Strategising HR

Organisations expect HR to function as a strategic business partner which can create and implement enterprise-wide strategies to address people related issue and create value at the organisational level. This track will explore how HR can find itself at the planning table on such strategic issues as developing leadership capability within the organisation as well as understanding the talent and competency needs of the entire organisation, with a long term perspective. Strategic HR practices are able to meet real needs of the organisation, because they are based on a thorough
understanding of all aspects of the business – technology, finance, operations, and marketing. HR technology is a critical support factor for strategic HR management because it allows the sharing of data sets with other business functions, is empowered for predictive analysis and accessible everywhere using cloud-based technology. In this track, we will include proactive HR practices in the field of talent acquisition, leadership development, succession planning, competency management and HR technology.

Leading Human Capital

Organisational success depends on two things: how its customers are treated and how it treats its people. The value an organisation attaches to its human resources is reflected in its hierarchical structure and practices on internal communication and staff autonomy. These are critical factors for ensuring employee loyalty, initiative and ultimately, productivity. It is key to understand that people are not moved to action by titles but by real leaders who are able to tap motivate individuals.  A strong leader is able to develop a
clear vision, motivate others to share that vision, and help them work toward achieving it, thus creating work environments that get the best out of employees. This track will cover game changing HR practices on flexible organisational structures, communication mechanisms, team-building, performance assessment and reward strategies.

Developing Human Capital

The importance of continued learning in organisations cannot be overstated as people try to keep pace with technology and emerging markets. A learning organisation is one that constantly supports new learning and perspectives for business success, thereby providing their employees a very high level of personal and professional growth. This, in turn, translates into high performance and low attrition. HR leaders predict that there will be an increased focus on learning in 2014. As learning becomes less formal and technology becomes more accessible, the options available for training and development have expanded beyond classroom training. More than ever, training is geared toward organisational strategies using competency and performance management systems and its delivery is backed both by the human touch and technology. The conference track on developing human capital will deal with the latest in
interactive HR development in the form of mentoring, coaching, and learner-oriented classroom techniques. It will also focus on e-learning that is interactive, engaging and content rich, especially relevant given the exploding popularity of social media applications.