Technology can ignite the match to spark business and cultural transformation within an organization. As we lean forward into 2021, companies everywhere are evaluating how effective their HR technology platforms are in the modern day distributed workforce.

HR technology should be designed with the end user in mind. Implementing large scale organizational change should start with understanding how your organization can obtain maximum value from technology.

Join Christina A. Gasperino, Vice President of Human Resources, Florida’s Natural Growers, for an in depth look at the formula that sets your organization’s transformation efforts up for success.

Attend this session to learn:

• The value of effective technology solutions on process optimization
• How technology can play a major role in workplace well-being in a distributed workforce
• Why it is important to view HR technology from an employee experience perspective

Many organizations have shifted their focus to promote a diverse and inclusive workplace, but it’s not enough just to provide a blanket statement about your approach to hiring diverse talent — you actually need to do something about it.

Join leaders in the talent acquisition space to learn how you can reimagine your recruitment strategies to cultivate a more diverse & inclusive workforce.

Attend this session to learn:

• Why talent acquisition leaders need to be engaged and trained in diversity & inclusion
• How to leverage data driven insights to find new talent and improve diversity outreach
• How to measure your efforts to be sure you are attracting the right talent, and measure how far they make it in the process

The spotlight shines bright on HR leaders to nurture an employees’ experience, but it’s vital that HR teams collaborate closely with IT and Internal Communications teams to build an employee experience practice that meets needs.

In this discussion, join Facebook executives to learn how exactly to partner with the right cross functional teams to  build a strong EX practice.

Attend this session to learn:

• Effective communication strategies to strengthen alignment across multiple lines of business
• Why HR leaders need to be less reactive and more proactive in their communication with employees
• The practice of upskilling teams to evolve with rapidly advancing HR technology

One of the biggest impediments to change is the inability or unwillingness for companies and teams to self-reflect on their current culture and operating models.

In this executive breakout session, attendees will be challenged to identify their archetype, and they will learn the modern best practices of resilient leaders.

What You’ll Learn:

• What it means to be a resilient organization, and how to build resiliency in a hybrid work environment
• How to self-identify your team and company archetype
• The three actions that participants can immediately invest in to develop a more resilient organization

This is an INVITATION-ONLY session on ‘HR Resilience in 2021‘. Brought to you by Workplace From Facebook.

To be added to the waitlist for the session, please email  TCosca@argyleforum.com

With our heightened awareness of the need for systemic change, ensuring that every employee has equal access to corporate learning, promotions, and growth opportunities is incumbent upon all companies. If done well, HR leaders can develop a perpetual skills advantage.

In this discussion, David Blake, Co-Founder & CEO of Learn In, will walk us through his experience leading companies, building an upskilling education company, and his vision for the future of work for all. David will reflect on why we need to go beyond upskilling to execute real change via a talent infrastructure that not only removes blockers, but also builds talent inclusively.

Attend this session to learn:

• The state of upskilling: where we are today with upskilling in the context of DE&I and why the urgency has increased
• Evaluate your talent infrastructure: learn about specific blockers such as time, finance, and accountability to building talent inclusively
• How to make change happen: uncover essential factors for institutional change and a checklist of ideas to immediately implement inside your organization

In the pre-Covid era, identifying top performers was a lot simpler. In a displaced and distributed workforce, key performance indicators  may not be as apparent as they once were.

Enter performance analytics. Although employee dashboards and benchmarking capabilities have been around for some time, it is now more important than ever to analyze employee performance to set your workforce up for success.

Attend this session to learn:

• How performance analytics can help leaders gain real-time visibility of KPIs
• The benefits of leveraging data-driven insights to identify areas for improvement from the employee to the manager level
• How to use performative analytics in succession planning and change management

In 2020, thousands of people lost their jobs due to the impact of Covid-19. A brighter economic future is expected in 2021, which will hopefully help businesses recover lost talent.

Some industries are expected to see a ‘V-Shaped’ revenue recovery. Hospitality is predicted to be one of those industries. Currently, hospitality companies are operating on a skeleton staff, so the need for talent in the latter half of 2021 will be great.

However, many hospitality employees shifted to careers in other industries, so trying to rehire lost talent may be challenging. How can HR leaders strategize to reengage the lost workforce, and rebuild employee’s trust?

Join Laura Lee, Chief Human Resources Officer at MGM International Resorts, for an eye-opening and honest conversation about reengaging talent in 2021 and beyond.

Attend this session to learn:

• Why we need to reimagine hiring strategies to recover lost talent
• What the new normal may look like for the hospitality industry
• How to engage the next generation of the American workforce to continuously develop new talent

Research shows that a positive employee-to-manager relationship directly correlates with employee performance, wellbeing, and retention. As if this was not already a challenging feat, the prolonged virtual workplace has made a positive relationship even more difficult to cultivate.

It is challenging to find the balance between little-to-no employee connection and micromanaging in a virtual setting. How can managers develop a stronger relationship with their employees while adhering to company values?

Attend this session to learn:

• Strategies to emphasize communication with individual employees. What medium of communication is most effective?
• Why a mentor mindset may be more impactful than a manager mindset
• How to build a framework to keep company values alive and employee morale strong