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Globalisation is making the world smaller and even more diverse than before. The diversity in the workforce in terms of age and cultural background has demanded for more comprehensive HR strategies to attract, retain and reward the diverse workforce who will have different needs and challenges. It is a well-known fact that human capital is the most valuable asset to any organisation therefore it is essential that HR strategies are aligned into organisational goals and business strategies. HRBP is the missing link in bridging HR into business strategies. They are the strategic role of working closely with the board to understand organisation goals and devise how HR fits in the big plan.
Drastic changes in business world are also demanding for organisations to cope and re-align organisational goals to be competitive. The importance of HR has increased dramatically and are been recognised as the next frontier in providing the cutting edge to stay ahead. But in order to do so HR has to be in a more strategic role and play a part in formulating strategies which involves human capital oriented capabilities to fill in the gap talent needed to achieve the organisational goals. The main challenge here is lack of skill sets and expertise due to the nature of HR conventional model which was deemed to be paper pushers or more of a back end administrative role. In order to be competent strategic partner, HR practitioners need to move out of their safe zone and be equipped with different skill sets not just related to HR.
Last but not least, technological disruption is causing the business world to be changing faster than before. This is changing the landscape of HR in terms of how administrative task could be reduced and analytics is becoming more and more important in providing insights which would seem impossible a decade ago. Findings from analytics provide HR with a more detailed insight on what are the roadblocks and reasons why they are not achieving their goals. By having this information HR professionals are able to step up and play a bigger role as an advisor to the board in formulating organisational goals and strategies.
Featuring high-level case studies presentations, interactive dialogues, lively debates, engaging panel discussions, the HR Business Partner Congress serves as a great peer-to-peer platform for you to learn from cutting-edge case studies and emerging best practices in:
Join us for these two days to hear about best practices strategies and benchmark with your peers. Do not miss out this opportunity to share your opinion, ask those burning questions and learn more about HR Business Partner.
HR as a function has gone through an evolution over the last few decades. The demands of a faster paced, digitally enhanced, analytics focused world amongst other aspects have promoted extensive transformation, and HR professionals now operate under many different guises in order to effectively support the complex businesses within which they operate. The HRBP’s role is one of the most significant products of this change. It is often said that one key aspect that defines the HR Business Partner role is the way people initiatives are linked to wider business strategy.
Join us in a candid panel discussion on some key elements and more:
In a highly practical and interactive keynote presentation packed with data, bestselling author Gyan Nagpal presents a HR Business Partner’s view of future business. Using hard numbers, he puts the current and future talent complexities of a 3.6 billion strong global workforce in stark contrast. This is where economics as a construct proves quite useful; as it helps take the often ‘fuzzy’ topic of talent and transform it into a commercial dialogue backed by numbers. Attending this session will help an HR Business Partner:
Chief, VPs/Directors/Heads/Managers of:
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