Conference Day One: Thursday, 11th September, 2008

08:55 Chair’s Introduction And Opening Remarks

Jackie Dubery
HR Director UK & Ireland
Electrolux plc

09:10 Getting More Bang For Your Buck: Delivering More From Your HR Function With Less

There is a constant pressure on HR to demonstrate continual value to the business. The British Library embarked on their HR Transformation journey in 2003. In this session, Mary explains how they gain continual ROI from their HR function year on year. She will reveal how each process fulfils the needs of the business to achieve customer satisfaction.

• Accelerating rapid process improvement
• Driving continual ROI
• Establishing the right organisation model for you

Mary Canavan
HR Director
British Library Maximising HR tools and technology

09:55 Improving Customer Satisfaction: Evolving HR Technology

Royal Mail embarked on their initial HR Transformation project 5 years ago. Now in the mature phase of their operation, they are now embarking upon their next HR Transformation project. In this session, Colin, a member of the original HR Transformation project will reveal the pressure the organisation faces to ensure its people processes and HR systems are pro-active, easily accessible and support Royal Mail Group (RMG) in developing and improving relationships with its people.

• Evaluating web based applications against enterprise systems
• Examining the customer benefits of a pro-active people contact centre model
• Providing help and guidance for areas such as benefit choices
• Changing business needs: Ensuring your system is capable of change and delivery
• Establishing a robust change management framework to deliver behavioural and cultural change

Colin Render
People System Programme Director
Royal Mail

11:00 What Happens When A Global HR System Becomes Too Costly? Evaluating The Benefits Of Single Process Applications Over ERP Systems

Organisations wanting to gain the most from their HR tools and technology must evaluate the cost and suitability of existing systems. Intercontinental Hotels Group (IHG) used to run an ERP-based global HR system which also supported payroll and benefits in the US, however the total cost of ownership became too high and other options were examined. IHG subsequently changed to a strategy of supporting local HR and payroll needs through local outsourced services and supporting the truly global processes like compensation planning, resourcing, learning and performance management through a number of distinct global applications. In this session, Chris analyses single process applications versus trying to support the organisation with a single ERP application.

• Examining the advantages of obtaining feature-rich applications that support global processes over ERP systems which may only partly fit the business needs
• Retaining a degree of integration and a unified presentation through an Intranet portal
• Is this a model that can fit other organisations? Examining the research to see whether this is an emerging trend or a "one-hit wonder"

Chris Paull
VP Global HR Shared Services
IHG plc

11:45 Panel Session: Technology Vs. The Human Touch? Balancing Your People And Technology

There is debate around the diversification between self service solutions provided to customers and solutions based locally. In this session, a panel of HR professionals openly discuss the issues surrounding balancing services with a technological face with those provided by people.

• Have self-service solutions gone too far? Processes are automised with the view to making them easier, but is this the case in reality for the employee/customer?
• Balancing the cost of time spent updating and controlling systems vs. the cost of a staff member in a SSC
• For which processes is self-service an effective solution?

Panel Speakers:

Roy Cartwright UK HR Shared Services Manager Caterpillar

Simon Lanham Head of HR Operations Clifford Chance

Colin Render People System Programme Director Royal Mail

Designing the right delivery model

14:00 HR Transformation: Creating A Fit For Purpose HR Function

Standard Chartered Bank started its current HR Transformation journey in 2000. In this session, Neil will address their continuous improvement process and disclose how the company plans to now further raise its game in the face of growing challenges.

• Identifying the ‘Burning Platform’
• Examining organisation review methodology
• Defining the Target Operating Model (TOM)
• Establishing success with stakeholders
• Creating the Transformation roadmap
• Setting the Transformation pace

Neil Hayward
Group Head, People Strategy and Product Management
Standard Chartered Bank

14:45 Embarking On 2nd Generation Delivery: Re-Evaluating The HR Model In The Face Of Changing Business Needs

To create an optimum HR function, organisations need to establish the right HR delivery model to meet their business needs. Deutsche Telekom began their HR Transformation project in 2006 built around the targets of increasing quality and efficiency of the HR function. In this session, Tobias reveals how the company adopts a mixture of outsourcing and Shared Services to deliver HR services.

• Comparing outsourcing vs. insourcing: What are the current trends within HR transformation?
• Driving efficiency and reducing complexity within HR processes internally
• smart sourcing: Maximising economies of scale by outsourcing some processes with the focus on building productivity reserves
• Establishing complete outsourcing deals for some processes

Tobias Kuehr
Head of Business Development
Deutsche Telekom AG

16:00 Global HR Transformation: Delivering A Complex HR Transformation Programme

In 2005, as part of a corporate-wide change programme designed to improve performance, Unilever began an investigation into HR Transformation (HRT). HRT objectives are to reduce the total HR costs and also to improve the capability to support the business in delivering its growth agenda. Since June 2006 Unilever has signed global agreements with 3 major outsourcers to transform ‘HR Services’. This session looks at the complexity of a global HR Transformation across geographies, service lines, service providers and service delivery models with both country and global deployments

• Structuring the governance of a global transformation programme
• Managing a programme with significant elements of services delivery as well as ongoing transition and transformation
• Preparing for post-transition: Portfolio management methodology and innovation funnels

Doug Kasambala
Director- Programme Management Office, HRT
Unilever

16:45 Panel Session: Considering The Benefits Of Vanilla Vs. Customised Tools

As the ‘one size fits all’ solution increasingly creates issues for HR functions, many businesses are struggling with the debate surrounding whether to automate their HR function through a standard vanilla package, or to customise the tools for their specific business environment.

• Deciding between a standard application and customising
• Weighing up the cost of customisation and maintaining licenses through the lifecycle of that product
• Acquiring the right mix: Comparing the generic offering and the r equirements for a customised offering

Panel Speakers:

Graeme Young Head of HR Technology BskyB

Chris Paull VP Global HR Shared Service IHG

Tobias Kuehr Head of Business Development Deutsche Telekom AG

17:30 Chair’s Closing Comments

17:45 Close Of Day One

[ Register Now] · [ Next: Conference Day Two: Friday, 12th September, 2008 ]