30 - 31 August 2001 Radisson Resort Gold Coast Conference Register online at www.hrmc.com.au or call 07 3371 9000 4 international keynote presentations 7 specialised learning tracks 19 session leaders Mike Pratt, National Australia Bank Christine Miller, Trigon Blue Cross Blue Shield Katie Truss, Kingston Business School Scott Snell, Pennsylvania State University Dan Currell, Corporate Leadership Council virtual hr intellectual communism attraction & retention Partners for people creating hr talent nurturing the “H” in HRM using & leveraging the InfoHRM product Highlights
Transcript
30 - 31 August 2001Radisson Resort
Gold Coast
Conference
Register online at www.hrmc.com.au or call 07 3371 9000
4 international keynote presentations
7 specialised learning tracks
19 session leaders
Mike Pratt, National Australia Bank
Christine Miller, Trigon Blue Cross Blue Shield
Katie Truss, Kingston Business School
Scott Snell, Pennsylvania State University
Dan Currell, Corporate Leadership Council
virtual hr
intellectual communism
attraction & retention
Partners for people
creating hr talent
nurturing the “H” in HRM
using & leveraging theInfoHRM product
Highlights
Highlights
HRM Consulting
CHOICE OF CONCENTRATED STREAMSTO SUIT DELEGATE FOCUS:
2
delegates attend two concentrated streams during the Conference
USING & LEVERAGING THE INFOHRM PRODUCT
Day One
Day Two
Mike Pratt, CEO, Australian Financial Services, NAB
Christine Miller, Vice President Human Resources,
Trigon Blue Cross Blue Shield
Katie Truss, Kingston Business School
Scott Snell, Pennsylvania State University
Dan Currell, Director, Corporate Leadership Council
HRM Consulting specialises in the strategic use of HR information, helping organisations to transform
their workforce data into business intelligence.
We provide a unique HR reporting solution called InfoHRM, an Internet and Intranet application
designed to deliver timely, accurate and easily accessible workforce reports to line managers, equipping
them to make better business decisions.
The InfoHRM program draws from Australia’s only HR benchmarking program run by HRM Consulting.
The program supports the most commonly used HRIS; SAP, Peoplesoft, LATTICE, CHRIS, MIMS.
InfoHRM transforms workforce data into business intelligence.
Intellectual Communism
Creating HR TalentNurturing the “H” in HRM
Virtual HRPartners for People
Attraction & Retention
HRM Consulting is proud to present the 11th Annual InfoHRM Conference
d
Delegates will have plenty of opportunities to connect with other people managers in
their own or other industries, either formally in workshops and meetings or informally
over the Conference dinner and drinks. See page 6 for networking opportunities.
>>Networking<<>>Networking<<
T h e I n f o H R M C o n f e r e n c e i s a p r e m i e r e v e n t f o r H R p r o f e s s i o n a l s a n d l i n e
m a n a g e r s i n v o l v e d i n l e a d i n g a n d s u p p o r t i n g b u s i n e s s c h a n g e t h r o u g h t h e
i n t e r p r e t a t i o n a n d a p p l i c a t i o n o f i n f o r m a t i o n a s a s t r a t e g i c r e s o u r c e .
S e n i o r H R P r o f e s s i o n a l S t a f f
H R P r a c t i t i o n e r s
H R G e n e r a l M a n a g e r s & D i r e c t o r s
L i n e M a n a g e r s
F u n c t i o n a l M a n a g e r s
H R I S A n a l y s t s
A c c o u n t M a n a g e r s f o r H R I S V e n d o r s
D i v i s i o n a l / B u s i n e s s U n i t H R M a n a g e r s
C o r p o r a t e H R S p e c i a l i s t s
3
Why you should attend
comments from last year...
“very good mix of theoretical and practical”
“bringing together latest best practice and HR issues in Western World”
“I made network contacts and enjoyed the exposure to new concepts”
“the best aspect was networking and learning latest developments in HR”
“the best place for new ideas, practical examples of HRM initiatives in different organisations”
“great strategic content; focus on what is real HR work”
“most useful to me was the specialised relevant streams”
“speakers with relevant, contemporary business examples and applications to learn from”
“overall I found this to be a very inspiring, productive and rewarding experience”
Register online at www.hrmc.com.au or call 07 3371 9000
Building the Strategic Role of HR as a True Business Partner – a CEO’sPerspective
This session will be a CEO’s case study on how the HR function is adding value to the retail banking
business of the National Australia Bank in Australia. Mike Pratt is the CEO of Australian Financial
Services, the retail banking arm of the NAB, which employs 24, 000 employees. He has spent a significant
component of his banking career working in HR roles, including National HR Manager for NAB as well
as senior line management roles.
Key areas include:
• Does the HR function really matter in business success?
• How can the HR function add strategic value?
• The role of HR measurement and Benchmarking in developing the
business role of the HR practitioner.
Mike is in the unique position to give his insights into and expectations of the HR function as a CEO
and a former senior practitioner.
Mike Pratt
CEO, Australian
Financial Services
National Australia
Bank
4
The Soft & Hard Models of HRM: Challenges of Linking Human ResourceManagement and Organisational Performance
Prior to joining Kingston in 1996, Katie was Research Fellow in the Centre for Organisational Research
at London Business School, completing PhD in 1992. She teaches strategic human resource
management, change management and organisational behaviour at undergraduate, postgraduate
and post-experience levels, and runs the MBA change management elective and co-organises the
School of HRM Seminar Series.
Katie continues to be a Visiting Research Fellow at London Business School, and is a member of the
team of researchers from LBS, Cranfield and the Judge Institute working on the Leading Edge Research
Consortium project on strategic human resource management. She is co-author of Strategic Human
Resource Management: Corporate Rhetoric and Human Reality (OUP) with with Lynda Gratton of the
London Business School, and numerous articles in academic and practitioner journals. Katie also has
research interests in the field of secretarial and clerical work. She is referee for a number of journals,
including Journal of Management Studies, British Journal of Industrial Relations, Human Relations and
International, Journal of Human Resource Management and also a tutor at Henley Management College
and an external examiner at Greenwich Business School. Principal consultancy interests are in the area
of human resource management, change management and secretarial work.
David Carter, HR Director, IPAC Securities
Lucille Coward, Manager HR Projects, Australian
Broadcasting Corporation
Lorraine Murphy, HR Director, Lion Nathan Australia
Brett Ellison, Head of eBusiness, National Australia Bank
Chris Burton, Accreditations Manager, Team Management
Systems
Petar Bielovich, AsiaPac Knowledge Management Program
Leader, PricewaterhouseCoopers
Dr John Martin, Lecturer, QUT
Kerri Russ, Team Leader, PSMPC
Katie Truss
Reader, School of
Human Resource
Management
Kingston BusinessSchool
Transferring Institutional Knowledge
This session will profile two innovative and high-tech approaches to sharing institutional knowledge:
• Cisco’s 'just in time' content creation and delivery
• The online tool used by Cable and Wireless to transfer institutional knowledge to the
appropriate places around the organisation.
Dan Currell is a Director with the Corporate Leadership Council (CLC), a leading Human Resources
research group based in Washington, D.C. Dan has presented research to CLC’s member companies
in North America and around the world, including a substantial membership in Australia/New Zealand.
Other Speakers include:
Dan Currell
Director
Corporate
Leadership Council
Register online at www.hrmc.com.au or call 07 3371 9000
2001ConferenceInfoHRM
Speakers
Strategic HR Reporting: Leveraging Technology to Build CompellingBusiness Cases in HR.
As Vice President of Human Resources for Virginia’s largest health insurance company, Christine R.
Miller promotes business excellence and employee opportunity. Miller joined Trigon Blue Cross Blue
Shield in 1990, and was named to her current position in May of 1994.
As leader of Trigon’s Human Resources Division, Miller directs a staff of nearly 100 human resources
professionals serving Trigon’s 3,800 employees. Her responsibilities include recruitment and staffing,
compensation and benefits, human resources information systems and payroll, employee relations
and training and development. An innovator in developing human resources initiatives that support
Trigon’s strategic vision, Miller’s leadership promotes partnership and personal accountability among
employees in business relationships. Her efforts to strengthen employee opportunity, including access
to information, support Trigon’s intent to become a world-class competitor in the health insurance
industry.
Trigon are the first client in North America to implement the full InfoHRM product suite. This session
will highlight how Trigon leveraged the InfoHRM technology to make compelling business cases for
HR. During the session, Christine will discuss how she has developed an information literate culture
within the HR function of Trigon and how this has been used to position HR as a true business partner.
Objectives of the Session:
• Briefly quantify the magnitude of Human
Capital/Recruitment/Retention issues to gain some perspective on
the importance of this topic;
• Detail the characteristics of professional reports versus strategic
reports and when to use each;
• Demonstrate how HR professionals can automate report
development and institutionalise the business case approach across
their HR departments;
• Discuss how reports are used to help determine strategy and
ultimately present an action base and compelling business case to
the executive team.
Christine Miller
Vice President HR
Trigon Blue CrossBlue Shield
One Size Does Not Fit All - How HR Approaches Vary with EmployeeValue/Uniqueness
Scott A. Snell is Professor of Management at the Pennsylvania State University. He received a BA in
Psychology from Miami University, as well as MBA and Ph.D. degrees in Business Administration from
Michigan State University. During his career, Dr. Snell has taught courses in human resource management
and strategic management to undergraduates, graduates and executives. He is actively involved in
executive education and has conducted international programs in Europe and Asia as well as Australia
and New Zealand.
Professor Snell has worked with companies such as AT&T, GE, IBM, Merck and Shell to address the
alignment of human resource systems with strategic initiatives such as globalisation, technological
change, and knowledge management. His research and teaching interests centre on how leading
companies manage their people for competitive advantage. This work focuses on the development
and deployment of intellectual capital as a foundation of an organisation’s core competencies. Dr
Snell has served on the editorial boards and had his research published in a number of professional
journals including the Academy of Management Journal, Human Resource Management, Human
Resource Management Review and Journal of Managerial Issues. He is also co-author of two books,
Management: The Competitive Edge, and Managing Human Resources.
5
Dr Alicia Karwat, Senior Manager, Group Human Resources,
Rita Maguire, Manager Employee Relations, Hollywood
Private Hospital
Cliff Gillam, Manager HR, Department of Conservation &
Land Management
Robin Bosch, Director Employee Relations, Hunter Institute
of Technology
Bill Ryan, Lecturer, QUT
David Carter, HR Director, IPAC Securities
Meighan Wells, Managing Consultant,
PricewaterhouseCoopers
Scott Snell
Professor of
Management
Pennsylvania State
University
2001ConferenceInfoHRM
Speakers
Pre-Conference29th August
Day One
Conference Dinner
30 August, 2001
Oskars on Burleigh
43 Goodwin Tce
Burleigh Heads
The Conference Dinner is
included in the registration fee.
Registration8:30
to9:00
Building the Strategic Role of HR as a True Business PartnerMike Pratt, CEO, Australian Financial Services, National Australia Bank
9:15to
10:15
Break and Networking10:15
to10:45
Lunch1:00
to2:00
StreamsDelegates choose to attend one of four streams which run concurrently
10:45to
1:00
Streams (including afternoon tea)2:00
to4:15
The Soft & Hard Models of HRM: Challenges of Linking HumanResource Management and Organisational PerformanceKatie Truss, Reader, School Human Resource Management, Kingston Business School
4:15to
5:15
Conference Dinner6:30for
7:00
WelcomePeter Howes, Principal, HRM Consulting
9:00to
9:15
IntellectualCommunism
CreatingHR Talent
Nurturingthe “H” in
HRM
Using &Leveraging the
InfoHRMProduct
IntellectualCommunism
CreatingHR Talent
Nurturingthe “H” in
HRM
Using &Leveraging the
InfoHRMProduct
Golf
29th August, 2001
2:30pm, Palm Meadows Golf Course
We are organising an ambrose Golf
Tournament for Conference delegates. If
you are interested, please tick the box on
the registration form.
Radisson Resort also provides tenniscourts, gymnasium and other activities
Cocktail Briefing Session29th August, 2001
Radisson Resort, Gold Coast
5:00 - 7 :00pm including cocktails
Peter Howes, Principal, HRM Consulting
will present on applying return on
investment models to HR strategies and
initiatives. Peter will draw on his experience over the last
18 months of constructing ROI studies in the USA.
Lunchtime Briefing Session29th August, 2001
Radisson Resort, Gold Coast
1 2:00 - 2 :3 0pm in cludin g lun ch
A na stas ia E l lerby, D irec to r, HRM
Consulting will discuss the application
of “HR Scorecards” and the recent book
by Becker, Huselid and Ulrich in the Australian context.
This session wi l l also expand on Mark Huselid’s
presen tat ion in th e 20 00 In foHRM Co n feren ce.
2001ConferenceInfoHRM
Program
6
Day Two
7
3:30to
4:00
Transferring Institutional KnowledgeDan Currell, Director, Corporate Leadership Council
Optional Breakfast Session
One Size Does Not Fit All - How HR Approaches Vary withEmployee Value/UniquenessScott Snell, Professor of Management, Pennsylvania State University
7:30to
8:30
Strategic HR Reporting: Leveraging Technology to BuildCompelling Business Cases in HRChristine Miller, Vice President Human Resources, Trigon Blue Cross Blue Shield
8:30to
9:30
Streams (including networking break)Delegates choose to attend one of four streams which run concurrently
9:30to
12:30
Lunch12:30
to1:30
Streams (including afternoon tea)1:30
to3:30
CloseAnastasia Ellerby, Director, HRM Consulting
4:00to
4:15
Virtual HRPartners for
People
Attraction&
Retention
Using &Leveraging the
InfoHRMProduct
Virtual HRPartners for
People
Attraction&
Retention
Using &Leveraging the
InfoHRMProduct
Data Certification
Pre-Conference Workshop29 August, 2001
Workshop Leaders
Karen Cicero, Consultant and Sharryn Porter, Data Analyst, HRM Consulting
Typically, we hear the same questions from both new and potential InfoHRM Benchmarking members: “what
information is required?”, “where and from whom do I get the information?”, and “what do I do with this
information once I have captured it?”.
In answering these questions, this workshop is designed as a practical guide to capturing the required data
and providing an understanding of InfoHRM Benchmarking and its objectives. The workshop objectives
include:
• overview of the benchmarking process and the role of data collection within this process;
• understanding and interpreting definitions for each benchmark area;
• understanding the internal processes required for collecting information (eg. from the Finance
Department);
• making the most out of electronic data input and feedback;
• sharing data collection experiences and learnings.
2001ConferenceInfoHRM
Program
In our capitalist system, the means of production are privately owned and directed. But in the information era, we need
to move to a more ‘communistic’ approach to the means of production (ie. knowledge). The Intellectual Communism
stream explores approaches to the creation, sharing, adaptation, application and renewal of knowledge within organisations.
The performance of an organisation in acquiring and applying knowledge will increasingly become the key competitive factor
for its performance, if not survival. (Drucker 1994)
Intangible Assets: Understanding Their Value,and Fostering Their Management
Ernst & Young research estimates that 35 - 40 percent of portfolio
allocation decisions made by professional investors are based on
non-financial information not found in financial reports. Some
organ isatio ns h ave be e n mo nitor ing and re p or tin g th e
development of their intangible assets alongside their financial
statements since the early 1990s. In Australia, this practice is as
yet relatively uncommon, but will investors let us ignore the
management of intangible assets for much longer? This session
will focus on the growing importance of intangible assets, their
impact on the economy, and their valuation; and on what the
Commonwealth Bank is doing to foster the management of
intellectual capital.
P re s e n t e r : D r A l i c i a K a r w at i s a S e n i o r M a n a g e r i n
Organisational/HR Research in the Group Human Resources of
Commonwealth Bank. Prior to this, she held roles in business
unit development and in academia.
Encouraging Innovation and Agility
A challenge facing most organisations is to create a culture and
w o r k e n v i r o n m e n t t h a t e n c o u r a g e s i n n o v a t i o n a n d
responsiveness to emerging demands. In this session, Dan Currell
will overview the Corporate Leadership Council’s recent research
into corporations that leverage employee creativity to become
more innovative and agile. Case studies discussed will include:
• How Skandia makes leaders accountable for creating
an entrepreneurial work environment
• H o w N o k i a m a k e s e x p l i c i t a n d r e i n f o rc e s
entrepreneurial behaviours
• Enron Corporation’s Unrestricted Opportunities for
upward communication.
Presenter: Dan Currell is a Director with the Corporate Leadership
Council (CLC), a leading Human Resources research group based
in Washington, D.C. Dan has presented research to CLC’s member
companies in North America and around the world, including a
s u b s t a n t i a l m e m b e r s h i p i n A u s t r a l i a / N e w Z e a l a n d .
NABbing Knowledge
The National Australia Bank is in possession of a wealth of
knowledge and expertise embodied in the skills and experience
of employees, p rocesses, polic ies and exist ing information
repositories. This knowledge and the infrastructure supporting
it ar e a k e y s tra te g ic as se t . T h is s e ss io n focu ss e s on :
• the Knowledge Object Architecture which provides a
view of the National ' s b usine ss in formation or
knowledge and classifies this to reflect the National's
business environment
• Our People knowledge object; and
• how we are using technology to share knowledge
about management of human resources and our
human resource assets.
Presenter: Brett Ellison, Head of eBusiness, NAB.
Who Does What - Ensuring the Right Peopledo the Right Things
Team Management Systems (TMS) has been used all around the
world to help project teams share information more efficiently
and work together more effectively. D uring this session,
p ar ticip ants wil l learn how managing dive rsit y can help
organisations develop and promote a process and an environment
for managing knowledge. ‘Real-life’ cases will outline how two
organisations used feedback to diagnose and address a variety
o f i s s u e s an d i m p ro ve t h e i r k n o w l e d g e c a p a b il i t i e s .
P re se n te r : C hr is Bu r ton , Accre d it ati on s Ma na g er, Te am
M a n ag e m e n t Sy s te m s (A si aP ac if ic ) . H e sp e ci a l is e s in
organisational assessment and feedback and has worked with
companies in Australia, the UK and Asia.
A Systems Dynamics View on Creating,Sharing and Leveraging Knowledge
It is generally recognised that a successful KM Program addresses
culture, processes, technology and content issues, and all areas
need to be properly addressed. However, it is important to
understand the key variables within each of these areas, and
more importantly to understand the inter-relationship between
them, in order to develop a successful KM strategy and to set
priorities. This session will:
• present a systems dynamics model of the key KM
va r ia b l e s, an d t h e ir i n te r- r e la t io n s h ip w i th i n
PricewaterhouseCoopers, Management Consulting
Services
• use the systems dynamics model to present a case
s t ud y t h a t w il l p rov i d e an i ns i g h t i n to h o w
PricewaterhouseCoop ers manages its global KM
program
• present an overview of some key strategies used to
influence knowledge creation, sharing and leveraging
behaviour amongst consultants.
Presenter : Petar B ielovich, AsiaPac Knowledge Management
Program Leader, PricewaterhouseCoopers.
Kathleen Barrett
BA, MA, MBus (Emp Rels), MAHRI
Research Consultant
This stream has been developed by Kathleen
Barrett, who will facilitate the stream and
provide input on each of the issues discussed.
Kathleen has over 15 years' experience in human resource
management in practitioner, consultant and research roles. Her
main roles within HRM Consulting are to: support the InfoHRM
program (in particular, through data analysis, and survey design
and analysis); partner with members and other organisations in
a consult ing capacity, particular ly in the areas of strategic
planning, workforce planning, HR audits, benchmarking and best
practice; co-ordinate HRM Consulting's applied research program,
eg. through the annual Best Practice and Focus on Practice studies.
8
Intellectual CommunismDay One
HR is increasingly feeling the pressure to move from being a cost centre to a value builder. To achieve
this requires talented HR people adept at facing the challenges of today and adaptable to the changes
of tomorrow. So how do organisations develop HR skills in their people and how do they create high
performing HR teams? This stream takes the concept of “talent” and applies it to the HR profession,
exploring the varied approaches to identifying, developing and creating HR talent in organisations.
9Register online at www.hrmc.com.au or call 07 3371 9000
Day OneCreating HR Talent
Penny Williams
Bachelor of Commerce (Major Human Resource Management)
Senior Consultant, HRM Consulting
This stream has been developed by Penny Williams, who will facilitate the stream and
provide input on each of the issues discussed.
Penny is a Senior Consultant with HRM Consulting and is involved in the InfoHRM Benchmarking Program,
focusing on the needs of the public sector across Australia. Prior to joining HRM Consulting, Penny gained
extensive experience in Human Resource Management at National Australia Bank. In particular, she has
specialist expertise in the areas of Workforce Planning, Recruitment and Selection and providing internal
HR consultancy services. Penny is Member of the Australia Human Resources Institute and the Australian
Institute of Management.
Creating an Effective HR Team – Mixing Business and HR Professionals.
Tony Bennett, HR Manager, ENERGEX
Shortlisted for an AHRI Award for Excellence in People Management, ENERGEX has created an HR team
that prides itself on adding value to the business. Tony Bennett, HR Manager at ENERGEX discusses the
challenges of getting the right mix and building an effective HR function.
What makes a talented HR professional?
Dr John Martin, Lecturer, QUT
In this session, Dr John Martin will consider the skills and competencies required of HR professionals today
and in the future. John will review what QUT is doing to create our HR professionals of the future, and
consider what organisations and HR practitioners themselves can do to prepare for the challenges ahead.
In today’s organisations you typically find some people are working in teams with people they have never met face-to-
face; most communication is done by email even with the person sitting in the office next door; some employees are
working from home or their car and communicate with the office by phone or email; meetings are held through video-
conferencing, even customers are often reached by phone, fax or email. These are examples of organisations working
virtually, communicating via electronic media and fewer face-to-face meetings than ever before.
Technology facilitates access to organisational information, which is important for empowered workers and autonomous
teams to function effectively. Meighan will present the experience at PricewaterhouseCoopers in managing virtual teams
and how technology is used to provide the communication framework required for effective team management.
13
Cristian Ulloa
BBus, AASCPA, AAIBF
Senior Consultant, HRM Consulting
This stream has been developed by Cristian Ulloa, who will facilitate the stream and provide input on
each of the issues discussed.
Cristian is a Senior Consultant with HRM Consulting and is the Product Manager responsible for the InfoHRM Reporting
System, particularly members in the Banking & Finance industry. Prior to joining HRM Consulting, Cristian was the principal
of Praxis Technologies a management consulting firm, with a focus on managing implementations of Financial & Accounting
systems.
In the past Cristian has also been the Product Marketing Manager for Solution 6 Pty Ltd, providing systems solutions to
the Accounting Profession. Cristian is an Associate Member of the Australian Society of Certified Practicing Accountants
and the Australian Institute of Banking and Finance
Virtual HR Day Two
How prepared are you to work in a virtual world? There are a number of issues HR practitioners should
be thinking about as organisations continue to develop and rely on technology for communication. How
do we select and manage people in virtual organisations, resolve conflicts, manage performance, celebrate
successes, deal with politics, maintain social ties, develop future managers and manage change.
Given the changing landscape of organisations as we know them, what will be required from the HR
profession to meet the challenges of the modern era?
Register online at www.hrmc.com.au or call 07 3371 9000
Using and Leveraging theInfoHRM Product
This session is designed to provide participants with an indepth understanding of how the InfoHRM extracts work. No
programming knowledge is required. For participants who have implemented or plan to implement any part of the
InfoHRM product suite, or for those with an interest in realising results from Decision Support Systems and Data Warehousing
Technology, this stream presents practical advice, based on real world experience, in using and leveraging a human
resource management reporting capability.
The stream is divided into four sessions which progressively introduce you to the concepts involved. Session 1 discusses
the process of acquiring data and its subsequent processing into a format which can facilitate management reporting;
Session 2 introduces the tools which are used to facilitate access to this data through the generation of multidimensional
reporting cubes and the use of data mining/modeling technologies; Session 3 covers additional implementation issues
which are often forgotten or glossed over, but essential to ensuring success; Session 4 focuses on the all important issue
of getting the information to those that need it.
Presenter: Jonathan Terrell, Chief Technology Officer, HRM Consulting.
Session 1: Extracts, Data Staging, Data Warehousing and the Benchmarking Database
In this session we focus on the movement of data. We begin with a discussion on the acquisition of data from an
organisation’s operational systems (HR, Financial). Based on practical experience we detail the types of systems we have
worked with (eg SAP, PeopleSoft, Nomad, Aurion, Lattice, Concept) and identify the categories of data that we are able to
extract. Next we introduce the steps in the staging process which progressively map the data from an organisation specific
view through to an industry wide model which underpins the benchmarking program. During the session we will also
elaborate on the tools and technologies used by HRM to implement the above processes.
Session 2: Multidimensional Cubes, Data Mining and Data Modeling/Forecasting
Having moved the client’s data into a more usable form, we now need to implement the appropriate tools for facilitating
access to it. With these tools we can develop sophisticated multidimensional reporting cubes which greatly eases the
development and production of reports. We can develop powerful scenarios for investigating patterns and trends in data
and we can build advanced models for predicting behaviour. During this session we will demonstrate real world examples
by using tools such as Cognos PowerPlay, Scenario and 4Thought which are commonly implemented by HRM and its
clients.
Session 3: Advanced Issues, Report Templates, Security, Drill Through and Currency Conversion
All the hard work detailed in Sessions 1 and 2 will amount to nothing if we don’t go the distance. Just because the data
and tools are in place doesn’t mean the reports will be developed. Our experience has shown that everyday users require
support in the development of reports either through the provision of advanced reporting templates or structured
reporting solutions. Real world implementations also require support for varying levels of user access through the
deployment of advanced security models; drill through to original source transaction so as to facilitate the verification
of figures and to perform more detailed analysis/follow-up; conversion between multiple currencies. Discussion and
demonstrations of all of these features as they relate to the InfoHRM products will be covered in this session.
Session 4: Deployment
Finally we must ensure that the reports reach the end user. Do we implement a client server or Intranet/Internet solution,
do we need both? How do we deploy the reports: HTML, PDF or end user builds it themselves? Do we need a dynamic,
yet simple reporting capability that supports casual users with a lot of structure but allows them to navigate through a
limited set of options, do we have a more advanced community of power users, or do we need to support both? Should
we do it ourselves or rely on organisations such as HRM to provide a complete solution under an ASP model? All of these
issues will be introduced and discussed during this session along with supporting examples from organisations that have
implemented InfoHRM.
Day One & Two
Register online at www.hrmc.com.au or call 07 3371 9000
Who Should Attend?
This session is designed for participants
who have been working with the
reporting of HR data but want to move
to the next level. This stream is also
valuable for people considering the
implementation of InfoHRM, or upgrading
from Level 2 to Level 3 and want to
understand and evaluate the technology
methodology.
Jonathan Terrell
BBus (Management)
Director, HRM Consulting
Jonathan is responsible for developing the InfoHRM
Reporting Software. Jonathan’s career in the
Information Technology industry has consistently
focused on the development of commercial applications. Currently
he is involved in the development of a strategic Human Resource
Business Information and Reporting system. For the twelve years prior
to this he specialised in the development of operational Human
Resource systems through the initial building of the Lattice product
and associated business, and the subsequent management of this
business as a subsidiary of Mincom. 14
Satisfaction Guarantee & Registration Policy1. As part of our professional commitment to quality we offer a satisfaction guarantee. If, at the end of the first day,
you feel the InfoHRM Conference is not adding value for your organisation, simply let us know and we will credit your
registration fee to any other program or sevice offered by HRM Consulting.
2. Registrations should be accompanied with your payment. Registrations received without payment are considered
expressions of interest only and confirmation of attendance will not be given until full payment is received. Registrants
will be liable for payment, even in the event of non-attendance, unless cancellation is made in accordance with the
cancellation policy outlined below.
3. Early Bird registrations must be received and paid for by the nominated date without exception to qualify for the
discount. Early Bird registrations are non-refundable.
4. If a registrant is unable to attend, the fee is refundable if cancellation is made in writing 10 working days prior to the
event. A $50 administration fee will be charged and deducted from any refund. No refunds will be given after the
10 day period has elapsed.
5. A substitute delegate will be accepted if the registrant is unable to attend, provided advice is given in relation to the
replacement two (2) working days prior to the event.
Hotel rooms are not included in the registration fees listed.
A block of rooms is being held for you at the Radisson
Resort at special reduced conference rates. After registering,
you will receive a booking form, identifying you as part of
the InfoHRM Conference, which you can fax straight to the
hotel with your accommodation needs.
15
Palm Meadows Drive
Palm Meadows, Gold Coast QLD 4211
Tel: 07 5555 7700
Fax: 07 5555 7701
www.radisson.com/palmmeadoewsau
Conference Information
The Radisson Resort
Prices include GST.
Early Bird $1450
1 delegate $17502nd & subsequent delegates $1100InfoHRM members receive 10% discount on above prices
Data Certification Workshop $550(1–2 delegates)3rd & 4th delegates FREE!
