2019 Agenda

Predictive analytics has transformed HR’s ability to predict what will happen in the (near) future. Use data analysis to measure every aspect of the organizational cycle and put strategies in place to meet your business goals. Source practical tips to:

• Improve employer-employee interactions before they turn into a problem
• Transform hiring processes using predictive analytics
• Implement advanced reporting techniques

Use predictive analytics to help forecast and minimize business risks.

People analytics may be the norm in HR, but elsewhere in your organization you may encounter hesitancy to adopt it. Gain buy-in from your workforce for people analytics to drive greater efficiencies. Take away a step-by-step plan to: 

• Socialize people analytics in your organization and increase adoption
• Refocus on business challenges and identify precise analytics to address them
• Overcome common stumbling blocks

Gain support for your analytics program from your employees to gain better business outcomes. 

People analytics can be a powerful tool; however, the process of data collection and analytics needs to be carefully managed. Learn how to tactically balance transparency vs. privacy at your workplace. Walk away with an action plan to:

• Determine who should have access to your employee data
• Identify what analysis the data should be used for 
• Address privacy concerns on the gathering and use of employee data

Alleviate privacy concerns and put your people data to maximum use.

Data integrity sets the foundation for trusted analytics and is critical to an organization’s ability to make informed decisions effectively. Redesign your processes to save time and create actionable insights. Take back to your office strategies to: 

• Streamline processes to facilitate accurate data
• Improve business processes to build capabilities for workforce analytics 
• Create a framework for efficiency, while establishing momentum for process excellence across the enterprise

Transform your workforce analytics with enhanced data integrity and process improvement.

L&D is entering a new era: learning outcomes can be more easily identified and measured with learning analytics. Assess the effectiveness of your training programs by leveraging learning analytics. Take away a step-by-step guide to:

• Measure, collect and analyze data about learners
• Provide transparency to learners about how learning analytics helps them
• Optimize your learning environment for better outcomes

Harness the potential of learning analytics to enhance your learning and development initiatives.

Most companies have their people analytics teams in place, but HR professionals are still not well versed with data and analytics. Boost capacities within your HR team to up your organization’s overall PA maturity, and ensure your team adds value at board level. Adopt best practices to:

• Inculcate a performance mindset
• Make analytics education interesting and easily accessible
• Make your HR data savvy and able to present at board level with confidence

Inspire a data-driven culture to enhance HR’s business impact

Excel may be a satisfactory tool when starting your initial people analytics program, but it quickly becomes inadequate when dealing with complex data sets. Implement robust domain expertise and a deeper understanding of people analytics applications by partnering with partners. Take back to your office strategies to:

• Decide whether to build, buy or combine both models for software development
• Understand which areas of people analytics you might help with, including data warehousing, predictive analytics and reporting
• Select the right vendor to partner with

Partner with the right partner to maximize the efficiencies people analytics offers.

Data reporting, analytics and presentation are emerging skills within HR. Learn how to identify and hire the right people for your PA team to ensure business success. Develop a blueprint to:

• Identify your organization’s specific needs and requirements
• Identify the right talent for your organization
• Choose tools and solutions that can work for your organization’s needs

Put together the perfect people analytics team for your organization

The power of people analytics lies in its ability to generate tangible results. Ensure your dashboards allow you to demonstrate the results of your workforce analytics program. Take away a plan to:

• Identify key ways to illustrate the results of your people analytics program
• Implement practical tools, to demonstrate that you are getting the right data to the right people at the right time
• Visualize your results for presentation to the board

Measure and evaluate your results effectively with People Analytics dashboards.

Analyzing data from an employee’s entre lifecycle allows organizations to improve employee retention, productivity and experience. Deploy people analytics within your organization for end-to-end employee lifecycle tracking and thus enhance overall employee experience. Take away strategies to:

• Understand the tools to track employee lifecycle
• Use people data to improve your employee experience
• Discover the use of people analytics to maximize retention

Use PA innovatively to create better employee experience

If you are a traditional HR professional without a background in analytics, this workshop is for you. Develop your analytical skills to stay ahead of the biggest trend in human resources. Walk away with the skills to:

1. Apply descriptive, predictive, and prescriptive analytics
2. Identify the right data sources
3. Analyze new and existing data
4. Apply hard data to soft decision making
5. Explain your data with context

Master the non-technical basics of people analytics to unlock the potential of your HR department

Establishing your people analytics projects without many resources can be challenging. Apply these “no & low” cost tools to make an immediate impact in your organization.

Gain insights on:

1. Techniques to collect data from different sources
2. Testing different ideas before formularizing and scaling up
3. Easy tools to replicate advanced visualizations
4. Core competencies you should include in HR functions
5. Building an action plan specific to your organization’s goals

Lay the groundwork for HR analytics with practical and low-risk options.