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Employee Engagement ForumAligning employee value propositions (EVPs) with corporate strategies for increased engagement

19 - 21 MAY 2014 SIR STAMFORD CIRCULAR QUAY

SYDNEY

KEY BENEFITS OF ATTENDING

• Discuss strategies to engage with a mobile, flexible and disparate workforce • Learn to create and maintain engaged staff during times of change, restructures and mergers & acquisitions• Discover innovative approaches to engagement in the modern era using online and social media platforms• Align core corporate strategies to unlock and discover the benefits of genuine employee engagement• Develop key processes for a whole-of-organisation approach to employee engagement• Learn how to grow and sustain engagement levels year upon year

Every speaker presented something that resonated - an opportunity to improve a commonality. Thank you

- Vanguard

Great opportunity to hear from experienced speakers and mix with professionals from the same industry - RACV

WHAT OUR PAST DELEGATES HAVE TO SAY

Endorsed by

Associate Sponsor

EXPERT SPEAKERS:• Sean Bowman, Chief HR Officer, Alinta Energy

• Megan Bromley, Head of Employee Experience, RedBalloon

• Milo-Arne Wilkinson, Head of Advice Transformation Change, AMP

• Michelle Cooper, National Manager - People & Performance, Peoplebank Australia Limited

• Jeremy Salter, Client Services Director, Grass Roots

• Joshua Goodrick, Director - Organisational Development - Human Resources, RMIT University

• Ryan Hannelly, People Manager - People, Performance & Culture, KPMG

• John Francois, Human Resources Director - Asia Pacific, McAfee

• Amanda Smith, People Performance Manager - Aus/NZ, lululemon athletica

• Bob Hogarth, General Manager People and Culture, Heritage Bank

• Houda Lebbos, Chief Human Resources Officer, SmartSalary

• Jasmine Doak, National Human Resources Manager, Linfox

• Hattie He, HR Director Asia Pacific, Cochlear Limited

• Janette O’Neill, Head of Corporate Responsibility Strategy, National Australia Bank Limited

• Stephen Hickey, Employee Engagement Lead + Talent & Rewards Partner, Aon Hewitt

• Angela Perry, Chair, Employee Ownership Australia and New Zealand & Global Head - Equity Plan Solutions Business Development, Link Group

• Fiona Anson, Co-Founder/Director, Workible

• David Morley, Owner & Principal, Ponte Valle

EMPLOYEE ENGAGEMENT FORUM

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3:50 Leveraging the staff survey to boost workplace engagement • The RMIT Staff survey journey – Strategic communication and project branding • Multiple touch points to generate excitement and maximize response rates • Empowering leaders and staff to contribute and drive change at a local level Joshua Goodrick, Director- Organisational Development- Human Resources, RMIT UniversityEMBRACING CHANGE AND INNOVATION4:30 How employee equity ownership can drive engagement • Capitalizing on ownership benefits and how it engenders the principles of accountability, innovation and entrepreneurial appetite • Discussing research around the impact of 2009 changes to industries and post-liberal succession sentiments and speculations • Navigating the practical and technical complexities of offering shares an equities in a business • International and local case studies Angela Perry, Chair, Employee Ownership Australia and New Zealand & Global Head - Equity Plan Solutions Business Development, Link Group5:10 Closing remarks from the Chair and conference adjourns

DAY TWO: TUESDAY, 20th MAY 20148:00 Registration opens9:00 Opening remarks from the Chair Sean Bowman, Chief HR Officer, Alinta EnergyEMBRACING CHANGE AND INNOVATION9:10 How to build employee engagement using social media, linked in, apps and modern technology software in the workplace • Identifying how tools help organisations connect networks of people, promote idea sharing among their employees and drive innovation • Engagement through leadership story-telling and creating LinkedIn brand ambassadors: Utilizing Social media and professional platforms for promotions of campaigns, staff and activities relating to the brand and culture • Leveraging smarter recruitment of future talent pool through employee networks on social media platforms and referral processes • Discussing how social media is utilized and uniformly embraced within an organization • Timely and “on the ground” information gathering for analytical purposes • Fighting fire with fire - Utilizing assistive and interactive technologies to communicate in the medium that your employees are most receptive to Amanda Smith, People Performance Manager- Aus/NZ, lululemon athletica9:50 Creating and developing an innovative workplace culture, and understanding its flow-on effects on engagement • Autogenie and SmartSalary case study: SmartSalary in 2013 was Listed 31/50 BRW most innovative companies • Employing a comprehensive 360 degree approach to ensure employee understanding of organizational values and dedication to innovation • Fostering and building a culture of innovation beginning from the early stages of the employment cycle– induction, orientation, training, probationary period and its flow-on effects to workforce engagement and productivity • Robot demonstration Houda Lebbos, Chief Human Resources Officer, SmartSalary10:30 Morning Tea11:00 What a casual workforce means for employers and their businesses • How to create employee engagement with non-full time staff • Retention strategies for part time and flexible hours employees • Getting maximum productivity from minimum hours staff • Involving and engaging the ‘flexible’ workforce from the onset, and having sufficient systems and programs in place to assist this Fiona Anson, Co-Founder/Director, Workible

DAY ONE: MONDAY, 19th MAY 20148:00 Registration opens9:00 Opening remarks from the Chair Sean Bowman, Chief HR Officer, Alinta EnergyENGAGEMENT DESIGN AND IMPLEMENTATION9:10 Empowering employees to take ownership of engagement with an organisation • Establishing a voluntary activity group to focus on the employee engagement • Creating employee ownership to address interdepartmental challenges and engagement gaps • Structuring a peer approval process and creating management commitment • Enabling the call-to-action of suggested improvements • Review, evaluate and communicate the outcomes Hattie He, HR Director Asia Pacific, Cochlear Limited9:50 Embedding sustainability in the engagement process and system design • McAfee case study • Employing sustainable techniques for employee engagement that improves engagement levels year upon year • Exploring early challenges faced, trials and tribulations of employee engagement and understanding the benchmarking metrics to be measured and factored John Francois, Human Resources Director - Asia Pacific, McAfee10:30 Morning Tea11:00 Employee recognition: Quantifiable proof that it works to drive a more engaged and profitable business! • Data is transforming insight into employee behaviour • The social language of an organisation can now be understood and made relevant for the C-level • Recognition and reward is not just ‘warm and fuzzy’ - but in fact structured and meaningful Jeremy Salter, Client Services Director, Grass Roots11:40 PANEL DISCUSSION Assessing the relationship between incentives, recognition and rewards and its effects on engagement • Do modern remuneration and reward practices influence engagement levels? • Ensuring your reward program initiates a culture of behavioral change and positive competitiveness Facilitated by Chair Houda Lebbos, Chief Human Resources Officer, SmartSalary Joshua Goodrick, Director- Organisational Development- Human Resources, RMIT University Amanda Smith, People Performance Manager- Aus/NZ, lululemon athletica Hattie He, HR Director Asia Pacific, Cochlear Limited12:20 Networking LuncheonLEVERAGING INTERNAL RESOURCES & EXISTING INITIATIVES1:20 Developing a Corporate Responsibility (CR) narrative to engage and inspire • NAB’s “Wealth Opportunity” case study • Leveraging your CR agenda to engage and inspire your employees • Establishing a CR narrative that is aligned to your strategy and brand, cuts through the clutter and communicates your unique story Janette O’Neill, Head of Corporate Responsibility Strategy, National Australia Bank Limited2:00 Building leadership plans, talent resourcing and succession planning for employee engagement • Building leadership plans aligned with strategic business objectives • Implementing talent management for genuine growth and development of talented and ambitious employees to foster engagement Ryan Hannelly, People Manager - People, Performance & Culture, KPMG2:40 Afternoon Tea3:10 How to Create a Winning HR Team This session will uncover the secrets to driving a powerful and effective HR team that creates real results. The presenter will combine approaches and real life examples that have led to high internal credibility and recognition as the Australian HR Team of the Year. • Building the credibility of your HR team • Innovative methods and initiatives that drive employee engagement • Gaining the respect of stakeholders and your CEO • Our role as a HR professional - how to have impact for your organization • Connecting HR strategy to organizational culture Bob Hogarth, General Manager People and Culture, Heritage Bank

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19th - 21st May 2014 SYDNEY

11:40 PANEL DISCUSSION Is employee engagement (or does it have potential to be) a competitive advantage? Facilitated by Chair Angela Perry, Chair, Employee Ownership Australia and New Zealand & Global Head - Equity Plan Solutions Business Development, Link Group Megan Bromley, Head of Employee Experience, RedBalloon David Morley, Owner & Principal, Ponte Valle12:20 Networking Luncheon1:20 Do you remember when it used to be fun? Creativity and its links to engagement Einstein said that the intuitive mind is a sacred gift and the rational mind is a faithful servant. We have created a society that honors the servant and has forgotten the gift. The session will outline: • Children spend as much as 2/3 of their time in non-reality. When did we forget this was important? • Why creativity in people requires bravery in leaders • How to listen, play and act for engagement Milo-Arne Wilkinson, Head of Advice Transformation Change, AMPACHIEVING EMPLOYEE BRAND CHAMPIONSHIP2:00 eNPS (Employee Net Promoter Score)–The New Frontier Of Employee Engagement

As a leading employer, RedBalloon is changing its approach to measuring employee engagement, implementing the world-renowned Net Promoter System (NPS) at an employee level. The system is traditionally used to track customer loyalty, but RedBalloon are turning the lens inward by implementing the Employee Net Promoter System (eNPS) to measure engagement levels. Megan says “The strength of eNPS is in its simplicity. It asks employees ‘On a scale of zero to ten, how likely is it you would recommend this company as a place to work?’” Learning outcomes :

• Discover what eNPS is all about • How to measure eNPS in your workplace • Why it is the most powerful tool for measuring employee engagement • The RedBalloon eNPS case study Megan Bromley, Head of Employee Experience, RedBalloon2:40 Afternoon Tea3:10 Applying branding and internal communications for increased workplace engagement • Using strategic communication touch points, experiences and tools to improve collaboration, experience, loyalty, engagement and retention • Increasing brand commitment and engagement through communications, and empowering employees to contribute and engender the cultural identity of the brand • Translating and applying effective communication across the organisation through a timely and transparent approach • Utilizing a strong branding and engagement culture as a recruitment and talent acquisition tool • Remaining commercially focused whilst culturally engaged Sean Bowman, Chief HR Officer, Alinta Energy3:50 Engaging staff through a health and wellbeing program

There is much theory and some evidence which supports the positive returns of a health and wellbeing program for staff and employers. But where do you start? What’s your business case? What does the program look like? And how can you ensure its success?

Jasmine Doak, National Human Resources Manager, Linfox4:30 Aon Hewitt best employer of the year review • What some of the best workplaces have in common when it comes to workplace engagement and its role in the overall satisfaction of working at the organization • Outlining the Best Employers of the Year criterion and review process • Learn from case studies showcasing each Best Employer and their unique strategies for developing a highly engaged workforce Stephen Hickey, Employee Engagement Lead + Talent & Rewards Partner, Aon Hewitt5:10 Closing remarks from the Chair and conference adjourns

POST-CONFERENCE WORKSHOPS:DAY THREE: WEDNESDAY,21st MAY 2014

WORKSHOP A: 9:00- 12:30Employee engagement for remote and hard-to-reach employeesWith an increased culture of part time, casual, contract, remote, project, FIFO and seconded workforce (BYOD, mobile and globalized workforce) perforating across all industries, the question of “How to maintain engagement levels for this demographic workforce” remains a challenge. This workshop outlines some of the key strategies that attribute to the success of this approach including: • Applying innovative approaches that can be taken to connect a disparate workforce • Communicating and creating a culture that transcends borders, generations and mediums to create a unified workforce • Building engagement that transcends across different cultures and departments • Ensuring your HR and workforce engagement staff are sufficiently trained and equipped to service this workforce

Sean Bowman, Chief HR Officer, Alinta Energy

WORKSHOP B: 1:30- 5:00Fostering resilience, employee engagement, corporate identity and collaboration through times of changeFor organisations undergoing local and international M&A’s; sales and transfers; downsizing and internal restructures, effective strategies for change management are crucial to the success of the newly formed entity. At a time where corporate engagement, brand identity and company resilience will be challenged, it is fundamental that leadership functions in HR and engagement are equipped with the know-how to lead an organization through the fog.Learn strategies for: • Communicating the new and revised corporate values, objectives and vision post restructure • Managing and working with internal communications and senior management on negative staff announcements, improving transparency and empathy across the process • Preparing for change: Designing and training top executives who then in turn drive and implement effective transition programs for remaining staff • Identifying engagement methods that are sensitive to the environment and culture in which they reside

David Morley, Owner & Principal, Ponte Valle

(Morning, afternoon tea and lunch will be provided for all delegates)

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VIP CODE EMPLOYEE ENGAGEMENT FORUM

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SYDNEY19th -21st May 2014Sir Stamford at Circular Quay93 Macquarie St.Ph: +61 2 9252 4600

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