MEET THE SPEAKERS

Josh Bersin
Josh Bersin
Founder, Bersin Partners
Katee Van Horn
Katee Van Horn
Former VP Global Engagement and Inclusion, GoDaddy – CEO and Founder, Bar the Door
Chris Havrilla
Chris Havrilla
President, Havrilla Consulting (USA)
Thomas Møller Jeppesen
Thomas Møller Jeppesen
Senior People Operations and Development Partner, LEGO (DNK)
x
HR’s Five Mandates in the New World of Work (Streamed from SF with Live Q&A)

We all know the world of work has changed. People work in teams and use technology more than ever before. Organisations are asking people to move faster while becoming even closer to customers. Ongoing reskilling is a requirement for almost every job. And of course, emerging technologies employing AI and robotics are on the brink of changing jobs in every industry segment.

What is HR’s role in all of this? In this streamed keynote presentation, Josh Bersin, global independent analyst and founder of Bersin™ by Deloitte, will present the five mandates for HR organisations in the coming years. He will explain how we can best provide value to our companies and boost employee productivity and engagement by leveraging technology and best practices to enhance the ways employees work, learn, and develop.

Other topics include:

  • Making intelligent business decisions through data-driven HR
  • The latest trends in the HR technology market and how they will influence buying decisions
  • Creating a learning culture with a clear vision and innovation at its core
  • Fostering diversity and inclusion through innovative practices and technology

 

Josh Bersin is an analyst, author, educator, and thought leader focusing on the global talent market and the challenges and trends impacting business workforces around the world. He studies the world of work, HR and leadership practices, and the broad talent technology market. He is often cited as one of the leading HR and workplace industry analysts in the world.

x
From Admin to Asset – How to Move HR to Innovation

Start with the data! Katee will share how she has created and reimagined benefits and diversity programs that individualise the employee experience through improved HR technology – focused on enhancing the communication channels available to employees.

Katee will explain how at GoDaddy she implemented a system of employee data collection and analysis from scratch, whilst putting employees at the heart of the focus. From this she looked at three factors for each group - hiring, promotion and retention. Using tools and improved training with leaders, she had great success in being able to drive better accountability and understanding of awareness.

She has implemented training tools such as Social Talent to increase recruiter capabilities and knowledge of bias in the sourcing and recruiting process to achieve enhanced employee experience and ultimately improved retention of key talent.

Inclusive Cultures: Using Innovation to Drive a Better Employee Experience

Katee was part of the team that revolutionised Employee Experience at GoDaddy.

Her session will detail tried and proven tactics that work to make all employee interactions digital (onboarding, reviews and benefits enrollment.). Through the utilisation of tools featured in the HRIS and implementation of a brand new LMS, Katee was able to automate employee lifecycle functions including the review process, increase engagement scores, training capability and participation in social media for employee brand and recruiting.

Katee is a leading USA-based HR thought leader in optimising tools and leveraging technology to improve the quantifiable employee experience.

x
Talent & Technology Innovation and Transformation is Won at the Intersection of HR and Business, Product and IT

There are many forces that are causing disruption to HR we can't afford to ignore – demographics, technology, and the changes to our work culture like the gig economy, demand for personalisation and digital transformation. One of the biggest disruptors is the emergence of Intelligent Software (AI/IA). One thing is for sure, how we work and how work gets done will change.

Can incorporating intelligent software or machines into our workforce lead to BETTER, more personalised experiences? More engaged and diverse workforces? A solution to our current tech and talent woes?

We can’t ignore these innovations, but we must take a holistic approach and innovate our function and technology at the same time – including who are, and how do we partner with, all the stakeholders to get the outcomes and full potential possible.

Plus: you must sell and fund this when you can’t prove success or certainly not ROI, internally or externally. This is innovation! Innovation means it hasn’t been done before. Buckle up, it’s going to be a bumpy ride and you need to be prepared.

  • How do we break the cycle of transactions that drive activity and “productivity”, but don’t add value or achieve the outcomes people wanted or expected?
  • HR purchased enterprise software as silver bullet solutions, but what they got was more work, and a general dislike and distrust of technology and vendors. Why hasn’t our tech worked?
  • Why is nobody happy and pointing fingers at each other about talent and tech woes – HR Customers, HR Tech Vendors, IT teams, and the businesses they are all trying to serve? More importantly, what is the solution?
  • How do you have the tough technology conversation that nothing will work without solving the NON-tech issues that plague most organisations today?
The HR and L&D Innovation and Tech Fest Wrap Up Lab

We’ll condense and re-package the very best ideas you’ve heard over the two days, to ensure you can take away the practical tips and insights to implement tomorrow!

x
PLAY: How the LEGO Group has made it Fundamental to Employee Experience

LEGO’s innovation story is legendary. Last year Forbes Magazine nominated LEGO as the most powerful brand in the world!

It is the LEGO philosophy that ‘good quality play’ enriches a child’s life and lays the foundation for later adult life. Play in a LEGO context is not much different than it is for a child – without play the humankind would not have culture, language etc. as it’s a prerequisite for your ability to learn.

Hear how one of the world’s most well-known brands utilises its core message and translates it into award winning employee experience. Thomas will share how Lego ensures that all employees experience the power of play through their onboarding in programs that allow them to engage with kids in the local communities, through leadership programs and of course in their yearly Play Day that brings play and the potential of the LEGO Brick into the hands of all employees.

How the LEGO Group is Transforming its HR Function and Processes to Prepare for the Future (of HR Tech)

LEGO have fundamentally changed their structure and operating model to be able to deliver day-to-day while preparing for the future. In the past 6 months – using social engagement tools and completely restructuring the performance review, bonus and training programs – LEGO is showing agility to cope with double-digit headcount growth.

An important part of this change was the re-build of their front-end innovation department (Creative Play Lab), enabling this agile way of working, and new technologies to better innovate the future of toys.

Jodi Paton
Jodi Paton
General Manager for People, Performance and Culture, HOYTS
Natalie Peters
Natalie Peters
HR Director - Ways of Working, Telstra
Dr Thomas Rasmussen
Dr Thomas Rasmussen
GM People Analytics, National Australia Bank
Kate Tones
Kate Tones
Group People Experience Manager, Merivale
x
How Hoyts Connected Over 3,000 Employees and Built a Stronger Culture in 90 Days

Join Jodi, General Manager for People, Performance and Culture for HOYTS who will show how they were able to drive top-down, bottom-up and cross-company communication and collaboration by deploying a single, integrated platform within 90 days.

With over 50 cinemas located in Australia and New Zealand, HOYTS faced a challenge connecting their dispersed workforce made up of over 3,000 largely millennial, part-time employees with no work emails. Moreover, the decentralised nature of the organisation resulted in no uniform company culture – which was concerning for an entertainment brand made up largely of a millennial workforce.

Within 90 days, HOYTS  are now sharing best practices across branches, have a clear two-way communication channel from frontline workers to the management team and have built a strong culture around collaboration, learning and sharing which is driving productivity gains and a better customer experience.

x
Future Ways of Working: Sharing Telstra’s Journey

Telstra are embarking on a ground-breaking project to revolutionise the way that this unique company operates. Alongside a major digitisation of the entire Telstra business to improve the employee experience, Natalie is leading a team to tackle the 15 barriers which are impacting the workforce the most. Using a combination of zero-based design and agile teams, hear how Telstra is focusing on mindsets and behaviours to create a clear view on capability and fundamental shift in organisation design.

x
Using People Analytics to Add Value to Customers, Shareholders & Employees

NAB uses People Analytics to identify what works and what doesn’t by linking people and organisational data to business outcomes, increasing customer satisfaction and employee experience.

Thomas has gained executive sponsorship/presence in the C-suite, asking the right questions based on the business strategy and customer needs, linking analytics of people and organisational data to business outcomes and identifying tangible actions that increase impact. He’ll demonstrate how understanding the importance of storytelling with data and analytics, and utilising a change management approach can deliver results.

Thomas is a global thought leader on Analytics and data driven HR, has published several papers on the topic, and believes data and evidence should supplement business understanding, experience and intuition in decision making on people and organisational issues – and that this will enable businesses to deliver more value to customers, shareholders and employees.

x
Digitising HR to Create Unforgettable Experiences at Merivale

Merivale are driven to deliver unique and memorable experiences to every guest who steps into one of their 70+ brands and venues. To reflect this, Kate and the People Team at Merivale have invested in digitising HR to reflect the organisation’s focus on providing unforgettable guest experiences.

With an end goal of attracting great talent, growing their own and enabling Merivale’s incredibly diverse 3,000+ strong team, key elements to their successful transformation include:

  • The importance of partnering with the business to achieve shared outcomes
  • The role People Team has in helping Merivale build for the future
  • The importance of using technology to drive results

 

Kate and Jess will share their lessons learnt, as well as a snapshot of their journey that began with a completely manual approach, to now working on revolutionary Technology and Transformation initiatives to improve Merivale's people and business outcomes dramatically.

Gabe Zichermann
Gabe Zichermann
Expert, Author & Writer about Gamification and Engagement Mechanics (USA)
Dr Amantha Imber
Dr Amantha Imber
CEO, Inventium
Alexander Kjerulf
Alexander Kjerulf
Chief Happiness Officer, WooHoo Inc [DK]
Dominic Price
Dominic Price
Head Of R&D, Work Futurist, Atlassian
x
Digital Wellness & Gamification: The Opportunity for HR/LD to Create Tech-Life Balance

Technology has irrevocably changed our work and personal lives, mostly for the better. But the mainstreaming of always-on culture and rise of gamified algorithms threatens the health and well-being of millions of high-value employees. This session focuses on what HR & LD leaders need to know about technology addiction and how to strategically combat it in the workplace without reducing engagement or productivity. At the same time, this discussion will also help attendees understand how gamification can contribute positively to a workplace culture of learning with examples and a solid foundation in the science of behaviour.

Gabe Zichermann is the world’s foremost expert and public speaker on the subject of gamification, user engagement and behavioural design. He is the Co-Founder of the behaviour change software start-up, Onward. Gabe is the author of The Gamification Revolution (McGraw Hill, 2013), Gamification by Design (2011) and Game-Based Marketing (2010), as well as the Founder and Editor-in-Chief of the industry’s primary publication, Gamification.co. In addition, Gabe helped co-design live-event gamification platform Liventium.

x
How to Create a Culture Where Innovation Thrives

It is universally recognised that innovation is key to growing a business. As such, creating a culture where innovation thrives is critical. However, when surveyed about what they think creates a culture of innovation, over 95% of business leaders get the answers wrong. They are basing their decisions on intuition rather than science.

Dr Amantha Imber will share with you the 14 key drivers to creating a culture of innovation - according to what has been scientifically proven. In a highly interactive keynote, the audience will get to see how closely their intuition matches with science.

In addition to the science, Amantha will share stories from some of the world’s most innovative organisations about how they are applying these principles.

Attendees will leave with an understanding of:

  • The 14 drivers that matter when it comes to creating a culture of innovation
  • The top five most impactful areas where they should be focusing their innovation efforts
  • Case studies and strategies from the world’s most innovative companies on how they are creating a culture where innovation thrives
  • Practical ideas to unlock breakthrough thinking through creating the right type of working environment
x
Leading with Happiness

With disruption and change all around us, studies clearly show that a manager’s behaviour has a huge influence on happiness at work. Good leaders motivate and energise their employees, creating a level of happiness that makes employees go the extra mile for their business and their customers. Bad managers spread frustration and stress.

Alex is Denmark’s Chief Happiness Officer and one of the world’s leading experts on happiness at work. He gives leaders the knowledge and tools they need to make their people happy at work. And it doesn’t take much. Happiness at work is not about raises, bonuses, perks and promotions – it comes from simple, effective actions that any leader ought to know and do.

Alex is the author of international bestseller Happy Hour is 9 to 5 and has consulted to some of the world’s best brands including Microsoft, LEGO, IKEA, Shell, HP and IBM.

x
How Atlassian is Ready for the Future of Work

Consistently voted in Australia’s best places to work, Atlassian prides itself on the employee experience. Dom will explain the idea around the lone genius being dead, and the need for Atlassian to focus on teams in order to prosper as organisations in the new age of work. You’ll discover the Atlassian Team Playbook and how managers, employees and service staff can all benefit from monitoring the health of their team and running practical plays to ensure the team is being as productive as possible.

Dom has responsibilities spanning 5 global R&D centres. He is also the in-house “Team Doctor”, helping Atlassian scale by being ruthlessly efficient and effective, with one eye on the future. Dom helped pioneer the Team Playbook and has personally run hundreds of sessions with teams globally.

Previously, Dom was GM of Program Management for a global gaming company and a Director of Deloitte providing assurance and consulting services. Dom is proud to work at Atlassian, the home of the most intelligent t-shirt wearers in business!

Bill Boorman
Bill Boorman
Managing Director - Technology & Innovation, Recruiting Daily (UK)
Vanessa Blewitt
Vanessa Blewitt
Global Transformation Lead: Learning Intelligence and Effectiveness, Nestlé
Britta Baumann
Britta Baumann
Head of C2C, eBay Australia
Madeleine Green
Madeleine Green
Principal Advisor (Digital and ICT), Independent Schools Queensland
x
Diversity, Inclusion and the Role of HR

How diverse are we really in our thinking? Will algorithms lead to a less inclusive workplace? And what are the real challenges you may face when performing work each day, if you are a transgender person, impacted by mental health or disability, from a different class, or just paid less because of your gender?

This session brings together a range of perspectives from a range of communities to address these questions and more, with real life experiences and solutions with a presentation, a panel and roundtables. Expect plenty of key takeaways.

x
Learning Effectiveness Framework: From Happy Sheets & People on Seats to Tangible Business Value

In this session hear how Nestlé have made considerable inroads into changing the conversation about learning value, moving from a focus on efficiency and cost to concentrating on results and value. This has been largely due to delivering a framework that enables a holistic, value focused approach for both L&D to design and deliver – with the business for the business – and the business (learners, line managers, HRBPs) to prepare and participate in learning. These have brought about measures that provide actionable insights about what happened and why.

Nestlé has achieved this by adopting outside-in thinking through internal and external research, connection & reflection. Starting with “contained” high profile/high value parts of the business and cross functional collaboration between experts in several core HR technologies, organisation structures and data, learning and development, vendors and people analytics. Learning can be positioned as a tangible performance enabler when learning teams work with the business for the business.

Enable Workplace Performance - Optimise Technology to Enable Knowledge and Skills Acquisition

In this interactive panel discussion, you’ll examine several critical business problems.

How do you navigate the minefield of technology options that claim benefits? With so much new learning technology, how do you decide whether you need to invest in a new Porsche or just re-detail a used Toyota? Where can L&D professionals access reliable information on tools that are fit for purpose? How does L&D utilise technology that delivers learning that moves with the agile, volatile and mobile nature of work, and identify metrics to demonstrate impact on related business outcomes?

This session will provide solutions to help you:

  1. Align technology choices to business needs and outcomes
  2. How people and processes are key to technology enablement and success
  3. Understand the business metrics that matter
x
Building Human Skills in the Machine Age to Cope with Change

We live in a world that is changing more rapidly than ever before. Whilst digital transformation, machine learning and artificial intelligence are major revolutions that bring major advancements, many of us also feel increasingly overwhelmed.

How can individuals, teams and companies cope in this changing world? What role does empathetic leadership play? What are the insights from neuroscience? Why is everyone talking about mindfulness? Britta will share her experience and advice about the required skills for people to stay relevant in the machine age as well as the tools to foster critical, creative and innovative thinking.

  • Learn what’s happening to your brain when you are stressed
  • Learn what you can do to increase focus, clarity, innovation and enhance the quality of human connections
  • Understand change and stress and their actual impact on your brain, emotions, physiology and health
  • Glean insights from Neuroscience about the benefits of mindfulness and meditation on your brain
  • Explore the skills you will need to stay relevant in the machine age
  • Discover tools to develop those skills, including mindfulness, meditation and humility
x
How Independent Schools Queensland Digitised Their Learning and Empowered Remote Educators

Join Madeleine as she shares the journey to create equity for all learners by digitising ISQ’s professional learning offerings via the implementation of a learning management system. ISQ’s LMS, ‘Connect&Learn’ has enabled users in remote areas to access high quality eLearning modules with user-experience at the heart of instructional design and development.

The introduction of eLearning has offered geographically diverse users the possibility to solve real-life challenges in the classroom for their students and the transition to a blended learning approach has allowed ISQ the opportunity to analyse data-driven insights to continue offering learners targeted and meaningful eLearning modules.

Madeleine will share the challenges from this, and other learning system implementations, and offer you her key learnings for a successful transition to online learning at your organisation.

Mirela Lane
Mirela Lane
Head of Human Resources, City Beach
Michael Kim
Michael Kim
Head of HR, Spotify Asia Pacific
Rita Newman
Rita Newman
Group Head of Learning, ANZ
Kumud Kokal
Kumud Kokal
Former Head of Business Systems, Airbnb (USA)
x
How City Beach Solved Business Problems Through HR Technology

By taking a 'non-traditional' approach to business problem solving, City Beach was able to save money on the implementation of the new store point of sale technology, enabling investment in ongoing HR Technology.

All staff able to use new store technology on the day of release. Minimal cost of training delivery. Cost of training time on business significantly reduced. Investment in new learning technology approved using savings from the project.

Mirela will share how the team delivered results through understanding and aligning the business need, understanding of the audience and how they best learn, knowing HR technology that could deliver the best outcome, having a future mindset of the HR technology roadmap and how to be agile with it.

x
Life at Spotify 2018 – HR’s People Strategy to Support the Fastest Growing Tech Start-Up in the World…

In an update to his story at 2017’s HR Innovation & Tech Fest, Michael will share how Spotify is using data analytics, replicating its core product and how they’ve built successful programs and strategies that truly align to the company’s vision on culture and values. Always asking “what is best for their people” first.

By leveraging world-leading data-driven decision making and a cutting edge global HR philosophy, hear how Michael has helped create innovative strategies and programs to support the needs of a company in hyper growth. As a result, Spotify’s parental leave program has received global recognition and they are leading the way on performance development when it comes to best place to work.

x
Implementing a Learning Aggregator to Stimulate a Learning Culture

Implementing learning aggregator technology which pulls on rich internal and external content can improve the learner experience, increase speed to competence and reduce the cost and reliance on face to face learning. It can also be an effective catalyst to stimulating a learning culture by providing bite sized and social learning where people can access it at any time and fuel their curiosity.

A range of topics will be explored: social learning, mobile learning, the importance of badging, how to design a learner experience strategy around learning moments that matter, the importance of scaled agile and human centred design, push vs pull learning content approaches, video enabled learning to create bite sized learning, and how to stimulate a learning culture.

This is a practical session – taking you through ANZ’s journey in preparing for the implementation of new learning aggregator technology to stimulate learning culture, impacting over 45,000 employees.

  1. Key considerations in selecting a vendor for your learning aggregator solution
  2. Using Human Centred Design and Scaled Agile to improve the learner experience
  3. Insight into the key factors to consider when trying to shift the learner experience so that people learn to learn, make time to learn, love to learn, and learn through others
x
Data Driven HR: How Airbnb Measures Belonging and Other Metrics

Airbnb’s mission is to create a world where anyone can belong anywhere. They believe that belonging starts at home. Belonging is not only core to their mission but to their existence and is one of the most important metrics they measure.

This has been enabled by a strong partnership between HR, People Analytics and HR Technology teams taking a data driven approach to identify strengths, opportunities and roadmaps. This session will highlight the strategies behind building a data driven HR organisation. Kumud will share the journey and the data driven approach that Airbnb has been on to measure belonging and other metrics in recruiting, compensation, talent and payroll.

You already have lots of data in your existing systems and tools. These data sources may be disparate or integrated. Here are some key takeaways:

  • What are the foundations of building a data driven practice in HR?
  • How do you leverage data governance to improve the quality and integrity of HR data?
  • How to build recruiting, compensation, talent or manager dashboards and what strategies to use to increase adoption of these dashboards
  • How do you lead with data in making organisational decisions?
Digital HR: Designing and Automating HR Processes

In a recent article by Josh Bersin and the High Impact HR Report, research suggests that 45% of companies are still focused on basic process automation in HR. The transformation from paper or digital paper (emails, word/excel documents, etc.) to a fully integrated HR Technology environment can not only be daunting but expensive. Automation in HR is no longer a ‘nice to have’ but a ‘must have’.

In this session, Kumud will share short- and long-term strategies on which HR processes can and should be automated – and the journey that hyper growth companies like Airbnb have gone through to achieve such automation (and are now focused on innovation). This journey started almost 4 years ago with 2 applications and 0 integrations. It is now a fully supported ecosystem with a dozen enterprise HR Applications and more than 130 integrations automating data movement across applications.

  • Building a strategy for designing and automating HR processes
  • Executing against that strategy
  • The role of people, process and technology to achieve such automation
  • Lessons learned around what’s worked and what’s challenging
Rashika Islam
Rashika Islam
HR Operations Manager, Unisson Disability
Susie Gleeson-Byrne
Susie Gleeson-Byrne
Head of Human Resources - Australia and New Zealand, Uber
Jessica Moore
Jessica Moore
Head of People Systems, Merivale
Craig Gander
Craig Gander
Senior Manager Organisation Capability, Greater Bank
x
UX & EX Coming Together as One, Contributing to the Overall Culture at Unisson Disability

Their employees are their product. Unisson is a service provider to people with disabilities, and their people need to be their competitive advantage.

Hear Rashika on how she solved the business problem of not having a system that would empower employees and contribute to the overall employee experience. The team explored several HRIS options keeping minds focused on an enabling and engaging employee/user experience.

She will explain how they took a design thinking approach when implementing different modules and processes. “How might we design the processes that add value for employees”, “Co-Design” and “Buy-in” were anchoring the implementation processes.

  • Importance of Co-Design and Finding the Yes!
  • Keeping employees inspired along the journey – celebrating small wins
  • Keeping minds focused on current and future needs
x
Lessons Learned on Uber’s People Journey

The task of taking Uber’s people on an improvement journey has been led in this region by Susie Gleeson-Byrne. Susie has used her experience as an HR Lead with a broad range of people management and leadership skills, gained in industries as diverse as Technology, Digital Transformation, Entertainment/Music, and Investment Banking.

With a global outlook that stems from many years of successful leadership and consulting experiences in London, Shanghai, the USA and Australia, she has set about understanding the key drivers of the culture at Uber and needs of the organisation to focus on improving employee engagement and delivering value to all stakeholders. She is passionate about equality of access to opportunity for all, and the Arts. She sits on the Board of Theatre of Image, as well as acting as a consultant to several entertainment and tech startups.

x
Digitising HR to Create Unforgettable Experiences at Merivale

Merivale are driven to deliver unique and memorable experiences to every guest who steps into one of their 70+ brands and venues. To reflect this, Kate and the People Team at Merivale have invested in digitising HR to reflect the organisation’s focus on providing unforgettable guest experiences.

With an end goal of attracting great talent, growing their own and enabling Merivale’s incredibly diverse 3,000+ strong team, key elements to their successful transformation include:

  • The importance of partnering with the business to achieve shared outcomes
  • The role People Team has in helping Merivale build for the future
  • The importance of using technology to drive results

 

Kate and Jess will share their lessons learnt, as well as a snapshot of their journey that began with a completely manual approach, to now working on revolutionary Technology and Transformation initiatives to improve Merivale's people and business outcomes dramatically.

x
A Greater HR Transformation Journey

The HR transformation journey isn’t an easy one to navigate. What’s more, there is no single roadmap for us to follow. This is something that Craig Gander, Senior Manager Organisation Capability at Greater Bank knows all too well. Luckily for Craig he drew guidance from a few generous organisations who had travelled this road before. Being able to listen and learn from their experiences while he was leading Greater Bank through their journey was instrumental in the Bank’s HR transformation success.

To pay it forward, Craig will share Greater Bank’s HR transformation story. From getting executive buy-in, creating a realistic roadmap and navigating the different implementation and adoption strategies through to exploring his lessons learnt and the tangible results Greater Bank have seen along the way. Craig will share his experiences to help you navigate your own HR transformation journey.

Kent Cabrera
Kent Cabrera
Head of HR Optimisation, Aesop
Lee Williams
Lee Williams
Head of Learning & Leadership Development, Latitude Financial Services
Bevan Preston
Bevan Preston
"That Guy from Learning", Learning Solution Designer, Vodafone
Alexander Nicolaus
Alexander Nicolaus
Head of Talent Acquisition, Grab Financial (SGP)
x
HRIS Implementation at Aesop – A Gentle and Considered Way to Implement

Hear from Aesop’s Head of HR Optimisation, as he worked to implement an HRIS to set up the foundations to support the full HR spectrum. Kent worked to design and implement the system, initially in the absence of subject matter experts and with no legacy system to draw from.

Understanding his audience’s readiness and by using design and phasing Kent will demonstrate that you don’t always have to implement the same big bang way, “HR need to think of technology as part of their fabric and must have a vision of things to be, regardless of where you are starting start from.”

x
Creating a Continuous Learning Culture That Supports the Business Vision and Strategy, with Digital Enablement at its Core

A culture where people actively seek out learning opportunities to develop themselves is the dream of every progressive L&D professional. But let’s face it: One cannot make people want to learn! How do you create and embed a continuous learning culture in your businesses? In this session, the leader of the strategy at Latitude Financial Services will share their journey towards establishing a continuous learning culture, to enable their business strategy - and how they shaped this by focusing on the modern learner’s needs, at its core.

x
Vodafone Learning – How a Partnership Helped Foster a Social Learning Culture

Hear how Vodafone doubled learning activity in a year, exploiting curiosity and community as a social driver for learning engagement. Bevan and his team moved from an entirely ‘push’ learner enrolment to 35% ‘pull’ enrolment, using social cues to encourage self-directed learning.  They will share how they exploited already well-established social ‘discovery’ behaviours from social platforms like Facebook and Twitter, and transplanted these into Vodafone Learning.

The results made it easier for learners and leaders to encourage each other to learn more, by giving them tools to refer learning, review learning and monitor learning.

x
Implementing Cutting Edge AI to Building a Business from 0-500 Employees in 18 Months

Alex’s team were responsible for attracting and securing the talent for Grab Financial (a payments and lending FinTech business) from scratch to 500+ employees within 18 months across Southeast Asia. This included its Bangalore R&D centre, all leadership positions, engineering and commercial roles all without using recruitment agencies.

Implementing innovative technology for identifying and screening candidates, Alex will demonstrate how they developed the in-house recruiter of the future with a seat at the table in organisational design, forecasting and succession planning strategy. The candidate centric methods have enabled Alex to act as business adviser. By understanding key human capital trends from the disruptive economy (namely technology innovation), he has single-handedly helped Grab to hire faster, with quality, at a lower cost and without increasing attrition.

Giovanna Romeo
Giovanna Romeo
National Capability & Development Manager, Boral Australia
Julie Shearman
Julie Shearman
Director: People, Culture & Engagement, Presbyterian Aged Care
Trish Dawson-Kermode
Trish Dawson-Kermode
Global Professional Education and Training Manager, Cochlear
Darren Nerland
Darren Nerland
Senior Learning Strategist – Amazon (USA)
x
Utilising Learning Management Technology to Significantly Advance Employee Safety and Business Efficiencies

Boral’s implementation of iLearning plus learning management system for training and compliance for its 6,000 employees across 430+ sites nationally impacted upon virtually every aspect of their operations, especially with regard to its employee safety goals and overall operational efficiencies.

How this was achieved offers a fascinating glimpse into the ways innovative corporations can utilise and adapt advanced learning technologies to achieve impressive and significant results, often in areas far outside the original or intended scope of operations.

x
‘For Purpose’ HR & Organisation Transformation: Rapid Change in the Ageing Sector

The aged care sector is growing rapidly, but implementing the latest ‘For Purpose’ Human Capital technology with full management buy-in and cultural engagement can be a challenge.

Hear Julie’s story to achieving this implementation by creating alignment between people and business change and success through Mission, Strategy, Business Plans and high-growth workforce.

Julie used her vast experience in leading HR change projects in organisations such as Telstra, Sydney Water and the Heart Foundation to spend time in the business and understand the case for change: seeking first to understand to be understood.

A new Executive Leadership Team, (ELT) has emerged through organisational change and the HR transformation journey strengthened by new ways of working, firm values and mutual respect.

x
Enable Workplace Performance - Optimise Technology to Enable Knowledge and Skills Acquisition

In this interactive panel discussion, you’ll examine several critical business problems.

How do you navigate the minefield of technology options that claim benefits? With so much new learning technology, how do you decide whether you need to invest in a new Porsche or just re-detail a used Toyota? Where can L&D professionals access reliable information on tools that are fit for purpose? How does L&D utilise technology that delivers learning that moves with the agile, volatile and mobile nature of work, and identify metrics to demonstrate impact on related business outcomes?

This session will provide solutions to help you:

  1. Align technology choices to business needs and outcomes
  2. How people and processes are key to technology enablement and success
  3. Understand the business metrics that matter
x
Building a Learning Ecosystem: What You Need to Know

Online and social learning reduces the cost of training, expands the ability to reach a larger audience for your content, and increases the speed at which learning experiences can be accessed and offered. However, because of these growing complexities it’s increasingly important to ensure you’re looking at both how these ever-increasing types of content interconnect and how your learning architecture scales with the business needs of your organisation. We will explore social platforms; performance support platforms; eLearning, video, and mobile learning; learning management systems and; HRIS system integration.

  • How learning paths will push people past compliance and “required” learning.
  • How new platforms that exist to give employees the opportunity to innovate through enhanced collaboration with peers.
  • Allow learners to see new ideas emerge through informal learning activities.
  • Explore the link between performance and learning in systems.
  • How using both asynchronous and synchronous content can give additional flexibility to your ecosystem.
  • How to prepare yourself for continued technological evolution.
Design Thinking is Not Rocket Science! But L&D Projects Need it

Design Thinking is a buzzword right now, and it is often used when we discuss things like use cases or user stories for design. Or we confuse design thinking with UX or UI design. Design Thinking is a systematic process that empowers people to think in a more innovative way to solve problems and to create solutions for what customers really want. In today's reality, learning solutions demand innovation.

While Design Thinking is not rocket science, it is a process. It is not an art, but it does involve creativity. In this session you’ll work together to understand what design thinking is, how to fail fast, and apply it to a learning example and explore the phase of design thinking. In the end you’ll talk about how this is about people and design, not about systems and technology (but how to use them to your advantage!).

  • How to explain what Design Thinking is and how to apply it to your work
  • How to fail fast and learning from pilots and experiments
  • How to apply Design Thinking to a learning project
  • How to use Design Thinking principles and templates
Chris Pirie
Chris Pirie
General Manager, Global Learning, Microsoft (USA)
Joshua Griffin
Joshua Griffin
People & Culture Business Lead, SBS
Michael Frampton
Michael Frampton
Chief People Officer, Canterbury District Health Board
Paul Swain
Paul Swain
Group Head of HR, Dymocks Group
x
The End of the Training Department and the Rise of The Learning Scientist – Digital Disruption and the Future of Learning Leadership

In 2016 Chris gave a presentation entitled The End of the Training Department, in which he shared the disruptive forces at work on Microsoft, his industry, and on his team. The title was hyperbole, but the forces at work on his team and the anxiety about the future of the learning profession were real. In sharing his attempts to understand a future role for the organisation and function he ultimately expressed his confidence that with disruption came great opportunity, and in innovation was a possible salvation and vision for the future of our discipline.

In subsequent years, Chris has had the opportunity to explore the impact of disruptive forces at work on the learning function with many Chief Learning Officers around the world. CLOs from Addis Ababa to Zurich (well Switzerland anyway) and from Automotive companies to Wall Street, and he’s had the chance to sharpen his thinking on future opportunities for the ‘training department’, meet some learning scientists, and discover some cool best practices along the way.

In this talk Chris will update you on the changes at Microsoft and their journey to create a culture of learning that builds competitive advantage and a measurable impact on stock price. He’ll also share with you three forces and learnings to help you chart a future course.

  • The rise and the role of the robots – What are the skills implications of the fourth industrial revolution?
  • The new cult of learning culture – Why your job is not your job, and why learning is everybody’s job.
  • The learning advantage – How learning innovation is a competitive advantage and a force for progress in the world.

 

In the context of these trends, you’ll discover some tools to plan your future as a learning leader. All participants will get a reading list and a list of questions to help you frame your future as a learning leader in the age of digital disruption.

Digital Opportunity and the Future of Learning Leadership Part 2

Building on the topic of his presentation Chris Pirie will lead a highly interactive and participatory session which will help you chart a course for building the next generation of learning team in your organisation. Chris will provide a crash course on digital transformation and opportunities, then you will do the rest of the work, including:

  • Create a human scattergram that brings hidden data to life
  • Think like a futurist to identify the disruptive forces threatening your organisation and your team
  • Chart a course of action that respects your past but defines your future as the learning team that your organisation needs and will celebrate
  • Set the dials and push the button to start – or accelerate – the machinery of your own digital disruption journey

 

Our objective is to unearth examples of best practice underway in Australia, in your team, and in your organisation. We will arm ourselves with the seeds of a plan to build the modern Learning department or improve upon the one you already have.

This session will be filled with movement, crazy ideas, and absurd assertions, and will blend discussion of our serious missions with some fun. If things go to plan you will stand as much as you sit, you will talk as much as you will listen, and you will teach as much as you learn. But things hardly ever go to plan!

x
Building Inclusive Workplaces - Why a PR Job Simply Won’t Cut it

In recent years Diversity & Inclusion has become a mainstream business imperative for organisations across all sectors. Not only are business leaders wanting to demonstrate good corporate social responsibility, but they are increasingly understanding the real and tangible business case outcomes that a more diverse and inclusive workforce can offer.

Why is it then that so many organisations struggle to get it right? In the last twelve months, SBS have seen an increase in number of people from diverse backgrounds joining the organisation. In comparison to the previous year SBS has seen a 75% in the number of women joining the organisation, a 14% increase in the number of employees who speak a language other than English, a 13% increase in the number of Aboriginal and/or Torres Straight Islander people and a 600% increase in the number of employees with a disability joining the team. In addition they have experienced a 60% increase in Linkedin followers and a 9 day reduction in time to hire averages. With improved retention rates they have managed to halve recruitment activity overall.

Join Josh Griffin, SBS’s Diversity & Inclusion Lead as he talks us through how this little broadcaster is leading the charge across the media sector, busting Diversity myths and driving home the message of genuine and purposeful Inclusion through universal design and employee experiences.”

 

x
Care Starts Here: Creating Great Experiences at Work

The Canterbury District Health Board [CDHB] plans, funds and delivers healthcare for more than one in ten New Zealanders and the one in four kiwis needing complex medical, surgical, mental health, paediatric or maternity services. CDHB’s vision is for a health system centred around people that value their time.

With 10,000 doctors, nurses, allied health professionals and supporting teams, CDHB is one of the country’s largest employers. It’s also an organisation grappling with some unprecedented challenges.

In 2010 and 2011, the Canterbury region suffered devastating earthquakes in the largest natural disaster in modern New Zealand history. Eight years on, 1000s of quakes later and with 14,000 damaged or destroyed rooms across more than 200 facilities, CDHB is continuing to put people at the heart of all it does and deliver one of the world’s most integrated health systems.

Join Michael Frampton, CDHB’s Chief People Officer, as he weaves the compelling narrative of an organisation that’s taking everything it knows about caring for its communities and reinventing the experience of their employees at work. It’s about putting people at the centre of all they do, making it easy to get stuff done, delivering technology that frees up time, and making the world of work, work for all their people.

Because when people work better, care works better.

x
Successful Employee and Customer Experience at Dymocks

Customer experience is directly linked to the employee experience. It is no coincidence that businesses who have highly engaged and satisfied employees have highly engaged customers.

  • How engaged employees improve the customer experience at Dymocks
  • Tapping into the four enablers of employee engagement
  • What managers can do to increase engagement following the session

 

Key take-away points include;

  • Understanding the link between employee engagement and customer experience
  • Knowledge of the four key enablers of employee engagement
  • Practical examples of what managers can do to increase employee engagement to improve the customer experience
Tracy Hong
Tracy Hong
Learning Capability Manager - Infrastructure and Operations, Westpac Banking Corporation
Dana Schulenburg
Dana Schulenburg
Director of People Operations, Digital Solutions and Support, Bupa ANZ
James Law
James Law
Chief People Officer, EstimateOne
Scott Nell
Scott Nell
Senior Manager Organisational Development, Schneider Electric
x
Enable Workplace Performance - Optimise Technology to Enable Knowledge and Skills Acquisition

In this interactive panel discussion, you’ll examine several critical business problems.

How do you navigate the minefield of technology options that claim benefits? With so much new learning technology, how do you decide whether you need to invest in a new Porsche or just re-detail a used Toyota? Where can L&D professionals access reliable information on tools that are fit for purpose? How does L&D utilise technology that delivers learning that moves with the agile, volatile and mobile nature of work, and identify metrics to demonstrate impact on related business outcomes?

This session will provide solutions to help you:

  1. Align technology choices to business needs and outcomes
  2. How people and processes are key to technology enablement and success
  3. Understand the business metrics that matter
x
What’s Possible When Scrum Delivery Meets Cloud Technology in a Global People Team?

The go-live buzz of a major implementation consisted of 4 major technologies, 1 scrum team, monthly continuous delivery and a culture infused with passion and a willingness to try. However, true transformation for the Bupa team across Australia and New Zealand happened in the months and years after they went live.

Faced with a challenge from their Executive Team to drive optimisation across the new technologies delivered through a transformation program, Dana’s team reinvented itself on the fly to adopt SCRUM methodology and embrace the possibilities of continuous improvement.

The momentum gained has rolled on from Australia & New Zealand to expand globally and they’ve inspired and encouraged the rest of the People Function to embrace new ways of delivery across the entire team.

x
Cross Functional Teams, Coaches, Effective Feedback, Autonomy, Empowerment… and No Managers!

After leading HR teams at some of Australia’s leading online businesses including seek.com.au, realestate.com.au and Envato, James is plying his trade as Chief of Staff at EstimateOne. He is deeply passionate about creating environments that allow great people to do their best work.

One of their priorities is their journey to autonomous teams and streams where coaching and feedback reign supreme. Using technology as an enabler, EstimateOne have implemented cross-functional streams that are aligned to different parts of the business. This has created a customer-first ethos with no hierarchy that is purpose built for business.

x
Promoting Innovation and Growth Through Positive Leadership at Schneider Electric.

The future of work challenges us to be more human, focusing on our ability to innovate, create and collaborate. Schneider Electric has focused on programs for the past four years that explore human potential, leadership and well-being using positive psychology, neuroscience and emotional intelligence as the foundation. We look to science to understand the conditions for the human brain to create, and collaborate, then empower our leaders to provide a climate conducive to achieving this ambition, to instil a growth mindset and to help employees show up as the best version of themselves at work, home and life in general.

  • The three foundational pillars and positive leadership
  • Flourishing Employees program – well-being and resilience strategies
  • Flourishing Managers Program – the emotionally intelligent manager
  • Ignite program – leading for the future
  • Snapshot experiences from the programs
  • The global take-up
Wayne Mott
Wayne Mott
Learning Manager, Melbourne Water Corporation
Adrienne Viney
Adrienne Viney
Technology and Services Manager, People & Global Capability, Woodside Energy Limited
Marie Daniels
Marie Daniels
Commercial Pharma Learning Lead, Bayer ANZ
Gregory Bayne
Gregory Bayne
Director, Total Leader and Coach Solutions Australia
x
Building a Smart, Interconnected Digital Blended Learning Ecosystem for An Enhanced Learner Experience

In an environment of rapid change, technology advancements and increasing digital workplace disruption, the window of opportunity to engage learners is growing smaller. The blurring of working life and home life demands a simple and seamless user experience. Individuals need to be able to take control of their own learning and development through an ecosystem that allows them to learn when they want and how they want. To build an ecosystem there are some key components to ensure success:

  • Developing a new way of learning
  • Creating a single pane of glass
  • Designing a seamless user experience
  • Creating self-led, self-directed learning
  • People analytics
x
Simple and Effective Leadership Competency Development – The Woodside Story

Many organisations face the same challenge of articulating the benefit of Leadership Development. However, there is a simple and effective way of establishing leadership expectations:

  • Establishing leadership expectations that can be applied across all levels within the organisation and across operational and professional areas whilst addressing the different needs of different people in the organisation at the same time
  • Aligning leadership expectations to development plans and learning activities
  • Keep assessing and tracking organisational progress against leadership expectations
  • Aligning leadership development to other HR processes – promotions, internal hiring decisions, etc.

 

This presentation will assist you in dealing with embedding learning in business strategy; how to deliver a simple module that effectively addresses the different needs of different groups in the organisation; quantifying value; demonstrating how L&D and technology professionals can work together to deliver a great result; and adopting technology that is simple to use and delivers a great user experience.

x
Enable Workplace Performance - Optimise Technology to Enable Knowledge and Skills Acquisition

In this interactive panel discussion, you’ll examine several critical business problems.

How do you navigate the minefield of technology options that claim benefits? With so much new learning technology, how do you decide whether you need to invest in a new Porsche or just re-detail a used Toyota? Where can L&D professionals access reliable information on tools that are fit for purpose? How does L&D utilise technology that delivers learning that moves with the agile, volatile and mobile nature of work, and identify metrics to demonstrate impact on related business outcomes?

This session will provide solutions to help you:

  1. Align technology choices to business needs and outcomes
  2. How people and processes are key to technology enablement and success
  3. Understand the business metrics that matter
x
Engaging the Reluctant Learner: Understanding the Psychological Principles for Engaging a Reluctant and Incognizant Learner

We have all come across those individuals or groups who do not wish to engage in learning. They typically either have a lack of interest or care in the topic or think that they know it all already. How does an organisation – especially L&D Professionals – go about engaging these learners?

In this engaging and insightful session, you’ll explore the psychological principles and strategies for stimulating interest in a topic and engaging the reluctant learner. You will come away with practical strategies and actions that will generate better learning outcomes and better engagement.

Building A Culture of Accountability: Organisational Success, Empowered People, and High Performance

If you ask any senior executive what they believe is a key factor to driving a culture of success, it will be accountability. Yet very few organisations successfully implement a culture of accountability. Greg will explore the role of people, processes and systems in building a culture of accountability, and most importantly generating the experience of ‘Feeling Accountable’ across an organisation. If you wish to know more about how you in your role can help build a culture of accountability, then this talk is for you.

  • Applying the key principles underpinning a culture of accountability
  • Understanding the role of people, processes and systems in generating accountability
  • Top three strategies to put into place
  • Case studies & examples of organisations getting it right
  • Key actions moving forward
Geoff Stead
Geoff Stead
Chief Product Officer, Babbel (GER)
Allyson Skene
Allyson Skene
APJ Solution Consulting Strategy Lead, Workday
Marc Havercroft
Marc Havercroft
COO & Vice President Strategy, SAP SuccessFactors
Monica Watt
Monica Watt
General Manager, HR & Administration, ELMO Cloud HR & Payroll
x
“Mastering the Future, Today” – Emerging L&D Technology Trends Impacting Your Business and How to Use Them for Good

Employees are turning away from learning, or more specifically, the kind of learning and support L&D used to provide. Disastrously, this is happening at the same moment that many businesses are most in need of new thinking and new skills. The young workforce is highly mobile with high expectations. Outside work they expect learning to be always on, personalised, totally relevant to their moment of need, and often free.

Emerging digital tools and trends are both the problem and the solution. But to take full advantage of this, L&D and HR leaders need to learn to operate in a different way.

Geoff is an internationally regarded thought leader on emerging technologies and how they can be used for learning, communication and collaboration. He has spent the past 12 years leading teams with the sole mission of developing new tools, and technologies that would solve meaningful learning problems. This included 3 years embedded in an L&D team in a huge technology business in California, with direct access to multiple US-based CLOs (Facebook, Microsoft, LinkedIn, Hilton, Twitter, etc). His mission was to understand their organisational challenges, to recommend emerging vendors, to build new tools himself, and to share what they learned.

  • Lightweight introduction to emerging technology trends starting to impact L&D (AI, AR/VR, mobile)
  • Problem definition (that L&D is in a bit of a race for relevance)
  • 6 specific pieces of advice, with concrete next steps, or real examples in action. They are platform/solution agnostic, but can be acted on soon
  • A set of new tools and skills that L&D practitioners should consider mastering (matching very well with your report: UX, agile, etc.)

 

This session will also provide an in depth understanding of three key techniques for mastering the art of bringing new technologies into the workplace:

  1. User centricity (understanding how technology can enhance employee performance)
  2. Avoiding corporate traps (ways to innovate around challenges imposed by unhelpful politics or structures)
  3. Implement a readymade L&D learning plan (new skills that L&D practitioners of the future should master)
Channelling Your Inner Start-Up: How Lessons from Emerging Technologies and Agile Start-Ups Provide Renewed Momentum

It seems like times are exciting for VC funders, start-ups and digital disrupters. New technologies and business ideas are constantly in the news, changing the expectations and dreams of our future workforces. These same aspirations are creeping into traditional businesses too, but many are struggling to make the most of them. The young workforce is highly mobile, with high expectations.

Emerging digital tools and trends are both the problem and the solution here, but to take full advantage of this HR leaders need to learn to operate in a different way.

Geoff has an unusual history in HR and L&D. He has run a series of successful R&D labs, and EdTech teams specialising in developing new tools and technologies for L&D, which culminated in 15 of them being embedded within HR in a huge technology business in California, with direct access to multiple US-based CLOs and HR leads (Facebook, Microsoft, LinkedIn, Hilton, Twitter, etc). His mission was to understand their organisational challenges, to recommend emerging vendors, to build new tools and to share what they learned.

This session will include:

  • Lightweight introduction to emerging technology trends starting to impact your business (AI, AR/VR, mobile)
  • Lessons from the EdTech, and start-up scene
  • A set of new tools and skills that practitioners should consider mastering
x
How to Effectively Build an HR Innovation Roadmap – Executive Panel

50% of those companies surveyed in our 2018 research did not have an HR innovation roadmap.The difficulty in creating and implementing an HR innovation roadmap was identified as one of the top 3 challenges facing Australian HR leaders.

The road to HR disruption rarely follows a clearly defined path and it can be difficult to know how far into the future an innovation roadmap needs to look. There is also the significant challenge of designing a technology roadmap while allowing enough scope to be agile enough to embrace solutions when they present themselves. For this reason, project planning needs to be able to adapt quickly.

This panel will look at ways in which HR leaders can help to create a vision that enables organisations to make data-driven decisions, with employee experience at the heart of what they do. HR professionals want to contribute to strategic core-business and enable employees and management to work more effectively.

x
How to Effectively Build an HR Innovation Roadmap – Executive Panel

50% of those companies surveyed in our 2018 research did not have an HR innovation roadmap.The difficulty in creating and implementing an HR innovation roadmap was identified as one of the top 3 challenges facing Australian HR leaders.

The road to HR disruption rarely follows a clearly defined path and it can be difficult to know how far into the future an innovation roadmap needs to look. There is also the significant challenge of designing a technology roadmap while allowing enough scope to be agile enough to embrace solutions when they present themselves. For this reason, project planning needs to be able to adapt quickly.

This panel will look at ways in which HR leaders can help to create a vision that enables organisations to make data-driven decisions, with employee experience at the heart of what they do. HR professionals want to contribute to strategic core-business and enable employees and management to work more effectively.

x
How to Effectively Build an HR Innovation Roadmap – Executive Panel

50% of those companies surveyed in our 2018 research did not have an HR innovation roadmap.The difficulty in creating and implementing an HR innovation roadmap was identified as one of the top 3 challenges facing Australian HR leaders.

The road to HR disruption rarely follows a clearly defined path and it can be difficult to know how far into the future an innovation roadmap needs to look. There is also the significant challenge of designing a technology roadmap while allowing enough scope to be agile enough to embrace solutions when they present themselves. For this reason, project planning needs to be able to adapt quickly.

This panel will look at ways in which HR leaders can help to create a vision that enables organisations to make data-driven decisions, with employee experience at the heart of what they do. HR professionals want to contribute to strategic core-business and enable employees and management to work more effectively.

Rowan Tonkin
Rowan Tonkin
Senior Director, HR Transformation, Oracle
Sue Turk
Sue Turk
Managing Director, Australia & New Zealand, Cornerstone
Fiona Weston
Fiona Weston
Founder, ‘Your Health Coach’ - Yoga, Pilates & Meditation Instructor and Health Coach
Kevin Janks
Kevin Janks
Co-Founder, Chief Meditation Officer, Centred Meditation
x
How to Effectively Build an HR Innovation Roadmap – Executive Panel

50% of those companies surveyed in our 2018 research did not have an HR innovation roadmap.The difficulty in creating and implementing an HR innovation roadmap was identified as one of the top 3 challenges facing Australian HR leaders.

The road to HR disruption rarely follows a clearly defined path and it can be difficult to know how far into the future an innovation roadmap needs to look. There is also the significant challenge of designing a technology roadmap while allowing enough scope to be agile enough to embrace solutions when they present themselves. For this reason, project planning needs to be able to adapt quickly.

This panel will look at ways in which HR leaders can help to create a vision that enables organisations to make data-driven decisions, with employee experience at the heart of what they do. HR professionals want to contribute to strategic core-business and enable employees and management to work more effectively.

x
How to Effectively Build an HR Innovation Roadmap – Executive Panel

50% of those companies surveyed in our 2018 research did not have an HR innovation roadmap.The difficulty in creating and implementing an HR innovation roadmap was identified as one of the top 3 challenges facing Australian HR leaders.

The road to HR disruption rarely follows a clearly defined path and it can be difficult to know how far into the future an innovation roadmap needs to look. There is also the significant challenge of designing a technology roadmap while allowing enough scope to be agile enough to embrace solutions when they present themselves. For this reason, project planning needs to be able to adapt quickly.

This panel will look at ways in which HR leaders can help to create a vision that enables organisations to make data-driven decisions, with employee experience at the heart of what they do. HR professionals want to contribute to strategic core-business and enable employees and management to work more effectively.

x
Join the Yoga Flow

An energising morning yoga practice can work as a natural stimulant to set you up for a productive day.

This class is designed for 'every body’ so let’s wake up and do something positive for your body! Come practise this morning yoga flow to get the juices flowing! Energise your body and mind, stimulating the nervous system, releasing tension and boosting circulation to alleviate sluggishness in the brain and body.

You’ll see how it sets the tone for the day ahead. Get your workout in early, connect to your breath, be mindful and find what feels good. Workout attire is preferable, showers in the gym are available. Other equipment is not required. Limited places available – to book your place simply email ian.collier@theeventfulgroup.com

x
Meditation in the Workplace: A Practical Guide

If you are interested in finding out about or improving your meditation practise, this relaxed session will be ideal for you.

Whilst at the core of every business lies the intention to positively affect people’s lives, there is a systematic failure of this purpose at the most basic, internal level (of employee). Stress alone is costing Australian businesses over $10b annually. Not to mention the detrimental effects of disengagement, poor culture and ineffective leadership. Having delivered successful programs to Australia’s leading businesses, Centred Meditation takes an evidence-based, integrative approach to addressing this problem.

  • Identify the problem and the impact on the workplace (5 mins)
  • Address meditation and mindfulness as a solution, using personal examples (5 mins)
  • Instruct how to meditate - basic overview (5 mins)
  • Guide participants through a meditation (20 – 25 mins)
  • Teach a simple breathing exercise to use in times of pressure/stress (5 mins)