One of the “blow your mind” conferences that I love is Unleash, the world’s largest gathering of HR leaders, to be held October 23-24 in Amsterdam. And, to be honest, some of the allure of Unleash is that it’s always in great cities. What’s not to love about canals, windmills, tulips, a museum dedicated to purses, and great food?
Another part of that allure is the speakers on the grand stages such as Matthieu Ricard, a Buddhist monk and humanitarian speaking on Altruism: The Heart of Happiness. I suspect that all who attend will feel more personally dedicated to building a better world after hearing Ricard. Also on the main stage will be Josh Bersin speaking on Disruptions Ahead in HR Technology. His research focus is currently on productivity, employee experience, wellbeing, and the potential for AI.
But, let’s face it. I love anything to do with “smart data” and people analytics, so here are the sessions on the agenda I plan to attend or present.
HR Reporting at Henkel: Using transparency and visualization as a leverage to increase data quality. HR Reporting does not always have a high standing within and outside HR. Henkel managed, by increasing transparency of HR data, to significantly increase acceptance and data quality of “Workforce Analytics”.
TomTom – Making Smart Strategic HR Decisions with LinkedIn Talent Insights. Data management is imbedded in TomTom’s business model. They have always been visionary in using data and insights to make smart business decisions, allowing TomTom to be adaptable and informed to change. Speakers will discuss how they are using LinkedIn’s latest, most innovative product; Talent Insights to shape their hiring strategy, make geo-location decisions, workforce planning decisions and much more!
WebHelp’s – The Appliance of Science to Retention Analytics. Webhelp’s Analytics capabilities are core to our outsourcing services, using data to helping clients understand and improve their customer’s experience. This presentation explores how Webhelp applied those methods to its own colleague experience. It looks at how Predictive Analytics is being applied to spot potential signs of engagement or attrition. It also explores how Analytics can be used practically to improve the colleague experience and reduce the cost of attrition.
Anglo American and Visier – The Data-enabled HR Business Partner of the Future. A trend I spotted earlier this year is that HRBPs are not necessarily data- or analytics-savvy. We see the need for a new kind of HRBP for the future or an alternative approach to rolling out people analytics. I will present research on what organizations are doing and Anglo American will discuss its approach.
Sierra-Cedar – Top Ten Global Findings from the 21st Annual HR Systems Survey. Normally Stacey Harris would present this keenly awaited survey results for EMEA and global organizations but unfortunately she cannot be there. So, as the originator and manager for the first sixteen years, I will present these key findings and give a bit of my perspective on these trends – especially the ones associated with people analytics.
FixBus – Employee Retention through People Analytics. In a fast growing and dynamic company like FlixBus, employee retention is critical for business success and growth targets. In order to deliver on these strategic goals, FlixBus identified the most important drivers. During this interactive discussion speakers will share how FlixBus is using people analytics to implement effective HR practices and create actionable insights and show how a web-based HR tool provides management and HR business partners with the key-findings of the engagement surveys.
People Analytics Nirvana by Amit Mohindra, the former head of people analytics at Apple. People Analytics teams forge a path toward self-knowledge and competitive advantage for their organizations.There are three over-lapping stages in their journey: preparing the foundational data and technology infrastructure; eliciting value-adding, actionable insights from curated data; and finally, converting talent insight to advantage in the product and labor markets through action. What does it mean for an organization to truly know itself through data-driven introspection and reflection? How does an organization determine the right approach, direction and speed on its unique people analytics path? What is the nature of their people analytics “nirvana” – the ultimate destination? Knowing the answer to the last question is vital, yet few organizations have achieved their desired state and few practitioners have amassed the necessary experience to lead the way. Join this session to make sure you’re on the right path and get to your desired destination quicker. Hear from a pioneer in the field who founded one of the first people analytics teams in the world almost twenty years ago. He has since built successful people analytics teams from scratch at McKesson and Apple and influenced countless leaders and practitioners through years of consulting, mentoring and teaching.
People Analytics: The Moral Imperative, again by Amit. The people analytics industry and community are growing at an increasing pace. The dual promise of a more productive and engaged workforce for employers and a better employee experience for workers is fueling the proliferation of corporate people analytics teams and HR-tech startups. It’s an exciting time to be in this space as the very nature of employment is re-invented on the basis of data-driven analytics and software that enhances collaboration and takes the drudgery out of work. The search for improved HR programs and talent outcomes via the application of statistics, social science and technology imbues people analytics with an aura of positivity and objectivity. People analytics teams are virtually omniscient in terms of their access to employee profiles (via HR systems), feelings (via engagement surveys) and how they act (via Organizational Network Analysis, for example). Information is power and GDPR is a timely reminder that this power comes with considerable responsibility. Surely people analytics teams have other important – even moral – obligations with respect to the work they engage in, how they do that work and how the results of their work are communicated and used. How ought they act in the face of a dilemma involving zero-sum situations between employer and employee; are they purely scientists or do they represent the voice of the employee as HR professionals? As they frame insights as stories, how do they choose which elements to include and which to downplay; is it news or editorial? As work is disaggregated into tasks done and supervised by software, are jobs being de-humanized? This session will explore these themes through practical examples of people analytics work and technologies and choices that people analytics leaders and technologists are confronted with. Discover the full scope of your accountabilities and how to frame your choices to incorporate normative considerations. This is perhaps the very first time this notion of a moral imperative – a strongly held principle that compels action – is being discussed at a people analytics conference. Be there for the beginnings of a course correction in people analytics.
ABB — The Secret of High Accuracy Predictive Analytics. During this presentation, learn how to build an efficient HR Master Data Management to support your workforce analytics strategy and allow you to build the foundations for highly accurate predictive analytics.
Swarovski – How to Build HR Analytics with Full Support from Business Functions. Learn how Swarovski designed its business proposal to design, implement and develop People Analytics in a way that won support from key stakeholders and the C-Suite. Learn about their people analytics strategy, maturity assessment, stakeholder approach, three-year roadmap and key success cases in analytics.
Talanx – Empower Analytics Agility by Digitalization. How can compliance and digitalisation enhance process efficiency and support output of HR-related analytical tools to improve HR Value Add to the business? Based on an example for enhanced planning procedures in the area of headcount planning, participants can transfer to their own organisational setup the advantages from “use what you have” and “speed up with process automation” to value add through speed and transparency.
Deutsche Bahn – How Data Can Make HR more Effective and Human. There is a lot of untapped potential in using Data Science for HR. During this session speakers will share their thinking about using People Analytics to help solve pressing problems and accelerate the company’s transformation around demographic change, new ways of working, digitization, recruiting, reducing paperwork and operational questions. We believe that data can be a powerful change agent for HR to become more effective, human focused and operational.
Rostelecom – Predicting Voluntary Turnover in a 100k Employee Company. Attrition and voluntary turnover means a lot when it comes to calculating the cost of key employees lost and urgent recruiting and onboarding expenses at the scale of a 100?+ employee company. Learn how Rostelecom invented the voluntary turnover prediction model with high prediction accuracy and implemented it in recruiting and retention processes leading to substantial turnover cost savings.
Visier – Applying People Analytics Across the Employee Lifecycle. Join my colleague, Caitlin Bigsby for a tour of Visier People, the industry’s leading workforce analytics and planning solution. This session will show you some of the pressing workforce questions that this pre-built analytic solution can help you answer, from planning, to hiring, to creating an engaged and productive workforce.
Look at these titles and you will see the rich blend of technology solutions along with themes of making the future of work better for people while delivering value to the organization.