Agenda

TIME AGENDA
09:00 Conference Introduction by Chairperson
Highlights on Conference Day 1 Key Sessions

The Next Frontier of Digital HR

Technology is advancing at an unprecedented rate. As organizations become more digital, there is a growing imperative to redesign to move faster, adapt quickly and learn rapidly. Many HR leaders indicated that many organizations plan to increase their investment in HR analytics, which has proven to improve the overall business goals, outperform 58% most of the time and  to a margin of up to 200%.

In these sessions, you will have an overview of HR using analytics to understand the end-to-end analytics value chain from the past till to date, aligning predictive analytics, data storytelling and workforce planning & the journey of L&D analytics that can lead to measurable business impact.

09:10

Opening Keynote Address 

Toward Evidence Based HR – Using Analytics to Create Value for Customers, Shareholders & Employees

  • Understand the end-to-end HR Analytics value chain
  • Demonstrate what works and what doesn’t
  • Deliver more impact at lower cost
Thomas-Rasmussen-112x128

Dr Thomas Hedegaard Rasmussen
General Manager People Analytics, Insights & Experience

National Australia Bank

Dr. Thomas Hedegaard Rasmussen joined NAB 2017 as General Manager People Analytics, Insights & Experience. Thomas has previously been VP HR Data & Analytics at Shell, and held various HR roles at A.P. Moller-Maersk. He received his M.Sc. and Ph.D. in Psychology from the University of Aarhus, Denmark, where he was Alum of the year 2016, still does research for fun, e.g. his papers on HR Analytics in Organizational Dynamics co-authored with Dave Ulrich (2015) and in Journal of Organizational Effectiveness co-authored with Jorrit van der Togt (2017), and his main interest is bridging management science with practical application, showing the importance of people in value chains. Thomas believes that data and evidence should supplement business understanding, experience and intuition in decision making on people issues, and that this will enable businesses to deliver more value to customers, shareholders and employees.

NAB
09:55

The Strategic Analytics Journey

  • Creating value through workforce analytics to achieve business objectives and risk reduction
  • Enabling evidence-based decision making through workforce analytics
  • Explore how to establish a workforce productivity measurement framework for your own organization
  • How to improve workforce analytics utilization
  • Pitfalls and lessons learns along the way
Peter-Howes-112x128 Peter Howes
Vice President, Workforce Planning and Analytics
SAP SuccessFactors

With over four decades of experience in human resource management, Peter is Vice President, Workforce Planning and Analytics for SAP SuccessFactors. Peter has a distinguished global reputation as a consultant in Workforce Metrics, Analytics and Workforce Planning. For the past fifteen years Peter has spent most of his time consulting and advising to global companies in North America and Europe. Peter has spoken at more than 500 conferences and workshops across the globe over the past thirty years and has been involved in more than 100 consulting assignments in Workforce Planning and Workforce Analytics.

In July 2010 Peter sold his business, Infohrm, to SuccessFactors, which was subsequently acquired by SAP in February 2012. Peter was the founder and CEO of Infohrm from 1981-2010. Within SAP SuccessFactors Peter has a Ambassadorial role in developing the Workforce Analytics and Planning business of SuccessFactors. This involves working with the Product Management team, existing clients and prospective clients. He also writes, completes research and speaks at conferences.

Peter is a former Chair of the School of Management Advisory Committee at the Queensland University of Technology and currently Peter is a member of the QUT Council, the governing body for QUT. In 2003, was awarded the Outstanding Alumni award for the Faculty of Business at QUT. Peter is a Life Fellow of the Australian Human Resources Institute and is also a Fellow of the Australian Institute of Management. Peter lives between Brisbane and London.

Success Factors
10:40 Morning Refreshments & Networking Session
11:00

Personality Data and Predictive Analytics to Increase Retention, Productivity and Performance

  • Creating a high performance role profile
  • Using recruitment tools to reduce time to screen and interview candidates
  • Improving retention and performance through the use of predictive analytics
Cara-Reil-112x128 Cara Reil
Group Director, Human Resources
SAI Global

Cara joined GWA Group Limited in November 2017, as the Group General Manager, People and Performance. She has 20 years of broad-based and specialist HR experience across various industries. She spent a large part of her HR career working outside of US, especially in Asia where she has lived in both Singapore and Australia. Cara started her career with United Technologies Corporation (UTC) in the US and spent eleven years managing regional and global HR functions in various businesses in the UTC Group. She then moved to RBS as the Regional Head of Organizational Effectiveness for Asia, was the Director of Talent and Leadership at AMP in Australia as well as the Vice President for Talent and Management Development for the Singtel Group based in Singapore.   Prior to joining GWA, Cara was the Group Director, Human Resources for SAI Global based in Sydney.

Cara holds a Master of Science (Major in Human Resource Management) from the Krannert Graduate School of Management, Purdue University and a  Bachelor of Arts (Major in Psychology) from the University of Denver.

11:45

Case Study: HR Metrics – Training & Development at Woolworths

  • The development of our L&D team, The Food Academy
  • L&D as a partner to driving strategy
  • Measuring the impact of training and development
Kate-Green-112x128

Kate Green
Head of Woolworth Food Academy Learning, Development & Training

Woolworths Group

Kate Green commenced her career in Retail and HR in the UK working for Asda-Walmart in roles varying from buying, store management and HR. Since joining Woolworths in 2009, Kate has held HR roles across the Corporate Teams, Buying & Strategy and most recently the role of State HR Manager for NSW/ACT. Kate commenced in the new role of Head of Woolworths Food Academy, leading the Learning and Development function for the business. Kate is passionate about ensuring HR strategies are built in collaboration with business leaders and clearly drive the overall business strategy. Kate’s strengths are business partnering and developing high performance cultures through role clarity, development and diverse teams. 

Woolsworth
12:30 Networking Luncheon
13:30

Data and Analytics to Improve Company Productivity, Wellbeing and Happiness

  • What is the data that is critical for the development of wellbeing  strategy that delivers productivity, capability, health and happiness
  • How is that data analysed, used to develop strategic controls and interventions and what is the evidence of success or failure
  • What are the legal drivers and risks around data collection and its use
Andrew-Douglas-112x128 Andrew Douglas
National Head of Workplace Relation Group
Macpherson Kelley

Andrew, the National Head of Macpherson Kelley’s Workplace Relations team, is a highly sought after Workplace professional within Australia, New Zealand and Asia. His proactive approach to understanding ever changing Employment, IR and OHS laws ensures his clients are always one step ahead of their competition. Working with a number of employers, Andrew builds wellbeing programs that improve employee health and productivity whilst reducing worker’s compensation premiums.

Andrew is a skilled author and seasoned speaker across Australia, New Zealand and throughout Asia, Andrew writes and presents about workplace law issues such as: industrial relations, equal opportunity, OHS, privacy, social media, surveillance and workers’ compensation. Andrew works with clients to build workplace law competency through a range of bespoke training programs.

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14:15

Data Story Telling – A Critical Components HR Analytics Success

  • Uncover the secret on storytelling to help achieve an objective with the people data and analytics used several ingredients necessary to address a business agenda and deliver results
  • Data storytelling marries data visualization, lead you through the analysis process and simplify the data complex
Sonia-Lindsay-112x128 Sonia Lindsay
Former Executive Director of Human Resource
Arts Centre Melbourne

Sonia Lindsay has over 20 years’ experience in communications and Human Resources. She is a mediator, facilitator, industrial relations specialist and an English teacher.

She has most recently established the Arts Wellbeing Collective, a state wide program for mental health in the arts with a membership of over 130 organisations and sponsored by business and Government. She has also played a key role in the establishment of Arts Centre Melbourne’s organisational statement ‘The Role You Play’ and the establishment of their ‘pulse reports’. Sonia has previously worked at La Trobe University, Victoria Police, stints though the Victorian Public Service and the Victorian Equal Opportunity and Human Right Commission, University of Western Australia, not for profits in Asia, the Premiers Department and the City of Perth in Western Australia.

Sonia is passionate about the connection between diversity, health and productivity and is experienced in setting up high performing teams.

15:00

A Case Study Approach: How Do Organization Use Own Workforce Data to Gain a Greater Understanding of Talent Analytics & Strategy Planning to Assist with Predicting, Finding, Assessing & Selecting Tomorrows Workforce Today Using:

  • Supporting data-driven talent strategies and evidence based decision-making with HR analytics
  • Optimizing talent management and headcount obtaining through predictive modeling and advance analytics
  • Improving operational reporting by implementing infrastructure & process to provide insights to HR client and business leaders; and
  • Consider systems and processes that drive fact-based decision making for talent strategy planning and deployment
Michelle-Fenwick-112x128 Michelle Fenwick
Executive Director of People & Culture
Northern Health

Michelle is the Executive Director, People & Culture, at Northern Health, which is a public hospital located in the ‘latest growth corridor of Melbourne’s North’.  It has an expected local population growth of 64% by 2031.  The population growth has a direct impact on the hospitals clinical workforce that it needs to attract to service the healthcare needs of the community.

Michelle proactively assesses today’s workforce challenges in order to clarify and articulate current and future health service needs and identify optimum pathways towards bridging the gap.  As the population grows within the northern growth corridor, more demand is placed on services such as healthcare not just in the number of patients presenting to the service but the types of patient acuity change resulting in the need for different types of clinicians to be sourced.

She has worked within the public and private sector in senior human resource position’s, specializing in strategic HR planning to proactively assess today’s workforce needs and plan for future workforce needs.

She has a Masters in Human Resource Management & Industrial Relations and is currently undertaking her Doctorate, Research Topic: ‘Casualization of the Australian Nursing Workforce and the impact on Hospital Management’.

northern health
15:30

Afternoon Refreshment & Networking Session

15:45

Catering to the different and diverse HR Leads, join us at one of these free-flowing Roundtable Discussions:

Interactive Roundtable 1: Workforce Insights Plan and Project Mix

SallySmithv2-112x128 Sally Smith
Senior Consultant, Workforce Insights and Planning
National Australia Bank

As Manager People Insights, Sally is focused on enabling effective workforce decisions through data and meaningful insight. With a background in HR, and a deep interest in analytics, leading people research projects provides the perfect opportunity to identify workforce strategies that make a difference.  Sally is passionate about combining employee data with business outcomes to identify drivers of performance. She is particularly interested in the use of statistics to identify causal links and anticipate return on people investments.

NAB

Interactive Roundtable 2: Effective Data Capturing, Analytics and Automated Reporting

Interactive Roundtable 3: HR Analytics Benchmarking, Measurement & Dashboard

Interactive Roundtable 4: Navigating the Range of HR Software Platforms out there to Implement HR Analytics

16:15

Panel Discussion: How to Build-Up a Strategic HR Technology to Advance Your Analytics to Predictive Insights That Will Drive Business Solutions

  • Getting leader management on board with the idea of spending money on HR technology
  • Gain insights on data will enable leaders to make better strategic decision
  • Convincing senior management of the ROI and benefit of investment in technology

Panelists:

Vicki-Klunyk-112x128

Vicki Klunyk
HR General Manager
Gale Pacific Limited

Vicki Klunyk’s experience spans publicly listed entities through to emerging/ high growth entrepreneurial companies, including complex businesses in highly competitive markets. Substantial business knowledge has been gained in a variety of sectors such as the fast-paced Retail industry and the highly regulated Pharmaceutical industry.

Having held both National and Asia Pacific responsibilities has enhanced Vicki’s commercial skills and provided her with valuable insight into cultural differences. As part of Executive Leadership teams, she has contributed to long range planning, vision development and implementation. With accountabilities at both strategic and operational levels, she has well developed leadership skills.

Whilst her experience covers a broad area of HR functions, her expertise lies predominantly in talent management, staff engagement and change management. Her passion is developing teams and individuals to reach their full potential and you need quality data to make the best decisions in these areas.

Gale Pacific Logo - Colour
Anne-Reeves-112x128

Anne Reeves
General Manager of Human Resource
Maurice Blackburn Lawyers

And other invited speakers of Day One
17:00 Q&A Session & Closing Remark by Conference Chairperson
17:10 End of Day One Cocktail Reception
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After a long day of learning, benchmarking, and planning, unwind and mingle with your HRMA peers.

TIME AGENDA  
09:00 Highlights on Conference Day 2 Key Sessions by Chairperson  

People Analytics and The Future of Work

Effective organizations today are built to empower a new age of technology investment that allow HR leaders to revolutionize the employee experience through digital platform and emerging data sources, keeping organizational goal and value in focus.

In these sessions, you will be building the best foundation that has made your organization successful with HR analytics, through insights of how talent analytics & strategy planning in support of HR leaders can help improve organizational infrastructure & processes. Ultimately, analytics will be the journey rather than the destination to improve HR work processes and drive business to success.

09:05 The World of Work in the 4.0 Industrial Age

  • How of A.I, IOT, robotics new technologies can impact on HR – employee’s personalization, workflow automation, improved recruitment, better prediction models, enhance employee relations and forecast attrition
  • And how do we remain relevant?
  • What does the future hold in HR industry?
 
Scott-Rigby-112x128 Scott Rigby
Head of Digital Transformation
Adobe

Leads the digital transformation practice in Asia Pacific for Adobe. He has 20 years of enterprise experience providing strategic advice to C-suite and senior executives in the areas of digital transformation, strategy, marketing, insights, and cloud computing. Scott has advised a broad range of customers (>200 in Asia Pacific) and industries from finance through to retail, media, telecommunications, automotive and high-tech. Examples include Telstra, Citibank, Samsung, Disney, Westpac, L’Oreal & Etihad Airlines. He is skilled in helping organisations reimagine and transform their customer experience, employee engagement, business models, processes and operations, by understanding the opportunities and challenges that new technologies (automation, AI, robotics, IOT, etc.) can have on businesses, their culture, their customers and the world of work. Scott speaks regularly at Adobe and customer events about the intersection of technology and organisational change, and the resulting opportunities.

09:45 Using HR Technology, Analytics & Metrics as an Aid to Successful Transformative Culture Change

  • Navigate the pitfalls of change implementation successfully
  • Understanding in-depth the constraint, needs and demands of the business
  • Create pragmatic solutions that address immediate and future needs
  • Measuring the impact and benefit of change to the business
 
Robert-Brierley-112x128 Robert Brierley
Human Resources Director
PACCAR Australia

Robert Brierley is the Head of Human Resources at PACCAR Australia an Australian subsidiary of PACCAR Inc. based in Seattle. With a workforce of over 1000 in Australia across 6 divisions, PACCAR has been successfully designing and manufacturing Kenworth Trucks since 1971 and is the market leader in heavy duty trucks. In 2012 it was inducted into the Victorian Manufacturing Hall of Fame. In 2014 PACCAR won the AHRI Rob Goffee Award for Talent Management. Robert was successful in winning Victorian and National Training Awards for both his current and previous employer.

Robert’s responsibilities cover the full scope of HR including Remuneration & Benefits, Recruitment, Industrial Relations, Health Safety & Security as well as Learning & Development for Australia. As a Six Sigma Green Belt Robert has a particular interest in its application to HR, remuneration, analytics and metrics.

He has worked in both manufacturing and service industries.   Robert has also been a sessional Lecturer in HRM at Swinburne University in the Masters of Business.

10:30 Morning Refreshments & Networking Session
10:45 HR Analytics in Diversity, Inclusion & Belonging 

  • Using analytics to drive greater diversity in workforce planning for the organization
  • Implementing a diversity, inclusion and belonging dashboard to monitor progress towards organization’s goals and value
  • Understand the impact analytics can have toward making decision to affect the desired diversity in the future
Josephine-Palermo-112x128 Josephine Palermo
General Manager of Engagement and Change Management

Telstra

Making a difference in organisations and communities is Josephine Palermo’s passion. With a PhD in Organisational Psychology and numerous publications in areas of quality enhancement, cultural change, coaching and leadership, she uses an informed, energetic and hands on approach to create lasting change in people, processes, and total systems. Key responsibilities in her current role at Telstra are the development of integrated change management plans to support the rollout and embedding of key strategic programs; driving scaled advocacy / customer experience change programs, design and management of key leadership development events and communications strategy for Telstra Operation’s 400 strong leadership group. Current projects include leading a $5 million program building leading edge technological capability that will put network performance visibility in the hands of our enterprise customers.

Prior to consulting in corporations, Josephine worked as a lecturer and consultant for various universities in Victoria. She has a very natural coaching and teaching style and is a mentor to many of graduates. She has extensive experience across higher education and public health industries, designing and implementing large scale change and process improvement programs, and lived and worked in the Sultanate of Oman for the Minister of Higher Education on a quality assurance program for the nation, that is still referenced today. Josephine describes herself as a Renaissance woman. As well as pursuing achievements in business and the academy over the last two decades, she has also had success in the arts, with a professional career in cultural dance and an extensive performance track record that is still active today.

telstra-magenta
11:30 How an Organizational Education is Changing through Social Learning

  • Funding pressure on Learning and Development teams are forcing organizations to keep these teams lean and efficient
  • The demand for organizational learning is growing as employees seek developmental opportunities to keep their knowledge contemporary and themselves competitive
  • Organizational learning functions are needing to ‘think outside the box’ and come up with ways employees can learn while not increasing spend
  • Social learning has infiltrated society through Facebook and Twitter and other channels, providing a way for targeted micro learning
  • Progressive Learning and development teams are harnessing this potential and reframing their offering accordingly
Andres-Jonmundsson-112x128 Andres Jonmundsson
Head of Learning & Development
Fuji Xerox Australia

Andres Jonmundsson is a learning and development professional with close to 20 years’ experience. Having worked at HSBC, Unisys, BT Financial group, Westpac and currently leading corporate education at Fuji Xerox Australia as the head of Learning and Development. Andres has a passion for contemporary learning practices that encourage employees to develop the skills to prosper in 2017 and beyond. He has a particular interest in social learning, courseware curation, affordable corporate education strategies and emerging technology.

12:15 Networking Luncheon
13:30 Roundtable Series Two – Day 2 Main Conference

  • HR Analytics for Diversity and Inclusion
  • HR Analytics Systems and Technology
  • HR Dashboard & Visualization Tools
  • HR Analytics for Small and Growing Companies
14:15

Learning Analytics and the Value of Understanding L&D Metrics

  • Identify and adapt quality metrics and measurement program, underpinned by a learning analytics process for use in specific learning contexts
  • Implement a working model of creative curation for efficient and effective learning design
  • Use emerging technologies such as learning record stores to organize content and track learning
Rohan-Dyster-112x128 Rohan Dyster
General Manager Organizational Development & Learning

The Star Entertainment

Rohan is the General Manager Organisational Development & Learning for The Star Entertainment Group, based in Sydney. His role covers learning & development, diversity & inclusion, performance management, talent strategy, employee engagement, strategic workforce planning and similar areas. Since joining The Star in 2012, Rohan has grown the learning & development function to provide interventions to cover off four key areas – leadership, guest experience, compliance and technical skills.

The Star Entertainment Group logo
15:00 Afternoon Refreshment & Networking Session
15:15 HR Analytics: Ethics, Stakeholders, Unions and the Possibility of Civility

HR analytics are considered through an ethical lens, with consideration given to intersections of HR analytics with:

  • A duty of care
  • Duty of accountability and transparency
  • Compliance with codes of ethics of HR professional associations
  • Alternatives to adversarial relationships with unions and professional associations

Deploying high ethical standards in accessibility, use, display and availability of analytics in the interests of civil society and the public domain is possible. It is proposed that working with occupational health processes (and multiple stakeholders in the industrial context, including unions) should be explored to reduce occupational suicide, psychological injury and occupational trauma.

Ann-Lawless-112x128 Dr Ann Lawless
Charles Sturt University

Dr Ann Lawless is an independent sociologist with interests in the possibilities of enacting democratic forms and civil society in the workplace.  Her recent research has drawn attention to the role of occupational health and mental health in the workplace, and the role of multiple stakeholders in negotiating positive outcomes for all parties.  She is a member of the Sociological Association of Australia and the Higher Education Research and Development Society of Australia, and serves on the Advisory Committee of the National Rural Health Alliance.

 16:00 Organizational Network Analysis: People Analytics and Insights to Inspire Meaningful, Lasting and Change

  • Embrace workforce analytics insights through network analysis to improve employee performance
  • Harness innovation through organization network analysis and social engagement
  • Create a healthy work environment that enables social engagement and connected with employee
  • Organize team members to ensure efficiency with current and future HR needs
16:45

Q&A Session & Closing Remarks by Conference Chairperson

17:00 End of Day 2

TIME AGENDA
09:00-12:00

Workshop A:

Reporting data: Effectively Engage & Influence with Analytics

All the data in the world will be meaningless if it doesn’t tell a compelling story and too often our stakeholders are baffled by complex analytics. The way analytics are communicated can make all the difference in how well the data is taken on board, understood and ultimately actioned on.

In this practical workshop you will learn:

  • Reporting data: What works well and what could improve?
  • Storytelling with analytics: What can we learn from comics & marketing? (Infographics)
  • How to make data relevant for different stakeholders (leadership, staff, via social media)

With case studies and practical exercises, this workshop will highlight how complex data can be simple, relevant and creative to better engage, and provide you with tactics to accelerate buy in and understanding of your data’s key messages.

Mira-Keresztesi-112x128

Mira Keresztesi
Principal Consultant of Employee Engagement & Development
Who Group

Mira Keresztesi has been part of the Who Group HR Consulting team for over 5 years assisting organisations in taking an innovative look at People and Culture with trust at its core. Her expertise lies in Who Group’s patented psychological stakeholder engagement tools, employee research and diagnostics, organisational culture development initiatives, workshops and communications.

Mira brings fresh ideas from her international experiences stretching from Africa to Europe and now Australia. Prior to her role at Who Group, she worked in market research in Melbourne; Training & Development in Germany; helped a Development Agency in Africa evaluate the success of their social education program; and worked as an Organisational Psychology Tutor and Research Assistant at the University of Cape Town.

Mira has an Bachelor Degree in Psychology & Communication, and Postgraduate Degree in Organisational Psychology. Her group thesis on ‘Motivation and Performance mediated by Effort’ has been published in the South African Journal of Psychology (2011). In 2015, Mira presented two of her Who Group research pieces, ‘Organisational and Managerial Trust Drivers’ and how ‘Trust drives Engagement’, at the APS 11th Industrial & Organisational Psychology Conference in Melbourne, Australia. She is also an accredited member of the AHRI (Australian Human Resources Institute) VIC OD&D (Organisation Design & Development) committee.

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13:00 – 16:00 Workshop B:

The Critical Factors of a Successful HR Technology Solutions

Research and experience overwhelmingly point to the key factors that make the different between a painful road and a smooth one when implementing an HR Analytics technology solutions. The notion of digital platform gradually entering into organizations. A successful implementation requires the correct technology platform, the right project team with the right skill mix and a clear vision of Workforce Analytics within your organization.

This session, will take you through these factors to help participants, with tips on how to effectively partner with all your external and internal technology solution stakeholders. Identify the process that enable the evaluation of HR fall within the source and access stages.

Key Takeaways:

  • A clear blueprint for successfully selecting, planning, implementing, and tracking on-going performance of your organization’s HR Analytics solutions
  • Discuss the ways of organization can modernize and optimize their employee experience using the newest HR technologies to foster insights and innovation in the face of major changes
  • Tools and checklist that will help you:
    • Identify and business requirement in workforce analytics
    • Ensure and accelerate user adoption
    • Measure and track on-going performance
    • Having the right skill mix in your WFA Centre of Excellence
Peter-Howes-112x128 Peter Howes
Vice President, Workforce Planning and Analytics
SAP SuccessFactors

With over four decades of experience in human resource management, Peter is Vice President, Workforce Planning and Analytics for SAP SuccessFactors. Peter has a distinguished global reputation as a consultant in Workforce Metrics, Analytics and Workforce Planning. For the past fifteen years Peter has spent most of his time consulting and advising to global companies in North America and Europe. Peter has spoken at more than 500 conferences and workshops across the globe over the past thirty years and has been involved in more than 100 consulting assignments in Workforce Planning and Workforce Analytics.

In July 2010 Peter sold his business, Infohrm, to SuccessFactors, which was subsequently acquired by SAP in February 2012. Peter was the founder and CEO of Infohrm from 1981-2010. Within SAP SuccessFactors Peter has a Ambassadorial role in developing the Workforce Analytics and Planning business of SuccessFactors. This involves working with the Product Management team, existing clients and prospective clients. He also writes, completes research and speaks at conferences.

Peter is a former Chair of the School of Management Advisory Committee at the Queensland University of Technology and currently Peter is a member of the QUT Council, the governing body for QUT. In 2003, was awarded the Outstanding Alumni award for the Faculty of Business at QUT. Peter is a Life Fellow of the Australian Human Resources Institute and is also a Fellow of the Australian Institute of Management. Peter lives between Brisbane and London.

Success Factors