Discover how the Army's acknowledgment of talent management as a transformational force drives organizational agility, productivity, and readiness. Gain insights into DEVCOM's pioneering efforts in attracting, developing, and retaining the nation's brightest scientific minds, and learn how their Talent Management Strategy enables constant assessment and adaptation to meet evolving priorities in the face of rapid technological change. In order for attendees to extract key ideas and takeaways applicable to their own organizations, Elizabeth will dive deeper into DEVCOM’s 5 key components to their Talent Management Strategy.

The heart of success in the face of current challenges – employee engagement, hybrid work, economic uncertainty, diversity, retention, and more – comes down to solving one key challenge: Trust. Yet new research shows that leaders at all levels are struggling to build trust with their teams.

This panel will explore:

• New research on how employee views on trust have changed in the workplace
• How trust changes at different levels of leadership, from the frontline to the C-suite
• The impact of trust on DEIB

In this session, we’ll review the top recruitment KPIs/measurable metrics that should be used to effectively evaluate and track the success of an organization's talent acquisition function. Find out if your organization should be leveraging different data points to enhance or develop your data-driven recruitment strategy.

The macroeconomy continues to be rocky. Without strong foundations within your workforce, your business will collapse, which means talent acquisition and retention is more critical than ever for business success. To set your organization up for stable growth, leaders should prioritize fostering measurable DEIB impact to drive innovation, doubling down on internal and external mobility in their hiring strategy to increase retention, and crafting skills- first hiring methodologies and development programs. Why are these three components necessary? Like a triangle, the strongest shape in nature, by focusing on DEI, mobility, and upskilling, your organization can efficiently and effectively win in these areas of your talent acquisition strategy.

Questions to answer in this roundtable discussion include:

• What role does leadership play in driving effective talent acquisition and retention strategies? How can leaders create an environment that fosters DEI, upskilling, and mobility within the workforce?
• How can HR leaders adapt their talent acquisition and retention strategies to thrive in a rocky macroeconomic environment? What innovative approaches can they take to attract and retain top talent during uncertain times?
• In what ways can organizations leverage internal mobility programs to increase retention rates?
• What can companies do to effectively balance the need for specialized skills with the importance of diversity and inclusion in talent acquisition?
• How can companies leverage skills-based hiring to improve competitive advantage and DEI simultaneously?

Organizations increasingly need agility – to work swiftly, seamlessly, and cohesively in order to increase productivity, build a high performance culture, and ultimately thrive in a competitive economy.

Against the backdrop of a tumultuous global economic climate, finding and keeping the best talent is a business imperative. As leaders face record-breaking attrition rates, and dramatically changed employee expectations, they must shake the trepidation and proactively use the resources at their disposal to stay one step ahead. So, in a landscape where replacing a full-time employee can cost up to 2x the amount of that employee’s annual salary (Gallup) - how are the best-in-class ensuring they’re spending that money where it counts?

HR needs to partner strategically with the business and offer data-driven insights to inform workforce planning and to make the right decisions quickly. Not only is it about doing more with less, but it’s also about being agile and adapting to new developments and changes across the organization.

Questions to answer in this roundtable discussion include:

• How can business leaders adapt to economic uncertainty and use talent data to enhance workforce mobility and transformation?
• How can organizations strike a balance between maintaining focus on long-term goals and remaining agile in a rapidly changing business environment?
• How can leaders use talent data to identify areas where investment and funding should be shifted to optimize workforce planning?
• In what ways can data-driven insights be effectively incorporated into workforce planning processes to anticipate future talent needs?
• How can organizations develop a skills taxonomy that can adapt and evolve as the business and talent landscape changes?
• How can AI and predictive analytics help organizations identify future skill gaps and proactively address them in their workforce planning strategies?
• How can organizations develop the right data to enable AI-driven workforce planning, and how can organizations ensure the quality and accuracy of that data?
• What are the potential benefits and risks of using AI-based tools for talent selection, assessment, and development, and how can organizations strike a balance between human judgment and algorithmic decision-making?

When it comes to driving engagement and ensuring well-being, managers are your most valuable resource. In fact, 70% of team engagement is determined solely by the manager, with 82% of professionals saying they would quit their job because of a bad leader. Organizations that fail to empower their managers risk putting more than just their retention efforts at risk.

Considering the stakes, it is distressing to learn that only 20% of managers strongly agree that their organizations help them succeed in their role. While studies show that manager effectiveness is a top priority for organizations looking to thrive in the new world of work, 95% of businesses have not turned their leadership development aspirations into action. To gain a competitive edge, HR leaders must focus on empowering managers not just with tools and training, but also with agency and authority.

Questions to answer in this roundtable discussion include:

• What does it mean to be an effective manager today?
• Is listening the keystone to effective management?
• How can we help managers brush off bias to build a culture of inclusion?
• How can we sidestep micromanagement and embrace effective management?
• In what situations is it worth leveraging technology to empower managers?

How do we transform the modern workplace? How does the future of work, learning and development, and employee engagement come together? We speak of these independently, but it is the intersection of the 3 that encompasses the evolving nature of work, the ongoing need for continuous learning and skill development, and the crucial aspect of engaging and motivating employees.

In today’s business climate, and within the manufacturing industry in particular, recruiting, hiring, and retaining workers is more difficult than ever. As manufacturers continue to address the challenges presented by a highly competitive job market and skilled labor shortages, it is more critical than ever to ensure businesses are laying the groundwork with an employee value proposition that delivers a more diverse and robust talent pipeline.

This keynote will explore:

• The value of an Employee Value Proposition (EVP) in attracting diverse talent and building an inclusive workplace
• How to leverage an EVP to ensure all employees are supported with valuable opportunities for personal growth and professional advancement
• The types of programming and initiatives that support a diverse and inclusive culture
• How to maintain a diverse talent pipeline and an inclusive workplace for the long-term

Over the last 2 years, large-scale corporations have made remarkable progress in advancing diversity, equity, and inclusion (DEI), exemplified by over 1,000 public commitments and a staggering $210 billion pledged towards DEI initiatives. As a result, employees, shareholders, and customers now expect organizations to not only demonstrate their commitment through DEI activity, but also prove tangible progress. Notably, research indicates that Gen Z and millennial workers are more likely to remain with a company for over 5 years if they are satisfied with their employer's efforts to establish a diverse and inclusive environment (Deloitte).

With leaders facing a number of obstacles; an economic downturn, continued political divide, the War in Ukraine- it’s become increasingly difficult to maintain focus and adopt proactive DEI strategies. Join this panel to hear from a variety of leaders on their continued commitment to improving diversity, equity, and inclusion, and what that actually means for companies as we enter the second half of 2023.

The need for leaders to succeed cannot be overstated. According to Gallup, managers account for up to 70 percent of the variance in employee engagement. We know that engaged employees are tremendously productive and more likely to stay. Learn what it takes to prepare leaders to activate your culture, increase team engagement and well-being, and improve productivity.