Citation
(2006), "Diary", Development and Learning in Organizations, Vol. 20 No. 5. https://doi.org/10.1108/dlo.2006.08120eac.002
Publisher
:Emerald Group Publishing Limited
Copyright © 2006, Emerald Group Publishing Limited
Diary
The CIPD Annual Conference and Exhibition 200624-26 October 2006, Harrogate, Yorkshire, UK
The CIPD Annual Conference and Exhibition is a comprehensive event for people management and development professionals. It brings together a wide variety of speakers, including experts, academics and practitioners, covering some of the hottest topics impacting on the profession and business today.
The conference program offers:
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keynote and master-class sessions run by some of the world’s greatest business minds and experts in their field;
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a diverse choice of seminars – choose the topics relevant to you and your organization;
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leading thinkers and senior practitioners from best-practice organizations; and
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extensive opportunities to network with fellow professionals.
Running alongside the conference and bringing together over 300 of the industry’s key suppliers, the annual exhibition is free to attend and provides you with the best way to source and evaluate the range of HR and training products and services.
Contact: Chartered Institute of Personnel and Development, 151 The Broadway, London, SW19 1JQ. Tel: +44 (0) 20 8612 6200; Fax: +44 (0) 20 8612 6201; web site: www.cipd.co.uk
Succession Management Conference: Driving Business Strategy through People Planning26-27 October 2006, Hotel InterContinental Chicago, Chicago, Illinois, USA
The Succession Management Conference is aimed at senior executives facing succession issues in organizations and heads of human resources, organizational development or leadership development who have responsibility for succession management. Conference topics include:
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Succession management: from the front line to the board room, driving the business strategy through people planning.
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The keys to effective succession management.
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The new realities of identifying high potentials (and the implications of inaccurate assessments).
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Assessing potential: minimizing risks.
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Forecasting your future: ensuring a full pipeline of talent.
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Streamlining talent sourcing options.
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High potential development: creating the right opportunities for growth.
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Voice of the customer: what do business leaders need from succession?
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Touch-points in the talent lifecycle: leveraging diversity to strengthen the talent pool.
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Motivating tomorrow’s leaders: a close look at the themes and trends that shape succession.
Contact: The Conference Board, 845 Third Avenue, New York, NY 10022. Tel: (1) 212 339 0345; Fax: (1) 212 836 9740; Web site: www.conference-board.org