employee performance measurement & management - brochure (ben)

Recently, the focus on the reinvention of performance management has never been stronger. With big names such as Accenture, GE, Adobe and GAP making the news for rethinking their strategies, it has become more imperative for organisations to review their current policies. Moreover, a recent survey from Deloitte University Press has shown that 89% of the respondents interviewed had either reviewed, updated or are currently evaluating their performance evaluation policies.

Most companies have realised that a dynamic performance management process is the only way to go in addressing the issues faced in management of employees and maximising employees’ potential. As such, performance management is being reinvented for a brand-new purpose: to serve as an efficient, focused business process that improves employee engagement and delivers business results.

The Employee Performance Management & Development conference will bring together Australia’s HR leaders from prominent organisations to discuss key trends and challenges in performance management, equipping you with best practice strategies to design an effective employee performance management and development strategyBy attending, delegates can expect to:

• Gain an overview of the current performancemanagement landscape and analyse the rising trends

• Attain insights and capitalise on shared experiencesfrom leading organisations on their strategies onperformance management

• Leverage on technology to cultivate and utilise data toimprove existing employee performance

• Discuss the challenges of effectively managingemployees with flexible work arrangements

• Understand and examine the importance of innovativestrategies in performance management, employeeengagement and handling underperformanceeffectively

KEY SPEAKERS INCLUDE

Jacques Liebenberg, Director of People & Performance, Metro Trains Melbourne

Milano Pellegrini, Head of HR, Supply Chain, Caltex

Robert Brierley, Human Resources Director, PACCAR Australia

Alec Bashinsky, CHRO – Partner & Performance, Asia Pacific Regional Talent Leader, Deloitte

Troy Hoggan, Head of Performance, Telstra

Ronan Carolan, Head of HR Consumer, Australia, Optus

Vicki Klunyk, General Manager HR HS, Specialty & Group Payroll, Harris Scarfe

Amber Kristof, Human Resources Director, L’Oreal

Anna-Lisa Chivers, Human Resources Director, Goodyear & Dunlop Tyres (Australia)

Michael Patron, General Manager Total Rewards, Tabcorp

Julie Catanach, Executive Manager Performance, Suncorp Group

Alla Keogh, Head of People, MYOB

Rebecca Supierz, HR Manager - Australia & NZ, SEEK

Connie Kuhlman, HR Business Partner, Accenture

Kevin Murphy, Senior Manager, Employee Reward, IAG

Stay on top of cutting-edge best practices, new trends and directions for managing and developing employee performance effectively

Save up to $300

with Early-Bird Discounts!

Pre-Conference Workshop:

Aligning Your Performance Management Strategy with Your Business NeedsMelbourne | 17 February 2016 (Wednesday)

Workshop Trainer: Senior Representative, PwC

Melbourne | 18 – 19 February 2016 (Conference) 17 February 2016 (Pre-Conference Workshop)

REGISTER NOW! T: 02 9368 3916 employeeperformance-au.com

Why attend?One of the biggest issues within the HR function is the need to rethink how companies manage, evaluate and reward their employees. As organisations struggle with leadership, engagement and capability challenges, a renewed focus has been placed on the employee performance management processes more now than before. Employees today find themselves looking for ongoing feedback and mentoring from their leaders and peers. They want to understand how they can improve and where they can go next. Innovative new performance management models are now becoming imperative as business revamp and enhance their talent solutions. From a static performance management process evolving into a strategic tool in the HR function, performance management has become more than just an annual checklist, but a continuous process.The Employee Performance Management & Development conference recognises the growing need for organisations to evaluate their existing performance management policies and to innovate their strategies in performance measurement, management and development. You will benefit from industry best practices, leverage on shared experiences and learn from Australia’s leading organisations on how to improve existing performance management processes.

Who should attend? Directors, Heads, Senior Managers and Specialists in Human Resources, who are responsible for:

Australia’s only employee performance management focused conference

Programme-at-a-Glance

DAY ONE

Keynote: Changing the way we work – People and Performance

Keynote: Evaluating key trends in HR performance management

What’s next in performance evaluation and its redesign

Panel: Innovative strategies in performance management

Leveraging technology in employee performance management

Utilising data for effective employee performance management

Legal considerations in managing underperformance and discipline

Panel: Key considerations in handling underperformance effectively

DAY TWO

Keynote: Reinventing performance reviews

Rewarding employees with appropriate compensation

Aligning benefits with corporate performance

Panel: Flexible work arrangements in performance management

Caltex’s performance management across all ages

SEEK’s perspective in performance review and cost-efficiency

Designing a high-performance innovation culture in PACCAR Australia

Panel: Value of employee engagement and talent management

Learning ObjectivesBy attending, you and your organisation will benefit from the following learning objectives:

1. Examine the key trends in performance management andanalyse the changing landscape

2. Discuss what’s next in performance management –alternatives to performance reviews

3. Acquire knowledge on how to best leverage technologyand data to improve existing performance managementprocesses

4. Leverage on best-practice strategies from leading organisationson how they manage talent, nurture leaders and encourage ahigh-performance innovation culture

5. Develop a strategy to manage underperforming employeeswhile considering the legal ramifications of doing so

6. Ensure that your employee compensation is aligned with yourbusiness strategy and examine the challenges in motivatingemployees with benefits, reward and remuneration

7. Evaluate the impact of flexible work arrangements on yourworkplace and learn how to overcome the associated risks inperformance management

8. Identify the challenges in performance management inmanaging junior and senior employees and how to avoidcommon mistakes

9. Comprehend the importance of providing constant feedbackto employees – understanding the ongoing performancemanagement process

10. Analyse the importance of employee engagement to drivevalue and gain insights to support your organisation

Register EARLY and SAVE with our Early-Bird Discounts!30 November 31 December 29 January Save $300 Save $200 Save $100 Don’t forget to take advantage of our Group Discounts! Send 3 delegates and receive an extra 5% OFF Send 4 delegates and receive an extra 10% OFF Send 5 delegates and receive an extra 15% OFF

• Human Resources

• Performance Management

• Talent Management

• Organisational Development

• HR Business Partner

• HR Strategy

• People and Culture

• Employee Benefits

• Workplace and EmploymentRelations

• HR Shared Services

• Change and Capability

• Learning and Development

• Workforce Management


Conference Day One – 18 February 2016 (Thursday)

8:30 Registration and Welcome Coffee

9:00 Chairperson’s Opening Address

OVERVIEW AND TRENDS

9:10 Keynote: Changing the way we work – People and

Performance

• Evolving the current practices in performance evaluations and

reviews

• Analysing the changing landscape: trends in recent years

• Rethinking the role of HR with effective performance

management: turning it into a business strategy

• Building a performance management culture and enable effective

coaching through training

Michael Patron, General Manager Total Rewards, Tabcorp

9:50 Keynote: Evaluating the key trends in HR performance

management

• Analysing the new changes in legislation, i.e paid parental leave,

flexible work arrangements and how it affects performance

management and measurement

• Moving away from performance reviews: are they still relevant?

• Challenges faced today: engagement, retention and capability

development


10:30 Morning Tea

CHANGING PERFORMANCE REVIEWS AND INNOVATION

11:00 What’s next and why in performance evaluations and its

redesign

• Evaluating the current performance reviews and ensuring they are

still relevant

• Reviewing the alternatives to performance reviews

• Changing the focus from annual performance reviews to a

continuous dialogue

• Challenges in motivating employees without performance reviews


11:40 Panel Dialogue: Innovative strategies in performance

management

• Identifying the opportunities for innovation

• Assessing and understanding the risks and requirements when

moving away from traditional performance management systems

• Key considerations in effective design and implementation of

innovative new performance management models



Alla Keogh, Head of People, MYOB

12:30 Networking Lunch

EVALUATING USES OF DATA AND TECHNOLOGY

1:30 Leveraging technology in employee performance measurement

• Evaluating the use of analytics and talent insights in performanceassessments and plans

• Expanding the breadth and depth of data used in analysis anddiscussions of employee performance

• Ensuring HR provides and utilises insightful analytics fororganisational growth and managing employees efficiently Connie Kuhlman, Client Account HR Lead, APAC, Accenture

2:10 Utilising data for effective employee performance management

• Integrating and using HR metrics for constructive performancemanagement

• Measuring what is needed rather than what is available andkeeping business strategy on track

• Applying predictive analytics for strategic performancemanagement

• Determining the right metrics to be measured together withorganisational objectives

• Quantifying the cost of your performance managementprogramme Jacques Liebenberg, Director of People & Performance, MetroTrains Melbourne

2:50 Afternoon Tea

LEGAL CONSIDERATIONS AND UNDERPERFORMANCE

3:20 Legal considerations in managing underperformance and discipline

• Knowing when to terminate an underperforming employee –understand how to terminate from a legal and employee relationsperspective

• Developing a strategy to manage underperforming employees• Steps in conducting the meeting for unsatisfactory performance• Ensuring your disciplinary process is fair• Practical steps for avoiding liabilities associated with discipline

Helene Lee, Partner, Norton Rose Fulbright

3:50 Panel Dialogue: Key considerations in handling underperformance effectively

• Alternatives to termination and litigation: what can be done?• Strategies on how to manage difficult employees• Practical tips on how to have challenging and difficult

conversations with underperforming employees• Challenges in motivating and engaging an underperforming

employee Vicki Klunyk, General Manager HR HS, Specialty & Group Payroll, Harris Scarfe Chris Turner, Head of Outsourced HR Solutions, Adecco Michelle O’Connor, HR Excellence Manager, MMG

4:40 Chairperson’s Closing Address and End of Day One Conference


Peter Dwyer, HR Consultant, Peter Dwyer and Associates

Conference Day Two – 19 February 2016 (Friday)

8:30 Registration and Welcome Coffee

9:00 Chairperson’s Opening Address

BENEFITS, REWARDS AND RENUMERATION

9:10 Keynote: Reinventing performance reviews – why you need to do it

• Benefits of removing ratings and distribution curves• Overview of what Deloitte is introducing globally• Analysing and introducing world class framework around

performance management and technology to make it simple,agile and frequent

• Why this new approach is cost-efficient employee performancemanagement

• Ensuring a return on investment on your performance management approach Alec Bashinsky, CHRO – Partner & Performance, Asia Pacific Regional Talent Leader, Deloitte

9:50 Connecting Performance and Total Rewards – Breaking Down the Silos

• What matters most at work: A 2020 & beyond outlook- Find out which benefits and work aspects matter most to

employees- Understand both executives and employees views on what their

companies offer • Connecting performance reviews with other HR processes• Ensuring performance management is integrated with total

rewards• Why solely relying on performance management tools won’t

necessarily guarantee a better outcome Mark Souter, Value Engineer, andRussell Porter, Value Engineer, SAP SuccessFactors

10:30 Afternoon Tea

11:00 Aligning compensation and benefits with corporate performance

• Associating compensation with a detailed HR strategy to boostemployee performance management

• Revolutionising remuneration management through acontemporary approach

• Attracting and retaining talented employees with valuableemployment offerings

• Evaluating substitutes to monetary rewards Kevin Murphy, Senior Manager, Employee Reward, IAG

CASE STUDIES – FLEXIBLE WORK AND STRATEGIES

11:40 Panel: Challenges and opportunities with flexible work arrangements in performance management

• Identifying issues faced when evaluating performances withflexible work arrangements

• Challenges in measuring and managing employees not in theoffice – overcoming issues faced

• Understanding and learning how to overcome the associatedrisks within flexible work requests Julie Catanach, Executive Manager Performance, Suncorp Group Amber Kristof, Human Resources Director, L’Oreal Jacques Liebenberg, Director of People & Performance, MetroTrains Melbourne

12:30 Networking Lunch

CASE STUDIES – EMPLOYEES OF DIFFERENT GENERATIONS AND COST EFFICIENCY

1:30 Case Study: Challenges in performance management across all ages

• Evaluating the difficulties in performance management from staffof different ages and how to overcome

• Analysing the different approaches in managing junior and senioremployees

• Encouragement without remuneration: alternatives to monetaryrewards

• Making incentives work: emerging trends and common mistakesto look out for Milano Pellegrini, Head of HR, Supply Chain, Caltex

2:10 Case Study: SEEK’s perspective on performance reviews and cost efficiency

• Benefits of moving away from performance reviews and rankings• Alternatives to performance reviews• Examining the decisions that led to this outcome

Rebecca Supierz, HR Manager - Australia & NZ, SEEK

2:50 Afternoon Tea

CREATING A HIGH PERFORMANCE WORKFORCE

3:20 Case Study: Designing and supporting a high-performance innovation culture

• Managing the performance of high potential employees critical toorganisational success

• Setting clear objectives and involving employees at every stage –importance of communication

• Examining the challenges to nurturing high potential individualsand how to overcome

• Actionable strategies to build an innovative workforce• Fundamental steps in talent management – placing the right

people at the right place• Analysing how performance management boosts innovation in

the workforce Robert Brierley, Human Resources Director, PACCAR Australia

4:00 Panel Dialogue: Evaluating the value of employee engagement and talent management

• Creating strategies in successful employee engagement andboosting employee performance

• Comprehend the necessity of employee engagement forbusiness

• Drive value and gain insights into the outcomes of valuedemployee engagement

• Importance of talent management for organisational growth Vicki Klunyk, General Manager HR HS, Specialty & Group Payroll,Harris Scarfe Anna-Lisa Chivers, Human Resources Director, Goodyear &Dunlop Tyres (Australia) James Bell, People and Organisation Director - Australia & AsiaPacific, Wood Group Gaya Srikumar, HR Director ANZ, Pfizer Australia

4:50 Chairperson’s Closing Address and End of Conference


Emma Grogan, Partner, PwC

Workshop | 17 February 2016 (Wednesday)

Aligning your performance management strategy with business needs

With more companies realising the bottom-line value in effective management of human resources, it has become more imperative that HR practitioners stay up-to-date on the latest employee performance management strategies.

Maintaining and cultivating a high-performance workforce has also been a growing need for organisations to ensure that their human resources are managed effectively. Now more than ever, it is a business imperative to build workforce capability to ensure that learning and development within the organisation are aligned to meet workforce capability needs.

By attending this workshop, delegates will gain an in-depth understanding of supporting business needs with employee performance management, rethink the existing performance management framework and build a high-performance culture with workforce capability.

Trainer’s profile

Workshop Trainer: Senior Representative, PwC

SESSION 1: 9:00 – 10:30 Support your business needs with performance management

• Attract talent and retaining existing employees• Identify business needs to support with performance

management• Leverage upon a strong workplace culture to execute strategy for

organisational success• Understand how culture defines your organisation’s brand and

why it really matters• Strengthen the company brand with a positive workplace culture• Gain knowledge on how to effectively communicate and embed

the desired culture in a meaningful way

10:30 Morning Tea

SESSION 2: 11:00 – 12:30Rethink performance management

• Review existing performance management systems• Case studies: Evaluating how change has improved

organisations’ efficiency• Evaluate the needs of your employees to tailor an effective

performance management system• Design innovative new performance management systems

specific to your organisations’ needs

12:30 Lunch

SESSION 3: 13:30 – 14:45Linking core values, culture and engagement to build a high performance workforce

• Manage the performance of high potential employees critical toorganisational success

• The importance of clear communication – setting identifiablegoals

• Identify the challenges in nurturing high potential individuals andhow to overcome

• Actionable strategies to build an innovative workforce

14:45 Afternoon Tea

SESSION 4: 15:15 – 16:30 Building workplace capability

• Align learning and development within the workforce to meetworkforce capability needs

• Design strategic plans to meet the directions of the organisation• Support workforce capability needs during times of rapid

organisational change and transition• Contextualise learning and development programs to support

capability, culture and performance outcomes• Revitalising performance management systems• Linking individual and team performance with organisational and

performance requirements

16:30 Closing Summary and End of Workshop

PRE-CONFERENCE WORKSHOP

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Visit www.hrlawmasterclass.com for more details.

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TRAVEL & ACCOMMODATIONDelegates are responsible for the arrangement and payment oftheir own travel and accommodation. We have arranged a specialroom rate for delegates at a number of hotels. Please contact us forfurther details.TERMS & CONDITIONS1. Upon registration all invoiced sums, including applicable taxes, are payable in full by the delegate to Aventedge2. Should a delegate be unable to attend the event then a substitute delegate is welcome at no extra charge. However, no pass sharing at the event is allowed.3. Should a delegate be unable to attend the event and wish to cancel their registration then this will be subject to the following: a) All requests for cancellation need to be made in writing to the relevant Aventedge office b) Cancellations are only permitted 28 days or more before the event date. A $250 + GST administration fee will be charged per invoice c) 15 to 27 days before the event date: no refunds will be allowed, however, a credit voucher valid for 12 months will be issued. A $250 + GST administration fee will be charged per credit voucher. d) Within 14 days before the event date: no cancellations or refunds permitted e) Registrations can be transferred to a colleague from the same company before the event without a fee4. The event pass is valid for the designated person only. Pass sharing is not permitted.5. Aventedge will make its best endeavours to run the event per the published programme but reserves the right to alter the programme without notice including the substitution, alteration or cancellation of speakers, topics or the alteration of the dates of the event6. Aventedge is not responsible for any loss or damage as a result of a substitution, alteration, postponement or cancellation of an event

All intellectual Property rights in all materials produced or distributed by 'Aventedge' 7.in connection with this event is expressly reserved and any unauthorised duplication, publication or distribution is prohibited8. Client information is kept on our database and used to assist in providing selected products and services which may be of interest to the Client and which will be communicated by letter, phone, fax, email or other electronic means9. Important note: While every reasonable effort will be made to adhere to the advertised package, we reserves the right to change event dates, sites or location or omit event features, or merge the event with another event, as it deems necessary without penalty and in such situations no refunds, part refunds or alternative offers shall be made. In the event that we permanently cancel an event for any reason whatsoever, (including, but not limited to any force majeure occurrence) and provided that the event is not postponed to a later date nor is merged with another event, the Client shall receive a credit note for the amount that the Client has paid to such permanently cancelled event, valid for up to one year to be used at another 'Aventedge' event. No refunds, part refunds or alternative offers shall be made.10. Governing law: This Agreement shall be governed and construed in accordance with the laws of the country this event is being held, and the parties submit to the exclusive jurisdiction of the Courts in that country. However, 'Aventedge' only is entitled to waive this right and submit to the jurisdiction of the courts in which the Client's office is located11. If you need to contact us for any reason concerning your registration, please email us at [email protected]

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Pullman Melbourne Albert Park65 Queens Road, Melbourne 3004

Conference: Grand 1 & 2 BallroomWorkshop: Albert Room

employee performance measurement & management - brochure (ben)

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