Feb 26-28, 2020 l Orlando, Florida 

Main Conference Day Two: February, Friday 28 2020

8:00 am - 8:45 am Registration & Welcome Coffee

8:45 am - 9:00 am Chairman’s Opening Remarks - Recap Day One

9:00 am - 9:30 am Key Note: The Future of HR in Employee Engagement and Experience: Business Partner or People Person?

John Lawrence - Senior Data Governance Leader - HR Analytics & Reporting CoE, GE
Human resource operations continue to become more sophisticated and complex. On one side, HR is starting to play a more strategic role in the organization. On the other, the workplace is shifting more towards community space and "HR" to a People Person. While HR traditionally focused mostly on administrative things, modern HR should know how to operate data analysis, present a business case and be able to empathetically communicate with employees. Combining these two roles can be challenging. Learn how to embrace all the changes and get ahead of the curve.

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John Lawrence

Senior Data Governance Leader - HR Analytics & Reporting CoE
GE

9:30 am - 10:00 am Moving your organization to a data-driven entity: Define your KPIs, Collect Data, and Share your Metrics

Before moving into predictive analysis, your organization requires clean data that can inform your future strategies. Helping your organization move in the right direction with data is also about ensuring employee buy-in. Employees can contribute to the growth and success of the organization by linking organizational strategy with individual performance improvement. 

  • Discover where data is located within your organization, and how to leverage data intelligence 
  • Find out how to overcome roadblocks to efficient data collection and analysis
  • Focus on data today to inform your intelligence of tomorrow

10:00 am - 10:30 am DISCUSSION PANEL: When HR Team Meets Analytics

When we talk about modern HR, we are talking about data driven business-driven equal partner. Unfortunately, it's not always the case. In a lot of companies HR role and HR analytics while not completely separated, still remain different units. Let's discuss how the analytics team can help advance HR business partners’ relationship with executive leadership. What they can do on a proactive basis to identify insights and trends about a business that an HR partner can use to “look around the corner” and present perspectives on ideas/human capital trends, that might not be readily apparent.

10:30 am - 11:00 am Morning Tea and Networking Break

11:00 am - 11:30 am Using Organizational Networking Analysis (ONA) to Design a Better Employee Experience

According to Gallup, highly engaged teams show 21% greater profitability. Why do some teams within your organization perform better than others? What is the concept of informal networking and how can managers map social links to design a better employee experience? This session will show how ONA can help managers to see "the context behind the sentiments", for example in employee surveys, and understand how to apply changes.

11:30 am - 12:00 pm How to Tell a Better Business Story

As companies collect more and more employee data many HR professionals aren’t sure how to tell the story to drive business insights. We will examine how HR can use a data-driven story to make real change within the organization to drive employee and customer engagement. Simple questions to ask
  • What do you want your audience to know? 
  • How do you want them to feel?
  • What do you want them to do?

12:00 pm - 1:00 pm Lunch and Networking Break

1:00 pm - 1:45 pm DISCUSSION PANEL: Essence of People Analytics – What are the Failure Modes?

Often, we hear the success stories in HR. In this session hear about how HR used people analytics and failed. What could they have done differently? Take-away tips so you can learn from their experience.

1:45 pm - 2:15 pm Use With Care: Instruction to Data Ethics

For the past few years, concern regarding the ethical use of data was all around the newspapers. As a company, the store all possible data: how employees spend their time, how productive they are, and how different factors contribute to their output. Research in November 2017 from Insight222 found that 81% of HR people analytics leaders and practitioners reported that their people analytics projects were jeopardized by ethical or privacy concerns. In this session, we discuss the latest legal and digital advances on how to use employee data.

2:15 pm - 2:30 pm Afternoon Tea and Networking

2:30 pm - 3:00 pm Behavior Economics: Combining Human Design and Data

While people are irrational creatures, but for analytics, we are predictably irrational. You can design strategies, forms and create more acceptable solutions using this pattern. You can offer long terms solutions analyzing their day-to-day decisions. Combining behavioral nudges with Predictive analytics can result in more precise and desirable behavior change. What does it mean for HR? Better hiring choices, improving the employee experience by understanding behavior changes, etc. and in the end can help to create happier and more performance-driven teams.

3:00 pm - 3:30 pm Using a Data-Driven Approach to Talent Recruitment & Retainment

Talent recruiters have known that the traditional hiring model has long passed and are looking for new ways to find and retain the right talent. With the large amount of data many HR professionals are struggling with how to action and drive better outcomes. Using a data-driven approach can be a game changer for talent analytics. When using all the data available to a recruiter – not just resumes or cover letters – to make the right decision. This includes collecting and analyzing candidate data from a variety of sources, including social media activity, past jobs, online publications, etc. and factoring it in alongside traditional data.

3:30 pm - 3:30 pm Closing Remarks from Conference Chairman and End of Conference