FEATURED SPEAKERS EXPLORE. EARLY BIRD DISCOUNTS Book & Pay by 9 December 2015 to receive an additional Value Plus Discount!

Transcription

1 The 3rd Annual Human Resources Leadership Forum 2016 Best Practice and Innovative Strategies for HR and People Strategy Leaders to Optimise Team Performance, Leadership Capability and Employee Engagement Liquid Learning is delighted to present the 3rd Annual Human Resources Leadership Forum Bringing together senior HR leaders across a wide range of industries, this Forum will explore the cutting-edge in Human Resources strategy and practice. FEATURED SPEAKERS Vanessa McCambridge Human Resources Director New Zealand Frucor Beverages Deborah Beegling General Manager, Human Resources Progressive Enterprises Limited, Countdown Supermarkets Claire Walker Chief People Officer Sanford Ltd Rob Heaney Director Human Resources Strategy New Zealand Defence Force Gavin Buchanan Global Talent Sourcing Manager Fisher and Paykel Melissa Cantell Head of People Partnering IAG New Zealand Alan Cassidy General Manager Human Resources Ministry of Social Development Susan Walls Head of Human Resources Goodman Fielder NZ Ltd Martin Price Group Manager Human Resources Services Genesis Energy Alan Davis Group General Manager, People and Organisational Development Massey University Rolf Siggaard General Manager, Human Resources, Technology Solutions and Zero Harm Downer New Zealand Alistair Dinnis Head of People, Partners and Finance Bank of New Zealand Tony McKenna New Zealand Human Resources Manager Linfox Andy Burner Head of People Experience Xero Limited John McDonald General Manager People Development H.W. Richardson Group Limited Joan Watson Human Resources Specialist Joan Watson Summit 8 & 9 March 2016 Post-Summit Workshop 10 March 2016 Crowne Plaza Auckland EXPLORE Defining and implementing new values to drive positive culture and support a new business direction Strategic recruitment and engagement strategies for improved performance and retention Developing an agile, resilient and change-adept organisation through leadership Building engaged and motivated teams to increase productivity and reach organisational goals EARLY BIRD DISCOUNTS Book & Pay by 9 December 2015 to receive an additional Value Plus Discount! Phone: Fax: Booking Code - W Terry Williams Author and Trainer The Brain Based Boss Muriel Roake Principal Muriel Roake Drew Williams Director Performance & Rewards Consulting

2 Improving Operational Performance Through Strengthened Leadership Day One 8 March Registration and Morning Coffee Official Welcome and Opening Remarks from the Chair OPENING KEYNOTE CASE STUDY Guiding and enabling cultural change through strategic HR Leadership Change is an inescapable reality of business. Meeting the shifting demands of the market or moving a company in a new, more modern direction requires certain behaviours and attitudes be modified and new practices put into action. Sanford is presently undergoing large changes, led by the Human Resources team and the Executive. Claire will look at the nature of this change and provide insight into: Leading organisational change: Perspectives from the HR and Executive teams Strategic planning to organise your company Measuring the success of change Benchmarks and standards Claire Walker Chief People Officer Sanford Ltd Questions and Discussion CASE STUDY HR s role in winning in the new normal If you think banking is boring, think again. The banking industry is rapidly changing, moving away from 1:1 relationships to a highly competitive, increasingly regulated industry dominated by digital based interactions. The role of Human Resources is now crucial to the commercial success of an organisation, and Alistair will share BNZ s experiences and the implications for: Cultural transformation and leadership development to win under changing market pressures Two-way employee communication in the new environment Modern HR operating models and workforce planning Alistair Dinnis Head of People - Partners and Finance Bank of New Zealand Questions and Discussion Morning Tea CASE STUDY News from the front: Best practice in staff retention Providing staff with ongoing development opportunities is key to keeping them engaged and reminding them of the value they add to an organisation, but better trained staff make more attractive prospects and can often be headhunted by other companies. This is seen regularly with the Defence Force, whose specialist training makes many staff sought-after candidates for a suite of private industries. Rob will discuss: Investing in staff development Identifying market trends and staying competitive as an employer Ensuring staff are engaged and motivated with their work Rob Heaney Director Human Resources Strategy New Zealand Defence Force Questions and Discussion CASE STUDY Utilising exit information as a strategic tool Human Resources has a critical role to play in defining and improving upon people-related business issues. Using a structured and comprehensive approach to diagnosing those issues, HR can support the business to define solutions, and build a programme of practical initiatives sponsored by the business leader, which form an agenda for valueadded HR contribution. This session will examine staff exit information, in the context of a people-planning framework, which integrates the myriad of HR business intelligence in our organisations. Discuss: Identifying the cause of people-related issues Using exit information as part of business intelligence Applying this information to planning strategy Alan Davis Group General Manager - People and Organisational Development Massey University Questions and Discussion Networking Lunch INTERACTIVE PANEL DISCUSSION Navigating a changing business environment - Emerging challenges and future directions for HR Changes in legislation, technology and market expectation all place pressures on an organisation to modify the way they operate in order to deliver their products and services effectively and competitively. Human Resources professionals are responsible for identifying trends and changes, engaging staff throughout and keeping them and their role aligned with organisational needs. This interactive session will feature a panel of experts discuss emerging trends and what they and their organisations are doing to prepare for the future of their respective markets. It will address: Emerging paradigms in Human Resources strategy and practice Strategic workforce planning for improved organisational efficiency The HR Model of tomorrow: Preparing for the future Andy Burner Head of People Experience Xero Limited Martin Price Group Manager Human Resources Services Genesis Energy Susan Walls Head of Human Resources Goodman Fielder NZ Ltd Gavin Buchanan Global Talent Sourcing Manager Fisher and Paykel Melissa Cantell Head of People Partnering IAG New Zealand Alan Cassidy General Manager Human Resources Ministry of Social Development CASE STUDY State of the Union: Negotiating employer / union relations Unions are a major factor in many industries, representing the interests of employees from particular fields regardless of employer. Unions need to work with businesses in order to ensure the terms of employment are mutually beneficial for both parties, but this relationship often presents challenges, especially for Human Resources professionals. Linfox must work with multiple unions in order to ensure favourable conditions for its entire staff while still achieving business goals. Tony will explore: Techniques for managing Union interaction Representation of Union members in disciplinary processes PLUS WORKSHOP! Plus One Separately Bookable Full-Day Workshop on 10 March 2016 VALUE PLUS DISCOUNT Receive up to $400 off registration if you register and pay by 9 December 2015

3 Collective bargaining strategies Tony McKenna New Zealand Human Resources Manager Linfox Questions and Discussion Afternoon Tea EXPERT COMMENTARY New avenues for performance management Performance management is an important part of a HR Professionals role. Ensuring all staff are performing as required and are sufficiently aware of the expectations of their role is key to enabling a business to effectively and efficiently operate, but the traditional methods for managing this may not always be the most effective for achieving this goal. In this session, Drew will discuss the importance of finding the right method for your organisation. Discuss: The importance of effective performance management Alternative methods to achieve better results Tailoring your management technique Drew Williams Director Performance & Rewards Consulting Questions and Discussion 4.30 Concluding Remarks from the Chair NETWORKING RECEPTION Make the most of your Liquid Learning experience, join us to network over complimentary canapés and drinks ALSO AVAILABLE The 3rd Public Sector Women in Leadership Summit , 23, 24 & 25 February 2016 InterContinental Wellington The National Higher Education Women s Leadership Summit , 24 & 25 February 2016 Stamford Plaza Auckland The 3rd Women in Leadership Summit , 16, 17 & 18 February 2016 Hilton Auckland SUPER SAVER DISCOUNT Receive up to $300 off registration if you register and pay by 6 January 2016 Day Two 9 March Morning Coffee Opening Remarks from the Chair OPENING CASE STUDY Human Resources for tomorrow s world Human Resource professionals work in a broad-ranging role, one which encompasses multiple facets from recruitment and remuneration through to development and more. As the Human Resources landscape changes and grows, so too do the demands placed upon Human Resources professionals, and the areas they are required to focus on also shifts. In this session, Rolf will discuss the future of the Human Resources function and explore new focal points for the people in those roles. He will discuss: The state of play in Human Resources Re-aligning your skill-sets to meet changing demands New and emerging focuses for Human Resources professionals Rolf Siggaard General Manager, HR, Technology Solutions and Zero Harm Downer New Zealand Questions and Discussion CASE STUDY Dividing to conquer - The benefits of separating HR and ER into specialist functions Employee Relations is a vital component of effective people management that is often simply combined with the general Human Resources function. After recently separating the Employee Relations role from the core Human Resources work, Progressive Enterprises have noticed huge advantages. Deborah will explore the value of separating these two functions and the process they underwent in order to do so. She will use Progressives experiences to explore: The insight gained through splitting functions The benefits of forming a specialist capability The process used and its results Deborah Beegling General Manager, Human Resources Progressive Enterprises Limited, Countdown Supermarkets Questions and Discussion Morning Tea EXPERT COMMENTARY Practical techniques for increasing employee productivity When staff aren t performing at the required level, there are a variety of different avenues that can be pursued to rectify the situation. The route chosen can have a significant impact upon the result. There are some common factors which result in decreased productivity, and overcoming these requires a considered approach, controlled conversation skills, an ability to identify problems, andthe capacity to work out what to do moving forward. This session will explore tried and true processes to increase productivity and effectively handle staff. Discuss: How to have difficult conversations Identifying areas for development Creating a plan to improve employee performance Joan Watson Human Resources Specialist Joan Watson EARLY BIRD DISCOUNT Receive up to $150 off registration if you register and pay by 10 February 2016

4 Facilitating Cultural Change and Fostering Organisational Resilience Questions and Discussion Networking Lunch CASE STUDY Maintaining an award-winning culture Employees who are passionate about what they do take pride in their work and deliver the best outcomes. Frucor has consistently been recognised as one of New Zealand s best employers, regularly being awarded in the Aon Hewitt Best Employer awards. Maintaining such a high level of satisfaction among employees requires a focused approach and clear expectations on what is required of all involved. Making preparations for the future is also a vital skill to maintain high engagement. Vanessa will discuss: Recognising the needs and expectations of staff Maintaining an environment that supports individual employees The need to evolve and prepare for the future Vanessa McCambridge Human Resources Director New Zealand Frucor Beverages Questions and Discussion CASE STUDY Investing in your people for enhanced organisational performance Much of Human Resources work has traditionally focused on remuneration and recruitment, but in recent years there has been a shift toward development and talent management. There are many benefits to investing in staff development, both for the employees and the employer. In this session, John will look at development and the advantages reaped from developing your staff. This session will draw on practical examples and explore: Weighing up the pros and cons of investing in development The benefits for both staff and organisation Strengthening the business through increased individual capability John McDonald General Manager People Development H.W. Richardson Group Limited Questions and Discussion Afternoon Tea INTERACTIVE ROUNDTABLE Moving forward: The next steps for Human Resources The success and vitality of an organisation depends on its people, and the capability of its people are largely impacted by the Human Resources team s work. As the demands placed on organisations in New Zealand change and expand, the role of Human Resources in an organisation must change as well. In this session, Terry will summarise the themes from the conference and open the floor for attendees to discuss the future of their sector. Explore: New trends in Human Resources Leadership skills needed in the field The changing landscape and face of tomorrow s Human Resources sector Terry Williams Author and Trainer The Brain Based Boss 4.00 Concluding Remarks from the Chair and Close of Summit ABOUT THE EVENT Human Resource leaders play a key role in boosting the business capacity of any organisation. Overall success in the role can be traced back to effective leadership, strategic planning and a focus on engaging staff to foster a culture of leadership within their organisations. This case study driven forum will provide considerable input from a variety of HR leaders, who will draw on practical experiences with regard to enhancing the value that their departments provide. It will also offer a number of focused perspectives on leadership, organisational change, cultural transformation, employee engagement and advice on the most effective use of HR systems. The 3rd Annual Human Resources Leadership Forum 2016 provides the space for learning, reflection and the exchange of ideas, experiences and knowledge. It is a must attend program for HR leaders as well as learning and Organisational Development professionals seeking new and innovative ideas on tackling the key people issues impacting their organisations today. Follow this event on Twitter using the event hashtag #HRL16 for daily industry updates! WHO WILL ATTEND Directors, Senior Managers, Specialists and Heads of Department responsible for: Human Resources People and Performance / People and Culture Organisation Development Learning and Development Leadership Development Talent Management Employee Relations Recruitment and Retention Organisational Culture Change Management Rewards and Recognition HR / Human Capital Consulting TEAM BOOKINGS Receive a 20% discount when booking a team of 8+ to attend, please call: or registration@liquidlearning.co.nz Phone: Fax:

5 Post-Summit Workshop 10 March Leading the Development and Implementation of Cultural Change - A Toolkit for HR Professionals It is widely recognised that organisational effectiveness is significantly dependant on staff engagement; and that the key drivers of staff engagement and retention are culture and leadership. How does an organisation create a high performance culture? What is the role of HR in culture change? Human Resource professionals are key enablers of culture development and change as part of their strategic contribution, however balancing the pressures of everyday tactical HR with future orientated culture change, especially when resources are limited, can be challenging. Leading a shift in organisational culture is a critical skill for HR leaders and enables improved business performance with huge long term benefit. This practical and interactive workshop will offer attendees the chance to further develop their professional competence in OD. It will explore the role between leadership, culture and high performance, and shed light on the practical considerations of culture change through real life examples, in a peer learning environment. Strategy and Culture: What is the best culture for your organisation? How to determine the right environment for your people The relationship between business strategy and culture What is the role of HR in culture change, and what is the role of the CEO, executive team and other leaders? Developing culture: What are the levers for culture change across the organisation? The importance of aligning organisational design components and the consequences of misalignment or gaps The importance of celebrating successes Considerations and processes: Is culture change a quick fix or long term process, and if it s long term, how long? Can all the steps in the process be defined up front and the resources quantified? If not, how can we budget for the program? Challenges and potential pitfalls Staying on track - Ensuring smooth implementation: The role of experts, surveys and other tools What to look for when considering contracting in expertise Measuring progress along the way Expert Facilitator: Muriel Roake Principal Muriel Roake Muriel Roake has almost 30 years experience working with organisations both small and large, including Air New Zealand, to develop their culture. At Air New Zealand she designed the programs aimed at bringing the new brand personality to life, including customer service training for all customer facing staff, and culture building programs and events to align and engage people across the organisation in creating unique customer experiences. Muriel continues to assist organisations define their culture and explore their values as the basis of staff engagement and alignment. She is passionate about helping individuals and organisations develop their full potential, and continues to coach, develop and run workshops for leaders. She is also a voluntary mentor of young HR professionals and takes great pride in supporting their career progress. WORKSHOP SCHEDULE Registration Session One Morning Tea Session Two Lunch Session Three Afternoon Tea Session Four 4.30 Close of Workshop Phone: Fax: SPONSOR TODAY! Limited sponsorship and exhibition opportunities available. For your chance to brand yourself as a market leader, please call: or partnership@liquidlearning.co.nz

6 The 3rd Annual Human Resources Leadership Forum , 9 & 10 March 2016 Crowne Plaza Auckland 128 Albert Street Auckland 1010 Ph: Booking Form HRL0316Z - W Organisation Name Address Suburb State Postcode Registration Information Booking Contact Information Title Full Name or TBA Position Phone # Title Full Name or TBA Position Attendance 1 c Summit c Post-Workshop 2 c Summit c Post-Workshop 3 c Summit c Post-Workshop Delegate Information 4 c Summit c Post-Workshop 5 c Summit c Post-Workshop 6 c Summit c Post-Workshop 7 c Summit c Post-Workshop 8 c Summit c Post-Workshop 9 c Summit c Post-Workshop 10 c Summit c Post-Workshop No. # Options (per person) $ GST = ($ ) $ GST = ($ ) $ GST = ($ ) Early Bird Rate* $ GST = ($ ) $ GST = ($ ) $ GST = ($ ) Super Saver Rate** $ GST = ($ ) $ GST = ($ ) $ GST = ($ ) Value Plus Rate*** $ GST = ($ ) $ GST = ($ ) $ GST = ($ ) TOTAL incl GST Summit + 1 Full-Day Workshop (3 days) Summit Only (2 days) 1 Full-Day Workshop (1 day) All Prices listed in New Zealand Dollars Your Investment * Receive up to $150 off registration if you register and pay by 10 February 2016 ** Receive up to $300 off registration if you register and pay by 6 January 2016 *** Receive up to $400 off registration if you register and pay by 9 December 2015 Group Discounts Available: 10% off Team of % off Team of % off Team of 8 + Conditions: Group Discounts apply for bookings made simultaneously. Only one discount applies. Group discounts apply to standard rates only. Group discounts are not applicable to Value Plus, Super Saver and Early Bird rates. Value Plus, Super Saver and Early Bird Discounts are not applicable to the individual Workshop. Discounts cannot be applied retrospectively and must be claimed at the time of booking. Liquid Learning Limited reserves the right to have sole discretion on an organisation s eligibility for discounts. Note: Course materials, refreshments & lunches are included. Travel and accommodation are NOT included. Registration Options are per person only. Please Note: Payment is required prior to attending this event. 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Please advise us of any substitutions as soon as possible. Alternatively, you may transfer your registration to another event run by Liquid Learning Limited. A 10% service fee may apply. Should you wish to cancel your registration, please notify us in writing as soon as possible and a credit note will be issued valid for use towards any future event held by Liquid Learning Limited in the twelve months following date of issuance. Cancellation notifications received less than 14 days from the event running will receive a credit note to the value of the registration fee less a service fee of $400 plus GST. Liquid Learning Limited does not provide refunds for cancellation. The prices above are based on one person per registration. It is not possible for multiple people to attend within any day of the event on a single registration. Split tickets, i.e. a different person attending each day of the event, can be arranged. A fee will apply. Please call us for details. 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