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AHRI ANNUAL REPORT JANUARY-DECEMBER 2016

2AUSTRALIAN HR INSTITUTE ANNUAL REPORT JANUARY – DECEMBER 2016

Report from the Chairman and National President 3

Report from the chief executive 5

Professional development profile 6

Centre of excellence profile 8

Membership profile 10

AHRI people 12

Audit and risk committee report 13

Members of the ahri board 14

Council of state presidents 17

The AHRI Annual Report for the year 1 January-31 December 2016 was published online during May 2017, prior to the Annual General Meeting of the Institute reporting on 2016.

An online copy of the Financial Report for the year ended 31 December 2016 is available for viewing or downloading by AHRI members on the AHRI website at ahri.com.au/AGM (Member username and password is required)

© May 2017

CONTENTS


It gives me considerable pleasure to report that the stable financial foundation AHRI has secured over the past decade has enabled the AHRI Board to set a strategic direction during 2016 that has been characterised by critical investments in the future of the institute and the profession.

I refer to decisions with respect to investments in the implementation of our HR certification imperative, and in undertaking the market research that led

to a repositioning of AHRI’s voice and personality in the market, as well as consolidating the AHRI awards and conference sub-brands.

In addition, 2016 saw the establishment in the market of a visual brand look and feel that has replaced the AHRI logo and colour palette that had served the institute well for the previous 25 years.

The mission-critical HR certification strategy will move from talking to AHRI members, which has been occurring over the past two years, into the next stage in 2017 of talking to the employers of HR practitioners.

That communication strategy will focus on the central role that a robust certification regime will play in setting the standard for good HR. It will take as a given that we will be able to assure employers that AHRI certified practitioners have demonstrated the knowledge, skills and behaviours that enable them to make a significant contribution as HR business partners.

That means AHRI needs to invest in an external communication campaign with the attendant expenses involved. In particular, this year I refer to the AHRI Board decision to substantially subsidise AHRI’s certification centrepiece, the postgraduate-level AHRI Practising Certification Program (the APC).

The intended objective is to put HR certification within financial reach of the maximum number of members during the 2017 semester enrolment period.

An associated objective is to give AHRI’s management sufficient time to inform eligible members of the benefits to them entailed in that initiative.

The achievement in 2016 of sound financial results occurred despite an economic outlook that remained flat. That outlook that may have been assisted by the uncertainties surrounding the United Kingdom vote on Brexit, and the relentless election primaries in the United States of America adding further to international uncertainty on matters as dissimilar as trade and immigration.

Each of those elections culminated in a surprise result that revealed the residual anger of citizens on both sides of the Atlantic who see little future for themselves and their children in a world increasingly dominated by economic disruption and a technological revolution that potentially threatens jobs and livelihoods.

Despite the unsettling background which has contributed to caution in household and corporate spending, AHRI’s annual event centrepiece, the national convention, attracted bumper attendance numbers in 2016.

Delegate registrations were in the order of 1670 and another 1000-plus visitors were in attendance on our first trip to Brisbane since 2002. It was pleasing again to note that, in addition to delegates from Australia, 36 international delegates flew into the convention from 10 countries.

I can report also that membership of AHRI during the year has remained steady with total member numbers of approximately 19,400 at year’s end. The gender profile has remained roughly constant over the past two years, with 73% of members being female. Approximately 60% of members work in the private sector, with 27% in the public sector and the remainder from not-for-profit enterprises.

Assisted by AHRI’s Research Advisory Panel, 2016 saw surveys of members on topics such as absence management, long service leave, and inclusion and diversity, in addition to a survey on business ethics using both our own and the CPA Australia member databases. Plans to publish research in association with university partnerships on the respective topics of HR certification and domestic violence and the workplace, are well under way.

I note with pleasure that AHRI’s mentor program hit a new high during 2016, with member involvement in the two intakes of April and October attracting a total of 686 participating mentees and mentors.

Under its chair Professor Alan Nankervis, the National Accreditation Committee received 57 applications during 2016 from 16 universities.

Revisions to the AHRI Model of Excellence informed the accreditation program and that has been communicated to universities.

On advocacy, we commenced 2016 with a submission to the Victorian Government on long service leave, and took an active interest in the Prime Minister’s Veterans’ Employment Program. In October, Board member and ACT State President Tanya Hammond attended a roundtable convened by the Department of Veterans Affairs and Soldier On, the latter being an organisation whose mission is to assist private sector employers to see the merits of employing men and women from the forces who have served their country. Subsequently in November, I participated in a launch at Kirribilli House in Sydney of the Prime Minister’s Veterans Employment Program, hosted personally by Malcolm Turnbull.

AHRI continued its involvement in the area of disability employment during the year by hosting a roundtable of the Australian Network on Disability at our Melbourne office. The new federal Disability Commissioner, Alistair McEwan, requested an opportunity to discuss his portfolio priorities with AHRI shortly after being appointed, and came to Melbourne to meet with CEO Lyn Goodear.

The mainstream media continues to come to grips with the new reality of digital publishing, which has resulted in widespread turmoil and layoffs at the big media companies, particularly at Fairfax which publishes most of the business news and opinion in Australia, especially through its daily Australian Financial Review. Despite that, AHRI was often quoted in the mainstream press on employment-related topics of the day, in addition to doing radio

REPORT FROM THE CHAIRMAN AND NATIONAL PRESIDENT


interviews on issues as variable as retirement, bereavement and sacking football coaches.

Towards the end of the year, as AHRI’s main media spokesman, I fielded numerous requests to discuss the HR implications of the Seven West scandal and related troubles at QBE, and I also wrote an opinion piece on the matter which appeared in the Sydney Morning Herald, The Age and The Canberra Times.

These are potentially troublesome matters to discuss in the light of Australian defamation law, but they touch on critical areas of HR policy and practice, so it is not the time to be coy about putting our position on the public record, albeit responsibly.

That is especially so in light of AHRI’s official adoption of a new public personality and voice, one that combines the attributes of being proud, bold, genuine and visionary.

During October in London, on AHRI’s behalf I was invested as the President of the World Federation of People Management Associations.

I succeed the incumbent from Mexico, Jorge Jauregui, on a two-year appointment until 2018.

The global WFPMA represents around 700,000 HR and people management professionals from 93 national HR associations on the continents of Africa, Asia Pacific, Europe, North America and South America.

We are also represented internationally by AHRI’s Chief Executive Lyn Goodear who continued her role for another year as the Secretary-General of the Asia Pacific Federation of Human Resource Management (APFHRM). At a time when the momentum towards HR certification is increasingly international in character, I believe it is appropriate that we remain active players in the deliberations of the regional and global HR bodies.

Peter Wilson AM, FCPHR


During 2016, the AHRI management group and their respective teams consolidated the positioning of the Institute with respect to the HR profession in these unsettling times.

The central mechanism employed for that purpose has been the five pillars that support us in serving the member and stakeholder base.

I refer to:

• Pillar 1, which has focused on an overhaul of our professional recognition standards and professional certification to tailor member support with respect different career stages of the HR professional and employer expectations.

• Pillar 2, which is about engaging members in a vibrant HR community by enabling interaction with peers through communication media aligned to their individual requirements.

• Pillar 3, through which we continue to build AHRI’s capability to influence and advance the professional standing of the profession through robust research, intellectual leadership, and judicious advocacy.

• Pillar 4, which is focused on ensuring that members see AHRI as the place to go for services, tools and personal connections.

• Pillar 5, which gives us a lens by which we provide the enablers that are essential to ensure AHRI’s infrastructure and governance framework facilitates strong member engagement and outstanding customer service.

These are the pillars against which AHRI can be held accountable. They are graphically represented in this diagram which sets them in the context of the AHRI vision and purpose.

The mechanism AHRI has employed during 2016 to ensure

we are implementing initiatives consistent with our vision and purpose has been to draw a sharp focus on what we constantly refer to internally as the three Cs and the one M: certification, convention, customer service, and membership.

Building on the momentum established in 2015 following the 2014 decision to pursue HR certification, much of this year has been devoted to communicating with members about the changes that will be fully implemented in 2017, and that include the establishment of an arms-length National Certification Council (NCC). The NCC has been vested with the power to oversee the certification process and the protocols that guide candidates who are presented to it seeking an entitlement to use the post-nominal CPHR or FCPHR. Successful certification candidates have been listed as practitioners whose knowledge, skills and behaviours enable AHRI to say with confidence that they possess the capabilities of HR partner to the business. The intention in 2017 is to take that certification message to employers so that business leaders increasingly choose their chief HR officers from the AHRI list of certified practitioners as the list increases in numbers.

The second ‘c’, AHRI’s flagship annual event, the national convention, requires a long lead time from our specialist teams in building a compelling speaker program, engaging sponsor and exhibitor stakeholders and putting on a great event. It is a major strategic objective, as is the vital area of customer service which looks to ensure that member engagement with AHRI is positive and responsive. That will ensure as much as possible that we retain the loyalty of existing members and that eligible prospective members understand the value of being inside the AHRI tent.

As we move into 2017, the intention is to add a fourth C in ‘culture’ so that we reset our strategic objectives with respect to the way the AHRI team behaves in their dealings with our members and each other.

Lyn Goodear, FAHRI GAICD

REPORT FROM THE CHIEF EXECUTIVE AND MANAGING DIRECTOR

Vision: Shaping the HR profession for the future

Purpose: Supporting HR professionals to build sustainable organisations through people

PILLAR 5INFRASTRUCTURE AND ENABLERS

To ensure a strong and relevant infrastructure and governance framework that facilitates strong brand recognition, reputation, member engagement, and excellence in customer service.

PILLAR 1MEMBER CAREER PARTNER

To tailor support for members to match different career stages through professional recognition standards and certification, reinforced by opportunities for formal and informal professional development.

PILLAR 2HR COMMUNITY

To engage with existing members and to attract eligible prospective members by initiating face-to-face and virtual interaction opportunities with peers through communication media aligned to individual and organisational requirements.

PILLAR 3INTELLECTUAL CAPITAL

To build AHRI capability to influence and advance the professional standing of HR through strong research, intellectual leadership, knowledge, insights and judicious advocacy.

PILLAR 4INTEGRATED HR SOLUTIONS

To be seen as the ‘place to go’ for services, tools and personal contacts to support the contemporary professional practice of members through well-informed product development and astute strategic partnerships.


HR CERTIFICATION Three cohorts of candidates for HR certification were presented to the National Certification Council (NCC) during February, August and December 2016, and a fourth was in progress for candidate applications to be assessed in April 2017. The successful candidates took up one of the three pathways to certification:

• AHRI Practising Certification Program (APC)

• Senior Leaders Pathway

• CIPD Reciprocal Member Pathway

Successful candidates became entitled to use the post-nominal CPHR or FCPHR, and their names were published in HRmonthly.

Towards the end of the year, the AHRI Board decided to subsidise the 2017 mid-year intake by reducing the APC distance fee to $495 per unit (from $1,550) and the workshop fee to $995 per unit (from $2,050).

The AHRI Board also invested in a communication campaign directed at the employers of HR practitioners via the ‘Be the One’ campaign. By using capital city billboards and digital office posters, as well as online websites and LinkedIn, the campaign highlighted the merit in being a certified HR practitioner.

National Certification Council meetings were attended by the following NCC members:

• Distinguished Professor Wayne F. Cascio, Robert H. Reynolds Chair in Global Leadership, University of Colorado Denver, and the present Chair of the Society of Human Resource Management Certification Commission in the United States

• Professor Carol Dickenson, Senior Deputy Vice-chancellor, Queensland University of Technology

• Tanya Hammond, Director, Tailored HR Solutions

• Carmel McGregor, former Deputy Secretary Defence People, Department of Defence, and Adjunct Professor, University of Canberra

• Ross Miller, General Manager, Retail Banking, St George Bank

• Dr John Molineux, Senior Lecturer in Human Resource Management, Deakin University, and former HR Director, Australian Taxation Office

• Robert R. Orth, former Director of Human Resources, IBM Australia and New Zealand, and presently Executive Director, PeopleSense!

• Dr Kim Schofield, former Deputy Commissioner, Western Australia Public Sector Commission, and presently Managing Director, Kapability Solutions

• Dr Victoria Winkler, Head of Assessment, Chartered Institute of Personnel and Development in the United Kingdom (CIPD)

• AHRI Chairman and National President Peter Wilson AM.

2016 AHRI NATIONAL CONVENTION The 2016 AHRI National Convention and Exhibition was held in the city of Brisbane for the first time since 2002 and was opened on Wednesday 3 August with a thought provoking presentation on the future of work by Professor Lynda Gratton from the London Business School.

Around 60 speakers gave presentations during the three days of the main Convention program, the Public Sector Symposium and the HR Tech Conference.

Speakers included:

• NeuroLeadership Institute director David Rock

• Professor of business psychology at University College London & visiting professor at Columbia University in New York City, Dr Tomas Chamorro-Premuzic

• Group Chief HR Officer of Singtel, Aileen Tan

• Head of HR at Lendlease, Chris Lamb

• Company Director and Associate Professor at Melbourne Business School, Nora Scheinkestel

• General Manager St George Retail Banking, Westpac, Ross Miller

• Journalist and correspondent, Stan Grant

• Human Synergistics Chairman, Shaun McCarthy

• Robert H Reynolds Chair in Global Leadership, University of Colorado Denver, Professor Wayne Cascio

• Industry Professor and Director of Development, University of Adelaide, Dr Petrina Coventry

• Journalist and correspondent, Peter Greste

• CEO of Emergent Solutions, Holly Ransom.

The national convention was held at the Brisbane Convention and Exhibition Centre from Wednesday 3 – Friday 5 August.

The 2016 convention attracted 1670 registered delegates across three days of programs, as well as over 1000 visitors to the 110-stand trade exhibition that showcased the latest in HR and workplace products and services. In addition to delegates from Australia, international delegates flew into the convention from 10 countries.

In addition to the main program, 79 delegates signed up for a workshop by Wayne Cascio and 154 registered for a workshop with David Rock.

A total of 223 participants viewed webcasts of selected convention sessions, and a capacity 1250 guests attended the convention gala dinner.

PROFESSIONAL DEVELOPMENT PROFILE


PUBLIC SECTOR SYMPOSIUMThe national convention included an accompanying Public Sector HR symposium on Wednesday 3 August, which attracted 226 delegates.

Symposium speakers included:

• Lt General David Morrison AO (Rtd), former Chief of Army

• Jacqui Curtis, First Assistant Commissioner, Australian Tax Office - People

• Graeme Head, NSW Public Service Commissioner

• Barry Sandison, Deputy Secretary, Health and Information, Department of Human Services

• Dr Leanne Gill, Public Service Commission, Queensland Government

• Belinda Clark, Victorian Public Service Commissioner

AHRI NETWORKS AND OTHER EVENTSA total of 164 Network Forums were hosted around the country by AHRI’s Convenors during the year, most of which were free for members. Six State Conferences were conducted during the year (SA, WA, NT, NSW, VIC & ACT) which attracted 890 registrations. Michelle Payne, the first female jockey to take out the coveted Melbourne Cup, was the guest speaker at three of the four International Women’s Day breakfast events held in March (QLD, NSW, ACT & VIC), which attracted a total of 805 registered delegates. AHRI’s Inclusion and Diversity Conference held in Sydney in May saw 359 delegates registered.

AHRI INCLUSION AND DIVERSITY CONFERENCECatherine McGregor AM was the opening keynote speaker at the 2016 Inclusion and Diversity speaker. McGregor served in the Australian Regular Army and the Royal Australian Air Force and was named 2016 Queensland Australian of the Year for her advocacy on transgender issues and her contribution to understanding of gender variance and diversity. She spoke on the topic ‘The comfort of strangers – My gender’ on 13 May at Sydney’s Sheraton on the Park.

Other speakers at the day-long sold-out conference included:

• Her Excellency Menna Rawlings, British High Commissioner to Australia, on ‘Women in diplomacy - look how far we’ve come’

• Head of HR Australia and Global Head of Diversity at Lendlease, Chris Lamb, on ‘From diversity to inclusion - the tipping point’

• Career Trackers CEO Michael Combs on ‘Trends in Indigenous education and employment’

• Dr Jennifer Whelan on ‘Leading in an age of inclusion: leveraging diversity and inclusion for innovation’

• Dr Graeme Russell on ‘Inclusion and diversity: Another workplace fad?’

REGISTERED TRAINING ORGANISATIONAHRI’s national RTO registration status was extended until 2022, which includes the BSB41015 Certificate IV in HR on its scope of registration. AHRI is also a Victorian ‘Skills First’ funded RTO and successfully met the Victorian Skills Audit in 2016.

TRAINING NEEDS ANALYSISDuring 2016 AHRI’s TNA tool continued to provide career guidance to individuals via a self-assessment mechanism that offers individually focused recommendations on next steps for training. An aggregated group report for organisations is available, underpinned by the AHRI Model of Excellence, to identify skills gaps for HR practitioner users. We also added a Certification Pathway Finder tool, that has guided 100s of members to find the right pathway towards the new standards for HR practice in Australia.

CORPORATE IN-HOUSE TRAININGNew courses have been developed during 2016 in response to supporting member organisations, including programs on leading through change, transformational HR, and mental health in the workplace. Growth in customised formats was recorded during the year.

DIGITAL LEARNINGAHRI expanded its suite of eLearning modules to meet the market need, and growth in the participation in AHRI webinars has been noted, especially on topics related to legislation and HR.

INTERNATIONAL PROGRAMSAHRI’s Professional Certificate IV in HR was delivered in Malaysia and customised leadership development programs were delivered to public sector participants in the Republic of Nauru.


AHRI 2016 AWARDSThe Deputy Director-General of State Schools in the Queensland Department of Education and Training, Patrea Walton, won the 2016 AHRI CEO Diversity Champion Award against a strong field of short-listed finalists. She leads the state schools division of DET which caters for around 500,000 students at Queensland’s 1,236 primary, secondary and special schools, and is responsible for their performance and operation. Walton was formerly a school principal, supervisor of schools, and the CEO of the former Queensland Studies Authority.

She was one of 24 awards announced on 1 December at a gala dinner in Melbourne.

Other individual award winners were:

• Dave Ulrich HR Leader Award – Clare Murphy, St Michael’s Grammar

• Dave Ulrich HR Practitioner Award – Jade Li, BigCommerce

• Dave Ulrich HR Rising Star Award – Jessica Kaaden, Victorian Public Sector Commission

• Lynda Gratton CEO award – Tim Reed, MYOB Pty Ltd

• AHRI HR Diversity Champion Award – Darren Hooper, Aurizon

Winners of organisation awards were:

• AHRI Indigenous Employment Award – NSW Police Force

• AHRI Award for Mental Health in the Workplace – Maurice Blackburn Lawyers

• AHRI Award for Innovation and Creativity – Qantas

• AHRI Inclusive Workplace Award – Aurecon

• AHRI Award for Workplace Relations – Westpac Group

• AHRI Award for Talent Management – Optus Pty Ltd

• AHRI Award for Corporate Social Responsibility – Tata Consultancy Services • Michael Kirby AC LGBTIQ Inclusion Award – EY

• Dame Quentin Bryce AD CVO Award for Gender Equity in the Workplace – GHD

• Graeme Innes AM Award for Disability Employment – Brisbane City Council

• Fons Trompenaars Award for Cross Cultural Management – INPEX Australia Pty Ltd

• Wayne Cascio Award for Organisational Change and Development – City of Greater Geraldton

• Sir Ken Robinson Award for Workforce Flexibility – Enabled Employment

• Rob Goffee Award for Leadership Development – Sanofi

• Peter Williams Award for HR Technology – Tata Consultancy Services

• Martin Seligman Award for Health and Wellbeing – Medibank

• Marshall Goldsmith Award for Talent Development – Transit Australia Group

The first winner of AHRI’s annual Ram Charan Award was Jessica Kaaden, HR Manager with the Victorian Public Sector Commission. The award carried a cash prize of $5,000, and is part of a generous scholarship established by Ram Charan during 2015.

RESEARCHAssisted by the AHRI Research Advisory Panel, 2016 commenced with a member survey on long service leave. That was followed by surveys on absence management and expectations & experiences of work, the latter having a youth employment focus. Plans were also put in place for studies on HR certification and workplace domestic violence in association with academics at Deakin University and the University of New South Wales respectively. Another project was initiated drawing on the combined databases of the AHRI and CPA Australia to look at the issue of ethics in business. Members were surveyed on the general issue of inclusion and diversity, the findings to be published in early 2017.

ALLIANCES/PARTNERSHIPSAHRI continues to enjoy contributing to other key relationships with senior HR leaders through the National President’s Forum, the AHRI Public Sector Reference Panel, the Inclusion and Diversity Reference Panel, in addition to the Research Advisory Panel. These panels Involved members bringing their expertise and connections to AHRI that informed our activities in HR certification, publications, research, events, professional development and membership.

In November, a research book ‘The Future of Associations’ was published. AHRI was invited to present a case-study on governance that was included in the book in recognition of AHRI’s achievements in this area. The inclusion was an external acknowledgement by the Editor, Omer Soker, and it was good to be held in the same company as the likes of Engineers Australia and the Australian Institute of Company Directors, both of whom also contributed case studies.

Late in the year, AHRI met with KPMG to explore advancing the case for integrated reporting to include human capital. It was agreed that as a starting point, the KPMG contact, Michael Bray, would draft an article for publication in AHRI’s HR monthly magazine during 2017 to test out the appetite for engagement with the idea.

AHRI’s partnership with getAbstract commenced in early 2016. As part of an AHRI membership benefit, it entitles AHRI professional members to more than 10,000 summaries of leading management and leadership book titles, videos and audios.

AHRI:ASSISTAHRI:ASSIST continued to be a well-utilised resource for AHRI members. During 2016, there were more than 273,000 web page views with a further 560 queries submitted to AHRI:Assist and on average they received a same-day individual response. AHRI:ASSIST web content is constantly being reviewed and updated to meet the changing legal and contemporary HR practices. Only AHRI members are eligible to access this service.

CENTRE OF EXCELLENCE PROFILE


AHRI MENTORINGAHRI mentor and mentee members participating in the 2016 program were the highest ever, exceeding the previous high numbers recorded just 12 months earlier.

The first intake in April 2016 provided 414 mentor-mentee relationships, while a further 272 matches were delivered by the October intake. Due to a greater number of mentees than mentors, AHRI was in the fortunate position of accepting the generosity of 124 mentors who agreed to accept responsibility for two mentees.

Only AHRI members are eligible to participate in the Mentor Program.

AHRI COURSE ACCREDITATIONThe AHRI course accreditation program continued to engage in 2016 with universities and education providers nationally. This year, 57 applications for course accreditation were received from 16 universities. The revised Model of Excellence has continued to inform the redevelopment of the AHRI course accreditation program that has been communicated to universities and TAFE providers.

The four-unit postgraduate-level AHRI Practising Certification Program (APC) entitles members who complete the units, to apply for HR certification. The units also articulate into the masters programs and MBAs of a number of Australian universities.

ADVOCACYBased on a member survey conducted in March that was completed by 1700 respondents, AHRI made a submission to a Victorian Government consultation on long service leave which proposed that the present LSL entitlement be replaced with a combined superannuation top up and extra take-home pay.

The newly appointed Disability Discrimination Commissioner visited Melbourne to meet with AHRI shortly after his appointment, as did a Victorian Government Worksafe Taskforce set up to examine the issue of mental health and employment. We were invited also to meet with the Assistant Minister for Social Services, whose portfolio includes disability employment, but that meeting did not eventuate in 2016.

Through AHRI Board member Tanya Hammond, AHRI attended a roundtable in Canberra sponsored by an organisation called Soldier On, in association with the Department of Veterans’ Affairs. It looked at the issue related to veterans’ employment in the private sector. The AHRI Chairman Peter Wilson accepted an invitation, following the roundtable, to participate in the launch of the Prime Minister’s Veterans Employment Program sponsored personally by Malcolm Turnbull.

AHRI IN THE MEDIAAHRI’s submission in March to the Victorian Government consultation on long service leave was reported in the Australian Financial Review and a number of Newscorp publications.

In addition, the media reported on other AHRI research findings during the year in addition to speakers at AHRI events, in particular the national convention.

AHRI’s media spokesman, Peter Wilson, was quoted in a number of articles published in the Fairfax media during December on the issues around intimate workplace relationships in the wake of the Seven West scandal, and he also wrote an opinion piece with an explicit HR angle that was published in The Canberra Times, Sydney Morning Herald and The Age entitled “Human resources allegiance is to the organisation, not the boss”. In June, he wrote an opinion piece for the Australian Financial Review, on a flawed leadership report by the Centre of Workplace Leadership.

In March, the evening television program, The Project, included an interview with Peter Wilson on workplace absences, quoting AHRI research data.

Numerous radio interviews were given by Peter Wilson during the year on subjects including retirement age (ABC), sacking football coaches (EON Sports Radio), Victorian fire-fighters (3AW), and bereavement (BBC).

In other international media, AHRI chief executive Lyn Goodear’s contributions were reported as a keynote speaker at conferences in AHRI activities from Dubai, Banglaldesh, Bangkok and Malaysia.

Articles were published on AHRI national convention keynote speakers Wayne Cascio, Tomas Chamorro-Premuzic, Chris Riddell and Nora Schienkestel, and ABC Radio National ran the convention speech of Lynda Gratton on the ‘Big Ideas’ program.

NATIONAL PRESIDENT’S FORUMDuring 2016, the NPF meetings featured speakers of the calibre of Professor Tomas Chamorro-Premuzic, a Harvard Business Review contributor from University College London, Professor Wayne Cascio on engaging non-standard workers, and Narelle Hooper and Dr Jen Whelan on diversity as a driver of innovation. We were also fortunate to experience two thought-provoking case studies by NPF member companies, KFC and Lend Lease. Managing Director Tony Lowings and Chief People Officer Rob Phipps, presented for KFC. The 2016 AHRI Diversity Champion and HR Director, Chris Lamb, presented an outstanding case study of the leadership evolution at Lend Lease over the past decade or so

Other 2016 AHRI highlights included the research and expert consultation support the NPF has provided. As a result, AHRI survey findings have gained considerably from views expressed formally and informally by Forum members. During 2016 AHRI published a number of research papers to which the NPF made a contribution. These include ‘Five Tips for HR’, ‘Absence Management’ and ‘Expectation Experiences of Work’ reports.


AHRI MEMBERSHIPThe bedding down of an iMIS database during 2016 boosted AHRI’s capability to deepen the understanding of the preferences and profiles of the members represented in our various member categories. We continue to encourage members to populate their profile fully, to allow us to better serve their needs.

We introduced a paid student membership category and boosted our efforts with respect to student ambassadors so they connected with other HR university students and initiated the running of Student Forum Events

The Student Work Experience program gained momentum during the year following the 2015 pilot.

Total membership numbers have remained steady during 2016, ending with a slight increase to around 19.400 over the year as indicated in this graph.

TOTAL MEMBERS 2015-2016 COMPARISON

The gender balance of AHRI members has remained roughly constant over the past two years. The significantly higher proportion of female members is consistent in general with the HR gender profile globally, with around around 70-75 per cent of HR professionals being female.

GENDER OF AHRI MEMBERS

Nearly two-thirds of AHRI members work in the private sector (60 per cent), with slightly less than a third (27 per cent) from the public sector, and less than a fifth from non-for-profit organisations.

AHRI MEMBERS BY SECTOR

At 49 per cent of members, CAHRI remained the dominant professional member category during 2016, while the representation of MAHRI members remained substantial at 35 per cent. As expected, the Fellow category (FAHRI) remained small by comparison, given the higher bar for acceptance as a Fellow.

Members during 2016 were informed that from 1 January 2018 the CAHRI category of membership will be discontinued, though CAHRI members will be entitled to retain the post nominal indefinitely. It will be replaced for use by certified HR practitioners, who complete the APC, by the CPHR post nominal.

AHRI MEMBERSHIP CATEGORIES

The largest proportion of AHRI members are working in organisations with more than 1000 staff or fewer than 100 employees (30 per cent each), with a similar proportion in organisations with fewer than 500 employees (28 per cent).

ORGANISATION HEADCOUNT OF AHRI MEMBERS

MEMBERSHIP PROFILE

18400

18600

18800

19000

19200

19400

19600

19800

20000

20200

20400

Jan Feb Mar Apr May Jun Jul Aug Sep Oct Nov Dec

2015 2016

Female, 73%

Male, 27%

FAHRI, 2%

Affiliate, 14%

CAHRI, 49%

MAHRI, 35%

1-99, 30%

1000+, 30%

500-999, 12%

100-499, 28%

Not for profit, 14%

Private, 60%

Public, 27%


A majority of AHRI members (63 per cent) work in HR specific roles, a significant number in that group in management and decision making roles. The AHRI member base is also well represented by owners, directors and CEOs of small and boutique consultancies.

AHRI MEMBERS BY POSITION TITLE

MEMBER COMMUNICATIONSDIGITAL MEDIA AND HRMAHRI recorded a 12 per cent increase in website visits and 18 per cent increase in new users comparing 2016 to 2015. This was attributed to interest in HR certification, AHRI’s social media strategy and cross-promotion of AHRI content on HRM online. Of all visitors to the site, 49 per cent were from new users. AHRI’s fortnightly enewsletter was increased to a weekly enewsletter to provide more regular updates to subscribers on AHRI products and services. The e-newsletter was also redesigned and content streamlined and segmented based on subscriber location, to provide an improved user experience. The HRM enewsletter was increased from a weekly to daily enewsletter to create opportunities for providing breaking and recent news and opinion pieces to AHRI members and subscribers in a timely manner.In the social media space, AHRI’s LinkedIn Discussion Group passed the 60,000 member point during the year and continued to be highly interactive. HRM Online content and other stories of member interest were the subject of daily Twitter and Facebook activity. Twitter continued to be a valued platform for AHRI event attendees to share thoughts and ideas.

ASIA PACIFIC JOURNAL OF HUMAN RESOURCES

AHRI’s academic journal, the peer-reviewed Asia Pacific Journal of Human Resources (APJHR), is now in its 55th year.

During 2016, 3,891 institutions offered access to AHRI’s journal, with article downloads of more than 70,000 compared with 30,000 in 2012. The largest group of readers by regions were Australia (47 per cent), United Kingdom (12 per cent), United States and Europe (10 per cent each), and the rest of the world (14 per cent)

Among the top 10 downloaded articles from the journal during 2016 were contributions from R Kramar, P Boxall, D Ulrich, C Timms, P Gollan et al, and M Mahmood. Topics represented included ‘HR at a crossroad ‘(Ulrich), ‘Diversity management in Australia’ (Kramar), ‘Strategic HRM and devolving HR to the line’ (Gollan et al), and ‘Strategy, structure and HR policy orientation’ (Mahmood).

INTERNATIONAL REPRESENTATIONAPFHRM AND WFPMAAHRI Chairman and National President, Peter Wilson AM, was invested at a ceremony at Lord’s in London during October as the President of the World Federation of People Management Associations (WFPMA). The WFPMA the global organisation that represents approximately 700,000 HR and people management professionals from around the world. Its members consist of 93 national associations from countries on the continents of Africa (29 countries), Asia Pacific (16), Europe (30), North America (3) and South America (15).

The constituent bodies of the WFPMA conduct regular events, and since 1986 the WFPMA has held a world congress every two years, the most recent being in Istanbul Turkey in 2016. It also conducts research of global relevance to its members, and publishes WorldLink, its official global e-newsletter. Peter Wilson replaced the outgoing world federation president, Jorge Jauregui, from Mexico. The appointment is for two years from 2016-2018.

AHRI continued to be strongly represented during 2015 as one of the member countries of the Asia Pacific Federation of Human Resource Management (APFHRM), and through that body the World Federation of People Management Associations (WFPMA).

AHRI CEO Lyn Goodear continued as Secretary-General of APFHRM in 2016. The AFPHRM met in Dhaka Bangladesh during March, and in Bangkok Thailand during October. The WFPMA met in Florida USA during April, and London UK during October. AHRI was represented at each meeting.

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AHRI ELECTED OFFICEHOLDERS AND VOLUNTEERSAHRI enjoys the benefit of committed volunteer stakeholders in the order of 200 people. The volunteer contribution of members includes AHRI State Councillors, Network Forum Convenors and Committee members, as well as the contributors to the AHRI Reference Panels who support the work of the AHRI Board and advise AHRI in the development of products, services, research, training and events.

AHRI STAFFAHRI strives to create a working environment that attracts employees who are committed to growing the HR profession through delivering excellence in customer service, member engagement and program delivery.

2016 experienced some growth in active headcount up to 56 (49.76 FTE). The following new roles, Corporate Training Executive, Member Services Co-ordinator, IT Support Administrator and Corporate Account Co-ordinator, were created to provide greater focus on delivering a world-class certification program, provide HR students with Industry experience through a work experience program (WEP), and meet the increasing technology demands of the AHRI business.

Workforce management has received increased attention with a focus on creating greater workforce flexibility, improving retention, and expanding the approach to succession planning with a view to improving career opportunities at AHRI.

In 2017 plans are under way to review AHRI’s internal culture and organisational design, with a view to developing targeted strategies to foster a positive workplace and workflow, that is well aligned to the challenges ahead.

AHRI PEOPLE


AUDIT AND RISK COMMITTEEAHRI Ltd’s Audit and Risk Committee comprises three non-executive directors: Ian Hedges (Chair), Jon Scriven and Peter Wilson. Committee members are appointed for two years or until their terms expire (if earlier). Members may sit for consecutive terms. The CEO attends Committee meetings as a guest.

The Company Secretary provides secretariat services for the Committee. The minutes of meetings are circulated to all AHRI Ltd Board members, and the Board’s meeting agenda has a standing item enabling the Chair of the Committee to report on its activities and recommendations.

The Audit and Risk Committee met on two occasions during the period 1 January to 31 December 2016. Relevant members attended all meetings as applicable.

The Committee fulfilled all its responsibilities included as part of the Charter including the following outcomes:

• Reviewing and as appropriate endorsing the 31 December 2015 AHRI Ltd financial statements for the Board’s consideration.

• Reviewing and as appropriate endorsing the robustness of AHRI’s business planning and risk management processes in preparation for the 2016 Budget.

• Continuing the Internal Audit program and monitoring implementation of the recommendations arising from the audits.

• Continued consideration and alignment where practicable of the ASX Corporate Governance Principles and Recommendations.

• Monitoring the development and training, and the disclosure of interests, of all AHRI Directors.

BOARD OF DIRECTORS REPORT


PETER SNOWDEN WILSONDIRECTOR

QUALIFICATIONSB. Comm (Hons) MA (Hons), AMP (Wharton, UPenn), Fellow certified member of AHRI (FCPHR), Fellow of Australian Institute of Company Directors, Fellow of CPA, Fellow of CIPD.

EXPERIENCEChairman of Australian Network on Disability Ltd. Director, Victorian Teachers Mutual Bank. World President, and Director, World Federation of People Management Associations (Switz.), Past President of the Asia Pacific Federation of Human Resources Management Group. Immediate past Chairman and Director of Yarra Valley Water Ltd. Immediate Past Chairman of Vision Super and now Director and Chair of its Audit and Risk Committee. Formerly Executive General Manager of Human Resources and Operating Risk at Amcor until 2005, Managing Director Asia Pacific Division with the ANZ Banking Group, Chairman of the Commonwealth Safety, Rehabilitation and Compensation Commission (Comcare) from 1998 to 2003, Director and Chairman of the Melbourne Tigers Basketball Club, a Board member of Dalgety Farmers Ltd, and Kimberly-Clark Australia Ltd. Adjunct Professor in Monash Business School at Monash University.

SPECIAL RESPONSIBILITIESNational President and Chairman. Member of the Audit and Risk Committee.

JOHN CHARLES WILSONDIRECTOR

QUALIFICATIONSFellow member of AHRI (FAHRI), the Australian Institute of Company Directors and the Recruitment and Consulting Services Association.

EXPERIENCEAHRI Councillor 2005 - 2014, Director of business development

and board member of the Bayside Group of Companies (since 1976) , Director of Risk Solutions Australia Pty Ltd (since 2005) and a Director of the Master Builders Association of Victoria (1995 – 1999).

SPECIAL RESPONSIBILITIESDeputy Chairman.

LYNETTE JOY GOODEARCHIEF EXECUTIVE OFFICER AND MANAGING DIRECTOR

QUALIFICATIONSLyn has a Bachelor of Business and a Masters degree in Education (leadership and management). She is also a graduate member of the Australian Institute of Company Directors (GAICD), a Fellow member

of AHRI (FAHRI), and a Fellow of CIPD.

EXPERIENCELyn Goodear is the Chief Executive Officer of the Australian Human Resources Institute and was appointed to the role in December 2012. Lyn was formerly National Manager, Professional Development at AHRI, a position she held from 2005 to 2012. Previously Lyn held leadership and management roles within the education sector at Southwest Institute of TAFE and Deakin Australia, in addition to accounting roles within the mining and engineering industries located in the United States and Australia. She has also managed her own consulting business. Lyn is an alumnus of the Mt Eliza Business School Leadership Program and the Advanced Human Resources Executive Program of the Ross Business School, Michigan, USA.

SPECIAL RESPONSIBILITIESIn 2012, Lyn was appointed to the role of Secretary General and Treasurer of the Asia Pacific Federation of Human Resources.

IAN THOMAS HEDGESDIRECTOR

QUALIFICATIONSDMS, MBA, Fellow certified member of AHRI (FCPHR), GAICD.

EXPERIENCEAHRI Councillor since 2008, NSW AHRI State President since 2011. General Manager People at Hanson. Previous roles; General Manager

Human Resources, James Hardie Asia Pacific; Director Human Resources, Norske Skog (Oslo); Group Human Resources Manager - Finance, BHP.

SPECIAL RESPONSIBILITIESNSW AHRI State President, member of the Council of State Presidents. Chair of Audit and Risk Committee.

MEMBERS OF THE AHRI BOARD


MICHAEL CHARLES DAWSON-SMITHDIRECTOR (TERM ENDED 30 MAY 2016)

QUALIFICATIONSBA, Grad Dip Labour Management Relations, Fellow certified member of AHRI (FCPHR), Leadership Victoria Fellow

EXPERIENCEAHRI Councillor since 2010, AHRI VIC State President since July 2011. Current role: Project Manager Workforce Planning Baptcare. Previous roles: The General Manager People and Culture, Early Childhood Management Services. Human Resources Manager, City of Melbourne; Executive Director Human Resources, Peninsula Health; Global HR Advisor, NAB; Industrial Relations Manager NAB; Head of Human Resources, National Financial Management; Human Resources Director, Monash Medical Centre; Human Resources Manager – Commercial, BP Australia.

SPECIAL RESPONSIBILITIESAHRI VIC State President, member of the Council of State Presidents.

JONATHON MARK SCRIVENDIRECTOR

QUALIFICATIONSMA (Hons Cantab) in Mathematics; Fellow member of AHRI (FAHRI); Fellow of the Institute of Chartered Accountants in Australia.

EXPERIENCEJon Scriven joined Qantas in April 2009 as Group Executive People.

Prior to joining Qantas Jon was the Group HR Director for Coca-Cola Amatil taking on that role in 2002. Between 1999-2002 Jon was a Human Capital Services Partner at Andersen. From 1991 Jon held various roles within Coca-Cola Amatil including Group Remuneration & Benefits Manager and Group Learning & Development Manager. Earlier in his career Jon held Learning & Development roles at both Westpac and PriceWaterhouse. In April 2011 Jon’s responsibilities at Qantas were extended to include overseeing the Office of the CEO comprising Safety, Security, Environment, Risk, Internal Audit, Legal and Company Secretary while continuing his responsibility for all aspects of Human Resources across the Group.

SPECIAL RESPONSIBILITIESMember of the Audit & Risk Committee.

PETRINA SUE COVENTRYDIRECTOR

QUALIFICATIONSPetrina has a Masters in Ethics from the University New South Wales, Masters of Business Administration from the University of South Australia, Master of Arts in Buddhist Studies from the International Buddhist College as well as a Global Executive MBA from Sydney

University. She is presently completing a PhD with the University of Melbourne. Petrina is a Fellow Certified Member of AHRI (FCPHR), a Fellow of the Australian Institute of Company Directors and a Vincent Fairfax Fellow.

EXPERIENCEPetrina is Professor of Industry and Director of Development for Adelaide University Faculty of Professions and Business School. She previously held vice president and global leadership roles with the General Electric Company, The Coca Cola Company and Santos Ltd which included Non-executive director positions on the boards of Coca Cola Bottler Ltd (Sri Lanka) and EPCM (Singapore). Petrina is also a Non-Executive Director with Beston Global Foods Ltd and the Australasian Association of Philosophy.


RHONDA MAREE BRIGHTON-HALLDIRECTOR

QUALIFICATIONSB.A (Org Psych/IR) Grad Dip. ER, Strategic HR (LBS), Fellow certified member of AHRI (FCPHR).

EXPERIENCEChair and Part owner of FlexCareers; Founder and CEO mwah. Pty Ltd; Founder and Partner

of Lane8Partners; Strategic Advisor to LiveHire; HR Advisor to CareerTrackers, AIME and Fighting Chance; Visiting Lecturer at UNSW/AGSM, and Sydney University.Prior to March 2015, Rhonda was Executive General Manager Organisation Development with the Commonwealth Bank of Australia, an appointment she assumed in May 2012, following a period as General Manager Human Resources of the Retail Bank (2010-12). Her former executive roles include six years with the global fashion eyewear group, Luxottica (2006-10) that included positions as senior vice-president – HR and communications, and group general manager human resources. Prior to that she held a number of executive roles with Sara Lee in Chicago, the Netherlands and Australia (1995-2006). Rhonda was 2013 Patron for ASPECT (Autism Australia) and Telstra National Corporate and NSW Businesswomen of the Year in 2009.

CARMEL MAJELLA MCGREGORALTERNATE DIRECTOR

QUALIFICATIONSB.Arts University of Queensland, Fellow member of AHRI (FAHRI), Fellow Institute of Public Administration Australia (IPAA), Fellow of Australian Institute of Management (AIM), Member Australian Institute of Training and Development (AITD), Member of

Australian Institute of Company Directors (AICD), Fellow Centre for Ethical Leadership Melbourne Business School. Public Service Medal Recipient Australia Day 2013.

EXPERIENCEAdjunct Professor Institute for Governance and Policy Analysis (IGPA) University of Canberra, Deputy President IPAA ACT, Non Exec Director ACT/Southern NSW Rugby Union Board, Non exec Director Common Ground Canberra, Member Northern Territory Chief Minister’s Advisory Group on Defence. Formerly Deputy Secretary People, Dept. Defence, Deputy Public Service Commissioner APS, Deputy Secretary Dept. Immigration and Citizenship, Senior Counsel Content Group.

TANYA MARIA HAMMONDDIRECTOR (COMMENCED 30 MAY 2016)

QUALIFICATIONSB.A. (Arts), Grad. Dip. ER, PhD Candidate, Fellow member of AHRI (FAHRI), GAICD Founder and Director of Tailored HR Solutions, sessional lecturer at ANU in leadership at ANU.

EXPERIENCEPrior to establishing her management consulting business, Tailored HR Solutions, Tanya was a Principal Consultant with SuccessFactors (2009 – 2011), Associate Lecturer at the ANU (2008 – 2010), teaching leadership and Strategic HR to MBA students. Prior to joining the ANU, Tanya worked as a Management Consultant within her own practice, Tailored HR Solutions (1998 – 2008), and with Deloitte Consulting Group (1992 – 1998). Prior to joining Deloitte and Touche Consulting Group, she worked for over five years in generalist HR practitioner roles within Household Financial Services and Touche Ross.Tanya has also held several directorships of organisations over the last ten years including the Ozhelp Foundation, YMCA (Canberra) and the ACT Rugby Union Club.

SPECIAL RESPONSIBILITIESWithin AHRI, currently a member of the National Accreditation Committee (NAC), member of the National Certification Council (NCC), Member of the Council of State Presidents (CSP), Member of the Research Advisory Panel (RAP), member of the Public Sector Reference Panel and President of ACT AHRI Council.

MARIANNA PANOPOULOSCFO & COMPANY SECRETARY

QUALIFICATIONSMarianna has a Bachelor of Commerce from the Flinders University of South Australia. She is a Certified Practising Accountant and a Graduate of the Australian Institute of Company Directors (GAICD). She also holds a Master of

Business Administration from Deakin University.

EXPERIENCEAs CFO & Company Secretary, Marianna manages AHRI’s accounting, reporting, risk management, governance and regulatory compliance during the year. Prior to joining AHRI, Marianna had performed in the role of Finance Manager for several years in a range of organisations.


NATIONAL PRESIDENTPETER WILSON AM FCPHR

AUSTRALIAN CAPITAL TERRITORYTANYA HAMMOND FAHRI

NEW SOUTH WALESIAN HEDGES FCPHR

NORTHERN TERRITORYJASON CHIN FAHRI

QUEENSLANDCAROLINE MCGUIRE FCPHR

SOUTH AUSTRALIACHRIS WOOD FCPHR

TASMANIAALAYNE BAKER CAHRI

VICTORIAMIKE DAWSON-SMITH FCPHR

WESTERN AUSTRALIAHELEN SITLINGTON FCPHR

COUNCIL OF STATE PRESIDENTS

ahri annual report · australian hr institute annual report january ... to a repositioning of...

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