We live in an increasingly dynamic and fluid world. As workplaces transform, employees are demanding more flexibility and technology is promising to liberate HR departments from transactional tasks. What will HR roles look like in the future?
- Preparing your workforce for future challenges and opportunities
- What does the future hold for progressive and flexible work options and benefits?
- How can we guide and supporting teams for a future that is uncertain?
Chief People Officer, Bank of New Zealand
Execution of HR programs and business strategies often takes place at the mid-level and supervisory level. While HR teams develop HR programs, it is the line managers, supervisors, and middle managers who can really make things happen. How can we make sure that middle managers are aligned, coached and trained to succeed?
- Building the human and soft skills of managers and supervisors
- Do we need a new type of leadership and management to support the Fourth Industrial Revolution?
- Creating leaders and managers with emotional intelligence and empathy
- Helping leaders to become thoughtful, authentic and inclusive in the way they manage their teams
Acting Director Capability and Engagement, Fonterra
Chief People Officer, Vend
Chief People Officer, Vocus Group
General Manager, People & Culture, Chorus NZ
The world is moving quickly. Progressive organisations are responding by transforming hierarchical structures into agile teams. Now more than ever, being quick, agile and responsive is everything. But how do we offer career development and certainty in this new dynamic and flat structure?
- Agile strategies, structures, people, processes and technology
- Shifting away from hierarchical, command and control leadership structure
- What does a non-hierarchical approach to career development look like?
- Enabling talent to move around to gain experience on different projects continue learning
- What career progression can we provide in a lean, low hierarchy environment?
Vice President, People, Orion Health
We are shifting from viewing our workforce as a collective to appreciating and embracing the uniqueness of individuals. Accordingly, HR will be shifting focus from an employee experience to individual experience.
- Educating employees to discover their personal strengths, passions and purpose
- Facilitating high communication between departments, greater involvement with staff family and passions, and a focus on career development for staff
- Solutions that apply personalisation wisely in a scalable way
- Taking a holistic approach that sees employees as whole people and aims to ensure the best for each
- Examples of highly connected and very personalised people management strategies
General Manager People – Revenue & Employee Experience, Air New Zealand
General Manager People and Communications, Kiwi Property
Head of Culture and Performance Strategy and Employee Experience, NZME
HR leaders increasingly need to think ‘big picture’ and analyse HR data to drive decision making. In the future, how will HR teams use data to tell stories?
- Making connections across data and information to inform successful decision making
- Using data and analytics to influence stakeholders at all levels
- How to shape data into a narrative to help reveal findings, trends or underlying patterns
- Using linked visualisations to explain how and why HR data changes over time
- How can we use data to think differently about the employee experience?
HR teams in the future will need to shape corporate cultures and business practices to create the best workforce to meet future needs. What cultural and behavioural attributes should we be focusing on?
- Building a culture and skillsets will help your organisation to evolve and thrive
- Selecting, developing and managing workforces that will demand more of their leaders
- Developing capability for the future – but what does the future hold?
- What do HR teams and employees need to do to survive and thrive in the Fourth Industrial Revolution?
General Manager People and Culture, Public Trust
Executive General Manager People & Culture, Genesis Energy
Group People and Culture Manager, Moana New Zealand
Chief People & Culture Officer, Skycity Entertainment Group