20-22 February, 2017 | Rydges Sydney Central, Sydney, New South Wales, Australia

Conference Day Two: Wednesday, 22 February 2017

Day 3

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9:00 AM Opening Remarks by IQPC Australia and the Chairperson

Darlene Winston , General Manager People and Partner, SNP Security Pty Ltd

 Darlene Winston
Darlene Winston
General Manager People and Partner
SNP Security Pty Ltd

9:10 AM INTERNATIONAL KEYNOTE PRESENTATION: Shifting Mindset to Ensure Data is Used to its Potential

Philippa Penfold , HR and Talent Director APAC, GroupM Asia Pacific (Singapore)

Humans are creatures of pattern and routine and so they run with their gut instinct when faced with dilemmas and rely on patterns and trends in making decisions. However, GroupM recognises the need to change people’s attitude in decision making to ensure data is used to its full potential. While following gut instinct can be human intuition, we cannot ignore bare raw facts and statistics. HR and business leaders must appreciate data’s true meaning in order to make valid judgments while incorporating gut instinct. In this session, Philippa will discuss ‘how’ we can shift managers to be making better quality decisions by incorporating gut instinct with data on a regular basis, while reflecting on main learnings in this shifting attitude encouraged and supported in GroupM.
 Philippa Penfold
Philippa Penfold
HR and Talent Director APAC
GroupM Asia Pacific (Singapore)

9:50 AM CASE STUDY: How can you better optimise your employeecentric system and make predictive analysis a reality?

Jayshween Kumar , Senior Analyst of Human Resources Reporting & Analytics, Bendigo and Adelaide Bank Limited

Bendigo and Adelaide Bank (Bendigo) has made substantial progress in their HR business partnering program and data analysis journey. Notwithstanding their successful partnership built on greater communication, collaboration and trust, they have reaped the benefits from implementing a new employee-centric system that not only integrates data providing wider scope, but also cost-efficient and enables data to be assessed in real time while making predication and visualisation a reality. In this session, Jayshween will disuss Bendigo’s main learnings in its continuous journey to improve: 
  • How do you implement an employee-centric system? 
  • Main learnings in implementing an employeecentric system –strategies to hurdle challenges in managing shifts in technology, and how to maximise analysis through business intelligence 
  • The benefits of employee-centric systems and how this is shaping the way we do reporting through ease of access and the ability to manipulate and filter data to what is most relevant 
  • Historical data is highly relevant to generating holistic workforce insight, but how can you juggle between the old and new systems during the implementation phase?
  • Transforming reporting through a highlyinteractive system that increased staff engagement and satisfaction
  • The kind of metrics Bendigo predicts and how this has impacted strategic decision making?
 Jayshween Kumar
Jayshween Kumar
Senior Analyst of Human Resources Reporting & Analytics
Bendigo and Adelaide Bank Limited
Rewards and workforce metrics are very data centric as we endeavour to make the right strategic decisions. In saying so, comparing integrated data against best practice benchmarks; investing in training and support programs for HRBPs; and increasing collaboration with external advisors will set the foundations for generating workforce insight with impact. Successful reward systems are in place because NRMA invests in these objectives with a focus on enhancing HR’s strategic decision making potential. In this session, Penny will discuss: 
  • Innovative methods for measuring talent to determine the so what and now what, and NRMA improves its approach to metrics by benchmarking against Josh Bersin’s framework 
  • Solutions to integrating data where a centralised data system is lacking via new reporting tools such as Alteryx and Tableau 
  • How to design an effective engagement and training and support program for HRBPs and other HR talent specialists – the impact and benefits of informal on-the-job training that is personalised to individuals since no-one-size-fits-all 
  • How having a flexible and proactive HRBP development program allows NRMA to make the best of its situation, find and act on opportunities, and more importantly focus on its people! 
  • Prototyping the system and assessing its impact across the business as different functions will utilise and benefit in different ways 
  • How greater collaboration with external advisors can accelerate learning and ease of adoption
 Penny Scarpellino
Penny Scarpellino
Strategic Rewards Manager
NRMA
In a highly agile environment, being able to operate through simplifying, standardising and sharing assists in culture transformation and building a sustainable Regional Media network. This is achieved through digital workflows and a digital first mindset, organisational structures to foster group working and operational efficiencies and system standardisation across the business unit. 

Operational context - by transforming the Regional business, Fairfax Media has been able to build a sustainable business and continue to be a voice to the communities we serve. The regional HR team have also taken a “simplify, standardise and share” (SSS) approach to how we work together.

This has seen significant improvements in Leadership feedback and talent acquisition levels, with internal customer feedback from the Leadership team upscaled by 30% and vacancy rates reduced by 40% across its regional offices. By working together as a team we have been able to maintain a vacancy rate of 8%. 

Aligning HR with leadership is an important step to successful business partnering, and akin to this is the need to measure ‘cause-and-effect’ correlations between different sources of data as only then can you obtain ‘true meaning’. In this session, Nicky will reflect on how the Regional HR Team and the Regional Business unit of Fairfax Media transformed their culture and structure, while addressing the engagement versus culture debate: 
  • Main learnings as a HR Team – focusing on what measures matter most and eliminating complications to enable ease of conversations cross-function 
  • Benefits of simplifying, standardisation and sharing, including cost and time efficiencies and strategic role enhancement. 
  • Group work and regular communication between regional HRBPs and leadership –standardisation ensures consistent advice and guidance while better aligning HR to current and future Business’ opinions, requirements and vision. 
  • How focusing on the ‘levers’ of culture the factors that ‘drive’ engagement and performance will in turn create the right culture for your business!
 Nicky Brown
Nicky Brown
HR Director
Fairfax Media

12:20 PM EXPERT PANEL DISCUSSION: How to Thrive and Build Your Business Case in a VUCA World

Darlene Winston , General Manager People and Partner, SNP Security Pty Ltd

Rosalind Tregurtha , HR Director, Fairfax Media

Penny Scarpellino , Strategic Rewards Manager, NRMA

Our modern digital environment is dynamic, complex and ever-changing. While opening doors of opportunity it forever challenges us to be increasingly creative in the use of metrics and analytics. Key considerations include ‘how’ we can effectively select and use data to what is most appropriate at the time, and build a strong business case that maintains direction and alignment with business needs and objectives in a VUCA world.
 Darlene Winston
Darlene Winston
General Manager People and Partner
SNP Security Pty Ltd
 Rosalind Tregurtha
Rosalind Tregurtha
HR Director
Fairfax Media
 Penny Scarpellino
Penny Scarpellino
Strategic Rewards Manager
NRMA

2:00 PM Data Mining and Security – Finding the Right Balance for Your Business

Michael Gillett , Manager Workforce Analytics, Australia Post

Utilising HR metrics to drive and influence strategic decision making is achievable ‘only’ if the data is relevant, accurate and timely – the key traits of ‘clean data’. Data mining done right will ensure it ticks the boxes, thus enabling HR and business leaders to draw meaningful conclusions about the data. Yet data quality and integrity can be undermined by security imbalance and use of irrelevant and unrealistic industry benchmarks. In this session, Michael will discuss: 
  • Data mining – while data integration is essential, one can get lost in a sea of data. We must develop awareness of all data elements, and critique and select according to business needs 
  • Data security – you want to maximise accessibility but also limit it. How can you balance this fine line in data sharing? 
  • Data analytic hubs – how internalising a specialist hub within HR can bridge that skills gap and enhance HR’s capability to serve leadership on a strategic level 
  • In order to benchmark, you must clearly align what you want to measure with your business and understand what the measures are being compared against
 Michael Gillett
Michael Gillett
Manager Workforce Analytics
Australia Post

2:40 PM CASE STUDY: How You Can Prepare For More Sophisticated Analysis and the Technological Shift

Darlene Winston , General Manager People and Partner, SNP Security Pty Ltd

Maximising the quality of its people is main objective for SNP Security (SNP). Technology assists HR in achieving their initiatives and enables them to be the best they can be, which translates into successful HR business partnerships. SNP actively studies data to inform strategic decision making about diversity and is in the process of transitioning five generations of historical data onto a singular mobile and paperless platform. With strong foundations already in place for the storage and use of data, HR effectively explores data’s ‘true’ meaning; an analytic skill enhanced and supported by technology. While technology assists HR in establishing their business case, SNP goes one step further by using data to predict trends. In this session, Darlene will discuss:

  • Creative measures for diversity and the impact of managing greater diversity in the workforce
  • Transitioning five generations of data onto a mobile and paperless platform – the main learnings, benefits and efficiencies
  • Technology enables sophisticated data analysis, develops strong HRBPs and creates efficiencies – going beyond what is basic and descriptive and how you can prepare for this technological shift!
  • Predicting trends to mitigate risk and spot the opportunities – Using methods and tools common to the analytics community to build HR capabilities in story-tellin
  • Data visualisation – How you can build your business case by story-telling in a pictorial fashion
 Darlene Winston
Darlene Winston
General Manager People and Partner
SNP Security Pty Ltd

3:50 PM Putting Yourself in the Leader’s Shoes to Ask the Right Questions – Have You Done a Reality Check?

Craig Knappick , Principal Strategy and Performance, Transport NSW

Info-graphics is the new age of reporting. Leaders want to be told a story, and data visualisation tools enable data to be presented in a cohesive, palatable manner. However, proper training and support to use visualisation tools effectively is key to HRBPs turning data into consumable pieces. Along with innovative measures for diversity, in this session Craig will discuss the future of reporting, plus our need to acknowledge that such reports can only be ‘snapshots’ of the workforce at a specific time and that 100% accuracy will never be attainable. In so saying, taking a step back and doing a reality check from the leader’s perspective is important for successful data analysis and reporting. 
  • Diversity in the workforce is important to appreciate in our multi-cultural society – Craig explores innovative ways to forecast in the diversity space and its impact on improving diversity 
  • Info-graphics – how you can effectively use visualisation tools to turn data into presentable consumable pieces that “gets the message across! 
  • Reality checking an ongoing basis is crucial to ensure relevance in reporting 
  • Put yourself in the leader’s shoes – ask yourself what is most relevant from a strategic perspective and what is most important to you as a leader
 Craig Knappick
Craig Knappick
Principal Strategy and Performance
Transport NSW

4:30 PM CASE STUDY: Accelerating Our Journey through Innovation, Collaboration and Learning from our Mistakes

Scott Johnston , Director Workforce Information Branch, NSW Public Service Commission

The journey to improve is on-going as there are always more innovative ways to enhance our existing work. The complexity of this task depends on having a dependable infrastructure from which insightful stories are delivered. With a 400,000 strong workforce, the NSW Government, through analytics provided by the NSW Public Service Commission actively embraces the opportunities to measure its workforce more creatively, while pushing for consistency in its data management. In this session, Scott will discuss their journey with a focus on learning from our mistakes: 
  • How you can benefit from investing in a consistent data management system 
  • Designing an innovative KPI framework and its impact on talent management 
  • Co-designing the dashboard – how codesign between leaders, employees and HR alike will increase HR’s strategic involvement and dramatically improve the relevance and effectiveness of your HRIS 
  • Why its important to continually evaluate and analyse the impact of your new system, HRBP program and metrics as this will accelerate development
 Scott Johnston
Scott Johnston
Director Workforce Information Branch
NSW Public Service Commission

5:10 PM Conference Closing Remarks from Chairperson

Darlene Winston , General Manager People and Partner, SNP Security Pty Ltd

 Darlene Winston
Darlene Winston
General Manager People and Partner
SNP Security Pty Ltd