Canada Global Business Leader Conference
ALIGNING GLOBAL TALENT STRATEGY WITH THE BUSINESS
MANAGING GLOBALLY MOBILE TALENT for COMPETITIVE GAIN
|to be held at...
| Manulife Centre- Bank of Montreal
55 Bloor St. West, Toronto ON M4W 3N5
3rd floor, Ontario & Quebec Rooms
• REGISTRATION FEES: $99
| highly interactive sessions ensures your take-aways
Memo from the Conference Chairman, Developer & Moderator
Edwin B. Cohen, Editor, GLOBALHRnews.com
CEO, GLOBAL HR BUSINESS
Hello and a warm welcome to our 3rd CANADA CONFERENCE.
I am very honored BMO FINANCIAL GROUP is our strategic partner and advisor for the 2nd time.
GLOBAL HR BUSINESS CONFERENCE provides you with experiencial idea exchanges; you will participate and collaborate across the table ... across the room. You have "access" when you participate actively. In the end you will have met new people, shared ideas, and best of all you will have enjoyed a rapport uncommon at most conferences and trade shows.
Today's underlying theme is GLOBAL TALENT.
To support this concept and bring clear understanding of why we are carrying on, here is an example, a quote from the VP Global Talent for AVON corp ...she keynoted our New York conference on April 11th, saying: "To realise growth opportunities today, you will need to 'play' your best talent in markets which are not likely to be their home market. These people are to be thought-of as your leaders and they will need to develop and implement a set of differentiating global 'integration skills'. This skill-set will be relevant now and into the future...skills and global-mindset attitudes and behaviours are acquired through international assignments.This process comes at an incremental cost and organisations must change their approach to be 'investment' rather than expense."
From the conference events, you will take-away practical info and contacts usable the next day. Come with us, experience the high-energy interaction and idea exchange with other bright people, learn new things. Enjoy and thrive with GLOBAL HR. Thank you for participating...we all win.
CHECK-IN DESK OPENS
have coffee and a lite breakfast...
meet/greet in the sponsor table area
8:45 until 9:10
Delegate Introductions and Dialog
ED COHEN, Leader/Facilitator
9:10 until 9:50
LEVERAGING DEVELOPMENT PROGRAMS
CATALYST for ATTRACTION and RETENTION of TALENT
BMO Financial Group is a leader is training and development.
With a state-of-the-art Corporate University and world-class employee development programs, learn how BMO is turning this capability into a strategic advantage for talent retention.
Using leadership development as a key lever for attraction, retention and catalyst for organizational change,
learn about BMO's story and impact of these actions.
The war for talent continues -
selecting the levers to compete and retain talent is essential.
Learn how BMO is using a strategic approach to talent management.
Vice-President Human Resources, PHR; Personal and Commercial Banking Group
BMO Financial Group
9:50 until 10:20, COFFEE BREAK
10:20 until 11.20
presentation + workshop/audience participation
GLOBAL MOBILITY and TALENT MANAGEMENT MISALIGNMENT
What you need to know and how this is affecting HR professionals at both the business level and within human capital contexts
LORELEI CAROBOLANTE, GPHR, SCRP, SGMS
President and CEO of G2nd Systems®
In today’s globally dispersed—yet virtually connected workplace, it is important to consider the effect of interactions between mobility and talent management, as integral parts of leadership, innovation and organizational growth.
While global mobility cost containment continues to be a priority, 2012 studies indicated that, to achieve specific business objectives,
organizations are actually spending more—rather than less—on international assignments.
Since the focus of talent mobility must consider a dynamically changing global workforce and markets, mobility itself must be aligned with talent management. Yet, according to a 2012 Global Talent Mobility Study published by MOBILITY Magazine, only “51% indicated that decisions about international assignments are made as part of an integrated talent management process.” Moreover, studies from 2008 through 2012 showed misalignment across talent management and global mobility functions, with results indicating that better alignment between business and mobility strategy is needed. Talent management is not adequately addressed in mobility programs. For example, inadequate repatriation policy and processes are a contributing factor to ineffective talent management (and initiatives). Sadly, this misalignment is affecting organizations in ways that are often unrecognized. Yet, HR can address this misalignment by helping to integrate the two functions.
This highly interactive session will help participants:
• Recognize long‐term trends in misalignment of talent management and mobility that are adversely affecting organizational management and effectiveness;
• Identify challenges and discover approaches to ameliorate the misalignment while strengthening leadership skills and organizational effectiveness at the same time;
• Learn about an approach to foster collaboration across HR and mobility teams to ameliorate misalignment of talent management and global mobility;
• Accelerate professional growth by focusing on process knowledge and effective communication to strengthen relationship development and trust.
The learning from this session is designed to be applicable immediately by HR professionals who have responsibility for managing workforce activities outside their home countries or who work in multicultural or multilingual workplace environments (in‐person and virtually).
This session has been submitted for 1.00 General recertification credit hours toward PHR, SPHR and GPHR recertification through
11:25 until 12.10
The GLOBAL TALENT MARKET...
UNDERSTANDING the EMPLOYMENT LAWS and CHALLENGES
• The legal landscape - the 10 critical legal issues corporate human resources should know about recruiting and hiring in the global labor market
• The talent vacuum - innovative ways of sourcing talent for a business start-up on relatively short notice despite legal obstacles
• Virtual talent sourcing and avoiding the legal pitfalls
• Expanding and contracting the workforce - legal flexibility or nightmare?
• The interaction between human resources, internal legal and external legal - figuring out the legal maze and making it work effectively and efficiently
Littler Mendelson, PC
12:40 until 1:25
SANCTIONS for NON-COMPLIANCE.
Dr. DAVID CRAWFORD
1:25 ... BREAK
1:40 until 3:30
leaders + audience discussion
GLOBAL BUSINESS STRATEGY: GLOBAL TALENT
Building Effective Leaders
in the multi-culture, multi-generation, multi-national workforce
Canada Country Human Resources Officer
Christine will discuss Strategic Talent Acquisition.
Vice-President Human Resources, PHR;
BMO Financial Group
The Herrmann Group Limited
Gerlinde will focus on retention...
We all understand the need to identify, attract and recruit talent. Our businesses depend on it. But, surprisingly very few organizations focus as much time and resources on retention. We are often excited about the "shiny talent" external to our organization and often miss what is under our noses. Until someone else see our "shiny talent" and takes it from us. The cost of hiring is high, the cost of retention is lower.
The MI Group
Bob will discuss Employee Mobility and Client Services
FRANK NEWMAN, B.A., CHRP
Principal of Frank Newman Human Resources Leadership Consulting
Frank will discuss, "Weathering the Perfect Storm facing Leadership Development – dealing with the triple challenges of multi-national, multi-cultural, and multi-generational work forces. How organizations can create the right environment for leadership development while increasing employee engagement."
3:30 until 5pm
workshop ...audience participation
ACCELERATING TOP LEADERSHIP TALENT THROUGH "PEER MENTORING"
Probably one of the under-utilized learning methods is peer-to-peer mentoring and coaching… particularly in the area of soft-skills leadership development.
Yet, a peer-based leadership approach can offer benefits far beyond the acquisition of technical skills. For organizations seeking ways to provide sustainable learning that helps leaders build stronger self-insight, higher resilience and a new mindset towards leadership, peer-based learning approaches – when implemented well – can yield lifelong results.
In this interactive session, you’ll have the opportunity to hear from individuals who have implemented successful peer-based leadership programs as well as from participants who will share how these approaches have impacted their leadership growth.
• Learn the key hallmarks for a successful peer-to-peer based leadership program
• Hear from a panel of program participants how the peer-based approach compares to traditional leadership experiences
• Walk out with concrete steps to create your own peer-based leadership program
Thought-Leaders will include
Director of Marketing –Portfolio Occasions
PepsiCo Foods Canada
Director of Organizational Development
PepsiCo Foods Canada
Founder and President
The Executive Roundtable
...come enjoy the views and thrive in the rapport
|For more information, contact Ed Cohen: