People analytics in HR is undergoing a seismic shift. Driven by the widespread adoption of cloud HR systems, companies are investing heavily in programs to use data for all aspects of workforce planning, talent management, and operational improvement. Discover more about the explosive growth in the use of organizational network analysis (ONA):
Realign your HR initiatives to become an emerging business powerhouse
Putting your people analytics at the centre of HR can transform your business and achieve that elusive goal of a truly empowered and dynamic company of our times. Acquire insights from other HR leaders to find your own moments of truth in their journey of implementation. Gain insights on:
Navigate your HR PA journey and embed for your workforce across all sectors
After this session, you’ll understand how to:
Keys to demonstrating the value of people analytics to staff - on their terms.
How can early decisions drive a successful build out? How can you gain the organizational buy-in needed to propel your long-term vision?
Gaining executive buy-in for an analytics program is crucial for it’s success. Ensure you know what metrics to track, so you can determine your results. Take away a plan to:
Measure and evaluate your results effectively
Your business has a wealth of data at its fingertips—demographic, engagement, performance—but applying that data to influence decisions and create positive business outcomes isn't simple. Come learn how Microsoft is combining traditional HR inputs with new behavioral data to enable better onboarding experiences, improve role clarity, and develop effective managers. Discover:
Accurate predictions are the cornerstone of effective workforce analysis and planning. When that is combined with best-practice machine learning it becomes very powerful. Discover how to
Create a finely tuned, machine learning tool for optimum HR efficiency
Collaborate with fellow speakers and attendees to tackle specific challenges facing your people analytics program: Break into groups with assigned topics and brainstorm possible solutions to specific issues
Transform your data into actionable insight using an engaging and compelling story. Take back to your office strategies to:
Combining data with storytelling around the employee experience.
The most effective HR teams are integrated with other analytics, business, and corporate groups in the company. Organizations can formally and informally design their HR data and analytics teams to foster active collaboration. Stretch your people analytics capabilities to:
Build your organization’s ability to truly listen, hear and act on HR people analytics data, information, and wisdom
The future of work is both exciting and daunting. Organizations today face existential problems that AI is primed to help address. But will it happen? And when?
Join us to hear how we are unlocking insight into time use and relationships to help organizations tackle these challenges and power AI innovation today.
People analytics programs are changing the role, influence and structure of traditional HR departments. It’s a revolution which is gathering speed. This panel looks at a company’s employee-related data to solve specific business problems in areas such as talent management, sales productivity, fraud, and customer satisfaction. You will walk away with dozens of ideas of how to manage enable better business-decisions and the changes required:
Build an enhanced decision-making analytics organization to deliver and reporting where better information is needed
Data and analytics are often leveraged by executives to make strategic people decisions- so why can’t data be used by all levels of management? Strategic organizations are decentralizing data to empower managers across the organization to make better decisions for their teams. Beyond providing data, these organizations are giving managers tools and recommendations to not only understand the data but turn this data into action.
Unwind and mingle with the delegates and speakers at our exclusive end-of-the-day reception. Bring your business cards!
There’s a lot of work to be done in gaining strong business decision-making from data and analytics – not least, how to balance the skills, experiences and personalities that make it the right choice for your organization. Find out how to build your dream team. Settle down and take notes from a personal journey of discovery!
Preparing your organization to thrive: HR from a different perspective in the new data-led world
David Lahey, the President and Founder of Predictive Success Corporation helps companies select and hire the right people to fit with their corporate culture using behavioural analytics. Understanding the science of human analytics will allow leaders to grasp how their own management styles resonate with those of their team members and what actions and conversations need to take place to motivate, empower and retain employees. Predictive Success empowers leaders with the data and skills to maximize their investments in their people. Their team of management consultants will solve your people challenges and teach your leaders to dramatically improve their hiring process and their management through people mandate.
HR organizations are typically under-resourced when it comes to key people analytics team members such statisticians, data engineers, and operations researchers. People analytics research projects often require these specialized skills and capabilities to enable project success, yet HR organizations may not be able to afford a full complement of analytics experts. This case study highlights how NASA has effectively partnered with overlapping disciplines, offices and organizations to advance workforce analytics capabilities through strategic partnerships, while minimizing added costs to the HR organization.
Learn how to:
Create opportunities for your organization to enhance workforce analytic capabilities efficiently and cost-effectively
Harnessing people analytics insights requires a new set of skills to communicate insights across the business. How do you improve your HR and company ‘analytical-literacy’ to compliment a new people analytics system:
Taking a data-friendly focus and empowering approach to staff skills.
The future is HR as the architect of the talent experience from candidate to employee. As new talent strategies struggle to bring to the forefront the employee and engage them to deliver better business results, exponential technologies are proving to be an essential partner in capturing key data and offering unique insights into how this employee experience should be redesigned in order to deliver higher performance and extend the lifetime value of talent.
You will walk away understanding:
Discover ways to:
Find out how to build the best in class data tools and systems.
Integrating the wealth of information available on your wider data journey with your HR department’s transformation to become a trusted service provider. Discover ways to:
Better understand your workforce and building stronger relationships with data
Access to new technology, the changing world of work, and expectations of the modern employee has supported new approaches to the People Analytics function. A critical and overlooked component of People Analytics is also changing the approach on how companies hear the voice of employees to offer actionable insights and results. In the session, you will learn:
Learn how activating new trends in Employee Voice offers a positive impact on the People Analytics journey and organizational success.
Before we can cultivate greater creativity and innovation in our organizations, we need to be able to define it in a business context. In this session we look at HR and data analytics challenges differently and re-frame obstacles by seeking input and points of view from a wide range of perspectives. Gain inspired creative problem solving by:
Become an organization who listens and acts on all workforce feedback across all channels
An interactive masterclass focussing on how Trimble approached People Analytics journey from a practitioner who successfully made the change from HRBP.
Walk away with knowledge on: