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Warsaw 2019
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Budapest 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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The journey has begun with a single conference in October 2017 and the series has been growing ever since. With 4 conferences throughout 2018 and featuring speakers from 3 continents and 17 countries, the event quickly established itself as the HR Analytics conference at the Old Continent. Here's what people had to say about it:
It was only natural to continue to bring the HR communities further together around the topic of data-driven HR and Peopel Analytics. That's why the conference is "crossing" the Atlantic and bringing the best from Europe and Asia over to US, thus making this the very first conference of such kind in North America. Speakers from US, Canada, Europe and Asia will share the stage over the course of 2 full days to provide delegates with an unprecedentedly rich cultural and professional experience, with case-studies on best-practices with People Analytics from around the World.
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.
A truly outstanding event has speakers characterized by 3 things ENERGY ∙ PASSION ∙ RELEVANT CONTENT above all else. We keep it that way.
DATA-DRIVEN HR & PEOPLE ANALYTICS conference series brings you the blueprint on how to successfully implement HR Analytics at strategic and tactical/ops level. You will hear real-life examples form the Global Fortune500 corporations, 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.
Superb delegate's experience above all else.
Delegates come first, always.
DATA-DRIVEN HR & PEOPLE ANALYTICS FORUM is not a trade-show. It is an independently organized HR conference for HR practitioners. It features a variety of Ted-style talks in a vendor-free conference room.
The purpose of the DATA-DRIVEN HR & PEOPLE ANALYTICS FORUM is to be a meeting place of Corporate HR practitioners, to share their views, insights and knowledge among the industry peers. We firmly believe that a vendor-free stage provides the optimal conditions to have a valuable, engaging, fun and stress-free learning experience with colleagues and other HR professionals.
The conference does not feature any sponsored talks, as its core nature is PRACTITIONERS APPROACH – real-life case-studies from the Corporate HR world.
Corporate HR delegates can meet the representatives of various Vendor and HR consultancy solution providers, in the separate HR Tech Expo area, if they choose to do so. This is a vendor-dedicated space, separated from the main conference-room. Delegates can freely mingle around the HR Tech Expo. However, vendor representatives cannot access the main conference ball-room or attend panel-discussions and presentations.
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.
DATA-DRIVEN HR & PEOPLE ANALYTICS NYC FORUM is a 2-day 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 Las Vegas are regularly hosting world-class HR analytics conferences ever more often. We wanted to bring some of that closer to you in NYC!
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 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!
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 Top100 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.
Chief-Reframer
Reframe.Work Inc.
Distinguished Key-note Speaker
Chief Engagement Officer
Worktango
Distinguished Key-note Speaker
Managing Partner
Karian & Box
Distinguished Key-note Speaker
Future of Work & AI Thought Leader
Technology & Motivational Speaker
Forum Moderator
Director ∙ People Analytics & HR Technology
Trimble Inc.
Best-selling Writer
The Brandful Workforce
Manager ∙ HR Data Analytics and Talent
TIBCO Software Inc.
Vice President Talent & Workforce Research
Bersin Deloitte Consulting
Professor & Academic Director HCM Program
New York University
Director ∙ Reporting and Analytics
Suncor Energy
Director Global Talent Acquisition
AST Corporation
Research Fellow
Vanderbilt University
Co-Founder
Action Surge
People Analytics Researcher and Enthusiast
Columbia University
Head of People Analytics
Bosch
Founder & CEO
GoCoach
Director Modeling & Insights
Johnson & Johnson
Executive Director Strategy & Analytics
KPMG
Both days start with a distinguished key-note presentations followed by a panel discussion. The program continues with case-studies from the corporate HR and success stories with People Analytics, crowned by research findings from the elite think-tank institutions.
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?
Ann Lustig
Ann Lustig is an industry veteran with a career spanning over 20 years in Fortune500 corporations, including holding senior management positions and leadership roles in IT Business Operations and HR at Citigroup and Standard & Poor’s.
With a focus on the intersection of Human Resources, Organizational Design, Artificial Intelligence and Data Science, Ann shares the value and impact of Artificial Intelligence and People Analytics on Human Resources and the future of work.
Ann’s most recent talks include appearances at major events with the following topics:
· How to Stay Relevant as AI Becomes a Significant Part of the HR World
· Keeping the Human in HR as Human Resources Evolves
· How Artificial Intelligence Can Reduce Bias in the Recruitment Process
· Women Don’t Need to be Empowered, They Need to Use the Power They Have
Ann is on the Advisory Board of Sproutlogix, a founding member of the Hacking HR NYC Chapter and a creative contributor to “disrupting HR as we know it” around the world.
About the Speaker:
Stela Lupushor
Stela is on a mission to humanize the workplace and she’s realizing it at three levels: at the macro, cross-industry level, through the Conference Board affiliation where she facilitates conversations with Fortune 500 corporations-members on building global workforce strategies to deliver business performance; at the organizational level through Reframe.Work Inc. - a consulting firm that advices leaders on how to transform the workplace and workforce strategies through inclusion in order to bring resiliency and access to talent in an environment disrupted by demographic shifts, technology, value chain disintermediation, and human behavior evolution; and at the individual level by founding the amazing.community, a non-profit organization extending the work horizon for women, empowering them to thrive in the workplace of the future.
Previously Stela transformed the workplace at the intersection of technology, analytics and HR at organizations such as Fidelity Investments, TIAA, IBM, Price Waterhouse and PwC Consulting and their clients.
Presentation focus:
· Disruptions and shifts: Demographics | Digitization | Datafication | Disintermediation
· 4Ws framework: Work | Workforce | Workplace | Worth)
To make sense and understand the implications of the disruptions and shifts as well as ways to future-proof your organization, your role and your personal growth endeavor.
Overview:
You’ve heard and used the term future of work but have you paused to reflect on what it actually means? Is it a factory floor completely operated by robots? Or maybe it's about brain implants orchestrated by Artificial Intelligence telling us the best circumstances and time-periods to maximize our productivity? Or is it a world full of globetrotters that perform their gigs from a remote and sunny island? The reality of it is that there is little consensus about what is the future of work, how you define it, what is its scope, components, and path to transition to that future.
How can we describe it? Is it really the “future” or rather the “present”? More importantly, how can we prepare for it and even shape it? How can we future-proof the organization we work for or with, or our team’s impact, or our personal ability to stay abreast of the changes and continuously transform and upskill.
Join this engaging and interactive session to understand the broad spectrum of macro shifts, their short- and long-term impact on the modern workplace, and a simple framework to help you make sense of it all.
The best way to prepare for the future is to learn how to see what’s coming around the corner. This session will give you that super-power and clarity of vision so you can plan for the transformations brought about by demographic shifts, human behavior evolution, value chain disintermediation and disruptive technology all around and ahead of us.
Key take-aways:
1. Understand the disruptions and shifts influencing the modern workplace
2. Analyze the implications of these shifts on the modern workplace
3. Think of ways to future-proof at organizational, professional and individual levels
Panelists:
Stela Lupuchor ∙ Chief-Reframer ∙ Reframe.Work Inc. 
Steffen Riesenbeck · Global Head of People Analytics · Bosch
Professor Anna Tavis, PhD · Academic Director HCM Program · New York University
Julia Gometz · Co-Founder · Brandful® Code & Author of the best-selling book The Brandful WorkforceModerator:
Ann LustigCandid & controversial - not "just another" round-table
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:
· 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 · Global Head of People Analytics · Bosch
Presentation focus:
· TIBCO has modeled attrition and hiring patterns using probabilistic regression methodology and was solely using internal data (promotion history, level, salary, etc.) however, the models had a large stochastic element explained by external labor market and personal reasons.
· In an effort to be more explanatory and meaningful, we used data from the Global Economic Policy Index to better understand external pressures on our internal data.
· This uncertainty data on global economies helped us better anticipate voluntary attrition and budget more accordingly and more timely for replacement hiring.
· This methodology also helped us understand both our elastic and inelastic causes of attrition so that we could more deliberately address them.
With recruitment, uncertainty metrics have allowed us to pivot to different economies for more efficient hiring where possible.
Overview:
I plan to introduce the concept and methodology of uncertainty using the Global Economic Uncertainty Data and explain its importance in contributing to attrition modeling. I'll demonstrate some of the global uncertainty and those trends and then I will overlay the uncertainty with a sampling of TIBCO's attrition patterns and hiring patterns to show the relationship. I will then discuss brief outcomes and how this data has been used by our group. I'll follow with a Q&A.
Key take-aways:
1. The labor market and the inclusion of external data to your company is essential in augmenting the strength of your human capital analytics.
2. An increasingly uncertain market leads to more employer control while a certain labor friendly market leads to employee control. Different sections of your business will be more resilient to these external forces.
3. Using uncertainty coefficients in your modeling will better predict and forecast future attrition and will refine expectations for hiring and the ease at which you hire.
Speaker: Nicholas Jesteadt · Data Analytics Manager · PTIBCO Software
Presentation focus:
∙ People Analytics done differently
∙ Non-tech based approach
∙ Lessons learned along the way
Overview:
Trimble is into People Analytics for the last 24 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 People Analytics & HR Technology · Trimble Inc.
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 the best international cuisine.
Location: Main hotel restaurant
Presentation focus:
∙ Why organizational metadata is an important dataset that we unbelievably are ignoring inside most organizations
∙ Specific examples of the ways to slice and dice this data to add value in specific use cases (talent management, employee engagement, culture change)
∙ The types of metadata we all have access to and the ethical and legal frameworks for using these data
∙ How you can get started by looking at some of these data now to complement current survey or assessment data
Overview:
Learn how to harness data that you already have but you're not tapping into to ramp up your people analytics.
In many large organizations, talent management really just means “executive talent management.” There is only so much time in the day, and it's hard to be looking after the talent deeper in the organization, beyond senior-leader levels. But as our work becomes increasingly digital, we have data and metrics that we can use to better understand our talent throughout the whole organization. The future of talent management is more democratized, where talent leaders have insight into the whole house. It's time to be able to understand the talent in your entire organization, and one of the best ways to do that is to start to harness data that you already have but you're not tapping into. This session will showcase practical examples that have been put into practice by organizations of creative metrics that assess and quantify talent across the entire organization.
Key take-aways:
1. Learn about all the different "digital breadcrumbs" we are leaving behind as part of our work and how we can utilize that information to understand the types of talent we have in our organizations.
2. Learn how some organizations are beginning to measure their talent by using these data to look at talent across the entire company.
3. Learn about the types of data that companies like Google and Facebook use to best understand their users and how we can use this data in the workplace.
Speaker: Steve Garguilo · Co-Funder · Action Surge
Presentation focus:
∙ Stop overthinking diversity. Organizations tend to make it harder than it is.
∙ Find out why it's so important to your organization's grow, other than, "It's the right thing to do."
∙ Learn what's stopping diverse candidates from applying to your jobs and why.
∙ Understand that diversity hiring is not just on HR, it's on everyone!
∙ Learn how to get your whole organization involved in building out a diverse company.
Overview:
This presentation will be an overview of diversity hiring and why so many companies are doing it wrong, starting with HR rather than the organization as a whole. We'll go over real data that shows how important diversity hiring is to an organization's overall success, innovation, and profitability--how it makes us better on so many fronts. The presentation will then move into simple tips you can implement to quickly change your diversity hiring tactics, from revamping your job descriptions and website copy, to getting everyone, not just HR and leadership, involved in diversity hiring. We'll talk about how to change your referral process and get everyone focused on diverse hiring practices. I like to have humor in my presentations and be open to questions.
Key take-aways:
1. Participants will be able to implement simple best practices to quickly change the face of their diversity hiring practices
2. Participants will learn how to build their job descriptions and website copy in ways that are proven successful with diverse candidates
3. Participants will learn how to successfully leverage their organization's employees in order to grow a diverse organization.
Speaker: Hilary Wagner · Director of Global Talent Acquisition · AST Corporation
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:
∙ The Why, What and How of ONA on the real-life business case
· Present how to analyze and prepare the business case for the use of ONA
· Demonstrate links between ONA and other Organizational development focuses and activities
Overview:
Imagine a good company aiming to become great in a very specific industry in which technology is a hygiene factor and care & service excellence make all the difference. If your goal is to create such an amazing customer experience, so the bondage will last for a lifetime, you and your people must become the core values you put on a poster. The journey from “I say” to “I think” to “I do” to “I am” is not in the focus of this presentation. The dynamic complexity of the multiple agents’ system is.
ONA was used to raise the understanding of the influence and the impact of different people imposed on the company as a system, as well as identifying dominant figures with substantially stronger, but also potentially more dangerous, cultural “gravitational” pull.
Key take-aways:
1. ONA is a fun and useful tool to use and GIGO principle is present
2. Good preparation in the understanding of the outcomes, challenges, and constraints is the key to success in using ONA to back up your business case
3. Knowing and not doing is not knowing. Just do it.
Speaker: Fran Mikulicic · Research Fellow · Vanderbilt University
Presentation focus:
∙ Our employees are our most valuable asset, and in order to engage them, we must become skilled in hearing and acting on employee voice.
∙ The Annual survey method is outdated, and there are far better ways to engage today’s innovative, modern workforce.
∙ To learn how to most effectively utilize employee voice, we will look at proven methods and practical solutions.
∙ Beyond just listening to employee voice, we will talk about how to act – different ways to approach employee voice.
∙ Let’s talk about technology in our modern era, and how to transform data into insights.
∙ We’ll share some success stories – these are the companies doing it right, companies who are paving the way for giving employees a voice and leaders actionable insights.
Overview:
In this session, we will explore the Evolution of Employee Voice to gain a deeper understanding of why certain engagement methods are outdated or are no longer adequate on their own.
In order to really bring the power of Employee Voice to life, we will examine proven, effective methods and practical solutions to supporting an inspirational future of employee voice. This session will address different ways to approach Employee Voice and utilize data for the wellbeing of all parties involved, improving work lives from the top executive to the newest employee and intern.
We’ll talk about cutting edge technology that is effective in transforming data into insights, such as Natural Language Processing, which helps companies to make sense of thousands of employee comments in real time by offering themes and sentiments of employee comments.
We’ll talk about how to use Consumer Principles with your Employee Strategy, what it means to be agile, and utilizing your managers to reach success.
Furthermore, we’ll share success stories and outline how different companies are doing a great job at activating Employee Voice, and what we can learn from them. Employee Voice is the future of HR.
Key take-aways:
1. Why focusing on a better Employee Voice strategy is important to positively impacting employee engagement
2. Understand the evolution of Employee Voice and why certain methods are outdated and no longer adequate on their own, to modernize current People Strategies
3. Proven effective methods and practical solutions to supporting an inspirational future of Employee Voice and Examples of companies that are doing it well to take back into their own organizations
Speaker: Rob Catalano · Chief Engagement Officer · Worktango
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?
Ann Lustig
Ann Lustig is an industry veteran with a career spanning over 20 years in Fortune500 corporations, including holding senior management positions and leadership roles in IT Business Operations and HR at Citigroup and Standard & Poor’s.
With a focus on the intersection of Human Resources, Organizational Design, Artificial Intelligence and Data Science, Ann shares the value and impact of Artificial Intelligence and People Analytics on Human Resources and the future of work.
Ann’s most recent talks include appearances at major events with the following topics:
· How to Stay Relevant as AI Becomes a Significant Part of the HR World
· Keeping the Human in HR as Human Resources Evolves
· How Artificial Intelligence Can Reduce Bias in the Recruitment Process
· Women Don’t Need to be Empowered, They Need to Use the Power They Have
Ann is on the Advisory Board of Sproutlogix, a founding member of the Hacking HR NYC Chapter and a creative contributor to “disrupting HR as we know it” around the world.
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
Panelists:
Ed Houghton ∙ VP Research & Thought Leadership ∙ Chartered Institute of Personnel and Development (CIPD) 
Suvarna Joshi, MSc ∙ People Analytics Researcher ∙ Columbia University Ghassan Karian ∙ Founder & CEO ∙ Karian & Box 
Kristy McCann Flynn ∙ Founder & CEO ∙ GoCoach Moderator:
Ann LustigCandid & controversial - not "just another" round-table
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:
∙ Provide differences between operational reporting and advanced analytics on people, process and technology framework
∙ Steps to follow when establishing an Analytics area
∙ Integration of Analytics with HCM solutions
∙ Provide examples of work - projects and deliverables for each work stream
∙ Outline main challenges and opportunities (integration points) when establishing an analytics group
Overview:
Some 8 years ago I started the journey to establish an HR Analytics team responsible on delivering Operational Reporting and Advanced HR Analytics. It has been an interesting and challenging journey since the concept of HR Analytics was new and had a different meaning across HR and the business. In this journey I had to design processes, establish service agreements with multiple stakeholders (including HR Strategic Partners, HR Centers of Excellence and Business Analytics Groups), and outline the main capabilities and competencies required for this team.
Many organizations want to start or are in the process of implementing an HR Analytics group. With this presentation I want to share my experience in establishing an HR Analytics team, main challenges, roadblocks and key tips for a successful implementation. In the last years we were able to move to a more mature analytics model and provide fact-based information for decision making. I will talk about:
1. Overview of analytics service delivery model - explain differences between operational reporting and advanced analytics
2. Steps followed to enhance and streamline operational reporting - challenges and examples. Results and best practices
3. Steps followed to establish an advanced analytics service delivery model - challenges and opportunities, with examples
4. What is next on People Analytics? AI, Machine Learning, RPA
Key take-aways:
1. Outline an analytics service delivery model
2. Differences between operational reporting and advanced analytics
3. Integration of robotics, AI, Machine Learning with Analytics
Speaker: Juan Carlos Cabanillas Leon · Team Lead HR Effectiveness, Reporting and Analytics · Suncor Energy
Presentation focus:
∙ People analytics is a hot topic and can get outsized results
∙ Most organizations do not do it well
∙ A holistic approach is most successful - going beyond tools, technologies, cool analytics or data scientists
∙ Giving insights back to each person can scale productivity and performance significantly
Overview:
ANALYTICS, BERSIN
Prediction: People analytics will augment the workforce and the workplace
Ninety percent of the data in the world has been created within the last two years alone, and the continued emergence of new technologies will likely increase that rate even more. HR leaders have been attempting for years to use people analytics to turn this vast amount of data into actionable insights, but many still struggle with how and where to apply people analytics to maximize the return on investment. In the coming year, more and more organizations will start to apply people analytics in a new way, with a direct focus on the individual, rather than through HR or leaders—a bottom-up approach, as opposed to just top-down.
Last year, Bersin’s High-Impact People Analytics research revealed that only 2 percent of surveyed organizations are highly mature in people analytics. That tiny percentage has granted us an advance look at how to put people analytics to work. The most mature functions not only integrate it throughout their enterprises but also focus it on addressing business problems, enhancing the quality of day-to-day decision-making, and expanding its accessibility and use through robust insight delivery systems. The purpose of people analytics in these few high-performing companies? Enhanced workforce productivity and performance.
Going forward, we predict people analytics will become a principal supporting factor in the growing autonomy (and productivity) of the individual, empowering each person with the insights to help them do their best work.
People analytics will support individuals in the flow of work.
Today, most organizations that have adopted people analytics still use the insights it delivers for the benefit of the HR function: to help improve people processes, to better plan for needed workforce capacity and capabilities, and to effectively attract, manage, develop, retain, engage, and reward people. Tomorrow, more organizations will embed people analytics in the flow of work to enable people to increase their productivity and improve their performance on their own.
As the key user of people analytics shifts from HR or leaders to the individual, the personalized performance and development indicators, insights, and prescriptive actions it can deliver will come to the fore—raising the benefits exponentially. Organizations will still need to pay careful attention to data security, privacy, and ethical issues. But individuals may feel less concerned about their employers monitoring email and meeting behavior if they reap direct benefits of that activity—for instance, automatically generated suggestions about which meetings to attend or skip, and which people to meet with or avoid. Organizational network analysis and meeting metadata make this possible. These insights alone could result in enormous productivity enhancements, given the time spent in meetings.
Similarly, facial scanning and analysis delivers confidential and proactive behavioral nudges: your phone can tell you that you appear to be stressed and suggest a five-minute break before your upcoming team meeting.
Finally, individuals will benefit from tips on how to be more engaged and happy at work—using the same data organizations have been collecting for decades, with the individual as the beneficiary and owner. They’ll also receive learning suggestions based on real-time performance indicators. All of these are possible and available today.
This is not George Orwell’s “Big Brother.” This is individuals owning their own data—and productivity. People analytics will drive up the productivity of the entire enterprise by helping the workforce help itself become more effective and happier at work.
People analytics will free up leaders to enable the productive workplace.
When people analytics empowers individuals to manage their own work and engagement more effectively, the role of leaders at all levels shifts. Instead of devoting the lion’s share of their time and attention at the individual level, leaders will be able to apply their efforts to driving productivity at the group or team level.
People analytics will help leaders make the workplace a better place to work. It will enable them to determine which technologies and environmental features support productivity and which ones hinder it. In doing so, people analytics will help leaders remove obstacles to collective productivity.
Better yet, people analytics will deliver its benefits in real-time. Aggregated data feeds into people analytics systems will provide leaders with early warnings regarding workforce engagement issues, roadblocks to productivity, retention issues, and even burnout or safety signals. Leaders will get insights and suggested actions proactively, rather than having to dig for them. Today, most organizations require leaders to stop their work and go to a separate place to slice and dice data for actionable insights. Not surprisingly, many never find the time. In the coming year, prescriptive insights will become an expectation—real-time, work-embedded insights accompanied by suggested actions nudging the expected behavior.
The people analytics-enabled workplace will become a reality.
It will fall to HR, and particularly, the people analytics team, to thoroughly integrate people analytics with all people-related systems and embed them all in the flow of work. Rather than running reports and looking for insights, the people analytics team will create the environment in which people are equipped to take action quickly and seamlessly.
To accomplish that, vast amounts of structured and unstructured data—operational, people, financial, and customer, both internal and external—will be collected and correlated to identify what exactly drives business outcomes. Organizations will be able to accomplish this using various next-generation technologies such as AI, machine learning, and cognitive computing. This, in turn, will require the people analytics team to build closer and more intimate connections across and outside the enterprise, and to more rigorously monitor the use of people data to ensure it is ethical and secure.
Looking Ahead
HR leaders have talked about people analytics for years, and now we’re on the cusp of an explosion in its use and application. HR will certainly play a central role in attaining its long-promised and much-needed productivity benefits. Technologies are here to make this happen and are accessible and affordable to much broader populations than ever before. But, to really transform people analytics, the more savvy organizations will treat the workforce—not HR and not leaders—as the customer of people analytics. The opportunity ahead is vast: By understanding that the individual is at the heart of their business, organizations will turn people analytics from a backward-looking HR activity focused on reporting the past into a workforce and business benefit, and in doing so empower each person to do their best work and grow their career—and ultimately be more productive.
Key take-aways:
1. Sophisticated analytics, data science and technologies are not enough to make an impact
2. Scaling analytics for impact is challenging
3. Giving each person their own data can drive culture
Speaker: Kathi Enderes, PhD · Vice President Talent & Workforce Research · Bersin Deloitte Consulting
Presentation focus:
∙ The Evolution of the concept of Talent in the workplace
∙ Precedents in the worlds of tech, marketing, customer service
∙ How the HR and Talent Function is transforming
∙ What Talent professionals need to do to stay competitive
∙ Specific examples of the changing workplace
Overview:
Digital and evidence focused HR is taking center stage in business transformation to the workplace of the future. As organizations actively engage in conversations about the future of work, what is needed most is practical, skills development based strategy that can guide this transformation. This presentation will do precisely that, it will focus on the challenges and opportunities of transforming the people function to support the larger transition to the digital workplace.
Key take-aways:
1. Explore how data and technology reshape the Talent Landscape of every organization
2. Reveal connections and influences with the world of marketing and customer service
3. Emphasize the uniqueness of workplace environment and how analytics and tech challenge the very foundations of what is known as work
Speaker: Professor Anna Tavis, PhD · Academic Director HCM Program · New York University
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 the best international cuisine.
Location: Main hotel restaurant
Presentation focus:
∙ Building an effective people analytics team
∙ Creating the right culture to consume analytics
∙ Quantifying impact and driving outcomes
Overview:
The objective of people analytics is to drive positive value for the workforce, and for the business. This session will share some practical examples and tips on how to enable data driven outcomes and effectively demonstrate the value of people analytics.
Key take-aways:
1. Current state of people analytics
2. Challenges in taking insights to outcomes with people analytics
3. Practical tips to create and demonstrate positive value
Speaker: Geetanjali Gamel · Director Modeling & Insights · Johnson & Johnson
Presentation focus:
∙ Developing a people analytics capability is a key component to our larger digital HR transformation effort
∙ A people analytics strategy needs to define key business challenges, assess internal capability and identify a roadmap for success
∙ HR Reporting provides a strong foundation for a people analytics group, but needs to be augmented with data science, consulting, visualization and storytelling skills
∙ Selecting the initial projects is central to building credibility and confidence among the team
∙ Moving from reporting to analytics requires change management across a range of stakeholder groups, from HR and business leaders to the analytics team that needs a safe place to try new approaches and capabilities
Overview:
KPMG is currently undertaking a significant digital HR transformation to enhance our workforce’s capability and experience, reinforce our values and culture, and prepare for future transformational shifts in our marketplace. Analytics is a key enabler across each of these objectives. To harness the power of our workforce data, we are in the process of building a workforce strategy and analytics group to address strategic workforce issues facing the firm. In this session, we will describe the journey we are on, highlighting our strategy for building our capability in this area and addressing the challenges and opportunities we are currently facing. Individuals attending this session will get a chance to understand the real-world issues associated with creating a strategy and analytics group and gain valuable lessons from our experience.
Key take-aways:
1. People analytics is an essential component to a larger digital HR transformation in a people-centric business model
2. HR Reporting can provide some, but not all, of the foundational capabilities for a successful People Analytics organization
3. Fostering a people analytics capability requires a change management approach that must address the needs of a variety of stakeholders
Speaker: Eric Lesser · Executive Director Strategy and Analytics · KPMG
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
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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.
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