Agenda - Day 2

• Start your day off right and make connections with HR leaders.
• Join “drop-in” roundtables discussing current and relevant topics.
• Schedule one-to-one video meetings with peers or vendors.
• Gather essential content and get exclusive offers at virtual exhibit booths.

Gain insight into today’s sessions so you can get the most out of your conference experience and maximize your value.

To reap the benefits of your organization’s investment in people analytics, you need to strategically engage senior executives. Boost the ROI of your people analytics program through top-level collaboration to drive performance. Take away proven strategies to help you:

• Change the executive mindset that people analytics only benefits HR.
• Foster a consultative approach with top management and go beyond data reporting by asking why the data is needed.
• Directly connect KPIs to business outcomes.

Take your people analytics program to the next level and actively drive organizational performance.

It’s true that HR departments have experienced unprecedented change as of late. But too often HR professionals are stuck with outdated tools and attitudes both within their organizations and across the entire spectrum of the HR practice. Deepen your professional knowledge and help propel the HR industry forward with the latest ideas from leading people analytics specialists. Take back an innovative plan to:

• Raise awareness within your organization of the ROI of people analytics and the importance of HR data to your company’s future success.
• Accelerate the practice of people analytics within your organization by instigating a new consultative approach with top management to support corporate decision-making.
• Use the latest ideas for building standards of data definition across sectors and industries to inform your people analytics strategy.

Transform the mindset toward people analytics within your organization and prepare for the Future of Work.

The reliability of your people analytics process depends on the quality and accessibility of the data at its core. Propel your people analytics program forward by improving your data quality and management. Leave with valuable takeaways to help you:

• Establish a data governance framework that earns employee trust and guarantees access to the data needed across your organization.
• Understand how HR data links with enterprise data analytics to provide an overall picture of organizational health.
• Develop a data dictionary to improve the reliability of data inputs.

Ensure the success of your people analytics program with foundational data management practices.

Expand your network and exchange expertise with your peers. Take advantage of our intuitive platform to deepen your knowledge and connect with HR leaders and experts:

• Pose your biggest questions to leading vendors and suppliers through one-to-one video conversations or chat.
• Join “drop-in” roundtables in the networking lounge and make connections that last beyond these two days.
• Experience live demos and test drive new technology. Source leading-edge content from virtual booths.

Many of the current applications used for screening resumes and employee behaviour may contain algorithms that actually perpetuate unintended biases. Maintain an equitable approach to your employee selection and management by learning how to combat negative biases in your algorithms. Take away valuable insights to help you:

• Uncover how algorithms work and the impact they can have on data.
• Understand the math behind the algorithms that power current HR data tools.
• Develop an approach to assessing people analytics data tools to ensure you receive unbiased results.

Avoid the negative impact algorithms can have on your people analytics program.

Data literacy is integral to the optimal functionality of people analytics programs within HR departments as well as across the entire organization. Enhance the performance of your people analytics team by ensuring all members are at the same level of data literacy. Source innovative solutions to:

• Assist multigenerational team members in achieving high levels of data literacy.
• Demonstrate the value of your people analytics program and build awareness around the benefits of quality data.
• Foster data literacy across your entire organization to reinforce your people analytics approach.

Power your people analytics by nurturing a data-literate culture within your organization.

Identifying the skills and talents of your employees is critical in today’s competitive labour market. Building a top talent pool is the first step to improving your retention of top performers. Develop a blueprint to help you:

• Leverage data analytics to create comprehensive metrics for a multifaceted approach to targeting quality talent.
• Gain insight into what sets top performers apart from other employees.
• Retain your top talent in order to enhance your organization’s competitive edge.

Sharpen your competitive edge by identifying and retaining top talent.

Review key insights and takeaways from the conference. Source a summary of action points to implement in your work.

• Get to know fellow delegates in “drop-in” virtual roundtables.
• Engage in one-to-one video conversation with peers or vendors.
• Connect with other attendees based on similar interests and business objectives using our “recommend matches” tool.