HR Management and Strategic Planning Week

Transcription

1 C L A R I D E N June 2016 Knowledge for the world business leaders Australia HR Management and Strategic Planning Week 2 Separately Bookable Sessions In 2 Cities Session A: Integrating HR Planning with Operational and Business Plans to Drive Long Term Business Performance June 2016 Melbourne Marriott Hotel Audrey Ciccone Certified HR Professional by the Australian Human Resources Institute and the Human Resources Management Association in Canada Chief Strategist - HR Analytics & HR Strategy at Analytic Perspectives Chief Strategist - HR Strategy, Analytics at Human Perspective Consulting Served as Board of Director at BitNet and Fraser Valley Technology Network Session B: Managing Organizational Change, Stakeholder Engagement and Communications 6-7 June 2016 Brisbane Marriott Hotel Lori Grech Managing Director QL Management Consultants Most sought after Cultural Change Management and People Development Specialist, Lori has been a leading advisor to numerous CEOs and senior executives to facilitate successful organizational change Certified Executive Coach by Institute of Executive Coaching More than 26 years of consulting and professional experience for a wide range of industries including Health, Manufacturing, Public Services, Engineering and Government Board

2 Integrating HR Planning with Operational and Business Plans to Drive Long Term Business Performance Session A: June 2016 Melbourne Marriott Hotel Audrey Ciccone Chief Strategist - HR Analytics & HR Strategy at Analytic Perspectives Chief Strategist - HR Strategy, Analytics at Human Perspective Consulting Served as Board of Director at BitNet and Fraser Valley Technology Network Audrey Ciccone has over 20 years of experience as human resources professional in both Australia and Canada, working across multiple business sectors including manufacturing, healthcare, technology, life sciences, security and logistics. She holds professional certifications with the Australian Human Resources Institute and the Human Resources Management Association in Canada, in addition to her formal education in HR and Psychology. She is an engaging and thought-provoking speaker who has previously developed and facilitated public workshops and presentations with Murdoch University, Certified General Accountants of Canada, University of British Columbia, Australian Human Resources Institute and the Canadian HR associations. With her professional experience in HR management, many organizations have benefited from Audrey s training skills, including Citic Pacific Mining, Wesfarmers, Rio Tinto, Mantra Group, Bank of Queensland, John Deere, City of Busselton, IKEA, Western Australian Department of Education Services and many others. Audrey s passion lies in designing innovative HR strategic planning and innovative programs that optimize workforce productivity and effectiveness in order to drive improved bottom line results. Skilled in data analysis and interpretation, Audrey began using data early in her career and brings this experience into her presentations where she synthesizes the world of metrics and workforce planning into practical, achievable steps that companies can utilize to enhance business improvements. Testimonials This training has provided a platform for me to improve and expand my HR reporting for my business. - HR Analytics Officer, Bank of Queensland Audrey is really good at keeping the session relevant and willing to talk through different scenarios - HR Officer, Boystown Audrey is an engaging and informative facilitator. Her style was easy to follow and her use of examples was excellent. - Coordinator, Learning & Development, Lottery West Great to hear so many personal stories. Love when you can hear practical applications of theory. - Training & Development Coordinator Building, Management and Works WA 2

3 Integrating HR Planning with Operational and Business Plans to Drive Long Term Business Performance Session A: June 2016 Melbourne Marriott Hotel EXECUTIVE SUMMARY Program: Date: Location: Integrating HR Planning with Operational and Business Plans to Drive Long Term Business Performance June 2016 Melbourne Marriott Hotel Early Bird 1 (Register & pay by 11 April 2016): Early Bird 2 (Register & pay by 9 May 2016): Regular Tuition Fee: AU$1,995 AU$2,195 AU$2,295 Group discount of 10% for 2nd participant from the same organization. For limited time only by 9 May 2016 register 3 participants and the 4th participant will receive a complimentary seat (One discount scheme applies). Program Essence: Designed for HR professionals, this 2-day comprehensive executive program will show you how to create a comprehensive HR plan that effectively integrates HR with your company s critical operational and strategic business objectives. With an effective HR plan, you will learn how to facilitate a strategic conversation with your business units and senior management and weave in major HR initiatives such as workforce planning to improve your overall strategic planning. Led by Audrey Ciccone, Certified HR Professional with more than 20 years of HR consulting experiences in international organizations, including Citic Pacific Mining, IKEA, Wesfarmers, Rio Tinto, Mantra Group and Bank of Queensland, this program will also show you how to fully utilize effective HR analytics, policies, metrics and frameworks for your HR business plan. You will discover how to turn analytics insights into justifiable and actionable HR plans, facilitating the strategy conversation and winning your stakeholders buy-in. In addition, you will discover how to build a business-focused HR team that helps your organization assess the effectiveness of your HR strategies while identifying and reducing risks and variability within the HR planning process. Packed with real-life case studies and interactive discussion sessions, you will leave this program with comprehensive knowledge and powerful strategies on how to formulate and assess an effective HR plan that is well integrated with your operation, finance and business strategies to drive sustainable business growth. 3

4 Integrating HR Planning with Operational and Business Plans to Drive Long Term Business Performance Session A: June 2016 Melbourne Marriott Hotel PROGRAM INTRODUCTION Most companies understand the importance of HR planning, but many do not understand how to integrate HR planning with operational and business plans effectively to drive sustainable growth. Based on an Ernst & Young survey with more than 1,000 senior executives from global MNCs, more than 75% of the companies still find it a challenge to establish an explicit link between HR planning and business objectives. The problem here is that most companies are unable to identify HR as a strategic business partner. In addition, companies are hindered by the inability to effectively utilize HR analytics to turn analytics insights into justifiable and actionable HR strategies for successful business outcomes. Many companies have also highlighted the lack of cooperation and insights from finance and operation departments in the formulation of HR strategies. Without the ability to align HR planning with business needs, the HR function may be perceived as a poor contributor to organizational objectives and may lead to poor talent management, high attrition rates, poor organizational culture and hurt the core of the business, which is its people s asset. Designed for HR professionals, this 2-day comprehensive executive program will show you how to create a comprehensive HR plan that effectively integrates HR with your company s critical operational and strategic business objectives. With an effective HR plan, you will learn how to facilitate a strategic conversation with your business units and senior management and weave in major HR initiatives such as workforce planning to improve your overall strategic planning. Led by Audrey Ciccone, Certified HR Professional with more than 20 years of HR consulting experiences in international organizations, including Citic Pacific Mining, IKEA, Wesfarmers, Rio Tinto, Mantra Group and Bank of Queensland, this program will also show you how to fully utilize effective HR analytics, policies, metrics and frameworks for your HR business plan. You will discover how to turn analytics insights into justifiable and actionable HR plans, facilitating the strategy conversation and winning your stakeholders buy-in. In addition, you will discover how to build a business-focused HR team that helps your organization assess the effectiveness of your HR strategies while identifying and reducing risks and variability within the HR planning process. Packed with real-life case studies and interactive discussion sessions, you will leave this program with comprehensive knowledge and powerful strategies on how to formulate and assess an effective HR plan that is well integrated with your operation, finance and business strategies to drive sustainable business growth. WHO WILL BENEFIT THE MOST This program is designed for: CHRO/GM/President/VP/Director/Head/Leader/Senior Manager/Manager in o Human Resource o Operations o Business Including Business Owners, Advisors and Professionals of Family-Owned Businesses who are interested in the key concepts and activities involved in Managing Organizational Change, Stakeholder Engagement and Communications LEARNING OBJECTIVES Through this program, participants will be able to: Develop strategic HR plan that links HR management practices and priorities to business objectives Utilize HR analytics to gain insights and support your HR planning process Integrate operational and financial planning into HR plan Assess the effectiveness of your HR plan implementation Build a business-focused HR team Reduce risks and variability within the HR planning process to drive long term performance Communicate your strategic HR plan effectively to win stakeholders buy-in 4

5 Integrating HR Planning with Operational and Business Plans to Drive Long Term Business Performance Session A: June 2016 Melbourne Marriott Hotel PROGRAM OUTLINE DAY ONE Taking an Outside-In approach to HR Planning Understanding your company s business climate, growth strategy and strategic imperatives The shifting competitive landscape and anticipating external trends: PESTEL, SWOT Four phases of strategic positioning Co-creation of a Strategic Plan Breaking down the elements of a strategic plan: long term and operational plans Integrating strategic planning tools: Balanced Scorecard, OGSM Coordination of operational, human resource and financial planning cycles Balancing strategic interests Facilitating the strategy conversation Balancing HR s Strategic and Operational Plans Prioritizing strategic and operational HR outcomes Dual focus approach to current year resourcing and plans while advancing the longer term capabilities and culture Additional strategic HR drivers: compliance and developing internal capability Reducing risk and variability to drive longer term performance Auditing HR s impact and integration with broader business priorities The Link to HR Analytics HR s strategic obligation to quantify and mitigate risk Mindset transition from dashboards to a business outcomes focus Using analytics to gain insight and impact on operational KPI s Critical issue analysis at the intersection of people and operations Moving from measuring trends to uncovering underlying causes to make targeted change Developing organization wide data definitions for common analysis DAY TWO Workforce Planning Using strategic workforce planning to reinforce the material from Day 1 Setting priorities, identifying and addressing workforce gaps Targeting critical roles, functions and capabilities linked to the future needs of the business Applying business strategy and commercial climate realities to resourcing plans: environmental scanning Steps required to develop a robust workforce plan o Assessing current capacity and workforce flows (turnover, promotions, etc.) o Forecasting demand and supply Resourcing Gap Analysis Integrating analytics, policies and practices to future-proof your talent pool Applying workplace trends and risk factors to build strategic resourcing plans Bringing it All Together Linking strategic, operational and HR strategies with their impact on planning, policies and data Scenario planning HR Capability Development Strategy Building a business focused HR team with skills from technical to conceptual Strategic skill building essentials to shift HR towards true business partnership Shifting from compliance to an outcomes focus 5

6 Managing Organizational Change, Stakeholder Engagement and Communications Session B: 6-7 June 2016 Brisbane Marriott Hotel Lori Grech Managing Director QL Management Consultants Most sought after Cultural Change Management and People Development Specialist, Lori has been a leading advisor to numerous CEOs and senior executives to facilitate successful organizational change Certified Executive Coach by Institute of Executive Coaching More than 26 years of consulting and professional experience for a wide range of industries including Health, Manufacturing, Public Services, Engineering and Government Board Lori has extensive experience as a senior HR manager, consultant and executive coach over 26 years. Lori started her own career development as a senior HR practitioner in the public sector, where she was responsible for facilitating a transformational change across government in large complex organizations. Lori was initially a senior HR practitioner at the Health Department, where she was responsible for facilitating a statewide business reform and service expansion for the School Dental Services. Subsequently, she undertook in-house management consultant roles at the Department for Productivity and Labor Relations and the Public Service Commission, where she managed decentralization change initiatives across the WA public sector, in addition to coordinating middle management and graduate development programs as part of a whole of government people development strategy. Since establishing her own consultancy boutique in 1997, Lori has been sought after by a wide range of industries that require advice and consulting in organizational development, change management and capacity building of senior leaders and teams. A partial list of companies that have benefited from Lori s expertise includes Decmil, DT Hiload, Landgate, Water Corporation, Government of Western Australia, Public Trustee, WA Country Health Services, and Goldfields Institute of Technology Testimonials During my time as Head of Production Investment (Acting CEO-Production) I commissioned Lori Grech (QL Management) to deliver a one-day workshop to build the collaborative and communication skills of our organisation s leadership team. Lori consulted on and researched our needs with great care and intelligence. Lori s preparation for the course was exemplary and her delivery of the session was inspiring and engaging. The session was varied and well planned and resulted in a high level of participation amongst staff. We all learnt a lot in that one day and, in the weeks and months following, the key messages from that session became part of the way that we talked about our approach to team work, communication and managing challenging situations. The information and activities provided in the workshop significantly improved our overall performance as a team and our capacity to grow and learn. - CEO Lori was quickly able to engage the audience through setting the scene and proposing a model which the group could analyse and discuss. Lori also asked a range of challenging questions and facilitated discussion on both positive and challenging aspects of the current team dynamic. As a result the group could see how some of their own behaviours impacted on the broad functioning and productivity of the group. Lori does this in a professional and supportive way, but is also able to pose provocative questions to stimulate real debate, and ultimately achieve trust within the group.the feedback and interaction from the group was the most positive and engaged I have seen them respond to an external presenter, and has lead us to develop further as a more cohesive team and to have the challenging conversations. I would recommend Lori as a dynamic, engaging presenter who is able to deliver results in accordance with the brief. - Managing Director 6

7 Managing Organizational Change, Stakeholder Engagement and Communications Session B: 6-7 June 2016 Brisbane Marriott Hotel EXECUTIVE SUMMARY Program: Date: Location: Managing Organizational Change, Stakeholder Engagement and Communications 6-7 June 2016 Brisbane Marriott Hotel Early Bird 1 (Register & pay by 11 April 2016): Early Bird 2 (Register & pay by 9 May 2016): Regular Tuition Fee: AU$1,995 AU$2,195 AU$2,295 Group discount of 10% for 2nd participant from the same organization. For limited time only by 9 May 2016 register 3 participants and the 4th participant will receive a complimentary seat (One discount scheme applies). Program Essence: Senior executives frequently know that organizational change is imperative but can t determine exactly what has to change or how to make it happen. Clariden s Managing Organizational Change, Stakeholder Engagement and Communications helps you set in the right direction for a transformational initiative and inspire effective action. This program will redefine how you think about change in your organization and embark on a successful change management journey. Designed for HR professionals who are taking leadership roles in driving organizational change, this comprehensive 2-day program will show you how to execute change more effectively within your organization. You will learn the different models of change management and tools that you can apply to lead changes more effectively. You will learn how to examine people s attitudes and assumptions towards change and build an effective stakeholder engagement and communications plan to create and sustain a positive momentum for change while forming a broad network of support. You will discover the key steps you should adopt when undertaking strategic change management and establish an action plan that will help you commit people to action. Through actual case studies and group discussions, you will understand why up to 70% of change initiatives fail, the critical success drivers that underpin a successful change, and how you can embark on an effective change journey today. Led by Lori Grech an outstanding faculty leader who has facilitated major organizational changes, you will leave this program with comprehensive knowledge, powerful strategies and an effective game plan to manage a successful organizational change and increase HR s impact as a strategic business partner. 7

8 Managing Organizational Change, Stakeholder Engagement and Communications Session B: 6-7 June 2016 Brisbane Marriott Hotel PROGRAM INTRODUCTION Most companies understand the importance of managing organizational change, stakeholder engagement and communications, but many do not understand how to implement a successful organizational change strategy and communicate it effectively to their stakeholders. A recent report by the Australia Human Resources Institute highlighted that 65% of HR professionals are facing difficulties in implementing organizational change strategy and communicating it effectively with their senior management and board members for successful execution. The problem here is that most HR professionals are unable to define a clear strategy and vision for organizational change. In addition, they are hindered by a poor stakeholder engagement plan and ineffective communication strategy. Many of them also highlighted their challenge of being unable to justify their HR initiatives through data and analyticsdriven perspectives, as well as ineffective storytelling and data visualization methods to key stakeholders. Without strategic planning for organizational change, stakeholder engagement and communication effort, organizations may face poor change management and miscommunication among stakeholders and employees, and thus hindering organizational improvement and growth. Designed for HR professionals who are taking leadership roles in driving organizational change, this comprehensive 2-day program will show you how to execute change more effectively within your organization. You will learn the different models of change management and tools that you can apply to lead changes more effectively. You will learn how to examine people s attitudes and assumptions towards change and build an effective stakeholder engagement and communications plan to create and sustain a positive momentum for change while forming a broad network of support. You will discover the key steps you should adopt when undertaking strategic change management and establish an action plan that will help you commit people to action. Through actual case studies and group discussions, you will understand why up to 70% of change initiatives fail, the critical success drivers that underpin a successful change, and how you can embark on an effective change journey today. At the end of the two-days, you will leave this program with comprehensive knowledge, powerful strategies and an effective game plan to manage a successful organizational change and increase HR s impact as a strategic business partner. KEY BENEFITS This program is designed for: CHRO/GM/President/VP/Director/Head/Leader/Senior Manager/Manager in o Human Resource o Operations o Business Including Business Owners, Advisors and Professionals of Family-Owned Businesses who are interested in the key concepts and activities involved in Managing Organizational Change, Stakeholder Engagement and Communications LEARNING OBJECTIVES By the end of this program, participants will be able to: Identify critical elements of successful change management Develop an effective change management strategy to meet emerging and future business challenges Layout a strategic timeline to manage change Create an environment for successful change initiatives Build understanding, trust and co-operation between internal and external stakeholders Implement a people driven program that enhances business performance and sustainability Communicate effectively to overcome managerial and employee resistance to change Build a learning organization that is agile and adapts to rapid change Harness the power of social media as a communication and learning facilitator Build business acumen and financial competence in HR to play a lead role in managing change 8

9 Managing Organizational Change, Stakeholder Engagement and Communications Session B: 6-7 June 2016 Brisbane Marriott Hotel PROGRAM OUTLINE DAY ONE - Morning Theory for Change and Leadership Considerations Kotter s 8-step change process Integral model for change & developing the landscape Readiness for change questionnaire/assessment Manage others through change & the human change model Manage resistance to change, the emotional drivers for maintain the status quo; including video Manage assumptions & unwritten ground rules DAY ONE - Afternoon Leading rather than Managing Change Key steps in strategic change management Defining culture and its links to leadership & change efforts Case study on culture and organizational performance Set a vision for change and define the ideal future (appreciative inquiry exercise) SWOT analysis and prioritize critical activities DAY TWO - Morning Stakeholder Engagement Strategies Map the future through images and metaphors develop a wall mural that visualizes the future Use narrative to capture the hearts and minds for change an exercise in organizational storytelling Develop trust through empowerment strategies & manage the elephants in the room Identify key stakeholders and tailor communication strategies using a WIFM model for engagement DAY TWO - Afternoon Setting Up for Success Connect organizational change goals to a strategic engagement matrix Use a stakeholder capability matrix to define learning opportunities and skills development Identify measures of success for short, medium and long term Commit to action; a practical exercise of action planning in own organization 9

10 HR MANAGEMENT AND STRATEGIC PLANNING WEEK June 2016 Australia C L A R I D E N Knowledge for the world business leaders REGISTRATION PAGE PROGRAM FEES Session Program A: Integrating HR Planning with Operational and Business Plans to Drive Long Term Business Performance Program B: Managing Organizational Change, Stakeholder Engagement and Communications GROUP DISCOUNTS 1st Early Bird Fee Per Participant (If payments & registrations are received by 11 April 2016) AU$1,995 AU$1,995 2nd Early Bird Fee Per Participant (If payments & registrations are received by 9 May 2016) AU$2,195 AU$2,195 Regular Fee AU$2,295 AU$2,295 Combination of different participants from the same company is allowed. For 2 registrations from the same company and billing source, the 2nd participant enjoys a 10% discount. For registrations before 9 May 2016 and for 3 or more participants, the 4th participant will receive a complimentary seat Booking Contact (Approving Manager) Mr/Mrs/Ms: Job Title: Department: Telephone: Fax: Organization: Address: Postal Code: I would like to receive more information on hotel accommodation using Clariden Global coporate rate. Please register the following participant for this seminar. (Please tick to select your seminar(s). You may tick more than one.) 1st Participant Name (Mr/Mrs/Ms): Job Title: Department: Telephone: Fax: Date of Birth: Program(s): A B 2nd Participant Name (Mr/Mrs/Ms): Job Title: Department: Telephone: Fax: Date of Birth: Program(s): A B 3rd Participant Name (Mr/Mrs/Ms): Job Title: Department: Telephone: Fax: Date of Birth: Program(s): A B 4th Participant Name (Mr/Mrs/Ms): Job Title: Department: Telephone: Fax: Date of Birth: Program(s): A B VENUE AND ACCOMMODATION INFORMATION Melbourne Marriott Hotel June 2016 Corner Exhibition & Lonsdale Streets Melbourne Victoria 3000 Australia Tel: : Website: melmc-melbourne-marriott-hotel/ Brisbane Marriott Hotel 6-9 June Queen Street, Brisbane, Queensland 4000, Australia Tel: Fax: Website: travel/bnedt-brisbane-marriott-hotel/ 4 WAYS TO REGISTER admissions@claridenglobal.com Fax: Call: Website: PAYMENT METHODS BY CHEQUE / BANK DRAFT : Made payable to CLARIDEN GLOBAL INTERNATIONAL LIMITED and mail to: 3 International Business Park, #04-29, Nordic European Centre, Singapore BY TELEGRAPHIC TRANSFER TO: Bank Name: Standard Chartered Bank Bank Code: 7144 Bank Branch Code: 001 Bank Address: 6 Battery Road, #01-01 Singapore Bank Account No: Bank Account name: CLARIDEN GLOBAL INTERNATIONAL LIMITED SWIFT Code: SCBLSG22 Please note that all bank charges are to be borne by participants. Please ensure Clariden Global International Limited receives the full invoiced amount. Note: Please include invoice number on all payment types and your company s name in your payment instructions for our reference. CREDIT CARD: To make payment by credit card, please call our client services hotline at HOW TO REGISTER AND PAY An invoice and registration confirmation will be sent within 7 days, please contact us if you have not heard from us within 7 days. Payment can be made by credit card, by bank transfer or by cheque made payable to Clariden Global International Limited. ALL PAYMENTS MUST BE RECEIVED IN ADVANCE OF THE EVENT. ACCOMMODATION Accommodation is not included in the program fee but you will be entitled to use our corporate rate for your accommodation. Information will be sent along with your registration confirmation. CANCELLATIONS AND SUBSTITUTIONS Once we have received your booking, the place(s) are confirmed. No refunds will be made for any cancellations, however, program credits of equivalent value only applicable for Clariden Global events will be provided. Credits can only be redeemed for 1 program and is valid for only one (1) year from date of issue. Substitution with a qualified candidate is allowed by providing at least 5 working days of advance notice to Clariden Global. One time substitution is allowed with no charges. Subsequent substitutions will be charged 10% admin fee. ALL CANCELLATIONS MUST BE RECEIVED IN WRITTEN FORM PLEASE NOTE: Clariden Global International Limited reserves the right to change the content and timing of the programme, the speakers and the date and venue due to reasons beyond their control. If in the unlikely event that the course is cancelled, Clariden Global International Limited will refund the full amount and disclaim any further liability. ENQUIRIES: If you have any queries about registration or payment please do not hesitate to contact our client services department on PRIVATE DISCLOSURE STATEMENT: Any information provided by you in relation to this event is being collected by Clariden Global International Limited and will be held in the strictest confidence. It will be added to our database for the primary purpose of providing you with information about future events and services. Visit us at for upcoming events FOR OFFICIAL USE FEE RECEIVED REFERENCE L /BL/KN