September 30 - October 02, 2019
San Diego, CA

Main Conference Day One - October 1, 2019

Start of Main Conference Day One

8:00 am - 8:45 am REGISTRATION & BREAKFAST

Heather Whiteman PhD, VP Global Head of People Strategy, Analytics, Digital Learning & HR Operations at GE Digital

Heather Whiteman PhD

VP Global Head of People Strategy, Analytics, Digital Learning & HR Operations
GE Digital

9:00 am - 9:30 am CASE STUDY Letting Employees Take Charge of Their Own Schedule

Busy people always have every event and appointment organized on calendars. These calendars show rich data on how users are spending their time and who they are spending their time with. Observe how calendar behaviors allow employees to gain insight on their own activity. 
•Discover the rich insights that can be revealed with calendar data
•Journey through the steps of creating and implementing an analytics–based project
•Recognize the unforeseen challenges that come along the way and how to avoid them

Chase Rowbotham, Head of People Analytics at Genentech

Chase Rowbotham

Head of People Analytics
Genentech

9:30 am - 10:00 am Using New Metrics for Performance Management

Companies are keeping the same metrics to measure performance even when tasks are constantly changing. New tasks means new KPIs are needed to measure performance.  Focus in today’s growing economy is aimed at continuous improvement and growth of individuals rather than efficiency and output. Join this session to:
•Reassess how your management is looking at KPIs
•Pinpoint the behaviors that affect performance when new roles are implemented
•Define the variables that can measure growth and improvement within employees

10:00 am - 10:30 am Employee Surveys: What is the Right Way to Listen?

Whether surveys are for new hires, existing employees, or those who are leaving the company, the qualitative data drawn can bring rich insight on how the company is performing. However, if leaders are not actively responding to employee feedback, employee culture will be critically damaged. Deep dive into survey strategies that are the most effective and allow employees to have their voices heard.
•Recognize the best ways to construct surveys that are effective and draw the best responses
•Apply the most appropriate way to listen to employees
•Take action to develop suitable strategies to acknowledge what your employees have shared

Victoria Blanshteyn, Employee Sentiments and Insights Program Lead at Chevron

Victoria Blanshteyn

Employee Sentiments and Insights Program Lead
Chevron

10:30 am - 11:00 am SPEED NETWORKING

In these next sessions, attendees will the chance to break apart into two separate tracks that are more aligned with their level of maturity.

Maturity Tracked Sessions

From Reactive to Proactive Reporting

11:00 am - 11:30 am Data Visualization: Ways to Present Data in an Easy-to-follow Format
·         Understand what visuals are appropriate for specific data sets
·         Avoid creating visuals for data that is irrelevant
·         Generate charts and graphs that clearly define change over time
Ryan Hammond, Head of People Analytics at Pure Storage

Ryan Hammond

Head of People Analytics
Pure Storage

Neta Grossfeld, People Analyst at Pure Storage

Neta Grossfeld

People Analyst
Pure Storage

From Reactive to Proactive Reporting

11:30 am - 12:00 pm Automation in People Analytics: How to Implement Tools that Sort Data For You
  • Smoothly implement tools to fit in with the data you have
  • Create fluidity between multiple dashboards/tools
  • Develop a team of analysts that can understand and work with the implemented tools

From Reactive to Proactive Reporting

12:00 pm - 12:30 pm Case Study: Using Data to Look at Underlying Issues Negatively Affecting Productivity
·         Diagnose where productivity issues are stemming from by looking at various employee activities
·         Visualizing data with innovative tools other than Excel
·         Utilize the stories to influence business strategies
Bryan Vetrecin, AVP of Organizational Effectiveness, Workforce Analytics at Wake Forest Baptist Health

Bryan Vetrecin

AVP of Organizational Effectiveness, Workforce Analytics
Wake Forest Baptist Health

From Strategic Planning to Predictive Analytics

11:00 am - 11:30 am Strengthening Relationships in Underrepresented Groups through Organizational Network Analysis
·         Identify how individual communication channels affect larger information flows
·         Recognize the barriers that may hinder communication
·         Develop ways to strengthen relationships in underrepresented groups

From Strategic Planning to Predictive Analytics

11:30 am - 12:00 pm How to Achieve Actionable Solutions from Collected Data
·         Synthesize plans that have concrete steps to achieve given goal
·         Explore ways to work with data even if it may seem inconclusive
·         Distinguish changes that the data is calling for to take action on problematic issues
Steve Turner, Global Head of HRIS (People Systems & Data Analytics) at Skadden, Arps, Slate, Meagher & Flom LLP and Affiliates

Steve Turner

Global Head of HRIS (People Systems & Data Analytics)
Skadden, Arps, Slate, Meagher & Flom LLP and Affiliates

From Strategic Planning to Predictive Analytics

12:00 pm - 12:30 pm Anticipating Predictable Actions with Behavioral Nudge Intervention
·         Analyze benefits from nudge initiative examples and apply them in your own organization
·         Interpret the research and data needed to build successful nudge initiatives
·         Guide positive employee behavior without limiting choice

12:30 pm - 1:30 pm NETWORKING LUNCHEON

1:30 pm - 2:00 pm Applying the Scientific Method to Answering Your HR Questions

People go into the world of HR in hopes of working with people, not with numbers. However, in the world of people analytics, HR professionals must be comfortable with both. Listen in on insights on how to:
  • Employ the scientific method to align core business objectives with analytics projects
  • Recognize ways to avoid analyzing data with no results  
  • Develop the right hypotheses to define clear visions for your projects
Rob King, Head of Workforce Intelligence at Takeda

Rob King

Head of Workforce Intelligence
Takeda

2:00 pm - 2:30 pm Marrying HR Strategy with Business Objectives to Create Greater Value in your Projects

There is often a business leader mind-set that HR is an entire separate department detached from business growth. However, it is necessary for both parties to work together in order for businesses to grow and increase productivity. So, how do we get rid of this mindset and start forming a strong relationship with the two? Understand how crucial it is to have a strong relationship between HR and business leaders in order to create worthwhile projects in analytics.
·         Figure out the goals of the business that require in depth people analytics
·         Create proposals with supportive evidence to get buy-in from leaders to invest
·         Build a good understanding from both sides on what goals should be met
Joe DeConno, AVP People Analytics & Workforce Planning at CNA Financial Services

Joe DeConno

AVP People Analytics & Workforce Planning
CNA Financial Services

2:30 pm - 3:00 pm Talent Management: Finding the Right Fit for the Right Skills

Chances are there are already employees within your organization who have the skills for a role you’re trying to fill. How do we determine who those people are? If there isn’t anyone, then how can the talent be sourced? By collecting the right data, better systems can be implemented to get the best fit candidate to fulfill a position.
·         Use behind the scenes data to anticipate what skills are needed as employees develop in a role
·         Allow opportunities for internal employees to navigate through different positions the company has to offer
·         Explore new systems and methods to streamline talent

3:15 pm - 3:30 pm AFTERNOON NETWORKING AND COFFEE BREAK

3:30 pm - 4:00 pm Using Analytics to Access the Effectiveness of Leadership in Your Organization

People don’t leave companies; they leave their managers. Having effective and well-liked leaders is necessary to reducing turnover. After this session, attendees will be able to:
  • Identify variables that are indicators of effective leadership
  • Create ways to measure and track these metrics
  • Present these findings to the decision-makers to build more effective teams
Olivia Lau, Director, Global Compensation & Talent Analytics at Unity Technologies

Olivia Lau

Director, Global Compensation & Talent Analytics
Unity Technologies

4:00 pm - 4:45 pm DISCUSSION PANEL Workforce Analytics and Planning Journey - Mapping the World of Innovation, Robotics and Automation

How we work today and the type of work we do is rapidly changing. The shift in workforce demographics is placing additional pressure on people, groups, and teams globally, especially, with Generation “Y” entering the workforce. New strategies are needed as we approach this inevitable change in our current and future workforce. With Artificial Intelligence, there is no doubt that more jobs can potentially be fulfilled without an actual human. How should companies be planning for their workforce and plan ahead effectively so that hiring strategies now can match the skillsets needed tomorrow?
  • Align your organization’s analytics strategy with the future of work in 2025 and beyond
  • Pinpoint the types of skills that are/will be needed
  • Leverage People Analytics and Strategic Workforce Planning to help predict what the workplace might look like in the future
Tyrone Smith PhD, People Operations & Workforce Analytics Leader at Ryan

Tyrone Smith PhD

People Operations & Workforce Analytics Leader
Ryan

4:45 pm - 5:00 pm THOUGHT EXCHANGE Deciding the Interactive Discussion Group Topics for Day Two

In this interactive session we are going to be using the anonymous two-way experience platform, Thought Exchange. Our Chair will ask open-Ended questions to the audience and the audience will respond using the Thought Exchange platform on their phones. The answers will then be categorized into 2 maturity groups which will form the basis of discussion for tomorrow’s 11:00AM roundtables.

End of Day One