International Networking Lounge

Ultimately, performance is measured by financial results - the number in the bottom line really counts. But more and more further dimensions come into play, especially the numerous expectations of internal and external customers that are to be met. At the same time qualification processes move progressively towards operations – with clearly defined requirements for comprehensible support in the customer's business language. Last but not least, they have to be brief without disrupting the operative challenges as time is short and pressure is high. MUT management has developed a four tiered process leading from the assessment of expectations and professional development as well as consolidation of learning to permanent performance improvement and thus meeting the expectations of operations‘ leaders. Ulla Thombansen will present this practice in a case study.


ASTD International

Referentin: Ulla Thombansen

Developing leaders with global language skills is critical as business demographics change rapidly in response to globalization, immigration, and emerging markets. Hiring outside the company is an option, but recruitment, relocation and retraining costs are significant. Expanding the language skills of personnel within the company, however, reduces costs, boosts employee loyalty and advancement, and creates a powerful learning culture within the organization. Learn how a large multinational corporation successfully diversified its leadership bench through a global language skills program.
Rosetta Stone GmbH
Duane Sider, Director of Learning

Maximizing the productivity and profitability of organizational workforces continues to be a key focus for organizations. With highly mobile, competent workers increasingly in demand, employers must find ways to attract and keep their best people. Employee Work Passion takes an extended look at the employees need in order to feel valued, focused, and productive at work and how they can improve performance in their organizations.

Ken ASTD International

Referent: Ottmar Höhenberger

Temporary employment is an excellent opportunity for adapting to the requirements of the future. In the future, the people in their life will have three or four careers, and temporary employment gives them the opportunity to try them out. At the heart of everything is the transition of working models from industrial labour to the world of flexibility. How can we use this new freedom to embrace a “culture of emancipation”, instead of being frightened of it? The constant growth in the complexity of work is creating new work cultures. What are presently seen as being typical labour conditions will no longer exist in the future. Hermann Mairhofer, CSO of Trenkwalder International, in discussion with: Matthias Horx – Forecaster, publicist, visionary.

Trenkwalder Personaldienste presents

Referent:Matthias Horx

The 21st Century has brought with it an ever faster series of megatrends mainly through the advance of technology thus speeding up access to global markets. The impact this has on today’s HR departments and organisations is that they are finding themselves having to keep pace with the demands of additional development and training. Is language training a must or a nice-to-have? How has the advance of technology driven an ever greater need for English? How has the 21st Century impacted your HR department taking the above into consideration? What do you think will be the next megatrend to impact HR in the 21st Century?

Arenalingua GmbH Moderation: Paul Perioli, Managing Director, Peter Jones, Director of Studies

Organisations are increasingly looking to a wide range of technologies to help them deliver more for less in learning and development – some are successful but many are not. So how can you adapt the great practices of other organisations to improve the performance of your own? This session will draw on the very latest data from over 1200 organisations to understand the implementation behaviors that influence take up, efficiency and business agility. The session will guide participants through an informal benchmark process to provide them with a number of practical ideas to address their own personal challenges.

Masterseries

Towards Maturity

Moderation: Laura Overton, CEO

Most union membership statistics are based on self-reported figures compiled by trade union confederations. These tend to over-represent the true membership numbers as they fail to take into account non-renewals, unpaid subscriptions and free memberships given to those out of work. The true picture is therefore one of almost universal decline – with falls of 20-40% across eastern Europe and 5-15% across western Europe since 2002. Sectoral collective bargaining is also breaking down and becoming less critical as a pay determinant. In many countries such as France collective bargaining is largely propped up by the government practice of rubber stamping agreements and making them enforceable across entire sectors.

The Federation of European Employers (FedEE)

Moderation: Robin Chater

Companies with international activities face specific HR Tax & Legal issues, related to their cross border employment, inbound and/or outbound. No wonder, as each European country has different legislation concerning Social Security, Labour Law, Taxation and Salary Administration. This complexity requires specific up to date knowledge of your HR, Payroll orTax & Legal experts. Scenario’s could be for exemple:
(1) Local employment of foreign employees in Germany
(2) Employment of own or foreign employees in foreign countries
(3) Simultaneous employment in several countries
(4) Foreign Employer with local or foreign employees in Germany
(5) …
Today, SD Worx will share their knowledge with you, based on real life client cases and best practices.

SD Worx

Moderation: Kathelijne Verboomen, Consulting & Learning International, Competence & Consulting Division SD Worx

Family-friendly employment laws have been given a tremendous boost by a number of important EU Directives. Employers are now required to provide far longer leave periods to working mothers, fathers and parents in general than two decades ago. They must offer equal treatment to part-time and agency staff (often mothers with dependant children), give time-off rights for ante-natal care, allow women returners time-off for breastfeeding, and limit working hours for all workers. Governments have also encouraged the growth of workplace childcare facilities or required employers to contribute towards childcare costs.

The Federation of European Employers (FedEE)

Referent: Robin Chater

Employers have often been tempted to insert clauses into employment contracts to delay key workers from leaving and joining competitors. Such restrictive covenants are lawful in most European countries, but they are generally subject to certain safeguards for the employer. These normally restrict the types of employee that can be covered by them, limit their duration and geographical scope and provide minimum compensation levels that must be paid when the clause is triggered.

The Federation of European Employers (FedEE)
Moderation: Robin Chater

Serious Games are video-games like training programs in which trainees are provided with game missions. While applying the specifically designed rules of the game, they develop competences that match the objectives of the training program.
The challenge of these new training programs is to design the proper game in order to fulfill these specific pedagogical objectives. Thanks to its experience, KTM advance has undertaken a work of reflection and modeling to construct a typology of serious game.
We discuss this typology in this paper, and present how it will help in the design of serious games.
KTM Advance
Valérie Boudier, CTO at KTM Advance, head of the instructional design department and expert in knowledge management, especially in the field of Serious Games.