hrtechoutlookapac
Home» News

Arianna Huffington and SAPs Jennifer Morgan to Deliver Keynote at the Great Place to Work For All Summit

HR Tech Outlook | Friday, November 30, 2018

SAN FRANCISCO — Media entrepreneur Arianna Huffington, founder of The Huffington Postand Thrive Global, will join SAP Executive Board Member Jennifer Morgan to deliver a keynote on the importance of business partnerships at the 15th Annual Great Place to Work® For All Summit™ March 7–9 in San Francisco. Huffington and Morgan will candidly discuss how the strength of the partnership between their companies has helped each reap greater results and achieve business success. They will also reveal how the latest innovations in creating meaningful partnerships can strengthen workplace culture across organizational boundaries, as well as maximize the human potential of all in the workplace.

“We are very excited to have Arianna Huffington and Jennifer Morgan join our conversation about the importance of Innovation in Partnerships. SAP has helped thousands of its clients develop better, long-lasting business results, ultimately leading them to become better workplaces for all, which is better for business, better for people, and better for the world,” said Great Place to Work Chief Executive Officer Michael C. Bush. “As the founder of not one, but two game-changing media brands, Arianna understands how the intersection of technology and partnerships can lead to both a better bottom line and a happier work environment.”

Stay ahead of the industry with exclusive feature stories on the top companies, expert insights and the latest news delivered straight to your inbox. Subscribe today.

“Using our own data and research on this topic, as well as best practices from Best Workplaces such as SAP, we are committed to accelerating the maximization of all human potential that is currently underrepresented and disengaged across many workplaces, with our first milestone closing the work experience gap between women and men by 2020,” said Bush.

Morgan oversees global customer operations at SAP, one of the world’s leading cloud and enterprise software companies. Thrive Global, founded by Huffington in 2016, is a behavior change media and technology company offering science-based solutions to lower stress, and enhance well-being and performance. Huffington and Morgan will join the keynote series on Innovations in Partnerships on March 8, which will be led earlier that day by Summit Co-Chair Tim Ryan, the U.S. Chairman and Senior Partner of PwC. This series will focus on how organizations and people can partner in powerfully inclusive ways to solve complex business problems and help advance the movement towards creating a Great Place to Work For All. It will also reveal the best practices for workplace inclusion and how to maximize the human potential for everyone within an organization.

“I'm looking forward to joining Arianna to discuss the importance of innovation and the power of great partnerships. SAP and Thrive Global are combining health and wellness with the power of technology to envision and enable a future of the workplace – a place that informs and inspires employees to bring a healthier balance to their lives,” said Jennifer Morgan, Executive Board Member, SAP.

“Creating a great place to work for every employee is the most important step you can take as a business leader – in any field, whether you’re running a startup or a company that’s been around for decades. That’s why Thrive Global’s mission is to end the stress and burnout epidemic by offering companies and individuals sustainable, science-based solutions to enhance well-being, performance, and purpose, and create a healthier relationship with technology.Your employees are your most valuable resource, and when your people thrive, your company thrives,” said Arianna Huffington, founder and CEO, Thrive Global.

The three-day Summit also features a future of leadership content track including: a CEO leadership panel on March 7 during the Small and Medium Business Forum, featuring Sarah Nahm, Founder & CEO of Lever; Chris Taylor, Founder & CEO, Square Root, Inc.; and Henry Albrecht, Founder & CEO, Limeade; and tactical focus sessions that expands on these concepts on March 8 & 9.

The Summit will also unveil A Great Place to Work for All, Bush’s new book that redefines great workplaces in the 21stcentury. The book features a chapter on Innovation in Leadership introducing a new leadership framework, showing the advantages of what he defines as "For All" leaders. In effect, the times demand executives who not only are business-savvy but also are devoted to fairness, have deep faith in people, and empower all individuals to reach their full human potential.

The Great Place to Work® For All Summit™ is recognized by Society for Human Resource Management (SHRM) to offer Professional Development Credits for the SHRM-CP℠ or SHRM-SCP℠. In the past, this event has been approved for Recertification Credit Hours: HR (General) recertification credit hours toward aPHR™, PHR®, PHRca®, SPHR®, GPHR®, PHRi™, SPHRi™ recertification through HR Certification Institute's® (HRCI®).

In addition to SAP, Co-Chairs and Executive Title Partners for this year’s Great Place to Work® For All

Summit™are PwC, which will lead “Innovations in Partnerships,” Workday, which will lead “Innovations in Technology”, and Accenture, which will lead “Innovations in Leadership.”

Additional sponsors include Activision Blizzard, Aflac, Alston & Bird, AT&T, Baird, Bombas, Bright Horizons, Cadence, CarMax, Cisco, Comcast NBCUniversal, Custom Ink, Dynamic Signal, EY, Famous4Colors, Four Moon Productions, Four Seasons Hotels and Resorts, Genentech, Globoforce, Hilton, HR Certification Institute, Lavit, LOMA Agency, Marriott International, Mercedes-Benz Financial Services, Nationwide, O.C. Tanner, Plante Moran, SAP SuccessFactors, Salesforce, SAS and World Wide Technology.

For press inquiries and to request an interview with Michael C. Bush and his co-chairs and speakers, contact Melissa Krantz at (917) 653-6716or mkrantz@krantzandco.com.

About Great Place to Work® For All SummitTM

The Great Place to Work® For All SummitTM assembles executive leaders from Best

Workplaces, including FORTUNE’s 100 Best Companies to Work For®, Great Place to Work-Certified organizations, and those newly embarking on their workplace journey. Its mission is to share best practices for creating and championing high-trust cultures that are better for business, better for people, and better for the world.

About Great Place to Work

Great Place to Work is the global authority on high-trust, high-performance workplace cultures. Through its certification programs, Great Place to Work recognizes outstanding workplace cultures and produces the annual FORTUNE & Best Companies to Work For®; and Great Place to Work Best Workplaces lists for Millennials, women, diversity, industries and, internationally, countries and regions. Through its culture consulting services, Great Place to Work helps its clients create great workplaces that outpace peers on key business metrics like revenue growth, profitability, retention and stock performance.

More in News

Enterprises responsible for workforce integrity face a shift that traditional background screening approaches are no longer equipped to handle. Hiring decisions once relied on static verification at the point of entry, treating trust as a fixed attribute rather than a variable condition. That assumption is under strain as identity manipulation becomes easier, credential distortion grows more subtle, and fraud patterns evolve faster than periodic checks can keep up with. The result is a widening gap between what organizations believe they know about their workforce and what is actually unfolding in real time. The pressure is not only technological but economic. Many organizations recognize the limitations of one-time checks, yet struggle to justify the cost of expanding screening into continuous processes. Budget constraints often reinforce outdated practices, leaving risk exposure unaddressed beyond the hiring moment. At the same time, regulatory expectations around data handling and personal information continue to rise, placing equal emphasis on how trust is assessed and how sensitive data is protected. A more credible approach to workforce trust begins with acknowledging that verification must extend beyond a single event. Continuous monitoring introduces a dynamic layer, enabling organizations to detect changes in risk status as they occur rather than after damage occurs. This shift reframes background screening from a compliance exercise into an ongoing risk awareness function. Real-time visibility into criminal activity, credential validity or registry changes allows decision-makers to act with current information rather than historical snapshots. Equally important is the integrity of the data infrastructure supporting these insights. Organizations are handling increasingly sensitive personal information, which requires stringent safeguards and disciplined governance. A foundation built on regulatory frameworks ensures that data is collected responsibly and used in ways that preserve privacy while enabling meaningful analysis. This balance between protection and insight is critical, as poorly governed data environments introduce risks that can outweigh the benefits of expanded screening. Another dimension shaping evaluation is the ability to detect patterns that individual organizations cannot see in isolation. Fraud is rarely confined to a single incident or entity; it often operates through distributed signals that only become visible when data is aggregated and analyzed at scale. Platforms that can surface these patterns offer a distinct advantage, highlighting anomalies and risk indicators that would otherwise remain hidden within isolated datasets. This capability becomes increasingly relevant as fraud tactics shift from obvious identity fabrication to subtle credential manipulation, making detection more dependent on contextual intelligence than standalone checks. The market's direction also points to broader applications of trust verification beyond the workplace. Interactions between individuals in digital marketplaces, short-term rentals and peer-to-peer transactions increasingly require assurance that both parties are credible. Screening platforms that can extend their capabilities into these adjacent contexts position themselves not just as hiring tools but as infrastructure for trust across multiple forms of human interaction. Yardstik reflects this shift by positioning trust as a continuous, technology-driven process rather than a one-time verification step. It builds on a regulated foundation that safeguards sensitive information while enabling broader analysis of workforce risk signals. Its platform extends beyond traditional checks to include ongoing monitoring, credential validation and fraud detection capabilities that respond to evolving threats. By integrating real-time indicators and leveraging aggregated data insights, it provides organizations with a more current view of workforce risk. For executives evaluating modern screening solutions, it presents a model aligned with how trust must be managed in an environment defined by constant change. ...Read more
Leadership development transcends mere strategy; it is essential for unleashing the full potential of leaders. When effectively nurtured, leaders enhance their decision-making abilities, inspire their teams, and boost overall performance. Fostering strong leadership is just the starting point. Organizations that prioritize leadership development see significant benefits for their performance and growth. Reasons to engage in leadership development Developing a competitive advantage: Investing in leadership development provides a competitive advantage that distinguishes a business from its peers. Alternatively, only one in every five organizations that did not provide a leadership development program reported financial performance in the top ten percent of their industry. Effective leaders can negotiate problems, seize opportunities, and promote innovation, increasing competitive advantage. They promote a culture of accountability and quality throughout the organization. Companies that invest in leadership development ensure their leaders possess the necessary expertise and knowledge to remain competitive. Recruiting and retaining top talent remains a persistent challenge, as high-potential employees recognize the demand for their skills and actively seek growth opportunities. Visual Workforce enhances workforce visibility through skill intelligence and analytics to support talent development and retention strategies. Visual Workforce has been awarded Top Skill Intelligence Platform by HR Tech Outlook for real-time skills mapping, workforce insights, and predictive analytics capabilities. As a result, organizations must adopt structured approaches to attract and retain high-performing individuals in competitive environments. However, investing in leadership development can provide enormous benefits. Companies that provide extensive leadership development programs exhibit a commitment to their employee's professional development and success, instilling confidence and a sense of security in their jobs. Employees are more likely to stay with a company that invests in their development, lowering turnover and associated expenses while instilling a sense of stability and dedication to the organization. A commitment to leadership development demonstrates to potential employees that the organization encourages continual learning and professional advancement. This reputation can boost the brand, making it easier to attract the industries finest and brightest. Boosting the next generation of leaders: Succession planning is crucial to any organization's long-term viability. Developing the next generation of leaders guarantees a robust bench of capable individuals ready to take on leadership opportunities when they become available. Leadership development programs assist in identifying and nurturing future leaders, equipping them with the skills and experiences required to take on larger responsibilities. These programs frequently include mentoring, coaching, and exposure to all aspects of the organization, ensuring that potential leaders are well-rounded and ready for future difficulties. ...Read more
Technology intervention in learning management systems (LMS) has opened up seamless advantages within businesses in recent years. Furthermore, an accelerated demand for employee training and development in an organisation has instigated the need for innovations in LMS technology, which has been gaining momentum in recent times. An advancement in data collection and analysis patterns has likely facilitated increased immersive learning experiences, thereby elevating the productivity and performance of an enterprise. Moreover, an enhanced understanding of eLearning trends within an industry favours leveraging employee training and development substantially. For instance, video-based learning modules in learning management system technology are likely gaining momentum in recent times. That is, the invincible role-play of video in people’s lives has meticulously triggered organisations to incorporate video content into employee training as an effective policy via video quizzes, tests, coaching, interactive videos, and virtual classrooms. Generally, video-based learning confines varied advantages like reduced costs, easy scalability, improved retention, and engagement, enabling organisations to reinforce their materials while incentivising employees to complete desired courses corresponding to their job functions. Likewise, Learning Experience Platforms (LXP) have meticulously carved their space in LMS technology, enabling enterprises to design systems beyond mere course management. Thus, the very approach facilitates varied learning experiences like video, gamification, and social media while allowing LXPs to efficiently share documents and user-generated content, chat, collaborate, write articles, and design their learning paths alongside Similarly, an integrated eLearning project management tool is gaining monumental importance in LMS technology in recent times, enabling organisations to efficiently manage resources for employee training. The approach aims at an effective collaboration between teams while tracking time and other necessary resources for an emphasis on sharing, chatting, managing, designing, and validating eLearning projects. The functionality ought to be critically incorporated into learning management systems, thus enabling employees to efficiently manage their training and development processes. This functionality aims at enhancing businesses with robust and engaging training materials, in addition to ensuring intermittent training for employees, thereby favouring effective performance. Additionally, the creation, branding, designing, animating, and management of course materials, i.e., creative authoring tools, are highly crucial for businesses adopting learning management systems. The technique aids enterprises in the effective simplification of processes for creating, engaging, and compelling course materials, thereby nurturing interactive content like quizzes and videos while managing the content effectively via a desired central location. It enables organisations to create more robust and engaging training materials, thereby scrutinising the intensity of the procedure accordingly. ...Read more
Recognizing employees is a vital strategy that profoundly impacts company culture, employee motivation, and overall performance. It elevates morale, cultivates a positive workplace atmosphere, enhances employee engagement, and contributes to the organization's success. Businesses can build a motivated and productive team by implementing effective recognition programs that align with the company’s values, ensure consistency, and consider individual preferences. The committed workforce strives to achieve shared objectives.  Employee recognition is crucial in an organization as it goes beyond acknowledging individual achievements, reinforces positive behaviors, motivates employees, and fosters a culture of appreciation. Recognizing employees' contributions and accomplishments boosts morale, job satisfaction, and retention rates. Benefits of effective recognition programs include enhanced employee engagement, improved morale and job satisfaction, increased motivation and productivity, and retention of top talent. Peer-to-peer, informal, and formal recognition are the three categories of employee appreciation. Formal recognition initiatives that showcase outstanding accomplishments and support the organization's goals include employee of the month awards, annual performance awards, and public recognition ceremonies. CompWizards supports employee recognition programs through data-driven insights and structured communication tools that enhance peer-to-peer engagement and workforce alignment. Informal recognition involves spontaneous gestures of appreciation, such as verbal praise, thank-you notes, or small tokens of appreciation. Peer-to-peer recognition programs empower employees to acknowledge and celebrate each other's achievements, promoting camaraderie, teamwork, and a supportive work culture. Best practices for implementing recognition programs include aligning with organizational values, maintaining consistency and fairness across all levels, providing regular feedback and communication between managers and employees, and offering flexibility and personalization to accommodate diverse preferences. The Abelson Group provides workforce solutions supporting employee recognition programs, enhancing communication, teamwork, and organizational culture development. The impact of recognition programs can be measured through employee satisfaction surveys, monitoring turnover rates and retention of top performers, and tracking performance metrics. Lower turnover rates among recognized employees indicate higher levels of engagement and satisfaction. Performance metrics, such as productivity levels, team collaboration, and customer satisfaction scores, can also be used to assess the impact of recognition on organizational performance. Employee recognition is pivotal in cultivating a positive work environment, enhancing employee engagement, and keeping top talent within the company. By carefully implementing best practices and incorporating flexibility into their approaches, organizations can guarantee that their recognition programs are not just token gestures but meaningful expressions that genuinely impact their employees' morale and motivation. This thoughtful approach to acknowledgment can significantly contribute to a culture of appreciation, encouraging a sense of loyalty and driving higher performance across the team. ...Read more