JUSTIN MILES
GENERAL MANAGER HR Organisation: Fonterra ANZ Industry: Dairy products Biggest HR issue in 2012: My business right now is undertaking significant enterprise resource platform [ERP] change, introducing SAP across all our Aust-NZ business. This will affect 4,000 employees. The goal we’ve set ourselves is to manage the change in such a way that we increase engagement in the company, not just get them through the change. We’re using Gallup as our partners for engagement. We’ve shown some improvement between the first two surveys and have just gone through our third survey. Our changes will be in full swing by the time of the fourth survey so we will know how we’ve gone in achieving our goal. Any tips for other HR professionals going through organisational change? You must understand the three elements to shift: 1. The artifacts of the change, the things you can see and feel; the systems, processes, the tools, the forms, etc 2. How people will have to spend their time and/or how behaviours will have to shift, and 3. Beliefs, assumptions necessary to maintain change. It’s important for leaders to understand the costs and payoffs from the perspective of those who have to make the change. If you haven’t explained what the payoff is for employees, the change will be all about the surface stuff, the forms, the systems, and behavioural change will only be temporary.
iles See Justin M ing ap talk about sh ture fu a pipeline of HR e leaders at th ey, Summit Sydn 28-29 March
STRATEGIC SPONSOR
GOLD SPONSOR MARSH
Marsh in Australia comprises over 1,000 employees, providing risk management, insurance broking and risk consulting services to a range of businesses, government entities, individuals and professional associations. In 2011, Marsh in Australia was named Large Broker of the Year for the fourth year running by the Australia New Zealand Institute of Insurance and Finance. Globally, Marsh is the world’s largest insurance broker and risk advisor, with over 24,000 employees, and provides advice and transactional capabilities to clients in more than 100 countries.
DDI ASIA PACIFIC
For over 40 years, DDI has helped the most successful companies around the world close the gap between where their businesses need to go and the talent required to take them there. Our areas of expertise span every level, from individual contributors to the executive suite; and range from success profile management, selection and assessment, leadership and workforce development, succession management and performance management. DDI’s comprehensive, yet practical approach to talent management starts by ensuring a close connection of our solutions to your business strategies, and ends only when we produce the results you require. You’ll find that DDI is an essential partner wherever you are on your journey to building extraordinary talent.
Contact: Travis Kemp, general manager, employee benefits
Contact: Samantha York, sales & marketing associate
P: 03 9603 2299 E: travis.m.kemp@marsh.com W: www.marsh.com.au/cps
P: 02 9466 0324 E: samantha.york@ddiworld.com W: www.ddiworld.com HCAMAG.COM 25