People Analytics Conference 2022 Winter
Future of Work Stream
People Analytics Tech Stream
Conference Agenda
Future of Work
09:30–10:00 EST
09:30–10:00 EST
Registration
10:00–10:45 EST
10:00–10:45 EST
How can #PeopleAnalytics prevent incidents like the Twitter firings?
Max Blumberg
10:45–11:30 EST
10:45–11:30 EST
Your Employee Voice Strategy's Role in Collecting Key Data to Improve the Employee Experience
Rob Catalano
Understanding what is important to employees and what motivates them has never been more critical to keeping your organization on track. Improve your employee engagement, productivity and retention with a data-driven approach. Gain actionable insights to develop a strategy for your Voice of the Employee program by:
- Why focusing on a better Employee Voice strategy is important in today's changing workforce
- The evolution of Employee Voice, and why certain methods are outdated and no longer adequate on their own
- Learning trends of how companies are shifting their
- Employee Voice approach How great organizations are leveraging employee voice data towards behaviour change
11:30–12:15 EST
11:30–12:15 EST
The Future of Work and the Augmented Enterprise: How to prepare together to thrive in the age of Artificial Intelligence?
Eszter Debreczeni
In 2022, the question for the C-Suite is not whether they should use AI to compete successfully - but how to do AI well. Top executives seek an AI-augmented enterprise strategy and results that are bulletproof with clear ROI and futureproof by being built responsibly.

The key challenge is finding the way through complexity in the experimentation phase and start building organizational capabilities. This enables a sustainable strategy with the continuous adaptation of new technologies to realize the long-term opportunity of artificial intelligence. However, without a thoughtful set of responsible choices this alone won't crack the new code.

• What are the talent, organization and culture implications of all these?
• Why is the Future of Work augmented, hybrid and very human-centric?
• How can a responsible and thoughtful leadership maximize the benefits and minimize the risks of AI?
• How can HR/People function become a game changer in developing futureproof and augmented enterprises and so redefine how success looks like in the AI of Age?
12:15–1:00 EST
12:15–1:00 EST
Digital Experience Technology - an indispensable ally for HR evolution
Benoit Hardy-Vallee
Many organizations intend to significantly increase their hiring in order to meet their business objectives, which is a real challenge for HR teams given that attracting and retaining talent has never been more difficult.

The digital transformation of business continues to present its share of challenges and opportunities for human resources. If we want to reap dividends from the digitization of organizations, it must bring more than new technology to HR: it must first and foremost offer new ways of working and engaging talent, focused on experience, analytics and agility. From an HR perspective, digitization requires an examination of the expectations and contributions of the various stakeholders - employees, managers, HR professionals - and an exploration of the new possibilities offered by cloud technologies, artificial intelligence and automation (and tomorrow - the metaverse).

This talk will provide insights into how to leverage technological advances in HR. It will present examples of digital innovations that position the function as a strategic and business partner.
1:00–1:45 EST
1:00–1:45 EST
People Analytics in startups - an impossible task?
Andreas Kyprianou
People analytics in smaller organizations may seem impossible, due to lack of budget, different priorities and tiny to non-existent HR teams and processes. However, this should not be the case -as I will discuss, people analytics is as necessary in smaller organizations as it is in large corporates.
1:45–2:30 EST
1:45–2:30 EST
The Future of Work = People + Machines
David Swanagon
The future workplace is an exciting proposition, which requires CHROs to adopt a new mindset. In the future, ...

• The CHRO and Chief Digital Officer positions will become more integrated. In fact, some organizations may merge the positions.
• The top HR executive will be an engineer trained in machine learning and advanced statistics.
• Automated Manager Bots will become fully utilized, with technical employees reporting to a machine for their project work.
• New hires will be connected to the company's three dimensional space: physical headquarters, hybrid office, and metaverse.
• Digital avatars will be used to mirror employee actions during non-working hours.
• Retirees will use AI enabled knowledge transfer apps to serve as mentors.
• Engagement surveys will assess facial reactions to questions, alongside verbal feedback and text comments.
• Every physical asset will be connected to the cloud and fully accessible by each employee's phone or wearable devices.
• Diversity initiatives will incorporate network analysis to ensure that project and employee connections are equitably distributed.

Overall, the human + machine interface will completely change the way work is completed. To succeed, HR professionals must prepare for this new environment by building the digital fluency needed to interact with machines. This requires understanding the role of People Analytics, alongside the importance of building a robust data-driven culture. In this presentation, Mr. Swanagon will review the Future of Work glidepath, while providing a roadmap for HR leaders to follow when preparing their organizations for the technology changes of the future.
2:30–3:15 EST
2:30–3:15 EST
Future Proofing People Analytics
Alec Levenson
People Analytics (PA) has made a lot of progress in recent years, but substantial gaps remain. As the economy goes into recession and cutbacks are made, PA runs the risk of bearing more than its share of cost savings – if it continues to fall short of demonstrating maximum business impact. This session reviews the relative strengths of PA versus organization development (OD), and the HR business partners (HRBPs), identifying the areas where PA can partner with and leverage the expertise of OD and the HRBPs to increase relevance and maximize business impact.
3:15–4:00 EST
3:15–4:00 EST
Using Talent Market Data to Create Workforce Intelligence
Jeff Higgins
While CEOs and organizations say they are doing great things in people analytics, yet many key questions about talent have become even more critical than before the pandemic and remain unanswered. Organizations are drowning in data both internally and externally. Yet, if this data can be properly harnessed, integrated, standardized analyzed and compared, then we could turn this pile of data into true workforce intelligence with the potential to solve urgent workforce issues that the organization can use and create value with, much like turning oil from the ground into usable products like gasoline, plastics and more.

The keys to leveraging market data to solve workforce puzzles lies in answering some long-term talent questions that spotlight the people value create stories that drive action to improve and Solve these workforce challenges. This session will show the business impact of using talent market data integrated with internal organization data to create powerful insights and workforce intelligence in that answers questions and tells a story. Using case studies and powerful metrics, this webinar will answer the following:
1. How can we better manage and forecast our workforce size, cost and key talent needs?
2. Using Analytics and competitive market data to reduce employee turnover
3. Solve workforce talent gaps with talent supply and compensation Data
4. Finding where our best talent comes from, is it internal mobility or external hiring and if external what is our best hiring source?
5. Storytelling with Data Convincing skeptical leadership to act

Workforce data can truly drive a more powerful, productive and effective workforce that in turn drives superior business results. This session covers select metrics and case studies that are easily understood by CFO's and business leaders.
4:00–4:45 EST
4:00–4:45 EST
Predicting financial outcomes with people data
Peter Romero
In order to not only secure but lead the strategy table, People Analytics practitioners need to be able to demonstrate their impact on the bottom line. While this fundamental prerequisite should be self-evident, financial outcomes play a surprisingly small role in the field. We present a novel method to predict financial outcomes using people data, based on the case study of a Japanese market leader.
4:45–5:30 EST
4:45–5:30 EST
Current and Future Trends in Organizational Network Analysis
Andrew Pitts
In this presentation, Andrew Pitts will first provide some context around Organizational Network Analysis - what it is and the key historical use cases. He will then walk through some of the emerging and future trends in ONA, such as combining Active and Passive data, using ONA to measure inclusion, predicting attrition and combining relationship data with engagement data.
5:30–5:45 EST
5:30–5:45 EST
Conference Closing
People Analytics Tech
09:30–10:00 EST
09:30–10:00 EST
Registration
10:00–10:45 EST
10:00–10:45 EST
Emergence of HR Analytics
Dr. Priyameet Kaur Keer
Will work on HR Analytics.
10:45–11:30 EST
10:45–11:30 EST
Collective intelligence & dialogue at any scale: why surveys are only half the truth
Maurik Dippel
How does collective intelligence and employee dialogue at scale identify trends earlier, solve problems faster and predict results more accurate? How do you approach employees as a living, learning network of minds, instead of resources along the lines of an organisational chart? What comes after the single loop survey and how do you go beyond natural language processed employee feedback, to move to emerging insights from them as a collective?
11:30–12:15 EST
11:30–12:15 EST
Secret Topic
Secret Speaker
12:15–1:00 EST
12:15–1:00 EST
People Analytics at Scale
Marcus Baker
The ability to provide actionable analytics at scale is all about mechanisms - including having the right governance, automation, and workflows in place. This discussion will provide an overview on building and maintaining end-to-end people analytics platforms and products as well as touching upon data architecture, data flows, security, documentation, and data consumer eduction.
1:00–1:45 EST
1:00–1:45 EST
Measuring Empowerment Within Organizations
Maureen Gillespie
Establishing a high degree of employee empowerment is critical for achieving a high degree of innovation potential in an organization (Cekmecelioglu & Gunsel, 2013; Grey, 2019) and is correlated with higher employee retention (Grey, 2019).

The Organizational Empowerment Model and Assessment was developed by the research and measurement team at Cultivate. The model draws on research concerning the relationship between empowerment and innovation within large organizations and the assessment was developed and validated to measure empowerment maturity within large departments and organizations (50+ employees).

The assessment allows for measurement of empowering and disempowering attitudes, policies, and behaviors within organizations by surveying employees' perceptions of their work experiences. The elements of the empowerment model and use cases of the assessment will be discussed.

Cekmecelioglu, H.G. & Gunsel, A. (2013). The effects of individual creativity and organizational climate on firm innovativeness. Procedia – Social and Behavioral Sciences, 99, 257-264.

Grey, A.M. (2019). Cultures of innovation and the role of the leader. (Publication No. 13899149) [Doctoral Dissertation, University of California, San Marcos] ProQuest Dissertation Publishing.
1:45–2:30 EST
1:45–2:30 EST
Orgnostic's people analytics and employee listening strategy to make business impact during times of economic uncertainty
Cole Napper
2:30–3:15 EST
2:30–3:15 EST
Future Proofing People Analytics
Alec Levenson
People Analytics (PA) has made a lot of progress in recent years, but substantial gaps remain. As the economy goes into recession and cutbacks are made, PA runs the risk of bearing more than its share of cost savings – if it continues to fall short of demonstrating maximum business impact. This session reviews the relative strengths of PA versus organization development (OD), and the HR business partners (HRBPs), identifying the areas where PA can partner with and leverage the expertise of OD and the HRBPs to increase relevance and maximize business impact.
3:15–4:00 EST
3:15–4:00 EST
AI coaching as an unexpected data source for people analytics
Dima Syrotkin
Did you know that AI coaching is about to disrupt the traditional human-to-human coaching? What's remarkable is that opportunities AI coaching opens are not only connected to scalability of coaching, but also to people analytics. AI (chatbot) coaching allows us to collect data on critical systemic issues present in the organization. In comparison to HR surveys, anonymized coaching conversations allow us to involve more people, collect more qualitative data, and dig deeper into the uncovered challenges. In this talk I will present to you a few case studies of using AI coaching data with no lesser results than e.g. changing the 5 year corporate strategy due to the insights uncovered.
4:00–4:45 EST
4:00–4:45 EST
Creating impact with People Analytics, lessons learned from the Australian People Analytics Survey
Shane James
72% of organisations see Human Resources analytics as a high priority, but only 3% of executives have the information they need to make sound people decisions. The potential benefits of people analytics have long been an unfulfilled promise for most organisations. Deloitte launched the 2022 Australian People Analytics Survey to understand the current state of HR/People analytics in Australia and measure the maturity of 26 Australian organisations against Deloitte's People Analytics Maturity Model. The survey showed no single path to increasing maturity, but several shortcuts available to increase impact. Respondents shared many powerful examples of workforce-related innovation and impact in the Australian environment. Join us for this insightful session to learn how you can increase the impact of people analytics in your organisation and better understand the:
• Common Challenges – issues facing analytics teams
• Highest Priorities – building blocks required to increase maturity
• Hottest Topics – critical questions analytics teams are answering
• Drivers of Action & Performance – what more mature organisations do to increase impact
• Inspiring Case Studies – examples of the impact being created in Australia
4:45–5:00 EST
4:45–5:00 EST
Conference Closing
© 2022 People Analytics Conference
Contacts:
  • E-mail: info@dscamp.org
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