8:00 - 9:00 Registration and welcome coffee/tea

9:00 - 9:10 Official Conference opening by Conference Chairman

9:10 - 9:50 Organizations are prone to selecting good people technically, but are they good leaders. (Examining how organizations talent management structure only looks at technical competencies without integrating them with the values of the organization. Should talent management become an essential part of the business model, something that impacts all workers and becomes central to the overall ethos of any organization). By Rostyna Gordon-Smith - PEOPLEIMPACT (CZECH REPUBLIC)

9:50 - 10:30 Adapting new HR strategies to tackle talent shortage. By Tamas Diener - PEPSIAMERICAS (HUNGARY)

10:30-11:00 Networking Coffee Break

11:00-11:40 Effective talent retention schemes to keep best talent. By Birgit Weber-Wesely - MARS (AUSTRIA)

11:40-12:20 Interim management within Czech Republic and Europe. By Jana Martinova - ACCORD SERVICES-ECE (CZECH REPUBLIC)

12:20-13:00 Interactive Q & A Sessions

13:00-14:00 Networking Lunch

14:00-14:40 If 2009 was the year of the economic recession, AchieveGlobal's international study proves that 2010 will be the year of the leadership reset. The fatal flaw of business leaders is nothing new: hubris, or the delusion that business is only business, that we know everything we need to know, that we can solve any problem resulting from brash action to gain power, wealth, or an adrenaline rush. AchieveGlobal found that this mindset was a catalyst for today's lack of trust in business leaders. Our study is a blueprint for fixing the broken model of leadership and moving organizations forward.

14:40-15:20 A stronger need for retirement systems within CEE

15:20-15:30 Networking Coffee Break

15:30-16:10 Systematic development of talents (career plans, training programs, and e-learning). By Jana Ryslinkova - US BUSINESS SCHOOL(CZECH REPUBLIC)

16:10-16:50 Reward, performance and risk (exploring risk taking within companies to ensure employers seize opportunities)

16:50-17:20 Interactive Q & A Sessions and Closing remarks from the Chair

17:20-18:00 Meetings on site

08:30 - 09:00 Welcome coffee/tea

09:00 - 09:10 Opening remarks from the Chair

09:10 - 09:50 Syndicated columnist, author and co-founder of The Prague Leadership Institute, Pepper de Callier, explores the convergence of events that have created a revolution in thought about our approach to leadership and career development. In the 21st century, when cognitive intelligence has become a commodity, what will be the measures of success and development in our leaders of tomorrow? Pepper will discuss the "physics" of leadership and what the sometimes counter-intuitive approaches are that increase productivity, effectiveness, and bottom-line results for leaders-at all levels from the Board level to individual contributors-in what Pepper calls the "Post Information Age". What are the areas of focus as we construct a new dialogue for identifying, nurturing, growing and retaining top talent? Pepper will examine these issues along with his thoughts on transforming the workforce from a compliance mentality to one of full engagement. By Pepper de Callier - PRAGUE LEADERSHIP INSTITUTE (CZECH REPUBLIC)

09:50 - 10:30 Will the HR services portfolio manager and Delivery Architect become a more prominent feature within companies for 2010 (finding out what is the optimum mix of outsourced, shared services and locally determined HR delivery services given the current and going forward needs of the business. By John Willmot - NELSONHALL (UK)

10:30 - 11:00 Networking Coffee Break

11:00 - 11:40 Identify, motivate and retain top talent within your company (The effect of globalization and demographic changes and how they exert pressure on companies to find, develop and retain the best people and talent, while also reducing HR costs. Examining the different technologies that are used and available for organizations to find, develop and retain talent, which in turn develops a strong, aligned workforce)

11:40 - 12:20 Correct methodologies for BPO success (using the right outsourcing concept to expand over time, correct timing to ensure new added services, locations geographically, and correct business lines).“Do What You Do Best and Outsource the Rest” - Cliché or Proven Methodology? A Euronet Case Study by Dimitris Verikios - EURONET WORLDWIDE (GREECE). The era of mergers and acquisitions has created unprecedented operations and management challenges for banks around the globe. Increased pressure for accountability and profitability have caused the financial service industry to re-evaluate the way they do business. Banks are increasingly recognizing the need to focus on their core competency –while allowing other specialized experts to handle a variety of outsourcing needs. Euronet will present a case study on the value of outsourcing in the retail financial service sector – including challenges, benefits and results

12:20 - 13:00 Interactive Q&A sessions

13:00 - 14:00 Networking Lunch

14:00 - 14:40 Social Capital - a hidden competitive factor. Trust, fairness and cooperation are the main social capital values. How do they become competitive factors and how do we increase theme in our company? In the Scandinavian countries there is a big experience with the importance of a high degree of social capital in the society. How do we transfer this value to the company level and how to me read its influence on the bottom line? Does Cultural differences influence the importance of high social capital? By Bigir Husted and Hans Christen Hansen - UNIQUECONSLUT (CZECH REPUBLIC)

14:40 - 15:20 Jan Bubenik is Managing Partner of Prague-based Bubenik Partners, an international leadership consultancy and retained executive search firm.  A well respected resource and frequently interviewed in print, TV, and electronic media, Jan will discuss the most topical recruitment issues of the EU and CEE. How do companies find culturally relevant managers? Where are the next best substitutes coming from? Should you consider temporarily hiring someone solely to train their permanent replacements? Lastly, how can the experiences of working in CEE markets be relevant for companies when sending their employees to truly developing countries and the next growth wave in the BRIC countries? By Jan Bubenik - BUBENIK & PARTNERS (CZECH REPUBLIC)

15:20 - 15:40 Networking Coffee Break

15:40 - 16:20 The use of internet tools, HR portals and the possibilities of social networking as a form of recruitment strategies. By Ratibor Libal - ACTUM (CZECH REPUBLIC)

16:20 - 17:00 Examining the governance model of the future (will there be less focus on process execution and more on demand generation, value creation and customer satisfaction. Does it require a more holistic market-driven approach than that of a back office function)

17:00 - 17:10 Closing remarks from the chair

17:10 - 18:00 Networking (meeting on site optional)