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Frankfurt 2018It's advisable to come early, as there are 300 delegates to be registered. The conferences will commence at 09:00 sharp, in order to meet the event schedule.
Location: In front of the main Conference Hall
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A truly outstanding event has speakers characterized by 3 things ENERGY ∙ PASSION ∙ CONTENT above all else. We keep it that way.
What exactly is the big deal about this whole concept of People Analytics, also known as Workforce Analytics (aka HR Analytics)...???
The story starts with a simple fact – you cannot ignore digitalization and stay competitive in business, let alone be a market leader in any business. We live in a world where a smartphone app can change the market landscape in a matter of weeks. Love it or hate it – you can’t ignore it. Improved workforce productivity and performance, enhanced employee experience and wellbeing, and better HR reporting at a strategic level, are essential to the success of organizations and their ability to survive, now and in the decades to come. All this comes at a time when talented and highly skilled employees are not just becoming harder to recruit and retain, but actively rethinking their desired relationships with employers.
So, the HR has to go digital; and as organizations look to cope with these changes, they are embracing the workforce analytics at ever greater pace. These analytics can be used to improve workforce productivity, enhance employee experience and wellbeing, and increase the impact of HR overall. Undoubtedly, workforce analytics is central to the future of HR, as it lies at the heart of initiatives to personalize the employee experience, optimize organizational design and improve team collaboration and effectiveness.
Now, that is – by any accounts – a pretty big deal. And the good news is:
Empowering HR with People Analytics for Success in Digital Economy
Most organizations still operate in hierarchical 2.0 mode, while the modern HR has reached the 4.0 stage. The HR 4.0 now has the capability to influence business decisions, by providing data-based, timely and exact business insight. The HR 4.0 can provide the CEO and other C-level decision-makers with data-based facts to make the key business decisions, instead of relying on the “gut-feel”. People Analytics brings the paradigm shift in how business decisions are made, how risk is evaluated and ultimately what business impact an organization will have. We are no longer talking about the need to have HR at the table in l'art pour l'art HR terms. People Analytics finally gives the HR that truly strategic role... and a seat at the table.
This conference series and subsequent Masterclasses bring you the blueprint on how to successfully implement HR Analytics at strategic and tactical/ops level. You will hear real-life examples form the giants like Amazon, as well as some of the World's leading academic and business minds in the field, presenting data-based facts & figures, trends & tendencies for the near, mid and long-term outlook of the Future of Work.
Technology is changing the world of work and big data plays a key role in the process. Sorting out the “ocean of information” is the game-changer. HR analytics is not yet-another-hype, but a trend that is growing and is here to stay. It is increasingly becoming the “way we do things around here”. If you don’t have the right data – you are uninformed. If you have too much of unsorted data – you are overwhelmed. As a busy HR person, you can’t afford either. The quality of your decisions has a direct and lasting impact on your organization. The HR analytics provide a solution to that challenge.
HR & PEOPLE ANALYTICS FRANKFURT FORUM is a double-stream conference dedicated to presenting, understanding and embracing the use of data-driven analytical approach in HR function, and business as a whole. The data-driven decision-making process is recognized as the key differentiator in today’s workplace, giving companies who apply it properly a substantial edge.
London, Amsterdam, Barcelona, San Francisco and NYC are regularly hosting world-class HR analytics conferences ever more often. We wanted to bring some of that world closer to you!
The goal of this conference is to help you – the attendee – to choose the best practices, tools & techniques for your organization and your own role. Some of the topics that we will talk about include:
· Building HR Analytics Functions, Teams, Capabilities and Support
· Data-Driven Recruitment and Talent Management
· Smarter Workforce Planning for Growth or Downsizing
· Technology-Enabled Employee Insights
· AI in HR
· Workforce Differentiation and Predicting Attrition Impact
· Identifying and Developing Leaders among Candidates and Talent Pools
Most notably many of the Global Top 10 People Analytics Thought-leaders and influencers and many, many:
· CHROs & HR Directors
· HR Analytics function heads
· HR Business Partners for Analytics
· Analytics professionals and SMEs
· Other senior managers, professionals and SMEs from HR, IT, Data and Analytics functions
· Media, Press and Academia representatives
Learn about latest trends, applications, tools & best-practices
Understand why is HR analytics estimated as $18Bn market
Meet top speakers from Europe and the World
Participate in discussions and have fun
Presentations you will hear are from real world. Presenters will talk about REAL projects, REAL challenges, REAL issues, REAL success & failures and REAL people. No death by Power Point!
Dr. Marielle Sonnenberg presenting at HRPA Forum 2017
The second day of the HRPA Forum 2018 is reserved for the elective Masterclass:
The Essentials of Workforce Analytics by AIHR
Masterclass leader: Erik van Vulpen
This workshop is suited for HR professionals who are looking to develop the essentials of workforce/people/HR analytics and who want to be effective as an HR professional. It would be suitable for HR Business Partners, HR professionals in any function (recruitment, learning, compensation, etc) and any analytics professional that is looking for clarity and simplicity.
The workshop will focus on 'why' undertake analytics, focusing on 'the business', how to use your skills and identify those you don't have and how to communicate analytical messages. This workshop will not focus on statistics or deep analysis of data. It will, however, put you at ease that analytics does not need to be complicated.
Scroll down to DAY 2 Schedule for detailed information and timetable.
You will benefit by learning about strategic-level importance of HR 4.0 and People Analytics. You will be empowered to widen your CEO’s and other Senior Managers horizons, by pioneering successful change management initiatives. You will have data-based facts that will enable you to shift the organizational mindset from fixed to grow. You will have data-based business insights, that will enable you to present outcome scenarios to your Board. You will earn the seat at the table!
You will benefit by seeing and hearing the real stories, from the real people at operational-level of running the People Analytics Teams and departments. You will learn about the best practices in data-collection and processing, data-visualization and story-telling. You will become the most trusted adviser to your CHRO on value of data-based recruitment, talent-management, employee –satisfaction and retention, reward strategies benefits and much more.
You will benefit by learning about operational-level implementation projects of People Analytics solutions; the mistakes that others made (so that you won’t). You will be presented with step-by-step processes, the challenges and roadblocks the team encountered along the way, how they’ve gained the stakeholders support, what worked and what’d didn’t and their lessons learned on these projects.
Probably it’s self-evident by now, albeit we’ll say it – you will have an all-day access to some of the very top HR decision makers and influencers in this part of the world and beyond. You will have an opportunity to network with not only delegates, but speakers, panelists, prominent journalists and bloggers and many of global Top10 minds in the field, from around the world. Naturally, you’ll get your exhibition space right in front of the main conference hall.
Real people real stories
HR 4.0, People Analytics, Workforce Analytics, HR Analytics… to some it might sound “Chinese”. Then let us add the data-visualization, AI, Robotics into the mix, top it with a huge those of IT… and you might ask - are we here to “talk HR or what?!?” Yes, off course we are here to talk HR and the key-note speakers you will see and hear will do exactly that. They are here not only to give you the high-level overview of the global state of affairs in terms of adoption rates of analytics in HR, but also give you guidance and vision to what really matters and what doesn't, what's important and what's "hot air".
Naturally, you'll also hear a lot from the HR colleagues, talking about their projects and their people, what they've done, how they've done it, what worked for them and what didn’t. What they’ve learned along the way, how they’ve managed change and resistance and much, much more.
Last, but not least - you will get quality insights into research projects conducted by some of the most brilliant scientific minds, PhD’s, university professors and data-scientist, who will present their findings and its practical applications in corporate arena.
CEO · iNostix by Deloitte
Distinguished Key-note Speaker
Luk is an experienced CHRO who has lead complex transition projects for compelling blue chip companies. Luk is passionate about quantifying and predicting the business impact of people investments. Predictive workforce Analytics is all he does and he is widely recognized as one of the few European top HR intelligence experts. He is the Co-Founder of HR Analytics think-tank iNostix by Deloitte.
Chair of Business Administration, HR Management and Leadership · Mannheim University
Distinguished Key-note Speaker
University Professor and international expert in Effectiveness of HR Practices, International HR Management and Leadership, Professor Biemann is highly regarded as the leading authority on Workforce Analytics in Germany and DACH region.
Managing Partner · Karian & Box
Distinguished Key-note Speaker
After spending 12 years with roles including Director of Internal Communication for British Gas, ICI plc and Rolls-Royce, Ghassan founded Karian and Box in 2006. Ghassan is acclaimed speaker and expert on communications strategy; employee engagement strategy and campaigns, employee measurement; channel development, creative management and workforce analytics.
HR Analytics Global Thought Leader
Conference Chair & Key-note Speaker
Founder of Analytics in HR, the largest People Analytics community worldwide, writer and popular key-note speaker, Erik is globally recognized as one of the top influencers in the field. He has trained hundreds of HR professionals on how to apply data-driven HR and analytics in their organizations.
Head of People Analytics
Robert Bosch GmbH
Senior HR professional with over 20 years’ experience, Steffen is leading the initiative of starting the new age of Digital HR, building its core with People Analytics
Senior Manager People Strategy and Agile Methods
Lufthansa Group
People Analytics Enthusiast and HR Professional, Julia is founding member of People Analytics Frankfurt Meet-up, a frequent speaker on international conferences and advocate for adoption o Agile methods in HR.
Co-Founder & Partner
People Conscience
Evangelizing Human+Machine, People Analytics, Culture Hacking and Blockchain for the Future of Work, Soumya is a founding member of Frankfurt People Analytics Meet-up and popular Speaker, Blogger & Emerging Author.
CEO
esthra - HR Orchestration
Former Microsoft VP HR, Eszter is passionate enterpreneuHR and ProduceHR, who works with small& medium size enterprises and ambitious individuals to find their sound of success through HR ORCHESTRATION of Leadership, Talent and Organization.
Head of HR Strategy and Planning
SAP AG
Replacing gut-feeling by data-driven insights, Christian is an HR Thought-Leader who envisions use of data science for a smarter workplace and superior talent experience. He encompasses steering of the HR strategy execution, enhancing the method landscape with innovative analytics and enabling the HR organization to use data insights to make smarter talent and organizational decisions.
Expert People Analytics & Insights Generation
Merck Group
Experienced professional with a demonstrated history of working within Human Resources in the chemical & pharmaceutical industry, Leandra holds the Master of Science (M.Sc.) in Human Resources Management and is skilled in People Analytics, Organizational Development and Workforce Planning as well as in HR Strategy and Governance, Change Management, Business Transformation and Project Management.
Director ∙ Global HR Analytics & Reporting
Trimble Inc.
Global HR Leader / HR Business Partner with 16+ years of experience in Technology & Engineering industry, Sukumaran has expertise in People Analytics, Strategic HR Business Partnering, Acquisition, Divestiture, Talent Management, HR transformation, Coaching Managers, C&B, Leadership Development and Recruitment Process Outsourcing (RPO).
Organization Design Expert
Progressio
Fran is popular Ted and conference speaker, best known for his remarkable work in the field of Organization Design and HR Strategy. He serves as a mentor to CEOs and other senior executives and as an MBA brings a unique business perspective to HR. He's a highly sought-after consultant and workshop facilitator, best known for Agile Organization Design & HR Transformation series.
Senior HR Consultant
SAP AG
People Analytics expert with a degree in Psychology and a PhD. in Business and Economics, Sarah is the leading voice for leveraging Workforce Analytics as a strategic KPI for business process management and overall business success.
Executive Partner
Dynaplan
Known by his motto, Planning for impact - Shaping the future workforce, Kai leads the Swiss think-tank Dynaplan and has been a lecturer at St. Gallen University since 2007. His current focus is on links between Strategic Workforce Planning (SWP) and People Analytics.
HR Data Science Expert
National Bank of Canada
Senior HR data scientist with an MSc. in Business Intelligence, Shaza focuses on impacts of AI and people analytics on ethical business practices.
Lead Research Analyst
CIPD
Driven, passionate and curious, Ed is focused on corporate social responsibility, social impact assessment, program and project evaluation and impact consultancy, serving as CIPD's lead researcher on measurement, metrics and impact evaluation.
Senior Manager
Deloitte
A highly skilled senior transformational Human Resources Consultant with particular expertise in people analytics, strategic and operational organizational development, talent lifecycle, and leadership capability across multiple geographies, Thomas is instrumental in directing and executing human capital strategies aligned to business objectives.
Expert People Analytics and Organisational Development
Merck Group
With an Msc. in both Psychology and IT and PhD. In Defense Security, Adam combines skills and expertise very few can demonstrate. He has led complex programs and multinational teams over the globe, which gives him a unique insight and vision on his current passion – People Analytics.
Head of HR Data Science, Insights & Data Innovation
Deutsche Bahn AG
After teaching “Data Science for Social Innovation” at New York’s Columbia University (SIPA) and "Data Science for Managers” to executives in Germany, Stefan is now running the People Analytics department at Deutsche Bahn pioneering the use of data in the HR context. His ambition is to solve meaningful problems related to human aspects of Deutsche Bahn operations and contribute to a better, more productive workplace. He is a thoughtful leader and strategic thinker at the intersection of data science, business & human impact.
Chair of Civil Law, German and European Economics
Mannheim University
Experienced Professor with a demonstrated history of working in the research industry, Dr. Kainer is skilled in European Business Law, Data Protection Law, Research, and Employment Law. Long-standing experience in advising companies and public authorities. Strong education professional graduated from Heidelberg University.
DAY 1 features morning plenary session with distinguished key-note presentations followed by 2 parallel tracks with 8 talks on each track. The conference ends with an Expert's Exposé by Prof. Dr. Torsten Biemann and the panel-discussion on The Future of Work, again in plenary session.
DAY 2 brings us an outstanding masterclass focusing on the practical application of people analytics.
It's advisable to come early, as there are 300 delegates to be registered. The conferences will commence at 09:00 sharp, in order to meet the event schedule.
Location: In front of the main Conference Hall
Who runs the show?
Erik van Vulpen
Erik is a respected consultant, speaker, author and business advisor in HR strategy, workforce analytics, and the Future of Work.
He advises clients on how to establish human resources strategies that will improve business performance and help HR leaders become more analytical in their decision-making. In particular, he advises Boards & CEOs of HR technology and HR analytics companies.
As the Founder of Analytics in HR, the largest People Analytics community worldwide, he has trained hundreds of HR professionals on how to apply data-driven HR and analytics in their organizations.
About the Speaker:
Luk Smeyers
Luk is an experienced CHRO who has lead complex transition projects for compelling blue chip companies.
He has an enviable background performing strategic and operational roles for dynamic, change-oriented companies and has managed at board level through business start-ups, turnarounds, acquisitions, divestitures, joint-venture creation, down-sizing and restructuring on a pan-European basis.
With his result and people oriented focus, he has made substantial difference everywhere and established deep shifts in perspectives and strategies.
In 2008, Luk started as a Human Capital entrepreneur and established a cutting-edge HC Analytics consultancy, together with academic partner Dr. Jeroen Delmotte (www.linkedin.com/in/jeroendelmotte).
Luk is passionate about quantifying and predicting the business impact of people investments. Predictive workforce Analytics is all he does and he is widely recognized as one of the few European top HR intelligence experts.
Luk is revered as a leading thinker, educator, influencer and is a well-known content contributor, blogger, columnist and author of many articles. He is an invited speaker at international conferences and helps clients set a higher ambition for strategic HR intelligence, leading consultative projects and strategy meetings with such organizations as Ahold, Deloitte, BNP Paribas, Zurich, ING, KPN, ABN-AMRO, AXA, Philips, Rabobank, UWV, RealDolmen, Acerta, NS, BASF, Besix, Strukton, Bekaert, Randstad, Eandis, AG, Postnl, AON, Raet, to name a few.
Presentation focus:
Sharing learnings from executing over 100 projects in the past 5 years with regards to implementing the People Analytics function.
Overview:
In our projects, we are seeing that many organizations are starting with People Analytics without thinking of an operating model. We have experienced many times that organizations get stuck after a while and are not making (analytical maturity) progress anymore because the lacking 'rules of the game' (= operating model). I will take the participants thru my experiences and learnings in working with organizations that got stuck after a few initial experiments.
Key take-aways:
1. Understanding the critical necessity to invest in an operating model to become successful with People Analytics
2. How to start using the 4 pillars of a People Analytics Operating Model: People, Organization, Data & Technology
3. How to design a roadmap to implement the People Analytics Operating Model
About the Speaker:
Ghassan Karian
Ghassan Karian Ghassan started his career as a political campaigns manager for the Labour Party (1996-1998) and then as Head off Media Relations for Saatchi & Saatchi’s PR agency. Subsequently, he led the employee engagement efforts at Rolls-Royce as Director of Internal Communications and Engagement. For three years, he was a member of the People Leadership Team at British Gas, leading on engagement, employee communications and the major cultural change programme being undertaken across the business.
At Karian and Box, in addition to leading a fast-growing business with over 50 professionals, he advises business, HR and communication leadership teams on innovative employee engagement solutions and on providing strategic, actionable insight based on employee analytics and research.
Presentation focus:
· Practical case studies with insights into the latest, most innovative examples of advanced people analytics
· The focus on securing insight aligned to the business and HR/people strategies enables actionable findings to drive performance
· Using visual and verbal storytelling to help bring the data to life for time-poor leaders / stakeholders
Overview:
Real-world case studies from businesses such as Asda, Aviva, BP, HSBC and a range of other businesses with European operations. Powerful insights into which attitudinal and behavioral factors are most likely to drive which business performance metrics. Examples of the most innovative ways of presenting people data to enable quick understanding of the issues at stake, and to help interpret actionable insights.
Key take-aways:
1. Integration of data not aggregation to secure deep insight
2. Predicting performance is achievable using innovative approaches
3. The story of the data matters as much as the data itself
The coffee-break makes for a great occasion to mingle around some 300 delegates, share instant feedback about presentations you enjoyed the most, engage in casual chat and naturally visit the sponsors exhibition area.
Location: HR Tech Expo in front of the main conference hall
Presentation focus:
· Present survey results (based on interviews with 21 companies in 2018)
· Introduce Bersin maturity model
· Core results regarding: IT landscape, tools, reporting and advanced analytics, data privacy and access rights, future set up
Overview:
Disruptive economics, changing demographics, ever evolving business needs force HR to manage talent and build the workforce of the future. To make effective, fact-based decisions about current talent needs as well as to predict workforce changes (quality, quantity, behavior …) organizations in need to leverage large amounts of internal and external data. Deloitte conducted a benchmark study with respect of HR Reporting and Analytics in order to understand the status and way forward of German (and partly European) companies. Deloitte could obtain a dedicated picture of the current German HR Reporting and Analytics landscape.
Key take-aways:
1. SAP / SF dominating in DACH region
2. Most companies stuck on operational / advanced reporting
3. Many companies aim for advanced / predictive analytics
Speaker: Thomas Faust · Senior Manager · Deloitte
Presentation focus:
∙ Understanding of Digital Transformation
∙ Reasons for failure of the Transformations
∙ Driving a successful Transformation with changing the culture (the biggest Bottleneck)
∙ Using Cultural Analytics to empower cultural change with Data-driven approach
∙ Case studies about benefits of using People Analytics in areas like Talent Acquisition, M&A, Leadership empowerment, Team Building and Change Management
Overview:
Culture is the key determinant of successful transformation / digital transformation. We can change our technologies, our infrastructure, and our processes, but without addressing the human element, lasting change will not happen. Culture is the operating system of the organization. This presentation seeks to showcase why we need powerful tools like People Analytics to achieve a successful culture transformation.
Key take-aways:
1. What is Transformation or Transformation / Digital Transformation in terms of Culture?
2. Why Culture is the biggest bottleneck of any Transformation?
3. How we can empower successful Transformation with People Analytics?
Speaker: Soumyasanto Sen · Co-Founder & Partner · People Conscience GmbH
Presentation focus:
∙ People Analytics – the digital way to align Leadership-Talent-Organization
∙ Interdisciplinary inspiration: what can we learn from music to increase the impact of PA
∙ Orchestration 1:1 in PA
∙ What makes PA as a new hit for Leadership and HR – key benefits that bring that bring the sound of success
Overview:
Successful organizations stand out with the harmonious fusion of leadership-talent-organization. People Analytics (PA) is one of the most powerful ways for HR to find this optimum balance and as well to sound like "business" in the digital era. It is a tremendous opportunity to leverage the benefits of digitalization to improve human decisions.
Such as in case of music: the orchestration makes a significant difference how much impact we can achieve. The better we orchestrate PA, the more it impacts leadership and business results.
I will invite the audience to take a new, unusual and creative perspective on this topic, combined with practical experiences gained in Microsoft.
We will take a lens of a composer or a music producer and discover how to amplify the opportunities resulting from PA. Composing our "melody" (what and why to measure), having the right "rhythm" (start, frequency, dynamics), applying different "instruments" (processes, digital tools, etc.), looking at "harmony" (alignment, synergy, fun) – just to name the key drivers. Finally, we speak about how to set-up the modern "orchestra" of People Analytics.
What are the key benefits?
∙ More creative decision-making
∙ Enhanced change security
∙ Uplifted relationship between HR and the business
The experience of solving current problems differently, defining new ways to shape the future, generate incredible learning and connection moments, insights between business leaders and HR.
The impact of these “aha” moments goes far beyond People Analytics. It nurtures a much closer relationship for the benefit of employees and customers. Let`s get more emotionally engaged and connected towards PA!
Let`s play and enjoy the music of the futuHR now! PA has the power to be a new hit!
Key take-aways:
1. People Analytics (PA) is a powerful digital instrument that enables HR to finally sound like business
2. To achieve the best impact in PA thoughtful orchestration is key – the right focus and the right tuning creates not only better outcomes but better experience as well
3. PA is a modern leadership tool we should consciously leverage for more creative decision making, enhanced change security and uplifted relationship between HR and the business
Speaker: Eszter Debreczeni · CEO · esthra-HR Orchestration GmbH
A great opportunity to engage in a casual chat with speakers and your fellow delegates. Lunch will be served at the main hotel restaurant, providing a variety of specialties ranging from traditional German food to best international cuisine.
Location: Main hotel restaurant
Presentation focus:
∙ How data has changed the way we look at HR problems
∙ It's about learning to solve a problem, not so much about learning new tools & technologies
∙ How to scale data driven management and decision making within the HR function
Overview:
People Analytics is a real eye opener for changing perspective and driving innovation in large HR departments. Data helps us get new insights but also helps us communicate better. The more we work together with data the better we get at asking the right questions and the better our HR solutions become. The presentation will highlight some examples on how we approached seemingly 'old' problems in a new way and work towards a culture of designing prevention and more precise solutions.
Key take-aways:
1. Keep it simple, existing HR data still has a lot of untapped value
2. Data Visualization is important to better communicate problems
3. Making data impactful through data driven Intervention design
Speaker: Stefan Heeke · Head of HR Data Science, Insights & Data Innovation · Deutsche Bahn AG
Presentation focus:
∙ Ensuring data governance through a centralized analytics function
∙ Creating a People Analytics function embedded within HR who will serve as translator between HR business priorities and analytical capabilities
∙ Understanding the business demands to develop platforms for self-service data reporting and data visualization
∙ Enabling the HR business to utilize people analytics assets to create a culture of data-driven decision making
Leveraging technological capabilities such as predictive analytics and machine learning to advance analytical insights
Overview:
In this talk, we would like to present our transformation journey and share the learning experiences that we had in setting-up a people analytics function.
We will cover our transformation journey - from operational metrics and manual reporting to strategic business partnering and steering of data driven insights.
We will highlight the three most important facets in building the people analytics function: (1) setting-up data governance through a centralized analytics function (2) partnering with the business to understand and respond to their analytical needs (3) developing a culture of data-driven decision making through enablement.
In each of these facets, we will share the lessons we learned that ultimately set the foundation of who we are today and what we bring to our organization – an excellent people analytics function helping create great employee experiences.
Key take-aways:
1. Centralization leads to Standardization: Accurate and Standardized data among business units is a pre-requisite in performing data analytics. To achieve scalable and sustainable data governance, centralizing the analytics function under one organization ensures that data, metrics, and KPIs across the organization are defined consistently.
2. Business Integration Drives Impact: The goal of the People Analytics Function is to help the business make informed decisions by looking at data. Partnering with the business, understanding the business need, and working on real problems are therefore crucial in performing relevant and impactful data analysis.
3. "A fool with a tool is still a fool": Enablement is an integral part of developing a data-driven culture and mindset. Data cannot and should not make decisions for people. Therefore, people should be enabled to use data in making decisions.
Speaker: Christian Liebig, PhD · Head of HR Strategy and Planning · SAP AG
Speaker: Sarah Zelt, PhD · Senior Consultant HR Data and Insights · SAP AG
Presentation focus:
∙ People Analytics done differently
∙ Non-tech based approach
∙ Lessons learned along the way
Overview:
Trimble is into People Analytics for the last 18 months and we believe we went thru our journey in an unique way. We were not focused on building metrics and dashboards. Instead we focused on collecting questions and answering them with good evidences. We partnered with HR leaders in solving specific organization problem. We did not deploy cool technologies to start with. We did a lot of cool things which helped build a brand and credibility to the outcome of our function. This presentation will be all about sharing our experience which may be interesting perspective to the audience.
The presentation will cover how answering a CEO question helped starting HR Analytics journey. The challenges we faced and all the different things we did to resolve them, build a brand and credibility to the work we do and how we play a strategic role in scaling HR as a true strategic partner.
Key take-aways:
1. How did we build an internal brand and credibility as part of our journey ; the importance of business buy-in
2. The mission for my team is to transform the way HR offers strategic support to business using data and insights. Our operating style that helped in our journey
3. What kind of priorities we decided to pursue as part of our journey.
Speaker: Sukumaran Mariappan · Director - Global HR Analytics & Reporting · Trimble
The coffee-break makes for a great occasion to mingle around some 300 delegates, share instant feedback about presentations you enjoyed the most, engage in casual chat and naturally visit the sponsors exhibition area.
Location: HR Tech Expo in front of the main conference hall
Presentation focus:
· Why People Analytics
· My understanding how it should be run
· How I started People Analytics at Lufthansa in 2013
· Where we are now with People Analytics
· Next steps
Overview:
The presentation will give an overview on my personal view on People Analytics. It will showcase how we started the internal discussion and initiatives in 2013; and it will demonstrate an update on where we‘re standing with the topic today and will highlight some of the next steps of our journey.
Key take-aways:
1. My personal view on People Analytics
2. How a People Analytics team should look like
3. Roadblocks on the way to a strategic People Analytics function
Speaker: Julia Altenburg · Senior Manager People Strategy and Agile Methods · Lufthansa Group AG
Presentation focus:
∙ Spread between stability and agility
∙ Evolution of SWP
∙ Right level of details: linking job-clusters and competencies
∙ Collaboration in planning
∙ DOs and DON’Ts in the context of good and right SWP
Overview:
We all know the world it complex and there is a need to adopt the workforce. In many cases analytics is focusing on challenges on the workforce supply only. Good and right strategic workforce planning uses holistic scenario modelling including both demand and supply to build a strong bridge between business strategy and your future workforce. In the session we share over 10 years of experience in SWP and how to handle the spread between covering stability and agility the same time. It is no longer enough just to support with SWP and the derived HR measures to "run the business". SWP is key to "changing the business" successfully. Learn and discuss the latest trends in Strategic workforce planning and the building blocks including the link to analytics.
Key take-aways:
1. Building blocks of state of the art SWP
2. How to link with competencies
3. Working with scenarios
Speaker: Dr. Kai Berendes · Executive Partner · Dynaplan
Presentation focus:
∙ The steps of building an employee attrition model
∙ The data and tools used
∙ How the results are presented
∙ How the results are turned into actions
∙ What comes next
Overview:
High turnover has a direct impact on a company’s business strategy, as you need your employees to drive it. Also, the HR function collects a high volume of employee data that often sit in an information system or is used only for reporting. In addition, with the tools that machine learning and AI offer to us nowadays, we decided to cease the opportunity. Our main focus is on the reasons why an employee would voluntarily leave the company as these reasons will impact the HR strategies. First, we focused on building a prediction model that yields a good precision, then on the reasons that influenced the prediction. The objective is not to address the reasons for each individual, but to regroup high-risk employees in groups driven but the predicted underlying attrition factors.
With critical segments identified, we are able to influence HR practices on a strategic and tactical level.
Key take-aways:
1. Ethics is in the center of all AI/Machine learning applications especially with employee data
2. The choice of technology is critical as it will determine the added value of the model
3. 'Garbage in, garbage out': data has to be of high quality and integrity
Speaker: Shaza Diallo · Senior HR Data Science Expert · National Bank of Canada
A great opportunity to engage in a casual chat with speakers and your fellow delegates. Lunch will be served at the main hotel restaurant, providing a variety of specialties ranging from traditional German food to best international cuisine.
Location: Main hotel restaurant
Presentation focus:
· The importance of organization design and its elements
· How do managers distort corporate “space-time”
· HR's role in business development and enhancement of organization's performance
· The objectives and the priorities of organizational audit
· The structure and the process of organizational audit
Overview:
There are two key questions for every HR professional. The first is how much of a role of a strategic partner you currently hold and how much leadership you provide in strategy execution and business development through human and organizational development activities. The second is how satisfied you are, professionally and personally, with the current state of affairs. The hypothesis of this presentation is that by raising their expertise in the field of organization design, HR professionals will magnify their influence in their organizations and increase their impact in strategy formulation and execution, and, consequently, improve the organizations’ bottom line. Organizational audit is an integral part of the organizational design and is used to analyze alignment between three levels of planning and decision-making: strategic, tactical and operational with three levels of organizations: organizational, process and human. Organizational audit will equip HR professionals with more profound understanding of the dynamic complexity of their organizations, help them identify causes of business issues and consequences of potential actions, as well as train them to apply systems thinking and judgment realizing organizations’ links and loops.
Key take-aways:
1. Organizational audit – Powering the HR role through Organization design
2. HR, in addition to top management, is the only function with competences and incentives to monitor the whole system
3. Organizational audit is the great first step in understanding the complexity and value of the organization design
Speaker: Dr. Fran Mikulicic, MBA, PhD · Organization Design Thought Leader
Presentation focus:
∙ Business User Adoption
∙ Use AI/ML to generate personalized insights
∙ Integrate HR with Business data
∙ Business use case (e.g. Commercial)
Overview:
Showcase how Merck KGaA has brought People Analytics to the Business and is driving user Adoption via customer journey mapping/insights generation.
The next Level of PA: Showcase a use case in a Commercial organization at Merck that marries HR and Sales data and talk about a prototype build for this use case that not only links the data sets, but makes use of AI and ML to bring personalized insights and actionable recommendations of the data directly to a Commercial manager, so that he/she can actively act upon it.
Key take-aways:
1. Make people analytics available for management
2. Link HR and business data to one platform
3. Provide a tailored solution with actionable, personalized insights and recommendations to the end user - telling a story with data
Speaker: Leandra Griep · Expert People Analytics & Insights Generation · Merck Group
Speaker: Adam McKinnon · Expert People Analytics & Organisational Development · Merck Group
Presentation focus:
· People Analytics as a user centered approach
· Start People Analytics without data
· People Analytics can deliver consumer products
· People Analytics will change HR
· AI instead of classical HR approaches
· New roles and tasks for HR
Overview:
Many People Analytics projects start with data. Bosch goes another way. Together with business leaders, the project team identified the most relevant issues they are facing. The team is running the project with design-thinking approaches, focusing on end user needs and not starting with a data perspective. Join to see how this does work.
Key take-aways:
1. People Analytics has different ways to start, just do it your way
2. People Analytics supports employability and business needs
3. People Analytics will change HR
Speaker: Steffen Riesenbeck · Head of People Analytics · Robert Bosch GmbH
The coffee-break makes for a great occasion to mingle around some 300 delegates, share instant feedback about presentations you enjoyed the most, engage in casual chat and naturally visit the sponsors exhibition area.
Location: HR Tech Expo in front of the main conference hall
About the Speaker:
Prof. Dr. Torsten Biemann
Torsten Biemann has been the Chair of Personnel Management and Leadership at the University of Mannheim since 2013. He is the author of numerous national and international publications focusing on human resources strategy, people analytics and leadership. Professor Biemann is also a member of the editorial advisory board of various HR magazines and is recognized as one of the top 40 human resources managers, according to the leading Geraman-language HR publication, the "Personalmagazin".
Presentation focus:
· findings from a global survey of HR, Finance and non-HR colleagues about the impact of people analytics.
· explores the skills, confidence, technology and functional barriers to effective people analytics.
· explores regional differences in people analytics practice, highlighting global and regional trends in skills, confidence and utility.
· highlights the growing people analytics agenda and the importance of continued investment in people analytics practice by HR and senior leaders.
Overview:
CIPD conducted a global survey of HR, finance and other non-HR functions to explore how people analytics practice is evolving. The study explored the skills and confidence of HR professionals, and the perspectives of non-HR business leaders on their HR functions. Survey found growing interest in people analytics in the HR function, but a greater need to integrate across functions to develop impact through people analytics data. Recommendations call for HR leaders to champion the development of HR skills, and to integrate across functions to develop data-science capability. Recommendations also call for HR to integrate concepts of "people risk" into people analytics, to understand short, medium and long-term people risks using people data.
Key take-aways:
1. Data visibility and transparency are key for non-HR professionals if they're to utilize people insights in their decision making.
2. People analytics culture is critical for good people analytics outcomes. This includes ensuring leadership uses data in decision making, and engages the workforce on the value and importance of people data.
3. People analytics has potential globally; just over 50% of HR/people professionals say they have ready access to people data. More can be done to promote skills, access and use of people data in HR decision making.
Speaker: Ed Houghton · Lead Research Analyst · CIPD
Panelists:
Prof. Dr. Torsten Biemann ∙ Mannheim UniversityJulia Altenburg ∙ People Analytics Leader · Lufthansa GroupEd Houghton · Lead Research Analyst · CIPD
Prof. Dr. Friedemann Kainer ∙ Mannheim UniversityModerator:
Erik van VulpenCandid & controversial - not "just another" round-table
Closing
Sponsors & partners acknowledgements and drawing of valuable prizes and VIP Tickets for selected events
See you again next year!
It's advisable to come early, as there are many delegates to be registered. The Masterclass will commence at 09:00 sharp, in order to meet the event schedule.
Location: In front of the main Conference Hall
Masterclass leader:
Erik van Vulpen
Masterclass objective:
By the end of this masterclass, participants will understand the basic elements for successful workforce analytics:
· Success factors
· Managing stakeholders
· Determining skills needed for success
· Learning the basics of storytelling with data
Masterclass leaders:
Erik van Vulpen
Session focus:
· Learn what makes analytics successful
· Discuss the elements of success through case studies
· Using a strong methodology for analytics
The coffee-break makes for a great occasion to mingle around some 300 delegates, share instant feedback about presentations you enjoyed the most, engage in casual chat and naturally visit the sponsors exhibition area.
Location: HR Tech Expo in front of the main conference hall
Masterclass leaders:
Erik van Vulpen
Session focus:
· Determine which projects are best for you to focus on
· Learn how to manage stakeholders for success
A great opportunity to engage in a casual chat with speakers and your fellow delegates. Lunch will be served at the main hotel restaurant, providing a variety of specialties ranging from traditional German food to best international cuisine.
Location: Main hotel restaurant
Masterclass leaders:
Erik van Vulpen
Session focus:
· Learn what skills are needed for successful analytics
· Discuss what skills you have in your team
· Outline skill gaps needed for success
The coffee-break makes for a great occasion to mingle around some 300 delegates, share instant feedback about presentations you enjoyed the most, engage in casual chat and naturally visit the sponsors exhibition area.
Location: HR Tech Expo in front of the main conference hall
Masterclass leaders:
erik van Vulpen
Session focus:
· Understand simple techniques for creating effective stories
· Learn the basic elements of using visual aids
· Create an action plan for success in your workplace
· Closing remarks & delivery of the Certificates of Attendance
See you again next year!
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The full list of sponsors & partners will be announced shortly.
To learn more about sponsorhip & exhibition opportunities follow the link below.
The full list of sponsors & partners will be announced shortly.
Speaking ∙ Media ∙ Sponsorship & Expo
Founder & Managing Director
KTC International
KTC International focuses on delivering business intelligence to global and local Fortune500 companies in Europe, by creating opportunities for people to meet industry experts and thought-leaders from around the world.
Organizing conferences, seminars and other business events, focused on topics including digital transformation, workforce analytics, human capital management, customer engagement, future of work and project management.
