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SHOWCASING NEW TRENDS IN PEOPLE MANAGEMENT
One of the very interesting aspects of the 44th Annual Conference is that participants will be able to customize their learning from the conference.
In Track 2 of our Concurrent Sessions, we have prepared an array of relevant topics for our more experienced HR practitioners to choose from. This track will feature sessions like “Winning the War for Talent”, “Trends in Succession Planning”, “New Trends in Work Life Balance” and “Knowledge Management”. These sessions intend to shed light on the various challenges our HR and Line Managers face today and highlight new tools for their HR practice toolkits.
Auggie Cadua, Personnel Manager for GMA Network, Inc. shares that the first topic is very apt for recruitment people like him. “One of the challenges I face as an HR supervisor is on areas of recruitment. There seem to be a lack of qualified candidates for even the very common of positions. Their skills and competencies usually do not match the need of the industries, and competition to hire the best is becoming more and more difficult. The session ‘Winning the War for Talent’ should give new strategies in sourcing for the best people.”
Robert Dan Roces, Department Head of the PMAP Center for Research and Publications states the need for teaching not only the new trends in succession planning but also succession planning strategies in the event of having position with high turnover rates. He further stresses the need to show newer techniques in knowledge management such as managing the so-called “creative class” (i.e. web designers, animators, etc.) that we are losing to migration.
For Nikki Dy-Liacco, Team Leader for SGV-Development Dimensions International, today’s HR practitioners should focus on alignment and execution. She says “We need to align all of our work to our organization’s business challenges. We also need to focus on the “how to” and sustainability of our plans. In everything that we do, let us ask ourselves: How will this HR program of initiative help achieve our business goals? How will this HR initiative become part of the company’s culture and people’s day to day behavior?”
This update highlights the second of six tracks which the Program Committee of the 44th PMAP Annual Conference has prepared for the delegates. As mentioned in our earlier column, we are laying out 6 learning tracks to customize learning to match the expectations of PMAP’s various “customers”. These tracks are as follow:
Track #1: Foundations for new HR practitioners
Track #2: New HRM Trends for more experienced HR supervisors and managers
Track #3: People Practices for line managers
Track #4: Instititutional Tools on People Management for senior line managers
Track #5: Nation-Building Approaches
Track #6: People Management Tools for line managers
From Learning Track #2, participants like Auggie, Dan and Nikki will be given a venue where they can discuss their issues and help find the solutions to their problem. By custom-tailoring our learning sessions to the needs of our participants, the 44th Annual Conference hopes to better address the various concerns of today’s people managers, and in the process, advance PMAP’s advocacy of progressing best practices in people management in the country.
Ric Abadesco, FPM
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