From 28-30 August 2018, the Langley Group exhibited at the AHRI National Convention in Melbourne; Australia’s flagship event for HR practitioners and business leaders. As part of the event, we gave away passes to three individuals to attend the convention…
LUKE DRAPER, the People and Culture Business Partner at Scope (Aust) Ltd received one of the passes and was happy to share with us his three key takeaways:
I really enjoyed the exhibition and conference sessions and had many learnings that I can implement in my role. My three takeaways from the AHRI event that stood out the most were:
1. Technology is key
Technology will be central to efficiently and effectively providing HR services, both transactional and also those which are value add and will drive staff engagement with the business.
There were many, smaller vendors with software, apps and other technologies that have the potential to change the way staff interact with HR and HR systems.
The end user experience is critical to this though. Technology for technologies sake is meaningless.
2. Continual learning
Whilst there is technology, there will always be the employees, and it is the most important part of HR to build the skills and knowledge of the managers and staff within our organisations.
Micro learning seems to bean emerging concept to keep an eye on for the future with application to almost any business. I can already see how more on demand and time sensitive (no more than than five minute) training opportunities could drive development of staff.
To review a five minute video on a specific matter, and then to go straight back to the workplace and reinforce that learning in a timely and practical way seems a no brainer.
3. Growing power and appreciation of HR professionals
There are so many HR professionals who really care and have a passion for what they do, and the value they provide to their organisations and the staff. This came through time and time again listening to session talks, presentations and even just listening to other professionals talking with each other and engaging with vendors and stall holders.
In an ever-changing environment where doing more with less is the mantra sometimes, it is refreshing to know I am in an industry and profession with an ever growing influence on the organisation.
Underpinning all of this is the fact that the experience of the employees themselves as they interact with the organisation (from their manager to HR or HR systems) is still king!
How an employee experiences or interacts with policies, ways of doing things, what language they use (amongst other things) can really impact the employee’s discretionary effort and engagement with the organisations, and alignment with the organisation’s vision and values
That’s why I loved Sue Langley’s session on positive psychology and how it can transform HR practices.
I was also very interested in the Positive HR Toolkit and how it applies positive psychology and neuroscience findings to each step of the employee life cycle to drive a strengths-based yet personal connection between the organisation and the employee.
As key factors of individual wellbeing, positive affect and engagement, personal connection and a strengths based approach drives productivity up and absenteeism and turnover down.
To learn more about the Positive HR Toolkit, click here.