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Sessions

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Stream 4
Delivering Employee Experience and Empowerment through Payroll Transformation
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query_builder 14:05 - 14:35 | Event time (GMT+11)
query_builder - | Your time (GMT)
place Online Session
card_travel Speaker Session
mic English
Delivering Employee Experience and Empowerment through Payroll Transformation
This case study reveals how Spark, New Zealand undertook the journey to upgrade payroll system partnering with Ramco Systems to deliver employee experience and empowerment, ensuring payroll accuracy and compliance.

3 key learnings for this session include:

1. Intricacies of moving from a long-term legacy on-premise platform to cloud payroll platform
2. Challenges in managing business and technology alignment
3. Driving change and working with users to enhance the experience – finishing the project in the middle of COVID
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Stream 1
Keynote | Shaping a “Better Normal” in the Now of Work
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query_builder 10:00 - 10:30 | Event time (GMT+11)
query_builder - | Your time (GMT)
place Online Session
card_travel Keynote Session
mic English
Keynote | Shaping a “Better Normal” in the Now of Work
COVID is the great digital accelerator of our time – one that prioritised humanity in all aspects of our personal and professional lives, society and the economy. 2020 will be remembered as a year of dramatic world shifts, the arrival of the digital workplace and distributed work, and human resilience and adaptability.

Approached with optimism, the “now of work” presents incredible opportunities for organisations who establish a people-first mindset that encourages experimentation, innovation, and growth. Jason sets the agenda for HR to lead the reset as we navigate to a “better normal” in a post-COVID world.

3 key learnings for this session include:

1. What have we learned about what it means to be human in a year when we have had multiple pandemics that have impacted humanity?
2. How can we reframe work to create a “better normal" and not just a “new normal”?
3. What are the 5 resets for HR to take us into 2021?
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Stream 1
Flowers, Vegetables, Dogs, Ships, Houses and Stars: Metaphors to Guide Your HR Tech Strategy
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query_builder 10:50 - 11:20 | Event time (GMT+11)
query_builder - | Your time (GMT)
place Online Session
card_travel Speaker Session
mic English
Flowers, Vegetables, Dogs, Ships, Houses and Stars: Metaphors to Guide Your HR Tech Strategy
It is helpful to step out of the details and hype of vendor marketing and buzzwords, and develop some lasting methods to make better decisions about HR tech. These metaphors help Thomas think more clearly about key issues such as technical debt, integration, cloud computing and vendor selection. They may work for you, too.

3 key learnings for this session include:

1. How to make better decisions about HR Tech strategy
2. How to cut through vendor hype
3. How to tame integration chaos
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Stream 3
Fear or Confidence? Key Lessons from a Successful Remote Payroll Platform Change for 2,000 Employees
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query_builder 11:40 - 12:10 | Event time (GMT+11)
query_builder - | Your time (GMT)
place Online Session
card_travel Speaker Session
mic English
Fear or Confidence? Key Lessons from a Successful Remote Payroll Platform Change for 2,000 Employees
GensisCare’s previous payroll solutions were nearing end of life. The pandemic necessitated an instant pivot by GenesisCare and ADP to successfully implement a best-in-class solution, whilst 100% remote. The team leveraged the breadth of experience from both organisations to deliver a zero error outcome.

3 key learnings for this session include:

1. How to pivot to manage and successfully deliver a new payroll solution where all parties (GenesisCare and ADP) are working remotely
2. What are the key elements needed to deliver successful payroll solution in a large and diverse organisation?
3. The role of stakeholder engagement and change management required for HCM transformation projects
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Stream 2
On the Hunt for Talent: How AI and Other Technology Improved Our Candidate Experience
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query_builder 13:10 - 13:40 | Event time (GMT+11)
query_builder - | Your time (GMT)
place Online Session
card_travel Speaker Session
mic English
On the Hunt for Talent: How AI and Other Technology Improved Our Candidate Experience
Identifying and attracting top talent is a key imperative for companies’ future success. At RWWA, attraction wasn’t an issue, but keeping people on through an engaging recruitment process was.

Their strategy was to focus on the experience, creating a point of difference – from advertisement through to the recruitment cycle.

Incorporating an interactive and engaging candidate workflow with onboarding technology pre-interview was one way. Introducing AI technology to assess ‘attribute fit’ and remove unconscious biases the other.

The result for the candidate joining the business was a unique and innovative experience supported by technology in making hiring decisions based on attributes and culture fit.

3 key learnings for this session include:

1. A recruitment cycle that puts candidate experience first doesn’t have to be complicated – designing a process so that the candidate is put at ease and gets to shine will go a long way in ensuring you make the right hiring decision
2. AI can further enhance hiring decisions – removing unconscious bias in the selection process and identifying the right attributes of potential employees will ensure a greater capability and cultural fit
3. When using different technologies, the experience for the candidate needs to be seamless – through the style of language, imaginary and communications you can create an experience that puts the technology in the background, but puts the experience at the forefront for the candidate
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Stream 1
Digital Workplace and Organisation Design
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query_builder 10:50 - 11:20 | Event time (GMT+11)
query_builder - | Your time (GMT)
place Online Session
card_travel Speaker Session
mic English
Digital Workplace and Organisation Design
An organisation’s digital workplace has an increasing impact on employees’ experience, performance and productivity and yet is an area of people technology in which HR often has little role. It is therefore useful to understand how the digital workplace integrates with more common aspects of HR’s work, and in particular, our responsibilities for effective organisation design. The digital workplace needs to be deeply integrated with other organisational enablers if its full potential impact is to be achieved. Digital tools and ways of working change the organisation and its culture, enabling people to work in projects, communities and networks, and can reduce the need for hierarchical structures and approaches.

But in its turn, the organisation deeply influences the way and the extent to which people respond to digital transformation. A key requirement is to define the most important type of organisational group or network, so that the digital workplace can deliver a quality experience to these, as well as to individual employees and contingent workers. This session will suggest that businesses need to approach digital projects as organisation design. Doing this starts with articulating the required digital capabilities and desired cultural outcomes and using these to guide changes in the organisation structure, people, leadership, processes, technologies and other enablers. The approach means that HR needs to work closely alongside IT and digital and leads to a more effective workplace and higher levels of performance.

3 key learnings for this session include:

1. Align the digital workplace with business and employee needs
2. Gain insights into modern organisation design and the way these can support decisions on people technology
3. Understand the role of different groups and networks in organisational effectiveness and the consequences for the digital workplace
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Stream 3
When Tried and Tested Isn’t Enough to Change Old Ways
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query_builder 10:50 - 11:20 | Event time (GMT+11)
query_builder - | Your time (GMT)
place Online Session
card_travel Speaker Session
mic English
When Tried and Tested Isn’t Enough to Change Old Ways
The current approach to remuneration management is not providing the desired workforce agility or supporting a performance driven culture. The old evaluation methodology mapped to pay is broken and doesn’t support the business.

The big shift to developed frameworks with the intent to align with the existing reward strategy and support. We engaged the business and developed a simplified, fit-for-purpose and flexible remuneration framework. To do this, we had to break through the challenges to change in a change resistant environment. To finish it off, this framework helps drive the culture of the business and provides an improved employee experience when it comes to remuneration.

3 key learnings for this session include:

1. How to shift something big
2. Making a change applicable to your business
3. Removing barriers to influence change
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Stream 3
Surviving & Thriving: Re-Structuring During a Global Pandemic to Encourage Innovation, Reinvention & Positive Change
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query_builder 13:10 - 13:40 | Event time (GMT+11)
query_builder - | Your time (GMT)
place Online Session
card_travel Speaker Session
mic English
Surviving & Thriving: Re-Structuring During a Global Pandemic to Encourage Innovation, Reinvention & Positive Change
Balancing requirements for survival – which strategies can we utilise to reallocate resources when our organisational design becomes ineffective in times with sharply declining revenues?

Establishing the new normal in times of a crisis – best practices for putting new ways of working in place and supporting employees accordingly.

Thinking forward – using the crisis as an opportunity to re-invent the organisation from a cultural point of view, adapt supporting structures and processes, and encourage positivity and resilience.

3 key learnings for this session include:

1. “Never let a good crisis go to waste” – Sir Winston Churchill, and “If you always do what you’ve always done, you always get what you’ve always gotten” – Mark Twain
2. Balancing surviving and thriving requires a different mindset and skillset
3. A crisis brings out the worst and best in us – how to nurture the latter and avoid the first
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