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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
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
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 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 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 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 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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