and Competencies for the 21st Century
  • Succession Planning in an Unstable Environment
  • Identification, Development, and Engagement of High Potentials in a VUCA Environment
  • Learning Strategies that Drive Innovation and New Business Revenue
  • Virtual and Social Communities that Engage, Instruct, and Create Fresh Business Opportunities
  • The Role of HR in Fostering and Developing Innovation and Leadership

Register Today!

This year's Summit is singularly focused on bringing you the freshest, most innovative case studies from thought leaders who have achieved new levels of excellence in driving innovation and thriving in a VUCA environment. In just 2 1/2 days you will experience how the leading strategies and programs have helped propel organizations of all sizes to significant growth, increased performance, and in building a collaborative culture focused on Innovation, risk taking and creativity!

Join your peers at the 2013 Human Capital Summit and leave with actionable strategies that have been tested and proven by the world's leading organizations. Enjoy bench marking and networking with peers, learn about the latest programs and technologies on the market, and arrive back at the office with a binder full of new ideas

To reserve your seat to hear from our excellent keynote speakers and to learn how to transform your talent organization, please contact Shane Lennon anytime at 866.538.1909 x1904 or shane.lennon@hci.org. For speaker submissions and inquiries please contact Shane York at shane.york@hci.org Yes... two different people named Shane.


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What People said about the 2012 HCI Human Capital Summit

Earn Credits Towards Leading Industry Certifications — With Live or Virtual Attendance!

This conference has been approved for 10.50 General recertification credit hours and this virtual conference for 12.75 General hours toward aPHR™, PHR®, PHRca®, SPHR®, GPHR®, PHRi™, and SPHRi™ recertification through the HR Certification Institute.
The use of this seal is not an endorsement by HR Certification Institute of the quality of the program, it means that this program has met the criteria to be pre-approved for recertification credit.

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