11:45 - 12:15 Hall Beethoven 1

Presentation focus
∙ If candidates spoke, what would they tell you about your rec process?
∙ Why we chose to collect data from candidates?
∙ How we did it?
∙ What we learned from it (that you could find useful)?
∙ What we improved as a result?
∙ Next steps?
∙ If candidates spoke, what would they tell you about your rec process?

Overview
Conference attendees will be introduced to a particular case study that explores reverse engineering of Infobip's recruitment process through a simple candidate feedback mechanism. HR audience will get plenty of advice on how to setup such feedback loop and utilize the data to audit and improve their own processes.

Key take-aways:
1. Start collecting data from the people you interview.
2. Make clear distinctions between actionable and vanity metrics and remove the latter ones.
3. Embrace the scientific method to better your business output.

Speaker: Luka Babic · Global Head of People Operatipns · Infobip

12:15 - 12:45 Hall Beethoven 1

Presentation focus
∙ HR profession is evolving with technology
∙ Average age of HR is 43 years & increasing
∙ Learn statistical concepts without an economics background
∙ Learn to embrace HR analytics
∙ Make a strategic and quantifiable impact on your organization

Overview
The HR profession continues to experience profound changes based on new technology. That provides an extraordinary opportunity for growth and ability to positively impact your business objectives. However, many HR professionals are uncomfortable with the possibilities that come from workforce analytics. Join this interactive session to discuss this troubling phenomenon and look at ways to shrink the knowledge gap and fear factor that prevents many HR practitioners from leveraging HR analytics. We will explore:

• Logical thinking with HR, not ‘gut’ feel
• Barriers to accepting and utilizing analytics
• Options to increase comfort level with analytics
• Experiences with LinkedIn groups that demonstrate unease with analytics

Key take-aways:
1. Quality & availability of workforce analytics have greatly improved
2. There is an increasing emphasis on utilizing predictive analytics in labor management
3. HR professionals do not need to be data scientists to leverage analytics

Speaker: Pamela Harding CEO · Metzano · LinkedHR

12:45 - 13:15 Hall Beethoven 1

Presentation focus
∙ Since performance management in IT industry is hard to implement, what can we do about it?
∙ What challenges regarding performance management we have in our company and what approaches we use to deal with them?
∙ What are our plans for the future?
∙ Data Science and HR – our experience

Overview
Performance management is probably one of the HR’s biggest headaches. It is extremely hard to implement performance evaluation system, especially in IT companies – some kind of paradox, isn’t it? How could People Analytics help us to cope with that? This presentation will offer a range of perspectives on this topic. In addition, we will present some cases and experience from our company.

Key take-aways:
1. How we migrate from Business Analytics to People Analytics?
2. Challenges of performance management in IT industry.
3. Can (big) data help us to predict employee performance?

Speaker: Ninoslav Cerkez · Executive Director HR & Education · IN2 Grupa

13:15 - 14:30 Seated buffet lunch

A great opportunity to engage in a casual chat with speakers and your fellow delegates. Lunch will be served at the main hotel restaurant, providing a variety of specialties ranging from traditional Croatian food to best international cuisine.

Location Restaurant Argante @ the Convention floor of Hotel Antunovic

14:30 - 15:00 Hall Beethoven 1

Presentation focus
· How to identify gaps in employee data protection practices
· How to put in place GDPR compliant data protection policies
· How to conduct staff training and prepare for audits of processing activities
· How to implement measures under the HR scope that meet the requirements of data protection by design
· How to conduct reporting for data breaches should they happen

Overview
Upcoming EU data protection regulation aims to finally put in order massive misuse of personal data. What it brings is putting people in control over their personal data. To achieve it, European parliament and the Council of the European Union created GDPR (General Data Protection Regulation) which caused huge interest on a global scale. “Jurisdiction” has been extended outside EU borders. It comes with number of straightforward requirements such as “right to be forgotten” and several concrete requirements aimed to ensure adequate level of personal data quality and security. All organizations having EU citizens’ personal data must comply, no matter where they are located. Bigger than ever enforcement power is enabled through ability to impose penalties up to 20 million euros or 4% of the global revenue, whichever is bigger! Huge penalties provide high level of confidence that, for the first time, EU privacy regulation will be taken seriously. This presentation will propose the best approach the HR managers should take in supporting GDPR implementation projects and collaborating with other key stakeholders in their organization to enable adequate fulfillment of compliance requirements.

Key take-aways:
1. Recognize gaps in current HR practices and GDPR requirements
2. Understand how to put in place GDPR compliant HR processes and policies
3. Understand regulatory requirements for data breach notifications and privacy by design integration within HR scope

Speaker: Biljana Cerin · Founder & CEO · Ostendo Consulting Group

15:00 - 15:30 Hall Beethoven 1

Presentation focus
· M&A success rate
· Need for retaining key employees in M&A process
· What tools to use in detecting key employees in post-merger integration
· How people analytics can help in retention model in post-merger integration

Overview
Introduction: success of M&A in general and why 4 of top 5 reason of failure are HR related Development of M&As in 3 phases: before crisis, during crisis and after crisis Industry 4.0 brought the need for acquiring competences which for the companies that acquired meant that they need to integrate and maintain specific skills - change of both companies Focus must be on retaining specific new skills which means developing tools and ways to detect critical employees At the same time critical, besides employees in acquired company, one should focus on retaining key employees in original company

Key take-aways:
1. Companies in M&A process must focus on retaining key employees, rather than just taking over and melting in the new organization
2. Creating risk maps and detecting critical skills can help in detecting employees who need special retention focus
3. Successful organizational merger is a process that needs to be well planned and aligned from top of the organization

Speaker: Marina Moric · Head of HR Compensation & Benefits Strategy · VIPNet

15:30 - 16:00 Hall Beethoven 1

Presentation focus
∙ Workforce Planning and its connection to Business strategy
∙ Drivers of workforce planning (internal – organizational strategy, business requirements; external – customers, market, regulators, potential employees, demographic trends…)
∙ Where and how to start with workforce planning (Business strategy, relevant data analysis, plan objectives and action planning)
∙ WF planning links to other HR processes, such as Resourcing and Talent planning, Learning and Talent development, Organization design and development, Employee Engagement

Conclusion - WF planning is a very powerful tool, which supports the execution of the business strategy and thus positions HR as a strategic partner. Still, WF is one tool only and needs to be complemented by many other activities governed by HR, such as driving innovation in HR processes, fostering collaboration, org. design and culture, leadership and values, etc.

Overview
The presentation will assist HR professionals and generalists who may have analytical capabilities of varying quality in their businesses to kick off and use WF planning as a powerful tool in supporting business to achieve its strategy. Supported with examples from real businesses, we will show how good WF planning is as much about qualitative as it is about quantitative data, i.e. about understanding what the numbers and analytics are telling us and shaping our activities based on those discussions. Also, the presentation will talk about what kind of data are fed into WF planning to kick off the process. The benefits of the WF planning are clearly defined action plans for HR and the business in the area of sourcing, talent management, org design, learning and development and employee engagement. A beneficial WF planning side-effect is a very collaborative and focused strategic business planning discussion that positions HR to the right seat at the table.

Key take-aways:
1. WF planning is one of the key HR tools to identify future capabilities' needs in businesses
2. Very useful in directing strategic planning discussions from quantitative to also qualitative aspects (from headcount and cost to capabilities)
3. Positions HR as an equal partner shaping the strategy of the business together with other business stakeholders

Speaker: Djurdjica Preocanin Korica · Independent HR Consultant for ManpowerGroup

16:00 - 16:30 In front of the Main Conference Hall Beethoven

The coffee-break makes for a great occasion to mingle around some 300 delegates, share instant feedback about presentations you enjoyed the most, engage in casual chat and naturally visit the sponsors exhibition area.

Location: Main networking area in front of the Conference Hall Beethoven

16:30 - 18:00 Conference continues in separate rooms

Please click on Afternoon Plenary Session Tab at the top of the schedule menu to continue browsing the conference program.

Location Main Conference Hall Beethoven

11:45 - 12:15 Hall Beethoven 2

Presentation focus
· Identify business need (and grab opportunity) to implement people analytics
· Do we have what’s necessary to have? - Clean data and sharp competencies!
· Blood, toil, tears, and sweat or cutting-edge technology?
· Don’t worry! Human knowledge and common sense still has final word!
· Let’s check! Could we really predict the future?

11:45 - 12:15 Hall Beethoven 2

Overview
The main goal of presentation is to share our experience in implementation of predictive people analytics based on cognitive technology in one of the leading regional food companies. From business case, promote the idea to management how to approach to this case in the new innovative way, building up competencies, project’s ups and downs, to predictive model development and reviving findings in specific actions. Our pilot case goal was to develop reliable attrition predictive model and based on identified predictors assume attrition risk per each employee. Furthermore, based on model insights actively intervene, reduce turnover risk and retain key company’s employees.

Key take-aways:
1. Close collaboration between IT & HR is key factor of successful people analytics implementation
2. Maybe it’s boring to collect and organize data, but it’s crucial
3. It’s nice to have model, but move from insight to action is what gives added value

Speaker: Maja Vekic Vedrina · Head of DWH/BI · Atlantic Grupa

Speaker: Goran Feric · Corporate Performance Management & Rewarding Projects Senior Project Manager · Atlantic Grupa

12:15 - 12:45 Hall Beethoven 2

Presentation focus
· Automation of human resources data report
· Using IT solutions for predictive analytics
· Supporting business decision making by valid HR predictive data
· Integration of HR analytics with Company Strategy

Overview


Key take-aways:
1. Gaining insight in HT HR Analytics transformation over the time
2. Get information about HT practice and HR Analytics maturity level in relation to Deloitte analytics maturity model
3. Practices on how to face HR Analytics usage in everyday business practice

Speaker: Vjekoslav Golubovic · HR Planning & Total Workforce Management Director · Croatian Telecom

12:45 - 13:15 Hall Beethoven 2

Presentation focus
· Automation of human resources data report
· Using IT solutions for predictive analytics
· Supporting business decision making by valid HR predictive data
· Integration of HR analytics with Company Strategy

Overview
The aim of the presentation is to share HT experiences in Human Resources data reporting and how these practices are connected with business strategy execution. Transformation of the Human Resources analytics in HT will be elaborated using Deloitte’s people analytics maturity model, emphasizing current status progress and desired stage of people analytics development. We will provide a short overview of the challenges HR is facing related to the analytics competencies and tools used but as well issues related to business demands and how to support strategic decision making. Finally we will show the case of using 360o feedback results and sociometry to discriminate performance and leadership competence levels of managers as example of applied people analytics practices in HT.

Key take-aways:
1. Gaining insight in HT HR Analytics transformation over the time
2. Get information about HT practice and HR Analytics maturity level in relation to Deloitte analytics maturity model
3. Practices on how to face HR Analytics usage in everyday business practice

Speaker: Aco Momcilovic · CHRO · Rimac Automobili

13:15 - 14:30 Seated buffet lunch

A great opportunity to engage in a casual chat with speakers and your fellow delegates. Lunch will be served at the main hotel restaurant, providing a variety of specialties ranging from traditional Croatian food to best international cuisine.

Location Restaurant Argante @ the Convention floor of Hotel Antunovic

14:30 - 15:00 Hall Beethoven 2

Presentation focus
· Using analytics to locate the causes of workforce performance challenges
· Techniques for gaining senior stakeholder support in people analytics projects
· Collecting workforce data

Overview
While small scale people analytics can offer reasonable returns on investment, properly executed large scale projects can offer massive benefits. This presentation will share the people analytics techniques used to successfully improve sales performance by 15% - 30% at a well-known global brand, including example of its operations in Croatia.

Key take-aways:
1. Using analytics outputs to modify talent management processes
2. Employee profiling: The most effective approaches
3. How to develop a business case for the project

Speaker: Prof. Max Blumberg, PhD · Professor · Leeds University Business School

15:00 - 15:30 Hall Beethoven 2

Presentation focus
Presentation brings research results on sales performance predictability. Research is based on analysis of several employee factors like age, sex, hours of training, culture fit, psychometric assessment, digital skills, etc. We analyzed how these factors explain and drive sales performance and how to predict future hires based on the Hiring equation. Applicable to every other job role, but we choose sales as it has measurable output. ·

Overview
Presentation will highlight main results we achieved in our sales research project based on different industries. Then the Hiring equation will be presented as it is a derivation of the research data and the model of data analysis will be explained. In the end we will show how we prepared the data model and what kind of analysis was done in order to have simple how-to guide for participants which might be willing to try similar project on their own.

Key take-aways:
1. Research results presented - some of the biggest Croatian companies participated in this research.
2. Optimize hiring in sales with understanding what employee characteristics lead to better sales results.
3. How-to guide to do your own hiring analytics project.

Speaker: Vladimir Benic · Founder & CEO · Careerathand

15:30 - 16:00 Hall Beethoven 2

Presentation focus
· The importance of organization design and its elements
· How do managers distort corporate “space-time”
· HR's role in business development and enhancement of organization's performance
· The objectives and the priorities of organizational audit
· The structure and the process of organizational audit

Overview
There are two key questions for every HR professional. The first is how much of a role of a strategic partner you currently hold and how much leadership you provide in strategy execution and business development through human and organizational development activities. The second is how satisfied you are, professionally and personally, with the current state of affairs. The hypothesis of this presentation is that by raising their expertise in the field of organization design, HR professionals will magnify their influence in their organizations and increase their impact in strategy formulation and execution, and, consequently, improve the organizations’ bottom line. Organizational audit is an integral part of the organizational design and is used to analyze alignment between three levels of planning and decision-making: strategic, tactical and operational with three levels of organizations: organizational, process and human. Organizational audit will equip HR professionals with more profound understanding of the dynamic complexity of their organizations, help them identify causes of business issues and consequences of potential actions, as well as train them to apply systems thinking and judgment realizing organizations’ links and loops.

Key take-aways:
1. Organizational audit – Powering the HR role through Organization design
2. HR, in addition to top management, is the only function with competences and incentives to monitor the whole system
3. Organizational audit is the great first step in understanding the complexity and value of the organization design

Speaker: Fran Mikulicic · Organization Design Thought Leader

16:00 - 16:30 In front of the Main Conference Hall Beethoven

The coffee-break makes for a great occasion to mingle around some 300 delegates, share instant feedback about presentations you enjoyed the most, engage in casual chat and naturally visit the sponsors exhibition area.

Location: Main networking area in front of the Conference Hall Beethoven

16:30 - 18:00 Conference continues in separate rooms

Please click on Afternoon Plenary Session Tab at the top of the schedule menu to continue browsing the conference program.

Location Main Conference Hall Beethoven

16:30 - 17:30 Main Conference Hall Beethoven

The Future of Work: Empowering HR for Business Success



Panelists:

Dr. Marielle Sonenberg
Fran Mikulicic · Organization Design Thought Leader
Pamela Harding · CEO · Metzano · LinkedHR
Jonathan Ferrar · Co-author of The Power of The People, international best-seller book
Max Blumberg · HR Analytics Thought-leader · Speaker · University Professor
Luka Babic · Global Head of People Operations · Infobip
Nebojsa Biskup · Country Manager · ManpowerGroup Croatia
Panel Moderator: Sasa Jurkovic · President · HR Centar


Candid & controversial - not "just another" round-table

17:45 - 18:00 Main Conference Hall Beethoven

Sponsors & partners acknowledgements and drawing of valuable prizes (VIP Tickets for selected seminars & workshops)

See you again next year

08:30 - 09:00 In front of the Conference Hall Beethoven

It's advisable to come early, as there are over 100 delegates to be registered. The Masterclass will commence at 09:00 sharp, in order to meet the event schedule.

Location: Main networking area in front of the Conference Hall Beethoven

09:00 - 09:15 Conference Hall Beethoven 2

Fran Mikulicic PhD, MBA is an expert in the areas of Strategy Execution and Organizational and Human Performance. For over 10 years Fran has been guiding and supporting professionals and organizations in succeeding beyond their own expectations. As a Consigliere or as a mentor he assists managers and their organizations in reaching the highest level of organizational and personal success. He combines top-down and bottom-up approaches, understanding that a battle is won in the tranches and that a responsibility for the system lies on the top.

Workshop Leader Fran Mikulicic, PhD, MBA · Founder & CEO of Progressio · Organization Design Thought Leader · Corporate Consigliere

09:00 - 09:15 Conference Hall Beethoven 2

Workshop Focus:
· To illustrate the new possibilities for HR Professionals
· To demonstrate the importance of organization design
· To explain the components of organization design and their interaction
· To instruct how to conduct an organizational audit
· To teach how to think like an organizational designer

Workshop Overview:
Not more than 300 words description / “tell a little story“ about what they will be experiencing "Give me six hours to chop down a tree and I will spend the first four sharpening the axe." In any given organization there is never only one tree and never only one axe. In any given organization there is always a goal to chop down more trees than competitors do. And to do it faster. Work smarter and work harder, not necessarily in that order, becomes an everyday motto. Since a chain is as strong as its weakest link, most of the answers are to be found in comprehension of a whole system. That’s a job for organizational designers.

Imagine a 1 day training for consultants in Organization design. Imagine answering the following why-what-how-what if questions. Imagine doing that through a series of real life business problems very similar to your everyday challenges. The hypothesis of this workshop is that by raising their expertise in the field of organization design, HR professionals will magnify their influence in their organizations and increase their impact in strategy formulation and execution, and, consequently, improve the organizations’ bottom line.

The new buzzword and the actual need of many organizations nowadays is transformation. The road to transformation goes through a field of an organization design. Being able to analyze and understand the alignment between three levels of planning and decision-making: strategic, tactical and operational with three levels of organizations: organizational, process and human becomes a key capability.

This workshop doesn’t give you a sharpened ax. It shows you how to sharpen yours. And then chop those trees the way you choose.

Key take-aways from the workshop:
1. The field of Organizational design has the keys to organizations’ effectiveness and efficiency
2. The effectiveness and efficiency can be achieved by understanding the required alignment of various different elements and their interactions
3. The HR professionals could raise their impact and transform their organizations through mentoring their top and middle management in organization design initiatives

Workshop Leader Fran Mikulicic, PhD, MBA · Founder & CEO of Progressio · Organization Design Thought Leader · Corporate Consigliere

09:00 - 10:30 Conference Hall Beethoven 2

· Theory vs. practice
· The presuppositions of Organization design and their implications
· Mentoring the managers in strategic thinking of an organizational designer

Workshop Leader Fran Mikulicic, PhD, MBA · Founder & CEO of Progressio · Organization Design Thought Leader · Corporate Consigliere

10:30 - 11:00 In front of the Conference Hall Beethoven

The coffee-break makes for a great occasion to network with fellow delegates, share instant feedback about the Masterclass session, engage in casual chat and naturally find future business opportunities.

Location: Main networking area on the convetion floor in front of the Conference Hall Beethoven

11:00 - 12:30 Conference Hall Beethoven 2

· Analyzing 5 key elements of Organization design
· Their interaction in solving real life examples and business challenges
· Understanding causes, links, and loops

Workshop Leader Fran Mikulicic, PhD, MBA · Founder & CEO of Progressio · Organization Design Thought Leader · Corporate Consigliere

12:30 - 13:30 Seated buffet lunch

A great opportunity to engage in a casual chat with the speaker and your fellow delegates. Lunch will be served at the main hotel restaurant, providing a variety of specialties ranging from traditional Croatian food to best international cuisine.

Location Restaurant Argante @ the Convention floor of Hotel Antunovic

13:30 - 15:00 Conference Hall Beethoven 2

· Purpose, objectives, and priorities
· The structure and the process
· Case study f organizational audit

Workshop Leader Fran Mikulicic, PhD, MBA · Founder & CEO of Progressio · Organization Design Thought Leader · Corporate Consigliere

15:00 - 15:30 In front of the Conference Hall Beethoven

The coffee-break makes for a great occasion to network with fellow delegates, share instant feedback about the Masterclass session, engage in casual chat and naturally find future business opportunities.

Location: Main networking area on the convetion floor in front of the Conference Hall Beethoven

15:30 - 17:00 Conference Hall Beethoven 2

· Analyzing the organizational audit findings
· Preparing the managers to answer the questions their CEOs should ask them
· Mentoring the managers in their organization interventions

Workshop Leader Fran Mikulicic, PhD, MBA · Founder & CEO of Progressio · Organization Design Thought Leader · Corporate Consigliere

17:00 Conference Hall Beethoven 2

Closing remarks & delivery of the Certificates of Attendance

See you again next year