FOUR POINTS BY SHERATON | 707 WELLINGTON ST, PERTH

www.hrsummit.com.au

ERICA HADDONEGM People,Change and Innovation,RAC WA

LEADING A GEOGRAPHICALLY DISPERSED HR TEAM

DRIVING HR STRATEGY THROUGH MIDDLE MANAGERS

LEGAL SPONSOR BRONZE SPONSORS RESEARCH BY OFFICIAL PUBLICATION

CLIFF GILLAMExecutive Director Workforce,Department of Education WA

JOHN TAYAExecutive Director,Organisational Development,Main Roads WA

CASE STUDY:BUILDING INNOVATION CAPABILITYAT RAC WA

NICKY MCMANUSRegional Human Resources Manager Asia Pacific,Cristal

USING DIPLOMACY TO DRIVEPOLICY TRANSFORMATION TONY D’SOUZA

State HR Manager- Western Australia,Coles

CHANGE MANAGEMENT:BECOMING A CHANGE LEADER

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DAY ONE WEDNESDAY 27 MAY 2015

9:00 AM WELCOME AND OPENING REMARKS FROM THE CHAIRPERSON

8:15 AM REGISTRATION AND NETWORKING BREAKFAST

9:15 AM

MAKING TOMORROWS LEADERS TODAY – BEST PRACTICE LEADERSHIP DEVELOPMENT PROGRAMMESAs HR professionals, we know that our leaders determine the quality and tone of our culture and drive our organisational performance. Therefore it’s critical to maintain best-practice systems and initiatives to measure, recognise, support and develop desired and necessary leadership skills. How can you achieve this when you’re already struggling to find and retain appropriate talent?• Some managers have a natural flair leadership and some don’t – How do you ‘teach’ great leadership?• Internal versus external training: The ideal split • Sealing the leaky pipeline: How to retain the HiPo employees who you’ve invested so much in

10:45 AM MORNING REFRESHMENTS AND NETWORKING BREAK

10:00 AM

EVP CASE STUDY: CREATING AND IMPLEMENTING AN OUTSTANDING EVPA strong Employee Value Proposition (EVP) should be unique, authentic, relevant and compelling to employees. Gain insight into how to strengthen your EVP.• Incorporating EVP messaging with consistency across all employer brand touch points• Targeting messages to different audiences in the employer brand life cycle• Using current staff as ‘brand ambassadors’• Identifying drivers to feed into the EVP creation

KELLY MCKENZIEHR Manager,

The CBH Group

11:45 AM

EMPLOYMENT LAW DURING CHANGE MANAGEMENT INITIATIVESDuring workplace change initiatives, tensions run high and employees (and unions) can make legal threats to gain leverage and support their positions. During such tumultuous times, it’s up to HR to ensure that workplace laws are being upheld, while also maintaining morale and engagement levels to prepare the organisation for its future. This session will provide delegates with knowledge on some of the areas of law that can be involved during workplace changes. • At what point does a change in job description trigger a redundancy?• Harmonising workplace entitlements: How much can you actually change (and how)?• Selecting employees for redundancy: How to ensure that your process is watertight from a discrimination perspective• How far do the transmission of business laws extend during a business transfer or restructure?• Navigating the industrial relations aspects of change management

JOYDEEP HORManaging Principal,

People + Culture Strategies

11:15 AM

CASE STUDY: WHEN THE DEVIL IS IN THE DETAIL…USING DIPLOMACY TO DRIVE POLICY TRANSFORMATIONAs HR leaders, we often have to be the ‘workplace diplomats’ who broker deals between business units and translate the big picture vision into actionable policies that everyone understands and ‘buys into’. This session will explore how the HR team worked with business unit heads across the organisation to drive changes in process.• How to get diverse and geographically dispersed departments on-board• Policy harmonisation – How to broker compromises between business units• Can you really change how people think? Communication plans to change beliefs and behaviours

TONY D’SOUZAState HR Manager –

Western Australia,Coles

12:30 PM NETWORKING LUNCH

DAY ONE WEDNESDAY 27 MAY 2015

2:45 PM AFTERNOON REFRESHMENTS AND NETWORKING BREAK

4:45 PM WRAP UP FROM THE CHAIRPERSON

5:00 PM DAY ONE CONCLUDES

4:00 PM

IT’S ALL ABOUT THE DELIVERY: IDENTIFYING HR DELIVERY ENABLERS, SYSTEMS, PROCESSES AND INFRASTRUCTUREThe changing landscape of HR service delivery is dynamic and HR leaders are taking a fresh look at processes and systems. How is technology affecting the role of the HR teams in large organisations? What are the next steps HR Directors should consider when planning their next budgets? This session encourages HR leaders to seize opportunities to deploy sophisticated new technologies that can make the HR function more effective and efficient.

2:00 PM

DRIVING HR STRATEGY THROUGH MIDDLE MANAGERSAs all HR practitioners know, at the end of the day the key to good HR strategy execution lies in the hands of our middle managers – they are the people who manage our people on a day-to-day basis. This session will discuss methods of influencing upward and downward, to ensure that your middle managers are carrying out your HR plans to the letter.• Building alliances with key middle managers across functions and geographies• Winning over the tough departments – Turning HR sceptics into HR lovers• Building leadership competencies amongst middle management

CLIFF GILLAMExecutive Director, Workforce,Department of Education WA

3:15 PM

CASE STUDY: BUILDING INNOVATION CAPABILITY AT RAC WAIn order to pursue innovation within a business, you need to be actively building ‘innovation capability’ at the same time. In this session, explore the RAC WA journey in creating a toolkit for building an innovation culture to ready the organisation for pursuing potentially ‘disruptive’ opportunities.• Driving innovation capability through governance, culture and leadership• Pursuing a pipeline of ‘disruptive innovation opportunities’• Change management: How to create lasting cultural changes • How do you measure and track innovation?

ERICA HADDONEGM People,

Change and Innovation, RAC WA

1:15 PM

LEADING A GEOGRAPHICALLY DISPERSED HR TEAMWorking in a HR team that is spread across different international regions presents several challenges. How do you implement strong and consistent HR strategy across a region consisting of such diverse local cultures? How do you create and communicate a ‘harmonised’ EVP when your employees have such differing entitlements and are governed by such different laws?• Creating a trans-border organisational culture, starting with the HR team• Balancing local considerations with global/regional initiatives• Finding the right communication channel mix and key messages for such a diverse audience• Sharing of some specific projects in which we incorporated a strong trans-border operational focus• Creating a team culture in a virtual environment

NICKY MCMANUS Regional Human Resources Manager

Asia Pacific,Cristal

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DAY TWO THURSDAY 28 MAY 2015

8:55 AM WELCOME FROM THE CHAIRPERSON

10:30 AM MORNING REFRESHMENTS AND NETWORKING BREAK

12:30 PM NETWORKING LUNCH

11:45 AM

MANAGING UNDERPERFORMANCE: HOW TO DEAL WITH CURVE BALLSMost HR practitioners know how to implement a linear, procedurally fair disciplinary process. But in practice, most disciplinary processes involve ‘curve balls’ or tricky turns of events that involve interacting and sometimes contradictory laws and guidelines. This session will provide a guide to dealing with unexpected events and behaviours during disciplinary proceedings. • What should you do if an employee refuses to attend a disciplinary meeting?• How should you handle a situation where an employee lodges a bullying complaint against their manager during

disciplinary proceedings (which are being conducted by the same manager)?• What can you do if an employee claims that workplace disciplinary proceedings are causing them stress and

psychological injury?

9:45 AM

CASE STUDY: EMBARKING ON TRANSFORMATIONAL CHANGE 2014 has been a year of transformational change at Metcash, involving some significant strategy changes to the way that they manage their people. In this session, the state manager for Metcash WA will share her experience in managing large-scale change in a complex, multisite (and multi-industry) business.• Communicating change – Delivering a coherent message to a disparate audience • Integrating new businesses into the portfolio - Overcoming cultural challenges• Changing ‘the way we do things’ – The role of communication and leadership in successful change initiatives

8:30 AM REGISTRATION AND COFFEE

11:00 AM

CHANGE MANAGEMENT: BECOMING A CHANGE LEADER It takes a certain amount of charisma and personal power to take your organisation on a cultural change journey. Can these traits be learned? We think so.• Turning bad news into good – Positive key messaging during workplace transitions• Controlling the conversation – How to steer an employee conversation in a positive direction • Using internal alliances to build support for your change initiatives• Dealing with negative reactions - How to cope with displays of anger, fear, upset or denial

LYNETTE BOROVICAState Human Resources Manager

WA – Food, Liquor and Logistics,Metcash Trading

JOHN TAYAExecutive Director, Organisational Development,

Main Roads WA

ELLEN WISDOMExecutive Manager Human Resources,West Australian Symphony Orchestra

9:00 AM

TRAINING AND LEADERSHIP DEVELOPMENT: BEYOND THE 70:20:10 MODEL?As most HR practitioners know, the Princeton 70/20/10 learning concept has become the mainstream in best practice leadership developments. According to the 70/20/10 model, 70% of learning comes from on-the-job experiences, 20% from feedback and coaching, and 10% from courses and reading material. Have we progressed beyond this model?• What’s the ideal split between online (social, eLearning and video, wiki etc) and face to face (coaching, observations,

formal training etc)?• How to manage the on-the-job component of leadership development

CRYSTAL MURPHYHuman Resources Manager –

Northern Operations,Tronox

AMANDA FLETCHERTraining Coordinator,

Tronox

2:45 PM WRAP UP FROM CHAIRPERSON

3:00 PM END OF CONFERENCE

a

1:15 PM

CREATING ENVIABLE EMPLOYEE ENGAGEMENTEmployee engagement and motivation are the result of great leadership - leaders who continually work to clarify expectations while providing meaningful feedback, support and development to their people. Strategies to engage and motivate employees will differ during the different stages of an organisation’s life cycle. Find out how to create and maintain a highly engaged workforce through the good times and the bad.

FAYE TURNER Corporate HR Manager,

Lycopodium

2:00 PM

RECRUITMENT IN TIGHT LABOUR MARKETS – CREATIVE SOLUTIONS THAT ACTUALLY WORKGreat organisations today take a multi-platform approach to their digital recruitment campaigns. Explore how to use the internet to fulfill your talent requirements.• LinkedIn – Beyond advertising… how to use talent mapping, tagging and Inmails on a mass scale during a recruitment

campaign• The virtual recruitment process – Ensuring quality in a virtual environment• Using Twitter, flickr and YouTube in new ways• Video – How to use your people as your ambassadors• Getting your messages to stand out from the masses of employers all ‘fishing’ from the same finite talent pool in an online

environment

DAY TWO THURSDAY 28 MAY 2015

INTERESTED IN EXHIBITING

AT THEHR SUMMIT

PERTH?

For sponsorship and exhibiting opportunities please contact:

James FrancisBusiness Development ManagerP: (02) 8437 4766E: james.francis@keymedia.com.au

Gareth ScottBusiness Development ManagerP: (02) 8437 4745E: gareth.scott@keymedia.com.au

Steven McDonaldBusiness Development ManagerP: (02) 8437 4757E: steven.mcdonald@keymedia.com.au

Paid attendees will receive a confirmation of registration via e-mail. If you DO NOT receive this confirmation within 48 hours please contact accounts on (02) 8437 4700 immediately.

If you are unable to attend, a substitute delegate is welcome at no extra charge. Cancellations received in writing 14 or more days in advance will receive a refund minus a $200 administrative fee or the balance issued as a credit note valid for use towards another Key Media event within 12 months of the date of issuance. The company regrets no refunds will be made less than 14 days prior to the event. Should a delegate register for an event and cancel prior to full payment being made, a $200 administrative fee will be charged. Should Key Media cancel or postpone a conference, delegates will receive a full refund. Key Media is not responsible for any loss, damage or additional costs incurred as a result of an alteration, cancellation or postponement of an event. Please note all speakers and content are confirmed at time of publication; however we reserve the right to modify or alter the program including advertised speakers without notice should circumstances beyond our control require substitutions or cancellations. Key Media is not liable for the content of any speaker presentations.

HR SUMMIT PERTH 27 - 28 MAY 2015FOUR POINTS BY SHERATON 707 Wellington St, Perth

FULL PAYMENT IS REQUIRED PRIOR TO THE EVENT

Additional Delegates

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EARLY BIRD DISCOUNTS AVAILABLESAVE 25% WHEN YOU BOOK AND PAY BEFORE/ON 1 MAY 2015

Individual Pass (inc gst)

Team Pass (inc gst) (4 for the price of 3)

SUPER SAVER

SAVE 35% WHEN YOU BOOK AND PAY BEFORE/ON 13 MARCH 2015 $1,105.00 $3,315.00

EARLY BIRD

SAVE 25% WHEN YOU BOOK AND PAY BEFORE/ON 1 MAY 2015 $1,275.00 $3,825.00

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HOW TO REGISTERWeb: www.hrsummit.com.au Fax: +612 8437 4750Phone: Chloe Davis on +612 8437 4760 E-mail: chloe.davis@keymedia.com.au

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