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Sessions

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Stream 1
Stay Apart, Stand Together - Learning, Interaction & Mental Health During the Pandemic
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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
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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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