Main Conference Schedule

As businesses change, cultural change becomes essential for survival. And now more than ever, HR is steering the ship of change.  

• Encouraging communication and problem-solving within and between departments 
• Influencing employees and managers away from having fixed mindsets  
• Encouraging people to be open to ideas and feel ownership of cultural change 
• Building leadership capability to drive cultural change 
• Driving cultural change as a steady piece of work, not a big bang approach 
• Encouraging employees to stop, think, and internalise cultural change programs   
• Promoting the values that drive better performance and help overcome outdated behaviours

There are a lot of changes ahead with the future of work. Will there be a change in requirement from our leaders to meet these future demands? It’s one thing to prepare for the future of work but how are we going to prepare our leaders?  

• Understanding future workplace trends and their impact on leadership  
• Changing the way leaders think about themselves and of leadership  
• Pragmatic leadership skills to deliver successfully in a transformation environment  
• Effective outcomes from enterprise wide development program over multiple years  

In today’s ever-changing business climate, HR professionals play an essential role in leading the successful transformation of their organisations. How do you transform your organisation core strategy to deliver value? 

• Embarking on the transformation journey and how to deliver organisational change 
• Leveraging data driven insights for performance management and employee satisfaction 
• Building internal capability for leadership and responsiveness to change 

Technology will change everything. As technology streamlines the more transactional and administrative areas of HR, our role will become more about guiding and coaching line managers through change and the complexity of human relationships. How will HR tech liberate HR professionals and what should we be focusing on? 

• When repetitive tasks get done by robots, what can HR teams achieve? 
• The humanistic approach will remain a key aspect of HR thus the industry will become more emotive and adaptable to the modern world 
• Which high value transactions should we focus on when we have automated and enabled self-service for the rest? 
• How HR teams can become organisational coaches, with a primary focus on helping people in the organisation deliver their best work every day 

Leading employers today understand the importance of a customised, individual rewards program that reflects the needs and preferences of their diverse workforces.   

• Understanding what types of incentives motivate your employees  
• How to structure rewards and compensation to meet employee expectations and your organisation’s objectives  
• Recognising, inspiring, connecting and empowering employees  
• Practical strategies for creating a recognition culture in your organisation  

HR leaders increasingly need to think ‘big picture’ and analyse HR data to drive decision making. In the future, how will HR teams use data to tell stories? 

• Making connections across data and information to inform successful decision making 
• Using data and analytics to influence stakeholders at all levels 
• How to shape data into a narrative to help reveal findings, trends or underlying patterns 
• Using linked visualisations to explain how and why HR data changes over time 
• How can we use data to think differently about the employee experience? 

We are shifting from viewing our workforce as a collective to appreciating and embracing the uniqueness of individuals. Accordingly, HR will be shifting focus from an employee experience to individual experience. 

• Educating employees to discover their personal strengths, passions and purpose 
• Facilitating high communication between departments, greater involvement with staff family and passions, and a focus on career development for staff  
• Solutions that apply personalisation wisely in a scalable way  
• Taking a holistic approach that sees employees as whole people and aims to ensure the best for each  
• Examples of highly connected and very personalised people management strategies