“Our capacity to improve the state of the world is ultimately bounded by our capacity to manage.”
Gary Hamel
In an increasingly competitive landscape the ability to sustain a competitive advantage is becoming more challenging. Many organisations are rethinking and evolving their business models to counteract emerging challenges and compete through agility and innovation.
As new, innovative, leaner and more customer-centric business models emerge, the ‘shape’ of high performance is changing - what does this mean for the way HR Directors define and manage performance within their businesses?
This is NOT about performance management systems, it is about how the context in which performance is managed is changing – it is those HR Directors that successfully align people and performance around new business priorities and strategies that will succeed.
This panel session explores the need to encourage innovation and examines the challenges of performance management within innovative organisations.
Topics to be covered include:
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Examining the implications for HR of new performance outcomes
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What do changing business needs and new business models mean for the way in which HR manages people and performance?
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How can HR align people and performance management to new organisational imperatives?
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How does HR orientate the organisation and people to an innovation mind set?
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How do we build cultures of innovation and recognise and reward workforce agility and innovation?
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The challenge of engaging the workforce in innovation
Ask questions and share your views during the Q&A that follows the presentations. After the Q&A, please join the panel, our members and the teams from Penna and the Strategic HR Network for drinks and canapés.
No press and no transcripts taken - The Chatham House Rule applies