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Sessions

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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
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 2
Driving Business Value from Talent Analytics
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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
Driving Business Value from Talent Analytics
For a variety of reasons, Johnson & Johnson has always sought to drive the cross-pollination of talent between business units. Historically, the business have only been able to reactively benefit from the movement of talent internally, however through the use of both internal and external data, are now able to utilise analytics to deliberately facilitate the movement of talent between business units. This session will address the business case of movement between operations and quality and compliance.

3 key learnings for this session include:

1. Applying data analytics to create a solution to a long-standing talent challenge
2. Utilising internal and external data to create a manageable pool of benchmark data
3. Exploiting analytics to deliberately move talent to the benefit of the business
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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 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
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 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 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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