HR Transformation Summit 2012

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<ul><li> 1. St Nee wSh ppin -Loar g ok 2012ed OSe utsi Agerv de ndice O a sB fTHR TRANSFORMATION ox he !SUMMITHarnessing The Strategic Power of Human ResourcesThrough A Holistic Approach To HR Justin Miles Main Conference: 30 &amp; 31 July, 2012 General Manager HR FonterraSocial Media Masterclass: 31 July, 2012 Hands-On Site Visit: 31 July, 2012 Laurence Halabut HR Director Venue: Observatory Hotel, Sydney Toyota Financial Services Anjana Menon Head of HR Shared Services Make the most of your Aditya Birlatime out of the office by Carla Day attending the Social Media Director People Management Practices and Programming Masterclass and Site Visit: Department of Defence Anna SparkesSocial Media Masterclass: General Manager,Harnessing Social Media For Improved HR &amp; Service CultureRecruitment Processes, Employee Commonwealth Bank of AustraliaCommunication &amp; HR Self-Service Portfolios Paul McAuley General Manager, HR Global Service Lines Rio Tinto Karen Anne Bisdee Director of Human Resources Site Visit: Wyndham Vacation Resorts Asia Pacific Endearing Environments: Using Modern Workspace Strategies Simone Shugg People &amp; Performance Director To Attract &amp; Retain Talent Carnival Australia Trent PawseyWith over 65,000 members globally and a Head Of Organisational Change Management People and Culture - Group Business Servicesdedicated editorial team, SSON is the place to National Australia Bank visit for the latest shared services news &amp; views: Visit our download centre for podcasts, white Kellie Tomney Global Employer Branding Consultant papers and much more... Stand Out Media partners: The Sauce The SauceBOOK NOW!T +61 2 9229 1000 F +61 2 9223 2622 E</li></ul><p> 2. The Expert Panel of Speakers:Weve Changed! 2012 Brings A Justin MilesWealth Of New Features And ThemesGeneral Manager HR FonterraTo SSONs HR Community:Laurence Halabut HR Director Toyota Financial ServicesWelcome to The Human Age. Anjana Menonwhere people are paramount to successHead of HR Shared Services Aditya Birlaand its HRs time to shine!Carla Day Director People Management PracticesWeve shaken up the format to make sure youand Programming Department of Defenceare getting the most out of your time, including:Kellie Tomney Global Employer Branding Consultant Stand Out Advantage Anna Sparkes General Manager, HR &amp; Service Culture Commonwealth BankOne of the biggest investors in Modern Workspaces in of Australiathe Southern Hemisphere, Commonwealth Bank, will Joseph Soalheirahost delegates on a Site Tour of their newly designedShared Services Specialistoffices so you can see, hear and feel first-hand how Paul McAuley General Manager,quality working environments are improving talentHR Global Service Linesretention and employee productivity. Rio Tinto Karen Anne Bisdee Director of Human Resources Wyndham Vacation Resorts Asia Pacific Simone Shugg People &amp; Performance Director Carnival AustraliaSocial Media is a game changing technology for how Andy Purvisboth HR and the business as a whole will communicate Independent Leadership Speakerboth internally and externally. In our Social MediaJennifer SaizMasterclass get to grips with the full potential of a social Head of Property Strategy and Delivery - Group Corporate Servicesenterprise and where to focus your time and resources to Commonwealth Bank of Australiaensure success.Trent Pawsey Head Of Organisational Change Management People and Culture - Group Business Services National Australia Bank Gia Kiamos People Services Manager Bluescope SteelYou tell us that peer-to-peer networking and building your Pauline Richardsrolodex is one of the main benefits of being part of the HR Services Centre ManagerSSON community. Thats why we have built in far more ActweAGLstructured networking than ever before so you go homeMegan Bromley Employee Engagement Managerwith a wealth of contacts. RedBalloon John Counter General Manager - HR Service Delivery, Transport Shared Services Department of TransportBOOK NOW! T+61 2 9229 1000 F+61 2 9223 2622 W 3. DAY ONEMonday 30 July 201208.00 Coffee &amp; Registrationterm strategic challenges? Topics covered in this session include: Getting to a virtuous cycle of HR performance08.45 Chairmans Welcoming Address uilding a culture of accountability where line managers implement great B HR practice09.00Turning Strategic Business Partnering Rhetoric Into Reality For Maintaining HR practice effectiveness in a tough business environmentSuccess In The Human Age How your core HR practice impacts your EVPWith job roles changing in line with talent requirements and onboarding Justin Miles, General Manager HR, Fonterraa new generation of workers, HR in its current state is in grave danger Anne Bisdee, Director of Human Resources, Wyndham VacationKarenof under-delivering or worse becoming irrelevant. Integrating the HRResorts Asia Pacificfunction into the business and upskilling staff to have in depth knowledge ofbusiness unit needs is imperative if delivery standards are going to be met:12.15Revolutionising recruiting: building analytics and truth capabilities gnoring pre-formed job titles in favour of a solution based approach to Ithrough e-recruitment resourcing The face of recruitment is changing and none too soon for a country ocusing on people development and progression for an ongoing source Fsuffering from a crippling skills shortage. Many organisations are dissatisfied of talentwith current recruitment processes and feel they do not match up to business nsuring HR is structured for innovation and adaptability to meet todays Eneeds. Companies and recruitment agents nationwide are thus moving and tomorrows needs much of their recruitment processes online to improve the speed by which iberating your leadership and mobilising talent across multiple Lcandidates can be matched with live vacancies. In this session, we hear from jurisdictionsActweAGL about their journey into e-Recruitment to date, including: alancing remuneration packages with organisational ROI plans to B Conducting an HR review to identify areas for improvement protect cash flow Building a more seamless foundation to the recruitment processTrent Pawsey, Head Of Organisational Change Management People Integrating analytics and one-source-of-truth capabilitiesand Culture - Group Business Services, National Australia Bank Redistributing accountability to best serve the business.Pauline Richards, HR Services Centre Manager, ActweAGL09.45Show Me The Money! Demonstrating The ShortLong TermBenefits Of Strategic HR Transformation To The Board12.45Lets Get Technical: Successfully Working With I.T To DevelopAlthough many business leaders are beginning to embrace the idea of Seamless End-To-End HR Systemsstrategic HR value add, some are still stuck with the traditional softTechnology departments have long been accused of being poorstereotype. To ensure senior level buy-in and top-down financial andcommunicators. However, with technology playing a primary role ingovernance support for your transformation journey, HR professionals mustsuccessful HR Transformation, whether systems are designed andhave a sound business case. Measurable ROI can take three years ormanaged inhouse or are outsourced, it is important that HR professionalslonger to accomplish, depending on how decentralised HR processes arework closely with techies to enable true strategic business partnering. Howwhen the company starts the transformation journey. So what can be donecan SSOs effectively collaborate with I.T selectors, process designers andin the meantime to retain the boards favour? Whats more, as its hardertesters for mutual benefit?to calculate or numerate the strategic benefits of HR Transformation andShared Services, the profession also needs to find ways to measure long ridging the gap: Selecting a go-between who has a natural grasp of Bterm benefits: both sides of the coin utting in place a deliverable benefits realisation plan which demonstrates P ntegrating your HR team with I.T to encourage continuing dialogue and, I immediate improvements and savingsas a result, achieve continuous improvement in systems esigning scorecards and metrics which clearly show improvements to D rilling down into every touch point and clearly defining the overallgoals D processes and service deliveryas well as the individual needs of each process rystalising long term strategic goals and committing to visible C ommunicating future goals to ensure flexibility and agility is built in to C developments in set timeframescurrent systems anaging the boards expectations over prolonged improvement periods M Gia Kiamos, People Services Manager, Bluescope Steel and setting realistic ROIBra 13.15 Networking Lunch10.30 Structured Networking: MeetGreet n New d SSON understands that networking is a top priority for our Achieving Alignment: Creating A Customer-Led Structure Which14.15 delegates. Discussing current challenges and goals with your peers Matches HR Initiatives With The Needs Of The Business is invaluable in terms of both benchmarking and knowledge sharing. Traditional KPIs and SLAs are considered outdated by many mature global This year we are dedicating more time to networking so each delegate organisations. In order to truly gear your transformation journey to the can become more involved in the event experience and maximise theirneeds of the business units, your team needs to be measured like them. time onsite. Revisiting the aims of the Transformation is necessary to achieve long termHow does it work?sustainability. Realigning goals to match the overall PL considerations Prior to the conference, you will be asked to submit both your biggest goalof the business rather than immediate savings from labour or wage and biggest challenge to SSON. arbitrage or process improvement is an important first step in the journey Then, the first of our three sessions, MeetGreet will get the audience on to becoming a business partner. But how do you go about revamping your NETWORKING their feet with a challenge to chat with as many of your peers as possible service delivery structure so it buoys for future success? and learn: lug the gaps: Digging deep with the business to get to the heart of their P1)Their number one goal for this yearrequirements from HR2)Their current biggest challenge sing Business KPIs to change the fluffy perception the business has of U HR This is the perfect time for a brief intro and to swap business cards. Dont forget to write their goal and challenge on the back of their business card arnessing analytics capabilities to ensure high quality delivery when it H youll need it for Rounds Two and Three!comes to staff services ushing your staff to be proactive and connect with the business to drive P further partnering initiatives11.15 Morning Coffee howcasing HR to the business following successes and earning S increasing credibility11.45Positive Processes: Ensure HR Builds Employee Performance easuring HR employees on their services both individually and as a team MRather Than Becoming An Obstacle To Success. Laurence Halabut, HR Director, Toyota Financial Services poor service negatively impacts your perception of a company. And ReceivingHR is no different. Overcomplicated performance management processes,bureaucratic recruitment requirements, complex development planningregimes...If HR is going to engage at business level then the core serviceoffering must be clear, concise and credible. So how do you drive performancein core HR processes to earn you the respect and the time to tackle the longerBOOK NOW! T+61 2 9229 1000F +61 2 9223 2622 E 4. DAY ONEDAY TWOContinuedTuesday 31 July 201214.45Making The Move: Migrating To A Multi-Centre HR Structure For08.50 Chairmans OpeningTrue Business AlignmentCreating a hybrid model which fits both transactional and strategic business 09.00 New Dawn, New Day: The Effect Of Australasias Skills Shortageneeds is a paramount consideration for many HR leaders. In an age when What Will Your Future Workforce Look Like?cost cutting and efficiency must be balanced with value-add services, inorder to tick all the boxes, HR must assess what locations, people and The demographic make-up of the Western World is changing, and withstructures need to be brought together to drive core business goals: it so is Australasia. Whether it be Hacketts prediction that by 2050 hifting transactional processes to the right centre within a limited time S most CFOs in Australia will be young, Asian, high-achieving women; frame and without service interruptions Deloittes claim that your next worker will most likely be Indian; or etting up a local strategic HR team for immediate need and good S Googles statement that structured job titles are a thing of the past, internal relationsthere is no denying that in only a few years time, your workforce will dvice on key aspects of implementing a hybrid onshore/offshore model A look radically different. More than any other function, HR must have a and the pitfalls to avoid solid grasp of not only the trends but what that means for all facets of etting up and tracking KPIs, SLAs and OLAs between the HR centre S cradle to the grave Human Capital Management. Are you ready to and stakeholderschange your ways? eploying portal migration and self-service tools across the function to D Simone Shugg, PeoplePerformance Director, Carnival Australia drive efficiency and savings inding the right people both onshore and offshore to maintain high levels F 09.30 ExpandContract: Adapting HR To Allow For A More Volatile of serviceEconomic Environment vercoming process inconsistencies and bedding down the new O a volatile global economy, the overall goal for organisations today In structure is to have the structural flexibility to respond quickly to business Anjana Menon, Head of HR Shared Services, Aditya Birla or economic change. Whether it be to support growth strategies Bra (e.g., mergers and acquisitions) and global expansion, to improvenNew dorganisational learning across business boundaries, or to contract the15.15 Structured Networking: Get Goal Orientated Sharing ideas with like-minded about how to achieve a set workforce in tough times, NETWORKING objective is a sure fire way to collect some helpful hints on how to must have an agile workforce transformation plan in place to adapt HR realise your goals faster. So weve set up a session to help you meet those to the current climate: like-minded people more easily! ngineering your HR Transformation vision to support national andEHow does it work?international business growth each roundtable, there will be a goal. Delegates will be asked to join On Refining employee processes to allow for immediate response the table most closely aligned with their...</p>