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San Francisco 2019
Amsterdam 2019
Munich 2019
Zagreb 2018
Warsaw 2018
Budapest 2018It's advisable to come early, as there are 300 delegates to be registered. The conferences will commence at 09:00 sharp, in order to meet the event schedule.
Location: In front of the main Conference Hall
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Our team continues to monitor the situation in the United States, European Union and other key global markets on an ongoing basis, constantly evaluating the next steps.
While we all hope the COVID-19 pandemic will be contained, at this moment (March 14) it would be naive to claim anything with certainty or give any definitive projections with regards to our upcoming events.
What we can state with absolute confidence is that we will not be staging ANY large events, until the public life gets back to normal and the health risk associated with coronavirus becomes insignificant (vaccine / drugs developed, epidemic contained or isolated).
The journey has begun with a single conference back in October 2017 and has since outgrown to a global series, with events happening around the World, including the New York City and Amsterdam, as the top venues. In DACH region, Frankfurt and Munich hosted the previous two forums. Here's what people had to say about it:
In Berlin, speakers from US, Canada, Europe and Asia will share the stage over the course of a full day to provide delegates with an unprecedentedly rich cultural and professional experience, with case-studies on best-practices with People Analytics, ONA, Strategic Workforce Planning and data-driven HR from around the World. So, join us!
The story starts with a simple fact – you cannot ignore digitalization and stay competitive in business, let alone be a market leader in any business. We live in a world where a smartphone app can change the market landscape in a matter of weeks. Love it or hate it – you can’t ignore it. Improved workforce productivity and performance, enhanced employee experience and wellbeing, and better HR reporting at a strategic level, are essential to the success of organizations and their ability to survive, now and in the decades to come. All this comes at a time when talented and highly skilled employees are not just becoming harder to recruit and retain, but actively rethinking their desired relationships with employers.
So, the HR has to go digital; and as organizations look to cope with these changes, they are embracing the workforce analytics at ever greater pace. These analytics can be used to improve workforce productivity, enhance employee experience and wellbeing, and increase the impact of HR overall. Undoubtedly, workforce analytics is central to the future of HR, as it lies at the heart of initiatives to personalize the employee experience, optimize organizational design and improve team collaboration and effectiveness.
Now, that is – by any accounts – a pretty big deal.
Delegates come first. Always
A truly outstanding event has SPEAKERS deliver talks with ENERGY and PASSION while showcasing RELEVANT CONTENT, above everything else. We keep it that way.
The core nature of this conference series is the PRACTITIONER'S APPROACH. That is to say, presenting real-life case-studies from the Corporate HR world. We explicitly do not feature any Sponsored Talks, Product Demos, Sales Pitches or Vendor Presentations on the main stage.
DATA-DRIVEN HR & PEOPLE ANALYTICS FORUM is not a trade-show. It is an independently organized HR conference for HR practitioners. It features a variety of Ted-style talks in a vendor-free conference room.
The purpose of the DATA-DRIVEN HR & PEOPLE ANALYTICS FORUM is to be a meeting place of Corporate HR practitioners and other Peope Analytics professionals, to share their views, insights and knowledge among the industry peers. We firmly believe that a vendor-free stage provides the optimal conditions to have a valuable, engaging, fun and stress-free learning experience with colleagues and other HR professionals.
DATA-DRIVEN HR & PEOPLE ANALYTICS conference series brings you the blueprint on how to successfully implement HR Analytics at strategic and tactical/ops level. You will hear real-life examples form the Global Fortune500 corporations, as well as some of the World's leading academic and business minds in the field, presenting data-based facts & figures, trends & tendencies for the near, mid and long-term outlook of the Future of Work.
No Sales Pitch on main stage
As the Official Conference Partner of DATA-DRIVEN HR & PEOPLE ANALYTICS PRACTITIONERS FORUM you will enjoy the following benefits:
· Dedicated premier space in the conference networking area
· Access to delegates and speakers during networking breaks
· Opportunity to meet many of the senior decision-makers, as well as practitioners in this industry segment
· Your roll-wall inside the main conference room placed on the main stage, so everyone sees it at all times
· Your roll-wall in the networking area
· Opportunity to place your marketing materials directly into delegates' bags (every delegate receives one)
· Your logo with hyperlink to your website / LinkedIn / FB / etc page on the conference website
· Two (2) complimentary tickets for the conference (rules of engagement apply!)
Rules of engagement:
1) Complimentary tickets provide full access to the main conference room, to listen in on the presentations and panel-talks. These tickets are solely granted to HR professionals and/or Senior Management of your organization.
2) Marketing, Sales, Business Development, Client Engagement and other vendor representatives are not granted access to the main conference room.
3) Complimentary tickets are not issued to your customer-facing representatives in your vendor boot.
4) Your representatives in your vendor boot, located at the HR Tech networking space, will be issued a different pass.
5) Complimentary tickets are issued to specific people, based on the above points 1-3 and cannot be transferred to others without prior written consent.
Pricing:
For commercial details, send your inquiery to sponsors@peopleanalyticsforum.eu.
Technology is changing the world of work and big data plays a key role in the process. Sorting out the “ocean of information” is the game-changer. HR analytics is not yet-another-hype, but a trend that is growing and is here to stay. It is increasingly becoming the “way we do things around here”. If you don’t have the right data – you are uninformed. If you have too much of unsorted data – you are overwhelmed. As a busy HR person, you can’t afford either. The quality of your decisions has a direct and lasting impact on your organization. The HR analytics provide a solution to that challenge.
DATA-DRIVEN HR & PEOPLE ANALYTICS NYC FORUM is a 2-day conference dedicated to presenting, understanding and embracing the use of data-driven analytical approach in HR, and business as a whole. The data-driven decision-making process is recognized as the key differentiator in today’s workplace, giving companies who apply it properly a substantial edge.
This global series of conferences features various Fortune500 corporate practitioners and top academic experts, who share their knowledge and best practices, so that you as a delegate can readily apply it in your real-world job.
The goal of this conference is to help you – the attendee – to choose the best practices, tools & techniques for your organization and your own role. Some of the topics that we will talk about include:
· Building HR Analytics Functions, Teams, Capabilities and Support
· Data-Driven Recruitment and Talent Management
· Culture, Engagement and Employee Experience
· Smarter Workforce Planning for Growth or Downsizing
· Technology-Enabled Employee Insights
· Diversity, Inclusion and Belonging
· AI in HR
· Workforce Differentiation and Predicting Attrition Impact
· Identifying and Developing Leaders among Candidates and Talent Pools
Most notably many of the Global Top People Analytics Thought-leaders and influencers and many, many:
· CHROs, VPs HR and HRDs
· HR Analytics function heads
· HR Business Partners for Analytics
· Talent Acquisition & Recruiting Leaders and Analysts
· Analytics professionals and SMEs
· Talent Development & Learning Leaders & Analysts
· Workforce Planners and Organizational Designers
· Workforce Analysts aspiring to use more sophisticated analytical tools and techniques
· Other senior managers, professionals and SMEs from HR, IT, Data and Analytics functions
· Media, Press and Academia representatives
Learn about latest trends, applications, tools & best-practices
Understand why is HR analytics estimated as €18Bn market
Meet top speakers from North America, Europe and the World
Participate in discussions and have fun
Presentations you will hear are from real world. Presenters will talk about REAL projects, REAL challenges, REAL issues, REAL success & failures and REAL people. No death by Power Point!
You will get the practical know-how, insights and detailed blue-print on how other's walking in your shoes have done it, what their challenges were and how they have overcome it, what tools, techniques and process they have used, whether they had (or lacked) the executive support and why that was crucial to their success and much, much more. You will walk out after the two days of this conference smarter and probably more determined to make People Analytics key priority in your organization. Better yet, you’ll be armed with tangible assets to accomplish your goals.
You will benefit by learning about strategic-level importance of HR 4.0 and People Analytics. You will be empowered to widen your CEO’s and other Senior Managers horizons, by pioneering successful change management initiatives. You will have data-based facts that will enable you to shift the organizational mindset from fixed to grow. You will have data-based business insights, that will enable you to present outcome scenarios to your Board. You will earn the seat at the table!
You will benefit by seeing and hearing the real stories, from the real people at operational-level of running the People Analytics Teams and departments. You will learn about the best practices in data-collection and processing, data-visualization and story-telling. You will become the most trusted adviser to your CHRO on value of data-based recruitment, talent-management, employee–satisfaction and retention, reward strategies benefits and much more.
You will benefit by learning about operational-level implementation projects of People Analytics solutions; the mistakes that others made (so that you won’t). You will be presented with step-by-step processes, the challenges and roadblocks the team encountered along the way, how they’ve gained the stakeholders support, what worked and what’d didn’t and their lessons learned on these projects.
Real people real stories
HR 4.0, People Analytics, Workforce Analytics, HR Analytics… to some it might sound “Chinese”. Then let us add the data-visualization, AI, Robotics into the mix, top it with a huge those of IT… and you might ask - are we here to “talk HR or what?!?” Yes, off course we are here to talk HR and the key-note speakers you will see and hear will do exactly that. They are here not only to give you the high-level overview of the global state of affairs in terms of adoption rates of analytics in HR, but also give you guidance and vision to what really matters and what doesn't, what's important and what's "hot air".
Naturally, you'll also hear a lot from the HR colleagues, talking about their projects and their people, what they've done, how they've done it, what worked for them and what didn’t. What they’ve learned along the way, how they’ve managed change and resistance and much, much more.
Last, but not least - you will get quality insights into research projects conducted by some of the most brilliant scientific minds, PhD’s, university professors and data-scientist, who will present their findings and its practical applications in corporate arena.
People Analytics Leader
Deloitte
Airline Pilot & Data Science Expert
Eurowings
CEO
Employer Branding Institute
Executive Partner
Dynaplan
VP Business Analytics
Wolters Kluwer
Project Lead HR People Analytics
Roche
Expert HR Analytics
REWE Group
Research Fellow
Vanderbilt University
HR Controlling Manager
FlixBus
Lead People Analyst
Spotify
Head of People Data Science
Merck Group
Snr Manager Advanced People Analytics
Merck Group
Senior Consultant People Analytics
PWC
Both days start with a distinguished key-note presentations followed by a panel discussion. The program continues with case-studies from the corporate HR and success stories with People Analytics, crowned by research findings from the elite think-tank institutions.
It's advisable to come early, as there are 300 delegates to be registered. The conferences will commence at 09:00 sharp, in order to meet the event schedule.
Location: In front of the main Conference Hall
About the Speaker:
Chloé Meredith, PhD
Chloé is a Senior People Analytics Consultant with Deloitte. She holds a PhD in educational sciences (KU Leuven) and is passionate about learning & development. With a data-driven mind-set, she loves to connect the dots by means of an evidence-based, analytical approach.
Panelists:
Chloé Meredith, PhD ∙ Senior People Analytics Consultant ∙ Deloitte 
Dr. Kai Berendes · Executive Partner · Dynaplan
Barbara Zych, PhD ∙ CEO ∙ Employer Branding Institute
The coffee-break makes for a great occasion to mingle with speakers and fellow delegates, share instant feedback about presentations you enjoyed the most, engage in casual chat and naturally visit the exhibition area.
Location: HR Tech Expo in front of the main conference hall
Key take-aways:
1. How to link SWP and competencies
2. Benefit of scenario simulation
3. Best practices in SWP
Speaker: Dr. Kai Berendes · Executive Partner · Dynaplan
Presentation focus:
· What is data based employer branding?
· How to choose the right metrics to assess and optimize the employer brand
· Different maturity stages of people analytics usage in employer branding
· Integrating over 500 HR metrics into one employer brand model
Overview:
Employer branding is a complex construct that requires integrating different actions and metrics through the entire candidate-employee lifecycle. How to overcome this challenge when shaping the attrition and retention strategy, setting KPI and measuring the effects? Can it be based on single measures? Should we benchmark towards the other brands? How to integrate the people data to employer brand strategy? Presentation showing different maturity stages of people analytics usage in employer branding based on case studies from well-known big companies operating on the polish demanding market (from the banking to construction sector) such as:
∙ Shaping the salesforce recruitment communication based on performance based research
∙ Optimizing the recruitment campaigns based on performance based marketing
∙ Assessing and crafting the employer brand strategy based on 500 HR metrics
Key take-aways:
1. Choosing and integrating HR metrics is the most challenging task when we do data based employer – branding
2. Using people analytics to asses and optimize the employer brand can have different stages of maturity
3. Benchmarking is not the opposite to people analytics, it is a must have stage when applying it correctly
Speaker: Barbara Zych, PhD. · CEO · Employer Branding Institute
Presentation focus:
∙ Making and selling the business case
∙ Collaborating with other departments
∙ Asking the right questions in a demo
∙ Conducting customer interviews
∙ Protecting your budget
∙ Making the final case to leadership with (lots of) facts and (some) emotion
Overview:
We will walk through FlixBus's planning tool selection process, from initial requirements gathering to signing the contract with Adaptive Insights. We will start with how we created our business case for a planning tool versus continuing to use Excel templates. I will then share frameworks and diagrams that we used to make decisions on topics like user experience, license models and integrations to other systems.
I will also be open about some of our major challenges along the way: competing with other internal projects, defending our budget during a round of cuts, time constraints from key decision-makers and more. My goal will be to provide attendees with a clearer idea of what to do and what not to do when selecting a tool, hoping to save them from avoidable stress and guide them to a successful outcome.
Key take-aways:
1. How to make and sell the business case for your planning tool
2. How to avoid potential land mines that could destroy your selection project
3. How to ask the right questions during demos and customer interviews
Speaker: Alex James · HR Controlling Manager · FlixBus
A great opportunity to engage in a casual chat with speakers and your fellow delegates. Lunch will be served at the main hotel restaurant, providing a variety of specialties ranging from traditional German food to best international cuisine.
Location: Main hotel restaurant
Presentation focus:
∙ People analytics at Roche Germany: from a hot topic to a sustainable discipline
∙ Purposeful and sustainable people analytics requires a new mindset in the entire HR function
∙ Viewing people analytics as a step towards evidence-based (HR) management
∙ Treating organizations as unfinished prototypes that we continuously develop over time
Overview:
People analytics is a hot topic that has the potential to transform how HR as a function is operating. However, starting with people analytics seems often easier said than done.
In this talk, I would like to give you insights into how we are striving to develop a sustainable people analytics function at Roche Germany. I will share my experience and show that people analytics does not need to be rocket science. I would like to talk about some common misconceptions regarding people analytics and how to ensure that people analytics is purposeful and sustainable.
I will highlight 1) that people analytics does not need to be fancy, but it needs to be effective 2) that we often do not have to reinvent the wheel, but can use existing scientific evidence as a starting point 3) that we should treat our organizations as unfinished prototypes – and people analytics can help us to develop them over time.
Key take-aways:
1. People Analytics changes the way in which HR is operating
2. People Analytics is not only about analyzing data
3. Experimental designs can be simple, but powerful approaches
Speaker: Chris Kaibel · Project Lead HR People Analytics · Roche
Presentation focus:
∙ Exemplify how machine learning can potentially identify those individuals at risk of leaving the organization before it happens.
∙ Using predictive models to proactively understand the factors keeping employees or pushing them out the door.
∙ Demonstrate how NLP can help us understand similarities between jobs, particularly in large organizations with thousands of roles.
∙ Algorithms can help us synthesize the complexity of large multinational organizations, so that we can understand our environment and take more effective action.
Overview:
A case study demonstrating the practical application of 1. Machine Learning to identify employees at risk of leaving a company, and the factors keeping & pushing them; and 2. Natural Language Processing to identify those roles that an individual at risk of departure could potentially transition into.
Key take-aways:
1. Demonstration of a Machine Learning model and its ability to predict turnover among key populations
2. Synthesizing large amounts of content to provide HR practitioners with actionable intelligence
3. Providing an example of a unique text mining approach to facilitate identification of alternate job roles method
Speaker: Christian Debes, PhD · Head of People Data Science · Merck Group
Speaker: Adam McKinnon, PhD · Snr Manager Advanced People Analytics · Merck Group
The coffee-break makes for a great occasion to mingle with speakers and fellow delegates, share instant feedback about presentations you enjoyed the most, engage in casual chat and naturally visit the exhibition area.
Location: HR Tech Expo in front of the main conference hall
Presentation focus:
∙ The Why, What and How of ONA on the real-life business case
· Present how to analyze and prepare the business case for the use of ONA
· Demonstrate links between ONA and other Organizational development focuses and activities
Overview:
Imagine a good company aiming to become great in a very specific industry in which technology is a hygiene factor and care & service excellence make all the difference. If your goal is to create such an amazing customer experience, so the bondage will last for a lifetime, you and your people must become the core values you put on a poster. The journey from “I say” to “I think” to “I do” to “I am” is not in the focus of this presentation. The dynamic complexity of the multiple agents’ system is.
ONA was used to raise the understanding of the influence and the impact of different people imposed on the company as a system, as well as identifying dominant figures with substantially stronger, but also potentially more dangerous, cultural “gravitational” pull.
Key take-aways:
1. ONA is a fun and useful tool to use and GIGO principle is present
2. Good preparation in the understanding of the outcomes, challenges, and constraints is the key to success in using ONA to back up your business case
3. Knowing and not doing is not knowing. Just do it.
Speaker: Dr. Fran Mikulicic · Research Fellow · Vanderbilt University
It's advisable to come early, as there are 300 delegates to be registered. The conferences will commence at 09:00 sharp, in order to meet the event schedule.
Location: In front of the main Conference Hall
About the Speaker:
Stefan Heeke
Stefan Heeke is an Data Science expert whose career spans for more than 20 years. As the Head of HR Data Science, Insights & Innovation, Stefan has pioneered People Analytics at Deutsche Bahn (DB) by building a team and data science capabilities to help solve a broad range of problems related to human aspects of DB operations and contributed to a better, more productive workplace.
He also initiated and conducted a popular course for DB executives called "Data Science for Managers" at DB Akademie, the internal executive training center; and introduced Performance Marketing as a new marketing tool for DB Recruitment by building a dedicated team and using Demand Generation techniques to help scale and automate hiring at DB.
Stefan is an adjunct professor at the Columbia University’s School of International and Public Affairs (SIPA) since and enthusiast airline pilot. He actually flies an Airbus 320!
Overview:
The presentation focuses on evidence-based techniques to improve personal job performance, career sustainability - and by extension workforce productivity. We will be looking into different areas such as professional sports, aviation training and scientific evidence to learn how human performance techniques have evolved in the past 20 years and how this amazing progress can be transferred to corporations and modern HR management. The idea is to offer new tools and a fresh view on employee demographics, find untapped potentials in our workforce and propose a cultural shift around managing different age clusters within our organization.
Key take-aways:
1. Tools & insights to energize and extend your own career outlook
2. New perspectives & tools on managing workforce demographics
3. Unlock productivity reserves within different age groups of our organization
Panelists:
Stefan Heeke ∙ Airline Pilot · People Analytics Professional 
Marielle Sonnenberg, PhD · Vice President Business Analytics · Wolters Kluwer 
Gyorgy Kovacs ∙ lead People Analist ∙ Spotify The coffee-break makes for a great occasion to mingle with speakers and fellow delegates, share instant feedback about presentations you enjoyed the most, engage in casual chat and naturally visit the exhibition area.
Location: HR Tech Expo in front of the main conference hall
Presentation focus:
· Working with other functions to show how HR data and People Analytics can be used to positively impact their own KPIs
Overview:
This session will focus on how to structure your HR analytics capability in such a way that other functions and the business are positively impacted. Marielle will showcase the HR analytics journey within Wolters Kluwer, the design decisions taken, and the way they work together with other functions and business areas in building their capability.
Key take-aways:
1. How to structure HR Analytics capabilities
2. How to lead HR Analytics roll-out program
3. How to positively impact other functions in the company with HR Analytics
Speaker: Mariëlle Sonnenberg, PhD · Vice President Business Analytics · Wolters Kluwer
Presentation focus:
∙ Case study of PwC’s internal global digital upskilling journey: As with any technology innovation program - Digital upskilling should be focused around achieving clear business outcomes
∙ Details around PwC’s Data Analytics Online Academy as a blended learning format combining foundational data awareness with hands-on training in data wrangling, visualization and analysis as well as automation
∙ War stories and best practices collected during the global roll-out and transformation phase
∙ PwC’s Data Analytics Academy kick-started our HR Analytics solutions that enable data-driven and quality-assured decision-making and reduce time-consuming and labor-intensive manual work (e.g. Recruiting Dashboard)
Overview:
· Our own success story of Digital/Data Analytics Upskilling: All HR departments and companies we’re talking to have digital upskilling on their agenda and therefore we want to share our story as a case study for such a huge transformation project
· Why would you only train and hire the best data scientists on the market while having 250.000 potential data experts in-house already?
· Domain knowledge is as required as skills in data analytics to create operational efficiencies and to digitize our own and our customers’ business.
· The little spark of an internal Data Analytics Academy – in the beginning just dedicated to the German Tax & Legal team - lit a global fire that reached over 80.000 people globally so far.
· The outcome was: Data analytics skills are highly appreciated and applicable to a very broad audience (basically everyone in our own organization).
· We developed a blended learning format that, first and foremost, enables employees to successfully run their own data projects - regardless of their professional background.
· Our own data scientists work closely alongside the teams and support them building MVPs and prototypes.
· It is a very sustainable approach as the domain experts that graduate our program act as multipliers in their business and form an essential part of the digital transformation journey.
Key take-aways:
1. Democratizing data analytics - The success or failure of digital transformation does not depend on the most advanced data scientists and technologists among us. It depends on the level of D&A IQ shared by the majority of our people. Critical is the ability of our workforce to innovate and solve business problems with technology - in synergy with the tech experts.
2. In our new - technology driven environment - organizations need to prepare their people for the future of work, to inspire them, to get them engaged, to give them the ability to "understand and speak data" and not to leave anyone behind.
3. A digital upskilling program is not a “check-the-box” training exercise. It’s a comprehensive journey that requires commitment to creating sustainable change and needs the full support of the management and HR functions
Speaker: Matthias Hurth · Senior Consultant - Data Analytics / People Analytics · PricewaterhouseCoopers GmbH
Presentation focus:
· How to do a successful HR Analytics project from beginning to end
· Key challenges and success factors
· How analytics insights helped the business making better decisions
Overview:
I would like to take the audience on the journey of our first HR Analytics project at Rewe. We started with a small team highly motivated to make HR decisions more evidence-based and data-driven. However, it was not so easy to find project partners willing to take the more time-consuming road of HR Analytics. One key success factor of our project was to find a project partner that was already data-driven and had a business problem that they were not able to fix alone. We paired up with the data scientist at Rewe Online to analyze turnover in their logistic unit. With turnover being very high in logistics, they had a high need to better understand the key turnover drivers. We gathered data from different business unit. Good news was there was a lot of data available. Bad news was there was a lot of data available. Thus, we had to really dig into the data, talk to experts from different business units, discuss hypotheses with stakeholders to understand the data, evaluate data quality and decide which data to integrate into the model. This was a very time-consuming process and took way longer than anticipated. Finally we were able to build our analytics model (Cox-Proportional Hazards model validated with a random-forest model) and generate some surprising insights for the business unit. Even though our project gave important insights on how to decrease turnover in the logistics unit, it also revealed that this is just the beginning of a HR analytics journey.
Key take-aways:
1. The first HR Analytics project takes longer than you think
2. Find data-driven project partners with a great need
3. Generate insights for the business
Speaker: Dr. Rebecca Funken · Expert HR Analytics · REWE Group
A great opportunity to engage in a casual chat with speakers and your fellow delegates. Lunch will be served at the main hotel restaurant, providing a variety of specialties ranging from traditional German food to best international cuisine.
Location: Main hotel restaurant
The coffee-break makes for a great occasion to mingle with speakers and fellow delegates, share instant feedback about presentations you enjoyed the most, engage in casual chat and naturally visit the exhibition area.
Location: HR Tech Expo in front of the main conference hall
Closing
Sponsors & partners acknowledgements and drawing of valuable prizes and VIP Tickets for selected events
See you again next year!
what people say
Speaking ∙ Media ∙ Sponsorship & Expo
Founder & Managing Director
KTC International
KTC International focuses on delivering business intelligence to global and local Fortune500 companies in Europe, by creating opportunities for people to meet industry experts and thought-leaders from around the world.
Organizing conferences, seminars and other business events, focused on topics including digital transformation, workforce analytics, human capital management, customer engagement, future of work and project management.
