You are interested in presenting at Conference 2023. You understand that we have developed a list of topics you may be interested in focusing on, but how does that translate into next steps. Keep reading.
The CEO’s Point of View
In keeping with our conference theme (A Hard Reset | C-Suite Impact) we have taken a top leadership view of the HR function. After some research and a survey of our own, we here is a list of outcomes we believe CXOs want.
Our analysis shows that these outcomes face a number of obstacles. We have translated these obstacles into training topics, and listed some of them below.
Topics (obstacles)
I’d Like to Join a Learning Cohort (Benefiting from being in a conference learning team)
HR C-Suite Communication Training (You are a CHRO or someone who must communicate with the C-Suite. What language do you use to make a difference?)
HR Strategic Planning Retreat Training (You need to make a splash at your next strategic planning retreat. How to prepare and present if needed so that People Analytics takes the forefront.)
How to Impress with People Analytics (Your CXOs want to see a visible return from their conference investment. Here are ways that speak to both their intellect and emotion.)
HR Data Storytelling Training (You are fortunate to have data but it’s difficult to use it to tell a compelling story)
Role Models of People Analytics (Are there role models in People Analytics in the Caribbean? What are they and how can they be leveraged?)
Mentorship and Coaching in People Analytics (Ongoing support)
Learning in a Regional People Analytics Community of Practice (How to make the most of CaribHRForum’s community of regional learners)
Spreading People Analytics/Data Analytics/Literacy/Appreciation Across a Company (Every department in your company requires people analytics. But how do you get these skills used across the board?)
Tool Training for HR / People Analytics (There are new tools coming out all the time. What are the tricks to becoming comfortable with all of them involving People Analytics?)
How to Leverage People Analytics Talent (You have someone talented in people analytics. How do you manage him/her for maximum impact…and keep him/her engaged?)
How to Put Together Dashboards (How do you go from seeing dashboards to offering them in all key areas where performance matters?)
How to Speak CEO-Language in Key Meetings (Shortcuts to learning C-Suite lingo.)
How HR Develops Evidence-Based Problem-Solving Skills (Which behaviors demonstrate a shift from anecdotes to data?)
Nervous Nellie Support Group (Some HR Professionals are petrified about their weak analytics or technology skills, or their ability to learn new ones.)
CXO-level Questions HR Needs to be Asking (One way to be strategic is to ask the right questions. But what’s the best context to use?)
A CEOs “New Skills for HR” Wish List (What exactly are the new behaviors CXOs would be impressed to see from their HR?)
HR Upgrades: a Cost-Benefit Analysis (How to make the case to convince a room of CXOs)
How to Find/Hire Top Analytic HR Talent (It’s a challenge to find quality skills in this area)
Onboarding an HR Leader (Promoting/Hiring an HR professional into a CHRO position and smoothing the way)
HR Time Analysis and Improvement (Finding the time for the reset)
People Analytics for non-HR Professionals (Needing people analytics without formal training or experience in HR)
Convincing the Resistors (How to persuade non-believers in People Analytics)
Bringing in an HRIS (How to navigate the process of HR automation successfully)
We Don’t Have an Analytics Budget (Working without a budget to bring in People Analytics)
Developing an Analytics HR Team (When your team needs to develop People Analytics)
Others – a custom topic and obstacle of your choice
These are challenging topics which haven’t been addressed in the Caribbean. Yet, these are all very real issues CXO’s repeat, based on gaps in HR performance.
Your training or coaching is intended to help an HR practitioner get over the obstacle, make progress and ultimately show up making a greater contribution at the C-Suite Level.
They do not be a CHRO currently, or even aspire to be one. But our ideal participant has a desire to make a difference at higher levels, which means they must have a budget and the backing of the top leadership team.
As such, it’s important to think from that perspective in your proposal. What do CXOs say HR is lacking?