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Apr 1981 Joined Mitsubishi Corporation, Tokyo – Legal Department
Aug 1988 Personnel Benefits & Compensation Dept.
Dec 1988 Business Trip International Inc.
July 1989 Jakarta Representative Office, Jakarta, Indonesia
Jan 1996 Personnel Dept., Tokyo
Mar 1998 Global Human Network, Hong Kong, Director and General Manager
May 2000 Personnel Dept., Tokyo – International Human Development
Oct 2001 Regional Strategy & Coordination Dept.
Apr 2006 Center for HRD ( Leader of GHRD Team)
2008~ Deputy General Manager, HRD Center & General Manager, GHRD Office
Sept 2009-Current HRD Office in Asia, Singapore, Head of Office
Tinna C. Nielsen is an anthropologist and a behavioural economist by heart and profession. Her passion is ‘making differences among people make a difference’ through inclusiveness in as many domains in society as possible. In order to make this happen she has founded the non-profit organisation Move The Elephant For Inclusiveness (www.movetheelephant.org) in 2013 and co-founded the global sharing community www.inclusion-nudges.org in 2014. She is the former Global Head of Inclusion, Diversity & Collaboration at Arla Foods.
She is selected Young Global Leader by the World Economic Forum 2015, and is a fellow at the RSA. Tinna has extensive experience with systemic and cultural transformations of organisations, inclusive leadership development, team development, unconscious bias awareness and behavioural change, consumer immersion (ethnographic fieldwork), as well as strategy development and execution. She is internationally recognised as a dynamic facilitator and influencer, and has pioneered (w/ Lisa Kepinski) a new way of working with inclusiveness through ‘Inclusion Nudges’ – techniques to ‘push’ the unconscious system of the brain to change behaviour towards more inclusiveness to improve business and talent decisions, as well as future-proofing organisations in the constant changes of the 21st Century. This approach is recognised as ground breaking by organisations such as the United Nations and Future of Work, Hot Spots Movement. Tinna is continuously searching for innovative solutions and new ways of working.
After 20 years in finance, HR and learning and development, Dave Buglass, Head of Capability & Development at Tesco Bank, probably had his finest year in 2014 picking up two awards in November, both for Learning and Development Professional of the Year as well as the prestigious Chief Learning Officer of the Year with the LPI.
Dave has clearly started to get his views and challenges into the HR and L&D space on how we as a profession need to change. 2014 was dominated by his many ‘Jerry Maguire moments’ which now sees him fully committed to the idea that ‘simplicity’ is the way ahead.
With a solid background in customer care, sales and management, Michael lectures and speaks on the topic of customer service, sales, leadership and team building. Michael is a TEDx speaker, an avid reader and a visiting lecturer at four universities. He has held trainings and
seminars for prestigious organizations such as Microsoft, GSK, McDonald’s, Bayer and more.
Michael is a best-selling author with his books “Positive Impact!” and “Crisis? Let’s Beat it.”
For more information please visit www.michaelvirardi.com
Vladimir is the Head of HR at AO Raiffeisenbank. Prior to joining Raiffeisenbank Vladimir led the HR function in JSC Gazpromneft and in Microsoft. His career in HR started in 1995 as an Executive Search & Selection consultant in Manpower CIS. In 1997, he joined Procter & Gamble (P&G) as a regional recruitment manager and then he had multiple HR assignments in various business groups as a plant HR manager, C&B, organization development, employees relations and as HR BP in Russia, Singapore and Switzerland.
Vladimir appears in the ranking of the best HR-managers of Russia since 2000.
Vanessa Bateson is a Global Head Leadership Development and Culture at HSBC Bank Plc. She has a specific interest in culture change through leadership development and behavioural change. She is experienced in Human Resource issues in Latin America having lived in the region (Brazil, Mexico, Panama, Argentina).
Vanessa specialises in designing and developing experiential culture change, learning and development programmes. She is a creative learning designer and facilitator with expertise in designing and hosting co-creation initiatives that promote experiential learning, cross cultural awareness, innovation, leadership development, employee engagement, change management and diversity.
Vanessa also has expertise in Organisational Development with a focus on developing programmes that inspire diversity and inclusion, values, ethics and employee engagement.
Vanessa is passionate about creating opportunities for organisational culture change through behavioural change and for individuals, teams, organisations and communities to identify and realise their full potential through experiential learning, participatory and coaching techniques. She is passionate about the idea about driving change in the world through people realising their fullest potential.
A senior HR Leader with Board level and hands-on expertise in complex matrix and multicultural business settings. Strong commercial acumen and building key relationships at all levels, solutions oriented in delivering results aligned to business strategy and influencing across the board. 15 years of human resources leadership experience across multiple locations, international, corporate and local/national businesses. Have hold senior HR roles in such organizations as Deloitte, Robertson & Blums Corp, Nelss, RSA. Award winning author of The Success Planner Book.
Daiga Ergle holds the role of Senior Vice President Human Resources at airBaltic Corporation (Latvian National airline) since early 2010. She is also leading People Management practices at Coalition Rewards (loyalty marketing company, subsidiary to airBaltic).
Previously she was heading an Executive Search company – Aims International Latvia (member of a global Executive Search network). Her Human Resource management practitioner’s experience comes from several international companies, including Siemens and Stockmann. Her specific expertise covers General Human Resource management, Executive Search, Performance Management, Assessment & Development. She has background in HRM consulting, as well as in Training. She’s an active member of Latvian HR Club since 1999.
Since 2008 she has been teaching HRM at Riga Business School’s MBA and EMBA programs. It is not a rare occasion when Daiga is invited to share her experience and speak on people management and leadership related issues at various events. She is recognized HRM expert within the network of management professionals in Latvia and beyond.
Within her PhD research she focuses on Employee Engagement and Gamification in HR.
Bruno Gérin-Roze graduated from Ecole Centrale de Lille as Engineer. After several years in the industry working for Unilever and Danzas, he joined KPMG Peat Marwick Consultant as Senior Consultant. He made numerous missions in different companies working in the field of Organisation and change management. In 1994, he was appointed Head of HR of Franfinance, a French subsidiary of Société Générale. After 9 years, he took the position of Compensation & Benefits Manager for Société General Group. In 2006, he went in Czech Republic to work as deputy Head of HR of Komercni Banka, the Czech subsidiary of Société Générale. In 2009, he came back in the Head office of Paris as Deputy Head of HR for International Retail banking. He is now Head of HR for Europe in the International Banking & Financial Services division of Société Générale Group
Elsa has a great deal of experience in the financial services sector including HR Director at Coutts. She also worked in the fields of electronics, manufacturing and consulting, and has a learning, development and culture change specialism. Importantly for a business such as Standard Life Investments with ambitious global development plans, Elsa is internationally and culturally aware, speaks French and Italian and has worked, lived and travelled across Europe, North America, India, Japan and SE Asia.
Nicole has a truly international recruitment experience since 2000. She has lived in/worked in US, Germany, Switzerland, India and China. She has held Responsibilities for the recruitment and HR aspects for Europe, Middle East, Africa, Latin America, Asia, (including AsiaPAc and S. Asia), Nicole has worked in non-profits, multi-nationals, industries and the scientific arena.
Nicole believes in giving back to society and proactively working on projects to make the world a better place.
Previous roles include: Director Talent Acquisition International, Cubist Pharmaceuticals; Head of Talent Acquisition Europe and MEA, Onyx Pharmaceuticals; Head of Talent Acquisition, World Economic Forum; Global Council Manager, (Values), World Economic Forum; HR Bus. Partner, Talent Mgmt, OD and Staffing, Novartis; Development Staffing Head – EGM, (India and China), Novartis; HR Manager BU IID, Marketing and Sales, Novartis; Staffing Manager IDTI/HR Manager Commercial IDTI, Novartis; HR Projects, Syngenta; Recruitment Officer, (Scientific), European Molecular Biology Laboratories, (Headquarters and multiple sites).
Global CEO and HR Executive with a 30 year track record in business roles and HR roles. Lived and worked in Europe, Asia and the Americas. Key strengths include strategy development, portfolio leadership, regional / global management of business teams. Strong ability to build (international) teams, has creative depth and ability to work across cultural divides.
Erik is a tenured executive with strong views how to get the best out of your people. He understands the ins and outs of how to bring a business strategy to results by having the right people on the positions that drive value.
Erik speaks regularly on the people decisions that are being taken in many boardrooms around the world on a daily basis.
Background
• CHRO – COFRA Holding (Switzerland)
• Head of Global Procurement & Senior Vice President Outdoor Products – Techtronic Industries (Hong Kong)
• CEO Asia Pacific, DAP Division – Philips (Hong Kong)
• SVP Human Resources, Asia Pacific – Philips (Singapore)
• VP Human Resources Asia Pacific – Ahold (Singapore)
• Director Hay Group – Hay Group (Indonesia & The Netherlands)
• Managing Director – Ores (Belgium / Netherlands)
Peter Holmark is a senior HR leader with strong business acumen. He is currently HR Director for the Customer Operations unit in Europe for Nokia.
In 2009 he took over the responsibility as HR Director for several global software R&D units operating in Europe and India. He deployed initiatives to reduce attrition while keeping engagement high and focused on leadership development.
At the start of his career Peter worked in RAMBOLL doing project management and engineering consultancy. For Nokia he managed site engineering services in the EMEA region. After the
Nokia Siemens Networks merger he managed services in Eastern Europe where he streamlined the organisation and turned it into a high performing team.
In 2009 He entered the world of HR first as a HR Director for parts of the software business, later as head of the Talent, leadership and Organizational development worldwide and now as HR Director for Sales Operations in Europe.
He holds a Master’s degree in Science from Aalborg University in Denmark and a post graduate diploma in business administration.
Peter is based in the Nokia office in Munich.
Tim is responsible for new client acquisition at First Advantage in Europe, Middle East and Africa and has secured some of the region’s most prestigious accounts. His expertise in global background screening has positioned him as a thought leader and key advisor to potential global prospects. In collaboration with his global team of experts and by utilising a consultative approach he is able to provide effective and tailored solutions to some of the most complex global background screening requirements. He works strategically with multiple client stakeholders to ensure that effective and long term partnerships are forged.
Tim joined First Advantage having developed a successful client portfolio within the Recruitment/Online Media and Human Capital industries. Tim is a BA (Hons) Graduate from the University of Northampton and resides in Gloucestershire in the UK
Schedule – HR MINDS
DAY ONE
-
Workplace or Playground?
“Adult Games” in HR• Gamification in HR – a fashionable trend or effective tool to stay?
• Online vs offline solutions or tech vs human touch
• A sneak into research – is there an evidence it actually works?
• Linking gamification to Employee Engagement
• Amazing examples of effectively gamified HR processes -
How technology will change HR
in the next 20 years:• Exponential technology
• Key developments in : »»Artificial Intelligence »»Medicine »»Biology »»Robotics »»Manufacturing
• Effects on HR, long term and short term (will there be any HR left?) -
Developing values based on
Organization• Introducing Functional Values Charters for Board and functional teams
• Servant leadership - as a standard for all leaders
• Internal customer service focus -
Employee Engagement – Why is it hard
to achieve in practice?• What have we learnt from our past?
• What does the future hold?
• Employee Engagement and lessons from history
• Involve, develop and recognise people and some of the outcomes seen as a result of that in Standard Life.
DAY TWO
-
The Circle of Trust™
Special Guest Keynote Speech• The importance of teamwork in reaching your company’s goals and objectives
• Why motivating others is as important as motivating yourself
• What attitudes should a productive team-member exemplify
• How that little extra effort contributes a lot to a productive team and a solid company
• The path to trust is through healthy relationships -
Unveiling an Award Winning Employer
Branding Strategy – The NN Case Study• Transition from a 170 year old heritage to novel employer branding
• Aligning Corporate Branding to Employer Branding
• Challenges in Talent Acquisition and Retention
• Sharing best practices that attracted international attention -
"Conducting Leaders" – developing the art
of good leadership• Why do we need it?
• What are the leadership values&competencies for MARC O’POLO?
• How do we learn it? (Case study on setting up a leadership academy)
• What about conducting leaders? -
Things you want
to say in L&D … but never do• Case study: Building a new Retail Bank & how L&D played its part
• The move to colleagues as consumers and the impact of wider L&D
• The future and challenges ahead for L&D, HR and beyond
6 reasons to attend
What do others say about us?
with participants and workshops
outside of main sessions.”
Head of HR, EMEA
Booking.com
“Topics are relevant to people and
the quality of the event was impressive.” Head Talent Management & Organizational Development
NATO
the quality of the event was impressive.”
Advisors
Current Sponsors
Who will you meet?
Chief Human Resources Officers (CHRO) , Chief People Officers, Chief Executive Officers (CEO) & Chief Financial Officers (CFO), Presidents/VPs/EVPs/FVPs/SVPs, Global Heads, Department Heads, Managing Directors and Directors, International/Senior Managers and Managers OF:
- Recruitment
- Talent Management
- Change Management
- IT for HR
- Training
- Learning & Development
- Employee Engagement
- HR Transformation
- Talent Acquisition
- Human Resources
- EMEA HR, European HR
- Group HR
- HR Business Partner (HRBP)
- Personnel/People
- Employee Engagement
- Change
- Talent Acquisition
- Human Capital
- Talent
- Recruitment
- IT for HR
- Resourcing
- Leadership
- Learning
- Training
- Development
- Performance
- Selection
- Screening
- Health & Safety
- HR Analytics
- HR Metrics
- Employee Relations
- Compliance
- L&D (Learning & Development)
- Organizational Development
- Compensation
- Benefits
- Payroll
- Succession Planning
- Organizational Culture
- HR Projects
- and many other professionals from Human Resources related functions from the all Industries
Media partners
Venue
Venue
Official Airline Partner
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.
A. Get the timing right.
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