The New Millenial | Building | Big Data | Leveraging Diversity | HR Revolution | Revolutionizing The Civil Service | Mental Health Relevance.View More Details Ask Via WhatsApp
“Human resources are like natural resources; they're often buried deep. You have to go looking for them, they're not just lying around on the surface. You have to create the circumstances where they show themselves.” Ken Robinson.
The Human Resources function is experiencing paradigm shifts and disruptions on a huge scale globally at the moment. Paradigm shifts and disruptions that have led to a revolution sweeping the HR function and their organizations. A revolution that has birthed a change in how we lead our organizations as HR Leaders and how we manage talent as a source of competitive advantage for the future of work.View More Details
The Organization of the Future is one that will be built on disruptions and revolutions. Particularly in the way talents and the workforce of the future will be managed. Recent studies on the future of work reveal that the forces that will shape these disruptions and revolutions have led to a discovery of the four worlds of work. This session aims to throw more light on the forces that will affect how the organization of the future is built and the four worlds of work.
PLENARY SESSION 1 By Olusola RODNEY-ADEWOLE (PWC)
Managing talent in the future of work will require new competencies and capabilities; but much more importantly an understanding of the critical imperatives that will ensure that organizations of the future can retain and optimize these talents. These imperatives shows that;
PANEL SESSION 1 BY Olusola RODNEY-ADEWOLE, Taiwo JUDAH-AJAYI, Yemi FASEUN
MASTERCLASS SESSION 1
One of the most misunderstood workplace generations is the Millennial Generation. A generation that is largely results–driven, they work for a purpose and meaning and look out for opportunities to add value wherever they find themselves. Most of the disruptions and revolutions affecting the workplace now is being spearheaded by this largely misunderstood generation of achievers and courageous fellows. To effectively manage millennials, managers need to understand their needs, drives, expectations, mindset and paradigms. This session will provide insights into managing this largely misunderstood generation that has begun to shape the future of work.
Traditional productivity tools like diaries, note taking, etc. will no longer deliver optimal value for the average manager let alone the manager of human capital. With the advent of big data, people analytics, AI and Automation; the HR Manager can be more productive, make more informed decisions and guide Executive Management appropriately in the execution of corporate performance goals and objectives that will yield profitable resultsThis session will provide insights on how the HR Manager can use big data, people analytics, AI & automation to boost personal and organizational performance and productivity.
Diversity and Inclusion (D&I) have become increasingly important to organizational success and can impact corporate image and reputation, product/service delivery, internal culture and competitive advantage. This is being understood by organizations, some more than others, who are investing time and resources into building and implementing D&I strategies and programs in their current organizations.Three important areas that are impacted by D&I are organizational brand, image and reputation. These areas, if managed appropriately and influenced by D&I can significantly strengthen the relationship an organization has with its stakeholders such as internal staff, sponsors, consumers, clients, government officials, Board of Directors and community groups.The aim of this session is to throw more light on how organizations can leverage D&I to enhance their corporate brand, image and reputation.
PLENARY SESSION 2 By Yemi FASEUN
Ajibola PONNLE. Registrar/CEO, CIPM Nigeria
Mental and behavioral health problems are prevalent among adults, with mood and substance use disorders having peak incidence occurring around 20 to 40 years of age. Given that most adults spend more than 50% of their time at work, the workplace represents an often-neglected setting for focused prevention efforts. By addressing mental health at the workplace, psychological disorders can be better identified and addressed, and negative sequelae of mental illness can be mitigated. Offering such services as employee assistance programs (EAPs), childcare and financial counseling are important benefits available to some, but not all, employees. Few can argue that more can be done to promote health and well-being at work. The aim of this session is to equip HR Managers with the tools to manage mental health issues in the workplace.
PANEL SESSION 2 By Dr. Maymunah KADIRI, Dr. Gbonjubola BABALOLA-ABIRI, Adeoye ABODUNRIN
To effectively navigate in the future world of work, HR Managers must understand the near future to far future trends. These trends will affect business continuity, sustainability and productivity decisions as well as how the HR Function can partner the business. Some of these trends include:
PLENARY SESSION 3 By Joseph OLOFINSOLA
The public service in the past has been labelled with many negative connotations and appellations. To redeem such image, a value creation and service excellence mindset is critical for the public service to embrace. This will start with leading a service driven revolution in public service.This session aims to equip participants on how to develop a value creation and service excellence mindset.
PLENARY SESSION 4 By Mr. Babatunde ROTINWA
Kunbi ADEOTI, Emmanuel MICHAEL, Deji OMOTAYO (GM HR BUA Cememt)
In the past the civil service has remained unattractive to fresh graduates and other individuals alike. In a bid to ensure that the civil service, in this case government being the largest employer of labour becomes attractive, the civil service will have to be repositioned as a people–first and people–friendly organization.This session will equip Administrators in the civil service with relevant skills o how to create a people-first organization
Emotional Intelligence ranks 7th out of the top 10 skills that will be in demand by the year 2020. The benefits of creating and entrenching an emotionally intelligent workplace culture are numerous. From high levels of trust and employee engagement to business growth and profitability; having emotionally intelligent employees is very key.This session will equip participants with a clear roadmap on how to create an emotionally intelligent workplace culture.
The learning and development function from time immemorial has always been saddled with the responsibility of building functional expertise with an organization and strengthening its capability for high–level performance.The session aims to equip participants on how to:
OOPL AUDITORIUM (Within GREEN LEGACY RESORT), Presidential Boulevard Way, NNPC Bus stop, Oke Mosan
25-27 April, 2019
We look forward to hearing from you