This year’s Work 2.0 Expo and Conference is just around the corner with exciting opportunities to hear from learning and development leaders from major organisations from across Asia-Pacific. With an agenda that is chockers full of exciting seminars and keynotes, we want to make sure you’re up to speed by considering some trending topics that are making waves in the industry, and what you need to think about while at the event.
Are you meeting learners’ expectations and how do you support workplace development?
Choosing the right course to satisfy your workplace needs and workers’ expectations seems like a daunting task. Keeping your workers engaged throughout the course is certainly challenging, but this is the right forum to explore all of your options. Do the research, approach the experts, don’t be afraid to ask questions and test the water. This year’s Work 2.0 Learning@Work conference will discuss cultivating an interest in your workers to pursue their own development and improvement through engaging and innovative course materials, leading to positive workplace solutions. Strengthening the connection between learning and your organisation’s goals is not only important to these industry experts, it’s their specialty. There are options to initially interest workers in expanding their knowledge and to consequentially support further development in the areas that matter most to your organisation. Discuss the opportunities to develop positive and productive learning environments that are on offer at this year’s conference with the eLearning experts.
Is your organisation moving towards a positive workplace culture?
Is your organisation embracing the power of positive workplace thinking? Do you know the benefits and importance of an employee’s mental health and wellbeing? Statistically speaking, 1 in 5 Australian workers is currently experiencing a mental health issue. According to Heads up, around 90% of employees feel that mental health is a crucial part of any workplace, yet only 50% believe that their workplace is mentally healthy. Increasing workplace productivity has its foundations in a happy working environment; if workers are comfortable and enjoy a balanced and stress-free environment, their motivation to do their job — and to do it well — increases infinitely. So how can L&D implement processes that work towards cultivating a positive workplace culture through means such as interventions and increased awareness?
How do I set my organisation up for future success?
As the WE Forum pointed out back in January of this year, the Fourth Industrial Revolution is shaking up the employment landscape with, “major drivers of transformation currently affecting global industries are expected to have a significant impact on jobs, ranging from significant job creation to job displacement, and from heightened labour productivity to widening skills gaps.” We’re already seeing this play out – if we think about the increase of flexible working arrangements, the increase of on-demand contractors, to newly created roles that didn’t even exist ten years ago, I think it’s fair to say that L&D and HR Managers will certainly have their work cut out for them in the next few years. Especially when we consider that by 2020, “more than a third of the desired core skill sets of most occupations will be compromised of skills that are not yet considered crucial to the job today,” how are leaders anticipating and addressing these issues before it becomes a major risk? While there’s no simple check-the-box answer, this is an excellent forum to start thinking about how L&D and HR can reinvent their functions in the workplace. How well are you supporting your current talent? Are you giving them the tools to grow, and allocating time and budget for professional development? Are you forgetting about your leaders, who are absolutely critical to the transformation at the top?
How does your compliance learning really stack up?
Recently the Fair Work Ombudsman Natalie James said that compliance is more than just a tick and flick. Those annual compliance extravaganzas aren’t enough to demonstrate your organisation is building a comprehensive culture of compliance. Instead, it’s showing that you’re embracing the bare minimum of your requirements as an employer. But with some of the aforementioned challenges listed above, and the increasing front-pagers tackling major compliance breaches in organisations, how is your organisation really stacking up? Sexual harassment, workplace bullying, fraud and corruption are workplace issues that Australian businesses needed to address last year. This year, we need to think about IT security compliance (especially if you have a BYOD policy), social media in the workplace, and what this means for your employees, your organisation and you as an HR/L&D Manager. So it’s time to ask…how well are you protecting your brand and your people?
To learn more about workplace bullying and how prevention is the best remedy, swing by Theatre Room 1 on October 24th at 12:30pm in the Expo Hall, to hear Rae and Damian Panlock, founding patrons of Brodie’s Law Foundation.
Do a Reality Check on Your Organisational Needs (and Budget) First
The Work 2.0 Expo and Conference at the Australian Technology Park is destined to be a great event. But delegates should look beyond the jargon and buzz words like ‘social waves’ and get down to what matters most: organisational needs, their learner needs and budgets.
Tools and systems boasting features and functionalities that help vendors sell their products, don’t always translate into features and functionalities that are essential to your organisational needs. And before there’s a big hoo-hah over the fact that we’re also vendors, we’re looking out for the best interests of our L&D and HR peers in the field. Often at these events, we get a chance to speak one-on-one with L&D and HR managers who tell us their major problems with their existing learning management system and why they’re looking to move elsewhere. Usually it’s a case of too many features that are under-utilised because they have no need, have no capacity or just do not understand how it works. As a result, a good chunk of L&D or HR budgets have been spent on a system that is poorly used. Have a reality checklist drafted up before you touch base with vendors, so that you can ask them these tough questions, and find a LearnTech or HR Tech solution that is just right for your organisational needs.
Where to Go From Here?
While we’ve given you a handful of things to think about at Work 2.0 in Sydney October 24-25, don’t forget to stop by Learning Seat at stand 6 in the Learning@Work zone and say hi to our team. We’ll be showcasing our very best, and giving away a sweet prize that you’ll definitely want to swing by for. We look forward to seeing you at the event next week!