11th HR Minds Workforce for Future Forum
WHY THIS EVENT?
In the digital age there is fundamental transformation in the way people work. Automation and ‘thinking machines’ are replacing human tasks and jobs, and changing the skills that organizations are looking for in their people. These changes raise organizational, talent and HR challenges.
Many of the roles, skills and job titles of tomorrow are unknown to us today. How can organizations prepare for a future that few of us can define? How will the talent needs change? How can HR attract, keep and motivate the people their need? And what does all this mean for HR?
At the 11th HR Minds Workforce for Future Forum we will be discussing answers to these and related emerging questions, and look at how the workforce might be shaped over the coming decade.
Hot topics
What participants say about our events:
“I enjoyed the conference, and it was good opportunity to meet with new potential customers”
“It was fascinating to meet and find a chance to listen people from different backgrounds, countries and I was glad to learn a lot from people of different HR functions.”
“I was excited to join the conference and also HR topics discussed here help me in my job.”
“I am really enjoying to join events. I think, events include great speakers with great contents. Everybody who joins events gains a leading role by having connected to other peers.”
Past event insight
Speaker line-up
Advisors
Event schedule
Day one
08:30 Registration & Networking with Welcome Coffee
08:45 Greeting from the Project Lead & GLC Icebreaker Session
08:55 Opening Remarks from the Chair
09:00 Beyond Budgeting – an agile management model for new business and people realities
09:40 Building a High Performing Organization between East and West
10:20 Tea, Coffee, Networking & Exhibits
10:50 HR in the Digital Age
11:30 HR Transformation – The Digital Impact
12:10 Performance Management Unplugged: A broad view of the efforts to embrace changes in the age of agile and digitization
12:50 Luncheon & Networking
13:50 ROUND TABLE DISCUSSION
14:50 Talent Management in the 21st Century: Inclusive Talent Management with Danone Practices
15:30 Tea, Coffee, Networking & Exhibits
16:00 Culture of Recognition & Engagement
16:40 Challenge of the day!
17:20 Closing Remarks from the Chair
17:25 End of Day 1
17:45 Sightseeing tour
Day two
08:30 Meet, Greet & Networking with Welcome Coffee
08:55 Opening Remarks from the Chair
09:00 Juggling with total rewards components to create a unique employee experience
09:40 Leading Together -Women and men of all generations
10:20 Millennial Mindset – Engaging the Next Generation
11:00 Tea, Coffee, Networking & Exhibits
11:20 DON’T CALL ME HR, CALL ME PEOPLE FIRST
12:00 Leading with Meaning:
Why the best Managers have CAARMA12:40 Luncheon & Networking
13:40 Productive. Engaging. Enjoyable.
14:20 Talent Management within a modern Manufacturing Environment
15:00 Tea, Coffee, Networking & Exhibits
15:20 The new ecosystem of Learning
16:00 The link between employee experience and customer experience
16:40 Closing Remarks from the Chair
16:45 End of Day 2
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Past Sponsor
Who will you meet?
Chief Human Resources Officers (CHRO) / Chief People Officers Chief Executive Officers (CEO) / Senior Vice Presidents / Vice Presidents / Heads / Directors / Business Partners / Senior Managers, Managers / Analysts / Consultants / Advisors OF:
- EMEA HR
- HR Europe
- European Resourcing
- Human Capital
- Global HR
- Group HR
- Group EMEA HR
- People and Culture
- Talent Management
- Leadership Development
- Recruitment and Selection
- Resourcing & Talent
- Organizational Development
- Learning & Development
- Competence Development
- HR Strategy & Operations
- HR Expertise Centre
- Change management
- HR transformation
- Employee relations
- Employer branding
- Performance management
- Skill Pool
- Retention
and various HR professionals in related HR functions from cross industries across the Globe.
Past Association Partners
Our Media Partners
Our events were attended by these companies
FAQ
The client has the right to cancel his/her registration in the event.
There is a 50% liability on all conference registrations once made, whether the booking was made through our website or via e–mail/ telephone/ fax.
If the client cancels with more than 8 weeks’s advance notice, GLC shall be entitled to an amount equivalent to 50% of the conference fee and 16 EUR administration charge. In case the client has already made his/her payment, this will be deducted from the conference fee GLC has already received and the remainder will be refunded. If no conference fee has been received prior to the cancellation request, GLC will issue an invoice for the cancellation fee (the amount equivalent to 50% of the conference fee and 16 EUR administration charge), which the client must pay immediately upon receipt. No refunds are available for cancellations received with 8 week’s (or less) advance notice or in case the client fails to attend the conference. In these cases, the full amount of the conference fee must be paid.
Many people are afraid to request for training budget, because they can’t seem to find the “perfect time” to do it. Well, there’s no perfect time to ask for it, but there are definitely some moments that are better than others. For instance, if your boss is about to take a two week vacation, he/she might be in a good mood. If he/she just lost a major account, may not be wise at that juncture.
B. Make a case for yourself
When you ask for budget, you should be prepared with specific details and explanations about what is in it for the company and you’re superior. If you go into a meeting and just say, “I want to get budget for a conference,” it’s likely that your request won’t be taken seriously. If you want to plan ahead, then you should be prepared to explain the following points:
1. Start by stating your accomplishments
2. Show that you’re ready for more responsibility and eager to learn
3. Describe:
a) How this event will increase your productivity?
b) How you will need less supervision
c) How you can bring back the knowledge to the company
4. Follow up