Agenda

I am a firm believer in digitalization making us the most human employers ever. We all work hard to create the best experience for future, current and former employees at any step of their career journey. Companies need to attract the best talent on the market utilizing channels that everybody uses in daily life, ensure an enjoyable and welcoming onboarding process in times of remote work, offer development opportunities for everyone, making employees feel safe and challenged at the same time.

In today’s world, this is only possible if companies actively advance the digital transformation and provide world-class HR services to our employees using latest technology trends. These are easy to consume, anywhere, from any device and at all times focus on the greatest asset of our companies: the people.

We have to make managers as well as employees a part of the process by enabling them to steer their own career journey within the company – providing access to tools that make it easy for our talents to plan, execute and succeed within their daily jobs.

Technology enables all people-related processes in a company, which decreases admin efforts for HR departments, managers and employees and opens up time to interact with each other much more. Nobody can hide behind admin efforts any longer and is challenged to live up to their responsibilities: employees to shape their career journey and managers to support them in that, constantly giving feedback and being held accountable at the same time.

It is a whole new experience for the entire company: are you ready, yet?

Key Takeaways:

• The best possible Human Experience has to be the center of every digital transformation: implementation of technology is not enough
• Digitalization enables a much more seamless human experience at the workplace
• Intuitive HR processes ensure a better focus on career development and increased retention

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When the pandemic hit, companies struggled to find tools simply to get their work done. Web conferencing tools and collaboration platforms were top of mind for everyone. But now, nearly two years into the pandemic, it is important to look at the digital workplace in the next phase. How do we build community in a hybrid work environment? How can organizations promote recognition, diversity, and inclusion; user engagement; and well-being with a geographically dispersed workforce?

In this session we will discuss:

• Why a people-centered digital workplace is important;
• What is needed to build community in a hybrid environment and what tools can assist;
• How we can allow our collaborative tools to be a catalyst for culture change;
• How we can incorporate user engagement into system rollouts.

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During this session, learn how to design a data and insights based digital HR strategy and a Future of Work portfolio which can help:

• Simplify HR experiences for the employee, leader and HR
• Increase engagement and productivity for all stakeholders
• Build an agile and adaptable organisation of the future (skills and talent)

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From paper-pusher to people-first business leader, the HR professional of today looks very different than the HR professional of even a decade ago!  Finally.  HR has moved from an administrative service department, to a critical part of the business - and a part of the C-suite in forward-thinking companies.  

But for as much progress as HR has made in general, there is still a long way to go for many HR professionals and many companies.  

What are the critical competencies needed to succeed as an HR professional today?  If your company does not see HR as the modern function it is, how do you convince them?  And how do you find your voice as an HR professional?  We'll cover all of this and more.

What you will learn:

• A brief history of the HR function
• How to assess and alter your own view of the HR function
• Critical competencies for the HR leader of tomorrow
• The necessity of a growth mindset
• The importance of growing your network 

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In this session we shall explore the evolution of recruitment strategies during Covid, and how our engagement with both Clients and Candidates has been impacted by technology and the ‘new normal’. Although the end of the pandemic does not seem imminent, we are acutely aware that most of the systems and processes we have implemented will remain in effect, and may even have to be enhanced as we move into a ‘post pandemic’ world. We will discuss:

• How Regency Recruitment built on our existing technology foundation to source and implement new solutions for sourcing, screening and on-boarding candidates, including eSkill, Filefinder, virtual interviewing and employee orientation tools.
• Adapting our recruitment strategies using social media and virtual networking.
• Staying connected with customers through interactive online and social media sessions, newsletters focused on trends, and sharing information on vaccination and the industrial relations landscape.
• The local and regional candidate pool, and how the pandemic changed the skills our clients require, with emphasis now being on resilience, creative and critical thinking, self management and digital literacy.

As a participant, you will take away:

• Ideas for staying connected with the companies and people who keep you in business 
• Information on innovative technology that is changing the way we recruit
• Insight into trends in the recruitment and job market in the Caribbean

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