CONFERENZ.CO.NZ/HRANALYTICS

HRC O N F E R E N C E

5th a

nnua

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tech & analytics

LEARN ABOUT:

• The latest on HR Tech and the influence of AI

• Developing organisational strategy in the digital age

• Measuring diversity and culture in HR Analytics

• How to run an HR analytics system on a lean budget

Driving transition and optimisation through tech and insights

20-21 November 2017, Grand Millennium Auckland

FEATURING KEYNOTE SPEAKER

DAVE WINSBOROUGH

VP Innovation, HoganX New York,

Chairman, Winsborough Ltd.

WITH CASE STUDIES AND PRACTITIONER VIEWS FROM:Fonterra • Inland Revenue Deloitte • Auckland DHB Fletcher Building • Kiwirail Chapman Tripp • NZME

Opening keynote - Dave Winsborough The revolution of the HR environment VP Innovation, HoganX New York, Chairman, Winsborough Ltd

Dave heads innovation at Hogan Assessments and leads HoganX which explores the future of personality assessment. HoganX is developing new tools based on new ways of providing data and inputs, and on more usable insights for consumers. He writes widely on talent, leadership, identity, teams and innovation.

He has introduced the theory of talent signals, which holds that small indicators can be aggregated to produce a picture of future ability and performance. From New Zealand, the firm Dave founded is known for its work on evaluating executive potential and leadership. Dave consults for a number of top management teams for large corporations and government bodies.

JAMES SPENCER, GM Human Resources, FonterraJames is part of Fonterra’s HR Leadership team, having recently returned to New Zealand from Australia where he held a senior HR consulting position with EY. Prior to that, he has worked with PwC, IBM, Royal Dutch Shell, Vodafone and McDonald’s here in New Zealand, Europe and the US.

SUNDAE LIM, People & Performance Systems Manager, Fletcher BuildingSundae is the People & Performance Systems Manager at Fletcher Building. She has contributed to the roll out of the suite of global HR systems at Fletchers and is now leading the HR systems solutions team in introducing more robust people analytics to deliver to the people and business strategy. Prior to this role, Sundae has managed leadership programmes, performance and reward programmes and competency frameworks during her years at IAG, Fonterra and IBM.

ANDREA LAWTON, Director Global People Solutions, FonterraAndrea is part of Fonterra’s HR Leadership team, leading the Global People Solutions team which includes workforce analytics and reporting. She has been with Fonterra for nine years in a number of HR positions, after previously being with the Parliamentary Service, Telecom and starting her career as a lawyer with Phillips Fox.

The HR Tech and Analytics Conference is back!This year learn about the hottest tech in the market and how to get the best out of your data. Gather meaningful information for supporting and enhancing organisational productivity on any kind of HR budget.

Featuring case studies from across the public and private sectors, the 2017 HR Tech and Analytics Conference will help inform and enlighten you on how to make successful use of your analytics to enhance human resources and reach business and strategic goals.

HRC O N F E R E N C E

5th a

nnua

l

tech & analytics

Featuring Jane Ward as your ChairCEO, Tomorrow’s People

Jane is the founder and CEO of Tomorrow’s People, operating as Alwyn HR prior to the 2017 rebranding. Her early career experience in recruitment and implementing payroll

systems combined with her nerdy passion for the latest technologies made for a natural progression into establishing New Zealand’s first specialist consultancy in HR Tech. Jane is also passionate about providing and enabling a truly flexible workplace and living and breathing a truly modern approach to work.

FEATURED SPEAKERS

8.30 REGISTRATION AND COFFEE

9.00 Opening remarks from the ChairJane Ward, CEO, Tomorrow’s People

9.10 Opening keynote - The revolution of the HR environmentTechnology is radically changing almost every aspect of the HR professional's job. What does the future workplace look like and what role will HR professionals play?• Examining the forces that are reshaping the

workplace and the workforce• Evolution vs. revolution in the HR environment• A look into the technologies that may have the

greatest impact on the workplaceDave Winsborough, VP Innovation, HoganX New York, Chairman, Winsborough Ltd

9.50 Panel discussion - Developing organisational strategy in the digital age• The role of organisational culture in digitally

enabled businesses• Pitfalls and challenges of introducing automation

and new technology• The importance of attracting digitally savvy and

socially aware employees • Developing resilience and agility to cope with

futures on the horizonDave Winsborough, VP Innovation, HoganX, Chairman, Winsborough LtdJules Annear, Workforce and Capability Uplift Manager, Inland RevenueJames Spencer, GM Human Resources, Fonterra

10.40 MORNING BREAK

11.10 Getting value out of your data - measuring the right metricsWhere and how to start is one of the most common questions for HR analysts. This session will talk about how to unlock insights from your data and access the metrics that matter.• Understanding and choosing the right metrics

to measure• Formulating questions that analytics can help to answer

• Utilising dashboards effectively to make the insights from the data relevant and easy to understand for all users

Craig Renshaw, Management Consultant, Deloitte

11.50 Analytics and the cultural overrideThe assumptions are that analytics allow business professionals to make robust decisions backed by concrete information. However, there is one factor that can either enhance or derail this hypothesis - the person using the data to make the decisions.Decision maturity• Intuition or evidence bias• Predictive analytics• Where is it used define, diagnose, design or test• Who is your user?Enabling behaviours and stickability of analytics• What does your culture drive?• Fact based culture as an enabler for good decisions• Games people play - use and abuse of analyticsKavita Khanna, Director People and Capability, Tonkin and Taylor

12.25 Data-based remuneration and rewardsFor an effective strategy, remuneration and rewards must be closely linked to business objectives while increasing the ability to attract, retain and motivate talent. In this session you will learn how to: • Create a rewards framework that is fair

and transparent• Ensure remuneration and rewards are closely

aligned with business objectives• Understand the effect outside influences have

on these variablesMeredith Blackler, Director People and Safety, UCOL

1.00 LUNCH BREAK

2.00 Using data and analytics to identify pay equity issues• Recognising pay gaps • Understanding the data • Measuring and analysing information to identify

whether you have a pay equity issueChristine Whelan, Senior Consultant, Strategic Pay

1 9.00am-12.30pm

Running HR systems on limited budgetsNot all HR professionals have access to large budgets to run their analytics. This workshop will outline how to run effective and efficient HR systems on a limited budget.

• Where and how to start with your analytics• How to use tools like Excel, Word and Trello to get data insights• Basic reporting and workforce planning• Understanding and retrieving data out of payroll systems• Calculating turnover and understanding its implications• Communicating what your data means to those outside the HR field

2 2 N O V E M B E R 2 0 17

DAY ONE

2 separately bookable post-conference workshops with LIZ TIBBUTT

2.30 Developing effective strategic workforce planning initiativesWhile many organisations are reporting that they see the link between strategic workforce planning and profitability, they don’t yet know how to start a strategic workforce planning program.• Building a road map to address future needs

and possibilities• Identifying where targeted HR initiatives will

deliver the highest strategic return on investment• Successfully implementing and engaging the

workforce in the strategyTarryn van Niekerk, Director, EasyHR

3.00 AFTERNOON BREAK

3.30 Talent and HR analytics - where the rubber meets the road Talent management is often referred to as the science of using strategic human resource planning to improve business value and to make it possible for companies and organisations to reach their goals.• How to align your talent management strategy

with your business strategy• Supporting your talent management strategy

through the use of HRIS and HRMS• Future trends of automated talent recruitmentSundae Lim, People and Performance Systems Manager, Fletcher Building

4.10 Digital culture case studies - introducing and understanding the new age Quick-fire case studies from companies who have embraced new technology and software solutions in their HR processes.• Justifying the ROI and benefit of investment

in HR technology• Overcoming challenges in the implementation

of new technology• How digital projects influenced employee

engagement and organisational culturePenelope Barton, Chief People Officer, Vend Ltd

5.00 Summary remarks from the Chair & Networking Drinks

9.00 Welcome back from the ChairJane Ward, CEO, Tomorrow’s People

9.10 Artificial Intelligence - Disruptively helpfulArtificial Intelligence (AI) is already disrupting and impacting on the HR environment as it pushes forward intelligent assistants, bots, smart voice, personalisation and more. • Looking into the future of AI and how it might

manifest in our workplaces• Understanding the application of AI to

the function and role of HR and employee engagement

• Successful examples of utilising the right AI for digital strategy to create effective human capital solutions

Andrew Norton, Group General Manager Human Resources, Kiwirail

9.50 Getting smarter with big data and predictive analyticsIf HR wants to continue to play a critical role in helping business anticipate and manage organisational change, it must embrace the new technology available. Big data revolutionises insights and allows HR professionals to make decisions backed by concrete information and more efficient processes. This session will include two quick fire sessions focused on:

Big Data• Looking into the synchronicity of cloud-based

systems and big data• How to unlock more insights by blending data

across multiple sources Predictive Analytics

• Enhancing strategic workforce planning through predictive analytics

• Using HR data to predict business outcomes and get the attention of senior management

10.30 MORNING BREAK

2 1.30pm-5.00pm

Diversity metrics in the workplaceThis workshop will show you the most effective ways to communicate diversity goals and data to your senior leadership. You will also learn about:

• The metrics that produce the most relevancy• The most successful methods of holding executives and staff accountable

for reaching diversity goals• Ensuring visibility on remuneration• Acknowledging the real factors that differentiate pay levels• Using analytics to assess and gain insights

DAY TWO2 0 N O V E M B E R 2 0 17

11.00 Legal implications and requirements for storing dataExplaining the legal requirements of storing HR data to comply with privacy, employment legislation and recent case law developments.• Collecting the right data and storing it correctly• Understanding the ethical collection and use

of employee data• Looking into legal obligations for HR data,

security and privacy• Investigating the effect of cloud mobility

on storing HR dataMarie Wisker, Partner, Chapman Tripp

11.40 Culture metrics - Exploring the new buzzword and how to measure itIt's not something to be sneezed at. Company culture can make or break employee engagement, retention, and loyalty, and subsequently impact the future of a business. However, business leaders have found it difficult to effectively measure culture due to its seemingly intangible and subjective nature, and this leads to the next challenge of how to align culture with business success? So, what should you measure? And is it possible for culture to be measured?Liz Tibbutt, Culture and Performance Manager, NZME

12.20 LUNCH BREAK

1.20 HR analytics on a shoestring Despite the size of an organisation many professionals have to work within restricted budgets. This session will focus on simplifying the complexities of working within budgetary and other constraints to create an effective and efficient HR analytics strategy.Jane Ward, CEO, Tomorrow’s People

1.50 Transforming public sector HR in the digital ageAs public sector agencies are transforming their services for a digital world, their HR functions must change too. This talk focuses on building a People Analytics function in the Public Sector from a more traditional HR reporting team into a champion of evidence-based HR and the challenges inherent in this change.

• What to focus on?• What not to focus on?• How do we integrate the work of People Analytics

into a public sector HR function?• How do we get the business/HR to ask the right

questions?• How do we ‘translate’ our work so we actually

make a difference to our agency’s mission?Brett Wood, Workforce Information and Intelligence Manager, Inland Revenue

2.20 AFTERNOON BREAK

2.50 HR Analytics in the Public Sector - Case study Auckland District Health Board • Modelling to make the most of budget allocations,

cost analysis and expectations• Providing statistical reporting information

to support any recommendations• Recognising and adapting to the limitations of HRIS

and HRMS in the public sectorAnna Sefuiva, Director HR Services, Auckland District Health Board

3.20 Case study: Fonterra - Successful analytics for a multi-faceted workforce• Learn about managing 22,000 worldwid• Looking into the HR analytics and systems used• How to best align HR with organisational

worldwide strategy in multiple locationsAndrea Lawton, Director Global People Solutions, Fonterra

4.00 Closing remarks from the Chair and end of conference

Liz Tibbutt, Culture and Performance Manager, NZME Liz started her HR career after chucking in the towel (literally) on her 12 year career as a chef. After several years in a very steep learning curve in Corporate HR at Air New Zealand, Liz moved to London where she focused on recruitment and HR project management. She also managed to get through an MBA from Henley Management College when not travelling around Europe. But the new millennium called Liz home and she spent the next 12 years self-employed as a contractor and consultant in a wide variety of industries and sectors in New Zealand and Australia.

Liz now works at NZME as Culture & Performance Manager where she gets to hang out with cool media people and go to concerts. Liz is passionate about digital technology, HR data, change management & research. She has a particular interest in neurodiversity at work and hopes to pursue a PhD in this topic one day - if the children ever leave home. Liz also runs insideHR - a website that brings together the latest HR news relevant to HR professionals in New Zealand.

DAY TWO

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