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Sessions

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Stream 1
Successfully Navigating COVID-19, Fast Growth - While Providing Meal Kits to Thousands of Australians
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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
Successfully Navigating COVID-19, Fast Growth - While Providing Meal Kits to Thousands of Australians
As a food production company, Marley Spoon is considered an essential service, which meant we continued to operate during the shutdown period. We have responsibility over our customers and of course, growing numbers of team members. Recruiting, hiring, onboarding and maintaining all the work we have done has been quite a challenge.

3 key learnings for this session include:

1. Change gears, quickly
2. Done is better than perfect
3. Don’t be afraid to experiment during times where there are no guidelines
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Stream 3
Digital Capability: A Foundation for Thriving in Challenging Times
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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
Digital Capability: A Foundation for Thriving in Challenging Times
This session will identify the 6 areas of digital capability that build maturity, explore key considerations for CIOs to achieve digital and IT transformation, and cover practical ways to achieve digital maturity by prioritising investments, commitment and leadership.
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Stream 3
Putting People at the Centre of Care - A Holistic HR 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
Putting People at the Centre of Care - A Holistic HR Transformation
Summitcare recently introduced its first in-house, dedicated people and culture function in its 60+ year history. First job? Introduce an HRIS, scheduling, time and attendance, talent acquisition, performance management and payroll solution. With results still in the making, the increased transparency and accountability is already yielding change. Moreover, the business has proven to itself that it can carve its own path, despite extraordinary industry disruption. That breeds confidence for the future.

3 key learnings for this session include:

1. Learn how a multi-disciplinary team, strong executive sponsorship and excellent, engaged project partners are key ingredients to success
2. Understand how technology is essential to managing and engaging a workforce in today’s challenging environment
3. See the various benefits of a full suite workforce and human capital management solution – from cost and time savings to improved compliance and employee engagement
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Stream 2
Defence Bank’s People-First, Technology-Enabled Way of Working
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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
Defence Bank’s People-First, Technology-Enabled Way of Working
This session will cover general HR and business operations challenges facing Defence Bank (both now and in the past) – e.g. geographically dispersed workers and industry uncertainty. It will also address specific COVID-19-related challenges the company has faced, and how these have been overcome.

3 key learnings for this session include:

1. How Ross’ HR function has had to adapt to meet these challenges (e.g. upskilling/reskilling, or changing service delivery, etc.)
2. How the company has used (and currently uses) HR technology (ELMO) and how this has helped the HR team (i.e. results – e.g. time/resource/financial savings or better HR service delivery, etc.)
3. Tips for other HR professionals relating to HR technology or anything else that has been covered in the session – e.g. what HR needs to be doing to maintain its status within the business as companies recover from COVID, etc.
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Stream 1
From Self-Service to Full Service - Employee Experience People Services
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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
From Self-Service to Full Service - Employee Experience People Services
Bupa had a fully self-service model when it came to Workday. There was plenty of noise about having to “log a ticket” and never hearing back. Some of that was fair, some unfair, but the perception was that our People Team frontline support for managers when dealing with Workday was a black hole.

Enter the employee experience era. A strategic shift away from self-service to a full-service model supported with some key tech – an Amazon Web Services Connect phone system linked to our existing Servicenow ticketing system and supported with key intelligent automation bots.

Suddenly the noise was gone and the satisfaction levels were up!

3 key learnings for this session include:

1. Not everyone wants to self-serve, especially those who don’t take actions in Workday very often
2. Speaking to a human is invaluable
3. Technology can be a key enable of a streamlined full-service model
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Stream 3
A Tech-Driven Approach to Employee Engagement Strategies
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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
A Tech-Driven Approach to Employee Engagement Strategies
In this session, Bernd will walk you through how Siemens Health in Germany have successfully enhanced employee engagement by integrating it with the company's (wish) culture. It will cover how they did this while preventing blaming and finger-pointing-to-the-board mentality.

Hear how they integrated analytical and continuous improvement processes into normal management routines, implementing continuous improvement and agile visual management philosophies while engaging with their teams in such a way that has allowed for efficient data-driven decision making.

3 key learnings for this session include:

1. Ways to identify who can really influence employee engagement within your business
2. Strategies to integrate engagement with other cultural elements and vice-versa
3. Understanding how technology was set up and what tools are used to prove results have been delivered
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Stream 2
Impact! L&D’s Playbook for the Digital Age
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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
Impact! L&D’s Playbook for the Digital Age
The digital age has created a massive increase in the speed and complexity of business, fundamentally disrupting the workplace. In this session, Brandon discusses how and why the corporate learning organisation needs to reorient itself to the digital age and take a more proactive leadership role in driving the business transformation from a performance perspective.

3 key learnings for this session include:

1. What are the three forces driving the digital age?
2. Practical ideas for how to drive the most business value for your learning function in the digital age
3. Gain a deeper understanding of how technology alters the learning landscape for today's (and tomorrow's) workers
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Stream 1
Implementing Complex Payroll with Very Tight Time Frames and Financial Penalty Pressures
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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
Implementing Complex Payroll with Very Tight Time Frames and Financial Penalty Pressures
When ACM divested from Channel 9, the payroll system became a key critical transformation priority. Operating with approximately 50 awards and EBAs required implementing a payroll and time and attendance solution quickly and in parallel, with the end goal to increase visibility into payroll, whilst simplifying and improving effectiveness and focussing on cost as a driver of change.

3 key learnings for this session include:

1. Vendor assessment pitfalls and lessons learnt (not knowing what you didn’t know)
2. How ADP supplemented the knowledge gaps across vendor assessment and payroll implementation to deliver a successful outcome in record time
3. What implementing a new payroll solution meant internally for ACM and how this will impact their future business
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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 1
Understanding What Life is Like Using an All-in-One System!
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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
Understanding What Life is Like Using an All-in-One System!
Living in a world of disparate people, systems and processes but where cross-functional visibility is a must, HR3+ is a cloud-based workforce management system enabling mastery over the complete employee life-cycle.

3 key learnings for this session include:

1. Benefits of being on an all-in-one system
2. Focusing on employee experience
3. Importance of how Date Effective seamlessly enables staff movements
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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
Learning is Resilience: 5 Cs of the New Learning Environment
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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
Learning is Resilience: 5 Cs of the New Learning Environment
Douglas has been on a journey for 3 years to enable thriving employees, collaborative teams and purpose-driven organisations. This journey has been further powered by the COVID-19 impacts to our business. We have over the last year focused on strengthening the 5 Cs of our learning framework, with a sudden reduced spending allocated to the learning budget:

1. Customisation
2. Conversion
3. Coaching
4. Collaboration
5. Curation

3 key learnings for this session include:

1. Applying a flexible/responsive lens to the L&D framework
2. Building the coaching capability of leaders
3. Supporting employees through a curated learning pathway
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Stream 4
Creating a Thriving Learning Environment After the COVID Curveball Crisis
event_note
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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
Creating a Thriving Learning Environment After the COVID Curveball Crisis
Organisational training and education takes valuable staff time. Creating a learning ecosystem within an online environment that is both effective and efficient is a constant challenge. Using a variety of tools and a learning design process and pedagogy that encourages interactive learning has increased completion, compliance and staff competency and enjoyment in their life-long learning.

Discover how a large healthcare provider changed their tack from primarily face-to-face learning and teaching, pivoting online to ensure that training goals were maintained during COVID. The change in direction has helped establish a clear pathway for organisational education moving forward.

3 key learnings for this session include:

1. Consider more rapid development of meaningful learning activities by a toolset and educational philosophy change
2. Interactivity not delivery
3. Active not passive
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Stream 1
How We Survived COVID and Came Out a Stronger Team
event_note
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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
How We Survived COVID and Came Out a Stronger Team
COVID strikes – what now? We have over 900 staff across 3 countries that we need to train to WFH, whilst providing coaching and support and anything else required by the business. We can’t possibly deliver that? Yes we can, and we did!

We delivered virtual desktop training, team leader coaching and trained agents to be multi-skilled in more than one area in 8 hours. We rewrote content that was to be delivered over 2 weeks and delivered it in 8 hours. We trained at 8:00am, and we trained at 10:00pm. The one thing we never said was no we can’t or won’t do it.

3 key learnings for this session include:

1. As an Instructional designer/facilitator you can do anything that is required of you – you can adapt your skills to help you design/deliver any content even if you aren’t the SME
2. The worst situations really do bring out the best in people, and trust helps you deliver anything you have to
3. Learning and capability works best when you consider yourself as a business partner to your stakeholders
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Stream 2
Your Digital Transformation Needs More Than a Cookie Cutter Approach
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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
Your Digital Transformation Needs More Than a Cookie Cutter Approach
Some organisations have a challenge when it comes to digital transformation, with a diverse workforce of people that sit on a very wide spectrum of technology confidence. Learn how one leading healthcare provider applied practical methods to help people move up the curve by catering for diverse needs and over a wide geography. Hear about the challenges and successes, but also key tips that you can apply to ensure no-one gets left behind in your own digital journey.

3 key learnings for this session include:

1. Listen to understand what interventions will make the most impact
2. Always find “trusted” champions to help build confidence with the adoption pathway
3. Use creative ways to “nudge” your people along the change journey
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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 1
Workforce Transformation: Upskilling Employees for the Future or Work
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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
Workforce Transformation: Upskilling Employees for the Future or Work
Bloomberg’s Global Data Division is undergoing a transformation of its workforce in response to the profound changes in the world of Data Technologies, Automation and Machine Learning. As part of this transformation, they have defined the skills needed for the “employee of the Past” and the “employee of the Future” and invested heavily to close the skills gap between new and existing employees.

Suzanne Mulder and her team worked to customize its Leading with Data: Advanced Data Analytics curriculum for the specific skills needed at Bloomberg, and to engage Leaders in the process to empower them to lead the transformation.

3 key learnings for this session include:

1. How to determine the metrics needed to build your program, clearly lay out the need for change and explain how the new skills and tools will be used and applied
2. The value of post-training data analysis related to employees' day-to-day work using the new skills learned
3. Building advocacy with leaders throughout the organisation to empower them to manage change and lead the transformation
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Stream 1
Stay Apart, Stand Together - Learning, Interaction & Mental Health During the Pandemic
event_note
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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
Stay Apart, Stand Together - Learning, Interaction & Mental Health During the Pandemic
In March, Netwealth Investments transitioned a business that did not have a strong working from home culture to everyone working from home. After the adrenaline faded, they realised that this was going to go on a lot longer than they thought. With additional lockdowns, adrenaline became grim determination and then resignation.

They had to address:

• How to induct online
• How to move all training to a virtual environment with little to no supporting technology
• How to support mental health and maintain their culture

They created a web of learning and activities around their people, including changing their existing courses, introducing virtual exercise, performance and wellbeing workshops, their very first mental health sessions, as well as a range of different social interaction drivers.

3 key learnings for this session include:

1. Experiment – there is no magic wand course that works for everyone
2. Zoom out – formal learning is a start but what activities and ideas can you add to the mix to achieve your outcome
3. The personal touch – when the only people you see are through a computer screen, every interaction counts
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Stream 3
Delivering Digitally Driven Programs for a Digitally Literate Workforce
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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
Delivering Digitally Driven Programs for a Digitally Literate Workforce
David Jones is revolutionising its current training model to move away from its dated and fixed training schedule to offer a more flexible and modern digital experience. Implementing a learning management system (LMS) to provide a seamless online training course will allow the business to offer programmatic learning programs to deliver high value transformational projects for training, upskilling and reskilling digitally capable employees.

3 key learnings for this session include:

1. Why David Jones decided to implement an LMS and how it will transform their business
2. The benefits of offering a blended learning approach to training through an online learning platform whilst incorporating an “old school” networking and collaborating space
3. Plans to scope and create better training processes through employee ‘Knowledge Champions’ by converting their knowledge into AI to share with peers throughout the learning process
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Stream 4
The New Collar Workforce: Developing Talent in the New Economy
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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
The New Collar Workforce: Developing Talent in the New Economy
Talent pipelines are changing. Businesses are seeing changing demands and technology, and in order to fill the skills gap we are seeing many organisations developing their own talent pipeline. This session will look at the shift to focus on skills and how that is transformative to the new collar workforce. Businesses need to develop strategies to create their own talent pipeline.
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Stream 1
Employee Experience: The Internal Marketing Campaign
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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
Employee Experience: The Internal Marketing Campaign
Introducing eLearning to a diverse network of franchisees with mindsets stuck in the 1980s – plenty of pushback against technology and of course time! At the same time, implementation of a new technology driven selling tool which required education for effective and efficient use.

What does L&D do? It creates superheroes to engage with the learning material in a marketing campaign. The fun, colorful award-winning campaign strategically engaged all employees, saw education of the new selling tool being applied and the new eLearning platform soared to a participation rate above 90%.

3 key learnings for this session include:

1. The importance of connecting with your marketing team
2. Curate ideas and concepts – turn them into yours
3. Step in and don’t step back!
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Stream 3
When Tried and Tested Isn’t Enough to Change Old Ways
event_note
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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 1
Financial Stress and Why it Matters at Work
event_note
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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
Financial Stress and Why it Matters at Work
Financial stress has become chronic for many employees. It impacts work productivity for businesses and all aspects of life.

Research conducted by Financial Mindfulness indicates financial stress caused by the COVID-19 pandemic has had a host of effects on Australians’ wellbeing, including acting aggressively towards others and negatively impacting on relationships. An estimated 2.29 million Australians are experiencing levels of financial stress that reduce their wellbeing and capacity to function. This translates to lost productivity for businesses, estimated to be worth $32.14 billion per annum.

Recognising financial stress is the first step to better manage and support your employees.

3 key learnings for this session include:

1. Recognising financial stress, identify its causes and symptoms
2. Understand the impact of financial stress on individuals and productivity
3. Developing skills and strategies to better manage financial stress
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Stream 4
Transforming Talent and Recruitment at Nestle
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query_builder 11:35 - 12:05 | Event time (GMT+11)
query_builder - | Your time (GMT)
place Online Session
card_travel Speaker Session
mic English
Transforming Talent and Recruitment at Nestle
Recruitment within Nestle has been revolutionised over the past 2 years from a very traditional reactive model to a highly competitive approach that differentiates them as an employer within the market.

From the creation of an above market centre of competence, to system driven approach that is carefully monitored and measured, the success profile of recruitment within the business has undergone total change. The EVP has been rewritten and will form the base of the future employer branding strategy.

Understand the journey to date, results so far and the adjustments and final steps to still be taken.

3 key learnings for this session include:

1. Reviewing the rebuild of a talent and recruitment function from the ground up
2. Steps taken to create a new success profile for recruiters, driven by a systems approach and well established KPIs
3. Comprehensive redevelopment of an employee value proposition to form the future basis of an employer branding strategy
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Stream 3
Skills Growth – Growing Our People and Their Careers in the Public Eye
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query_builder 11:35 - 12:05 | Event time (GMT+11)
query_builder - | Your time (GMT)
place Online Session
card_travel Speaker Session
mic English
Skills Growth – Growing Our People and Their Careers in the Public Eye
Fonterra is ensuring they develop their people in line with technical and digital innovation. In 2019, Fonterra pledged to the New Zealand government that they would not only double skills growth hours delivered by 2025, but also disclose their investment publicly. They had no idea how they would go about this but with their chosen technology, had a good platform to start. From building a community of practice to a reporting platform and telling the story of their people’s skills growth, this is how Fonterra approached the NZ Skills Pledge.

3 key learnings for this session include:

1. Approach to a challenge with learning data and learning systems
2. Turning data into stories – capturing the true purpose and intent of a new initiative
3. Building networks to add value across organisations
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