Janice L. Semper has led GE’s effort during the past two years to contemporize its leadership development philosophy. In this session, Semper discusses how GE evolved its core values to meet today’s business needs and how these changes are reflected in GE’s leadership development curriculum and practices, both at the company’s Crotonville learning center in Ossining, NY, and at its campuses around the world.

Session discovery topics:

• The continuous evolution of leadership development
• The important role leaders play in developing other leaders
• The right balance between on-the-job training and classic learning platforms

In the ever-changing landscape of technology, Verizon’s CSO, Michael Mason, has unique insights into the complexities of balancing human capital management and information security. In this session, Mason gives CHROs ideas about leveraging their relationships with their chief security officers, as well as external security agencies. In addition, he discusses not only technical security, but ways to ensure employees feel safe in their work environment.

Session discovery topics:

• Risk management — a changing landscape
• Social media — balancing access
• The intersection of HR and security

The challenge for Mary Lee Hannell and her HR team over the past few years has been a shrinking workforce. With staff numbers down, the organic movement of leaders throughout the organization has all but ceased, creating a more forced succession plan. Given limited financial resources, Hannell and her team addressed this challenge by creating a series of leadership development programs to harness the power of their key leaders and help drive the succession planning process.

Session discovery topics:

• Establishing priorities and creating a plan
• Starting early — identifying and developing your high potentials
• Providing opportunities for engagement and sharing talent

Given corporate growth pressures, globalization strategies are being created at an unprecedented scale and intensity. Yet, many organizations fail to appreciate the distinct capabilities needed to groom talent to manage effectively across multiple borders and cultures, and lack a framework for identifying and developing global leadership talent. Join Colleen O’Neill as she shares critical insights and practical steps necessary to ensure your company’s global leaders keep pace with the rapid progress of today’s global business.

Session discovery topics:

• Using a leadership capability framework
• Experiences that help develop global leaders
• Overcoming common organizational barriers to development

As business becomes more global and complex, PepsiCo is exploring new ways to attract and nurture the best talent. With the development of a new employer brand, Paul Marchand and his team have been able to bring a more united message to job candidates and increase engagement across multiple brands. Join Marchand as he shares his team’s talent journey, and how treating candidates as consumers contributes to a successful talent acquisition program.

Session discovery topics:

• Creating and communicating a vision and strategy
• Building partnerships and aligning with key stakeholders
• Balancing short-term and long-term goals

Dr. Batia Wiesenfeld shares her model of strategic organizational change, from developing a strategy-consistent vision to designing systems and processes to sustain change. The role of HR in each step of the change process is explicitly discussed in this interactive session.

Session discovery topics:

• Engaging the workforce in the change process — communication and the HR function
• Leadership development imperatives for effective change
• Using HR tools to modify systems and structures and measure success

With hundreds of human capital metrics to choose from, it is often difficult for HR leaders to determine which indicators have the greatest impact. Aligning HR and talent management activities with business decisions requires a clear measurement strategy, integrated data sets, expertise in statistical analysis, and a commitment to starting small and seeking quick wins. This session outlines a framework for determining the ‘metrics that matter’ and illustrates different approaches to socializing workforce data with business leaders.

Session discovery topics:

• Identifying high priority metrics aligned with business decisions
• Proactively building internal support for the deployment of metrics
• Equipping your HR team with the tools needed to develop their analytics mindset

In this panel discussion, Nancy Reardon is joined by Jill Kanin-Lovers, Dan Phelan and Laurie Siegel, to discuss the compensation committee’s relationship with the CHRO. Sharing their unique insights as members of compensation committees, they will talk about what CHROs can do to help the committee, how to avoid pitfalls and the importance of the information CHROs provide to the board on the cultural climate and health of the organization.

Session discovery topics:

• Navigating in an era of heightened governance
• Fostering good relations with the committee and the independent compensation consultant
• Interacting and communicating for the best results

Thanks to today’s breakthrough HR decision science, smart organizations have the evidence that enables them to create sustainable advantage with their human capital. In this session, world-renowned human capital expert John Boudreau and Towers Watson global talent management leader Ravin Jesuthasan will introduce Transformative HR. Drawing from original research and interviews with CEOs and HR executives, Boudreau and Jesuthasan will share how some of the world’s most admired organizations are outpacing their competitors by applying evidence-based change to their human capital decisions. They will present the five proven principles which enable leaders to optimize efficiency and deliver greater strategic impact through their workforce and workforce investments.

What began as an attempt to measure the health of the organization during a lengthy merger, resulted in unexpected leadership commitment to workforce analytics. Challenged to meaningfully measure the organization in dramatically changing times, as well as to establish metrics and benchmarks for the HR department itself, Michelle Hallerdin and her HR team navigated through what would become a fi ve-year measurement journey. Join Hallerdin as she shares her team’s experiences and what they learned along the way.

The topic of integrated talent management has received a lot of attention from HR leaders. However, when surveyed, 75% reported no clear definition of this term. In this session, Pamela Stroko examines ten top talent practices that have the highest impact on business performance. She reveals ways to make the HR efforts in performance, employee engagement and succession planning major contributors to overall organizational performance.

Session discovery topics:

• Assessing talent management effectiveness
• Implementing talent strategy for maximum business impact
• Making the business case for talent as an organizational capability

As today’s HR leaders struggle with changing workforce expectations, companies need to become better at understanding and addressing these changing expectations and the emerging role of leaders in segmenting talent, creating a personal value proposition and embracing new ways of thinking about workplace fairness. Join Ian Ziskin, President of EXec EXcel Group and former CHRO at Northrop Grumman, as he shares his views on the changing nature of the workforce, the future of HR stemming from these changes and implications for the emerging role of HR leaders.