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- Duke to share one‑page synthesized master framework
- Each CHRO writes a 90‑day action plan and a question for their CEO
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- ALGs to present their workforce planning models
- Duke Educators to synthesise and crystalize into a master framework
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- Welcome, Introductions & Well-Being Check-In
- Context & Framing: The Generative → Agentic AI Shift Impacting People-Function Leaders
- Participants form-up into Action-Learning Groups (ALG)
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Group Work x Discussion:
- Top 3 mindset shifts for leaders
- Top 3 new leadership competencies
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ALGs share key insights, Duke Educators distil and synthesize
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ALGs to design one concrete HR pilot (e.g., AI agent for talent review, burnout prediction, internal mobility). Include: what, how, success measure
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- ALGs to share pilot ideas
- Duke Educators to distil and synthesize
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ALGs to complete a one‑page template: key workforce decisions, AI agent actions, human oversight, success metrics
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Duke presents two real world use-cases:
- How a global bank’s board uses an AI agent to monitor risk and suggest strategic pivots
- How a manufacturing firm’s board delegated operational oversight to an agent, freeing director time for long‑term strategy
Key Takeaways:Board agendas, information flows, and decision rights are changing rapidly.
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Duke presents two real world use cases:
- A logistics company’s autonomous agent that manages exception‑handling workflows, reducing manual escalation by 80%
- A professional services firm that embedded agentic AI into client onboarding, collapsing a 5‑day process to 2 hours
Key Takeaways:Workflows become self‑optimising; managers move from task‑supervision to outcome‑management
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Duke presents two real world use cases:
- A tech company’s “agentic talent marketplace” where AI agents match internal talent to projects, shifting managers from scheduling to coaching
- A retailer’s use of agentic AI to reskill 10,000 store associates – agents act as personal learning guides
Key Takeaways:Workforce planning becomes dynamic, HR’s role shifts to agent governance
