Understanding the Interaction between Employee Productivity Drivers: Interview with: Sean Bowman, CHRO, Alinta Energy


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Understanding the Interaction between Employee Productivity Drivers: Interview with: Sean Bowman, CHRO, Alinta Energy, a speaker at the marcus evans HR Summit 2013, on understanding the key drivers of employee productivity.

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Understanding the Interaction between Employee Productivity Drivers: Interview with: Sean Bowman, CHRO, Alinta Energy

  1. 1. Understanding the Interaction between Employee Productivity Drivers performance, it is really important for goes beyond pay and location. Defining HR to describe outcomes in terms of and promoting this proposition is key, value creation. For example, improving but it needs to be authentic. It will be engagement scores is not an outcome in played out by your own people in terms itself if the link to business results of what they say about your company, cannot be demonstrated. so corporate spin will not cut it. Why is it critical to distinguish Any final words of advice? engagement and culture? Strive to be as commercial and as Culture is the underlying behaviours in business savvy as anyone in the the organisation, while engagement is company. Always ensure there is a clear the degree to which people are link between company and HR strategyInterview with: Sean Bowman, passionate, strive for the organisation and describe results in terms of valueCHRO, Alinta Energy and want to make a difference. creation, not HR activities. Talking intelligibly to the business and“Human Resources (HR) directors drawing link to business results istend to know what the key levers of critical. Most people understand theemployee productivity are, but they talent link and how having great peopledo not always understand how they means a greater chance of achievinginteract with each other,” believes Sean results. But getting the right people in is GettingBowman, CHRO, Alinta Energy. not enough. A talented person who does not fundamentally care about theA speaker at the marcus evans HR business will not look for innovativeSummit 2013, in the Gold Coast, ways to produce results, so theQueensland, Australia, 13 - 15 March, company will not get the most out of the rightBowman gives his take on employee that person. If a talented employee isproductivity and what HR directors engaged, but is not displaying the rightoverlook that he considers critical for a behaviours, they will not perform at thebusiness. highest level e.g. I know people who people love the company they work for and areWhat has the biggest impact on talented, but the underlying culture ofemployee productivity that HR the organisation is political, bureaucraticdirectors overlook? and slow. This is not conducive to high performance now matter how talented inHR directors tend to know what the and engaged an employee is.key levers of employee productivity are,but they do not always understand how How can they attract talentedthey interact with each other. I often people to their organisation? is nothear people use “engagement” and“culture” interchangeably, but they are Top tier talent are looking for two things -different measures. If there isn’t a great company, one that people wantabsolute clarity on HR measures, it is to work for and can be proud of, and avery difficult to explain how they drive great role, where they can learn, grow enoughsuperior business results. and make a difference. Too often people join companies because of pay andChief Executive Officers and senior location. But these are not sustainable -leaders are primarily interested if another company offers the same rolein business results not HR activities per in the same location at higher pay, yourse. Whilst most progressive senior people are at risk. Great companiesleaders get the link between talent, have access to top tier talent becauseculture and engagement, and business they have a compelling proposition that
  2. 2. About the HR Summit 2013 The HR Network – marcus evans Summits group This unique forum will take place at the RACV Royal Pines Resort, Gold Coast, delivers peer-to-peer information Queensland, Australia, 13 - 15 March 2013. Offering much more than any conference, on strategic matters, professional exhibition or trade show, this exclusive meeting will bring together esteemed industry trends and breakthrough thought leaders and solution providers to a highly focused and interactive networking innovations. event. The Summit includes presentations on incorporating social media into employee engagement strategies, empowering employees, winning the talent battle, and grooming leaders to withstand the ever changing nature of economic markets. www.hranzsummit.com Please note that the Summit is a Contact closed business event and the Sarin Kouyoumdjian-Gurunlian, Press Manager, marcus evans, Summits number of participants strictly Division limited. Tel: + 357 22 849 313 Email: press@marcusevanscy.com For more information please send an email to info@marcusevanscy.com All rights reserved. The above content may be republished or reproduced. Kindly inform us by sending an email to press@marcusevanscy.comAbout marcus evans Summitsmarcus evans Summits are high level business forums for the world’s leading decision-makers to meet, learn and discussstrategies and solutions. Held at exclusive locations around the world, these events provide attendees with a unique opportunity toindividually tailor their schedules of keynote presentations, think tanks, seminars and one-to-one business meetings.For more information, please visit: www.marcusevans.comUpcoming EventsCorporate Learning & Talent Development Summit (North America) - www.cltdsummit.comHR Technology Summit (North America) - www.hrtechnology-summit.comTo view the web version of this interview, please click here: www.hranzsummit.com/SeanBowman