INFORMATION

BACKGROUND

In 2016, with the increasing adverse and uncertain factors in the world economy, more possibilities of low-speed operation, the slow recovery of economy in developed countries, the deceleration new economy union, the entire world economy is recovering with no momentum. Meanwhile, the competition of trade and new technology force China to realize the revolution and upgrade of economy. The latest report The Prospect of World Economy and Market from Goldman Sachs forecasts, in the next 25 years, the labor of China is estimated to decline 0.47% per year, the demographic dividend will gradually disappear. In the future, China will replace demographic dividend with talent dividend, moving forward from market economy to capital economy, seizing the competitive advantage in a new turn of economic development.

The new economy including sharing economy, Internet economy, industry 4.0 and latest technologies including cloud, big data, etc. are profoundly influencing the future development of enterprises in China and urging human resource management to keep up with the trends for revolution and innovation. Peter Druker once said: “The Internet eliminates distance, and this is the most influential part.” Under the impact of Internet thinking, the borders of organizations are vanishing. The organizational design comes to be the largest challenge of human resource management to enterprises. The vertical layer structure is replaced by the flat net structure. The relationship between individuals and organizations will no longer be attached, everyone is able to be “self-employed”, organizations should pull out potentials of every employee, give play to their abilities and build a positive, open and inclusive company culture.

Human resource management should be more “digital thinking” at the same time. In every part of HR management, the behaviors and patterns of human resource can be presented by digitalization, including big data performance management platform, effectiveness analysis system and recruiting, person-job matching which based on big data. For HR management, the Internet plus doesn’t only mean offering tools at some specific HR management module, but realizing Internet management in entire HR management process, offering real change to HR management, employees and enterprises. In the age of Internet plus, recruiting, talent management, performance appraisal, and organization culture set up should keep up with the change, meanwhile rethink and restructure. HR department needs to focus on core value, developing talent valve, triggering inner motivation and passion to the largest extent, building a dynamic and effective organization, keep improving self-influence and presenting their values.

In this new age, the 9th China Human Capital Forum will be hosted at Shanghai Jingan Shangri-La Hotel on September, 8-9, 2016 by China’s leading human resource media, HRoot, providing a high-end, rational and forecasting communication platform, discussing more flexible and diversify solutions of talent management in China’s and global market in the future, helping enterprises in China achieve rapid development by efficient human resource services.

China Human Capital Forum 2016 converges decision makers of government, business schools, authoritative scholars of associations, HR management elites of Fortune 500, communicating the opportunities and challenges of development of world economy and what opportunities and challenges of HR management these HR managers are facing under their strategic responsibilities and new economy form, the hot topic and trends of global HR management, exploring the best path for enterprises’ development in the future.