September 30 - October 02, 2019
Hilton San Diego Del Mar, Del Mar, CA

Main Conference Day One - October 1, 2019

Start of Main Conference Day One

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

8:45 am - 9:00 am Chairperson's Welcome and Opening Remarks

Heather Whiteman PhD, Lecturer,  People Analytics at UC Berkeley Haas School of Business

Heather Whiteman PhD

Lecturer, People Analytics
UC Berkeley Haas School of Business

9:00 am - 9:30 am Enron keeps happening: What Didn't We Learn and How do We Prevent it from Happening Again?

Enron's 2001 bankruptcy filing was the largest in American history at the time.
Estimated losses totaled $74 billion. With this large scandal, many lessons were
learned, however some are still being repeated in large organizations. Andrew
Fastow, former CFO of Enron and current Principal of KeenCorp, is here to share his
story of what happened and how to prevent these blunders from repeating again.
·· Get immediate data to understand employee culture
·· Identify communication patterns and develop a clear plan to resolve them
·· Increase business productivity with a connected community of employees
Andrew Fastow, ex-CFO at Enron

Andrew Fastow

ex-CFO
Enron

9:30 am - 10:00 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

Brad Clum, People Analytics Solution Strategist at Genentech

Brad Clum

People Analytics Solution Strategist
Genentech

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 – Workforce Analytics at Chevron

Victoria Blanshteyn

Employee Sentiments and Insights – Workforce Analytics
Chevron

Emma Vazirabadi, Associate Director of People Insights & HR Analytics at Bristol-Myers Squibb

Emma Vazirabadi

Associate Director of People Insights & HR Analytics
Bristol-Myers Squibb

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 - 11:45 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

11:45 am - 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 - 11:45 am Diving into Prescriptive Analytics with the People Power Index
·· Journey mapping the transformation from predictive analytics to
prescriptive
·· Activate insights with the business that will help implement meaningful
change
·· Learn about productivity variables that have great impact on
organizations as a whole
Michael Kilpatrick, Senior Manager of HR Analytics at Banfield Pet Hospital

Michael Kilpatrick

Senior Manager of HR Analytics
Banfield Pet Hospital

From Strategic Planning to Predictive Analytics

11:45 am - 12:30 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 Manager (Head) of HRIS - People Systems & Data Analytics at Skadden, Arps, Slate, Meagher & Flom LLP and Affiliates

Steve Turner

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

12:30 pm - 1:30 pm NETWORKING LUNCHEON

1:30 pm - 2:00 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

2:00 pm - 2:30 pm Building the Skills that Support Your Business’ Strategy

Your current workforce may be perfectly suited to your future strategy, or
maybe it is not? And what about the strategies that are not even defined yet,
but are likely to emerge based on trends in your industry? What steps can
we take to “unpack” the future workforce needs – in terms of skills and role
mix – so we can start taking actions now that will ensure we are ready for the
future? Which learning paths should we prioritize and how should we ensure
accountability is established amongst the business leaders whose strategies
depend on these future skills?
In this session you will learn how can you use Strategic Workforce Planning to
define your future workforce needs in terms of skills and role mix.
·· Acquire the right data needed to get started
·· Discover the quick approach to establish the skill gaps with leaders
·· Set up accountability measures to ensure continuing progress is made
Nicholas Garbis, Global Lead for Strategic Workforce Planning at Allianz

Nicholas Garbis

Global Lead for Strategic Workforce Planning
Allianz

2:30 pm - 3:00 pm AFTERNOON NETWORKING AND COFFEE BREAK

3:00 pm - 3:30 pm Guiding C-Suite Strategy with People Analytics

Sponsors:
Perceptyx
Successful people analytics is not just about the data and the tools, it’s really
about guiding leaders to action. People analytics experts can get consumed
by the exciting insights and connections we derive from beautiful datasets.
But the most valuable insights for executives are those that align to the
business objectives. We need to use data to solve the RIGHT problems with
data would be good. The role of deep qualitative and quantitative survey
data in this discussion should fit well. To gain buy-in from executive leaders,
we need to go beyond the facts by developing new communication and
interpersonal skills. In this session we will discuss:
·· Best practices for communicating people analytics insights to the Csuite –
lessons learned from real-world experiences
·· How to manage the need-for-speed / value balance without compromising credibility
·· A model for generating recommendations to help answer the most critical
C-suite questions, “So what?” and “Now what?”


Gena Cox, Lead Researcher at Perceptyx

Gena Cox

Lead Researcher
Perceptyx

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
Victoria Blanshteyn, Employee Sentiments and Insights – Workforce Analytics at Chevron

Victoria Blanshteyn

Employee Sentiments and Insights – Workforce Analytics
Chevron

Tyrone Smith PhD, People Operations & Workforce Analytics Leader at Ryan

Tyrone Smith PhD

People Operations & Workforce Analytics Leader
Ryan

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

Dan Lapporte, People Analytics Leader, HR Strategy & Management at Kaiser Permanente

Dan Lapporte

People Analytics Leader, HR Strategy & Management
Kaiser Permanente

4:15 pm - 4:30 pm END OF DAY ONE CHAIRPERSON CLOSING REMARKS

Heather Whiteman PhD, Lecturer,  People Analytics at UC Berkeley Haas School of Business

Heather Whiteman PhD

Lecturer, People Analytics
UC Berkeley Haas School of Business

4:30 pm - 5:30 pm NETWORKING EVENING Canapes, Cocktails and Conversation

End of Day One