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Sessions

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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
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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
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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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