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PANEL

Developing Employee Value Propositions for Future Organizations

We're assembling an ongoing virtual advisory panel to explore the opportunities to create compelling Employee Value Propositions of the future. The goal is to develop a holistic and strategically significant Employee Value Proposition that will meet the needs of talent attraction, retention, development, and peak performance (engagement) for future-focused organizations.

A professional facilitator will be leading an open and honest discussion. In this collaborative engagement, you will be one of 20 equal-caliber peers in your field. You will have the unique opportunity to gain recognition for advancing the industry and demonstrate your thought-leadership -- in addition to earning merit-based compensation.

Activities include:
1. Exploring a variety of themes
2. Map the competitive landscape (i.e. emerging trends, disruptive tech, etc.)
3. React to the latest media/reports in this space
4. Enjoy the option of one-to-one engagement with other board members

Participation is 100% online and at your own convenience. By applying here, you are committing to participate once per week or as inspired, at your convenience.

peopleExpert participation

Gig Economy Futurists
Consumer Segmentation Experts
Heads of Marketing, Communications, PR, & Branding
'Future of Work' Thought-Leaders
HR executives
Employee benefits leaders
Workforce & Talent experts
Those with a unique perspective on this topic

Applicants
Brenda Dohert
VP Operations
As a consultant, I found that most companies are more than happy to explain in detail their Customer Value Proposition (CVP), that all-important reason why their customers should do business with them. But, ask those same companies why the best & brightest talent should not only join but also stay with their company and it's clear that its a topic they've spent little time considering. With the competition for top talent growing exponentially, it's equally tough to acquire and retain top talent as it is customers. Having a well-thought out Employee Value Proposition (EVP) which clearly articulates and answers the questions of "Why would top talent want to join our company?" and "Why would they want to stay?" is critical for any firm seeking to become and remain competitive in today's ever-evolving business landscape. This topic is near and dear to my heart and I'd be more than thrilled to be a member of the advisory panel.
Maike Van Oy
Driver of change and meaningful communication
In recruitment marketing, companies could deploy EVP's that would deviate from the corporate brand. In today's world, not only is it important to allign all brand messages but also to do so in a socially responsible manner, My knowledge stems from years of experience in both marketing, corporate communications and management. With my recent focus on the employee experience, Agility in HR and diversity and inclusion, I have a broad knowledge of both fields.
Manisha Balach
HR Lead - Business Partner, Talent Acquisition, Inclusion & Diversity & HR Compliances, Asia/ ANZ
As a Lead for Talent Acquisition, D&I for Asia/ ANZ one of my key objectives is to ensure that the Monsanto brand is articulated to reflect the organisation's ethos and culture, and the same is translated into the EVP for internal and external employees. While we are a global organisation and have a set of values and principles that run across the global regions, each region comes with its understanding and a unique culture. Our approach has been to guide the regions with a common framework and allow the unique nuances to be captured in the proposition. My contribution in this area has helped us in getting rated as one of the Best Employers in most employer branding surveys, like GPTW and Hewitt; and also in open surveys like that by Glass Door. In the year 2015, we did extensive work in this area by doing an in depth analysis of the existing data, conducting FGDs and Leadership Interviews. The findings were brought in the context of the business goals and aligned to internal processes and external communication. Being an HR Leader, I can bring perspective to the group on the creation, implementation and absorption of an effective EVP.
Lisa Vasque
Managing Director, People + Action
I have worked in several industries, which have allowed me to really be able to provide valuable insight on trends and opportunities in the HR space as well as on the executive level with C-suite. My current role is with an HR Advisory communications firm, where we provide services to agencies and businesses on value proposition, key learnings, L&D, talent advisory and more.
Jeanette K. Winter
SVP & Chief Human Resource Officer at Igloo Product Corp.
I am a uniquely experienced human capital executive having worked with both Fortune 500 companies, tech start ups and venture capital/privately held enterprises . For the past three years, I have served as the CHRO of Igloo products Corp. My responsibilities include the full array of HR functions. additionally I am the faculty director for the University of California Berkeley‘s aspiring CHRO program which affords me access to the latest research and exciting and upcoming new leaders in our field..
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“I like that I can do this when I have time,
and there is no set schedule.”


Eric Allen, Senior Manager, Supply Chain at EY

“I find the topics engaging and I love the
flexibility of checking in and providing insights
at my convenience.”

Kimberly Underwood, Consultant at Underwood Consulting

“Great platform, great questions and topics.
The potential to earn a little more money for
participating is nice as well.”

Oren Birks, Sr. Director of IT at PBI-Gordon

“I really enjoy being on the panels, sharing
information and reading the perspective of the
other panelists. It is quite intriguing and most
all of the panelists are quite bright.”

Patty Soltis, CX Strategist at Kinetic Edge Consultants

“Very interactive, informative and without
any inherent bias. This is as good a collaborative
platform as you can get.”

Pinaki Banerjee, Program Director at ITC InfoTech

“It is a perfect platform not just to share
but to learn and stay updated.”


Armando Leyva, HR Director at 360º HC

FAQ
  • add remove What is Currnt?
    Currnt is a “Knowledge Networking” platform where companies and professionals come to stay relevant on the latest advances in their industries in the face of the increasing pace of change. Companies sponsor panels to learn about where markets are headed or how to leverage new capabilities. Professionals join to demonstrate and develop their passions with equal caliber peers in expert-only facilitated online engagements. On Currnt, we take our passions seriously and ourselves lightly. See our Community Guidelines, to learn more of the rules of the road, here are some highlights

    • Be yourself. The authenticity of Currnt begins with the passion of people.
    • Be respectful. This applies to every person, at all times.
    • Be inclusive. Tolerate, welcome, and consider diverse people and perspectives.
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    • Foster meaningful and genuine connections. This is what Currnt is all about.
    • Do not plagiarize or fail to cite other’s ideas.
    • Don’t game the points by trying to coordinate intentional recognition.
  • add remove How do Panels work?
    The panel is like a facilitated forum of hand selected experts on a topic sponsored by a company that wants to learn fast. Panels are organized in chapters called Themes that focus on one subtopic at a time. In some panels Themes are only 24 hours in duration, in others they are a week long, and in some they are two weeks long. When one Theme closes, a new one begins. You come in when you feel like it, but try to come in twice per Theme. You earn points from your peers and the facilitator when they react to your ideas. Likewise, others earn points when you interact on their posts. The more we discuss and debate, the better the insights, the more points earned by all.

  • add remove Why should I apply? Do I get paid?
    Professionals join Currnt because they want to remain relevant on subjects they’re passionate about and subjects that are shaping the future of their industry. They also:

    • Engage and connect with equal caliber peers in their industry
    • Learn and enhance their knowledge
    • Get recognized and rewarded for providing their inputs and thought-leadership
    • When specified above in the project description, you can earn honorarium payments and/or recognition points redeemable for cash. Learn more here.
  • add remove Are there specific times I need to participate?
    There are no set times for calls or meetings. Participation is 100% online on the Currnt platform and engagement between the all expert panelists is asynchronous in written form. Just come in twice per Theme, at your convenience.

  • add remove How do KnowledgeStreams and DesignSprints work?
    Streams are ongoing online engagements for exploration or working iteratively with a panel, and Sprints are on-demand engagement to get to actionable insights quickly. Both are facilitated and are always-on for participants to engage at-convenience. The conversations are segmented into Themes which are subtopics which are like chapters in a book. In a 4 Day Sprint, Themes are 24 hours, whereas a Theme in a Stream is every two week. Throughout the discussion, the facilitator highlights and categorizes the “key takeaways” to be voted and distilled into a summary report. It’s also common that other pieces of content (whitepapers, blogs, podcasts) are also prepared from the distilled insights.

  • add remove I’ve applied. Now what?
    Your application will be internally reviewed in the following 24-48hrs and screened for any conflict of interest, and general fit. Next your application will be shortlisted for the sponsor to accept, bookmark or reject. You will receive a notification each step of the way, but expect this may take a couple of days, or even weeks if the panel is new. Nevertheless, in addition to the notifications, you can always go back to the Apply page to view the status of your application.

  • add remove I’ve been selected. What am I expected to do when selected?
    Once you receive your Welcome Email, please RSVP by clicking the link in the notification. You can also gain access to the panel through your ‘My Currnt’ at the top of the page. Finally, once you have RSVP’d by logging into the panel, there is often a Welcome Tab where you can introduce yourself to the other panelists. If it’s a new panel, the first Theme will launch in a few days, if it’s an ongoing panel just jump right in by reacting to the question or to what the other panelists had to say.

  • add remove If I have other questions or issues, what should I do?
    Please contact support to answer any other questions or troubleshoot any issues via email or chat.

Developing Employee Value Propositions for Future Organizations


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