Program

Program

  • Opening Address
  • Tony Bingham
    Tony Bingham
    ATD President and CEO
    Keynote Session: Beyond Order Taker: Unleashing the Power of Talent Development
    Beyond Order Taker: Unleashing the Power of Talent Development

    For organizations to compete in a future marked by disruption, change, and globalization, the importance of training and the talent development function must be elevated. Today’s workforce must be in a constant state of upskilling and reskilling to remain relevant and prevent organizations from being crippled by unbridgeable skills gaps. ATD President and CEO Tony Bingham issues a call to action for leaders and practitioners, making the case for why strategic use of the talent development function is the only way organizations will leverage the potential and power of employees and help organizations succeed and grow.
  • Desmond Atkins Image.jpg
    Desmond Atkins
    Global HR and Talent Development Executive, Sony Pictures Entertainment
    Keynote Session: Become Invaluable: Development Strategies for Learning Professionals
    Become Invaluable: Development Strategies for Learning Professionals

    Emerging technology, shifting workforce demographics, and new business models have put pressure on HR organizations to focus efforts and resources on building a world-class workforce and culture.

    Talent development professionals need to look for new ways to drive and influence talent development beyond traditional learning approaches and teams.

    In this presentation, ATD board member and talent development executive Desmond Atkins will share stories, best practices, and supporting data on these changing dynamics and the opportunity talent professionals have to position learning and development—and themselves—as an invaluable capability and expert in solving business challenges in the years ahead.
  • 庄严.jpg
    Yan Zhuang
    CHRO, Lufax Holding
    Keynote Session: Heighten the Strategic Position of Talent Development
    Heighten the Strategic Position of Talent Development

    Despite its complicated organizational structure and multi-business products, each of the 1.8 million employees at Ping An Group have a personalized training plan to help them lead innovation and achieve strategic goals. This talent development strategy has allowed Ping An to incubate four unicorn entrepreneurs who fulfilled a more than 30 percent annual growth rate in 16 consecutive years. Join this session to learn more about the company’s talent development strategy, which aligns with the company’s business strategy to achieve training and development success
  • Luncheon
  • Concurrent Sessions
    Track 1: Building a Learning Organization That Is Tightly Integrated With Corporate Strategy
    Session: Unleashing Greatness: An Integrated Corporate Talent Development Initiative (ATD BEST Award Case)
    Speaker: Francis Tan, MGM China, Vice President of Learning & Talent Management

    This session showcases the intricacies of an integrative approach to building a compelling corporate learning culture. It presents a case study set in a rapidly changing environment that included rising competition, technological advances, low unemployment, strict regulations, and opportunities brought about by the region’s development. Learn how one company embarked on a multi-dimensional, long-term commitment to unleash a culture of greatness that enhanced staff engagement, retention, and capabilities to prepare the workforce for the future.

    This session will showcase the integration of organizational strategies, leadership, innovative learning solutions, and technology to successfully build a strong learning culture. The culture of greatness is a powerful force that unleashes individual potential and galvanizes the organization toward excellence. It advocates for a holistic learning and developmental approach that enables and inspires employees to achieve personal and professional greatness.

    Track 2: Best Practices to Enhance Business Impact of Training
    Session: Building a Vigorous and Effective Performance Improvement Training Project
    Speaker: Ling Xu, China Telecom College, Manager of Training Development Research

    How can you show the value of training? How can you measure the support of performance improvement? How can you give full play to an internal trainer’s role? How does real-life training work in its last mile? How can you dramatically increase the number of subscribers to your online courses? In this session, you will learn how one company’s training program influenced its operational experience, and how you can utilize these lessons retain vitality for your organization’s success.

    Track 3: Techniques, Tools, and Methods for Achieving Business Partners
    Session: Training Program Design Tools, Methods, and Process of the “Begin With the End in Mind” Concept!
    Speaker: Wally Su, ATD Facilitator

    Most trainers engaged in talent development have heard the concept of "Begin with the end in mind." Do we really use this concept in the design of training solutions? If so, what is the "destination"?

    In the training field, we all have heard the Kirkpatrick Four-Level Evaluation model and Jack Phillips's Level 5—ROI (return on investment). Implementing levels 3 to 5 takes time, resources, budget, and manpower; therefore, companies do not have high-level evaluations for all training programs.

    This session aims to give everyone a new understanding of learning evaluation. We will introduce a comprehensive learning evaluation process and core analysis method combined with different tools.
  • Concurrent Sessions
    Track 1: Building a Learning Organization That Is Tightly Integrated With Corporate Strategy
    Session: Transform Learning into the Driving Force of Business: The Transformation of Enterprise University
    Speaker: Fang Xu, Executive Dean, TCL University

    In the era of VUCA, enterprises are facing many uncertainties. Transformation is the only way for enterprises to remain relevant. What about enterprise universities? How should enterprise universities support enterprise transformation? Where is the best starting point for enterprise universities? This session will explain the position and opportunity of TCL University in the process of transforming from a macro perspective, explain how TCL University uses transformation to support transformation, and what strategies and thinking frameworks it adopts from a medium-term perspective. Three cases of TCL university transformation will be shared.

    Track 2: Best Practices to Enhance Business Impact of Training
    Session: Ecological Enablement Trilogy
    Speaker: Qiuming An, Director of Teacher and Curriculum Development, Alibaba Taobao University

    All types of enterprises are ecological in nature. A business’s network, such as upstream and downstream partners, customers, end consumers, and others constitutes the ecology of its survival and development. To enable this survival and subsequently achieve sustained growth requires the team to comprehensively reconstruct the relationship between the enterprise and the ecology. Ecological enablement is an upgrade of the "from the outside in" strategy.
    Core paths include:
    Connection. In the era of decentralization, connection strategy is adopted to build a dense and resilient energy-endowed community.
    Field building. Starting from the top design of strategy, business, and organization catalyzes an ecological by creating a "field."
    Resonance. From emotion to consensus then to action and a win-win result, enterprises drive the ecological resonance one step at a time.

    Track 3: Techniques, Tools, and Methods for Achieving Business Partners
    Session: Driving Performance with Digital Learning
    Speaker: Henry Wang, Commercial Training Director, Novartis China

    The rapid development of digitalization has made innovation a constant within the technology industry. However, few practices of full digitalization exist in the training industry. Blended learning has marginalized digital learning to a subsidiary role. We need to redefine digital learning from the digitalization of learning content and platforms to the promotion of e-learning with learning behaviors and performance. In this session, you’ll learn how speaker’s three-year efforts in practice and constant exploration, have clarified digital learning step by step. You’ll gain a road map and key modules for e-learning and a summary the methodologies for related areas (such as digital content design). The speaker and his team also looked into designing and gamifying digital learning products. Digital knowledge mapping is the redefinition of multilevel knowledge. Join the speaker as he shares his latest research findings.
  • Concurrent Sessions
    Track 1: Building a Learning Organization That Is Tightly Integrated With Corporate Strategy
    Session: "If you want to lead the people, you must learn how to follow them." Lao Tzu: L&D as a Partisan of the Future of Work
    Speaker: Tom Lamberty, Cisco Systems Leadership and Team Digitalization Consultant

    Technology has always determined the ways we work with one another—the ways we learn how to do work better (productivity) and how to work together in a better way (culture). Digitalization is fundamentally changing the established link between corporate and learning strategies; what worked for the 20th century is not going to work in the 21st century. Based on up-to-the-minute real-world examples from Cisco, this session will explore how digitalization is changing the nature of strategy and how L&D can not only prepare for this change but become it’s agent. You will take away stimulating thought-starters for your future practices as well as tangible-use cases in global business environments adaptable to your specific context.

    Track 2: Best Practices to Enhance Business Impact of Training
    Session: Training Blended With Practice to Enhance ICT Talent Skill, Supporting Business Development
    Speaker: Yan Cui, HUAWEI, Chief Training Solution Architect

    With the development of business, talent cultivation has gradually shifted from focusing on training to focusing on performance support. Huawei Training Services has been engaged to help an operator cultivate high-potential talents. Utilizing ICT Talent Development’s experience and insights, Huawei designed the Eagle Plan talent training program based on the Training Blended with Practice model, an end-to-end business perspective that provides comprehensive technical support for future business development. Through online pre-learning, case studies, scenario-based practice, and on-the-job practice, and best practice shared by operators, participants begin to understand the business model and business operation. After three years of joint efforts, Huawei has trained nearly 100 experts in various fields, helping the operator to eliminate the problems in the implementation of strategy transformation, and has been well received by customers and students.

    Track 3: Techniques, Tools, and Methods for Achieving Business Partners
    Session: VR Application in Training and Best Practices
    Speaker: Chen Qi, Director, Volkswagen Academy Sales & Services China

    The development of IT and learning technology has changed approaches to professional learning. In this session the speaker will discuss how to leverage VR application for training. You’ll learn about the experience and methodology of VR application development as well as the integration with an existing training program, especially scenario-based applications in the context of battery repair training, procedural experience for process training, and behavior exercises for operation training. A comparison of VR and AR application in training will conclude the session.
  • VIP Dinner (Invite Only)
  • Concurrent Sessions
    Track 1: Building a Learning Organization That Is Tightly Integrated With Corporate Strategy
    Session: Begin with the End. Establishing a New Thought of Training: FLIP for Innovation Diffuse and Impart
    Speaker: Yinshou Chang, Executive Vice President, Cathy Life Insurance

    Taiwan's insurance industry is facing multiple challenges of the big wave of FinTech, changing the demographic structure and shifting core clients’ contact points. Establishing multidimensional capabilities of employees and effectively disseminating professional knowledge have become key strategic directions of cultivating talents in Cathay Life Insurance.

    In accordance, the company launched the FLIP (flexibility, leadership, intelligence, and professionalism) talent development strategy. Cathay Life accelerates knowledge expansion within the organization and strengthens employee adaptability through utilizing intellectual learning tools and innovative social learning platforms and extracting knowledge for microlearning materials. At the same time, it facilitates action learning, learning group, and cross-company executive exchange events to broaden employees’ learning scope and cultivate joint learning culture. The company is committed to spreading internal professional knowledge to society through guiding foreign spouses to build basic financial management concepts and use innovative and interesting gamification learning tools to establish the basic insurance concept for the Taiwanese.

    Cathay Life adheres to a people-oriented philosophy and successfully flips the talent development strategy through multidimensional knowledge diffusion, enabling the company to grow steadily and keep profiting under the challenges of the industry.

    Track 2: Best Practices to Enhance Business Impact of Training
    Session: Continuous Quality Improvement and Whole Chain Enablement
    Speaker: Baodong Guo, Assitant HR Manager, Yili Group

    Yili ranks first in China’s dairy industry and is committed to being the most trustworthy health food provider in the world. By continuously upgrading the global quality management system and implementing first-class quality control standards through the global industrial chain, Yili focuses on talent cultivation. During the implementation of Whole Industry Chain Quality Talent Empowerment Project, Yili has trained a number of experts covering the whole industry chain. After six years of development, a total of 1,128 quality improvement projects have been initiated, creating a direct revenue of nearly USD 17 million for the company.

    Track 3: Techniques, Tools, and Methods for Achieving Business Partners
    Session: Facilitating Digital Transformation: How L&D Can Support the Change
    Speaker: Koko Nakahara, CPLP, Director Representation, Instructional Design, Inc. Japan

    Exponential Digital Transformation (DT) impacted everyone, and the top management commitment for the change can be seen in a lot of investments on the latest technologies on machine learning and AI. We rarely see, however, a proactive L&D approach for the change. At the same time, there are reports that 70 percent of the changes are not going well. The introduction of technology alone does not change the organization or people nor create a new culture toward the AI era.

    Supporting the change and mindset of the people is a critical role of L&D in this transition. In this session, we will discuss how ATD’s Human Performance Improvement model can support the change management process.
  • Concurrent Sessions
    Track 1: Building a Learning Organization That Is Tightly Integrated With Corporate Strategy
    Session: The Full-Scenario Community and Tencent Organization Learning New Ecology
    Speaker: Zhizhi Zhou, Tencent Lexiang Deputy General Manager, Tencent Senior Product Manager

    Tencent, China's largest Internet integrated service provider, employs more than 50,000 people. With the company’s continuous development, leaders have been exploring how the organization and management should evolve.

    After a long period of exploration and practice, Tencent realized that the key to organization management is driving growth—for example, how companies motivate individuals to keep up and each basic organizational unit to make continuous improvement to achieve corporate management purposes.

    Tencent's organizational evolution and management innovation comprises three core ideas. To a certain extent, the company’s internal organizational evolution and management are centered on internal knowledge creation and sharing—that is, creating management value through knowledge.

    So, for the enterprise development and organizational transformation, how can Tencent solve the challenges, combining with the company's strategy, building a full-scenario, community-based, and ecological corporate learning model to better help enterprises achieve business value? Learn how in this session.


    Track 2: Best Practices to Enhance Business Impact of Training
    Session: Match Business Cores and Learning Development Projects
    Speaker: Jiang Zhang, Director of the Training Planning Department, Semir University

    The declining performance of the clothing retail industry as well as its changeable climate and ever-rising commercial cost indicates that the future of commercial competition will gradually return to the era where the products were the core of the business. Thus, an urgent topic in this industry has become determining how to effectively grasp the business development trend through learning and development projects to support the rapid and accurate delivery of products and the rapid transformation of user needs. The ultimate goal is to create products with high commercial value that meet the user’s needs.

    This change can be aided by learning project design, which effectively supports the development model’s transformation from the original linear model to a network development model where everyone is a product manager. The basic idea is that the product manager is the core, strengthening the professional ability of the four matching positions (planning, design, technology, and fabric) of the development team. This strengthens the business insight, resource integration, and value output of the product manager, and helps the development team transform user thinking, innovative thinking, and collaborative thinking. The integrated design and application of flipped classroom, coaching, and action learning can effectively help enterprises realize organizational transformation; create products with high quantity, high gross profit, and high dynamic marketing; and enhance business competitiveness.

    Track 3: Techniques, Tools, and Methods for Achieving Business Partners
    Session: Complete Self-Transformation to Become a Business Partner
    Speaker: Jane Zhou, CPLP, Management and Peda Master Trainer, Volkswagen Training Academy
    Jasmine Zhang, CPLP, Functional Leader, Academy of BMW Group China
    Lin Gong, APTD, Audit Training Department Manager, KPMG Huazhen (SGP) Shanghai

    A talent development employee’s knowledge of the profession they serve is considered the fundamental guarantee for their evolution into a business partner. Organizations require these employees to be increasingly competent in new business environments and situations; in this regard, talent development professionals are the employees most in need of further skill enhancement. Professional qualification certifications enable them to demonstrate their expertise, establish their skills, and improve the effectiveness and value of their performance. Those in this field who constantly seek to improve their skills are invited to this session to share their experiences of improving their skills and furthering their personal development as well as their contributions to the business growth of their organizations.
  • Concurrent Sessions
    Track 1: Building a Learning Organization That Is Tightly Integrated With Corporate Strategy
    Session: TD Talk
    Speakers: Guangwen Guo, General Manager, Expjoy
    Executive Committee Member, China Resources University
    Ruijuan Lin, SEA Region HR Head, Delta Electronics (Thailand) PCL

    ATD China has designed TD Talk as an outlet for talent development professionals to brainstorm and share their ideas with participants. Applied in the TED Talk style, the format allows each participant to present their opinion of a specific topic for 15 minutes. Three presenters will share their ideas on same topic in their own point of view.

    Track 2: Digital Talents Development and Leaning Effectiveness Methodology
    Speaker: Lin Wu, Learning Solutions Director, Schneider Electric

    In the current digital era, the trend within corporate training is to cultivate digital talent and develop training strategies according to business development needs. To ensure effectiveness, we designed a learning curve based upon the Ebbinghaus forgetting curve and solidified the knowledge learned into participants’ daily work through a series of learning activities. Doing so allowed the corresponding methodology to measure learning effectiveness, which encouraged and promoted business growth.

    Track 3: Techniques, Tools, and Methods for Achieving Business Partners
    Speaker: Dongshuo Li, CEO and Founder, UMU
    Haiyan Jiang, HR Director, Sika Davco

    ATD China has designed TD Talk as an outlet for talent development professionals to brainstorm and share their ideas with participants. Applied in the TED Talk style, the format allows each participant to present their opinion of a specific topic for 15 minutes. Three presenters will share their ideas on same topic in their own point of view.
  • Luncheon
  • Jack Zenger photo.jpg
    Jack Zenger
    Co-Founder and CEO, Zenger Folkman
    Keynote Session: The Trifecta of Trust
    The Trifecta of Trust

    To be effective business partners, professionals must be trusted advisers in the organization. For many leaders, understanding how this credibility is established can be perplexing. In this session we will review our research of more than 87,000 leaders, which revealed the three key traits a professional must demonstrate to gain trust, and show how falling behind on these skills may erode it.

    To promote personal insights, we will conduct assessments to measure individual preference for each of the traits. Participants will receive a personalized “Trifecta of Trust” report and workbook to guide improvement of their trust levels.
  • Panel Discussion: Corporate University Panel
    Practices and Methods for Chinese Talent Professionals Becoming Corporate Strategic Partners

    Reviewing the two days summit, guest panelists—directors or corporate university deans—discuss the methods and practices of becoming business partners.

    Guests:
    Laura Shen (Prof.), Volkswagen Group (China), Vice President (Panel Host)
    Edward Tu, AstraZeneca University, Dean and Executive Director
    Kelvin Feng, China CLO 100, Co-founder
    Young Ma, Tecent Academy, Dean

The ATD China Summit has concurrent sessions in three tracks:

  • Track 1: Building a Learning Organization that is Tightly Integrated with Corporate Strategy

Target Audience: Human Resources Director, Corporate University President, Learning and Development Executives

  • Track 2: Best Practices to Enhance Business Impact of Training

Target Audience: Human Resources Director, Corporate University President, Learning and Development Executives, Human Resources Manager, Training Manager, Performance Improvement Consultant, Specialist

  • Track 3: Techniques, Tools and Methods for Achieving Business Impact

Target Audience: Human Resources Director, Corporate University President, Training Executive, Human Resources Manager, Training Manager, Performance Improvement Consultant, Specialist