The 40th IFTDO World Conferecne & Exhibition 08-11 maja 2011,Warszawa - http://iftdo2011.com

DURING THE SPEECHES YOU WILL RECEIVE INSTRUCTIONS HOW TO CHOOSE RESILIENT LEADERS IN TURBULENT TIMES
Choosing the right leader at any level is difficult. This becomes especially evident in turbulent times when leadership capability comes under severe pressure. It appears that a great deal of the leadership development approaches used during the ‘times of plenty’ of the past decade have bred a generation of fragile leaders, many of whom are finding the challenges of leading during a recession beyond their capabilities. We will share an approach to leadership assessment and development with a focus on determining how to select and develop leaders with the necessary resilience and qualities to be effective under the pressures of leading in turbulent times

YOU WILL RECEIVE SUGGESTIONS ON HOW HR PROFESSIONALS CAN HELP PEOPLE AND ORGANIZATIONS IN ACHIEVING HIGH EFFICIENCY AND DEVELOP THEIR POTENTIAL
We will share with you our experience in building by our own the events dedicated to managerial staff, that play a crucial role in practical leadership development and promoting essentials values of the desired organisational culture. During our meeting, we wish to show you why it is worth and how to raise HR Staff competence and how this contributes to building the image of the professional and efficient HR Department in the organisation. Also, we will present you when and how to get involvement to projects from employees of various departments and how to get managerial staff commitment.

WE'LL TELL HOW TO BE AN EFFECTIVE LEADER AND MAKE THE RIGHT DECISIONS
We will share with you the experience how to match your leadership style to situational demands?, How leadership styles are changing and why and a tools for assessing your leadership style.

WE SHOW HOW TO MANAGE PEOPLE IN A GLOBAL WORLD AND DIVERSIFIED ENVIRONMENT
In a global world not only a multinational companies have a very diversified workforce. When people from different cultures, environment and age interact and share ideas, then they can look at the opportunities and threats of the business with different angles. An experience shows that need to exert extra effort to solve these problems, and the only way to do it is through learning more about other cultures. Also, managers should to focus on the special abilities of the workers and design the work process around the special abilities to achieve effectiveness and efficiency. It is also important to study the culture of the organization, and then make it compatible with the culture of the employees.

YOU WILL LEARN HOW TO SUCCESTULLY ADAPT THE TRAINING TO BUSSINES NEEDS

In the times of constant change time can be saved by an ability to match trainings with business needs and focusing on the issues important to the particular organization. Well-planned and implemented internal training provides an access to knowledge to the employees and learning in an organization can be viewed as a continuous process that is the outcome of daily interactions with others and the surrounding world. Lifelong Learning supports also enhances employee competitiveness in the labor market.

WE WILL TRY TO ANSWER THE QUESTION OF HOW HR WILL LOOK IN 10 YEARS
Over time labour markets for skilled workers will become tighter as demand grows and that dealing with skills shortages will increasingly dominate HR work. The requirement for effective recruitment and retention practices will occur in an increasingly resource-constrained environment, requiring us to develop new and more imaginative approaches to the management of people.

WE WILL CONSIDER HOW A WELL THOUGHTOUT CSR ACTIVITIES WORKS TO SUPPORTTHE COMPANY'S IMAGE
We will share experience of introducing CSR into practices in organizations. We will answer the questions on how to successfully engage employees in CSR activities and what are the benefits of it. We will try to convince you that CSR does not have to cost much to be effective and can be done without engaging too much efforts of HR or management.

YOU WILL RECEIVE INSTRUCTIONS ON HOW TO ENGAGEAND MOTIVATE EMPLOYEES
We will tell how to motivate employees to take on new challenges and to want to continuously develop their skills. Regardless of whether the development of human resources shall be considered as a strategy for retention of employees, customers or maintain an overall strategy that the organization's competitive position occupied - must be permanently and effectively equipping workers with the skills and knowledge necessary to perform work in accordance with quality standards. We will try to answer for this questions: what are the indicators of effectiveness of actions taken, and what is the motivation nature of the training system?