HR Change Champion Conference
The most important HR Conference of the year: the 9th edition of the HR Club National Conference: HR Change Champion.
This year’s Conference is about CHANGE. The change for the better, the change we want, generate and shape, the change that turns into sustainable results. This fall, at the HR Change Champion Conference top speakers will discuss about the future of HR, about how to prepare and manage the evolution towards “the next step” in HR and how to become change champions.
2 keynote speeches
CHANGING HR AGENDA: HR FROM THE OUTSIDE IN
Dave Ulrich, Professor of Business, Ross School of Business, University of Michigan and Partner & Co-founder, The RBL Group
The HR profession has continued to evolve from an administrative and technical/functional focus to a strategic focus. For the last 20 years, strategic HR has been in vogue. In this view, strategy is a mirror in which HR sees and aligns HR practices to help deliver business results. We believe that the next step in HR is to focus on “HR from the Outside In”. In this view, strategy is not a mirror, but a window through which HR professionals align their work to forces and stakeholders outside their organization.
MANAGING ACROSS GENERATIONS – COMPENSATION AND BENEFITS FOR THE KNOWLEDGE ECONOMY
Tudor Havriliuc, Compensation and Benefits Director, Facebook
With a vast international experience with Silicon Valley Companies, Tudor will discuss about the key guiding principles of developing compensation & benefits programs that have proven successful, the efficient allocation of resources spent and management of multi-generational workforces in a highly global knowledge economy.
3 parallel workshops
Workshop 1: Building a Successful Compensation and Benefits Approach for an Engineering Driven Company - Tudor Havriliuc, Compensation and Benefits Director, Facebook
Workshop 2: Becoming a Digital Enterprise - the Challenges for HR Strategy - Zsolt Szelecki, CEE Human Resource Consulting Partner, PricewaterhouseCoopers
Workshop 3: Facing the Generation Challenges in Talent Management - Michael Geke, Partner and Head of People & Change, HR Management Consulting Unit, KPMG Germany
Master Class
HR TOOLS FOR A CHANGE CHAMPION
Dave Ulrich, Professor of Business, Ross School of Business, University of Michigan and Partner & Co-founder, The RBL Group
The pace of change has accelerated in all parts of our lives. It is easy to be overwhelmed by change rather than to anticipate and manage it.
In this workshop, we will discuss three levels of change and offer specific tools that HR professionals can use to become change champions.
CEO Power Breakfast
Dave Ulrich will moderate a special session designed for General Managers and HR Directors from the most important companies in Romania.
Master Class
October 23rd 2013, Crowne Plaza hotel, Bucharest
HR TOOLS FOR A CHANGE CHAMPION
Dave Ulrich, Professor of Business, Ross School of Business, University of Michigan and Partner and Co-founder, The RBL Group
The pace of change has accelerated in all parts of our lives. It is easy to be overwhelmed by change rather than to anticipate and manage it. In this workshop, we will discuss three levels of change and offer specific tools that HR professionals can use to become change champions.
Institutional change occurs in changing a company’s culture or way of working. We will talk about how to diagnose a company’s culture through a virus assessment, about how to build a blueprint for culture change from the outside in, and about how to remove bureaucracy in the process of transformation.
Initiative change occurs as organizations put in programs, solutions, or other actions to manage change. We will propose a pilot’s checklist logic that identifies key levers for successful change and show how HR professionals can help implement these key levers.
Individual change occurs when employees recognize and work to improve their personal behaviors. We will review seven key factors of how to sustain a personal change.
This workshop will be oriented around specific tools and actions. It will help HR professionals become change champions who turn desired changes into sustainable results.
HR Change Champion EXPO
HR Change Champion EXPO is part of the HR Change Champion Conference, offering a space where the 300 participants - both HR professionals and General Managers - will have the opportunity to learn from providers about the latest services, tools and innovations the market has to offer and that may help them develop successful programs in their organizations.
HR Change Champion Exhibitors List
| Aerotravel | Stand 4 |
| APT Group | Stand 10 |
| Ascendis | Stand 8 |
| Catalyst Solutions | Stand 2 |
| EVOLUTIV Consultants Network | Stand 6 |
| Max Relax | Stand 5 |
| Noble Manhattan Coaching | Stand 3 |
| Prior Media Group | Stand 11 |
| RILVAN Moving & Relocations | Stand 7 |
| Romanian Software | Stand 1 |
| UCMS Group Romania | Stand 9 |
Floor plan
Contact person: Roxana Simion, Project Manager, roxana.simion@hr-club.ro
Agenda
Detalii sesiuni
Dave Ulrich, Professor of Business, Ross School of Business, University of Michigan and Partner & Co-founder, The RBL Group
The HR profession has continued to evolve from an administrative and technical/functional focus to a strategic focus. For the last 20 years, strategic HR has been in vogue. In this view, strategy is a mirror in which HR sees and aligns HR practices to help deliver business results. We believe that the next step in HR is to focus on “HR from the Outside In.” In this view, strategy is not a mirror, but a window through which HR professionals align their work to forces and stakeholders outside their organization.
We will learn about the ability to use HR practices to deliver value outside the organization with seven assessments:
- HR outside in: We have evolved HR to focus on external conditions and stakeholders. We will review external conditions and specific stakeholders and how HR can respond to each.
- HR value added through talent: We invest in and improve our talent through the formula: competence (skills) * commitment (engagement) * contribution (meaning and purpose).
- HR value added through capability: We recognize and create a culture that shapes the identity of our organization in the mind of our key stakeholders.
- HR value added through leadership: We answer three questions about leadership:
- Why does leadership matter? We build a business case for leadership.
- What makes leadership effective? We build a leadership brand that aligns leadership behaviors to customer expectations.
- How to sustain leadership? We help leaders do what they require.
- HR transformation: We have transformed the HR function to operate efficiently and effectively to match business requirements both inside and outside the organization.
- HR practices: We have innovated, integrated, and aligned HR practices in people, performance, information, and work to external business conditions.
- HR competencies: We have identified critical competencies for HR professionals and invested in building them. We will report in some detail the 2012 HR Competency Study (HRCS) showing which HR competencies are required for successful HR professionals.
Tudor Havriliuc, Compensation and Benefits Director, Facebook
- Today’s HR professionals manage multi-generational workforces in a highly global knowledge economy. Tudor will discuss how to maximize the value of compensation and benefit programs to employees while spending company resources efficiently
- Employees from different generations have different work styles and expectations from their employers. There are key guiding principles that have proven successful among Silicon Valley companies Tudor worked for. Come hear which may be easily applied to other multinationals
- Understanding what employees value most is a key step in determining the efficient allocation of comp and bens spend, creativity is another. New tools are making it easier to put a real dollar figure on perceived value of each comp and bens program
- Attracting and retaining the best with compensation and benefits is only a small part of the equation- new studies show the leading factors in joining or leading a company are most often related to career development and performance management.
Tudor Havriliuc, Compensation and Benefits Director, Facebook
- Tudor will discuss Facebook’s approach to attracting and retaining the best engineers in one of the most competitive global markets for technical talent
- We’ll explore the competitive dynamics of high technology talent, in US and Europe: what drives demand for engineers and what is constricting supply
- Dealing with big and small competitors and the challenges posed by start-up companies with low barriers to entry and lofty valuations
- Short term and long term comp strategies for closing the best candidates
- Lagging indicators and forward looking metrics you should track to ensure your comp spend is giving you the right return on your investment
- Performance management systems that encourage high performance and reward for impact
We’re hoping this will be a highly interactive session, so come prepared with lots of questions!
Zsolt Szelecki, CEE Human Resource Consulting Partner, PricewaterhouseCoopers
Technology is empowering customers in their relationships with companies to a greater extent than ever before. But are companies really ready to handle such levels of interaction with customers and third parties? For one thing, dealing with technology-empowered consumers requires not just technology-savvy employees – but a whole new way of doing business. In all sectors HR leaders are being challenged to understand the implications for people and on the organisation - and act as a catalyst for the change that needs to come. In essence - how can HR enhance digital operations culture?
Michael Geke, Partner and Head of People & Change, HR Management Consulting Unit, KPMG Germany
Strategic Workforce Planning delivers plenty of information about an organisations’ workforce; e.g. concerning age, over-and under supply, or the prevailing qualifications. With this information we can align the Talent Management approach according to business and workforce needs. Some examples:
- target group-specific employer branding concept
- identification of key positions and development of career paths based on the generation idea and the workforce structure
- acting through make or buy scenarios
- development of incentive systems based on the requirements of each generation
- employee development through target-specific training programs
Speakers
Dave Ulrich is a Professor at the Ross School of Business, University of Michigan and the author for over 200 articles and 25 books. In 2011 he was ranked #1 most influential international thought leader in HR by HR Magazine and #23 in Thinkers 50 as a management thought leader.
He has helped generate award winning data bases that assess alignment between strategies, organization capabilities, HR practices, HR competencies, and customer and investor results.
He edited Human Resource Management 1990-1999, served on the editorial board of 4 Journals, on the Board of Directors for Herman Miller, and Board of Trustees at Southern Virginia University, and is a Fellow in the National Academy of Human Resources.
Tudor Havriliuc is the Director of Compensation and Benefits at the social networking website Facebook.com. Tudor and his team are responsible for building programs that attract, motivate and reward the people of Facebook worldwide.
Prior to Facebook, Tudor was the Vice President of Total Rewards and HR Operations at Salesforce.com, where he designed and implemented total rewards strategy for the company. Tudor was also the Director of World Wide Compensation and Benefits at Logitech, a major computer peripherals company. In his role at Logitech, Tudor developed global compensation programs and implemented global administration solutions for the company. Tudor also advised Logitech on executive compensation, HR compliance and international mobility. Before his years at Logitech, Tudor was a manager with PricewaterhouseCoopers' Total Rewards consulting practice where he advised multinational clients on executive compensation and global equity incentive programs, including large implementations.
Tudor graduated from Stanford University and was the author of three Global Equity Incentive studies, quoted in The Wall Street Journal, Bloomberg, World at Work, and the Associated Press. Tudor has been a guest speaker at the Global Equity Organization Annual Conference, E*TradeConference, the National Center for Employee Ownership (NCEO) National Conference, HR Technology Conference, NASPP, and the PricewaterhouseCoopers International Rewards Conference.
Zsolt Szelecki is the PwC CEE Human Resource Consulting Leader. He is an economist by degree, with postgraduate studies in the UK (EU matters), Japan (Cross cultural management) and at INSEAD (corporate finance).
He has extensive experience in the Human Resources field, gained by building and developing several HR consulting businesses in the region, including holding the position of Emerging Market Leader at a global HR consulting firm for 10 years.
His key clients in the CEE region include large banking, energy and utility, retail organizations and Government entities. His hands on project experience includes but is not limited to executive development, corporate governance, HR strategy, talent/engagement, knowledge management, acquisition HR support, restructuring, HR transformation and JVs/alliances management.
Michael Geke is Partner and Head of People & Change, the HR Management Consulting Unit of KPMG Germany. Before joining KPMG in 2012 he was Managing Partner at Dr. Geke & Associates GmbH, a leading HR Management Consultancy.
Since 1996 he has been working as HR Management Consultant for a number of international groups. During this period he developed a variety of methods for the improvement and professionalization of the HR Management. In addition, he gave lectures at two universities, is a sought after speaker at conferences and author of numerous HR articles.
His range of experience comprises the auditing and evaluation of HR effectiveness and efficiency according to his specifically developed 5+1 Model, the development and implementation of HR Strategies in international groups, development of new methods for Talent Lifecycle Management as well as projects in the context of Demographic Change and Strategic Workforce Planning.
He completed his academic career at the Universities of Konstanz/Germany and Aix-en-Provence/France, and ETH Zurich/Switzerland with a doctorate in chemistry, his Master of Business Administration (Euro*MBA) and the Diplôme de troisième cycle. In 2012 he was awarded “Consultant of the Year” in the category HR Management from the German trade magazine “WirtschaftsWoche”.
Registers
Participation Fees
| Package Type | Registration period |
Gold Members | Silver & Bronze Members |
Non-Members |
|---|---|---|---|---|
| Plenary Session + Workshop * |
3 Jun – 2 Aug | Free of charge | 220 | 290 |
| 3 Aug – 6 Sept | Free of charge | 270 | 350 | |
| 7 Sept – 14 Oct | Free of charge | 320 | 420 | |
| Plenary Session + Dave Ulrich Master Class * |
3 Jun – 2 Aug | 350 | 500 | 620 |
| 3 Aug – 6 Sept | 370 | 520 | 650 | |
| 7 Sept – 14 Oct | 400 | 550 | 670 | |
| Workshop ** | 3 Jun – 2 Aug | - | - | - |
| 3 Aug – 6 Sept | Free of charge | 90 | 125 | |
| 7 Sept – 14 Oct | Free of charge | 120 | 150 | |
| Dave Ulrich Master Class ** |
3 Jun – 2 Aug | 350 | 350 | 420 |
| 3 Aug – 6 Sept | 370 | 370 | 450 | |
| 7 Sept – 14 Oct | 400 | 400 | 470 |
