MAY 08-09 ∙ 2019 NEW YORK CITY ∙ NEW YORK

DATA-DRIVEN HR & PEOPLE ANALYTICS

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PRACTITIONERS FORUM

SUCCESS STORIES FROM AMERICA, EUROPE & THE WORLD

Success story continues in 2019

The journey has begun with a single conference in October 2017 and the series has been growing ever since. With 4 conferences throughout 2018 and featuring speakers from 3 continents and 17 countries, the event quickly established itself as the HR Analytics conference at the Old Continent. Here's what people had to say about it:




It was only natural to continue to bring the HR communities further together around the topic of data-driven HR and Peopel Analytics. That's why the conference is "crossing" the Atlantic and bringing the best from Europe and Asia over to US, thus making this the very first conference of such kind in North America. Speakers from US, Canada, Europe and Asia will share the stage over the course of 2 full days to provide delegates with an unprecedentedly rich cultural and professional experience, with case-studies on best-practices with People Analytics from around the World.

Why People Analytics

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.


Conference Format

A truly outstanding event has speakers characterized by 3 things ENERGY ∙ PASSION ∙ RELEVANT CONTENT above all else. We keep it that way.



TED-STYLE TALKS
  • Guided by “less is more” principle, presentations are 25-minutes, to ensure key-message is delivered in a dynamic, engaging and interesting way for the audience. No death by PowerPoint!
PANEL-DISCUSSIONS
  • Designed to fully engage with the audience, panel-discussions provide an ideal opportunity for speakers to exchange views with one another and also interact with the delegates.
RELEVANT CONTENT
  • The information you will hear comes predominantly from the corporate HR sector – real people/real projects. You will hear about true success stories and how you can benefit from them. No Sales Pitch!
PEER NETWORKING
  • This is a BIG event by head-count, yet it is “small enough” for everyone to be in the same room at all times. You will have an all-day access to all the speakers and your fellow delegates.


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.



Vendor Policy

Superb delegate's experience above all else.



Delegates come first, always.

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, 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.

The conference does not feature any sponsored talks, as its core nature is PRACTITIONERS APPROACH – real-life case-studies from the Corporate HR world.

Corporate HR delegates can meet the representatives of various Vendor and HR consultancy solution providers, in the separate HR Tech Expo area, if they choose to do so. This is a vendor-dedicated space, separated from the main conference-room. Delegates can freely mingle around the HR Tech Expo. However, vendor representatives cannot access the main conference ball-room or attend panel-discussions and presentations.



Why Attend

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 function, 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.

London, Amsterdam, Barcelona, San Francisco and Las Vegas are regularly hosting world-class HR analytics conferences ever more often. We wanted to bring some of that closer to you in NYC!

  • Learn
  • Engage
  • Share
  • Participate
  • And above all - have fun :)
Main objective

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
· Smarter Workforce Planning for Growth or Downsizing
· Technology-Enabled Employee Insights
· AI in HR
· Workforce Differentiation and Predicting Attrition Impact
· Identifying and Developing Leaders among Candidates and Talent Pools


Who will be there?

Most notably many of the Global Top People Analytics Thought-leaders and influencers and many, many:
· CHROs & HR Directors
· HR Analytics function heads
· HR Business Partners for Analytics
· Analytics professionals and SMEs
· Other senior managers, professionals and SMEs from HR, IT, Data and Analytics functions
· Media, Press and Academia representatives


Worth mentioning

Learn about latest trends, applications, tools & best-practices
Understand why is HR analytics estimated as €18Bn market
Meet top speakers from 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!

CHRO / HR Director

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!


HR Business Partner

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.


Project / Program Manager in Charge of PA solution implementation

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.


Solution Provider

Probably it’s self-evident by now, albeit we’ll say it – you will have an all-day access to some of the very top HR decision makers and influencers in this part of the world and beyond. You will have an opportunity to network with not only delegates, but speakers, panelists, prominent journalists and bloggers and many of global Top100 minds in the field, from around the world. Naturally, you’ll get your exhibition space right in front of the main conference hall.


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Delegates

DATA-DRIVEN HR & PEOPLE ANALYTICS FORUM is based on 4 success pillars to ensure outstanding delegate experience and a value for your company’s money. Inside the conference hall you will hear:

Key-notes by leading global HR analytics influencers, providing strategic overview of trends & tendencies and insight into the global state in affairs of People Analytics.

Case-studies from corporate HR sector, showcasing implementation projects for HR analytics solutions, issues and challenges faced along the way and the lessons learned from the process.

Experts' presentations, demonstrating research results from the top-level academic sector – university professors and data-scientists in the field of human analytics.

Outside the conference room, the HR Tech Expo gathers various solution providers, displaying a plethora of products and services, suited for organizations of any size and nature – from SMEs to Fortune500 corporations.

Speakers & Panelists

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.


Stela Lupushor

Chief-Reframer

Reframe.Work Inc.

Distinguished Key-note Speaker

Ed Houghton

VP Research & Thought Leadership

CIPD

Distinguished Key-note Speaker

Rob Catalano

Chief Engagement Officer

Worktango

Distinguished Key-note Speaker

Ghassan Karian

Managing Partner

Karian & Box

Distinguished Key-note Speaker

Sukumaran Mariappan

Director ∙ People Analytics & HR Technology

Trimble Inc.

Julia Gometz

Best-selling Writer

The Brandful Workforce

Nick Jesteadt

Manager ∙ HR Data Analytics and Talent

PTIBCO Software Inc.

Kathi Enderes, PhD

Vice President Talent & Workforce Research

Bersin Deloitte Consulting

Anna Tavis, PhD

Professor & Academic Director HCM Program

New York University

Juan Carlos Cabanillas

Director ∙ Reporting and Analytics

Suncor Energy

Shaza Diallo

HR Data Science Expert

National Bank of Canada

Fran Mikulicic, PhD

Research Fellow

Vanderbilt University

Steve Garguilo

Co-Founder

Action Surge

Suvarna Joshi, MSc

People Analytics Researcher and Enthusiast

Columbia University

Steffen Riesenbeck

Head of People Analytics

Bosch

Kristy McCann Flynn

Founder & CEO

GoCoach

Geetanjali Gamel

Director Modeling & Insights

Johnson & Johnson

Ann Lustig

Future of Work & AI Thought Leader

Technology & Motivational Speaker

Forum Moderator

Above listed are confirmed speakers. The list is not complete yet!


Schedule

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

Who runs the show?
Ann Lustig
Ann Lustig is an industry veteran with a career spanning over 20 years in Fortune500 corporations, including holding senior management positions and leadership roles in IT Business Operations and HR at Citigroup and Standard & Poor’s.

With a focus on the intersection of Human Resources, Organizational Design, Artificial Intelligence and Data Science, Ann shares the value and impact of Artificial Intelligence and People Analytics on Human Resources and the future of work.

Ann’s most recent talks include appearances at major events with the following topics:

· How to Stay Relevant as AI Becomes a Significant Part of the HR World
· Keeping the Human in HR as Human Resources Evolves
· How Artificial Intelligence Can Reduce Bias in the Recruitment Process
· Women Don’t Need to be Empowered, They Need to Use the Power They Have

Ann is on the Advisory Board of Sproutlogix, a founding member of the Hacking HR NYC Chapter and a creative contributor to “disrupting HR as we know it” around the world.

About the Speaker:
Stela Lupushor
Stela is on a mission to humanize the workplace and she’s realizing it at three levels: at the macro, cross-industry level, through the Conference Board affiliation where she facilitates conversations with Fortune 500 corporations-members on building global workforce strategies to deliver business performance; at the organizational level through Reframe.Work Inc. - a consulting firm that advices leaders on how to transform the workplace and workforce strategies through inclusion in order to bring resiliency and access to talent in an environment disrupted by demographic shifts, technology, value chain disintermediation, and human behavior evolution; and at the individual level by founding the amazing.community, a non-profit organization extending the work horizon for women, empowering them to thrive in the workplace of the future.

Previously Stela transformed the workplace at the intersection of technology, analytics and HR at organizations such as Fidelity Investments, TIAA, IBM, Price Waterhouse and PwC Consulting and their clients.

Presentation focus:
· Disruptions and shifts: Demographics | Digitization | Datafication | Disintermediation
· 4Ws framework: Work | Workforce | Workplace | Worth)

To make sense and understand the implications of the disruptions and shifts as well as ways to future-proof your organization, your role and your personal growth endeavor.

Overview:
You’ve heard and used the term future of work but have you paused to reflect on what it actually means? Is it a factory floor completely operated by robots? Or maybe it's about brain implants orchestrated by Artificial Intelligence telling us the best circumstances and time-periods to maximize our productivity? Or is it a world full of globetrotters that perform their gigs from a remote and sunny island? The reality of it is that there is little consensus about what is the future of work, how you define it, what is its scope, components, and path to transition to that future.

How can we describe it? Is it really the “future” or rather the “present”? More importantly, how can we prepare for it and even shape it? How can we future-proof the organization we work for or with, or our team’s impact, or our personal ability to stay abreast of the changes and continuously transform and upskill.

Join this engaging and interactive session to understand the broad spectrum of macro shifts, their short- and long-term impact on the modern workplace, and a simple framework to help you make sense of it all.

The best way to prepare for the future is to learn how to see what’s coming around the corner. This session will give you that super-power and clarity of vision so you can plan for the transformations brought about by demographic shifts, human behavior evolution, value chain disintermediation and disruptive technology all around and ahead of us.

Key take-aways:
1. Understand the disruptions and shifts influencing the modern workplace
2. Analyze the implications of these shifts on the modern workplace
3. Think of ways to future-proof at organizational, professional and individual levels

Panelists:


Stela Lupuchor ∙ Chief-Reframer ∙ Reframe.Work Inc.
Steffen Riesenbeck · Global Head of People Analytics · Bosch
Professor Anna Tavis, PhD · Academic Director HCM Program · New York University
Julia Gometz · Co-Founder · Brandful® Code & Author of the best-selling book The Brandful Workforce

Moderator:

Ann Lustig

Candid & controversial - not "just another" round-table

The coffee-break makes for a great occasion to mingle around some 300 delegates, share instant feedback about presentations you enjoyed the most, engage in casual chat and naturally visit the sponsors exhibition area.

Location: HR Tech Expo in front of the main conference hall

Presentation focus:
· People Analytics as a user centered approach
· Start People Analytics without data
· People Analytics can deliver consumer products
· People Analytics will change HR
· AI instead of classical HR approaches
· New roles and tasks for HR

Overview:
Many People Analytics projects start with data. Bosch goes another way. Together with business leaders, the project team identified the most relevant issues they are facing. The team is running the project with design-thinking approaches, focusing on end user needs and not starting with a data perspective. Join to see how this does work.

Key take-aways:
1. People Analytics has different ways to start, just do it your way
2. People Analytics supports employability and business needs
3. People Analytics will change HR

Speaker: Steffen Riesenbeck · Global Head of People Analytics · Bosch

Presentation focus:
· TIBCO has modeled attrition and hiring patterns using probabilistic regression methodology and was solely using internal data (promotion history, level, salary, etc.) however, the models had a large stochastic element explained by external labor market and personal reasons.
· In an effort to be more explanatory and meaningful, we used data from the Global Economic Policy Index to better understand external pressures on our internal data.
· This uncertainty data on global economies helped us better anticipate voluntary attrition and budget more accordingly and more timely for replacement hiring.
· This methodology also helped us understand both our elastic and inelastic causes of attrition so that we could more deliberately address them.
With recruitment, uncertainty metrics have allowed us to pivot to different economies for more efficient hiring where possible.

Overview:
I plan to introduce the concept and methodology of uncertainty using the Global Economic Uncertainty Data and explain its importance in contributing to attrition modeling. I'll demonstrate some of the global uncertainty and those trends and then I will overlay the uncertainty with a sampling of TIBCO's attrition patterns and hiring patterns to show the relationship. I will then discuss brief outcomes and how this data has been used by our group. I'll follow with a Q&A.

Key take-aways:
1. The labor market and the inclusion of external data to your company is essential in augmenting the strength of your human capital analytics.
2. An increasingly uncertain market leads to more employer control while a certain labor friendly market leads to employee control. Different sections of your business will be more resilient to these external forces.
3. Using uncertainty coefficients in your modeling will better predict and forecast future attrition and will refine expectations for hiring and the ease at which you hire.

Speaker: Nicholas Jesteadt · Data Analytics Manager · PTIBCO Software

Presentation focus:
∙ People Analytics done differently
∙ Non-tech based approach
∙ Lessons learned along the way

Overview:
Trimble is into People Analytics for the last 24 months and we believe we went thru our journey in an unique way. We were not focused on building metrics and dashboards. Instead we focused on collecting questions and answering them with good evidences. We partnered with HR leaders in solving specific organization problem. We did not deploy cool technologies to start with. We did a lot of cool things which helped build a brand and credibility to the outcome of our function. This presentation will be all about sharing our experience which may be interesting perspective to the audience.

The presentation will cover how answering a CEO question helped starting HR Analytics journey. The challenges we faced and all the different things we did to resolve them, build a brand and credibility to the work we do and how we play a strategic role in scaling HR as a true strategic partner.

Key take-aways:
1. How did we build an internal brand and credibility as part of our journey ; the importance of business buy-in
2. The mission for my team is to transform the way HR offers strategic support to business using data and insights. Our operating style that helped in our journey
3. What kind of priorities we decided to pursue as part of our journey.

Speaker: Sukumaran Mariappan · Director People Analytics & HR Technology · Trimble Inc.

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 the best international cuisine.

Location: Main hotel restaurant

Presentation focus:
∙ Why organizational metadata is an important dataset that we unbelievably are ignoring inside most organizations
∙ Specific examples of the ways to slice and dice this data to add value in specific use cases (talent management, employee engagement, culture change)
∙ The types of metadata we all have access to and the ethical and legal frameworks for using these data
∙ How you can get started by looking at some of these data now to complement current survey or assessment data

Overview:
Learn how to harness data that you already have but you're not tapping into to ramp up your people analytics.

In many large organizations, talent management really just means “executive talent management.” There is only so much time in the day, and it's hard to be looking after the talent deeper in the organization, beyond senior-leader levels. But as our work becomes increasingly digital, we have data and metrics that we can use to better understand our talent throughout the whole organization. The future of talent management is more democratized, where talent leaders have insight into the whole house. It's time to be able to understand the talent in your entire organization, and one of the best ways to do that is to start to harness data that you already have but you're not tapping into. This session will showcase practical examples that have been put into practice by organizations of creative metrics that assess and quantify talent across the entire organization.

Key take-aways:
1. Learn about all the different "digital breadcrumbs" we are leaving behind as part of our work and how we can utilize that information to understand the types of talent we have in our organizations.
2. Learn how some organizations are beginning to measure their talent by using these data to look at talent across the entire company.
3. Learn about the types of data that companies like Google and Facebook use to best understand their users and how we can use this data in the workplace.

Speaker: Steve Garguilo · Co-Funder · Action Surge

Presentation focus:
∙ The steps of building an employee attrition model
∙ The data and tools used
∙ How the results are presented
∙ How the results are turned into actions
∙ What comes next

Overview:
High turnover has a direct impact on a company’s business strategy, as you need your employees to drive it. Also, the HR function collects a high volume of employee data that often sit in an information system or is used only for reporting. In addition, with the tools that machine learning and AI offer to us nowadays, we decided to cease the opportunity. Our main focus is on the reasons why an employee would voluntarily leave the company as these reasons will impact the HR strategies. First, we focused on building a prediction model that yields a good precision, then on the reasons that influenced the prediction. The objective is not to address the reasons for each individual, but to regroup high-risk employees in groups driven but the predicted underlying attrition factors.

With critical segments identified, we are able to influence HR practices on a strategic and tactical level.

Key take-aways:
1. Ethics is in the center of all AI/Machine learning applications especially with employee data
2. The choice of technology is critical as it will determine the added value of the model
3. 'Garbage in, garbage out': data has to be of high quality and integrity

Speaker: Shaza Diallo · Senior HR Data Science Expert · National Bank of Canada

The coffee-break makes for a great occasion to mingle around some 300 delegates, share instant feedback about presentations you enjoyed the most, engage in casual chat and naturally visit the sponsors 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: Fran Mikulicic · Research Fellow · Vanderbilt University

Presentation focus:
∙ Our employees are our most valuable asset, and in order to engage them, we must become skilled in hearing and acting on employee voice.
∙ The Annual survey method is outdated, and there are far better ways to engage today’s innovative, modern workforce.
∙ To learn how to most effectively utilize employee voice, we will look at proven methods and practical solutions.
∙ Beyond just listening to employee voice, we will talk about how to act – different ways to approach employee voice.
∙ Let’s talk about technology in our modern era, and how to transform data into insights.
∙ We’ll share some success stories – these are the companies doing it right, companies who are paving the way for giving employees a voice and leaders actionable insights.

Overview:
In this session, we will explore the Evolution of Employee Voice to gain a deeper understanding of why certain engagement methods are outdated or are no longer adequate on their own.

In order to really bring the power of Employee Voice to life, we will examine proven, effective methods and practical solutions to supporting an inspirational future of employee voice. This session will address different ways to approach Employee Voice and utilize data for the wellbeing of all parties involved, improving work lives from the top executive to the newest employee and intern.

We’ll talk about cutting edge technology that is effective in transforming data into insights, such as Natural Language Processing, which helps companies to make sense of thousands of employee comments in real time by offering themes and sentiments of employee comments.

We’ll talk about how to use Consumer Principles with your Employee Strategy, what it means to be agile, and utilizing your managers to reach success.

Furthermore, we’ll share success stories and outline how different companies are doing a great job at activating Employee Voice, and what we can learn from them. Employee Voice is the future of HR.

Key take-aways:
1. Why focusing on a better Employee Voice strategy is important to positively impacting employee engagement
2. Understand the evolution of Employee Voice and why certain methods are outdated and no longer adequate on their own, to modernize current People Strategies
3. Proven effective methods and practical solutions to supporting an inspirational future of Employee Voice and Examples of companies that are doing it well to take back into their own organizations

Speaker: Rob Catalano · Chief Engagement Officer · Worktango

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

Who runs the show?
Ann Lustig
Ann Lustig is an industry veteran with a career spanning over 20 years in Fortune500 corporations, including holding senior management positions and leadership roles in IT Business Operations and HR at Citigroup and Standard & Poor’s.

With a focus on the intersection of Human Resources, Organizational Design, Artificial Intelligence and Data Science, Ann shares the value and impact of Artificial Intelligence and People Analytics on Human Resources and the future of work.

Ann’s most recent talks include appearances at major events with the following topics:

· How to Stay Relevant as AI Becomes a Significant Part of the HR World
· Keeping the Human in HR as Human Resources Evolves
· How Artificial Intelligence Can Reduce Bias in the Recruitment Process
· Women Don’t Need to be Empowered, They Need to Use the Power They Have

Ann is on the Advisory Board of Sproutlogix, a founding member of the Hacking HR NYC Chapter and a creative contributor to “disrupting HR as we know it” around the world.

About the Speaker:
Ghassan Karian
Ghassan Karian Ghassan started his career as a political campaigns manager for the Labour Party (1996-1998) and then as Head off Media Relations for Saatchi & Saatchi’s PR agency. Subsequently, he led the employee engagement efforts at Rolls-Royce as Director of Internal Communications and Engagement. For three years, he was a member of the People Leadership Team at British Gas, leading on engagement, employee communications and the major cultural change programme being undertaken across the business.

At Karian and Box, in addition to leading a fast-growing business with over 50 professionals, he advises business, HR and communication leadership teams on innovative employee engagement solutions and on providing strategic, actionable insight based on employee analytics and research.

Presentation focus:
· Practical case studies with insights into the latest, most innovative examples of advanced people analytics
· The focus on securing insight aligned to the business and HR/people strategies enables actionable findings to drive performance
· Using visual and verbal storytelling to help bring the data to life for time-poor leaders / stakeholders

Overview:
Real-world case studies from businesses such as Asda, Aviva, BP, HSBC and a range of other businesses with European operations. Powerful insights into which attitudinal and behavioral factors are most likely to drive which business performance metrics. Examples of the most innovative ways of presenting people data to enable quick understanding of the issues at stake, and to help interpret actionable insights.

Key take-aways:
1. Integration of data not aggregation to secure deep insight
2. Predicting performance is achievable using innovative approaches
3. The story of the data matters as much as the data itself

Panelists:


Ed Houghton ∙ VP Research & Thought Leadership ∙ Chartered Institute of Personnel and Development (CIPD)
Suvarna Joshi, MSc ∙ People Analytics Researcher ∙ Columbia University
Ghassan Karian ∙ Founder & CEO ∙ Karian & Box
Kristy McCann Flynn ∙ Founder & CEO ∙ GoCoach

Moderator:

Ann Lustig

Candid & controversial - not "just another" round-table

The coffee-break makes for a great occasion to mingle around some 300 delegates, share instant feedback about presentations you enjoyed the most, engage in casual chat and naturally visit the sponsors exhibition area.

Location: HR Tech Expo in front of the main conference hall

Presentation focus:
∙ Main steps to follow to start an HR Analytics Area
∙ HR Analytics value proposition - HR Analytics Process Design and Internal Service Agreements
∙ HR analytics maturity model (Operational to Predictive). Understand differences among HR Operational Reporting, HR Analytics and HR System Support
∙ Skills, competencies and capabilities required for team members

Overview:
Some 7 years ago I started the journey to establish an HR Analytics team responsible on delivering Operational Reporting and Advanced HR Analytics. It has been an interesting and challenging journey since the concept of HR Analytics was new and had a different meaning across HR and the business. In this journey I had to design processes, establish service agreements with multiple stakeholders (including HR Strategic Partners, HR Centers of Excellence and Business Analytics Groups), and outline the main capabilities and competencies required for this team.

Many organizations want to start or are in the process of implementing an HR Analytics group. With this presentation I want to share my experience in establishing an HR Analytics team, main challenges, roadblocks and key tips for a successful implementation. In the last years we were able to move to a more mature analytics model and provide fact-based information for decision making.

Key take-aways:
1. What to expect when starting an HR Analytics area (challenges, opportunities)
2. Main steps to follow to start an HR Analytics Team - what skills to look in team members, processes, service level agreements
3. HR Analytics opportunity - how 'to sell' the value of a well-established HR Analytics team

Speaker: Juan Carlos Cabanillas Leon · Team Lead HR Effectiveness, Reporting and Analytics · Suncor Energy

Speaker: Kathi Enderes, PhD · Vice President Talent & Workforce Research · Bersin Deloitte Consulting

Speaker: Professor Anna Tavis, PhD · Academic Director HCM Program · New York University

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 the best international cuisine.

Location: Main hotel restaurant

Speaker: Geetanjali Gamel · Director Modeling & Insights · Johnson & Johnson

The coffee-break makes for a great occasion to mingle around some 300 delegates, share instant feedback about presentations you enjoyed the most, engage in casual chat and naturally visit the sponsors exhibition area.

Location: HR Tech Expo in front of the main conference hall

Presentation focus:
· Findings from a global survey of HR, Finance and non-HR colleagues about the impact of people analytics.
· Explores the skills, confidence, technology and functional barriers to effective people analytics.
· Explores regional differences in people analytics practice, highlighting global and regional trends in skills, confidence and utility.
· Highlights the growing people analytics agenda and the importance of continued investment in people analytics practice by HR and senior leaders.

Overview:
CIPD conducted a global survey of HR, finance and other non-HR functions to explore how people analytics practice is evolving. The study explored the skills and confidence of HR professionals, and the perspectives of non-HR business leaders on their HR functions. Survey found growing interest in people analytics in the HR function, but a greater need to integrate across functions to develop impact through people analytics data. Recommendations call for HR leaders to champion the development of HR skills, and to integrate across functions to develop data-science capability. Recommendations also call for HR to integrate concepts of "people risk" into people analytics, to understand short, medium and long-term people risks using people data.

Key take-aways:
1. Data visibility and transparency are key for non-HR professionals if they're to utilize people insights in their decision making.
2. People analytics culture is critical for good people analytics outcomes. This includes ensuring leadership uses data in decision making, and engages the workforce on the value and importance of people data.
3. People analytics has potential globally; just over 50% of HR/people professionals say they have ready access to people data. More can be done to promote skills, access and use of people data in HR decision making.

Speaker: Ed Houghton · Vice President Research & Thought Leadership · Chartered Institute of Personnel and Development (CIPD)

Closing

See you again next year!

Feedback & Insights from recent events

what people say

It’s a really good intended conference, I had an opportunity to talk to many attendees and what I’ve really enjoyed is hearing new speakers. A lot of conferences feature all the same speakers, but here we got both global and a local perspective of the speakers from the CEE region.
David Green Founder & CEO ∙ Zandel
Here in Budapest it's fantastic! The environment is quite cool, I heard so many new things today, but I also saw some old friends in the filed, so it's also a great place to network. Here you get new perspectives, you learn from other people in the field and you build up your network.
Marielle Sonnenberg, PhD. VP HR Strategy & Analytics ∙ Walters Kluwer
I really love teaching. Whenever I can share my knowledge and expertise, that we gained doing hundreds of projects, I really love to share that. For me that’s really important. The number of people at this conference, both attendees and speakers is really fascinating!
Luk Smeyers Global People Analytics Lead ∙ Deloitte

Conference Partners

The full list of partners will be announced shortly.

Tickets

Standard participation fee is $2495 per delegate.
Significant early registration discounts are available until April 05, 2019, as shown below:
Solo Player
Conference Pass
With early-adopter discount
$2295
  • Full access to:
  • All Speakers
  • HR Tech Expo
  • All day Catering
  • Savings: $200
  • Total: $2295 for 1 delegate
Register
My colleague & I
Conference Pass
With early-adopter + $100 extra discount
$2195
  • Full access to:
  • All Speakers
  • HR Tech Expo
  • All day Catering
  • Savings: $600
  • Total: $4390 for 2 delegates
Register
Just the 3 of us
Conference Pass
With early-adopter + $200 extra discount
$2095
  • Full access to:
  • All Speakers
  • HR Tech Expo
  • All day Catering
  • Savings: $1200
  • Total: $6285 for 3 delegates
Register
BEST
Fantastic 4
Conference Pass
With early-adopter + $300 extra discount
$1995
  • Full access to:
  • All Speakers
  • HR Tech Expo
  • All day Catering
  • Savings: $2000
  • Total: $7980 for 4 delegates
Register


DISCLAIMER ABOUT VETTING POLICIES:

Tickets at these rates are available exclusively to Corporate HR and other enterprise professionals. Individual delegate tickets are not available to Vendors or HR consultancy solution providers. We reserve the right to refuse registration to representatives of vendor companies (software/service/solution/HR consultancy providers) and consultants of any kind who register themselves in this way. Limited sponsorship opportunities are available, CONTACT US for details.

FAQs

The conference starts with the keynotes session, followed by a panel-talk on both days. After the morning networking break, the program continues with case-study presentations from corporate practitioners. Each speaker has roughly 25 minutes for the speech + brief Q&A with the audience. Altogether, there 16 presentations throughout the DATA-DRIVEN HR & PEOPLE ANALYTICS FORUM.

Yes, just drop us an email to info@peopleanalyticsforum.eu

English is the official language.

Truth is we don't believe in dress-codes, so wear whatever you feel best suits you. If you like suit & tie, that's fine, but so are jeans. Our motto is "feel comfortable, while being elegant".

If your group is 5 or more people, drop us a quick email to register@peopleanalyticsforum.eu

One word: GDPR. No, we don’t sell delegates’ details as leads to third parties (sorry Sponsors!). Naturally, we keep your data on our secured servers, as we will keep you posted about next edition of the HR & PEOPLE ANALYTICS FORUM in 2019. You will get a maximum of 3 email messages from us and that’s it. We leave it up to you to decide with whom you’d like to share your info.

Venue