01 - 02 May, 2018 | Rydges Sydney Central , Sydney, Australia

Conference Day One

CASE STUDY

8:30 am - 9:00 am Conference Registration and Welcome Coffee

9:00 am - 9:10 am Opening Remarks by IQPC Australia and the Chairperson

9:10 am - 12:00 am Future Fund: Developing Internal Talent for Succession VS Finding a CEO Externally – How to Make Cost Effective Decisions for Business Development

Liz McPherson, Chief Culture Officer,Future Fund
When choosing the next CEO, board of directors often go through the question, “to go with an internal candidate, or recruit an executive from another company?” The downtime period between a business-critical employee leaving and their new successor (hired or promoted) reaching their optimal performance costs the organization nearly $45,000.
This session will present how, in the world of job hopping, it is difficult to find an internal candidate who has been through
various positions within the company. However, hiring an outsider comes with its own challenges.
  • Reflecting on why charismatic outsiders are hired even when their experience and abilities are not right for companies’ needs
  • Assessing how externally appointed CEOs seem to underperform their internally promoted counterparts over the long run
  • Discussing how promoting internal candidates can be cost effective for the organization
  • Exploring how organizations can save time by building an effective succession plan
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Liz McPherson

Chief Culture Officer
Future Fund

9:50 am - 12:00 am Thought Leadership Session

10:20 am - 12:00 am Optus: Building Leadership Skills and Growth Mindset at Optus through Effective Organisational Culture

Ronan Carolan, Head of HR,Optus
Research shows that 86% of business leaders rate “culture” as one of the most urgent talent issues, yet only 14% understand what the “right culture” really is. In modern day and age, it is time to carefully define your culture, measure it, and find where and how it may be misaligned..
This session will reflect on Optus approach to leadership, the speaker will reflect particularly on,
  • Exploring leadership frameworks at Optus
  • Discovering enterprise leadership
  • Identifying leadership’s role in cultivating innovative culture
  • Analysing measures of success
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Ronan Carolan

Head of HR
Optus

11:00 am - 11:30 am Speed Networking

11:30 am - 12:00 pm Morning Tea and Networking Break

12:00 pm - 12:30 pm Interactive Discussion Group

Not only you will hear peer-to-peer led case studies and the best practice, you will also receive focused though leadership and insight into the future of maritime industry. How will the IDGs run?
  • The entire audience will break up and choose IDGs based on which topics are most relevant and interesting to them.
  • Each IDG is set in a roundtable format and will be facilitated by a thought leader in the space.
  • Each delegate will have the opportunity to select 2 topics and will rotate between their choices every 30minutes.
  • Discussion groups are kept small to ensure all delegates get the opportunity to ask their most pressing questions, ensuring a perfectly tailored experience.

12:05 pm - 1:15 pm Table 1: Effective Strategies for Employee Retention through Development and Engagement

Cara Amores, Head of Human Resources, ANZ & JPN,Groupon
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Cara Amores

Head of Human Resources, ANZ & JPN
Groupon

12:05 pm - 1:15 pm Table 2: How to Overcome Challenges of Changing Demographics in Modern Workforce

Robert Brierley, Director of Human Resource,PACCAR
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Robert Brierley

Director of Human Resource
PACCAR

12:05 pm - 1:15 pm Table 3: Best Practice Approach for C-Suite Leadership Development

Scott Williams, Chief Executive Officer,North Eastern Community Hospital
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Scott Williams

Chief Executive Officer
North Eastern Community Hospital

1:10 am - 2:20 am Networking Lunch

2:10 pm - 12:00 am Australia Post: Reinventing Performance Management Frameworks for a New Generation to Ensure Forecasted Business Growth

Jayne Ward, Head of Performance, Talent & Rewards,Australia Post
According to research, 42% of millennials want feedback every week, in light of this, regular performance management programs have resulted in 40% higher employee engagement, 25% lower turnover, 18% growth in customer loyalty and 15% boost to productivity.
  • Discussing how each person’s strengths and purpose contribute to the immediate priorities of the business
  • Making the employees self assess themselves to keep them aware of their progress
  • Providing continuous coaching to employees for future growth
  • Developing leadership skills in employees at junior level to prepare them to lead teams in the future
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Jayne Ward

Head of Performance, Talent & Rewards
Australia Post

2:50 pm - 3:30 pm PACCAR Australia: Developing Talent for the Next Generation Workplace to Achieve Corporate Goals

Robert Brierley, Director of Human Resource,PACCAR
In 2010, it was projected that by the 2020 approximately 4% of PACCAR’s professional workforce would be retiring each year. At the same time new skills in robotics, software, design engineering and logistics would also be needed.
Because of this, we will need to develop our talent capability in order to develop the next generation of leaders and employees in time for the next generation of trucks.
  • Keeping the high potential employees highly engaged through constant goal setting and development
  • Identifying, reinventing and redeploying existing talent aligned to future succession and capability plans
  • Ensuring multi generational employees collaborate towards achieving future focused outcomes
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Robert Brierley

Director of Human Resource
PACCAR

3:30 pm - 4:00 pm Afternoon Tea and Networking Break

4:00 pm - 4:30 pm Bank Australia: Retaining and Developing Talent to Build a Senior Leaders Pipeline for Future Succession

Tammie McDonald, People and Culture,Bank Australia
Recent studies reveal that 48% of Generation Y expect to stay in their current job for a maximum of two years only. Considering this, succession planning practices must keep pace with today’s complex and growing talent needs.
  • Retaining top talent through engagement and awareness for development of future C-suite
  • Creating opportunities for employees to take on new responsibilities outside their job function to increase their knowledge of the organization and prepare them for future critical roles
  • Examining the success factors behind modern corporate leadership succession practices
  • Highlighting best practices and approach for development of future leadership pipeline.
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Tammie McDonald

People and Culture
Bank Australia

4:40 pm - 5:00 pm Groupon: Retaining Talent through Effective Performance Management Systems

Cara Amores, Head of Human Resources, ANZ & JPN,Groupon
  • Leveraging technology to recognize and reward good performances to retain talented employees long-term
  • Ensuring is an open communication between the employee and the organization through effective performance evaluation systems
  • Utilizing data to help the top performers grow professionally and manage their careers effectively to lay the foundation for leadership pipeline
  • Ensuring the employees are aware of their goals and performance through modern software to prepare them for future critical roles
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Cara Amores

Head of Human Resources, ANZ & JPN
Groupon

5:20 pm - 5:50 pm Networking Drinks