Nate SilverAuthor and Predictive Statistician, FiveThirtyEight.com blogNate was voted Crain’s NY 40 Under Forty 2012 - Time Magazine’s 100 Most Influential People of 2009 and Rolling Stone’s 100 Agents of Change. He is also head of the award winning FiveThrityEight.com blog
Dan PinkGame Changer — turning conventional workforce theory on its headDaniel H. Pink is the author of five provocative books about the changing world of work, including the long-running #1 New York Times best seller, Drive.
Liz WisemanChanging The Way We See ManagersAuthor of the run away bestselling book, Multipliers: How the Best Leaders Make Everyone Smarter - Liz will reveal ways to maximize talent and leadership potential by recognizing the Multipliers and Diminishers in your organization.
Colleen McCrearyChief People Officer at ZyngaAs Chief People Office of Zynga, Colleen is responsible for recruiting, retaining and managing talent and for fostering a culture of creativity.
Andrea ProcaccinoGlobal Head of Learning & Development for Avon Products, Inc.Andrea Procaccino is a certified, award winning Senior Training Executive with over 15 years experience in global staff and management training, emerging instructional technologies, organization development, and program design and delivery.
Nancy TurnerGlobal Director of Talent Development at NIKE, Inc.Supporting the corporate areas such as Finance, Legal, Global Operations & Logistics, IT, and HR, Nancy is responsible for building the talent strategy and development portfolios.
Laurie KalmanGlobal Head - People and Culture, Grant ThorntonLaurie has 30 years of experience leading rapid growth and change in the Fortune 1000 marketplace. She has earned the prestigious Connecticut Quality Award and recognition for employing ‘Leading Edge Practices’ by the American Society for Quality.
Kenneth FinneranChief People Officer at Hellmann Worldwide LogisticsKenneth leads the strategic, human resources function within the Americas for Hellmann Worldwide Logistics, and has held key roles and led teams in the U.S., Germany, and Poland while working in both the public and private sectors.
David RockAuthor and Director, NeuroLeadership InstituteDr. David Rock coined the term ‘NeuroLeadership’ and co-founded the NeuroLeadership Institute, a global initiative bringing neuroscientists and leadership experts together to build a new science for leadership development.
Mary SullivanSVP Corporate HR at Four Seasons Hotels and Resorts
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:
- Acquisition/Recruitment
- Workforce Planning/Business Strategy
- Learning/Leadership Development
- 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
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Positioning HR as a Business Driver for Organizational Growth and Profits
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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.
Highlights from the 2012 HCI Human Capital Summit
Gary Hamel"World's most influential business thinker" as recently ranked by The Wall Street JournalThe Wall Street Journal recently ranked Gary Hamel as the world's most influential business thinker, and Fortune magazine has called him "the world's leading expert on business strategy." For the last three years, Hamel has also topped Executive Excellence magazine's annual ranking of the most sought after management speakers.
Doug ConantFormer President, CEO, and Director at Campbell Soup CompanyDouglas R. Conant was formerly President and Chief Executive Officer of Campbell Soup Company. As the 11th leader in the company's 140-year history, Doug is best known for reversing a precipitous decline in market value and employee engagement.
Robert CancalosiChief Learning Officer at GE HealthcareResponsible for the Leadership, Learning and Development of over 55,000 employees worldwide, Bob leads a team of global Directors who design and deliver programs in 32 countries. Recognized as the GE Medical Systems “Leader of the Year,” Bob also received the GE Healthcare President’s Award for creating a world-class culture.
Michael AliceaSenior Vice President, Global HR at The Nielsen Company and SVP, Human Resources at VNU/Nielsen Business MediaMichael Alicea is responsible for all Human Resource activities across Nielsen’s Global Media Client Services organization and its Nielsen Expositions business, as well as it’s related digital properties spanning over 38 countries.
Peter SheahanBest-Selling Author, World Renowned Speaker on Exploiting Business Trends and New MarketsPeter Sheahan is known internationally for inspiring innovative business thinking and creating lasting behavior change.
Wayne ElseyFounder and CEO at Soles4SoulsWayne Elsey is a successful footwear executive turned philanthropist, author and activist, founding Soles4Souls after realizing his desire to make a difference in the lives of others. Now Soles4Souls is one of the fastest-growing nonprofits in the country, distributing more than 16 million pairs of shoes in more than 127 countries.
Dr. Debra FranceEnterprise Leadership Development at W.L. GoreFor more than two decades Debra has led global learning teams and studied the impact of culture on learning and innovation. Debra is also Gore’s Chair Member in the Learning and Innovation Lab of Harvard University Graduate School of Education
Tony SchwartzFounder and CEO of The Energy Project and New York Times Best-Selling AuthorTony’s most recent book, "Be Excellent at Anything: The Four Keys to Transforming the Way We Work and Live," became an instant New York Times bestseller. His last book, The Power of Full Engagement: Managing Energy Not Time, co-authored with Jim Loehr, is a New York Times and Wall Street Journal bestseller and has been translated into 28 languages.
Ben BrooksVice President and Practice Leader of Human Capital Performance at Marsh Inc.Ben was recently named a 2011 "Rising Star" by HR Executive Magazine and is responsible for the firm’s human capital strategy, workforce analytics and planning, employee engagement, culture/values, and internal social media strategy/social learning.
What People said about the 2012 HCI Human Capital Summit
- Read the 2012 HCI Human Capital Summit Blog
- Jon Ingham's Strategic HCM Blog — HCI Summit: employees and the business
