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September 24 - 26, 2018
Hilton Del Mar San Diego

Agenda Day 3

8:15 am - 8:45 am REGISTRATION AND BREAKFAST

8:45 am - 9:00 am CHAIRPERSON’S DAY ONE RECAP & REMARKS

9:00 am - 9:45 am CASE STUDY: USING PEOPLE ANALYTICS TO DRIVE BUSINESS PERFORMANCE

Business decisions are supposed to rely on expected financial returns. However, one of the main drivers of financial returns (the cost of a company’s workforce) is often poorly predicted, leading to cycles of hurried recruitment and mass layoffs. One of the key reasons is the habit of conducting workforce planning based on headcount, where costs are merely an afterthought (or are based on misleading averages), and workforce plans take the form of sandbagging to cover unforeseen hiring needs. Ericsson has broken this pattern with a cost-of-workforce model that allows real-time scenario building and shows future changes in the workforce as changes versus current costs.  You will learn how to: 
  • Define a cost of workforce model based on variables that are relevant for future cost prediction (excluding variables that are just “noise”) 
  • Build workforce scenarios that predict future workforce costs in real time
  • Track progress towards desired cost targets (well in advance of financial statements)

9:45 am - 10:30 am ANALYTICS AS THE KEY TO HR TRANSFORMATION

Mike West - Founder and People Analytics Architect People Analyst
In an ever-evolving business world, disruption is the norm, and change the only constant, reshaping every aspect of work. HR “transformation” – the reconfiguring of the function as a more strategic and less purely administrative player -- has been talked about for years, but it’s easier to say than to do. In this session, you’ll hear how one company, CSL Behring, used analytics essentially as a compass to guide HR’s evolution into a trusted business partner. You’ll hear how the organization used analytics to:
·         Identify and prioritize transformational opportunities
·         Measure the transformational impact of HR changes
·         Keep transformational interventions aligned with business strategy
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Mike West

Founder and People Analytics Architect
People Analyst

10:30 am - 12:00 am MORNING COFFEE BREAK

11:00 am - 11:45 am CASE STUDY: BETTER WORKFORCE PLANNING BASED ON COST INSTEAD OF HEADCOUNT AT ERICSSON

Salvador Malo - Head of Global Workforce Analytics Ericsson
Business decisions are supposed to rely on expected financial returns. However, one of the main drivers of financial returns (the cost of a company’s workforce) is often poorly predicted, leading to cycles of hurried recruitment and mass layoffs. One of the key reasons is the habit of conducting workforce planning based on headcount, where costs are either an afterthought or based on misleading averages. Ericsson has broken this pattern with a cost-of-workforce model that allows real-time scenario building and shows future changes in the workforce as changes versus current costs.
You will learn how to:
·         Define a cost of workforce model based on variables that are relevant for future cost prediction
·         Build workforce scenarios that predict future workforce costs in real time
·         Track progress towards desired cost targets (well in advance of financial statements)
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Salvador Malo

Head of Global Workforce Analytics
Ericsson

We read the headlines every day: In the age of Big Data, more and more of our personal information is vulnerable to misuse, whether by hackers, social networks, or the organizations we work for. According to Deloitte, 69 percent of organizations are building systems to analyze worker-related data, but, only 10 percent of respondents felt their organizations were "very ready" to protect employee data. Privacy and security, and the ethics around how companies use “people data,” are a hot topic, and for good reason. Among the topics our panel of experts will discuss the importance of:
·         Trust as the foundation of effective analytics
·         Establishing proper data-handling procedures
·         Understanding relevant laws, regulations, and guidelines
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Jimmy Zhang

Head of People Analytics
Biogen

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Sana Rasul

CyberSAFE Trainer / Consultant
HR Girlfriends LLC

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Gene Pease

Author
Human Capital Analytics, Developing Human Capital

12:30 pm - 1:15 pm CASE STUDY: HOW UNITED WHOLESALE MORTGAGE USES ANALYTICS TO IDENTIFY AND DEVELOP LEADERS

Robert Fuller - Director of People Data and Analytics United Shore
In this session, an analytics leader from United Wholesale Mortgage, the largest wholesale mortgage lender in the United States, explains how he and his team built a process that couples smart people data analysis with organic observations to support and develop leaders via  aninnovative Leader Success Card, which in turn has boosted employee engagement and strengthened teams. You will learn how to discover:
·         Who your strongest leaders are, and what skills and attributes they excel in
·         Which of your leaders need the most coaching, and in which areas
·         Which measures of success are most relevant for your teams
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Robert Fuller

Director of People Data and Analytics
United Shore

1:15 pm - 2:15 pm LUNCH

2:15 pm - 3:00 pm PANEL: USING ANALYTICS TO BOOST DIVERSITY & INCLUSION EFFORTS

Companies are under increasing pressure to up their game when it comes to diversity and inclusion. America is becoming more and more diverse, the logic goes, and so should corporate America: Consumers expect it; boards demand it; and evidence suggests it’s good for business. Done right, analytics can help organizations reduce bias and discrimination and create a more diverse, inclusive workforce. In this panel, our experts will discuss:
·         How to get an analytics-informed D&I initiative up and running
·         Examples of successful data-driven D&I initiatives
·         Why analytics alone won’t “solve” diversity challenges

3:00 pm - 3:45 pm AT THE FRONTIERS OF PEOPLE ANALYTICS

Jeremy Welland - VP People Analytics PayPal
 Discover the most exciting work taking place at the frontiers of People Analytics will showcase examples of new technology and methodology that is creating a step change in People Analytics -
·         Organizational Network Analysis to visualize, analyze, and leverage an organization’s formal and informal networks
·         Natural Language Processing to effectively analyze (and improve) how employees communicate
·         Culture Analytics to help organizations understand, measure, and optimize their cultures for maximum business impact
·         The potential of “wearable” technology in the workplace – and the risks
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Jeremy Welland

VP People Analytics
PayPal

3:45 pm - 4:30 pm CLOSING TOWN HALL

A series of open-forum Q&As addressing any remaining questions you may have.