register

Pricing:

Summit Only € 995/ delegate
Summit + Peter Cappelli Masterclass € 1,395/ delegate
Summit + Post Summit Masterclasses € 1,395/ delegate
FULL EVENT € 1,695/ delegate
register here
  globaltalentstrategy globaltalentstrategy globaltalentstrategy globaltalentstrategy globaltalentstrategy globaltalentstrategy globaltalentstrategy
Talent Management & Employee Engagement Excellence Summit
Though leader
masterclasses

masterclass
Endorsing
Organisations

summit sponsors, partners
SUMMIT COUNTDOWN
0
0
Week
0
0
Day
0
0
Hour
0
0
Min
0
0
Sec
speaker
Podcast/Resarch
Related Events

download agenda in pdf format
Download
agenda

download agenda in pdf format
Past summit
image gallery image gallery

Summit Focus

  • Ensuring the right Talent Supply by Managing Talent on Demand
  • Developing the next generation of leaders
  • Retaining talent at all level
  • Creating, linking and delivering effective talent and engagement programmes
  • Understanding the drivers of Employee Engagement - with a special look at senior management and staff communication
  • Measuring Engagement Impact – How organisations are making the business case for investment in engagement
  • Engagement Survey producing reliable results
  • Engaging by Including - Getting employees involved and aligned
  • Developing an Engaging Leadership Culture

Talent For Tomorrow I 23 th- 25 thApril, 2012

Hilton Vienna Danube

overview


"Good talents anywhere in the company are employees who are competent, time committed, time contributing."
Dr. Dave Ulrich,
Professor of Business Ross School of Business, University of Michigan

Dear Colleagues,

Welcome to the Talent for Tomorrow | 2012 Summit.

As companies across the globe and across industries struggle to move beyond the recent global recession, many business leaders are adjusting their talent strategies to meet the shifting demands characterized as the "new normal." While the inclination may be strong to revert to strategies that served them well prior to the economic crisis, many executives seem to recognize that the forces shaping future talent needs, such as globalization, an aging workforce, a demand for diversity and for finding meaning at work continued to accelerate during the downturn and now require new talent strategies to position their companies for success.

Fortunately in most organizations Talent Management is now not merely a privilege of selected individuals waiting to be the next in line for career advancement, rather it has become a more holistic approach looking at every single soul in the company, tapping on everyone's strength and creating opportunities to ensure people find true meaning and value and work while focusing on contribution.

As businesses continue to change by an enormous speed, not surprisingly Talent has also become the No. 1 concern for business leaders. Looking after people no longer can be delegated or put off to HR, getting the best out of people is a joint responsibility of business, HR and the individual himself. Although while HR acts as an architect business needs to get the job done; it is therefore every business executives responsibility to ensure the right people are attracted, engaged, developed and retained.

Talent Management and Employee Engagement on the other hand cannot be treated in isolation, people professional must start by examining the culture of the organization first, ensuring the delivery of employer branding promises and creating workplaces that not only echoes the corporate mantra on the company's glossy marketing materials but truly delivers high performance and highly engaging workplaces.

Therefore it is my privilege to invite you to join the 2nd Annual Talent for Tomorrow Summit, which has been fully revamped to offer answers to the most pressing challenges faced by talent professionals. The summit aims at exploring talent strategies, concerns of global companies, and unfolding employee trends as companies confront a fresh set of challenges that we expect will influence the coming few years and beyond.

We've been working very hard to put together the best summit program on the subject, covering critical issues on Talent Management, Employee Engagement and Learning. The agenda has been well researched and carefully designed to deliver a balanced approach of keynotes, peer-learning workgroups, and interactive masterclasses.

I hope to meet you at the summit, should you have any questions or feedback please don't hesitate to contact me. If you have not done so, please join the HCM Excellence Network on LinkedIn, a lively community of over 3,200 senior people professionals. http://www.linkedin.com/groups?about=&gid=1850502

Warm regards,

Mihaly Nagy
Chief Moderator – HCM Excellence Network
Linkedin profile



Why you cannot miss this summit:

1.

The only event looking at Talent Management, Employee Engagement

2.

Top Quality Cross industry events with subject matter experts from Europe and US.

3.

Complimented with online community of HCM Excellence Network sharing best practices both off and online

4.

Vendor neutral and independently researched programme to offer an unbiased, global view on Talent Management

5.

Complimentary Talent for Tomorrow Pan European Research paper on identifying top trends across the continent

6.

Tailored programme to attend sessions, speeches and workgroups of your interest, providing high return on your investment

7.

Interaction, interaction, interaction with peers to offer answers to your challenges … not just another 'death by powerpoint' conference.

Talent For Tomorrow I 23 th- 25 thApril, 2012

Hilton Vienna Danube

Elective Pre Conference Masterclasses


Capelli Video

Masterclass A: Talent on Demand

Listen to a Podcast with Peter Cappelli
26th April, 08:30-16:30

The Business Issue:

Getting the right people with the right skills into the right jobs—a common definition of talent management—is the basic people management challenge in any organization. While talent management often focuses on managerial and executive positions, the issues involved apply to all jobs that are hard to fill. Failures in talent management may be more recognizable than the concept itself. Those failures include mismatches between supply and demand: on the one hand, having too many employees, leading to layoffs and restructurings, and on the other hand, having too little talent or not being able to find the skills that are needed.

These mismatches are among the biggest challenges that employers face. Over the past generation, many employers have lurched from surpluses of talent to shortfalls and back again. Something is wrong with this picture.

The Solution: Managing Talent on Demand

Attend Wharton Professor Peter Cappelli's full day masterclass and familiarize with international best practices on how to balance and manage Talent on Demand.

Suggested Readings

Talent on Demand: Managing Talent in the Age of Uncertainty by Peter Cappelli (2008). # 4478 (ISBN 978-1-42210-447-7) Hardcover 304 pages

The New Deal at Work: Managing the Market-Driven Workforc e by Peter Cappelli (1999) ISBN 978-0-87584-668-2 Hardcover 307 pages

Lessons of Experience: How Successful Executives Develop on the Jobby Morgan McCall, Michael Lombardo, Ann Morrison (1988). ISBN 978-0-66918-095-4 Hardcover 210 pages

capelli

Recognized as one of the world's most important authorities on human capital, Dr. Peter Cappelli is the George W. Taylor Professor of Management at the Wharton School and Director of Wharton's Center for Human Resources. His work focuses on human resource practices, talent and performance management, and public policy related to employment. He advises organizations on the development of managerial and executive talent by helping his clients better understand how careers and career paths have changed, how these changes require companies to think about managing talent from a more strategic perspective, and how individuals should now think about managing their own careers.

Peter's more recent research examines changes in employment relations in the U.S. and their implications. Publications on the subject matter include, The New Deal at Work: Managing the Market-Driven Workforce, which examines the decline in lifetime employment relationships, Talent Management: Managing Talent in an Uncertain Age, which outlines the strategies that employers should consider in developing and managing talent (named a "best business book" for 2008 by Booz-Allen).

Peter was named one of the 25 most influential people in the field of human capital by Vault.com and one of the top 100 people in the field of recruiting by Recruiter.com. Additionally, he was elected to the National Academy of Human Resources, and—in 2004—named editor of the Academy of Management Perspectives. He currently serves on commissions for The Business Roundtable, the World Economic Forum, and the U.S. Department of Labor.

Talent For Tomorrow I 23 th- 25 thApril, 2012

Hilton Vienna Danube

Post Summit Masterclasses
25 thApril


13:15-16:45 Elective Thought Leader Workshops

Course Leaders:

Dr. Graeme Codrington


Cordington

Dr. Graeme Codrington is an expert on the new world of work and multi-generational workplaces. He is a keynote presenter, author, futurist, facilitator and strategy consultant working across multiple industries and sectors. He blends cutting-edge research, thought leading insights with humor, a conversational style and multimedia-driven presentations to create unforgettable experiences that add real value.

He has a particular interest in trends affecting how people live, work, interact and connect with each other. Speaking internationally to over 100,000 people in about 15 different countries every year, he has shared the platform with the likes of Edward de Bono, Jonas Ridderstrale, Sir Ken Robinson and Neil Armstrong.

Dr. Codrington is the co-founder and a senior partner of TomorrowToday, a global firm of futurists and business strategists. He is also a guest lecturer at four top business schools, including the London Business School and Duke.

He has a Doctorate in Business Administration, a Masters in Sociology, an Honours in Youth Work and two undergraduate degrees – in Arts (Theology/Philosophy) and Commerce. He has three best-selling books published by Penguin, including the award winning, Mind the Gap and Future-Proof Your Child. He is currently writing a book on "Strategic Leadership Intelligence".

Dr. Paul Turner


Paul Turner

Dr. Paul Turner is Professor of Management Practice at Birmingham City University having held similar positions at Universities in Cambridge and Nottingham. He is also a Non Executive Director of Blessing White (EMEA).

Paul Turner's previous positions have included President of Europe, Middle East and Africa, Employee Care for the Convergys Corporation of Cincinnati, (to 2005) Group HR Business Director for Lloyds TSB, (to 2003) Vice President of the CIPD, (to 2001) a Director of BT, a Non-Executive Director of OPI and a General Manager for Plessey in both the UK and Asia Pacific.

Paul is Chair of Human Asset 2011, was Chair of the 2011 Talent for Tomorrow conference, the 2010 European HR Summit and of the 2009 CEEHR Summit in Vienna. He is a judge on the European HR Excellence Awards (2011), a judge on the CIPD 2009 People Management Awards and a consultant on the CIPD research into Workforce Planning (2010) and Talent Management (2007).

Paul has spoken at business conferences around the world and is the author of The Admirable Company (2008, with Mike Brown), Organisational Communication (2003); HR Forecasting and Planning (2002) and one of the authors of Workforce Planning (2010) and Talent (2007) published by the CIPD. He has written articles for business journals and the International Press.

Paul has a first degree from the University of East Anglia, a Ph.D from the University of Sheffield and is a Companion of the CIPD.

Elective Post Summit Masterclasses
Social Media in HR & Talent Management
Talent For Tomorrow - The Masterclass
Mind the Gap - generations in the workplace
Talent Coaching for Performance

Talent For Tomorrow I 23 th- 25 thApril, 2012

Hilton Vienna Danube

AGENDA
23 thApril
Pre Conference Masterclass

Masterclass Day

day one day two

day two day two

Great discussions on talent management among HR professionals. Practical examples combined with models gave strong insight to the challenges within talent management
General Manager -Maersk Drilling

Very advanced, wealthy and diversified
Global HR Director- Kedrion

13.00 Registration
13.30 Welcome & Introduction
13.45 Session 1: An Historical Perspective on Management and Executive Careers and the Challenge of Talent Management.
  • Reading: Chapter 2 of Talent on Demand. Illustrates how early corporations operated with an open labor market for talent, then moved to a completely internalized market, and now have moved in a new and different direction.
Discussion questions:
  • What caused the change in direction?
  • What will the new model look like in the future?
  • What are the responsibilities of individuals and employers to each other in the future?
14.30 Session 2: Understanding and Managing the Finances of Talent Managing
Readings:
  • Chapter 4 and Chapter 6 of Talent on Demand. Describes the cost issues associated with talent management, especially the risk of lost investments in employees, and how to manage them in ways that allow the investments to be paid off.
Exercise: "The Outside Offer" (an employee retention case).
15.15 Coffee Break
15.45 Session 3: Applying Supply Chain Logic to the Talent Management Process: Forecasting Needs and Managing Internal talent Pipelines
  • Readings: Chapters 4 and 5 of Talent on Demand
Business uncertainty has made obsolete the idea that long-term planning can address fully an organization's long-term needs. The tools of operations research and supply chain management more specifically can be used to address this uncertainty in the area of talent management by helping to match the supply of talent to the demand for talent.
16.30 Session 4: The Future of Career Management
Readings:
  • Chapter 7 of Talent on Demand. Describes the new internal labor market that has evolved in many organizations, a set of new practices and institutions that attempt to transfer the principles of the outside labor market to a within-the-firm context.
  • HBR article: "The New Path to the Top," by Peter Cappelli and Monika Hamori. Demonstrates how the careers of top executives even in the largest and most traditional corporations have moved away from the inside-the-firm focus.
  • HBR article: "Making the Most of Online Recruiting," by Peter Cappelli. Outlines the vast array of information and choices that employees now have in thinking about careers that can take them across organizations.
Instructor lead group discussion to debate alternatives to the traditional employer-directed models of career management.
17.30 End of Masterclass

Talent For Tomorrow I 23 th- 25 thApril, 2012

Hilton Vienna Danube

AGENDA
24 thApril
Summit Day One

day two

Masterclass Day day two

day two day two

Very rewarding experience. Provided me with proper frameworks to structure my thinking about Talent Management.
Recruitment Manager- Jeronimo Martins

Very well organized, relevant content and effective speakers.
Global Head of Talent Management- Marsh & McLennan

08:00 Registration
08:30 Welcome, Opening Remarks
08:45 Keynote: The Seamless Workforce – dealing with changing workforce imperatives
Dr. Peter Cappelli, George W. Taylor Professor of Management at the Wharton School and Director of Wharton's Center for Human Resources
09:30 Keynote: The Talent Challenge: Right People in the right job at the right time – at the right price.
Christian Standaert, General Manager - Arcelor Mittal University
  • Quest for Talent: Where the future talent will come from?
  • New Leadership competencies needed: Lessons learnt from the downturn
  • Improving on succession management
  • The facebook generation: Focusing on Social media in attracting and retaining talent
10:15 Coffee & Networking Break
10:45 Creating an engaging employee experience - the perfect recipe for growth
Sharon Darwent - Head of Employee Engagement - British Telecom
11:30 Panel & Group Discussion: What is Talent?
Karl-Heinz Oehler – VP Global TM – Hertz, Winner of HR & Business Success Excellence Awards 2011
Klaus Stulle - Professor of Business Psychology - Hochschule Fresenius Cologne
Christian Standaert – General Manager – Arcelor Mittal University

  • Defining what "talent" means in your organisation
  • Ensuring the comprehension of Talent across the business
  • Talent –as the entire workforce -customising and individualising Talent programmes
  • Linking Talent and Performance Management Programmes
12:00 Lunch
13:00 Award Winning Case: Creating Business Value through Talent Practices and Contribution
Karl-Heinz Oehler – VP Talent Management - Hertz
13:45 Award Winning Case: Talent Attraction, where will future talent come from?
Gabor Varjasi – Head of Competency Development & Strategic HR – MOL Group
2011 Winner of Recruitment Excellence Awards
  • Talent attraction by emphasising on the employer brand
  • Deploying different strategies to appeal to different generations
  • Differentiating by future opportunities and emphasis on corporate culture
14:30 Coffee & Networking Break
15:00 Panel Debate: Growing Talent – Creating the Next Generation of Leaders
Klaus Stulle - Professor of Business Psychology - Hochschule Fresenius Cologne
Karl-Heinz Oehler – VP Talent Management - Hertz
Gabor Varjasi – Head of Competency Development & Strategic HR – MOL Group
  • Talent attraction by emphasising on the employer brand
  • Deploying different strategies to appeal to different generations
  • Differentiating by future opportunities and emphasis on corporate culture
15:45 Table Top Discussions: Individualizing Career Management – is it only up, up, up?
  • What does career really mean?
  • Understand generational expectations of career.
  • Effectively individualizing career development programs.
16:30 Summary & Closing Remarks
16:45 End of Day One
17:00 Cocktail Reception: Time for a Cocktail Dinner, a few glasses of wine, champagne and networking!

Talent For Tomorrow I 23 th- 25 thApril, 2012

Hilton Vienna Danube

AGENDA
25 thApril
Summit Day two

day two

Masterclass Day day two

day one day two

Interesting speakers and very engaged participants.
HR Manager & Performance Management- Kyivstar GSM

What I really enjoyed was listening to different approaches that did or did not work or in the future could work. I also picked up hundreds of ideas that will help me/ my company to build our own model. Time & money well spent!
HR Director- DPD GeoPost Germany

08:00 Registration
08:30 Welcome, Opening Remarks
08:45 Keynote: Perfecting Performance Appraisal
Massimo Righetti - Head of HR Development, Enel
  • Becoming international: ENEL case
  • Improving the quality of performance evaluation: tools, process and "cultural innovation"
  • Measuring the impact of changes introduced: 2010 vs 2011 results
  • Designing a company-wide process: forced distribution vs managerial accountability
09:30 Keynote: The EVP communication in the digital era in a glocal perspective
Davide Schialpi - Head of Employer Branding Strategy, Employer Branding Revolution, Reinventa Dee Oceans Ltd
  • The EVP challenge: Do the right thing!
  • The Employer Branding Mix in the digital era: Where we are, What to do?
  • Best Practices using the new web for the EVP communication
  • Glocalyze your EVP: Employer Branding Strategies supporting today's imperative of being global
10:15 Coffee & Networking Break
10:45 Keynote: Golden Rules for Talent Management
Prof. Dr. Klaus Stulle - Professor of Business Psychology - Hochschule Fresenius Cologne
  • Reviewing a checklist for HR professionals
  • Defining the right organization wide communication
  • Providing Statistics and tracking Data
  • Involving employees, incentivizing line managers
11:30 Closing Keynote: Talent Management and Employee Engagement as key drivers of business success
Stevens J. Sainte-Rose - Group HR Director, Eurasia Africa Group, The Coca Cola Company
  • Making Talent Discussions priority
  • Mapping your talent pool within the company
  • Ensuring clear and constant communications to align TM programs with business priorities
  • Numbers are king: Key metrics on your Talent & Engagement Programs
12:15 Closing Remarks, End of Summit
12:30 Lunch
13:30 Elective Post Summit Masterclasses
  Talent for Tomorrow – The Masterclass
Course Leader: Dr. Paul Turner
Social Media in HR & Talent Management
Course Leader: Dr. Graeme Codrington
  Learning Objectives:
  • Defining your 'talent for tomorrow' strategy to deliver the right numbers and quality of talented individuals in place as the global economy grows
  • Building effective 'talent for tomorrow' management into the workforce plan and ensuring that this is aligned to the overall organisational strategy
  • Identifying and managing 'talent for tomorrow' from both internal and external resources • Applying best practice tools and techniques in your organisation's 'talent for tomorrow' processes
  • Measuring and presenting results of the effectiveness of your 'talent for tomorrow' strategy
Learning Objectives:
  • Choosing the right social media for you - discover the pros and cons of different approaches.
  • Deciding which policies will be helpful, and which ones are counterproductive to attract and engage Talent.
  • Case studies of companies using social media successfully (and a few examples of spectacular failures, too).
  • How to develop a strategy for social media usage.
  • Understand the "unwritten rules" and culture of social media.
  • Set the right metrics and measurements for success of social media within your organization.
14:30 Coffee & Networking Break
15:00 Talent Coaching for Performance
Course Leader: Dr. Paul Turner
Mind the Gap Making the most of different generations in the workplace
Course Leader: Dr. Graeme Codrington
  By the end of the session the participants will be able to understand:
  • The growth of coaching- How Coaches can help even the most successful people to achieve their full potential.
  • The difference between performance coaching, executive coaching and life coaching?
  • Helping to develop better interpersonal or managerial skills
  • How to develop an individual's potential.
  • How to develop a more strategic perspective after a promotion to a more senior role.
By the end of the session, participants will:
  • Understand why younger and older generations think and act differently.
  • Know how to connect more appropriately to the underlying values that drive attitudes and behaviour of different generations.
  • Adapt your work environment for the expectations and demands of younger and older employees.
  • Discover numerous practical ideas from the ways innovative companies are engaging their staff.
  • Have the ability and resources to take generational understanding back to the office and empower staff and leaders to understand and apply these insights.
16:30 End of Masterclasses

Talent For Tomorrow I 23 th- 25 thApril, 2012

Hilton Vienna Danube

Summit Chair & Post Summit Masterclass Leader

sp
Dr. Paul Turner

Professor of Management
Birmingham City Business School

Paul Turner is Professor of Management Practice at Birmingham City University having held similar positions at Universities in Cambridge and Nottingham. He is also a Non Executive Director of Blessing White (EMEA).

Paul Turner's previous positions have included President of Europe, Middle East and Africa, Employee Care for the Convergys Corporation of Cincinnati, (to 2005) Group HR Business Director for Lloyds TSB, (to 2003) Vice President of the CIPD, (to 2001) a Director of BT, a Non-Executive Director of OPI and a General Manager for Plessey in both the UK and Asia Pacific.

Paul is Chair of Human Asset 2011, was Chair of the 2011 Talent for Tomorrow conference, the 2010 European HR Summit and of the 2009 CEEHR Summit in Vienna. He is a judge on the European HR Excellence Awards (2011), a judge on the CIPD 2009 People Management Awards and a consultant on the CIPD research into Workforce Planning (2010) and Talent Management (2007).

Paul has spoken at business conferences around the world and is the author of The Admirable Company (2008, with Mike Brown), Organisational Communication (2003); HR Forecasting and Planning (2002) and one of the authors of Workforce Planning (2010) and Talent (2007) published by the CIPD. He has written articles for business journals and the International Press.

Paul has a first degree from the University of East Anglia, a Ph.D from the University of Sheffield and is a Companion of the CIPD.

up

Pre Summit Masterclass Leaders

sp
Professor Peter Cappelli
George W. Taylor Professor of Management
Wharton Business School
Director Wharton's Center for HR
sp
Dr. Graeme Codrington
Founder
TomorrowToday
Futurist, author and lecturer at
London Business School and Duke CE

Recognized as one of the world's most important authorities on human capital, Dr. Peter Cappelli is the George W. Taylor Professor of Management at the Wharton School and Director of Wharton's Center for Human Resources. His work focuses on human resource practices, talent and performance management, and public policy related to employment. He advises organizations on the development of managerial and executive talent by helping his clients better understand how careers and career paths have changed, how these changes require companies to think about managing talent from a more strategic perspective, and how individuals should now think about managing their own careers.

Peter's more recent research examines changes in employment relations in the U.S. and their implications. Publications on the subject matter include, The New Deal at Work: Managing the Market-Driven Workforce, which examines the decline in lifetime employment relationships, Talent Management: Managing Talent in an Uncertain Age, which outlines the strategies that employers should consider in developing and managing talent (named a "best business book" for 2008 by Booz-Allen).

Peter was named one of the 25 most influential people in the field of human capital by Vault.com and one of the top 100 people in the field of recruiting by Recruiter.com. Additionally, he was elected to the National Academy of Human Resources, and—in 2004—named editor of the Academy of Management Perspectives. He currently serves on commissions for The Business Roundtable, the World Economic Forum, and the U.S. Department of Labor.

up

Dr. Graeme Codrington is an expert on the new world of work and multi-generational workplaces. He is a keynote presenter, author, futurist, facilitator and strategy consultant working across multiple industries and sectors. He blends cutting-edge research, thought leading insights with humor, a conversational style and multimedia-driven presentations to create unforgettable experiences that add real value.

He has a particular interest in trends affecting how people live, work, interact and connect with each other. Speaking internationally to over 100,000 people in about 15 different countries every year, he has shared the platform with the likes of Edward de Bono, Jonas Ridderstrale, Sir Ken Robinson and Neil Armstrong.

Dr. Codrington is the co-founder and a senior partner of TomorrowToday, a global firm of futurists and business strategists. He is also a guest lecturer at four top business schools, including the London Business School and Duke.

He has a Doctorate in Business Administration, a Masters in Sociology, an Honours in Youth Work and two undergraduate degrees – in Arts (Theology/Philosophy) and Commerce. He has three best-selling books published by Penguin, including the award winning, Mind the Gap and Future-Proof Your Child. He is currently writing a book on "Strategic Leadership Intelligence".

up

Invited Corporate Experts

sp
Christian Standaert

General Manager
ArcelorMittal University
sp
Sharon Darwent

Head of Employee Engagement
British Telecom

Christian Standaert is General Manager of ArcelorMittal University, the corporate university of the world's leading steel company with 280,000 employees in over 60 countries.

Born in 1959, he graduated in 1982 as a metallurgical engineer from the University of Gent and joined Sidmar, now ArcelorMittal Gent, in 1983 as a project engineer in the process modelling department. He obtained an additional master in Industrial Engineering in 1990. He occupied different positions in the group, merely in the field of research and development and quality management in Gent (Sidmar and OCAS), Bremen (Stahlwerke Bremen) and Paris (Arcelor R&D). Since 1996, Christian Standaert is visiting professor at the University of Gent, Department of Materials Science and Engineering. In 2005 he was appointed Director of Arcelor University in Luxemburg and since the merger of Arcelor and Mittal Steel into ArcelorMittal in 2006, he is responsible for the corporate university of the new company. The corporate university offers programmes in leadership and management, in functional expertise and languages. Christian Standaert is also leading ArcelorMittal's Learning Council, that supports the local and regional training centres worldwide and is member of the Education and Training Committee of the World Steel Association.

up

Sharon Darwent is Head of Employee Engagement at BT. She implements an engagement strategy for the company to improve motivation, empowerment and commitment to BT’s strategy across a population of just under 100,000 people in 170 different countries. The work is supported by a quarterly cycle of employee feedback where some 50,000 people every quarter tell leaders how they feel about all aspects of their work.

Working closely with leaders and HR teams she has established a fresh approach to engagement with a common framework, measures and engagement priorities. The approach recently earned BT first place in an Observer poll of engagement best practice across all FTSE 100 companies.

Sharon has worked at BT for 6 years and has more than 15 years’ experience of leading business transformation and change. She holds a keen interest in narrative techniques and applies these throughout all of her projects.

About BT

BT is one of the world's leading providers of communications solutions and services operating in 170 countries. Its principal activities include the provision of networked IT services globally; local, national and international telecommunications services to our customers for use at home, at work and on the move; broadband and internet products and services and converged fixed/mobile products and services. BT consists principally of four lines of business: BT Global Services, Openreach, BT Retail and BT Wholesale.

British Telecommunications plc (BT) is a wholly-owned subsidiary of BT Group plc and encompasses virtually all businesses and assets of the BT Group. BT Group plc is listed on stock exchanges in London and New York.

For more information, visit www.bt.com/aboutbt



up

sp
Davide Scialpi

Head of Employer Branding Strategy
Employer Branding Revolution
Reinventa Dee Oceans Ltd
sp
Karl-Heinz Oehler

VP Global TM
Hertz

Mr Davide Scialpi, founder and Ceo of Reinventa Dee Oceans LTD, he is an international consultant and speaker about the employer branding and branding topics with a strong focus on the digital life.

Davide Scialpi is also Head of the Employer Branding Strategy Consulting Department of “Employer Branding Revolution”, an International Lab that involves top employer branding experts, managers, specialists and consultants from all over the world.

Before founding his company, Davide Scialpi worked as Strategy Consultant, Researcher and Senior Employer Branding Advisor for Universum Group and as Indipendent Consultant for large size organizations and consulting firms on digital brand communication themes.

He is a prolific Blogger about the global employer branding frontiers. Thanks to his blog employerbrandingblog.com , Davide became one of the most followed thought leaders in the field accross the world.

Davide Scialpi is also Colummist for RecruitingTrends.com and eFinancialCareers on Employer Branding and Personal Branding themes. And Assistant Professor at IULM University for the “Corporate Communication and Digital Languages” course.

Mr Scialpi has a B.A. and a M.S. degree in Economics and Management from Rome Three University, and in 2009 he earned a II Level M.B.A. in Corporate Governance and Internal Audit from Rome Three University.

Davide lives in London and he loves playing soccer and social media.

Social Contacts:
employerbrandingblog.com
Twitter.com/davidescialpi
Linkedin.com/in/davidescialpi

up

coming soon

up

sp
Gabor Varjasi

Head of Competency Development & Strategic HR
MOL Group
sp
Stevens J. Sainte-Rose

Group HR Director, Eurasia Africa Group
The Coca Cola Company

coming soon

up

Stevens J. Sainte-Rose is the Group Human Resources Director of Eurasia Africa Group of The Coca-Cola Company. Stevens provides the HR business leadership for a geography of over 90 emerging markets which includes, India, Russia, Middle East, Turkey and the continent of Africa.

The Eurasia Africa Group has made significant progress in driving performance culture and developing the right talent and organization capabilities to create future growth.

Stevens is a seasoned HR professional with experience in fast moving consumer goods, retail, hospitality, food service and managed services industries. Stevens has extensive experience in helping leaders build high performance teams, executive coaching and leadership development, developing organizational culture, strategy development, building organization capability and integrating acquisitions.

Before this position, Stevens was the Human Resources Director for Russia, Ukraine and Belarus Business Unit in Eurasia and Africa Group. He also supported the Group Marketing and Customer & Commercial Leadership Functions. Stevens has been with The Coca-Cola Company since July 2005 and has since been supporting Marketing, R&D, Technical Stewardship, CCL and Strategic Growth.

Stevens has played a critical role in bringing great talent into Coca-Cola Company and he led the work on establishing the Global Marketing Leadership Development Centers, among his many contributions.

Prior to joining The Company, Stevens held a variety of Human Resources Leadership and operational positions of increased scope and impact with ARAMARK Corporation, a global managed services business based in U.S. His experience in Human Resources also includes roles with Pier 1 Imports and Burger King Corporation.

up

sp
Massimo Righetti

Head of HR Development
Enel
sp
Prof. Dr. Klaus Stulle

Professor of Business Psychology
Hochschule Fresenius Cologne

coming soon

up

coming soon

up

Full speaker list will be announced soon.

Talent For Tomorrow I 23 th- 25 thApril, 2012

Hilton Vienna Danube

sponsorship


Interested in sponsoring?

Please call for an obligation free discussion:

Mihaly Nagy


Email: mihaly_nagy(at)stamfordglobal(dot)com
Linkedin profile
Cell: +36 20 539 5348

Talent For Tomorrow I 23 th- 25 thApril, 2012

Hilton Vienna Danube

register


Pricing:

Summit Only € 995/ delegate
Summit + Peter Cappelli Masterclass € 1,395/ delegate
Summit + Post Summit Masterclasses € 1,395/ delegate
FULL EVENT € 1,695/ delegate
register here

Talent For Tomorrow I 23 th- 25 thApril, 2012

Hilton Vienna Danube

Summit Venue:
Hilton Vienna Danube

explore Vienna
Video

Hotel Website
helsinki

Vienna - the City of Music

Welcome to the world's music capital! More famous composers have lived here than in any other city – in Vienna, music is literally in the air: Waltzes and operettas have their home here, and so do musicals "made in Vienna," which have conquered international audiences. The city's concert halls and stages offer the whole range from classical to progressive sounds with end-to-end festivals the whole year through. Opera fanswill meet international stars here and jazz lovers will find a pulsating jazz scene.Pop and rock concerts provide unforgettable live music experiences. (source: www.visitvienna.info )

Take in spectacular views of the River Danube and stay in the comfort of a newly renovated guest room at the new Hilton Vienna Danube hotel. Close to Vienna attractions, this Vienna hotel is just 20 minutes' drive from Vienna International Airport and offers 13 flexible, fully equipped Vienna meeting rooms for up to 350.Sample delicious international & Austrian dishes, made with the freshest seasonal ingredients, when you dine in Waterfront restaurant or during the summer months, sit back and relax on the spacious terrace. Catch up with friends throughout the day and enjoy a drink or tasty snack in welcoming PIER 269 BAR & LOUNGE at this hotel on the banks of the River Danube. Business is a pleasure at the Hilton Vienna Danube hotel offering an elegant Hilton Meetings boardroom, nine meeting rooms, flooded with natural light, and an 8th floor Executive Lounge (opening summer 2011) with panoramic views of Vienna's skyline. All guest rooms at this Vienna hotel offer wireless internet access and a separate working area.


View Larger Map

Talent For Tomorrow I 23 th- 25 thApril, 2012

Hilton Vienna Danube

about us


HCM Excellence - HR Professional Network

http://www.linkedin.com/groupRegistration?gid=1850502 HCME is an online networking and knowledge sharing community on Linked In for human capital professionals operated by Stamford Global. Share ideas, get engaged in conversations and network across borders. Our main interest lie in Leadership Development, Employee Engagement, Performance and Talent Management, Creating High Performance Workplaces.

Stamford Global

Stamford Global is the operator of HCM Excellence Network. We are an elite provider of business events, thought leader research and publications in the field of Human Capital Management, Project Management, Information Technology and Sales & Marketing. Our motto: "Never Stop Learning" encompasses both our intellectual and professional ambitions.

For more information please visit: www.stamfordglobal.com

Talent For Tomorrow I 23 th- 25 thApril, 2012

Hilton Vienna Danube

contact us


Stamford Global

2040 Budaors, Puskas Tivadar 1, Hungary
Tel: +36 23 805 600
Email: inquire(at)stamfordglobal.com

Summit Production & Sponsorship

Mihaly Nagy

Email: mihaly_nagy(at)stamfordglobal.com
Linkedin profile


Interested in Attending?

Barbara Kordás

Email: barbara.kordas(at)stamfordglobal.com
Linkedin profile


Already an attendee and got some questions?

Katerina Mosondz

Email: katerina.mosondz(at)stamfordglobal.com
http://hu.linkedin.com/pub/katerina-mosondz/8/729/baa

Nordic Baltic Human Asset I 26 th- 27 thApril, 2012

Hilton Helsinki Kalastajatorppa

summit sponsors & partners

Centre for Global Talent Strategy

globaltalentstrategy

Name: Centre for Global Talent Strategy
Description: Research and in-depth news on talent mobility.
Website: www.globaltalentstrategy.com

The Centre for Global Talent Strategy is a commercial research centre providing in-depth research and independent news on the movements of talent and high skilled labour on a global level. The Centre’s vision is to be the most reliable partner supporting businesses and public officials in their global talent management strategies.

We deliver:
  • Stand alone keynote talks
  • Long run projects
  • In-depth news and information
  • Host more than 20 yearly events on talent mobility

Join the 13.000 business and public executives and leaders and sign up for our weekly newsletter.

For more information, please visit www.globaltalentstrategy.com

Contact: Sally Khallash, Research Director, sk@globaltalentstrategy.com
Tel.: +44 (0) 78 7354 3669

HR Club Romania

HR Club

HR Club is the association of human resources professionals in Romania. Our mission is to encourage the human resources development by supporting and promoting the best practices in the field. We intend to achieve this goal through consistent pursuit of four strategic objectives:

  • Professional development of our members and of the entire community of HR practitioners
  • Ensuring excellence in the HR field by setting up standards and certifications
  • Representing the HR community in the relationship with the key dialogue partners
  • Organizational development of HR Club on sound principles

HR Club currently has over 400 members representing about 300 multinational and Romanian companies with over 150,000 employees coming from all industries and the services sector. HR Club's membership is open to all professionals interested in their professional development in people management field, as well as in the Romanian HR market. HR Club Romania is a full member of the European Association for Personnel Management (EAPM).

MACEDONIAN ASSOCIATION OF HUMAN RESOURCES

HR Macedonian

MHRA is a specialized, nongovernmental, nonpartisan and nonprofit organization established on April 22, 2009, to perform activities related to workforce development, promoting the management of human resources, and promote the profession of human resources. MHRA is a full member of the European Association for Personnel Management (EAPM).

People Management Forum (formerly the Czech Society for Human Resource Development)

People Management Forum

PMF is a qualified and enthusiastic guide on the path of transformation from human resource management leadership and commitment to people.

Our mission is to be sought after consultant and recognized authority on all aspects of working with people. We provide a platform for exchange of information, verified references and common experiences in human resource development, and facilitate mutual communication, especially among HR professionals and management.

We are a professional non-profit organizations, established in 1993. We unite people from business and the public in the development of individual, team and organization. PMF is a full member of the European Association for Personnel Management (EAPM).

OHE - National Management Association for Human Resources in Hungary

People Management Forum

The Mission of the National Management Association for Human Resources in Hungary is to increase the acceptance and prestige of the HR Profession in Hungary in a single professional Association via open dialogue and discussion. OHE is a full member of the European Association for Personnel Management (EAPM).

Slovak Association for Human Resources Management and Development (SAHRMD)

People Management Forum

SAHRMD is the organization associating companies and institutions which are represented by HR professionals. It was founded by a group of HR Managers, who wanted to develop Slovak human resources management. The Association of Personnel Managers of Slovakia (voluntary association of physical persons) was established in 1993. in 1995 it was registered as Slovak Association for Human Resources Management and Development and as a non-profit organisation. SAHRMD is a full member of the European Association for Personnel Management (EAPM).

Human Capital Online

People Management Forum

Human Capital, launched in June 1997, has created a niche for itself as India’s first and only exclusive monthly magazine on HR. The magazine has spearheaded a change in the HR industry by introducing for the first time, the concept of an HR business magazine, that provides local and global perspectives, as well as information on HR vendors, products and services. Human Capital continues to be India’s most respected and widely read HR magazine.