2023 AGENDA
WHY WE’RE DIFFERENT
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RETURN ON INVESTMENT
Our agenda is designed for attendees to be able to take away immediately implementable lessons. Our speakers will be talking about their current and near-future projects to reveal the planned and unforeseen challenges they faced, so you can avoid them!
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END-USER HEAVY
We operate on a ratio of 1/5 sponsorship to end-users and only invite a select few credible sponsors to the event, there are no forced meetings and no danger of being swarmed!
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HIGH INTENSITY
Most HR Leaders cannot afford to spend multiple full days out of the office. We understand this and have provided an event that is content-rich and effective in its delivery to ensure that attending the event is the most effective use of your time.
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NETWORKING OPPORTUNITIES
Despite being one day, we have 5 hours of networking time through coffee breaks, networking breakfast and lunch as well as evening networking drinks to expand your contact base and exchange new ideas.
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9:00 WELCOME TO THE HR ANALYTICS SUMMIT
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→The significance of purpose in the workplace during uncertain times
→The importance of helping employees discover their purpose
→Strategies for aligning employee purpose with the organisation's mission
→Leveraging people analytics to support employees and organisations in connecting purpose to practice
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→The People Analytics Operating Model: Key components for delivering personalised insights at scale
→Focusing on the right business problems: Identifying key areas of opportunity for driving business impact with People Analytics
→Leveraging data-driven insights to adapt to the new normal and drive competitive advantage
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→Identifying and overcoming Stereotypes and Bias in real world scenarios
→Ensuring ethical implications of AI & ML in people analytics are addressed and aligned with company values and policies
→Lessons learned and best practices for implementing and advancing AI & ML in people analytics.
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→Evolving from a reporting team to a strategic analytics and data science function: Key success factors and lessons learned
→Positioning data science within the organisation to drive growth and investment: Strategies for engagement and alignment with business goals
→Growing the scope and capabilities of the data science function to meet current and future business needs
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→ The start of a journey
→ Continual review and improvement
→ Top tips for implementing
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→ Understand and report on the demographic representation of employees and leaders - achieving 100% unbiased hiring in an analytical method
→ Positioning DE&I as an employee engagement priority
→ Identify patterns, trends, gaps, or inequities in employment, promotion, and retention
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→ Aligning Talent Intelligence with broader business goals: Strategies and best practices
→ Maximising the collaboration between HR and business teams for data-driven decision-making
→ Identifying critical skills and competencies required to build organisational resilience in the face of uncertainty
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→ Arcadis’ people analytics journey
→ Bolstering business partnering
→ Next: using generative AI to accelerate on data quality, democratization, and storytelling
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→ How intelligent listening can unlock real-time employee sentiment across the organisation
→ Scaling a multi-touch employee-listening programme at speed for swift insight
→ Translating data into insight into action - acting and implementing change at speed
Data Science & Diversity
Talent Intelligence and Employee Listening
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→ Transforming the mindset towards people analytics: Strategies for driving adoption and integration into HR and business practices
→ The evolving role of HR in supporting the business: Key skills, functions, and competencies for the future of work
→ Balancing speed and robustness when implementing change
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→ Using People Analytics to gain deeper insight into business-critical challenges, including labour shortages and cost of living
→ Creating an evidence-based approach to talent retention and engagement to mitigate people risk
→ Communicating people risk to senior decision-makers for informed decision-making and better business outcomes.
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→ One version of the truth – building trust in people data
→ Global data products with local insights – leveraging Google Cloud platform
→ Time to ditch the spreadsheets – making the shift from looking back to looking forward
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→ Stop spending countless hours to provide simple metrics
→ Build Strategic employee life cycles with facts
→ Drive Recruiting & Retention with DEI&B insights
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→ Establishing People Analytics as a core organisational function: Key steps and success factors
→ Instigating a consultative approach to support top-level decision-making: Strategies for collaboration and communication with key stakeholders
→ Integrating People Analytics with other departments to drive cross-functional insights and business impact
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→ Exploring the future of HR and strategic workforce planning: Trends, challenges, and opportunities
→ Leveraging storytelling to drive change from the top and create a culture of engagement and innovation
→ Predicting and planning for the skills and competencies required for future business success
17:20 CLOSING REMARKS
17:30 - 19:00 NETWORKING HAPPY HOUR
