We are living in a time when globalization, increased connectivity, technological progress, digitalization, innovation are changing the rules of the game for the development and management of enterprises and organizations at a very fast pace. Awareness and adaptability are some of the key elements needed for advancing the development plans and achieving best results by your enterprise. Value is created through your people. Efficient management of your human resources is of paramount importance.
By attending the Human Resources Management Conference "Managing Organizations & People in a Changing World", you will explore the global trends impacting people management, the influence of digital transformation over the workforce and how to make use of it, ideas for managing and inspiring diverse generations in the workplace, the core attributes needed for building a Next Generation Organization, developing culture change programs that deliver increased bottom-line results, you will think about transformation of the HR function, you will participate in a business simulation of engaging employees in change processes efficiently and much more.
The event will focus on establishing a greater understanding of the major trends affecting people at work. Today's workplace is more dynamic than ever, so it is important to stay tuned and take human resources management to the next level in order to achieve the most efficient results.
Join us to connect and network with CEOs, Human Resources managers, middle managers who supervise teams from Moldova & other countries and to learn in an inspiring way.
Sessions will be held in Romanian, English and Russian. English and Romanian simultaneous translations will be provided.
Online registration is compulsory.
9:00 – 9:15Welcome & IntroductionMila Malairău, Executive Director, AmCham Moldova
Alexandru Bordea, Conference facilitator9:15 - 9:35Global trends - the talent perspective. A call to action for HR and business leaders.Natalia Dontu, Tax Manager, PwC9:35 - 10:00Digital Transformation: impact on the workforceOlivia Filip HCM Territory Manager – Romania & Moldova Oracle Romania10:00 - 10:30Managing and inspiring diverse generations in the workplaceMargareta Osovschi, Director of Organization and Administration, NCH Advisors10:30-11:00Networking coffee break
11:00 – 11:30Innovation & building the NextGen organisationVeaceslav Cunev, CEO, Deeplace11:30 - 12:00Leadership and Personality: between performance & toxicityMadalina Balan, Managing Partner, Hart Consulting12:00 - 12:30HR transformation – the new role of HRClaudia Stan, Manager People Services, KPMG Romania12:30–13:30Networking lunch
13:30 – 14:00Engaging business leaders to successful changeSvetlana Bodaci, HR Director, Moldcell14:00 - 14:30Culture change programs that deliver better bottom-line resultsAna Afteni, HR Manager South Eastern Europe, Reckitt Benckiser14:30 - 15:00Everything you need to know about meal vouchers, the latest employee benefit in MoldovaDaniela Stoian Ganciu, Sales Director, Edenred Moldova15:00–15:20Networking coffee break
15:20 - 16:50Work 4.0 - recognition, organisational culture and change through marginal gainsIonut Tarcea, Business Unit Manager in Organizational Culture, Ascendis Romania16:50–17:00Closing Remarks
Global trends - The talent perspective. A call to action for HR and business leaders
Natalia Dontu, Tax Manager, PwC Moldova
A common definition of talent is someone who demonstrates both high performance and high potential. The ability to recognize high-potential talent builds an organization’s competitive position for the future and allows an organization to fill mission-critical roles. If you want to win the ‘war for talent’ you must be prepared, otherwise you are doomed to failure.
Digital transformation: impact on the workforce
Olivia Filip HCM Territory Manager – Romania & Moldova Oracle Romania
Today, the role of HR in an organization is not just functional but transformational. It’s important for HR to play on the front foot to proactively lead the technology centered cultural shift and drive digital transformation. HR should be responsible for setting the HR technology strategy in partnership with IT, and both should work together to make sure that HR is approaching business problems with the right solutions.
Organizations that are ready to take the challenge of digital business transformation must ask themselves three questions: why do we need to change, what do we need to change and how should we change to remain efficient.
Being efficient remains the main ingredient of good working practices and finding the right tools to achieve this is one of the harder parts of the job.
Managing and Inspiring Diverse Generations in the Workplace
Margareta Osovschi, Director of Organization and Administration, NCH Advisors
As the world changes very fast these years, the gap between generations becomes even more vivid, with the younger employees bringing a largely different set of skills, habits, values, expectations. Just when you thought you figured out integrating Millennials, Generation Z is now entering the workforce.
The rapidly changing environment requires a new set of skills on behalf of employees, too, for the organization to adapt and achieve best results. Generally, there are four generations that are active in our workplace and there's little doubt that with such a wide age range any organization is bound to face challenges. Diverse generations have different learning and working styles, divergent values, expectations, perspectives on the working world. The ability to attract, develop and inspire them determines the results of the organization.
It`s important to think together over how to transform differences into opportunities, how to adapt to the new requirements of our changing world in order to successfully drive for the future.
Innovation & building the NextGen organisation
Veaceslav Cunev, CEO, Deeplace
Building a ‘Next Generation Organization’ is based on three core attributes – Intelligence, Collaboration and Adaptability. The first challenge for organizations is ‘Intelligence’ and moving away from traditional approaches to data and insight. The second challenge is around ‘Collaboration’ and the re-design of cultures, networks, strategic partnerships and increasing co-creation. And the final challenge ‘Adaptability’ focuses on speeding up the commercialization of innovation in order to bring bigger ideas to market faster.
Leadership and Personality: between performance and toxicity
Madalina Balan, Managing Partner, Hart Consulting
People are the most consequential beings on Earth. The higher in the hierarchy a person is, in either a community or organization, the more her or his behaviors, decisions and actions can affect others, in positive or negative ways. So wouldn’t it be worth learning about personality and leadership? Leaders’ personality dictates the fate of organizations and nations. This presentation will bring you valuable insight into leaders’ bright and dark sides of personality and the effects they have on performance, people engagement and profit.
HR Transformation – the new role of HR
Claudia Stan, Manager People Services, KPMG Romania
As technology dramatically rewrites the rules for success in business, it should be clear by now that the traditional HR function must be reimagined for the 21st century. Yet KPMG’s new global survey – HR Transformation: Which lens are you using? – reveals distinct perspectives on the inevitable need to transform the HR function.
‘Enlightened’ organizations boldly pursuing strategic change are wisely positioned to be among the disruptors rather than the disrupted, forging modern HR functions that contribute critical new insights and business value. ‘Unenlightened’ organizations stuck on the path of least resistance, meanwhile, are on a risky trajectory as they fall behind on cloud technology, new skills, intelligent automation, data and analytics, and much more. The choice is clear for all to see: Drive change or be changed.
Engaging business leaders to successful change
Svetlana Bodaci, HR Director, Moldcell
Changing an organization’s culture is one of the most difficult leadership challenges. That’s because an organization’s culture comprises an interlocking set of goals, roles, processes, values, communications practices, attitudes and assumptions.
Success at large-scale transformation demands more than the best strategic and tactical plans, the traditional focus of senior executives. It requires an understanding of the human side, as well — the company’s culture, values, people, and behaviors that must be changed to deliver the desired results. Plans themselves do not capture value. Value is realized only through the sustained, collective actions of all employees who are responsible for designing, executing, and living the change.
Culture change programs that deliver better bottom-line results
Ana Afteni, HR Manager South Eastern Europe, Reckitt Benckiser
Senior executives tend to think about corporate culture as a topic that’s hard to measure and hard to change. As a result, many choose not to invest in it despite all the evidence that, when skillfully managed, culture can be a powerful and enduring source of competitive advantage. How to create a culture that performs?
Moving from People to Process to Maximize Culture Outcomes.
Everything you need to know about meal vouchers, the latest employee benefit in Moldova
Daniela Stoian Ganciu, Sales Director, Edenred Moldova
Encouraged by a favorable legislative framework in many countries, meal vouchers allow companies to offer a dedicated benefit to their employees to purchase meals at the affiliated merchants of their choice. It is a fundamental tool in the corporate landscape which has been updated and adapted to the economic, social and political contexts of more than 33 countries in which it is currently used.
Edenred, the inventor of Ticket Restaurant® meal voucher and a world leader in employee benefits, offers solutions for companies wishing to make life easier for their employees and improve their purchasing power in a number of areas, including meals, food, transportation, healthcare, training, human services, purchases of environmentally-friendly products.
Work 4.0 - recognition, organisational culture and change through marginal gains
Ionut Tarcea, Business Unit Manager in Organizational Culture, Ascendis Romania
Mankind passes through the fourth industrial revolution. We live in Work 4.0. The greatest change brought about by this fourth revolution takes place in terms of preferences and social values. People want a decent job. They do not make concessions from this point of view. From the ingredients of the decent workplace: Psychological security, Continuous learning, Flexible working time. What are the preferred forms of recognition today for employees? What are the basic things of a healthy organizational culture? What is the best way to turn our organization into Work 4.0? These are the questions that Ionut Tarcea will address during the conference.
Daniela Stoian GanciuEdenred Moldova
Daniela’s expertise in direct sales channel brings customer experience, strategic thinking and effective communication and interpersonal skills. With an experience of 14 years in Edenred Romania, managing a portfolio of key & strategic accounts with a turnover of...
Olivia FilipOracle HCM Territory Manager Romania
Olivia Filip is responsible for Oracle HCM Applications in Romania and Republic of Moldova, overseeing cloud sales operations and helping companies attract, recruit, retain & develop top talent. With 10+ years Sales and HR experience, Olivia’s expertize...
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77, Mitropolit Varlaam Str.
Chisinau, Moldova MD-2012
Radisson Blu Leogrand Hotel, Nistru hall
+373 22 211 781
+373 22 211 782 (fax)