1
24 – 27 May 2015
Crown Promenade, Melbourne
Sunday 24 May 2015
SESSION
6.00 PM Pre-Conference registration
6.30 PM Jumpstart
7.30 PM Networking Welcome Drinks
For more information visit www.masteringsap.com/hrau or Phone: +61 2 9955 7400
Produced by The Eventful Group
2
Monday 25 May 2015
SESSION
SPEAKER
SESSION CONTENT
8.00 AM: Registration/Arrival Tea & Coffee/Exhibition Viewing
8.30 AM: Conference Opening and Chairperson’s Welcome
9.00 AM – 10.00 AM
KEYNOTE
PRESENTATION
Unleashing the Power of Collaboration:
If Only We All Knew What We All Knew
Dominic Thurbon
Chief Creative Officer,
ChangeLabs
To get ahead in the knowledge economy, companies must capture the expertise already floating around
inside their four walls. Using everything from better technology to better meeting discipline, unleashing
collaboration is a sure-fire way to drive innovation, productivity and engagement.
In a competitive market, we cannot afford to let collaboration be a buzzword – we need to implement
real strategies for making it happen.
In this insightful and empowering presentation, Dominic will:
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Give you the 5 behaviours to unleash collaboration, both personally and organisationally
Identify the common barriers to making it happen and show how they can be overcome
Demonstrate the link between collaboration and innovation, productivity and engagement
10.00 AM – 10.40 AM: Morning Tea
For more information visit www.masteringsap.com/hrau or Phone: +61 2 9955 7400
Produced by The Eventful Group
3
HR 1
PEOPLE &
CULTURE
10.40 AM – 11.30 AM
SAP Technology 101: Latest Tools and
Acronyms Explained
SAP Mentors give you the lowdown on
what’s what in this quick-fire session
How To Interpret and Manage Multiple
Complex Employment Awards in SAP
HCM
Chris Hubbard
Managing Director – Health & Public Service,
Technology,
Accenture
&
Elizabeth Burger
Senior Manager – SAP ANZ Talent and HR
Domain Lead, Technology,
Accenture
Managing multiple complex employment awards in one organisation is not always easy especially when
the award interpretation “evolves” over time. Employee payroll accuracy is business critical and
interpreting these awards incorrectly can cause: staff dissatisfaction, output and service quality
degradation, damage to reputation and negative press, financial penalties and interest imposed by local
revenue services, union involvement, works council involvement, audit compliance failure and possibly
negative shareholder value.
Using Accenture’s approach and strategy provides direction on how best to implement complex and
multiple employee awards. And how to overcome technology, process and people issues, to ensure a no
impact go live!
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For more information visit www.masteringsap.com/hrau or Phone: +61 2 9955 7400
Strategy
Service delivery
Payroll applications and process
Tools and assets
Key considerations
Methods
Produced by The Eventful Group
4
The New Playbook - Technology and
Talent Management: Recruiting and
Retaining Great Talent
Sean Kundu
Director of Human Resources and
Employment Counsel
San Francisco 49ers (USA)
HR 2
The team’s approach to performance management is therefore focused on continuous communication
enabled by technology from SuccessFactors. The strategy is to recruit, hire, retain, and manage a fast
growing pool of great talent.
Sean his team developed the Playmakers Program, an initiative designed to manage the entire
employee performance process from pre-hire to ongoing evaluations. It’s based on the premise that
each employee is a playmaker, creating “winning moments” that make fans happy. The 360-degree
recruiting approach starts with pre-hire behavioural testing against a model that predicts great
performance. In-season performance measurements collect real-time data from mobile app fan
surveys, mobile performance evaluations, and supervisor spot checks. Employees also participate in
formal performance review processes post-season. Data analytics correlate pre-hire testing and the
actual performance of employees.
Managing Contingent Labour – What
Does this Really Mean?
PARTNER THEATRE
In just one year the San Francisco 49ers grew from 150 employees to 1500! With such a rapid increase
in staff, the organisation were asking themselves two fundamental questions – How do you recruit great
talent and how do you retain great talent? In this session Sean will share with you how the San Fran
49ers used different and fresh approaches to finding and keeping their top talent. These included prehire behavioural testing, in-season and post-season performance measurement, data analytics, iterate
performance model, quarterly conversations and manager upward reviews.
Nicole Morton
Senior Consultant,
Plaut
For more information visit www.masteringsap.com/hrau or Phone: +61 2 9955 7400
Almost every organisation utilises people, other than employees, for varying reasons and in various
capacities. The challenge is always how to ‘manage’ these resources - but what does ‘manage’ really
mean? What and how should we record data on these people? This session will discuss the aspects of
‘managing’ contingent labour and what that means for the processes, definitions, integration, reporting
and decisions within your organisation. The ‘reality’ of implementing a globally defined contingent
labour process can also be quite different than designing, which will be discussed based on an example
within an organisation.
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What is contingent labour? Definition, reason and process
Onboarding and offboarding. How and why considerations
Process and design impacts – areas to consider
Challenges
What worked and didn’t work in an organisation that implemented a contingent labour design
Produced by The Eventful Group
5
PEOPLE & CULTURE
11.40 AM – 12.30 PM
Change Leadership – What it Looks Like
and How to Get the Results You Really
Need
Greg Taylor
Independent Change Management
Evangelist
Most models for change will tell you that some sort of “leadership buy-in” is a critical success factor for
any initiative. But everyone on a project has a responsibility for leading change, not just the sponsor.
Through a range of practical examples, you’ll explore what change leadership look like at different levels
and how can you get your stakeholders driving the bus, not just being a passenger.
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Paul Worland
SAP HR Payroll Solution Architect,
Presence of IT
HR 1
Are You SuperStream Ready?
For more information visit www.masteringsap.com/hrau or Phone: +61 2 9955 7400
What’s the one focus area that underpins change leadership at any level?
What does change leadership looks like for the project or change manager?
What is really needed from a project sponsor, and how do you influence a “difficult” sponsor
to give the right level of commitment?
What does change leadership mean for the business representative working with the project
and what strategies are useful to engage these people?
How you can tap into change leadership that will emerge amongst the people impacted by
change?
From 1 July, the Australian Federal Government is introducing SuperStream, an initiative that will move
the Australian superannuation system from largely paper-based to purely electronic, thus simplifying
the process and reducing costs associated with superannuation payments. So what does this mean for
your business? The complexity involved in preparing your back-end systems including payroll, financial
and vendor applications for the SuperStream roll-out shouldn’t be underestimated. Have you
completed all the steps to ensure your business is SuperStream ready?
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How to tackle the configuration of SuperStream
What are the data cleansing challenges
What is the impact on the finance systems
Clearing House options
Lessons learned, challenges, tips and tricks from customers
Is there still time to react? Immediate next steps
Produced by The Eventful Group
6
How AGL Rebuilt an Ailing HR
Dashboard by Going Back to
Fundamentals, Without ‘Cloud’ or ‘Big
Data’
Dr Marcus Gibson
Corporate Business Analytics Lead,
AGL Energy
Despite the best of intentions, AGL had tried, and failed, at achieving acceptable levels of trust and
adoption with an HR reporting solution. Hear how a new approach to report development, stakeholder
engagement, and visualisation built excitement, trust, and increased adoption of a new people metrics
dashboard. Built in partnership with the business, for the business.
HR 2
This session will discuss the historical background to an ailing dashboard, how we used an agile
approach to re-engage with the business, refine our HR KPIs, and leverage our existing SAP product
stack to deliver quick wins.
PARNTER THEATRE
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From Forms to Responsive Web Apps
and Process Automation
Heidi Fischer
Chief Relationships Officer,
IQX Business Solutions
How we approached rebuilding a failed HR dashboard
Using agile approaches to maximise stakeholder engagement
Leveraging visualisation best practices to make your analytics shine
Cutting your losses. Making the most of what you have. What worked for us, and what didn’t
What the future might hold for people metrics at AGL
Enable collaboration between internal and external participants, at their desks or on the road for
improved productivity and competitive advantage. Identify the essential components of an effective
web app solution framework for common form based processes such as authority to employ,
onboarding and personnel data changes.
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Why use responsive web applications and native apps to replace pdf, Excel and word forms
How to address workflow management challenges and opportunities
How to expedite and mobilise task approval to reduce process cycle times
Where to store all the supporting documents like qualifications, photos and contracts
Who you can provide access to and address licensing and security dilemmas
When to use Fiori apps and when to build your own
12.30 PM – 1.30 PM: LUNCH & EXHIBITION VIEWING
For more information visit www.masteringsap.com/hrau or Phone: +61 2 9955 7400
Produced by The Eventful Group
7
1.30 PM – 2.20 PM
PEOPLE & CULTURE
Building the Technical Team of
Tomorrow, Today
Benjamin Robbins
Co-Founder,
Palador (USA)
Many organisations today struggle with how to recruit, train, and retain top IT talent. Technical skills
and needs change at such fast rate that it seems that as soon as you’ve identified a technical need, the
need changes. How can IT organisations expect to keep up? The problem isn’t technology, but team.
Organisations should gear hiring practices towards certain individual’s traits, not for which technologies
are on their CV. Organisations should also know how and when to go outside the organisation for
expertise.
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Carl Hubbard
Product Sales Manager
SAP Australia
HR 1
Move Your Core HR & Payroll
Processes to the Cloud - But Keep Your
Integration to SAP On-premise
For more information visit www.masteringsap.com/hrau or Phone: +61 2 9955 7400
Talent not tools matter for tomorrow
How to identify the right talent and where to find them
What is the must-have core team?
Will training solve your tech gap shortage?
When and how to effectively to leverage vendors and outsourced talent
How to dodge silver bullet thinking
Carl will take you through the capabilities of SuccessFactors Employee Central, as the natural
replacement for SAP’s core HR solution, as well as how this links to the rest of the SuccessFactors HCM
suite. He will address how to move to the cloud as your HR source of the truth, while integrating to your
existing SAP ECC solution to keep your people-related processes in play. We will look at some typical
Australian customer case studies, the future roadmap of Employee Central and how we can address
your contingent workforce.
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How does implementing SuccessFactors affect the on-premise SAP HR solution and integrated
ERP?
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Integrating Employee Central with Payroll (SAP or third-party) and the move to paperless
transactions
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Reconciling systems to achieve a single source of the truth
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Deployment options for SAP customers who want to move HR to the cloud
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The latest roadmap for Employee Central
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Can you trade-in some SAP licences to cover your SuccessFactors licence?
Produced by The Eventful Group
8
Implement eLearning Capability in Your
Business Using SAP LMS and ESS
Learner Portal and Save $$$$!
Allison Hargood
Learning and Development Business Partner,
Wilmar Sugar ANZ
The Problem: Do you spend 1000s of hours and dollars travelling and delivering information to your
employees? Do you train users in business applications (like SAP!) only to find they have forgotten
everything by the time they get back to their desk? How can we deliver consistent knowledge and skills
to learners that doesn’t cost a fortune?
HR 2
The Solution: eLearning has come a long way since it became mainstream back in the early 2000’s. You
no longer need to spend $40k - $100k on a whiz bang eLearning course developed by an external
company who doesn’t know your business. All you need is a little know-how and you’re on your way to
lowering your costs to transfer skills and knowledge to your employees.
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David Irvine
Managing Director,
TIK Consulting
PARTNER THEATRE
All Companies Need to Report – Make
Your Reports Spectacular
For more information visit www.masteringsap.com/hrau or Phone: +61 2 9955 7400
Ready to learn more?
New to eLearning?
The problem: High cost of delivering information that could be delivered electronically
The solution: Implement SAP eLearning platform and deliver through ESS Learning Portal
The infrastructure, software, and people, you need to implement SAP eLearning Platform
When to use eLearning (and when not to!)
Next steps in our eLearning journey
Anyone who’s used SAP knows it has a wealth of information, however, accessing that information
easily and quickly is another matter entirely. Think about the amount of effort and time you spend
performing payroll reconciliations, workforce analytics, combining payroll or leave results with master
data, data integrity and audit checks, and then finally getting this information to the right people.
With Nexus you’ll fulfil these reporting requirements and many, many more. It will allow you to do so
quickly and easily – with the addition of stunning charting and visualizations, hassle free distribution to
various audiences. Mobility and browser access will take your reporting to an entirely new level.
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Overview of the Nexus Suite HCM Reporting Module
Different types of reporting available (i.e. payroll, reconciliation, leave, workforce analytics
etc)
Storage and quick access to report results using the Nexus Data Repository
Interactive Chart Designer
Distribution of reports to different audiences through the various available mediums
Accessing Nexus reports through browser and mobile devices (UI5)
Produced by The Eventful Group
9
PEOPLE & CULTURE
2.30 PM – 3.20 PM
Building a Great Team: The Foundation
for a Winning Culture
David Roberts
VP, Platform Solutions, SAP &
Manager Corporate Financial Planning &
Analysis,
Under Armour (USA)
Under Armour uses The Four Pillars of Greatness drive success in every aspect of the business – build a
great product, build a great team, provide great service and tell a great story. All of these components
are embedded into the fabric and culture that is Under Armour. Understanding of The Four Pillars is
taught within the first week with the team (class UA101) and reinforced through corporate and personal
goals in the talent management solution. Come hear the stories and see the real-life example of the
Under Armour cultural phenomenon.
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Michelle Bliffen
Enterprise Applications Group Team Lead –
Human Resources,
University of Kentucky (USA)
HR 1
Weathering the Cloud - How to
Integrate SuccessFactors with an On
Premise Solution
For more information visit www.masteringsap.com/hrau or Phone: +61 2 9955 7400
Share the story of Under Armour and the company’s rich history
Show how the “people agenda” is developed and managed through SAP SuccessFactors
Provide examples of how individuality of teammates is used to create depth in our culture
Explain how transparency and accountability are the bedrock for developing a family culture
Give examples of public successes born from the Under Armour culture
The University of Kentucky made the leap into cloud applications with the decision to implement the
Performance and Goals module in SuccessFactors. With the implementation came decisions about
integration points, populations to include and changes to the evaluation process. Integrating SAP with
SuccessFactors was an interesting endeavour, but we were successful in the end.
This presentation will take you through the ups and downs of implementing a cloud solution while
keeping the on premise solution at the core.
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Benefits of SuccessFactors Goals and Performance
Challenges to be aware of when implementing
Determining a realistic timeline for implementation
Communication is essential!
Understanding your own processes is critical
Make sure your source data is clean
Produced by The Eventful Group
10
SAP Payroll Control Center and
Declustering - Benefits Available to All
SAP Clients Here and Now!
James Barron
Independent Consultant - NZ Police SAP
Payroll Implementation (NZ)
Starting with a brief overview of the new Payroll Control Center James will share the startling ease of
deploying the underlying configuration and how it delivers payroll reporting many times faster (even
without HANA and on your existing platform). The session will conclude with a look at the progressive
but revolutionary simplification of SAP payroll that this points towards.
HR 2
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PARTERN THEATRE
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We’re learning ALL the time –
Evaluating and Selecting the Right LMS
for You
Calvin Kally
CEO,
KALTech Group
The new “Payroll Control Center” now in ramp up from SAP – and you don’t need HANA
and/or buckets of cash
What declustered results are, how easy they are to setup and the reporting advantages over
other options (detail, accuracy, zero cost but above all speed as reports run 15-300 times
faster)
Exciting possibilities declustering opens up for SAP to progressively simplify and improve core
payroll
Learning should be fun, but the pressure to ‘pass’ has reduced the enjoyment and increased the stress.
Transitioning from a classroom-based environment to an online learning environment is challenging in
the best of circumstances. Like most initiatives, knowledge and preparation are the keys to success. But
where does an organisation start when pioneering this new approach to learning? How will you
evaluate and choose the appropriate LMS?
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Learning is transferable; it is sometimes caught rather than taught
The earth is (not) flat
Are we really all the same?
What to look out for when selecting an LMS
Getting the best from your LMS
What all the fuss about Social Learning?
How to love your LMS again (and get it to love you back)
3.20 – 3.50: Afternoon tea
For more information visit www.masteringsap.com/hrau or Phone: +61 2 9955 7400
Produced by The Eventful Group
11
PEOPLE & CULTURE
3.50 PM – 4.30 PM
Build A Culture of Accountability: The
Key to Organisational Success,
Empowered People and High
Performance
Gregory Bayne
Director / Leadership Capability Consultant,
Total Leader and Coach Solutions
If you ask any senior executive what they believe is a key factor to driving a culture of success, it will be
accountability. Yet very few organisations successfully implement a culture of accountability. We will
explore the role of people, processes and systems in building a culture of accountability, and most
importantly generating the experience of ‘feeling accountable’ across an organisation. If you wish to
know more about how you in your role can help build a culture of accountability, then this talk is for
you.
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HR 1
Fiori & On Premise HCM: An
Incremental Change or a Complete UX
Rehash?
David Ludlow
Group Vice President, Line of Business
Solutions – HR
SAP (USA)
This session will focus on Employee and Manager Self Service apps available on Fiori and upcoming HR
Professional apps on Fiori. This session will not only give an overview of available and upcoming
features, but bust many a myth around Fiori and guide participants around seamless and non-disruptive
implementation of HCM Fiori.
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Mark Souter
Industry Value Engineer &
Sean Collins
Product Sales Manager,
SuccessFactors, an SAP Company
HR 2
Data-driven Talent Decision Making
For more information visit www.masteringsap.com/hrau or Phone: +61 2 9955 7400
The key principles underpinning a culture of accountability
The role of people, processes and systems in generating accountability
Top three strategies to put into place
Case studies and examples of organisations getting it right
Key actions moving forward
What are the current and upcoming self service and HR professional offerings on Fiori for HR?
How easy or difficult is it to implement Fiori on your existing landscape?
Fiori is available for EhP7 only - busting this and other myths around Fiori for HR
Adapting standard Fiori apps for you needs - what not to do and how to really do it
Organisations routinely spend in excess of 50% of their operating expenditure on the workforce – on
assembling the best possible team of people to create products and services to deliver to customers, on
creating and implementing talent processes that organise and motivate the workforce to support
corporate goals. Yet being able to quantify the value-add of talent remains a challenge. Many struggle
to apply the same kind of rigor, discipline and confidence to decisions about people as the decisions
they make about money, customers, technology or business opportunities.
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SuccessFactors Workforce Analytics provides concrete and actionable insights on workforce
data to drive your business strategy today and help you plan for the future. Integrating talent
data for comprehensive workforce planning and analysis
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Forecast critical workforce demand/supply and analyse where critical talent gaps lie
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Understand what’s happening with your workforce and why
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Determine the effectiveness of talent policies and processes
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Present information about the workforce that supports executive decision making
Produced by The Eventful Group
12
4.50 PM – 5.50 PM
Daniel Flynn
Co-Founder,
Thankyou Group
SPECIAL GUEST SPEAKER
Entrepreneurship and Social Business,
Leadership and Innovation
At the age of 19, Daniel was deeply affected by hearing about children in Africa who would spend hours
each day collecting water for their family – water that wasn’t even safe to drink. After researching the
World Water Crisis, Daniel discovered that Australians spend $600 million on bottled water each year,
while in developing nations over 900 million people didn’t have access to safe water.
The injustice of these two facts inspired Daniel to do something. He came up with the idea to marry
these two extremes together in the form of a bottled water company that would exist for the sole
purpose of funding safe water projects. Thankyou Water was born in August 2008.
To date, Thankyou has helped over 78,000 people with safe water access, nearly 68,000 people with
health and hygiene training and almost 7000 people with short-term food aid and long-term food
security in nations like Cambodia, Kenya, India, Timor Leste and Haiti.
Daniel is passionate about entrepreneurship, leadership and inspiring others to achieve their dreams
and do what others might say is impossible. During this presentation he will talk about:
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Taking an idea and making it a reality
Making the impossible possible
Digital/social media marketing
Entrepreneurship and social business
Leadership and innovation
Philanthropy
6.00 PM: UXC Oxygen Mastering SAP Networking Drinks
For more information visit www.masteringsap.com/hrau or Phone: +61 2 9955 7400
Produced by The Eventful Group
13
Tuesday 26 May 2015
SESSION
SPEAKER
SESSION CONTENT
Julie Prater
Senior Director - Corporate Services, Systems
Support,
Australian Taxation Office
The ATO has a strong history of administering Australia’s tax and superannuation systems. Core to this
success has been the strong culture which has shaped the way the organisation operates. However, the
environment within which the ATO moves is rapidly changing. In response to this, technology
innovation, customer centricity, efficiency and productivity have been put in the spotlight. The
Commissioner has called for organisational reinvention, with culture change a key strategy in
embodying the organisation’s values and transforming the client experience. The one drawback of
having a strong culture is that it is notoriously difficult to change!
9.00 AM – 9.50 AM
PEOPLE & CULTURE
A Four-Phase Approach to Transform
Culture at the ATO
Join Julie as she shares the ATO’s experiences and outlines their four-phase approach that you can take
back and apply to your own organisation.
Background - why was change inevitable at the ATO?
Phase 1 - diagnosing the issue and ascertaining the current state
Phase 2 - determining the desired culture
Phase 3 - identifying the change levers that will deliver the new culture
Phase 4 - embedding the new culture
David Ludlow
Group Vice President, Line of Business
Solutions – HR
SAP (USA)
HR 1 &
HR2
A Change in Mindset Around HR
Strategy
For more information visit www.masteringsap.com/hrau or Phone: +61 2 9955 7400
Change is in the air for HR and many HR strategies may need re-thinking. How to engage today's
workforce that today often comprises five distinct generations. How to standardise and simplify global
HR processes to drive out cost and complexity. How to manage a "just in time" workforce which
comprises more and more contract labour. How to train, develop, and finally solve the "war for
talent". And how to determine the right strategy for migrating to the cloud. Technology is changing
also. Today's HCM solutions must engage every end user and be agile to support changes fast. They
must help standardise HR processes to drive out cost of HR service delivery and better support the
business.
SAP is committed to providing market-leading HCM solutions to help HR leaders meet the increasing
workforce demands of their respective organisations, including our market-leading cloud solutions from
SuccessFactors and Fieldglass, as well as our SAP ERP HCM solution. Learn how we can enable you to
deliver the best HR services to your organisation, leveraging the solutions and delivery models that
make the most sense and provide the best value for your organisation.
Produced by The Eventful Group
14
10.00 AM – 10.50 AM
Greg Layton
Director,
NeuroSport
PEOPLE & CULTURE
Resilience and Composure - How to
Maintain Performance Under Pressure
SAP projects are often high demand and high pressure with looming deadlines and competing priorities.
What skills you need to succeed personally and ensure the business goals are met in these types of
environments? How can you maintain focus under immense pressure?
Performance in clutch moments is often the only thing that separates first from second place. In this
session, Greg will share with you the secrets used by the greatest coaches and athletes to maintain
composure under pressure. And most importantly, how this translates to the business world where
there are no lights and cameras.
You will learn the cost of cognitive overload and key skills for building resilience to large workloads and
pressure.
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Rob Gillis
HR Services Director,
Goodman Fielder
&
Jane Moscatt
HR Manager Renumeration & HR
Technology,
Goodman Fielder
HR 1
Flying into the Cloud as a Business
Sponsor…. Does This Come With a
Parachute?
A key business process at Goodman Fielder is the annual salary review. There was a need to streamline
the process and significantly decrease the opportunity for human error. The volume is over 1,000
salaried employees in two countries, with over 100 reviewing managers. There was a data security issue
in e-mailing spreadsheets around the organisation, according to a very tight timeframe. We needed to
increase the ability to track and move forms along, and to provide greater transparency of the data for
reviewing managers. Flexibility was still a business requirement.
Two options were considered (SAP Enterprise Compensation Management and SuccessFactors
Compensation module). Goodman Fielder were seeking a future proof scalable option. Having just
completed a SAP Human Capital Management project, we were seeking to tackle another time saving
project.
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For more information visit www.masteringsap.com/hrau or Phone: +61 2 9955 7400
The cost of cognitive overload
Mindmapping
Changing your state
The formula for resilience
Have a clear business process before you commence design/blueprinting
Ask for as much as you want but understand SuccessFactors has limitation like any other
system
How your internal master data processes can impact your SuccessFactors data
Who really maintain the system post go-live IT or HR?
Don’t underestimate the value of SuccessFactors Cloud Learning Centre
What about data held off shore in non SAP systems?
Understand the value in clearly defined processes before commencing
Produced by The Eventful Group
15
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ESS and MSS: Improving Efficiency and
Accuracy at the University of Kentucky
HR 2
Michelle Bliffen
Enterprise Applications Group Team
Lead – Human Resources
University of Kentucky (USA)
Be able to think outside the box if SuccessFactors can’t meet your requests, can your IT ABAP
team fill the gap?
Don’t keep your on-premise IT out of the process; they still have value to add
Using a SME who knows the on-premise solution and not just the processes will be an
advantage
The University of Kentucky ventured into Employee Self Service with the annual benefits open
enrolment process. From that beginning, we have continued to incorporate more information and more
processes into both Employee and Manager Self Service. From benefits enrolment to pay slips to on-line
time entry and leave requests, ESS and MSS offer many options that companies may implement. See
how an incremental implementation approach may be beneficial to transition employees away from
paper with little push back. Incremental approach is sometimes better than a “big bang”
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On-line Benefits Enrollment can reduce paper by 90% or more
On-line Leave Requests help manage available quotas more effectively
Managers have access to information they may not have had before
Handling access for employees who do not work at a desk
Managing the transition – mandatory or voluntary? Have a long term plan for what you want
to include
Be sure reporting relationships are correct (chief vs supervisor)
Let users come along at their own pace, but encourage them to come along
10.30 – 11.20 PM
Ian Kiddell
Director, Payroll & Workforce Information
Monash University
PARTNER THEATRE
How Monash University Transformed
and Automated Its HCM and Payroll
Data Quality Reporting
Monitoring and auditing HCM and payroll data quality can be a manual effort that consumes many
hours or even days each month. Without proper data governance, incomplete or inconsistent data can
significantly impact both upstream and downstream business processes, reporting, and analytics.
Monash University leverages SpinifexIT Easy Reporter and Easy Documents to automate reports and
documents that eliminate manual data extracts to Excel and Access, streamline payroll validation and
greatly improve HCM/Payroll data quality.
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Overview of Monash University’s current SAP HCM and Payroll landscape and processes
Challenges of data auditing and validation. How was it done prior to using SpinifexIT?
How Monash University has automated its data integrity and validation reports (including
examples and time/effort savings)
Use of automated documents like qualifications expiry report to ensure completeness of
employee data
Next steps for Monash University, including the addition of leave monitoring reports to
reduce leave liability
10.50 AM – 11.30 AM: Morning Tea
For more information visit www.masteringsap.com/hrau or Phone: +61 2 9955 7400
Produced by The Eventful Group
16
PEOPLE & CULTURE
DEEP DIVE
11.30 – 1.10 PM
Getting What You Want Every Time:
Key Principles and Tools for High
Powered Communication and
Influence
Gregory Bayne
Director / Leadership Capability Consultant,
Total Leader and Coach Solutions
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Benjamin Robbins
Co-Founder,
Palador (USA)
HR 1
DEEP DIVE
Getting Started in Mobile Today!
HR 2
DEEP DIVE PANEL
The requirement of the skill of influence is becoming increasingly more and more important and in fact
is now almost an essential success factor. If you do not have the art of high powered communication
you will not get what you want each time, meaning you will ultimately not achieve what you wish to
achieve. Are you as influential and inspiring as you would like to be? Do you get what you want every
time? If not, then this is the session for you.
The most important two concepts you need to understand about high powered
communication and influence
Gain awareness of how your brain is wired and how this impacts on your level of
communication
Strategies and tools for shifting the power of your communication
Identify three key actions to put into practice straight away back in the work place
Many organisations know that there is opportunity in mobility, the trick is figuring out which
opportunities are right for your business. From creating a strategy for mobile to security, to device
ownership, to what apps to build, to extensible back end services, there are many angles to consider.
Come learn how to step by step transform your business into a mobile enabled business.
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Deep Dive Panel:
Seven Shades of Cloud - Key
Considerations of Moving to the Cloud
Rob Makinson
CEO,
RKM Consulting
For more information visit www.masteringsap.com/hrau or Phone: +61 2 9955 7400
What is an effective mobile strategy?
What are the gotchas with mobile enabling existing business processes?
How to avoid data privacy and authentication land mines
What is the difference between good mobile UI/UX and bad?
How to correctly create back end services
Should you build a native, hybrid, or HTML5 app?
How time flies. Can you believe it has been 3 years since SAP acquired SuccessFactors? The acquisition
of SuccessFactors and the subsequent product investment decisions from SAP have required HR and IT
to revisit the previous technology assumptions.
Special Guests: A few of your fellow customers will join Rob on stage at various stages to share their
insights/lessons on some of these considerations. Join us and hear some key considerations when you
are thinking of moving to a cloud solution.
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Cloud wars
Business considerations
IT considerations
Future considerations
Produced by The Eventful Group
17
11.30 – 12.20 PM
Peter Forbes
Founder
HROnboard
PARTNER THEATRE
HROnboard – Onboarding and
Offboarding Made Easy
HROnboard is a cloud based app that makes it easy for candidates to accept job offers and even easier
for HR to create and send them. Take your employer brand to the next level by giving candidates an
awesome onboarding experience.
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Reduce onboarding costs
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Speed up the time to hire
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Auto-complete forms like SuperChoice and TFN declaration
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Give candidates an awesome welcome to the organisation!
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Simplify the onboarding process for the back office
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Send out multiple offers in bulk
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Offboard employees when they leave the organisation
Our demo will show you:
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The 'onboarding gap' between recruitment and the first day at work
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Best practices for onboarding, updating contracts and offboarding employees
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A full demo showing how to create and send an offer in HROnboard and how the candidate
accepts that offer
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Examples of the contracts, forms and policies you can use in HROnboard
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Use cases from our existing customers
12.30 – 1.20 PM
PARTNER THEATRE
Payroll and HR Complexity in a Local
and Global Environment
Marjukka Maki-Hokkonen
President Aust/NZ,
NGA Human Resources
When growing a business and expanding locally or internationally, companies are faced with all kinds of
business-related and regulatory challenges. One of them is finding a reliable way to pay and consistently
manage their workforce in all jurisdictions where they operate.
As a global market leader in HR and payroll services, NGA HR initiated a global payroll complexity survey
to provide an objective overview of the complexity of managing the payroll process in 35 countries
across the globe.
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Geographical influences: The challenges of multiple jurisdictions and cultural diversification
Managing employee data
Managing payroll data
Government reporting and declarations
The impacts (business and other) of getting it right and/or wrong
1.10 PM – 2.10 PM: LUNCH & EXHIBITION VIEWING
For more information visit www.masteringsap.com/hrau or Phone: +61 2 9955 7400
Produced by The Eventful Group
18
2.10 PM – 3.00 PM
Stuart Harman
Partner,
Oliver Wight Asia Pacific
PEOPLE &
CULTURE
The Key Ingredients for Sustainable
Change
The introduction of new processes or tools is a constant for most organisations in the 21st century but in
too many instances this change does not go as well as planned. In this presentation Stuart Harman,
from Business Improvement Specialists, Oliver Wight, will talk about the key ingredients for sustainable
change based on his experience applying Oliver Wight’s Proven Path methodology which has enabled
success for more than 1000 clients around the world over the last 40 years.
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Andrew Ashby
Human Resources Management Information
Systems Manager,
New Zealand Defence Force
HR 1
Implementing HR Data Governance in
the New Zealand Defence Force (NZDF)
For more information visit www.masteringsap.com/hrau or Phone: +61 2 9955 7400
The key stages of a change project
The importance of excitement
The need for ownership and how to ensure it
Measures of success
Master data management is an ongoing issue in any ERP solution. NZDF implemented SAP HCM in April
2014 and a major benefit of the project was improved data quality leading to better HR reporting. In
order to realise the benefits NZDF had to institute HR data governance to maintain and improve the
quality of the data, and to monitor where HR data is being used.
This presentation will show why NZDF decided to invest in data governance, how we went about it, the
benefits so far and the future vision of Data Governance across all SAP modules in NZDF.
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HR data governance definition
HR data governance objectives
Who owns the data?
NZDF HR data governance approach
HR data governance applied in NZDF
Data governance future vision in NZDF
Produced by The Eventful Group
19
Talent Management in the 21st
Century: Hold Onto Your seats – You
Are in for a Hell of a Ride!
Alex Grahovac
Director, Learning Products & Strategy ANZ,
HR Solutions,
SuccessFactors, an SAP Company
What happens when our traditional views of talent management, intersect with big data, the Internet of
Things, machine learning and a hyper competitive globalised marketplace? Hold onto your seats - you
are in for a hell of a ride… and it’s going to get bumpy! Within just the next 10 years we will all see a
huge shift in the way people work, are paid and the way companies view, attract and refresh talent
pools across their business. These changes will turn talent management as we know it on its head - and
to be successful in this new paradigm, we will need a whole new perspective and approach to manage
and leverage it.
HR 2
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China meets the “Lewis’s turning point” - Find out how China is about to lose its key strategic
advantage (low cost labour) and what it is already doing about it?
Staff on demand - the new black. Find out why contingent labor will not only be practical but
critical to your organisations success in the very new future.
Talent and innovation: How companies will be leveraging community and crowd to innovate
and develop new products and services instead of the managing the process through a
traditional R&D department-driven approach
Crowd labour? How do you get a crowd to do your job for you?
It’s all about service: What does a shift to a service and knowledge economy mean to you and
your organisation?
Fire me? Why you should be fired in less than three to five years
3.00 PM – 3.30 PM: Afternoon tea
3.30 PM – 4.30 PM
Steve Mitchell
General Manager Technology – Queensland,
Queensland Motorways
CLOSING KEYNOTE
New Ways of Thinking for Success in
the Digital Economy
For more information visit www.masteringsap.com/hrau or Phone: +61 2 9955 7400
Today, we do almost everything online, from banking and buying to chatting and dating. Now the focus
is on the ‘Internet of Things’ - networks of smart, connected products that are already making big bucks
for companies through product differentiation and providing vast customer data. This new way of doing
business provides incredible opportunities for companies, but it also requires a whole new mindset and
approach to IT.
Queensland Motorways has made great inroads into the digital economy, but it has been no easy ride.
Join Steve as he outlines what it has taken to turn the IT organisation into a revenue-building hub of
innovation (and improving employee engagement along the way).
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Finding your differentiating factor in the digital economy
Identifying traditional business processes that are holding you back and stamping them out
Building strategic partnerships - a hybrid approach
Planning to fail - a new approach to risk
Building a culture of innovation in your IT team and beyond
What’s next for Queensland Motorways?
Produced by The Eventful Group
20
CLOSING KEYNOTE
3.30 PM – 4.30 PM
Be Successful With Your Technology Become an Elephant Whisperer
Greg Taylor
Independent Change Management
Evangelist
For more information visit www.masteringsap.com/hrau or Phone: +61 2 9955 7400
OK – let’s talk about the elephant in the room. If your users don’t adopt your systems effectively, then
you can’t really claim success. Good user adoption doesn’t happen by accident, but by incorporating
some simple strategies you can be well on your way to taming the beast.
This presentation will explore practical examples, showing you how to:
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Get real commitment from the right people
Incorporate user experience into your design strategy
Persuade even the toughest resistors to change
Make use of social tools to enhance your support model
Leverage business processes to demonstrate adoption and ROI
Produced by The Eventful Group
21
WORKSHOP
Wednesday 27 May 2015
8.30 AM: Workshop Registration
WORKSHOP
9.00 AM – 4.00 PM
Are You Payroll Ready for FY16 and
Beyond?
Paul Worland
SAP HR Payroll Architect,
Presence of IT
For more information visit www.masteringsap.com/hrau or Phone: +61 2 9955 7400
There are two significant changes impacting your payroll environment in the next financial year and
beyond. SuperStream, the new electronic process to manage Superannuation introduced by the
Australian Federal Government, and the release of a new Tax Schema from SAP. Respectively, these
changes will require you to prepare your SAP payroll system in order to meet compliance requirements
and take advantage of the new tax scheme benefits. Join this hands-on workshop to gain practical
knowledge and understanding from Presence of IT’s seasoned payroll specialists. A great opportunity
to learn and interact with like-minded payroll professionals in a small group environment.
Produced by The Eventful Group