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Sessions

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Stream 4
HR’s Critical Role in Disruptive Times: Creating More Adaptive Workplaces
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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
HR’s Critical Role in Disruptive Times: Creating More Adaptive Workplaces
Does your workplace need to adapt in disruptive times? Are you seeing a need for faster change in the “next normal”? How are you taking up your role to help your business create a more adaptive culture?

New values statements, training, systems, or processes won’t create more adaptive workplaces. You will need a new toolkit to shift the underlying patterns in the culture.

In this session, Siobhan McHale will share her thinking on HR’s role in the next normal and her groundbreaking 4-step solution to creating workplaces that can deliver, grow and adapt.

If you are interested in stepping more fully into your role as an adaptive leader in disruptive times, then this session is for you.

3 key learnings for this session include:

1. Learn about Siobhan’s 4-Step Solution to creating more adaptive workplaces
2. Bust the myths around workplace culture
3. Understand how to create faster change with less “noise”
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Stream 1
The LEGO Group's HR Modernisation Journey
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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 LEGO Group's HR Modernisation Journey
The LEGO Group is going through an organization-wide HR modernisation journey, replacing current SAP-supported and manual processes with Workday. The journey will ultimately modernise systems and platforms, organisation and people as well as processes. The business problems addressed include:

• HR systems not being fit for purpose and plan
• The continual attracting and retaining pf top talent
• Lacking clear employee experience

3 key learnings for this session include:

1. Impact of moving from fat and short to long and thin
2. Navigating competing agendas and priorities
3. Being data-driven versus data-informed
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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
Live Q&A | Resilience and Leadership in Times of Acute Adversity
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query_builder 10:50 - 11:25 | Event time (GMT+11)
query_builder - | Your time (GMT)
place Online Session
card_travel Live Q&A
mic English
Live Q&A | Resilience and Leadership in Times of Acute Adversity
Business leaders during the pandemic are operating in the most unprecedented times. Uncertainty reigns and the need to pivot and realign business goals is occurring multiple times in a short time frame.

Commissioner Fitzsimmons can take those acutely adverse conditions, and multiply them many times over. During the 2019/2020 fire season, he led the teams of the NSW RFS through some of the toughest and most austere operating conditions.

He demonstrated resilience and leadership in the extreme, and in this live Q&A session, he will share with us all key takeaways that can add to our playbook as we navigate these most uncertain times.
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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 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 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
Flowers, Vegetables, Dogs, Ships, Houses and Stars: Metaphors to Guide Your HR Tech Strategy
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
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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