«Designing the Organizational Groove»

Lessons in Employer Branding and Organizational Development from Jazz

Employer branding has a formative influence on the development of organizational culture. In order to measure it, Dr. Daniel C. Schmid, HWZ, and Dr. Peter A. Gloor, MIT, are breaking new ground. Their goal is to take the next steps towards a theory of «Organizational Flow» in order to measure intrinsic «Organizational Groove» with sociometric badges and other devices that measure human emotions such as the new «Happimeter Technology». Thus, we get the perfect quantitative conditions to start measuring the growth of a company. In other words: «Organizational Flow» is where the groove of an organization starts becoming effective!

Daniel C. Schmid, PhD, Head of Academy

HWZ University of Applied Sciences in Business Administration Zurich  

Creating Employer Brand experiences for Talent Acquisition

“SWISS’ large need for new talents in the recent past, especially in terms of flying staff, has called for creative new ways of Recruiting and performing Employer Marketing. While the “Cabin Crew Casting” concept has proven to be highly successful for recruiting, corresponding marketing measures were required. Get an insight into how SWISS managed to create unique Employer Brand experiences for our target groups, as a result of HR and various further departments collaborating in an exemplary way.”  

Alana Gahler, Senior Manager for Employer Marketing

Swiss International Air Lines  

Future of Work – Opportunities to thrive in HR

The world of work is undergoing radical change. Fixed office hours, fixed workplaces and constant processes are increasingly moving into the background. Information workers and digital natives are striving to work how, where and when they want. In the "war" for high potentials, companies must reposition themselves and create attractive working conditions.

Andreas Rudolph / Managing Director Switzerland

Lee Hecht Harrison

“From the ugly Duckling to the beautiful Swan” 

How Oracle evolved from being considered a “hire and fire culture” - to become a preferred address for tot talents to start or progress their careers. 

Hans-Peter Kipfer

Vice President Technology Sales Alps Cluster & Country Leader Oracle Switzerland

„From Headacount to Free Agent – The future of Talent“ 

The way we will work in future will be drastically different to today. Technological, societal, demographical and other changes require us to rethink who works, how we work and where and when we work. The days that companies „own“ there own talents are numbered. Lending, renting and sharing talents will be the norm. We need to redefine what and who is a talent of the future.

Sarah Kane, Partner, People and Organisation

PwC Switzerland

Optimizing Retail recruitment experience with AI

As a global retail company, we will receive approximately 150,000 applications only for Sales consultants positions. Within all applications received, a high percentage will be rejected and our we aim to bring a great recruitment experience to every single applicant.

During this presentation, you will hear about:   

• Why should we treat our candidates like our customers?
• How to select the right Talent and not the first already at the screening phase by reducing bias?
• AI in Retail recruitment – Piloting a Game-based assessment 

 Sarah Benseghir, Head of Global Talent Acquisition, SWAROVSKI

New Recruiting: How HR can contribute to business success in the age of digitalisation 

During his presentation Yves Schneuwly, will cover the latest developments in the fields of digitization, technology and society and show how these developments can be assessed and used for successful recruiting. From the perspective of the largest German-speaking network, efficiency in recruitment is also addressed. In addition, he will devote himself to ‘time-to-hire’, an increasingly important key performance indicator in the recruitment process. The audience will learn how time-to-hire can be reduced and how HR can significantly contribute to the company's overall success.

Yves Schneuwly, Managing Director XING Schweiz

 Swiss workforce & the relevance of lifelong learning 

Switzerland’s labour market is in very good shape, with low unemployment, high salaries and a skilled labour force. However, major challenges lie just over the horizon. The trend represented by digitalisation will increasingly force employees to develop new and different skills. Meanwhile, against a backdrop of demographic change and the ageing of society, companies will need to make better use of so far unexploited pools of labour.

This study focuses less on the outlook for companies and more on what lies ahead for employees. The aim is to analyse their needs, attitudes and motivations and identify approaches to the challenging labour market trends that lie ahead. The study is based on the findings of a survey of 15,000 people across ten European countries, including 1,000 respondents in Switzerland. All participants were aged 25 or over and were either in employment or seeking work.

 The study makes five specific recommendations for action to tackle the challenges identified. Most of these recommendations are addressed by companies but also merit consideration by the government and individual employees

Myriam Denk, Partner, Human Capital and Future of Work lead, Deloitte

Caroline Vetter, Future of Work, Deloitte 

„Digitalization is jeopardizing our business | Leading the transformation“

The progress of technological development has a tremendous impact on our business models, operations and people within Human Resources. Therefore, we must think about our own purpose and reinvent our organization. This transformation will bring together a lot of organizational and functional initiatives to create a positive employee experience. Let´s drive the transformation!

Christian Kabusch, HR Business Partner / Head of Digitalization and Transformation

Siemens Aktiengesellschaft Österreich

Employer Branding 4.0 – The digital agenda for employer attractiveness

Digitization is forcing companies to change their strategy, business model, organization, processes and corporate culture to remain competitive. The implementation of digital technologies opens up new options for designing work content, the process and the organization of work and collaboration in the company. The digital transformation thus has a direct influence on the working environment and the employees in it. “New Work” includes new working tasks and professions, agile working methods, new collaboration techniques and new leadership styles. This organizational and cultural change has an impact on employer values and the design of the employer brand. This key note will cover the points that should not be missing on a digital agenda of employer branding.

Dr. Michael Ruf, Professor for International HR-Management, University Heilbronn 

Digitalizing HR – Global insights and tips on creating consumer-grade experiences for employees around the world

HR is shaping the future of work, but it’s not an easy job. New generations demand new and unique employee experiences as well as access to information 24/7. Today’s “always on” culture leads to new challenges for companies.

Tomorrow’s workplaces therefore need to become more personal, intuitive and consumer-grade. Portals and app based technology must give organizations the opportunity to segment their communication based on data held on the employees and tailor it based on several factors, giving employees a better employee experience – which in turn will benefit the organization, making it a full circle.

So how exactly does the future of HR look like and how can companies create digital and personalized experiences for their employees around the world?

Chris Wakely, Executive Vice President at Benify

Building a tech employer brand.   

OTTO has changed considerably into a tech and data driven company. So how does OTTO sharpen the employer brand for developers and reaches the tech community?

HR Marketing today focuses on digital marketing, tech content both online and in live communication. Ildiko will speak about OTTO’s recruiting strategies, campaigns and analytic tools.

Ildiko Peter, Senior Manager HR Marketing, OTTO 

From Customer-Centricity to Employee-Centricity: Next Generation Employee Engagement on the rise, boosting Productivity and Performance.  

Employee Engagement is on the rise. Defined as the emotional commitment of an employee towards the company and its goals, Employee Engagement is becoming part of each modern HR department. Empirical data shows how Employee Engagement has sustainable impact on productivity, fluctuation rates, happiness and well-being, team identification and integration, and profitability of a company. Hence, Companies are shifting from being Customer Centric to being Employee Centric – with success?

Marco Meister, Co-Founder & Managing Partner, Volunty 

Talent Acquisition 4 Digital Start-Ups – Creating an employer brand with limited resources

How to recruit and build a team for a new founded startup, that nobody ever heard of? Is it different business than doing Talent Acquisition for an established and well-known major?  Edda will talk about the normal madness of her daily business, the ups and downs in startup-recruiting and what both sides can learn from each other.

Edda Rettinger, Head of People Attraction Digital Business

Swisscom AG

"Well-being - a new talent imperativ"

Organizations are facing transformation at an unmatched level of speed and impact while life expectancy and retirement age of employees are increasing. As a result, individuals can feel overwhelmed by the speed and threatened by technology that might impact their job  - potentially causing more uncertainty but also offering new opportunities for growth and development. In such a workplace a holistic view to well-being of employees with elements that support employee health & well-being and also increases performance should be a key pillar in the talent strategy. In reality many organizations fall short as they spend money on “health” but do not deliver what employees need and value.

Enrico A. Palumbo, HR Director and Member of the Management Board of SAP Switzerland