post-pandemic recovery & growth momentum
PEOPLE FIRST philosophy as a valid business model
New frameworks, programs, practices, technologies to meet the accelerated pace of changes
Future workplaces with AI and regenerating PMAP and the HR profession
New social phenomena; from quiet quitting to conscious consumerism, to eco-anxiety, digital minimalism, self-care, etc.
Hyper-personalization/ hyper-humanization: upskilling. reskilling, DEI, experience, and engagement
Whether you’re in Cebu or in the comfort of your home, this year’s conference will bring you everything you’ve come to love.
|Networking and engagement activities before the date of the conference|
|Connect with the event sponsors.|
|Win exciting prizes during the minor and MAJOR raffles!|
As we celebrate our 60th Annual Conference, we call on all
People Managers to:
We stand at the threshold of our “new normal”, confronted by the challenges of a world ravaged by a pandemic. We enter our new reality with the herculean challenge of rebuilding institutions and restoring lives. The ways of the past have failed us. It is time to step back and look at the bigger picture while searching within and around us to come up with a better and healthier way of doing things – to rebuild not individually but in collaboration with one another; not as competitors but as partners. Our keynote session aims to awaken a new way of thinking, doing and being. Our keynote speaker will provide a roadmap that will guide us on how to respond to the challenge of not just building better, but building right; to move from competitive scarcity to collaborative abundance; to ensure not just sustainability but co-regeneration, not just for our organizations - but for Philippine society and the nation as a whole.
The business case for sustainability and regeneration is well established. However, the concept of sustainable and regenerative HR remains inchoate. A number of companies have put in place Green HR initiatives, but there is a dearth of best practices in terms of integrated and strategic practices that aim to balance financial performance with contributions to ensuring the quality of life of their employees, other stakeholders, and various communities. In what way can HR embed sustainability and regeneration in organizational culture? How can we ensure that the HR function itself adheres to sustainable and regenerative principles?
The pandemic laid bare the weaknesses and the chinks in the armor of institutions – even among those that seemed indestructible prior to COVID-19. However, a number of institutions not only survived but thrived. Most attributed their success to manifested ability to adapt quickly to changing circumstances. During the pandemic, organizations that were able to shift to agile systems were able to sustain operations despite the overwhelming odds – they were able to migrate quickly and efficiently online, revise business models, and shift to new ways of engaging customers and employee. The inescapable realization is that business success is not solely determined by manpower size or depth of pocket but by a deeper understanding and appreciation of external conditions and the ability to adapt quickly and efficiently. This session explores how agility is strengthened and nurtured in organizations.
Many leaders swear on the transformative power of “malasakit.” “Malasakit” is a Filipino cultural concept that is an essential trait and an integral value that drives desirable behaviors of concern, compassion, involvement, altruism, engagement, loyalty, etc. Leveraging on “malasakit” has been found to produce astounding success. “Malasakit,” however, is a reciprocal concept and therefore needs to be propagated and nurtured. In this session, we take a look at theories and best practices on how this quintessential Filipino concept is integrated into the workplace to produce desired results.
People will continue to be any organization’s most important capital. As the world exits the pandemic, the need to sustain people-centered leadership and management practices is an urgent concern. HR practitioners are urged to take the lead in helping organizations refocus their priority goals towards the development and upliftment of their people first before immersing itself in any major business initiative. People-centered organizations realize that it is people that produce results and therefore, focusing on people produces the desired results. People-centered organizations are characterized by a culture of mutual accountability for results and a positive climate of engagement, commitment, and trust. Such organizations are not only assured of longevity but regeneration.
Who is the Filipino? What is the Filipino? How can we become true Filipinos? These seemingly existential questions are painful to reflect on because of the very real possibility that the answers will lead us to even more perplexing questions. But finding true meaning and purpose, and achieving full potentials require a journey of introspection. As we face another critical juncture in our collective journey as a people, it is time once again to dive deep into our inner core and reconnect with the essence of who and what we truly are. We are Filipinos; and ideally, in thought, in word and in deed. The challenge is to surface all that is good about us because only when we all work towards a common goal, grow together as one, and pool our strengths to rebuild our nation, can we rebuild a nation that will remain strong, stable, and regenerative.
(Conference Synthesis, Approval of the Motion/Resolutions & Message)