8.40 Business Strategy To People Strategy To Setting Yourself Up To Making It Happen – An Endless Journey

• How a well developed people strategy can make a difference
• How structure, skills and systems have to align to make things work, since just deciding what to do is nothing but a start
• Why tracking progress matter
• Why it is so easy to go wrong, and why you have to find the way…

Lars Häggström
Head of Group Human Resources
Nordea Sweden

Lars Häggström has been with Nordea since June 2008. His previous positions include Senior Vice President Group HR at Gambro, and senior HR positions for the American pharmaceutical company Eli Lilly & Co in Sweden; in the US as HR Director for Lilly’s operations in South America and in the UK as head for Eli Lilly’s T&D-organisation in Europe. He has also worked as HR Director of Astra Zeneca Sweden. Areas of special interest include leadership and organisational development.

9.20 The War For Talent – Can You Afford To Loose Your Talents?

• Macro trends that will influence the war for talent
• How do we define talent
• How can you build key people capabilities for the future
• A talent management model – performance and potential

Hanne Pihl
Managing Director
Mercuri Urval AB

Hanne Pihl, has a long experience working with Talent Management, Business Transformation and Executive Services. She has also worked with Recruitment, Search and Selection on all levels. Hanne has a vast international experience working with clients in various projects and as Account Manager for large international clients. She has experience from many sectors with main focus on IT, automotive and consumer sectors.

09.50 Successfully Supporting Business Strategies In A Global Company By Unifying HR Strategies

• Ensuring aligned HR strategies to support business strategies in a global growing company
• Create a strategic plan for global HR strategies to seize business opportunities worldwide
• Coordination and communication to support and make the most of revenue around the world
• Increase productivity and performance by enabling closer work amon offices in different countries
• Create value in global HR processes by ensuring a connected corporate community

Gordana Landén
Senior Vice President Human Resources, SCA
Sweden

Gordana Landén has broad and sound experience of a wide range of HR issues in an international environment including creating, planning, execute and aligning HR strategies and processes to business strategies. Gordana has previous worked for Ericsson where she held a number of senior positions beginning in 1991.

11.05 Employee Engagement - The Key To Maximizing Performance And Increasing Business Value

• What Drives Motivation? Creating Employee Engagement Through Individual Motivation Factors To Achieve Greater Business Results
• Strategies To Develop An Empowered Workforce
• The Impact Of Different Leadership Styles On Employee Engagement
• Benefits Of Employee Engagement – Financial Gains, Retaining Talent, Improved Management Control

Staffan Ivarsson
Head of Competence and Learning
Swedbank Group

11.50 Engaging Line Managers In HR Strategies To Drive Efficiency, Create Opportunities And Develop Top Performers In A Strong Business Culture

• Discover, develop, motivate, challenge and retain key contributors in the company by engaging line managers
• Methods of including and engaging line managers by involvement in talent- and performance management processes to secure business growth and results
• Involvement and engagement of line managers through extended communication
• Leadership development through engaging managers in training and developing co-workers

Anders Gyhlenius
Store Manager in the world’s largest IKEA
IKEA Kungens Kurva

Anders has worked at IKEA for 20 years including six years in Russia

13.40 Reconnecting People To The Business - Best Practice

Erik Björk
Managing Consultant
Towers Watson

Karin Trigell
Senior Consultant
Towers Watson

Erik has some 20 years of experience from different senior managerial roles as well as HR consulting experience from leading International firms. He has a vast HR experience from basic industry sector and in-Depth experience within HR strategies, Strategic and Executive Rewards and Talent Management. Erik joined Towers Watson in 2009

Karin has some 15 years HR consulting experience from leading International firms. She has HR experience from the Insurance sector and in-depth experience within Retirement Benefits, Strategic and Executive Rewards and International Assignment. Karin joined Towers Watson in January 2010

14.15 Total Business Integration – The People Strategy As A Means And An End

Too often, HR and Talent Strategies are add-ons or follow-ons to business strategies. Using a holistic and business-minded approach, Cisco Europe has fully integrated its people strategy with business strategies to create both value for the organisation and sustainable process over time. Furthermore, the degree of buy-in by the business – from the board to line management – is such that execution and governance drive strong employee engagement, leadership development, and business results.

• Giving life to a People Engagement Strategy by turning theory into practice
• Achieving visibility and accountability from board level through business governance structures and management
• Capturing the hands, minds and hearts of your most valued asset – people – with the right business approach
• Gaining employee support, involvement and development by tapping into their collective creativity and intelligence

Mark Hamberlin
Senior Director, Human Resources Cisco Systems
Europe

15.35 Designing Flexible Benefits And Innovative Incentive Programmes To Retain Talent When The Recession Turns

• Limited possibilities to increase salaries? Planning and delivering different engagement and recognition tools
• Create a win-win situation for the company and employees with flexible benefits instead of increased salary
• Strategies to demonstrate business value from employee benefits to get buy-in from the board

Filip Sjögren
Global Director Performance & Reward and Country Lead HR Sweden, AstraZeneca
Sweden

Filip has held senior HR positions within manufacturing, telecom and transportation since the mid 90s. He has been responsible for the salary and incentive issues within AstraZeneca for many years, both in Sweden and globally, and he is also responsible for HR in Sweden. A common thread through the years has been the involvement and development of performance cultures and rewards to ensure linkages at both the local level and in an increasingly global environment.

16.15 Chairman’s Summary And Close Of Conference