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Programme 2017

2017 2017 Programme


“Having been an active member of PARC for several years, I find the quality of speakers, the range of topics and depth of discussion to be outstanding”. Adrian Jackson Group Reward and Policy Director, Vodafone

“I always appreciate the approach PARC takes to the research topics, the chance to exchange ideas and share insights through the member meetings and the additional networking opportunities. PARC has given me an exceptional peer network”. Julie Withnall Head of Reward, Associated British Foods plc

“In my opinion PARC is without doubt the stand out research body in the HR world. The quality of its research, the value of the reports and its ability to get input from people at the very top of their game are what makes it the leader in its field. If I was only to be a member of one such body it would be PARC”. Sandy Begbie Chief People Officer, Standard Life

Partners Mercer is one of the world’s leading HR consultancies; we are focussed on enhancing the health, wealth and careers of the 110 million employees of our clients worldwide. We provide enterprisewide executive and workforce rewards advice that helps companies secure talent, enhance business performance, and stands up to external scrutiny. From a foundation of data we deliver innovative, practical, actionable and relevant insights that help our clients make fact-based decisions with quantifiable outcomes to help their businesses be better every day.


2017 2017 Programme

2017 schedule at a glance

Economic Outlook – 2017, a fresh start or more of the same? Roger Bootle, Capital Economics

The ‘Gig Economy’ – How is it transforming the world of work? Stephen Kelly, Avanade Sarah O’Connor, Financial Times

The Reform of Executive Reward Alex Edmans, LBS Tom Gosling, PwC Kirsty Wark, BBC

Reward Skills Masterclass Drew Matthews, Ministry of Defence Phil Wills, PARC

Summer Lecture and Reception Understanding Potential – Are we looking in the wrong place? Oliver James, Psychologist

Incentives – What is their role in improving performance? Geoff Bird, University of Oxford Andrew Erhardt-Lewis, Deloitte UK Jean-Pierre Noel, IHG Mark Quinn, Mercer

House of Commons Luncheon Maggie Throup, MP for Erewash Guest Speaker: A Prominent Member of Parliament

Organisational Performance Clinic Gerry Ledford, USC

Risk – What does it mean for the progressive HR function? Andy Doyle, Worldpay John Hurrell, Airmic Nigel Sullivan, TalkTalk

International Conference, Amsterdam – Collaboration in a Competitive World: Driving Innovation, Efficiency and Productivity Rob Cross, University of Virginia Amy Edmondson, Harvard Business School Margaret Heffernan, Author Alex Steele, Jazz Musician Hamish Taylor, former CEO Sainsbury’s Bank and Eurostar

2018 Programme Launch and Keynote Address Gideon Rachman, Financial Times

Wednesday 25th January Eversheds, 1 Wood Street, London EC2V 7WS Wednesday 22nd March Reed Smith, Broadgate Tower, 20 Primrose Street, London EC2A 2RS Wednesday 26th April Chartered Insurance Institute, 20 Aldermanbury, London EC2V 7HY Thursday 11th – Friday 12th May Oakley Court, Windsor Road, Water Oakley, Windsor, Berks SL4 5UR Wednesday 7th June Haberdashers’ Hall, 18 West Smithfield, London EC1A 9HQ Thursday 22nd June Eversheds, 1 Wood Street, London EC2V 7WS

Wednesday 12th July House of Commons, Westminster, London SW1A 0AA Wednesday 6th September PARC, One Heddon Street, Mayfair, London W1B 4BD Wednesday 13th September Eversheds, 1 Wood Street, London EC2V 7WS

Monday 2nd – Wednesday 4th October Hotel Okura Amsterdam, Ferdinand Bolstraat 333, 1072 LH Amsterdam, The Netherlands

Thursday 30th November 34 Mayfair, 34 Grosvenor Square, London W1K 2HD 3

2017 2017 Programme

About PARC

PARC’s philosophy is based on the belief that successful organisations need: • to be outward looking and contextually aware in political, economic and social terms

What we do PARC covers a range of issues, setting them in the wider political and economic contexts. We promote challenging research, identify expert business and academic input which, combined with our senior level membership, provides a stimulating and participative environment for those seeking improved corporate performance.

• to implement a compelling and clear business strategy successfully communicated, understood and owned throughout the organisation

Executive compensation is not a one-size-fits-all approach but needs to contend with tighter legislation and public scrutiny, more forthright and organised shareholder involvement and the need to attract and reward outstanding ability in a global marketplace.

• an engaged, capable and motivated workforce

Membership includes

• an environment which encourages high performance, innovation and the responsible incubation and development of new thinking • business information systems which provide timely, unambiguous and valid data at all levels of the organisation • an HR operation which is respected and trusted as an integral and proactive contributor to all aspects of strategic and operational activities.

An annual programme of member meetings each addressing relevant and topical issues with expert contributors from business, academia, politics and the media. Independent research – PARC research projects draw on a wide range of resources and seek inputs from experts in both theory and practice. Conversation and networking – PARC constitutes an unrivalled cross-section of HRD’s and senior practitioners affording members the opportunity of exchanging insights and experiences into a wide range of topics in a relaxed and trusted environment. Advisory support – the PARC team are always ready to respond to requests for information and to facilitate member discussion on relevant issues. Member surveys are also conducted to enable further knowledge sharing amongst the network. Meeting reports – our post meeting notes capture the essence of content and discussion at our members meetings. This ensures a regular updating of information and the opportunity for the transfer of ideas and information across teams. Member lunches – offer informal networking which is facilitated through sharing and discussion of current issues.

Who should join? Annual membership is open to all organisations. Participants are at senior level and are typically responsible for developing and leading reward strategy, policy and practice. They include Heads of Performance and Reward Functions, Group HR directors and other top level HR professionals. PARC is a growing network of over 50 organisations, most of which are blue-chip companies including Associated British Foods (ABF), BT, RBS, Reckitt Benckiser, Rio Tinto, Rolls-Royce, Sainsbury’s, Standard Life and Vodafone. For more details on membership, please contact Richard Hargreaves, Commercial Director, at +44 (0) 20 3457 2630 or via e-mail at


2017 2017 Programme

Who we are – the PARC team Mairi Bannon plays a key role in member engagement and programme development. She co-founded PARC and Strategic Dimensions and jointly manages the Corporate Research Forum with Mike. Prior to establishing the businesses, Mairi worked internationally in Human Resources.

Mike Haffenden co-designs the programme and contributes to PARC meetings and research. He was the founder of CRF and co-founder of PARC and Strategic Dimensions. He previously held senior HR and reward roles in major international organisations including Avon, Unilever, Rowntree and Hewlett Packard.

Richard Hargreaves leads on growing and broadening the membership and is also responsible for securing and developing partnerships. Richard has a similar role at the Corporate Research Forum. Previously, Richard led a commercial team at The Economist Group.

Stuart Hetherington is responsible for producing PARC’s annual programme and event materials. He was previously Head of Corporate HR at National Power with extensive involvement in reward, employee relations and international H.R.M.

Stephanie Bird advises and helps shape PARC programmes and events, and writes research reports. She previously held senior HR roles in a number of global organisations including KPMG, Dell and BP and was Director of Research at the CIPD. She is also Associate Director at CRF, an Advisory Board member in the NHS, and a Director and Trustee of CCE (Creativity, Culture and Education).

Phil Wills provides expert input to the PARC agenda. He has deep experience in the design of reward plans which support business strategy, including executive incentive plans. An independent consultant, currently advising UK and mainland European companies, his previous roles include Global Head of Compensation and Benefits for Reed Elsevier, ICI and Diageo.

Eva John-Lewis organises the logistics of PARC events including member correspondence and event management.

Harriet Ojo works alongside Eva to organise events and ensures production of reports and event materials.

Angela Knight CBE chairs PARC meetings to ensure optimum participation and exchange. She is currently the Senior Independent Director at Brewin Dolphin plc and Tullett Prebon plc, and is a member of the Board of Transport for London and an advisor to Oxera. She was previously Conservative Member of Parliament for Erewash.


2017 2017 Programme

Economic Outlook – 2017, a fresh start or more of the same?

Breakfast briefing Date Wednesday 25th January 08.00 – 10.00 Venue Eversheds 1 Wood Street London EC2V 7WS

2017 is the year in which it is proposed Article 50 will be triggered starting the United Kingdom’s two year withdrawal process from the European Community. It also sees the 45th President of the United States taking office and General Elections being held in France and Germany later in the year. China and Russia continue to be beset by problems and remain unpredictable world players. By the end of this summer therefore the geopolitical landscape and all that flows from this could look very different. No doubt here in the UK our main focus will be on the Brexit process, the threats and opportunities likely to arise, the way the government legislates and the effect on the economy and business. Immigration and perceptions of its effects on the UK will continue to be a major issue. So what should companies be thinking about as we look forward to a further period of uncertainty and what are the key strategic activities to concentrate on? Roger Bootle was one of a very small number of respected economists who supported the UK leaving the EU and he will share his thoughts with us, particularly asking: • What are the real consequences of Brexit for the UK and what ‘bumps in the road’ might we expect? • What is the future of the EU and its remaining members? • How might the newly elected US President influence the global economic outlook? Against this background, Roger will be flexible in his approach to his presentation, picking up on topical issues and events and suggesting how these might impact on economic and business prospects. As ever, there will be time set aside for questions and discussion.

Roger Bootle is the founder and Chairman of Capital Economics and is one of the City of London’s best-known economists. He is also an Honorary Fellow of the Institute of Actuaries and a Specialist Adviser to the House of Commons Treasury Committee. Roger is a regular columnist for The Daily Telegraph. In 2012 he was named Economics Commentator of the year. He has also written several books, including his widely acclaimed latest book, The Trouble with Europe, which examines how the EU needs to be reformed and what could take its place if it fails to change. It follows The Trouble with Markets, Money for Nothing and the prophetic The Death of Inflation, published in 1996. In July 2012 Roger and a team from Capital Economics won the Wolfson Prize.


2017 2017 Programme

The ‘Gig Economy’ – How is it transforming the world of work?

Discussion Meeting Date Wednesday 22nd March 16.30 – 21.00 Venue Reed Smith Broadgate Tower 20 Primrose Street London EC2A 2RS

Corporate blue-chips are turning more and more to ‘on demand’ or contract professionals rather than traditional employees – as the “Gig Economy” (the universe of online platforms where people buy and sell services and jobs) begins to impact on long established white collar certainties. This is a major change in the way work is performed – a shift from having a job to performing tasks / projects – and working for a portfolio of clients. There are big unresolved questions about the consequences of this shift, especially in terms of the loss of employment rights and access to traditional workplace benefits. Financial and contractual risk that used to be borne by companies has been transferred to employees. Gone is the era of the lifetime career, let alone the lifelong job and the economic security that came with it – to be replaced by a new economy intent on recasting full-time employees into contractors, vendors and temporary workers. The dream of being a Zuckerberg or Page can be just that; the average income from self-employment fell 22% in the UK between 2009 and 2014, even as self-employment contributed 732,000 of the 1.1m rise in total employment. The rewards of new forms of employment contract may accrue to a minority, while others lose out. What is driving this phenomenon? • For companies, is this a vital source of business-critical talent and a market for a more diverse and flexible workforce? • For workers, does this satisfy a need for greater personal freedom and control? How are companies preparing for the demands of this new business model and market for talent? • What changed philosophy around people, new organisational models and structures does this imply? • How do companies source, motivate, reward and retain the best ‘gig workers’? • What are the different aspects of the new value proposition that an employer must offer? • What technology is needed to underpin the new relationship? What social and regulatory changes are needed to underpin this new economy? • Will legislation be updated to match innovation? Is there a new category of “independent workers” with access to limited benefits? • What is the new world of employee benefits, including healthcare and retirement provision? These questions – and many others – will be addressed by our panel, prompted by questions from attendees.

Stephen Kelly is Chief Human Resources Leadership Officer for Avanade, responsible for worldwide HR strategy, initiatives and functions. Previously he was Chief People Officer for Logica, where he had particular responsibility for implementing a new business operating model and cultural change programs as well as operational effectiveness across all markets. Earlier in his career, he was Chief Human Resources and Change Officer for BT Global Services. Stephen holds an MBA from Loughborough University. He is a Chartered Member of the CIPD and a Fellow of the Royal Society of Arts.

Sarah O’Connor is the Financial Times employment correspondent. She covers global labour market issues including the impact of technology and demographics on the future of work. She also writes a fortnightly column on the op-ed page. She was named Business and Finance Journalist of the Year in the 2014 British Press Awards, and her project on wearable technology in the workplace won the Digital Innovation Award in the 2016 British Press Awards. 7

2017 2017 Programme

The Reform of Executive Reward

Discussion Meeting

When Mrs May embarked on her premiership, one of the themes of her address was – the Reform of Executive Pay proposing to give UK shareholders more powers to rein in excessive pay.

Date Wednesday 26th April 16.30 – 21.00

These remarks follow what has been called Britain’s second Shareholder Spring – as investors in 2016 voted against the remuneration policies of companies including BP, Anglo-American, Shire, WPP, Smith & Nephew and Weir.

Venue Chartered Insurance Institute 20 Aldermanbury London EC2V 7HY

At the same time, a Working Group set up by the Investment Association (“I.A.”) was proclaiming that: “… the current approach to executive pay in UK listed companies is not fit for purpose and has resulted in poor alignment of interests between executives, shareholders and the company.” Whilst the FTSE is trading at broadly the same levels as 18 years ago, executive pay over the same period has more than trebled and there is an increasing disparity against average wages. “This misalignment has resulted in widespread scepticism and loss of public confidence”. In the US, BlackRock has been petitioned by over 4,000 clients over fears that they are too soft on excessive remuneration at the companies in which they invest. The I.A. Working Group concluded that the answer may lie in greater use of “bonus deferral”, “pre-grant performance conditions”, or “restricted share awards”. Such alternatives, with their greater certainty, should be matched inter alia by discounted grant levels, longer vesting periods and avoiding ‘payment for failure’. But the Institute of Business Ethics disagreed, saying that “the debate needs to encompass more radical changes”. Meanwhile, the FRC announced its intention to “name and shame” asset management groups who fail to engage properly with companies over pay, succession and other corporate governance issues. So where does this all leave the Reform of Executive Reward? • Do we yet understand the exact nature of the problem that we are trying to solve? - Is it quantum and social acceptability? - Is it governance, i.e. perceived RemCo or investor failure – requiring tougher regulation? - Is it pay design, including the link to sustainable business performance? • How do companies and investors plan to address these issues – as companies renew their remuneration policies in 2017? What genuinely practical solutions are being put forward? • Or is this just a populist distraction from Brexit? Our meeting will seek to address these issues – with informed comment from key stakeholders

Alex Edmans is Professor of Finance at London Business School and an elected member of the Governing Body. He has a BA from Oxford and a PhD from MIT, was previously at Wharton and with Morgan Stanley. He specialises in corporate governance, executive compensation, and corporate social responsibility. Alex has spoken at the WEF in Davos and given a TEDx talk on “The Social Responsibility of Business”. He writes for Harvard Business Review and is a co-author (with Andy Haldane and others) of The Purposeful Company Project.

Tom Gosling has been with PwC since 1996 and a partner since 2005. Prior to that he was a Maths Research Fellow at Cambridge. He has been the leader of PwC’s UK reward practice since 2011. With a PhD in Applied Mathematics, Tom is a Fellow of the Institute of Actuaries and advises on remuneration for major European companies. He is responsible for research and thought leadership on executive pay matters and is a regular media commentator, book contributor and conference speaker.

Kirsty Wark is a highly regarded and versatile broadcaster and a regular presenter of BBC 2’s Newsnight and The Review Show, having earlier worked on radio 4’s The World at One. She has numerous broadcasting and journalistic awards and has interviewed many senior politicians. Kirsty’s corporate portfolio of clients includes Proctor & Gamble, Investec, Glenfiddich, Lloyds TSB, Statoil, UBM and Deutsche Bank. 8

2017 2017 Programme

Reward Skills Masterclass


Masterclass outline

Dates Thursday 11th & Friday 12th May Day One: 09.00 – 17.00 (followed by dinner) Day Two: 09.00 – 15.00

Following the success and popularity of the first Masterclass, PARC is staging this class again.

Venue Oakley Court, Windsor Road Water Oakley, Windsor Berks SL4 5UR

Aimed at prime succession candidates to current reward leaders, the programme is also well suited for senior HR generalists looking to consolidate their reward knowledge and skills in a challenging and supportive environment. Run over two consecutive days, the Masterclass will focus in particular on those skills that are most frequently reported by RemCo Chairs as essential to effective performance as Head of Reward in major listed companies. These skills include: • The ability to develop a ‘grounded’ reward strategy – aligned with business strategy • The ability to review / assess and contribute to RemCo effectiveness • The ability to review / assess the effectiveness of longer term incentive arrangements – and develop clear alignment to sustainable, long-term performance • The ability to design / conduct a risk audit of reward. With an expert faculty and guest speakers, this practical programme will be available to one nominee from each PARC member company as part of the annual subscription with a charge of £300 for overnight accommodation. Additional places may become available at a cost of £1,000 per person. However, numbers will be limited to ensure comprehensive discussions and inclusiveness. Further dates may be considered to meet any excess demand. Essential pre-reading Prior to the session, delegates with be asked to review their organisation’s strategic business objectives, including as outlined in the annual report, and assess the alignment between these objectives and the reward values and principles set out in the remuneration report.

Drew Matthews is interim Head of Reward for the Ministry of Defence advising the organisation on all aspects of remuneration and performance. Prior to joining the MOD, Drew was a Partner with Aon Hewitt New Bridge Street having previously been Personnel Director for Tesco where he was accountable for compensation and benefits, global mobility, share schemes, occupational health and wellbeing for over 500,000 employees in 14 countries. Drew also has over 15 years reward consulting experience having worked at PwC, Deloitte, and Stern Stewart – the EVA company.

Phil Wills provides expert input to the PARC agenda. He has deep experience in the design of reward plans which support business strategy, including executive incentive plans. An independent consultant, currently advising UK and mainland European companies, his previous roles include Global Head of Compensation and Benefits for Reed Elsevier, ICI and Diageo.


2017 2017 Programme

Summer Lecture and Reception – Understanding Potential – Are we looking in the wrong place?

Lecture and drinks reception Date Wednesday 7th June 18.00 – 21.00 Venue Haberdashers’ Hall 18 West Smithfield London EC1A 9HQ

Anyone who thought they understood the Nature versus Nurture debate should attend this event when Oliver James will challenge orthodoxy in asserting the vital role of parental influence and early experiences. Whilst based on early experience, the relevance and implications for the techniques of the HR professional is profound. It’s a fact that no genes, or collections thereof, have been found to explain more than tiny (1-5%) amounts of heritability for psychological traits – intelligence, personality, mental illness. This gulf between the findings of twin studies and direct ones of genetic variants was dubbed the ‘missing heritability’ in a 2009 paper published in Nature. If genes seem less relevant to intelligence or motivation, parenting is emerging as increasingly more significant. It’s not just the publicised evidence that exceptional skills require 10,000 hours of deliberate practice, nor the fact that one third of exceptional achievers (including British Prime Ministers and American Presidents) lost a parent before age 14. For anyone, the mixture of childhood maltreatment, role in the family script and the amount and kind of love received in the early years emerge as critical. If we really want to understand the potential performance of our workforce, we need to measure their childhoods every bit as much as the crude conventional tools – the overrated Big 5 personality traits, IQ tests and other cognitive measures. It remains a mystery why HR departments have not been using the Adverse Childhood Experiences instruments. The future for HR lies in a much more sophisticated analysis of the psychopathology of performance rather than measurement of supposedly inherited competence.

Oliver James is a Chartered Psychologist and the author of several bestselling books, including They F*** You Up (2002), Affluenza (2007), Office Politics – How to thrive in a world of lying, backstabbing and dirty tricks (2013), Not In Your Genes and Upping Your Ziggy – How David Bowie Faced His Childhood Demons and How You Can Face Yours (both 2016). After a degree in Social Anthropology at Cambridge University and training as a child clinical psychologist at Nottingham University, he worked as a Research Fellow at Brunel University and then in a mental hospital, before becoming a television producer, journalist, radio broadcaster and television presenter.


2017 2017 Programme

Incentives – What is their role in improving performance?

Discussion meeting and report

Executive pay, its perceived excesses, governance and future development have been the subject of much reporting and debate over the last years – to which PARC has obviously contributed. But it sometimes seems as though this is the only aspect of reward getting any airtime.

Date Thursday 22nd June 16.30 – 21.00

PARC last looked comprehensively at incentive reward in 2010, and it now seems the right time to revisit what is happening in the world of incentives more generally. Where does the debate about the rights and wrongs of incentive structures stand now, and do we really understand what works and why – or why not? And where are we heading?

Venue Eversheds 1 Wood Street London EC2V 7WS

A short research report will seek to answer those questions, and also look at the following themes: • Are there any new trends in incentives being explored for different groups of staff e.g. support staff, sales, and others? • What are the relative roles of incentives for teams and for individuals? • Pay-for-performance is still a concern for executives – is this the case elsewhere in the organisation, and what are companies doing about it? Is the definition of performance clear anyway? • Have incentive plans made a difference to the attraction and retention of talent, and has there been any link to engagement? • Are incentive plans becoming simpler for clarity and focus or more complex to cover more situations? How flexible can they be to cope with a more volatile business landscape? • How significant are the moves in some sectors (e.g. asset managers) to reject incentive schemes and return to simple salary structures, citing the lack of evidence that incentives enhance performance? • Are we taking enough account of developments in neuroscience that could frame the way we look at incentives, or are we just tweaking the same set of themes? • And last, but not least, what are the unintended consequences of actions that have been taken in incentives practice? Our meeting will discuss and debate the issues raised, and feature contributions and inputs from a number of people with different perspectives.

Dr Geoff Bird is a cognitive neuroscientist at the University of Oxford and a Senior Lecturer at King’s College London. He also holds a Research Fellowship at the Institute of Cognitive Neuroscience at University College London. He focuses on understanding the neuroscience of performance of individuals and groups. An expert on social interaction, his research covers how the brain enables us to learn from others, feel empathy for them, and influences how they feel and think. Geoff has completed a WABC-accredited Business Coaching course focusing on the neuroscience of leadership and performance. He has recently been voted one of the UK’s ‘Most Influential HR Thinkers’ by HR magazine. Andrew Erhardt-Lewis’ career focuses on the relevance of people in business strategy by leveraging pay and performance. Working internationally with a wide range of clients, he has gained a breadth of experience in total reward strategy; analytics; cost reduction and process improvement; change management and global M&A activities. With a first degree from Michigan State and a Masters from Sognang, South Korea, Andrew has worked with PwC, Aon Hewitt and Deloitte where he is now a Director.

Clockwise from top left: Dr Jeff Bird; Andrew Erhardt-Lewis; Jean-Pierre Noel; Mark Quinn

Jean-Pierre Noel is a senior HR leader with over 20 years’ experience working for blue chip companies including Reckitt Benckiser, Honeywell and InterContinental Hotels where, since 2012, he has been SVP Global Reward and HR Capability. He is a volunteer mentor and coach, on the CIPD’s Senior Policy Forum and a Tutor at Oxford University’s Said Business School. Mark Quinn is a Partner of Mercer and leads the UK Talent business, supporting clients across the HR agenda with a particular focus on organisational performance, individual performance and reward. Prior to joining Mercer in 2011 he held Senior Reward roles at organisations including RBS, Ernst & Young, Sainsbury’s and GlaxoSmithKline. He has a B.A. (Hons) in Philosophy from Hull University and is a Member of the CIPD.


2017 2017 Programme

House of Commons Luncheon

Members’ lunch Date Wednesday 12th July 12.00 – 17.00 Venue The House of Commons Westminster London SW1A 0AA Host Maggie Throup, MP for Erewash

Our House of Commons luncheon meeting will be another opportunity to gain a better understanding of the way in which policy is framed, legislation enacted and organisations and individuals are held to account. Maggie Throup, MP for Erewash, will be our host for lunch followed by a presentation and discussion around parliamentary procedure, particularly in the context of its relationship with business and business institutions. Our speaker will be a prominent Parliamentarian. The venue for the meeting will be Dining Room A, providing an imposing setting for our discussions and conversation over lunch. We will follow the meeting with drinks on the terrace. We are currently working the details with a number of protocols to observe but as soon as arrangements are finalised we will be in touch with all members inviting early confirmation of attendance when numbers will be limited and entry procedures necessarily rigorous.

Guest Speaker A Prominent Member of Parliament

Maggie Throup is the Conservative MP for Erewash in Derbyshire. A biochemical scientist Maggie has worked in the public sector, the private sector and as a business consultant. She was elected to Parliament in May 2015 and is a member of the Health Committee and the Scottish Committee. We are grateful to Maggie for hosting our meeting and facilitating our arrangements.

Angela Knight CBE chairs PARC meetings to ensure optimum participation and exchange. She is currently the Senior Independent Director at Brewin Dolphin plc and Tullett Prebon plc, and is a member of the Board of Transport for London and an advisor to Oxera. She was previously Conservative Member of Parliament for Erewash.

Organisational Performance Clinic Clinic Date Wednesday 6th September TBC Venue One Heddon Street Mayfair London W1B 4BD


Gerry Ledford will be conducting an Organisational Performance Clinic for PARC members interested in reviewing the concepts of OD and kick-starting or re-invigorating their company’s long-term improvement programmes. The clinic will test your organisations’: • Understanding of value • Key people alignment with strategic direction • Availability of relevant skills and processes • Evaluation • Culture

Gerry Ledford is Senior Research Scientist at the Center for Effective Organizations at USC. He is a recognised authority on aligning human capital practices to business strategy. Areas of interest include total rewards, employee engagement and involvement, talent management, design of work, large-scale organisational change, and HR technology. Gerry is leading several projects on performance management practices, including rating-less appraisal, continuous feedback, and crowd-sourced feedback.

2017 2017 Programme

Risk – What does it mean for the progressive HR function?

Discussion meeting and report Date Wednesday 13th September 16.30 – 21.00 Venue Eversheds 1 Wood Street London EC2V 7WS

Over the past few years, the scope and scale of risks to which organisations are exposed have proliferated e.g. cybersecurity, data threats, terrorism, reputation – and these risks can be both outside and inside the organisation. Unsurprisingly, the level at which they are discussed and governed has escalated accordingly. Risk has also been incorporated explicitly into The UK Corporate Governance Code (2014), which sets out responsibilities for risk management and internal controls. The guidance is not only about ‘hard’ factors, but also includes specific reference to culture and assurance – including embedding risk considerations into reward systems. Airmic, the association for those responsible for risk management and / or insurance in organisations, has published two highly relevant research papers. In 2011, in conjunction with Cass Business School, ‘Roads to Ruin’ highlighted 7 key common reasons that underpinned all but one of 18 company failures – lack of Board skill and NED control; Board risk blindness; leadership failures; poor communications; organisational and risk complexity; inappropriate incentives; and risk management ‘glass ceiling’. In 2014, with Cranfield, ‘Roads to Resilience’ described the themes that led to success – exceptional risk radar; flexible and diverse resources and assets; strong relationships and networks; rapid response capability; and constant review and adaptation. Most of the themes that underpin both failure and success, therefore, are firmly issues for the Board and HR – but to what extent are HR truly involved in the risk business? Shouldn’t they be ‘joined at the hip’ with the Chief Risk Officer in approaching how to protect and progress the future of the business? This meeting will explore contemporary and emerging issues of risk, with real-world case studies of what this can mean for HR. It will be complemented by a short research report.

Andy Doyle joined WorldPay in August 2013 as Chief HR Officer. He was previously at ITV plc where he was Group HRD from 2009, having joined as HR Operations Director. Prior to that, Andy was HR Director of Morrison plc, a leading construction and support services business. He has also held HR and general management roles in organisations experiencing significant change both in the UK and US, including UNITE Group plc, and Tricon Restaurants International.

John Hurrell was appointed as Chief Executive of Airmic in January 2008 following a career of almost 30 years in the Marsh and McLennan Group of Companies where he held a number of senior management roles before becoming Executive of their Risk Consulting business throughout Europe and the Middle East for five years. At Airmic, he has been involved in research into risk and insurance related issues which has resulted in ground breaking publications from Airmic, including Roads to Ruin and Roads to Resilience. John is a Fellow of The Chartered Insurance Institute and a Chartered Insurer.

Nigel Sullivan is Human Resources Director for TalkTalk plc, a position he has held since 2010. He reports to the Chief Executive and is a member of the Executive Committee. Nigel led the transformation of the HR function which includes all aspects of the function including all training and development across the Group. He also has responsibility for property, facilities, health & safety and insurance. He previously held senior roles at Land Rover, Nortel, Marconi and Wincanton and is a Non Executive Director of the RUH NHS Foundation Trust Bath.


2017 2017 Programme

Collaboration in a Competitive World: Driving Innovation, Efficiency and Productivity

International Conference Date Monday 2nd – Wednesday 4th October Venue Hotel Okura Amsterdam Ferdinand Bolstraat 333 1072 LH Amsterdam The Netherlands There is a non-refundable accommodation cost of £250 + VAT per night for those who wish to stay at the conference venue. We recommend a two-night stay – Monday 2nd October and Tuesday 3rd October. Please note that places at the hotel are limited. Attendance for non-members is £1,500 + VAT (excluding flights and accommodation). Full details of the conference and registration are available at

Senior business people, HR leaders and specialists interested in creating environments to enable collaboration and understanding the benefits whilst being aware of the pitfalls will want to attend this conference where we will be asking how do we seek collaborative opportunities with other organisations and how does the changing nature of work impact collaboration? We are embarking on an age of collaboration, where multiple forces are coming together enabling collaboration to thrive, both inside and between organisations. Emerging disruptive technologies, globalisation, diversity of thinking, customer demands, extended communications, psychology of the emerging workforce and economic pressures are all combining to encourage teamwork, sharing and new ways of operating. Successful organisations will be those who embrace the opportunities which collaboration offers. Through the contribution of the speakers and facilitated discussion, the conference will suggest practical solutions to enhance the way organisations collaborate internally and externally. Discussion will focus on: • How do we identify top talent? Who in our organisations is the glue that connects the rest of the business and drives collaborative thinking? What do the networks of successful people look like? How do we channel collaborative thinking? • What lessons can be learnt from history about forming highly effective teams? What practical steps can we implement to ensure project teams deliver? Is the nature of teamwork changing with a multi-generational workforce? • With “uberisation” disrupting industries, is collaboration the best defensive strategy? How do we successfully work with organisations that can be customers, partners, suppliers, competitors or increasingly all four? • Can collaboration be a distraction when what business needs most is focus? How do we avoid overloading the willing employee? Who’s more valuable the crusader or the collaborator? Attendees will also be experiencing and interacting with a live jazz band through the two days.

Dr. Margaret Heffernan produced programmes for the BBC for 13 years. She then moved to the U.S where she spearheaded multimedia productions for Intuit, The Learning Company and Standard & Poors. She was Chief Executive of InfoMation Corporation, ZineZone Corporation and then iCast Corporation, and was named one of the “Top 25” by Streaming Media magazine and one of the “Top 100 Media Executives” by The Hollywood Reporter. Amy Edmonson is the Novartis Professor of Leadership and Management at the Harvard Business School, a chair established to study interactions leading to the creation of successful enterprises. She was recognised in 2011-13-15 by the biannual Thinkers50 global ranking of management thinkers. Amy teaches and writes on leadership, teams and organisational learning and has been published in many prestigious journals. Rob Cross is a Professor of Management at the University of Virginia. For twenty years and across 300+ organisations, Rob has worked on managing social networks intentionally to drive innovation. He currently focuses on three ways leaders can use network insights to drive performance – talent optimisation, leadership effectiveness, and organisational alignment. Hamish Taylor is a former CEO of Sainsbury’s Bank and Eurostar. Following an outstanding career and 10 years assisting some of the world’s leading organisations, Hamish is an expert in Innovation / Change, Customer Focus / Brand Management and Leadership / Performance. He is also known as the ‘master thief’ based on his record of innovation transfers. Clockwise from top left: Dr. Margaret Heffernan; Amy Edmonson; Rob Cross; Hamish Taylor; Alex Steele


Alex Steele is an international consultant and educator, working with organisations around the world for a wide range of industry sectors and government agencies. Alex is well known as a consultant, trainer, coach, author and jazz pianist, working with teams, organisations and communities to facilitate change, creativity and innovation. His work blends leading edge management thinking and practices with live improvised jazz performances. He is a regular contributor at Ashridge Business School and London Business School.

2017 2017 Programme

2018 Programme Launch and Keynote Address

Members’ dinner Date Thursday 30th November 18.30 – 22.00 Venue 34 Mayfair 34 Grosvenor Square South Audley Street London W1K 2HD

2017 will have provided its share of surprises, crises, and yet more political and social chaos as the world continues to grapple with change. Population movement, demographic imbalance between the developed and developing worlds and a fragile economic system laden with governmental, corporate and personal debt all add to the uncertainties of the global economy and the ability to conduct successful businesses. Looking at developments in these geopolitical trends, Gideon will review 2017 and look forward to the New Year. How are the UK and Europe handling the Brexit process and what are the consequences for us and the remainder of Europe? Where is the US heading after the first year of the new Presidency? What’s next for the emerging economies – China in particular and the continuing rise of populism? Gideon’s remarks will clearly reflect contemporary events and as ever we look forward to an informed and lively discussion. We shall also be launching our 2018 Programme, which we know members look forward to, setting out our plans for another PARC year.

Gideon Rachman is the London based foreign affairs commentator for The Financial Times. He speaks authoritatively about economics, politics and globalisation as they apply to Asia, Europe, the Middle East, the Americas and more invariably informed by his remarkable access to world leaders. Previously he was with The Economist for 15 years including as a foreign correspondent in Brussels, Bangkok and Washington and as business editor. Gideon has written a number of books, the latest being Easternisation: War and Peace in the Asian Country, as well as being a regular contributor to a number of publications worldwide. He received the 2016 Orwell Prize for journalism, Britain’s most prestigious prize for political writing and is a regular broadcaster and speaker. A graduate in history from Caius College, Cambridge, he has been a visiting fellow at the Woodrow Wilson school in Princeton University.


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PARC 2017 Programme  

PARC covers a range of issues, setting them in the wider political and economic contexts. We promote challenging research, identify expert b...

PARC 2017 Programme  

PARC covers a range of issues, setting them in the wider political and economic contexts. We promote challenging research, identify expert b...