Understanding the Interaction between Employee Productivity Drivers: Interview with: Sean Bowman, CHRO, Alinta Energy, a speaker at the marcus evans HR Summit 2013, on understanding the key drivers of employee productivity.

1. Understanding the Interaction between
Employee Productivity Drivers
performance, it is really important for goes beyond pay and location. Defining
HR to describe outcomes in terms of and promoting this proposition is key,
value creation. For example, improving but it needs to be authentic. It will be
engagement scores is not an outcome in played out by your own people in terms
itself if the link to business results of what they say about your company,
cannot be demonstrated. so corporate spin will not cut it.
Why is it critical to distinguish Any final words of advice?
engagement and culture?
Strive to be as commercial and as
Culture is the underlying behaviours in business savvy as anyone in the
the organisation, while engagement is company. Always ensure there is a clear
the degree to which people are link between company and HR strategy
Interview with: Sean Bowman, passionate, strive for the organisation and describe results in terms of value
CHRO, Alinta Energy and want to make a difference. creation, not HR activities.
Talking intelligibly to the business and
“Human Resources (HR) directors drawing link to business results is
tend to know what the key levers of critical. Most people understand the
employee productivity are, but they talent link and how having great people
do not always understand how they means a greater chance of achieving
interact with each other,” believes Sean results. But getting the right people in is
Getting
Bowman, CHRO, Alinta Energy. not enough. A talented person who does
not fundamentally care about the
A speaker at the marcus evans HR business will not look for innovative
Summit 2013, in the Gold Coast, ways to produce results, so the
Queensland, Australia, 13 - 15 March, company will not get the most out of
the right
Bowman gives his take on employee that person. If a talented employee is
productivity and what HR directors engaged, but is not displaying the right
overlook that he considers critical for a behaviours, they will not perform at the
business. highest level e.g. I know people who
people
love the company they work for and are
What has the biggest impact on talented, but the underlying culture of
employee productivity that HR the organisation is political, bureaucratic
directors overlook? and slow. This is not conducive to high
performance now matter how talented
in
HR directors tend to know what the and engaged an employee is.
key levers of employee productivity are,
but they do not always understand how How can they attract talented
they interact with each other. I often people to their organisation?
is not
hear people use “engagement” and
“culture” interchangeably, but they are Top tier talent are looking for two things -
different measures. If there isn’t a great company, one that people want
absolute clarity on HR measures, it is to work for and can be proud of, and a
very difficult to explain how they drive great role, where they can learn, grow
enough
superior business results. and make a difference. Too often people
join companies because of pay and
Chief Executive Officers and senior location. But these are not sustainable -
leaders are primarily interested if another company offers the same role
in business results not HR activities per in the same location at higher pay, your
se. Whilst most progressive senior people are at risk. Great companies
leaders get the link between talent, have access to top tier talent because
culture and engagement, and business they have a compelling proposition that

2. About the HR Summit 2013
The HR Network –
marcus evans Summits group
This unique forum will take place at the RACV Royal Pines Resort, Gold Coast,
delivers peer-to-peer information
Queensland, Australia, 13 - 15 March 2013. Offering much more than any conference,
on strategic matters, professional
exhibition or trade show, this exclusive meeting will bring together esteemed industry
trends and breakthrough
thought leaders and solution providers to a highly focused and interactive networking
innovations.
event. The Summit includes presentations on incorporating social media into
employee engagement strategies, empowering employees, winning the talent battle,
and grooming leaders to withstand the ever changing nature of economic markets.
www.hranzsummit.com
Please note that the Summit is a Contact
closed business event and the
Sarin Kouyoumdjian-Gurunlian, Press Manager, marcus evans, Summits
number of participants strictly
Division
limited.
Tel: + 357 22 849 313
Email: press@marcusevanscy.com
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About marcus evans Summits
marcus evans Summits are high level business forums for the world’s leading decision-makers to meet, learn and discuss
strategies and solutions. Held at exclusive locations around the world, these events provide attendees with a unique opportunity to
individually tailor their schedules of keynote presentations, think tanks, seminars and one-to-one business meetings.
For more information, please visit: www.marcusevans.com
Upcoming Events
Corporate Learning & Talent Development Summit (North America) - www.cltdsummit.com
HR Technology Summit (North America) - www.hrtechnology-summit.com
To view the web version of this interview, please click here: www.hranzsummit.com/SeanBowman