Chair’s opening remarks

LORRAINE SALLOUM
Chief People Officer, Achieve Australia

• Examples of how you can design organisational design principles to be so super simple to enable the business strategy to take centre stage
• Develop plans aligned with strategic objectives, providing a roadmap to success
• Creating organisational design frameworks that support you to be nimble and future focused

SHAIMA WAJIHI
Future Workforce Design, IAG

Organisational design (OD) architecture that facilitates an organizational pivot is crucial for enabling a company to adapt quickly and effectively to changing market conditions or strategic shifts. This architecture involves creating flexible structures, processes, and cultures that support rapid reconfiguration and innovation. By fostering agility and resilience, an adaptive OD architecture allows organisations to pivot smoothly in response to new opportunities or threats, ensuring sustained competitiveness and growth. This approach aligns resources, capabilities, and goals with the evolving business environment, making change a seamless and integral part of the organizational fabric.

This session will address:

• Implementing adaptable organizational structures that can be quickly reconfigured to meet new strategic priorities
• Developing processes that support rapid decision-making, continuous learning, and iterative improvement
• Cultivating a culture that embraces change, encourages innovation, and empowers employees to contribute to the pivot effectively

AMIT PADHAIR
Senior Executive, Org Transformation,
NSW Department of Customer Service

10.30AM MORNING TEA

Traditionally design is very difficult to measure the success of because it's designed in the digital sense. So how can you tease apart the value of that research project that went into the design. This session will address:

• Defining value and ROI for you and your organisation
• Calculating the ROI by comparing the financial gains from the organisational changes to the costs incurred in implementing these changes
• Measure improvements in productivity and operational efficiency such as metrics like reduced cycle times, increased output per employee, and lower error rates, which translate into cost savings and higher output
• Assess changes in employee engagement, retention rates, and customer satisfaction scores. These metrics can be linked to financial outcomes by correlating higher satisfaction levels with increased sales, reduced turnover costs, and improved service quality

Crafting a compelling vision and direction for your organisation involves articulating a clear, inspiring, and achievable future state that aligns with core values and strategic objectives, motivating your team to work towards common goals. This vision should be communicated consistently and passionately, fostering a sense of purpose and unity within the team.

Key Strategies:

• Articulate the vision in simple, memorable language that everyone can understand and relate to
• Ensure the vision reflects the organisation's core values and strategic goals, providing a sense of purpose and direction
• Involve team members in the vision-crafting process to foster ownership and commitment, and regularly reinforce the vision through various channels and actions

SFC: CARINE ROLLAND
Head of People and Culture,
APAC & ME, ManpowerGroup

12.20PM NETWORKING LUNCH

• Setting up an EVP and 101
• How do we know our EVP is aligned with our business strategy?
• How do we know we have our EVP right?
• Assessing the evolution of the EVP

DANIELLE HOWE
Head of People and Culture, A-Leagues

• Matching talent more closely with organisational needs, allowing more flexibility in accessing and deploying talent pools
• Increasing visibility on talent capacity, enabling organisational understanding available skills and the potential gaps they need to be addressed to achieve organisational objectives
• Discussing how skills-based approaches can add immense value to organisations

KSHANIKA ANTHONY
Org Design and Transformation, Consultant

• The current talent landscape in Australia, specifically with regards to change
• Trends of the current market across the different sectors and industries – what are we seeing?
• What behavioral change are we seeing in terms of retaining, firing, hiring or sitting tight?
• Touching on the importance of why it’s crucial to get in right within the change management hiring process!

Invited:

REBEKAH CRICHTON
Executive Consultant, Bluefin Resources

15.20 AFTERNOON TEA

The integration of AI and automation into organisational design revolutionizes how businesses operate by enhancing efficiency, decision-making, and innovation. This transformation involves restructuring workflows, roles, and processes to leverage AI and automation technologies effectively. By embedding these technologies, organisations can streamline repetitive tasks, improve data-driven insights, and create more adaptive and responsive
business models. This session will assess:

• How to improve efficiency and optimization with AI and use automation to streamline routine tasks, reducing errors and operational costs
• Leveraging data-driven insights from AI to make more informed and strategic decisions, adapting swiftly to market changes

• How can we empower employees by allowing them to focus on higher-value activities like innovation, problem-solving, and strategic planning?
• How can we begin to focus on digital upskilling and implement automation technologies to streamline repetitive tasks and optimise workflows
• How can we leverage tech to inform strategic decisions that can swiftly adapt to trends and shifts internally and externally?
• What about deploying collaboration tools to improve coordination, foster innovation through collaborative efforts, and maintain motivation and alignment within dispersed or hybrid teams?

Chair for open floor:

KSHANIKA ANTHONY
Org Design and Transformation, Consultan

Chair’s closing remarks and the end of day two