Tuesday 11 November |
| 0930 - 1000 hours |
Registration |
1000 - 1100 hours |
Session 1: Finding, attracting and developing new sources of talent |
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This session will examine the pipeline of talent: how and where companies can collaborate to improve the flow of young people into industry. The inter-company ‘Talent Council’, formed under the SPE sponsorship last year, will update us on initiatives to stimulate talent sources in areas of shortage. We’ll also examine data from the latest Schlumberger industry manpower survey and discuss how other industries are coping with skill shortage. |
| 1100 - 1115 hours |
Coffee Break and Posters |
| 1115 - 1230 hours |
Session 1 Continued |
| 1230 - 1330 hours |
Lunch |
| 1330 - 1445 hours |
Session 1 Continued |
| 1445 - 1500 hours |
Coffee Break and Posters |
1500 - 1700 hours |
Session 2: Maximising the contribution of the existing workforce |
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This session will focus on how to keep employee engagement high once talent comes on board- examining the data from millions of employee data points across various sectors as well as generational data. Delegates will have the opportunity to explore different analyses of engagement and learn more about techniques for using the data to support HE and business strategy. |
| 1830 hours |
Reception and Dinner |
Wednesday 12 November |
| 0900 - 0930 hours |
Registration |
0930 - 1030 hours |
Session 3: Knowledge capture and transfer in the 21st Century |
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This session will examine knowledge capture and transfer in the internet age. As companies deploy ever-more sophisticated technology and use dispersed teams to solve highly complex operating problems, the question becomes: how best to connect the experience that resides inside peoples’ minds, in service of better operational performance? Speakers will address proven knowledge capture techniques and delegates will have the chance to discuss insights from various sectors. |
| 1030 - 1045 hours |
Coffee Break and Posters |
| 1045 - 1230 hours |
Session 3 continued |
| 1230 – 1330 hours |
Lunch |
1330 – 1530 hours |
Session 4: Baby Boomers are retiring. How will we cope? |
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This session addresses the newest phase in the working lifecycle: the extended working lives that many’ baby boomers’ now seek. As thousands of experienced staff cease full time work and enter a new phase in their lives, employers have the opportunity to retain this experience – but only through new models of employment. How can companies access the talent that now lies outside the corporation? What do these people want from such an association? Discussion will focus on practical steps companies can adopt to tap the ‘grey power’ talent pool. |
| 1530 – 1545 hours |
Coffee Break and Posters |
| 1545 – 1630 hours |
Session 4 continued |
| 1630 – 1700 hours |
Conclusions |
