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SPEAKERS

SAMPLE OF KEYNOTE SPEAKERS AND THEIR CASE STUDIES

Sabine
GORI

VP, Head eCollaboration and L&D Intranet

CASE STUDY / DAY 1

Our Journey to Introduce Adaptive Learning in a Global Firm

Providing relevant and personalised learning and performance support experiences to a global organisation can be challenging. Investing and choosing the right AI platforms and taking L&D onboard is even more difficult. In this session, Sabine will share the Credit Suisse’s experience and journey on important platform decisions.

CASE STUDY / DAY 1

SAP S/4HANA Transition: How to Set-Up Change Management?

The specialty chemicals company Evonik plans the transition of all SAP-based business processes from r/3 technology to the new SAP S/4 HANA technology. Over 18,000 employees in accounting, procurement, sales, warehouse, logistics and production work with SAP. As a central part of this program, a change management office was implemented to create awareness of the change, prepare the end users and reduce risks of go-live.

  • SAP S/4HANA Transition
  • Change management
  • Change architecture (change initiation, change management office, change network, change campaigns)

Vali Maria
BLUMA

HR Director

This year Summit will host speakers from the world’s leading companies.
See sample of key note speakers.

Christophe
VANDEN EEDE

VP Talent Acquisition & Development

Alberto
PLATZ

VP Global Talent Acquisition & Engagement

Vali Maria
BLUMA

HR Director

Sabine
GORI

VP, Head eCollaboration and L&D Intranet

Gorana
SANDRIC

Head of Talent Management

Siri
WIKANDER

Director of People Growth

CASE STUDY / DAY 2

Scandic Hotels - The Empowering Journey

Scandic Hotels have launched a new social learning platform in order to meet the changing needs of employees. Fuse, where all the 18,000 employees can meet, learn and share on a daily basis, has enabled strong internal networking and a strong feedback culture. Join Siri to discover how there is an incredible positive potential and a tremendous force, when people come together to share best practices, finding ‘job hacks’ and simply sharing inspiring stories and tips with each other.

  • Learning in the modern world
  • Learning & Development at Scandic
  • How to create engagement on a social platform
  • Inspiration, communication, learning – what is the difference?
  • Examples, results and learning

Siri
WIKANDER

Director of People Growth

Alberto
PLATZ

VP Global Talent Acquisition & Engagement

CASE STUDY / DAY 2

Gamify Your Recruitment to Engage Candidates and Attract the Best Talent to Your Organisation

As a global retail company, with more than 2’500 own run shops, in 2019 we plan to hire approx. 4’000 sales consultants globally from approximately 150’000 applications. Most applicants will be declined. This means that 97% of potential consumers of our brand will receive a negative message. How can we make sure that although they might be frustrated, they still have an acceptable experience that allows them to continue liking our brand and how to make sure that we screen from those 150’000 applicants the best for our company and not the first ones, are questions that keep us busy at Swarovski nowadays.

  • In mass recruitment, how can we make sure we screen the best candidate and not the first
  • Hiring managers claim that they spend too much time in recruitment
  • Candidates feel they are not treated objectively and have a bad experience
  • We need to reduce the time to hire
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