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2017-2018 Research Series
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Evolving HR: Disruptive Trends and Opportunities to Lead into the Future

Important Update: In an effort to better serve our membership, HRMAC’s Research Series schedule has been revised. The Global Talent Trends program, previously scheduled for November 8, 2017, will now take place on May 16, 2018. What does this mean? That there is still an opportunity to register for all three programs in the series for one bundled rate! Reserve your spot in the series by January 19 for discounted pricing.

What is the Research Series?
As the world of work continues to make dramatic shifts, organizations need to continue to evolve. HRMAC has developed a new Research Series to provide the HR community with data-driven solutions.

The Research Series consists of three 2.5 hour programs, all centered on a common theme: Evolving HR: Disruptive Trends and Opportunities to Lead into the Future. Each program will provide research and data-based education, focused networking, and tangible take-home resources.

HRMAC 2017-2018 Research Series

Registration Type Price
Member Individual Program Ticket $85
Member Series* Ticket $225
Non-member Individual Program Ticket $175

*Offer valid through January 19, 2018

Questions? Contact Lydia Kamicar at 312-981-6790 or hrmac@hrmac.org.


January 25, 2018: High Potential HR: Evolving HR Models to Meet the Rapidly Changing Needs of Business

Continental breakfast and registration: 7:30 AM - 8:00 AM
Program: 8:00 AM - 10:00 AM
Location: American College of Surgeons, 633 N. Saint Clair Street, Chicago, IL 60611

Denise LaForte, Partner and HR Transformation Practice Leader for North America, Mercer, and Dan Lezotte, PhD, Principal Workforce Strategy and Analytics, Mercer 

It’s 2017 and the role of HR continues to evolve. More than ever, human resources must align its priorities and service delivery model to business needs.  Mercer’s most recent global survey investigates how high performing HR functions are structured and what these HR functions are doing to drive results. 

Join us to learn how leading HR teams are:

  • driving the need for HR to change its focus and operating models given global business disruption
  • evolved their service delivery models
  • identifying what corporate executives want from human resources
  • effectively using HR service centers and business partners
  • leveraging the right mix of HCM technology and data analytics capabilities

Sponsored by:

 


March 14, 2018: Artificial Intelligence and How Work Will Be Redefined

Continental breakfast and registration: 7:30 AM - 8:00 AM
Program: 8:00 AM - 10:00 AM
Location: Willis Towers Watson, 233 S. Wacker Drive, Suite 1800, Chicago, IL 60606

Ravin Jesuthasan, Managing Director, Willis Towers Watson’s Talent Management Practice

Today, executives have to cut through a lot of hype around automation. Leaders need a clear way to think about how technologies like AI and robotics will specifically affect their organizations. The right question isn’t which jobs are going to be replaced, but rather, what work will be redefined, and how? The challenges of the future require a framework that integrates automation, work and organizations that is freed from typical assumptions about how work gets done.

AI will significantly disrupt and potentially empower the global workforce. It won’t happen all at once or in every job, but it will happen, and leaders will need a work automation strategy that transforms their business models and rests on a more nuanced understanding of work. Recognizing how automation can transform the performance and value equation provides a significant competitive advantage. Successful leaders will translate the evolving pivot points in their business models into specific implications for work, looking beyond jobs, and understand the transformative role AI can play in redefining the performance curve for the work of the future.

During the session, hear the latest research, best-practice company experiences, and emerging future trends affecting the future of work. Hear about the different types of automation and the specific types of work they can affect.  Learn how companies should rethink the value of a job, in terms of increased performance through automation. What skillsets should companies invest in? Which work should remain within the company, and what should be accessed via the new ecosystem of work that includes talent platforms and AI vendors?

Learning Objectives: 

  • Understand the value of different work automation opportunities.
  • Learn how to manage the decoupling of work from the organization.
  • Understand how to re-envision the organization.

Sponsored by:


May 16, 2018: Global Talent Trends: Reimagine the Workforce

Continental breakfast and registration: 8:00 AM - 8:30 AM
Program: 8:30 AM - 10:30 AM
Location: Seyfarth Shaw LLP, 233 S. Wacker Drive, Suite 8000, Chicago, IL 60606


Dan Lezotte, PhD, Principal, Workforce Strategy and Analytics, Mercer, and Dan Rubin, Partner and Central Market Career Business Leader/North America Talent Management Practice Leader, Mercer

The world of work has been experiencing seismic shifts in the composition of the workforce, the skills that drive business performance, and the talent pools that will likely fuel future growth. These shifts require looking at talent development with a new lens — re-examining how we think about the nature of work, the concept of employment, and what it takes to build a thriving workforce.  In this era of the individual, employees have more options about where, when, and how they work than ever before. They are demanding a new value proposition that provides greater career support, combined with new flexibility in managing their work and building their skills. Are employers up to the challenge?

To address this question, Mercer conducted a global research study in early 2017 to gather the views of both employers and employees on what drives today’s workforce and how organizations are responding.

Learning Objectives:

  • Understand current trends and perspectives related to the biggest disrupters on the horizon, what executives are planning in the next few years, how HR thinks jobs will change, which skills are most in-demand and how best to develop them, and what employees want more/less of in the workplace.
  • Understand what some organizations are doing to address these challenges.
  • Gain insights on how they can influence change and address these challenges in their organizations.

Sponsored by: 


 

Each program is pending for approval for 2 credit hours towards PHR/SPHR/SPHR recertification through the HR Certification Institute (HRCI) as well as 2 professional development credits (PDC's) toward SHRM-CP and SHRM-SCP certification.