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1. Experiences with different HRIT technologies / cloud applications, user interfaces, and use of Artificial Intelligence (27 June)
2. Remuneration benchmarking: Current approaches, experiences, challenges and potential future strategies (24 October)
3. Paradox of individualized vs standardized Total Rewards
4. Targeted compensation approaches (Fix pay vs Base Salary + Bonus vs more complex comp. structures / offer packages)
5. Administration and risk management of Long-Term Employee Benefits (Pension Plans, Health/Medical Plans, …)
6. Weighing internal pay equity and critical talent attraction & retention needs
7. Strategic direction of HR (e.g., client-focused, business-driven, …)
8. How to adapt employee offer to diverging expectations (workforce segments, Gen-Y/Z/A, …)
9. How to link reward & recognition to more continuous performance management
10. Future and importance of performance management (and pay differentiation) in times of talent scarcity
11. Forward- rather than backward looking talent management (incl. succession planning and link to / differentiation of pay)
12. Benefits strategy (global vs local) and implications
13. “People” definition, procurement and lifecycle management
14. HR effectiveness surveys / feedback – agility vs continuity, follow-up & ownership, change management
15. Social media utilization to win in war for talent, use of brand ambassadors / influencers /… within HR
16. Compliant tracking of working hours while maintaining flexibility & agility