Day one - 19 July 2012
8:00am Registration opens
9:00am Welcome & opening remarks from the Chairperson
9:15am Leading strategies for gaining top management support for your HR initiatives
HR directors need the support of senior management to drive people strategies and organisational change that is effective and lasting. So how can HR gain management support for their ideas? This session provides strategies to gain greater credibility with the C-Suite when pitching new initiatives. Explore:
• Understanding the business
• Understanding the drivers of value
• Speaking the language of ROI
• Being strategic across business units
• Thinking like the CEO
• Measuring and reporting performance
10:00am Measuring HR effectiveness: Building value credibility
• Identify key metrics that support an HR business case
• Use qualitative and quantitative measures to influence decisions
• Understand the issues that impact senior management's support
• Define key metrics and articulate the benefits
• Analyse internal comparisons with external benchmarks
• Build reports that demonstrate HR value and effectiveness
10:45am Refreshments & networking break
11:15am Investigating workplace misconduct
With the raised awareness of workplace incidents such as sexual harassment and bullying, investigating workplace misconduct is an extremely serious issue for HR. This session includes practical exercises supported by case studies on how to asses complaints, gather relevant information and make decisions that impact employees. Learn how to:
• Explain the role of an investigation within your policy framework
• Understand procedural fairness
• Identify conflicts of interest from the beginning
• Conduct informative interviews
• Develop an investigative plan
• Evaluate evidence
12:00pm KEYNOTE Powering great performance
12:45pm Luncheon reception for all attendees
2:00pm Negotiation skills and dealing with industrial disputes
A lack of industrial relations knowledge at senior management level has compounded the number of industrial disputes occurring in Australia in recent months. However, many disputes could be resolved before they escalate to reputation-damaging levels if HR teams in organisations are properly trained and experienced in these sensitive situations. Reaching compromises that are acceptable to both parties take expertise, understanding and experience. This session aims to provide solutions for HR to implement toward improving employee relations; planning and implementing workplace reform; preventing, managing and resolving industrial disputes; negotiating enterprise agreements; and advocacy.
2:45pm Australia's mature workforce: Risks, challenges and opportunities
With over four million baby boomers heading into retirement by 2020, Australian workplaces face an unprecedented loss of skills and expertise. We need to find ways to transfer their knowledge, engage and retain mature workers, and upskill our people leaders to tackle the challenge.
3:30pm Refreshments & networking break
4:00pm WORKSHOP The neuroscience of change leadership
Change is the new certainty. Change can be constructive, for without it, there is no learning. So why do leaders typically face resistance, scepticism and cynicism when challenging others to change? The emerging field of neuroscience is providing powerful insights into cognitive and behavioural processes, how the mind and body inter-relate and is changing the way we think about thinking. In this session learn the implications of change for leadership and optimising workplace talent.
Sylvia Vorhauser-Smith, general manager, integrated talent management, PageUp People
5:00-6:00pm Networking drinks for all attendees
Day two - 20 July 2012
8:55am Opening remarks from the Chairperson
9:00am CASE STUDY Leveraging EVP to shape a pipeline of future leaders
How do you distinguish your next generation of top performers from the rest? How do you quantify the return on investment from selecting the right talent? In this session, hear from a leading HR director on the top skills needed to grow a pipeline of top talent.
• Determind the best leadership style for your organisation
• Identify current and potential leaders within the team
• Pinpoint leadership gaps
• Develop succession plans for critical roles
• Set career-planning goals for potential leaders
• Create a skills roadmap for future leaders
• Build a retention program for future and current leaders
• Learn how to build a strong EVP brand identity and impact retention
10:00am OH&S: What every HR professional needs to know
• Understand the new legislation that supports OH&S initiatives
• Identify potential risks in your workplace
• Changing a corporate mindset to prioritize workplace safety
10:45am Refreshments & networking break
11:15am Healthy workplace: Raising awareness of mental health, stress and depression
• Identifying and defining psychological injury in the workplace
• Prevalence and types of common mental health issues in the workplace
• Early warning signs of mental illness
• How managers deal with employees suffering with mental illness
• How to overcome mental health taboos in the workplace
• The role of leadership and culture in managing mental illness
• Resources to deal with mental health issues
• Building resilience in the workplace to overcome mental health issues
• Knowing when to take action
12:00pm Social media @ work: Policies and procedures for HR directors
• Understand HR's role in the development and execution of a social media strategy
• Clarifying ownership rights to postings
• The role of social media in employee communication
• Defining the consequences of inappropriate use
• Understanding the risks of confidentiality issues, defamation or data protection
• Best practices on accessing or restricting useage at work
• Leveraging employer branding and employee engagement through an effective social media framework
12:45pm Luncheon reception for all attendees
2:00pm UGR's: The secrets behind business performance
Employees operate according to a series of UGRs - unwritten ground rules - a sort of folklore about how the business operates and how things get done. All too often these are negative and work at cross-purposes to what management is trying to achieve. Furthermore, business leaders and senior managers are often at times unaware UGR's even exist, and consequently have a rose-tinted view of the company's culture. The UGR's will be formed by staff observing managers' words and actions, and whether they live up to the precepts they have laid down. This session will show you how to identify the ground rules at work in your organisation and change negative perceptions into positives that they whole team can endorse and follow.
Steve Simpson, director, Keystone Management Services
2:00pm HR skills session: Impact communication
HR managers and directors need to deliver informative messages to employees as well as make compelling arguments to the board and senior management. This HR skills session is designed to improve communication to deliver compelling workplace initiatives and influence change management.
• Develop a presentation with purpose and audience profile in mind
• Presenting with impact
• Motivate, influence and entertain your audience
• Learn to be clear, brief and memorable
• Effectively engage with others through authentic conversations
• Become self-aware of body language that commands authority
3:00pm Conference adjourns