60th PMAP
ANNUAL CONFERENCE
October 25-27, 2023
The 60th PMAP Annual Conference with the theme PMAP 6.0 Rebirth which will be held on October 25-27, 2023, at the Waterfront Cebu City Hotel and Casino, aims to address the following:
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Sustaining post-pandemic recovery & growth momentum |
Fortifying PEOPLE FIRST philosophy as a valid business model |
Ushering New frameworks, programs, practices, technologies to meet the accelerated pace of changes |
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Creating Future workplaces with AI and regenerating PMAP and the HR profession |
Responding New social phenomena; from quiet quitting to conscious consumerism, to eco-anxiety, digital minimalism, self-care, etc. |
Integrating Hyper-personalization/ hyper-humanization: upskilling. reskilling, DEI, experience, and engagement |
A HYBRID EVENT EXPERIENCE
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.
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Networking and engagement activities before the date of the conference | |
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Connect with the event sponsors. | |
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Win exciting prizes during the minor and MAJOR raffles! |
As we celebrate our 60th Annual Conference, we call on all
People Managers to:
Download and customize this letter template to organize your case for wanting to attend PMAP Annual Conference.
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)