In Association with Brought to you by

REGISTRATION 0900 - 1000 hrs

Session I (Panel Discussion) 1000 - 1045 hrs

MOVE OVER MILLENNIALS, HERE COME GENERATION Z: STRATEGIES FOR MANAGING MULTIGENERATIONAL
WORKFORCE

With the next generation of workers upon us, Generation Z, or the iGeneration, has already begun to enter the workforce.
So, what does this mean for the future of work? According to a recent Forbes article, This generation is jaded from the
recession, suffers from student loans, and has learned a lot being the children of GenX. Compared to millennial, research
shows that members of GenZ are even more entrepreneurial, loyal, flexible, and realistic in their approach to careers and
purchasing. The choose opportunities for growth and work-life balance over salary when selecting what company to work
for. Like millennial, they will seek mentors and supporters because they are first starting out in their careers, and they will
be even more connected through technology. About a third desire to become managers in the next five years already,
and 45% believe working with boomers will be challenging.

Its not out of the realm of possibility that your company will soon have five generation working side by side: matures
(also called veterans), baby boomers, generation X, millennial and generation Z. Each of these groups has different needs
and wants, from attitudes about career to vacation schedules and training and development.

This session analyses what distinguishes this new generation from previous ones and what that will all mean for employers
in coming years.
Speakers:
Ravi Kyran, President HR, Bajaj Auto
Naresh Pinisetti, Group President HR, Deepak Fertilisers & Petrochemicals Corporation
Vivek Kumar, Global Chief Human Resources Officer, Suzlon Energy Ltd
Amit Choudhary, Group Head HR, Thermax
Rajiv Naithani, Director HR, Dassault Systemes India

Presentation Session 1045- 1130 hrs

TEA/COFFEE BREAK 1130 - 1200 hrs

Session II (Panel Discussion) 1200 - 1245 hrs

EMERGING BUSINESSES: ENTERPRISE CHALLENGES WITH LIMITED RESOURCES

Do you remember the days when your HR function was actually just a lockable filing cabinet and a few managers who
enjoyed interviewing people? Or did you join your company further down the road when, in an effort to manage the
escalating and increasingly complex needs associated with employing more and more people, the filing cabinet had
become a person?
Where are you and your organization now? Are people really our greatest asset? Are people related issue discussed
regularly by the board? Or are you struggling just make sure that holidays are tracked and people are paid on time?

One of the core HR challenge that emerging businesses face is good talent leaving the organization for better
opportunities in large enterprises which might promise a brand image, better compensation package or a better career
path.
 In Association with Brought to you by

In a bid to understand the HR challenges facing emerging businesses, we ask some of the HR leaders to share what they
are good at, what they struggle with, where they think they ought to focus their efforts. Some of the focus areas of this
session would include:

- Where emerging businesses believe their HR strengths and weakness lie.

- Where they need to focus to grow profitably.
- How they can get better at joining up the dots in order to recruit, develop and retain the right people.
- How they can deliver the basics more effectively.
- Technology & tools for HR at mid-sized companies.
Speakers:
Saptarshi Bhattacharya, Head - HR Business Partner & HR Analytics, Bajaj Allianz General Insurance Company
Sanjay Ambhorkar, Vice President - HR & Communication, Chassis Brakes International
Shirish Kulkarni, Director HR, K S B Pumps
Ravendra Mishra, Head - Human Capital, Garware-Wall Ropes Ltd
Meenakshi Kaul, Director HR, People & Culture, Fareportal India

Presentation Session 1245- 1315 hrs

Networking Lunch 1315 1400hrs

Session III (Panel Discussion) 1400 - 1445 hrs

HR TECHNOLOGY TRENDS CHANGING THE HR STORY

When it comes to attracting and retaining talented people, emerging businesses are, well, caught in the middle. They
generally dont have the financial resources or brand appeal of larger enterprises, and they dont offer the get-rich quick
prospects of hot startups. But their talent needs are just as acute and their margin for error is far smaller than with big
companies, which can afford to carry a few weak performers or lose a star player or two.
In other words, emerging businesses need to have a modern HR strategy and modern software tools to execute it if
theyre going to compete for increasingly scarce talent as baby boomers retire. 46% of mid-size companies plan to
increase their spending on HR technology this year, according to a recent survey. And all paths lead in one direction
the cloud.

But thats all changingand fast. Cloud based services have done a good job reducing these risks. And in just a few short
years, cloud applications have not only proliferated, but most of my small-and medium-sized clients have embraced these
types of services as an essential means for increasing productivity and profits.

Speakers:
Surender Mehta, Director of Human Resources, Global Vodafone Shared Services India
Sachin (Sadashiv) Narke, Chief Learning Officer, Forbes Marshall
Amit Mohan, Head- Human Resources, Ecolab
Manoj Pandey, Head HR, Ador Welding
Soumi Alphons, Head - Human Resources, SAS Research & Development, India

Hi Tea & Close 1445 hrs Onwards