Until recently, the opportunity to have a celebrity attend an event, attach themselves to a name-brand or endorse a certain product or idea was untouchable. The thought of paying a person to promote a product was seen as something only Fortune 500 companies could afford. Social media has changed all that with brands and businesses utilizing celebrity influencers to connect directly with their demographics and increase sales and profits.
Keeping the Entrepreneurial Spirit Alive
During this seminar, we will explore the high growth companies' HR trends, best practices and the differences in HR strategies and behaviours of small and large companies. Nowadays, power has shifted to the start-ups and there are many ways in which corporates can learn from entrepreneurs as they are the real innovation catalysts. They are fast and agile compared to the slow huge turtles, can seize new opportunities, provide better customer service, and are less intimidating to potential partners…they are a real source of distinct and competitive advantage. How can Large Companies keep the Entrepreneurial spirit alive? Decisions for entrepreneurs are made much more on passion, experience, simplification, intuition and they don't have any room for employees who don't contribute to the company in some way, shape or form. Compare this to a corporate decision-maker life which can sometimes result in a mundane 9 to 5 with little room for creation, growth, innovation and a lot of bureaucratic red tape that can lead to disengagement and the feeling that his/ her talents and abilities are not used to the fullest. Elon Musk (CEO of SpaceX, PayPal, Tesla Motors) says: "Entrepreneurs make smarter choices" Entrepreneurs recognise that markets keep changing, technology evolves rapidly, like consumer preferences, and learning from experience can often lead to a different choice and that makes them very agile. Jack Ma (CEO, Alibaba Group) quotes “Don't hire the most qualified, hire the craziest”. However, according to the New York Times, 80% of hiring is done based on “cultural fit”…which means we hire people we want to hang out with. During these two days, we asked a number of entrepreneurs and innovative corporate thinkers to reflect on the elements they think are most critical for HR and the Business. We'll discover what can be learnt from them and what practical experiments can be applied in larger organisations. "HR leaders should assume a more vital, strategic role inside their companies, rather than merely keeping busy with everyday stuff like: policies, payroll, and picnics“ argues Dave Ulrich, Professor, University of Michigan and #1 HR thought Leader The seminar is part of the 4th HRcoreLAB which will feature: • 3 Seminars • 47 High-level expert speakers • 250+ HR professionals • 37 Case-Studies from leading Organisations • 9 Interactive roundtable sessions • 3 hands-on R&D sessions • 3 Boardroom sessions • 2 Exclusive Cocktail parties • And much more... Seminars: 1. 6th Future of Recruitment 2. 4th Leading with Talent 3. HR Agility *NEW* Companies: Tui, Airbnb, Google, Uber, Spotify