This video with Glenn Jones (currently, People Transformation Programme Director at Tesco)in partnership with Sage People, looks at the Changing Face of HR focusing on who should own employee engagement and what role technology plays in affecting the ‘human element’ of recruitment. Glenn considers the importance of employee engagement, considering how the employees should be central to the organisation and its DNA and should take responsibility for their own engagement, using technology as an enabler.
This video is a follow on from an event we held with the same title in London on 23rd January 2019, in partnership with Sage People, covering topics including; The shift from HR to People, HR Automation and AI, Employee engagement, and The People Experience. If you want to see what happened at the event you can read the review here.
Sage People enables mid-size, multinational companies to manage their workforce through its global, cloud HR and people system, transforming how organizations acquire, engage, manage and develop their employees. Sage People’s clients benefit from improved employee visibility and increased HR productivity, saving time and money. The system also delivers amazing workforce experiences, so that customers can become great employer brands, increasing engagement, performance, and retention, while making it easier to acquire top talent.
Bio
Glenn Jones is a Freelance HR Consultant, Global HR Director, People thought leader and author of “Human Resources Changes the World”. Glenn is a freelance HR consultant and has worked with Bank of America, HSBC, Ecolab and Imperial Brands in multi-discipline strategic and operational roles across the world. Prior to this he was employed by Eversheds LLP, Accenture, Koorb (NZ) and E.ON as well as numerous other companies. He is working his way to his PhD, becoming a future CEO and evolving his HR consultancy business to ensure that he continually adds value to his clients, now and in the future. Glenn is passionate about coaching, Emotional Intelligence and company evolution. His desire is that this book changes the traditional approach to who becomes a CEO.
