2018 Workforce Planning & People Analytics Conference

Evidence-Based Talent Strategy

February 27-March 1, 2018 | Miami, FL

Please note that the times reflected in this agenda are listed in the time-zone where the event takes place. For this event, the time-zone is Eastern Time Zone.Click Here for a Printer-Friendly Version

Tuesday, February 27, 2018

1:00-2:15 PM
Facilitator:
Melissa Feigelson, Ph.D., Workforce Analytics, BASF
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Workforce analytics sounds harder than it actually is. Ask a question, look for the answer in your data, and implement change. To get started, you don’t need data analysts and expensive tools. As you mature, you may consider expanding the tools and skills you need, but start simple and aim to keep it simple during your workforce analytics journey.

In this workshop, you’ll learn a simplified approach from Dr. Melissa Feigelson, who established the Workforce Analytics function as well as the Strategic workforce planning discipline at BASF. Melissa's core goal is to give leaders greater insight into organizational trends and empower evidence-based decision making. To do so, Melissa embraces simplification as an approach to engage leaders and the rest of HR.

In this workshop, you will learn to no longer be intimidated by workforce analytics.

You will learn:

  • Don’t be afraid to work with the data you have.
  • Share less not more – simplicity is king, too many numbers can pull attention away from the concept of focus/interest.
  • Aim for what your leaders are interested in – know your audience and how your information fits with what is known.
2:15-2:30 PM

Break

2:30-3:45 PM
Facilitators:
Rachel Baghelai, Ph.D., Senior Manager, HR Analytics & Reporting, Abbott
Chad Boydston, Chief Financial Officer, Human Capital Institute (HCI)
Jeffrey Higgins, CEO, Human Capital Management Institute
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HR is often perceived by corporate leaders as being out of step with the rest of the business. To help counteract that perception, HR professionals need to develop their business acumen. This workshop will help you learn what you need to know about financial measures, statements, and concepts so that you can speak the language of the business.

This workshop brings you HCI’s current CFO Chad Boydston and CFO turned HR-guru Jeff Higgins, as they share how business leaders think and the type of information they expect in a business case and/or financial statement. HR analytics professional Rachel Baghelai, Ph.D. will share her experiences as an external and internal consultant bridging the finance-HR standoff. Rachel will share her experiences and recommendations on how HR professionals can communicate effectively with business partners to create more valuable analytics and insights.

You will learn:

  • How to increase your financial acumen.
  • The key elements to provide in any business case.
  • How to partner with finance.
3:45-4:00 PM

Break

4:00-5:15 PM
Facilitator:
Susan DeFazio, Principal and Global WFP Lead, Kelly Outsourcing & Consulting Group (KellyOCG)
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The greatest challenge for many organizations occurs when they try to operationalize SWP. A significant barrier to doing so is the lack of tools and methods that can help companies execute in an effective and efficient manner and with the confidence that goals can be achieved. With the change elements required to embed a more rigorous way of leveraging people as a strategic asset and maximize their contribution to value, it is therefore not surprising that the time to implement and efforts to scale are often protracted and painful.

You will learn:

  • How you get functions beyond SWP involved.
  • How to embed SWP across the organization.
  • How aligning with organizational development is key to SWP integration.

Wednesday, February 28, 2018

7:30-5:00 PM

Registration

7:30-8:30 AM

Breakfast

8:30-9:00 AM

Welcome/Opening Remarks

9:00-9:40 AM
Presenter:
Ben Waber, Ph.D., CEO & co-founder, Humanyze; visiting scientist, MIT Media Lab; and author, People Analytics
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We can now capture how communication flows between employees and quantify how people work. Ben Waber wrote the book and founded the company on how social sensing technology will transform the business and inform our new world of work.

Ben will share what you can achieve now in regard to how employees communicate with each other in the physical and digital world and how their communication patterns impact happiness, individual performance and organizational success. He’ll also share how social sensing technology will continue to impact how people work and how management can best maximize its future workforce.

You will learn:

  • How small workplace changes can have major impact on employee performance.
  • How to find hidden social networks to improve business performance and increase employee engagement.
  • How the companies can start designing for the organization of the future.
9:40-10:20 AM
Presenter:
Brian Ong, Director of People Ops Strategy and Effectiveness, Google
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For Google, the workplace starts with a culture that brings meaning to people and their work and is reinforced with people-centered, data-driven decision making. The People Analytics team has conducted research over the years to enable Googlers to make better decisions--from onboarding to compensation.

One key issue of research for the People Analytics team over the last couple of years is how to increase team effectiveness.  Brian Ong (back by popular demand!) shares the research and applied practices to make great teams.

You will learn:

  • How to take a data-enabled approach to measuring team effectiveness.
  • What are the key dynamics of an effective team at Google.
  • How this research has been applied across Google.
10:20-11:05 AM

Networking Break

11:05-11:45 AM
Presenter:
Ross Sparkman, Head of Strategic Workforce Planning, Facebook
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In the age of big data and hyper-competitiveness in the business environment, it has never been more important for organizations to think strategically about their workforce.  Strategic Workforce Planning and data-driven decision-making is a crucial element of workforce strategy and can be the starting point for organizations to think strategically about their workforces.  But how should the organization go about creating an effective, value-add Strategic Workforce Planning function?

You will learn:

  • Key success factors that differentiate high-powered SWP functions.
  • How to create a vision for the SWP function.
  • How to build a high-functioning SWP team.
  • How to think through the processes and systems involved in SWP.
  • How to think through the data and technology components of SWP.
11:45-11:50 AM

Room Change

11:50-12:20 PM

Interactive Roundtables

12:20-1:30 PM

Lunch

1:30-2:10 PM

Concurrent Session

Workforce Planning Implementation:

Simplified Scenario Planning for a Big Project

Presenter:
Josh Thompson, Director, People and Organization, Novo Nordisk
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Danish drug maker Novo Nordisk is building an almost $2 billion insulin manufacturing facility in Clayton, North Carolina. This project is the largest single manufacturing investment in North Carolina history and will create 700 new positions. During this project, workforce planning, analytics and talent acquisition teams have come together to make sure the right people will be hired. They built a complex model to forecast future roles, but over time have continued to simplify their future forecasting. Hear lessons learned on creating a workforce action plan.

You will learn:

  • How to scope a project this size—and lessons learned along the way.
  • How to make sure you get the right people at the table—front-line managers.
  • How to avoid analysis paralysis.
Presenters:
Beth Giglio, Senior Vice President, Human Resources, 84.51˚
Lauren Washington, Director of People Analytics, 84.51˚
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At 84.51°, a wholly owned subsidiary of The Kroger Co., we believe in making people’s lives easier, and that applies to not only our customers but to our employees as well.  84.51° is a data, science, and customer experience company. Over the last two years we have looked to take our methods of analyzing customer behavior to analyzing and monitoring employee behavior in order to better understand unmet needs of our employees. 

In 2015, we began measuring employee sentiment in real time, asking employees every week, “How Ya Feeling”.  Knowing in real time how employees are feeling allows us to respond to employee feedback almost instantly without having to wait for annual and unwieldy engagement surveys.  We now have almost two years’ worth of data – and critical control charts – that help us know when employee sentiment changes and the context to help explain why.

You will learn:

  • The genesis of the employee sentiment tool.
  • The approach to collect and track sentiment data.
  • The benefits to our organization and our employees.

The lessons learned in using a weekly measurement of engagement.

2:10-2:15 PM

Room Change

2:15-2:55 PM

Concurrent Session

Workforce Planning Implementation:

Think Forward: Close Long-Term Talent Gaps

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You will learn:

  • Identifying what is best about your organizational culture today and prioritizing those virtues in future hiring and development strategies.
  • Use your workforce planning process to connect disparate talent management processes.
  • Develop different strategies to close short- and long-term talent gaps
Presenters:
Binderya Enkhbold, Director, HR Strategy and Performance, Verizon
Alyssa Leo, Business Intelligence, Verizon
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Verizon is going through a corporate transformation. During this period of rapid change, Verizon is focused on keeping their high-potential sales team. Verizon’s analytics and planning team has analyzed how to keep this key function performing for the company.   

You will learn:

  • How analytics have to be cored to any corporate transformation.
  • How to remain agile to quickly respond to rapid transformation.
  • How to collaborate across teams for better integration across the company.
2:55-3:40 PM

Networking Break

3:40-4:20 PM

Concurrent Session

Workforce Planning Implementation:

Planning Your Build-Borrow-Buy Strategy

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You will learn:

  • During this talent shortage, how “build” takes center-stage.
  • Latest strategies to acquire talent.
  • As the contingent workforce grows, so does your overall strategy.
Actionable Analytics:

Quantifying the Impact of Attrition

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You will learn:

  • Why the traditional turnover metric is flawed.
  • How to create a metric to quantify the impact of turnover.
  • How to apply your metric to create change in your organization.
4:20-4:25 PM

Room Change

4:25-5:00 PM
Presenter:
Jocelyn Caldwell, Senior Director, Enterprise Workforce Planning and Analytics, TIAA
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Fortune 100 Financial Services company TIAA has a bold vision: to be a best-in-class HR organization that delivers value both to TIAA’s workforce and its customers. In this session, TIAA will reveal how their organization is shifting how HR operates to deliver increased value to their company, workforce, and customers.

Sharing their vision for a strategic, business-oriented HR organization, the presenter will discuss how TIAA’s HR organization is leveraging analytics-driven workforce strategies to create a differentiated HR experience for employees; demonstrate a return on investment in people through improved business outcomes; and leverage talent as a competitive advantage to create value for their customers and community.

Providing practical guidance, Jocelyn Caldwell will share the steps their HR organization is taking to drive culture, performance, and productivity throughout the company; to be trusted business advisors; and to strengthen accountability through the business and within HR. She also will share what she provides her the C-Suite at TIAA during their monthly business performance reviews.

You will learn:

  • Blending thoughtful workforce planning with actionable analytics for organizational maturity.
  • How to forecast for the business
  • How to get—and keep—the ear of the C-Suite.
5:00-6:00 PM

Welcome Networking Reception

Thursday, March 1, 2018

7:30-1:25 PM

Registration

7:30-8:30 AM

Breakfast

8:30-9:00 AM

Welcome/Opening Remarks

9:00-9:40 AM
Presenters:
Elizabeth Conrad, Chief Human Resource Officer, Lahey Health
Jean Jackson, Vice President of Talent Acquisition, Lahey Health
Allison Akers Davis, Vice President Organizational Development, Lahey Health
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Organizational healthcare trends are causing revolutionary change and complexity in leading both community and large hospital systems. Costs, ambulatory trends, population health, IT systems, and well-funded for-profit competitors are forcing hospitals to seek partnerships to expand offerings and explore growth strategies to stay viable in their markets. Lahey Health is a leading healthcare system in northeastern Massachusetts that was formed very rapidly over a 36 month period.

Throughout this period of rapid growth, our mandate has been to consolidate and standardize as quickly as possible to realize the full value our new consolidated system offers while improving operations, financial stability, quality and continuity of care. Our program for HCI will deliver our lessons learned through the process of bringing multiple, formerly independent organizations together under a common operating model while at the same time responding to the intense pressure to bring costs down and maintain exceptional levels of patient care. Throughout this revolutionary change for our system, we are also challenged with engaging our colleagues, developing leaders to be inspiring and motivate all people, both clinical and administrative, to achieving business unit and organization goals while creating work environments across the system where people thrive.

In this keynote presentation, the CHRO, VP Talent and VP OD at Lahey Health have come together to share their insights.

You will learn:

  • How to tackle complex organizational challenges, such as multiple mergers.
  • How workforce analytics is supporting current and future decision making.
  • How the operationalization of workforce planning has moved from a decentralized to centralized function and the pros and cons of each method. 
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Being a cloud-based file sharing company, Dropbox users share billions of files with each other each day, making data accessible and collaborative.  The People Analytics team also wanted to enhance internal collaboration and decision-making by building a people analytics capability that started with the business priorities and ended with self-service capabilities to get the data into the hands of more users.

Head of People Analytics and Technology at Dropbox, Anthony Walter will share how they built their people analytics capability from scratch. He’ll share the key steps in their journey starting with the business needs, evaluating the needed technology, building internal capability for understanding people metrics, developing automated reporting and measuring every step of the way.

You will learn:

  • What are the key steps any organization can take to build their people analytics function.
  • What are the important steps is understanding business priorities first so you’ll get buy-in.
  • What you need to get the basics right first--then build credibility for later investing in predictive analytics and technology. 
10:20-11:00 AM

Networking Break

11:00-11:30 AM
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You will learn:

  • How traditional succession planning and analytics-driven succession planning looks very different.
  • How to use succession data to understand success factors in a given role.
  • Develop customized development plans.
11:30-12:15 PM

Interactive Roundtables

12:15-1:15 PM

Lunch

1:15-1:45 PM
Presenter:
Brett Agypt, Ph.D., Talent Management and People Analytics Leader, Cox Automotive Inc.
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Analytics might be all the rage, but it is daunting for companies that have not leaned heavily on data to inform their decision-making. It's a huge undertaking wherein you need an organization to invest in the need; staff up a team that is technically capable, business savvy, effective at consulting with the business, and understanding of various intervention techniques to inform action; and—most importantly--get the HR Leadership community to shift their mindset toward engaging the analytics function early and often.

You will learn:

  • Understand where you are on the People Analytics Maturity Scale.
  • Understand how your tactics change at different levels of your maturity cycle.
  • How to get HR Leaders to engage and utilize the people analytics function.
1:45-2:15 PM
Presenter:
Ian Bailie, Senior Director: People Planning, Analytics and Tools, Cisco Systems
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Ian Bailie will discuss Cisco’s journey towards a more data-driven mindset in HR and how they have scaled this approach globally.

Cisco is able to analyze millions of job postings across sectors and geographies to get a real-time view of the job market and to identify and stay ahead of market trends, including benchmarking their skill profile against key competitors and leveraging market forecasts to flag emerging skills.

The team has built an approach that is proving to be extremely valuable for both internal and external hiring as well as essential to conversations on workforce planning and site strategy.  HR and the Business can access data to understand the skillset of their existing workforce and where they have critical skill gaps, while the external recruitment team is using analytics to build credibility, drive more strategic discussions with their hiring managers and provide snapshots of available talent pools to influence future hiring decisions.

Find out how Cisco, by comparing employees’ existing skills to future needs, is engaging employees through skill and career development options, but also ensuring career and skill pathways are aligned to the company’s strategy and growth.

You will learn:

  • What are the most critical skills and biggest skill gaps in our company?
  • What should our workforce look like in the future?
  • How can we give our employees a way to manage their development and careers, making it easier to find a job internally than externally?
2:15-2:45 PM
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You will learn:

  • The trends that will impact tomorrow’s labor markets and global economy.
  • How HR can retool and modernize to reflect and lead tomorrow’s workforce. 
2:45-3:00 PM

Chairman Wrap-Up