• Hear about current events happening in the economy and how this impacts the major economic indicators.
• How has post-Brexit and post-pandemic impacted the labour market?
• Key trends impacting the modern workplace - the implications of demographic, technological and political changes will have. 
• Glance at the international economy and the impacts it has on the UK business.

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• Updating your employee value proposition to meet the changing needs and demands of employees.
• A look at how brand perception can influence the level of engagement from potential employees.
• Using your brand perception to tap into hidden talent pools - underrepresented groups, career returners.

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This hackathon session will focus on developing simple but effective strategies to support you in improving your workplace culture. Delegates will work in small groups and be given a scenario to brainstorm and develop actionable ideas that can be implemented to improve the workplace culture.

• Group discussion on topics such as wellbeing, psychological safety and dealing with toxic workplace cultures to create actionable ideas to be implemented.
• Opportunity to address different workplace scenarios and how to deal with workplace misconduct from varying perspectives.
• Gain key takeaways of ensuring good workplace culture within your organisation.

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• Developing a clear talent and progression framework.
• Evaluating the benefit of using review panels for promotions. 
• Redesigning job descriptions to use gender neutral language.
• Strategies to support minority groups into promotional positions. 

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• How should strategic workforce planning be approached?
• Deep dive into what tools and techniques are needed for effective strategic workforce planning. 
• Integrating people analytics into your workforce planning to pinpoint where future resources will need to be channelled. 
• Measuring and evaluating the success of your strategic workforce planning. 

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• Managing performance in a high-performing target-hitting culture.
• How to measure employee performance beyond rating and the bell curve? 
• How can you measure performance without impacting motivation and productivity?
• Moving to a continuous performance development approach centred on long term organisational health

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• Importance of identifying critical roles to support business strategy.
• Defining forward looking success profiles to address the current and future needs of the organisation.
• Accelerating development of identified talent through impactful development intervention.
• The impact of engaging business leaders in coaching and nurturing future leaders.

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• In what way will AI revolutionise talent management?
• Will AI automate the way people professionals forecast workforce trends, data points and resourcing?
• Establishing methods for organisations to take their workforce with them on the journey of adapting to AI.

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• The rise in new learning opportunities as AI is revolutionising the way people learn.
• How is AI influencing organisations to upskill and reskill their workforce?
• Is AI causing job creation or job displacement?
• Can AI really be used for critical thinking, creativity, problem-solving, and emotional intelligence?

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• Taking a strategic approach to filling the skills gap.
  
• Understanding what existing skills and skills gaps you have within your organisation.
• Building employees capacity and willingness to engage in training.
• Is creativity, problem-solving, interpersonal skills, critical thinking and emotional intelligence still important attributes to have?
  

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• Establishing lifelong learning activities within your organisations. 
• The power of using formal and informal leadership coaching and mentoring to support employees in career development.
• Giving employees the opportunity to practise what they have learned.
• Gain insight into how an organisation can track and show their return on investment to build a business case for upskilling.

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• Utilising apprenticeships to grow and develop your workforce.
  
• Using apprenticeships to develop your talent in line with organisational values.
• Hear about the business challenges of implementing apprenticeships.
  

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• Do you advertise roles as open to flexible working? If so, what impact has this had?
• What different types of flexible working do you currently offer and what would you like to offer in the future?
• How can we support front-line workers or those that need to be in the workplace via flexible working?
• How can we ensure hybrid working supports equality, diversity and inclusion and wellbeing?
• How can flexible working be used to support the development of your employees?

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• How can a skills first approach strengthen your recruitment process?
  
• Growing importance of educating hiring managers to break old habits in recruitment.
• The benefits of upskilling candidates before assessing them during the recruitment stage. 
• How can looking at skills within the recruitment process can prevent a mis-match in the long run?
  

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• Power of using a servant leadership technique to give employees more autonomy over their job roles.
  
• What behaviour and competencies must a good people leader have?
• Supporting line managers to take time to get to know their team.
  

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