0800 - 0900 Hrs. Registration & Breakfast
0900 – 1000 Hrs. INAUGURAL SESSION
Theme Address

Inaugural Keynote Address
Mr. Sanjay Behl
Chairman, CII National Committee on Leadership & HR and
CEO, Lifestyle Business
Raymond Limited

Keynote address on “The changing organization in a disruptive world and the challenges for Leadership & HR” by

Mr. Sanjiv Mehta
Chairman & Managing Director
Hindustan Unilever Limited and
President Unilever, South Asia
1000 – 1115 Hrs. Industry 4.0 & the Impact on the Human Resource Function

The Fourth Industrial Revolution or Industry 4.0 as it is commonly known represents the combination of cyber-physical systems, the Internet of Things, and the Internet of Systems. It is the idea of smart factories in which machines are augmented with web connectivity and connected to a system that can visualise the entire production chain and make decisions on its own. In this fourth revolution, a range of new technologies will evolve that combine the physical, digital and biological worlds.

Industry 4.0 presents tremendous opportunities, as with every opportunity comes greater challenges. An organization would require a successful strategy to cope up with these challenges of Industry 4.0 transformation. While the transformation will bring about automation of most of the manufacturing & other processes, it would also make a lot of existing processes & skills (people thereof) redundant.

It would also have a strong impact on the organization as a whole demanding efficient and leaner teams/structures. HR amongst all the other functions would be the one that would be disrupted by these transformations the most and actually needs to be in the driving seat to lead the successful adaptation of Industry 4.0.

The session will:
  • Help understand the impact of Industry 4.0 for manufacturing sectors – both traditional and technologically advanced
  • Explore the impact of Industry 4.0 on various processes and its impact on organization design, skills etc.
  • How to leverage the emerging technologies and better equip the existing workforce with the skills & competencies
1115 - 1145 Hrs. Networking Tea
1145 - 1300 Hrs. Digital Readiness: Leveraging the Disruptions in a Fast changing Technology Environment

Digital in HR, is not a new phenomenon. However, despite it being on HR’s agenda for some time now, demystifying the “what”, “why” and “how” of digital is not easy task. Recent advancements like Artificial Intelligence (AI), Machine Learning (ML), Predictive Analytics and Internet of Things (IoT) are further adding to the mystery. In this scenario, it is extremely important for the HR leaders to understand how they can charge through the digital HR tide. In this session, leaders who have started and tasted success in journey will share their experiences.

The session will:
  • How to start on the digital HR Journey – building a business case
  • Best practices on what to focus on given the organizational context – on getting ready to use tech
  • How to measure Impact?
1300 - 1400 Hrs. Networking Lunch
1400 - 1515 Hrs Reskilling the Workforce by Leveraging Technology

Latest technologies like Artificial Intelligence, Robotics and smart devices are rapidly transforming business models and the nature of jobs as newer ways of doing things are emerging. While a lot of present jobs are being done by machines, a new set of jobs, that demands a completely different set of competencies and skills are simultaneously being created. Given the rapid changes around us some occupation will grow, other will decline and new one which we cannot envision will be created.

The result of all this will be potential shifts in both current and future occupation with implications on workforce skills. Given this context, It is extremely crucial for organizations to continuously engage the workforce to reskill it and enable them adapt to the changing technology trends.

We are simultaneously witnessing the impact of Digital on the way we learn; besides traditional learning; people are acquiring knowledge through LinkedIn and other social media platforms/apps.

The organization will therefore need to adapt to the changing trend, embrace the digital world of learning leverage the power of mass learning platforms, they need to create Netflix of Learning to drive personalized continuous learning so that people can choose WHAT they want to learn, WHEN they want to learn, and WHERE they want to learn – home, office or on the go.

The session will:
  • Help understand the challenge of reskilling the workforce in the era of knowledge obsolescence
  • How to deliver learning at pace of business while ensuring user experience
  • Enable organization to develop digital learning roadmap for driving enterprise wide transformation
1515 - 1545 Hrs. Networking Tea
Masterclass I
1545 - 1645 Hrs. Blockchain in HR: Challenges, Applications and the future of Work

HR technology experts and evangelists predict that Blockchain, the decentralized distributed database, will have profound and pervasive impact on the HR function (especially recruitment), just like it has impacted the financial sector. In fact the entire talent lifecycle would be disrupted by the implementation of Blockchain technology as the current recruitment procedure is time consuming.

The session will:
  • Blockchain in HR – What does it mean.
  • How can Blockchain change the way HR functions making it more efficient?
  • Any early use cases which will become real in the near future?
Masterclass II
1645 - 1745 Hrs Crafting the HR Tech Roadmap – A New Code of Work

In the world work that is constantly changing, HR leaders have to keep a close eye on their Tech agenda. Because as the work, workers and working change gears, the tech that was relevant few years ago might get completely irrelevant. In this masterclass join us to discuss and learn more on - How to create a larger digital agenda for your organization? What should be the starting point? How does one measure success?
1815 - 1915 Hrs. Genesis 2019 – Ideas Today for the Workplace of Tomorrow Ceremony
1930 Hrs. onwards Networking Cocktails & Dinner
0900 – 0930 Hrs. Networking Tea
0930 - 1045 Hrs. Contours of the Alternative Talent Landscape

The “GIG WORKFORCE ECONOMY” is altering the talent landscape in the way people view and perform work across multiple industries. This evolution is ranging from industries, who have thrived in this format since inception, like media & entertainment sector, to some sectors like technology, who are imbibing the gig workforce patterns through enabling digital platform based project and freelance and generating huge returns to the organization’s bottom line.

In parallel, with the advent of millennial workforce, one is also witnessing a transition of preferences from full-time secured jobs to multiple experiences and developing dexterity in profile by doing different roles. A Gig worker has become the one ‘Who makes choices and lives by choices.’ In this light, the ‘Digital marketplace’ for gig workers has encapsulated talent of different diaspora.

The implication of Gig Economy on the HR function will be significant in the times to come, some of which are listed below:

  • Organization Design formats, across levels, to suit the gig workforce pattern
  • Replacing loyalty towards the organization with purpose driven roles specification, which create the hook & commitment to the growth agenda of the organization
  • Emergence of online rendering of skilled services without physically moving (e.g. medical services in remote locations)
  • Integrate the ‘Talent Strategy’ with ‘Tech Strategy’ with the coming of the alternative workforce
  • Leverage digital platforms to spot, hire, engage and integrate the alternative workforce with the DNA of the organization.

The session will:
  • Help understand how alternative workforce affects organizational design
  • Help understand how organizations can use the alternative workers strategically to fully leverage the strengths of this workforce
  • Discuss and ideate on how organizations can leverage digital platforms to spot, hire, engage and integrate the alternative workforce
  • What are the policy level changes required to enable this workforce utilization?
1045 - 1115 Hrs. Networking Tea
1115 - 1230 Hrs. Future of Performance Management and Rethinking Rewards

Performance Management is becoming holistic. Sustained performance would only be feasible, if organizational health is reviewed and monitored on a regular basis. Organizational health could be the Core Competency that an organization needs to possess so as to have sustained performance through ability to retain talent, new product development, build capability, innovation pipeline, among others.

Great organizations have always acknowledged that people are their most important assets. The long term success of organizations lies in the understanding the organizational health and successful implementation of performance management and reward systems. Technology is to be leveraged to enable organization-wide adoption and alignment of performance management systems that are accurate, timely tracked and aligned more closely with individual preferences, and based more fully on an employee’s whole contribution — to the team and the organization. Interactive and engaging tech tools enable regular and powerful interactions between the employer and the employee to strike a balance between expectations and rewards.

In this context, it is important for HR leaders to rethink the entire concept of Performance and Rewards especially from the standpoint of leveraging technology.

The session will:
  • Help understand current trends and employee expectations
  • Discuss if it is time organizations do away with a standard approach
  • Discuss some best practices with examples
1230 – 1330 Hrs. Changing Face of Employee Relations and Labour Legislation

The world of work is undergoing disruptions and globalization is reshaping the contours of knowledge driven economies and also belying the importance of Employee Relations. The changes have brought about strategic opportunities built on relationships both for enterprises as well employees. These opportunities that arise need to be dove-tailed to create beneficial relationships and organizations therefore require to develop strategies on managing perceptions seeking changes in attitudes and behaviors in the workplace, whilst addressing the leys issues of skill development, compensation and benefits, workplace structure and flexibility and diversity of the workforce.

The geopolitical scenario is creating its own challenges and uncertainties. The advent of technology is creating skill mismatches, redundancies and emergence of a new workforce. Life expectancy going up, urbanization and other trends in the social milieu is creating its own challenges. The employment legislations which have been age-old is undergoing dramatic shifts with the government moving forward with progressive legislations, simplification of labour code, unification of legislations by creating 4 Codes around Wages, Industrial Relations Social Security and Industrial Safety and Welfare.

Several acts are getting clubbed together. Would the legislations create inclusiveness or exclusiveness in the society? Or would it lead to increasing of consumption power in the unorganized sector or would it lead to new relationships emerging? - are all topics of contemporary discussion in the changing phase that we see.

The session will:
  • An understanding of emerging scenarios in employee relations
  • What does the future uphold’ and ‘What are the trends impacting Employee Relations, productivity and morale of the workplace
  • What do we proactively need to do to create harmonious Employee Relations with active adoption of Government, Trade Unions, associations and other stakeholders who are crucial to the dynamics of the modern employee relations world?
1330 - 1430 Hrs. Networking Lunch
1430 – 1530 Hrs Emotional intelligence, Human Touch and Mental Wellness – The Emerging Discourse in Talent Management

Holistic wellbeing, which is comprises wellbeing of the Body, Mind, Soul and Spirit, is extremely crucial to survive in this world of relentless disruption and overexposure to a plethora of tech-based solutions. The adverse effects of technology at the workplace cannot be ignored. In fact, several bodies of research indicates that overexposure to technology is giving rise to a multitude of health issues and are plaguing workplaces. According to World Health Organization, depression and anxiety have a significant economic impact and the estimated cost to the global economy is US$ 1 trillion per year in lost productivity. Also with over-dependence on technology, the modern workforce is more alienated than ever before and there is a constant need for a “Humane Touch” that would heal the silent killer.

Mental issues at the workplace directly impacts productivity and leads to increased absenteeism. Issues such as rapid enhancement in the pace of work, impossible demands on employees for performance, insecurities of failure and job loss due the advent of technology and restructuring of familiar ecosystems can have a substantial adverse impact on mental health.

Interestingly, a growing body of research also indicates that Emotional Intelligence (EI) significantly contributes to human performance. Various contours of EI like self-awareness, self-management, motivation, empathy and social skills helps employees to stay in a good frame of mind that ultimately impacts wellbeing and productivity at the workplace.

The session will:
  • Bring out the correlation amongst EI, Humane Touch and Mental Wellness and what are some of the significant steps that organizations are taking to impact this space positively.
  • Focus on why mental wellness is emerging a challenge now
  • What can organizations do to make sure we stay “human”
1530 – 1545 Hrs. Networking Tea
1545 – 1645 Hrs. Envisioning the Future Together
End of Conclave