HR Metrics & Analytics for Strategic Decisions Making Summit 2016

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î Conference Dates: 9 & 10 February 2016 î Bayview Eden, Melbourne
Workshop Date: 8 February 2016
DEFINING, TRACKING AND ALIGNING METRICS TO ORGANISATIONAL
GOALS AND UTILISING ANALYTICS TO GENERATE INSIGHT
24 Sessions Including 15 Case
Studies addressing how you align
relevant metrics to key business
outcomes, and using analytics to
generate valuable insights for strategic
decision making
4 Workshops allowing you to:
1. Understand the impacts of retention
and turnover and generate valuable
insights for CEOs, COOs and HR
practitioners
2. Create predictive models to plan for
an aging workforce
3. Communicate data to business
partners through effective reporting
methods
4. Identify which metrics to measure
and when to apply them to inform
business decisions
4 Streams to offer you a choice in 4
key areas which focus on:
1. Workforce Planning
2. Industry Best Practices
3. Change Management
4. Data Integrity
3 Interactive Panel Discussions
identifying the key HR metrics to
predict, forecast and visualise; how to
link metrics to business outcomes; and
the key skills HR leaders need in their
toolbox to move up the value chain
3 International Keynote Presentations
addressing how to use metrics and
analytics to coordinate and mobilise a
workforce on a global scale
An Interactive Champagne
Roundtable and Problem Solving
Discussion to help you understand
critical steps needed to build a
foundation that draws insights from data
WHY YOU
SHOULD
ATTEND
HEADS OF HR AND
HR DIRECTORS:
WORKFORCE ANALYTICS
AND PLANNING:
CONFERENCE
CHAIRPERSON:
ROUNDTABLE & PANEL
DISCUSSIONFACILITATOR:
INTERNATIONAL
GUEST SPEAKERS:
DATA ANALYSTS
AND HR SYSTEMS:
Super Early Bird Available! Register by 4th December 2015 and save up to $1200
Darlene Winston
Board Member
Telstra SNP
Monitoring, GM
People & Partner SNP
Security
Christine Connor
Head of Talent
Acquisition, Coles
Kelly Young
HR Director,
Fairfax Media
Michael Gillett
Manager Workforce
Analytics,
Australia Post
Dr Damien West
HR Group Manager,
Australian Public
Service Commission
Vicki Leaver
Executive Director,
Legal Aid NSW
Grant Lepan Walker
Senior Manager
Workforce Analytics,
Monash University
Edwin Kumar
Senior Analyst
Workforce Planning,
NBN Co. Limited
Donna Russell
Executive Director of
Data & Research,
Victorian Public
Sector Commission
Gustavo Canton
Senior Director
of Research,
Walmart (USA)
Alex Garcia
Director, Test &
Learn Global People
Analytics,
Walmart (USA)
Scott MacSween
Senior HR Business
Partner, World
Vision International
(France)
Karl Strichow
Director Workforce
Analytics, Australian
Taxation Office
Who Will You Meet at the event?
î CHRO
î HR Directors
î HR Business Partners
î Head, Manager – Workforce/
People Metrics
People Optimisation
People Analytics
People Planning
Turn to page
2 for the full
speaker list..
BOOK NOW! î T: + 61 2 9229 1000 î F: + 61 2 9223 2622 î E: registration@iqpc.com.au î W: www.hrmetricsandanalytics.com.au

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WELCOME
Dear Colleague,
In the coming 2 years, 95% of senior HR leaders indicated that their
function plans to increase investment in HR data and analytics.
Companies that use metrics and data to improve overall business
goals, outperform their competition 58% of the time and by margins of
up to 200%.
In light of this, senior HR executives lead the call to quantify HR
metrics and track how they support business initiatives and inform
strategic decision making.
With this in mind, IQPC are pleased to announce the launch of HR
Metrics & Analytics for Strategic Decision Making 2016, a platform
where industry can come together to better understand how to define,
track and align metrics to organisational goals and utilise analytics to
generate insight.
The following key themes and issues will be addressed:
£ Identifying key HR metrics to predict, forecast and visualize
£ Aligning metrics to key business outcomes and goals
£ Using analytics to tell a story that generates intelligent insights for
your organisation
£ Determining relevant data to identify a single source of truth
£ Leveraging metrics to determine costs and impact of workforce to
an organisation
£ Key skills a HR business partner should have in their toolbox
£ Leveraging dashboards and systems to drive HR strategy and
benchmark business performance
We also entertain larger group bookings with further discounts so
please do get in contact if you are planning on bringing a large team.
Join me and your peers in Melbourne on 9 & 10 February 2016 to
explore the opportunities and benefits that HR Metrics & Analytics
for Strategic Decision Making 2016 has to offer. I look forward to
meeting you there. .
Kind regards,
Erika Aligno
Conference Producer
Be More than a name on a business card.
Stand out as a sponsor or exhibitor.
HR Metrics & Analytics provides a unique platform which encourages
open conversation with professionals and solution-providers. HR Metrics
& Analytics for Strategic Decision Making 2016 is a must-attend event
for businesses which have a service or solution that would bring benefit
to an audience of senior executives leading their organisations and
departments.
To find out more about the outstanding sponsorship and exhibition
opportunities available at the Summit contact me on +61 2 9229 1050 or
sponsorbranding@iqpc.com.au
Tilak Antony
î Darlene Winston, Board Member Telstra
SNP Monitoring, GM People & Partner SNP
Security (Conference Chairperson)
î Alex Garcia, Director, Test & Learn Global
People Analytics, Walmart (USA)
î Scott MacSween, Senior HR Business
Partner, World Vision International (France)
î Christine Connor, Head of Talent Acquisition,
Coles
î Julie Shearman, HR Director, formerly of
National Heart Foundation
î Gustavo Canton, Senior Director of
Research, Walmart (USA)
î Vicki Leaver, Executive Director,
Legal Aid NSW
î Kelly Young, HR Director, Fairfax Media
î Michael Gillett, Manager Workforce
Analytics, Australia Post
î Dr Damien West, HR Group Manager,
Australian Public Service Commission
î Sarah Proudford, Assistant Director Workforce
Strategies, Australian Bureau of Statistics
î Robert Brierley, Human Resources Director,
PACCAR Australia
î Austen Sharp, Senior Manager, People &
Culture, Energy Markets, Origin Energy
î Edwin Kumar, Senior Analyst Workforce
Planning, NBN Co. Limited
î Rosalind Tregurtha, HR Director,
Fairfax Media
î Katherine Oliver, HR Analyst,
Transport Accident Commission
î Grant Lepan Walker, Senior Manager
Workforce Analytics, Monash University
î Brett Holmes, Head of HR Systems, Jemena
î Karl Strichow, Director Workforce Analytics,
Australian Taxation Office
î Alice Hoffman, Senior Workforce Consultant,
Corporate, Hunter New England Local
Health District
î Belinda Ellem, HR Service Delivery Manager,
People Culture & Safety, Unity Water
î Trent Pawsey, HR Manager, McCormick
î Aidan Finlay, Workforce Optimisation
Advisor, SunCorp Bank Group
î Donna Russell, Executive Director
of Data & Research,
Victorian Public Sector Commission
CONFERENCE SPEAKERS:

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CONFERENCE DAY ONE
Tuesday, 9 February 2016
8:20 REGISTRATION & WELCOME COFFEE
8:50 OPENING STATEMENT FROM CONFERENCE
CHAIRERSON
Darlene Winston, Board Member Telstra SNP
Monitoring, GM People & Partner SNP Security
9:00 Legal Aid NSW – Using Surveys, Analytic Profiling and
Metrics to Determine Costs of Workforce to an
Organisation
The workforce comprises between 60% and 80% of total
expenses to an organisation. When looking at the costs of
the employee life cycle, it is helpful to analyse the data
as a whole as well as by slicing by details. In this session,
Vicki will explore key considerations to be taken into
account when understanding the impacts of the
workforce to an organisation:
• Identifying workforce profile through analytic profiling
and internal labour analysis to show areas and gaps of
weakness and strengths in workforce
• Building soft skills through training, development and
team dynamics
• Using cultural surveys to determine diversity
and adversity in organisation and to make effective
service management decisions
• Using and applying metrics to make business decision
Vicki Leaver, Executive Director, Legal Aid NSW
9:40 Solution Provider Thought Leader Session
*please contact Tilak.antony@ipqc.com.au to discuss
10:00 International Case Study: How Walmart are Using Data
to Support Decision Making
Gustavo Canton, Senior Director of Research,
Walmart (USA)
10:40 SPEED NETWORKING BREAK (30 mins) & COFFEE
BREAK (20 mins): An effective structured interactive
session designed to help you expand your network
through one-on-one focused conversations
STREAM A: WORKFORCE PLANNING STREAM B: INDUSTRY BEST PRACTICES
11:30 PRESENTATION: Role of Data Mining and Workforce
Data in Decision Making
Typically ad hoc reporting has been used, to inform
workforce decisions. Companies are expected to increase
reliance on workforce analytics over the next 2 years,
yet only 40% of companies appear to use data reactively.
In this session, Michael will evaluate the role of workforce
data in decision making and how this can be utilised more
effectively.
• Identify the strengths and weaknesses of the of current
workforce reporting
• Providing insights into workforce to support workforce
planning strategies
• Turning metrics into meaningful business insights to
provide systemic evidence to support decisions
Michael Gillett, Manager Workforce Analytics,
Australia Post
PRESENTATION: Understanding Best Practices to Pull Relevant
HR Metrics, Achieve Data Integrity and Generate valuable
Insights
Many organisations have jumped on the HR Big Data bandwagon
without having or understanding the right infrastructures in place
to execute meaningful insights. In this session, Brett will dissect the
evolution of metrics and how to isolate relevant information from
competing and multiple sources of channels so how you can use
that information to make informed business decisions.
• Learning how to define the metrics of success
• Learning how to establish targets, including acceptable ranges
• Understanding how to capture data versus using data
• Learning how to create a dashboard, including “at a glance” data
with visual indicators
Brett Holmes, Head of HR Systems, Jemena
12:10 PRESENTATION: Defining Metrics to be Measured to
Align and Inform Business Decisions
HR executives investing in more focused metric selection
all too often do not see the desired return. In this session,
Alice will evaluate how to use evidence effectively in
order to inform the organisation and its workforce to
make key strategic decisions.
• Turning metrics into meaningful business insights to
provide systemic evidence to support decisions
• Collaborating with other departments to understand
goals and outcomes
• Identifying gaps in business and using metrics &
analytics to plug those gaps
Alice Hoffman, Senior Workforce Planning Consultant,
Hunter New England Local Health District
CASE STUDY: Merging with Telstra and Mitigating Employee
Engagement at Only 10% Drop
The merge of Telstra with Australia 3rd largest security company
SNP Security, also brought with it a merge of 2 workforces. As
with any merge, comes a culture change. In this session, Darlene
will reveal the critical measures taken to identify the relevant roles
from the 2 companies and mitigate employee dis-engagement.
She will share with you how there was only a 10% drop in
employee engagement when Telstra and SNP security merged.
• Steps taken to identify strengths in employee roles and
functions
• Pinpointing relevant and parallel roles to understand strengths
and weakness
• Identifying company capabilities to harmonise systems and
employees
Darlene Winston, Board Member Telstra SNP Monitoring,
GM People & Partner SNP Security

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STREAM A: WORKFORCE PLANNING STREAM B: INDUSTRY BEST PRACTICES
12:50 PRESENTATION: Assuring Workforce Reporting,
Metrics and Insightful Analytics Generates Evidence
Based Advice to Senior Management
Companies that have utilised and lead the way to using
analytics effectively have had a 12% better talent
outcomes that the average organisation. In this session,
Karl will demonstrate how they have used HR metrics to
transform data and create a strategic performance plan.
• Defining and measuring productivity through strategic
workforce analytics
• Looking for patterns, trends and relations in data to help
individuals see connections and make good decisions
• Taking action with the data and analytics available that
benefits the business
Karl Strichow, Director Workforce Analytics,
Australian Taxation Office
CASE STUDY: Using Metrics to Predict Voluntary Turnover and a
Rise in Part Time Employment
At PACCAR, it was identified that 10% of their workforce were 60+
years. This meant they were able to near accurately predict and
increase in voluntary turnover. Taking this further, they were able
to develop strategies to mitigate loss of company knowledge and
keeping their pipeline active by filling vacancies and by promoting
and training from within. In this session, Robert will evaluate and
share with you how to understand the profile of your workforce in
order to drive your company’s performance.
• Reviewing current management and specialist talent capabilities
• Strategies for extending the tenure of your ageing workforce
• Predicting a shift in part time employment
• Looking at the workforce pipeline to pick up from when a
generation might leave
Robert Brierley, Human Resources Director, PACCAR Australia
CONFERENCE DAY ONE
1:30 LUNCH & NETWORKING BREAK
2:50 VPSC – Developing a Capability Strategy Using
Analytics and Research to Achieve Results
Employing a storytelling approach when presenting
people metrics will give meaning to the measurement
and aid in building a compelling case that links concepts
back to business outcomes. In this session, Donna will
present a case on how they have developed a capability
strategy for the Victorian Public Sector that uses a mix
of analysis, research and strategy to achieve results and
show how they have put data and measurement at the
centre of their capability strategy.
• Using analytics to tell a story that generates intelligent
insights
• Putting data and measurement at the centre of VPSC’s
capability strategy
• Identifying the most meaningful HR metrics for use in
their organisation
• Using data as evidence to support strategic decision
making
Donna Russell, Executive Director of Data & Research,
3:30 Payroll System Simplification to Create a Single Source
of Truth and Build HR Analytical Capability
For years, finance and sales departments have used data
to drive decisions. Now, analytics are beginning to drive
decisions about processes and people. A growing
number of corporate boards, CEOs, and CHROs
understand that by applying data-driven tools to improve
decisions about processes and systems, they can
improve revenues and profits. As a result, corporate
leaders are embracing analytics as essential strategic tool
that can directly impact financial results. In this session,
Rosalind will outline how they are in the process of
reducing their three payrolls to one to enable:
• Identification, simplification and organisation of
employee data
• Data-driven HR business partnering to drive
commercial outcomes
• Improved use of workforce analytics for business
decision-making
Rosalind Tregurtha, HR Director, Fairfax Media
4:10 COFFEE & NETWORKING BREAK
4:30 Sourcing and Recruiting International Talent
Three-quarters of the executives have identified that
their workforce is becoming increasingly global, virtual
and flexible. However, only 25% of HR teams within a
company excel at sourcing and retaining international
talent. In this session, Edwin will discuss how to effectively
source and recruit talent using metrics and analytics.
• Balancing qualitative and quantitative data and
extracting relevant information to inform strategic
recruiting
• Changing nature of compliance to be integrated with
organisations overall business strategies to recruit
international talent
• Effectively using talent metrics and talent analytics
Edwin Kumar, Senior Analyst Workforce Planning,
NBN Co. Limited
CASESTUDY
PLENARYPRESENTATION
CASESTUDY

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5:10 Key HR Metrics to Predict, Forecast and Visualize
Over the next 3 years, executives believe metrics that
define success in HR will fundamentally change. HR
metrics is the foundation of HR data analysis. Traditionally
the popular metrics utlised by companies were cost
per hire; absenteeism; benefit cost per employee and
turnover rate. However, they do not offer predictive or
strategic planning value for HR departments. In this
interactive panel discussion, experts will come together
to evaluate the move toward forward looking analytics
designed to improve business understanding or
employee demands and desires.
• Looking for patterns & trends in data to help individuals
see connections & make good decisions
• Using analytics tools to apply to future scenarios and
to fill gaps Taking action with the data and analytics
available that benefits the business
• Creating dashboard with visual indicators to provide
people with one place view information
Panel Chair:
Dr Damien West, HR Group Manager,
Panelist:
Scott MacSween, Senior HR Business Partner,
World Vision International (France)
Kelly Young, HR Director, Fairfax Media
Belinda Ellem, HR Service Delivery Manager, People
Culture & Safety, Unity Water
5:50 Interactive Problem Solving & Networking Session:
Champagne Roundtable – Critical Steps to Build a
Foundation that Draws Insights from Data
Today’s CEO’s are making decisions based on facts and
data. There is less room for risk in an economy that is
competitive and the demand for data and information
is putting increased pressures on HR departments to
provide insights to the C-Suites that is relevant, timely
and linked to business outcomes. In this interactive
roundtable discussion, participate are encouraged to
engage with fellow colleagues to share how they are
using metrics in their organisations:
• What is your organisations strategy?
æ Increasing revenue and profits
æ Increase market share
æ Reduce costs
• How does your organisation plan to accomplish that
outcome?
• How does this get communication? Draw/create a
strategy map
• Creating your HR Metrics and best practices on
collecting data and calculating metrics
Roundtable Chair Person:
6:30 END OF CONFERENCE DAY ONE
6:30 NETWORKING DRINKS
PANELDISCUSSION
CHAMPAGNEROUNDTABLE
CONFERENCE DAY ONE
CONFERENCE DAY TWO
Wednesday, 10 February 2016
8:30 REGISTRATION & WELCOME COFFEE
9:00 OPENING STATEMENT FROM CONFERENCE
CHAIRPERSON
Darlene Winston, Board Member Telstra SNP
Monitoring, GM People & Partner SNP Security
9:10 Keynote International Presentation and Case Study:
Walmart – Leveraging Data to Develop New Insights
and Concepts to Test In-Store
Wal-Mart's workforce consists of more than 1.3 million
employees in the United States alone. For such large
corporations, strategic agility can be more difficulty to
achieve. In this session, find out how Walmart has
successfully increased the efficiency of strategic decision
making by:
• Effectively leveraging qualitatively and quantitative data
to develop new insights and concepts that can be
tested in-store
• Enabling your organisation to “fail-fast” to learn how to
become better at solving problems
• Adjusting your strategic effectively in order to be
execute process efficiently
Alex Garcia, Director, Test & Learn Global People
Analytics, Walmart (USA)
9:50 Keynote International Presentation and Case Study:
Coordinating a Global and Mobile Workforce to support
Child Wellbeing and Respond to Natural Disasters
Globally, World Vision International has over 45,000 staff
spread over 98 countries. As one of largest NGOs in the
world, it is necessary that strategic workforce decisions
are taken to support long term community development
program as well as respond to emergency disasters, by
filling gaps where unique skills are scarce. In this session,
Scott will share with you insights on how they have
efficiently drawn upon HR metrics and analytics to
mobilize their staff and plug in gaps in their workforce on
a global scale.
• HR “Our People” system to link programs and staff on
the field to identify critical information
• Capturing information on the field & communicating
this to HQ to make informed decisions

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CONFERENCE DAY TWO
• Coordinating mobile staff to move them smoothly from
project to project on a global scale
• Using HR management information to support disaster
responses and short term staffing needs.
• Harmonizing sources of information received
worldwide to generate insight
10:50 Ensuring your HR Metrics are Linked to Business
Outcomes
People related expenses can be 60-80% of total budget
expenses. This figure is significant and one that HR
teams can influence and positively impact. In this
interactive panel discussion, experts will come together to
discuss the key ways in which HR can positively impact
business outcomes and evaluate the use of HR metrics
and how this can be used to prove impact and build
credibility within your department:
• Proving impact by collecting, counting, tracking and
presenting past data
• How to link HR metrics to business outcomes to build
credibility
• Rebranding the HR function as a business-focused and
strategic partner
• How can you improve your data mining capabilities
Panel Chair:
Panelist:
Donna Russell, Executive Director of Data & Research,
Grant Lepan Walker, Senior Manager Workforce
Analytics, Monash University
Sarah Proudford, Assistant Director Workforce Strategies,
Australian Bureau of Statistics
11:30 MORNING TEA & NETWORKING BREAK
PANELDISCUSSION
STREAM C: CHANGE MANAGEMENT STREAM D: DATA INTEGRITY
12:00 CASE STUDY: Plugging the Leadership Gaps Using
Hard Data and Surveys
Fairfax has over 146 sites. As a result, it is difficult to monitor
the workforce, let alone pinpoint quality leadership
behaviours. In this session, Kelly, will discuss how they
used hard data, through 12 questions surveys to identify
and assess where the company needed improvement and
to pull information on leadership qualities. This is an ongoing
process, with Fairfax completing biannual surveys to make
sure there data is correct and continually relevant.
• Going back to basics
• Workforce self-monitoring to identify first hand
evidence from your workforce
• Using surveys to reassess and review where need
improvement
• Developing strategy based on continuous data
collecting through biannual surveys
Kelly Young, Human Resources Director, Fairfax Media
CASE STUDY: Managing Volume of Data to Extract Key Insights
Decision makers are inundated with volumes of data. This
continues to become more and difficult for them to spot relevant
information – and then act upon it. With continual improvement
to your systems and the way you are able to report analytics has
allowed HR to become more sophisticated and pinpoint exactly
what it is that senior managers need. In this session, Sarah will
clarify how you can add value to your data and in turn to your
department to inform the strategic direction of your organisation.
• Understanding the limitations of data
• Producing a range of data that is presented to different asset
areas of the business.
• Continually improving on innovation to progress and produce
more sophisticated analytics
Sarah Proudford, Assistant Director Workforce Strategies,
Australian Bureau of Statistics
12:40 CASE STUDY: Influencing Leaders through Data Analysis
Origin Energy has over 1600 employees at Origin Energy
and are implementing a new HRS and operating model.
Delivering new processes and rolling new systems will
bring change. Transactions will occur more frequently
through self-direction and management of leaders
allowing them greater access to information and greater
authority to do things. In this session, Austen will highlight
some of the keys aspects of change and the role of the
business partner to become less of gatekeeper to focus
more on being a strategic partner.
• Keeping track of what’s happening through reporting
• Understanding the functionality that systems will provide
• Moving away from intuition reporting to more strategic
reporting to influence leaders and draw analysis from
data
Austen Sharp, Senior Manager, People & Culture, Energy
Markets, Origin Energy
PRESENTATION: Data Integrity and Identifying the Single
Source of Truth
Of 500 US organisations that were surveyed in a report, 52% of
respondent’s said it was unclear who has responsibility for data
integrity. In this session, you will learn how to interrogate data to
make sure it is valid so that you can use it to make informed and
accurate strategic decisions through:
• Identifying the issue
• Effectively performing data validation
• Doing data interrogation to clean up anomalies
• Counting, tracking and presenting past data
Katherine Oliver, HR Analyst, Transport Accident Commission

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CONFERENCE DAY TWO
STREAM C: CHANGE MANAGEMENT STREAM D: DATA INTEGRITY
1:20 PRESENTATION: Optimising Talent through Effective
Workforce Planning
Business leaders need on-demand access to workforce
analytics to provide actionable information and insight. In
this session, Trent will evaluate the use of creating
a quality of hire metrics and analytics to recruit based on
'organisational fit'.
• Predicting people performance to identify talent within
your organisation
• Performance management as a core pillar of talent
management
• Benchmarking existing roles and high performers for
comparison
• Analysing patterns and trends in past and current data
Trent Pawsey, HR Manager, McCormick
PRESENTATION: Raising the bar with Workforce Planning at
Suncorp
Aidan Finlay, Workforce Optimisation Advisor,
SunCorp Bank Group
2:00 LUNCH & NETWORKING BREAK
3:20 Coles – An Ongoing Learning Path to Effective Talent
and Gender Acquisition
Despite being one of the largest chains in Australia, Coles
is still on a learning path of advancing and using their
metric and analytics to its full potential. One project
headed up by Christine is the Gender Acquisition Project
at Coles. This project aims to improve women leadership
throughout the organisation. In this session, Christine will
analyse how she draws on metric and analytics to be able
to measure talent in order to meet project deliverables.
• understand the profile of your workforce in order to
drive your company’s performance
• Focusing on the right problem to find the right solution
by using data and analytics
• Brining metrics back into paly at Coles to acquire
relevant talent
• Using analytics to develop business cases explain
why you should do things differently
Christine Connor, Head of Talent Acquisition, Coles
3:40 Case Study: Australian Public Service Commision
4:20 Plenary Presentation: Asking the Right Questions to
Produce a Story that Communicates Value
Insightful metrics and analytics that tell a story is fast
becoming the strategic decision making aid of choice or,
in some case, aspiration. While the basic approach to
metrics is simple: establish facts, establish reasons, and
predict the future. The complexity of the task depends on
asking your organisation the right questions and choosing
the right HRMS analytic software to be able to tell a story
that generates value to the rest of the organisation. In this
session, Grant will highlight the key issues to consider:
• Asking the right questions in order to identify key pain
points of an organisation
• Clearly articulating the insights you want to focus on to
your stakeholders
• Crafting an actionable story to drive change
Grant Lepan Walker, Senior Manager Workforce
Analytics, Monash University
5:00 COFFEE NETWORKING BREAK
5:20 Key Skills a HR Business Partner Should have in Their
Toolbox
As HR business partners move up the value change,
they need more skills in their toolbox to take with them as
they climb that ladder. The ability to interpret and use
metrics and analytics to make realistic and near accurate
predications about the workforces, allow HR departments
to develop the gravitas needed to become key to any
organisation. In this interactive panel discussion, experts
will come together to expand on some of the critical skills
needed by HR professionals.
• How to effectively use metrics and analytics as a
weapon of influence
• Do HR professional have the correct curiosity and
perspective on how to use information
• Effective ways to use information that can influence
outcomes
• What are the competencies and skills needed to
become a key partner
Panel Chair:
Panelist:
Austen Sharp, Senior Manager, People Culture, Energy
Markets, Origin Energy
Katherine Oliver, HR Analyst,
Transport Accident Commission
6:00 END OF CONFERENCE DAY TWO
CASESTUDY
PANELDISCUSSION

360º
CONFERENCE WORKSHOPS
Monday, 8 February 2016
The 5 Key Relative HR Scorecard to Understand the Impacts of Retention and
Turnover and Generate Valuable Insights for CEOs, COOs and HR practitioners
At Telstra SNP Security, there are 5 key relative HR scorecards which have been effectively used to identifying the root
causes of turnover and provide a clear understanding of the costs of retention and employee engagement. By attending
this workshop, you will take away with you the 5 key relatives (workers comp; turnover; sick leave; turnover within 90 days;
ER – bullying) to understand how to communicate this value to management:
î Understanding how to use HR Metrics to effectively forecast and quantify costs of retention and turnover
î Learning how to identifying what is impacting employee termination and understand the root causes of turnover
î Learning how to use exit interviews to align those with HR scorecards.
Darlene Winston, Board Member Telstra SNP Monitoring, GM People Partner SNP Security
8:30AM – 11:OOAM
A
How to Effectively Use Spread Sheets to Make Near Accurate Workforce
Predictions on your Ageing Workforce
In this interactive workshop, Robert will impart with you the effective ways he has used simple HR analytics and spread
sheets to conclusively make near accurate predictions on ageing workforce and what the impacts this means to your
business. By attending this workshop, you will gain a clear understanding of how to develop strategies in order to respond
effectively to the effects an ageing workforce will have on your company.
î Retaining company knowledge from a retiring workforce
î Keeping your people pipeline active to proactively find people to fill gaps
î Using current data, putting it to purpose by asking the right questions, consider implications and develop strategies.
Robert Brierley, Human Resources Director, PACCAR Australia
11:00AM - 1:30PM
B
Learning How to Communicate and Get Data Across to Business Partners
Effectively
Today’s CEO’s are making decisions based on facts and data. Getting information and relevant data across to higher
management is critical as the demand for data and information is putting increased pressures on HR departments to
provide insights to the C-Suites that is relevant, insightful and easily communicated. In this interactive workshop, Katherine
will identify the key effective ways which you can communicate and get the information across to your business partners.
What is your organisations strategy?
î Understanding how to execute best practices to collect data and calculate metrics
î Understanding how to capture data versus using data
î Knowing how to look for patterns, trends and relations in data to help individuals see connections and make
good decisions
î Learning how to effectively communicate insights to business partners
Katherine Oliver, HR Analyst, Transport Accident Commission
1:30PM – 4:00PM
C
Learning to Identify What, When, Why and Which Metrics Should be Measured to
Inform Business Decisions
HR executives investing in more focused metric selection all too often do not see the desired return. In this interactive
workshop session, Alice will evaluate how to use evidence effectively in order to inform the organisation and its workforce
to make key strategic decisions. By attending this workshop, you will gain a clear understanding of how to make sure
workforce reporting, metrics and insightful analytics can support senior management and the organisation.
î Understanding how to turn metrics into meaningful business insights to to provide systemic evidence to support
decisions
î Understanding how to define a clear time line for collecting data to maximise its value
î Learning how to measure specific data so that it can be utilised across the organisation
Alice Hoffman, Senior Workforce Consultant, Hunter New England Local Health District
4:00PM – 6:30PM
D

o REGISTER ME for HR Metrics Analytics for Strategic Decision Making
2016 PLUS: o Workshops: oA oB oC oD
QUICK and EASY WAYS to REGISTER
FAX +61 2 9223 2622
MAIL IQPC, Level 6, 25 Bligh Street,
SYDNEY NSW 2000
22955.003Register Early Save!
NOTE: PAYMENT IS DUE WITHIN 7 DAYS FROM REGISTRATION TO SECURE YOUR PLACE. Registrations received without payment
or a Government PO will incur a processing fee of $99+GST = $108.90 per registration. Payment prior to the conference is mandatory
for attendance. Payment includes lunches, refreshments, a copy of conference presentations via FTP website or workbook and all
meeting materials. If payment has not been received two weeks before the conference, a credit card hold will be taken and processed.
This card will be refunded once alternate payment has been received.
PRIVACY - YOUR CHOICE
Any information provided by you in registering for this conference is being collected by IQPC and will be held in the strictest confidence. It will
be added to our database and will be used primarily to provide you with further information about IQPC events and services. By supplying your
email address and mobile telephone number you are agreeing to IQPC contacting you by these means to provide you further information about
IQPC products and services. From time to time IQPC may share information from our database with other professional organisations (including
our event sponsors) to promote similar products and services. Please tick the box below if you do NOT want us to pass on your details.
To amend your current details, advise of duplicates or to opt out of further mailings, please contact our Database Integrity Maintenance Department,
Level 6, 25 Bligh Street, SYDNEY NSW 2000. Alternatively, email database@iqpc.com.au, call 02 9229 1028 or fax 02 9223 2622.
¨ I do not wish to have my details made available to other organisations
IQPC CANCELLATION AND POSTPONEMENT POLICY: FOR DETAILS OF IQPC’S
CANCELLATION AND POSTPONEMENT POLICY PLEASE VISIT: www.iqpc.com.au
© 2015 IQPC ABN 92 071 142 446 All RIGHTS RESERVED. The format, design, content and arrangement
of this brochure constitute a copyright of IQPC. Unauthorised reproduction will be actionable by law.
STANDARD
PACKAGES
EXTRA EARLY BIRD
*Register pay before
4th December 2015
EARLY BIRD
*Register pay before
22nd January 2016
STANDARD PRICE
Conference + 4 Workshops $4,299 + GST = $4,728.90 $5,099 + GST = $5,608.90 $5,499 + GST = $6,048.90
Conference + 1 Workshop $3,299 + GST = $3,628.90 $4,099 + GST = $4,508.90 $4,399 + GST = $4,838.90
Conference Only $2,599 + GST = $2,858.90 $3,399 + GST = $3,738.90 $3,699 + GST = $4,068.90
SAVE UP TO $400SAVE UP TO $1200
¨ Please send me _______ set(s) of AUDIO COMPACT DISCS and PRESENTATIONS CD at $878.90
($799 plus GST) or $603.90 ($549 plus GST) Presentations CD only
¨ Please keep me informed via email about this and other related events
2 WAYS TO SAVE!
Book early for HUGE
EARLY BIRD savings.
Book as a TEAM,
save benefit as a team.
* Payment not made at the time of registration will be subject to a $99 service charge.
* All 'Early Bird' discounts require payment at time of registration and before the cut-off date in order to receive any discount.
* Discounts do not apply to vendors/solution providers. IQPC reserves the right to determine who is a vendor.
* Any discounts offered (including early bird and team discounts) are subject to availability and require payment at the time of registration.
* All discount offers cannot be combined with any other offer.
Please note: Workshops = 1 Module each; Focus Day = 2 Modules
ACCOMMODATION
The Bayview Eden, Melbourne
is the official hotel for the
HR Metrics Analytics
for Strategic Decision
Making 2016 event and they
have negotiated event rates
specifically for attendees of
this event.
To take advantage of these
rates, contact the hotel and
quote: IQPC or go to www.
hrmetricsandanalytics.com.
au and click on the Venue
Accommodation page for a
direct link to rates.
TEAM DISCOUNTS
WHERE
Bayview Eden
6 Queens Road,
Melbourne VIC 3000
03 9250 2222
www.bayviewhotels.
com
WHEN?
Conference Dates:
9 10 February 2016
Workshop Date:
8 February 2016
WHERE WHEN?
IQPC recognises the value of learning in teams. Take advantage of
one of these special rates:
Œ Register a team of 2 to the conference at the same time from
the same company and receive a 5% discount
Register a team of 3 to the conference at the same time from
the same company and receive a 10% discount
Ž Register a team of 4 or more to the conference at the same
time from the same company and receive a 15% discount
Register a team of 6 or more to the conference at the same

Register a team of 10 or more to the conference at the same
‘ Ask about multi-event discounts. Call +61 2 9229 1064 for
more details
Please note: Only one discount applies
• Convert team learning into
practical business strategy
• An exclusive private meeting
networking space
• VIP registration, conference
seating and networking support.
To qualify:
Register a team of 7 or more delegates to the conference at
the standard conference rate**
You receive:
• Exclusive full-day use of a private room within the conference
venue
• Networking support facilitated introductions from the IQPC
team throughout the event
• Morning and afternoon refreshments catered
• VIP registration conference room seating
Availability – 2 only per event
* (Not available for service providers) **(No discounts can be applied)
BOARDROOM TEAM PACKAGE*
(PHOTOCOPYTHISFORMFORADDITIONALDELEGATES)
DELEGATE 1 [FIRST NAME] [SURNAME]
POSITION
EMAIL
EMAIL
POSITION
EMAIL
ORGANISATION
ADDRESS
POSTCODE
TELEPHONE ( ) FAX ( )
APPROVING MANAGER [FIRST NAME] [SURNAME]
POSITION
EMAIL
o CHEQUE ENCLOSED FOR $ _____ (Please make cheques payable to: IQPC)
PLEASE CHARGE o American Express o Visa o MasterCard o Diners Club
CREDIT CARD NUMBER
AMEX 4 DIGIT CODE EXPIRY DATE
NAME OF CARD HOLDER [PLEASE PRINT]
POSITION
360º
î 9 10 February 2016
î Bayview Eden, Melbourne
TELEPHONE +61 2 9229 1000
EMAIL registration@iqpc.com.au
WEBSITE www.hrmetricsandanalytics.com.au
CLICK HERE SUBMIT THIS FORM
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