People analytics has the most impact when it is addressing a pressing business issue of moderate size (i.e., not a moon-shot). The best person to drive this work in the HRBP who is facing this issue and motivated to solve it. In this session I'll share several case studies of how small teams of HRBPs have led successful analytics projects with some support from the people analytics team.

If you had to choose, just one question, which you would like to ask your employees every week of the year - which question would you choose and why❓

It is no wonder when someone occasionally gets the question "do you still love me❓" or "how do I look❓" because some questions need to be asked over and over again❗️ Now lets get back to your million dolar $ question.

If your question were asked in such a way that employees answered on a scale of 1 to 5, what useful information could you extract from the answer❓ Perhaps you can see, from week to week % of employees who are very much in love ❤️ and engaged as well those who have fallen into a crisis and may be attracted to other opportunities. Maybe we need to improve some things and do it fast❗️ Maybe it is time for big changes in our organization and hard decisions. And What if we have 10 things in the category important❓ How can we know which of these is the most important? where to shovel first❓

If you are wondering what planets and animals have to do with this topic you will have to wait and see for yourself…

As labor markets become tougher to navigate, there is rising demand from Business Leaders for insight into the drivers of attraction, retention and productivity, beyond engagement metrics.

We will discuss how to measure EX and and share examples of its power to drive business value.

Understanding what is important to employees and what motivates them has never been more critical to building a better employee experience. Improve your employee engagement, productivity and retention with a data-driven approach. This session will explore:

• 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• The evolution of Employee Voice, and why certain methods are outdated and no longer adequate on their own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

The science-based methodology of collective intelligence enables leadership and HR to increase engagement instead of just measure. Harnessing the power of the people, their collective wisdom, requires a disruption of the survey market, focussing attention on qualitative insights instead. CircleLytics' expertise is to turn qualitative data (answers, ideas) into intelligent, actionable results, and insights into how groups of people learn from each other.

Have you ever thought about using AI as an Organizational Design "Tool" or a litmus test of how futureproof your culture is? This session will explore how this idea can be a conscious choice for all business and people leaders.

Considering Artificial Intelligence beyond technology, we go through

• why AOI matters and how to link it to the purpose and business strategy
• how to set up the critical elements of readiness and integrate them into your org design
• what are some first ideas to harmonize High Tech and High Human approaches, data-driven culture in Org Design and People Practices

CEOs and organizations frequently state "Our people are our most valuable asset", and yet according to the US BLS more than 4.3 million people left their job in December 2021 and there were 10.9 million open jobs in the US. Increasingly organizations of all sizes cannot find, attract and hire enough talent to meet customer demand, while at the same time employees are leaving organizations at never-before-seen rates. What can organizations do to mitigate these painful dual challenges amid a global pandemic and supply chain disruptions? This session will show how workforce planning can illuminate and quantify the scope of the challenge and how small workforce changes can yield big impacts down the road. This session will show various workforce strategies, both good and bad that can impact the workforce and be the path out of today's Great Resignation.

• The Who, What, Where, When, and Why of workforce planning, why now?
• Using Workforce Planning to create short term and long-term value for the business
• How to quantify the right size and cost of workforce that the business can afford
• Show how people link to bottom line impact

We live in an unprecedented time. 32 million people quit and changed jobs from April to November 2021 in the USA. On a global scale, this figure is several times higher. Leading analysts have called this phenomenon the "Great Resignation".

We see how people are actively moving from one organization to another as it is much easier to give up an unloved job in favor of something new. After all, now - during the period of remote work - a qualified specialist can change a job as easily as an email adress!

Companies no longer hire employees. Today employees "hire the company." They choose from among the organizations that best meet their ideas about their ideal place of work.

How can a modern organization deal with this situation? How to maintain a corporate culture and retain key employees? Can modern technology help retain employees? Yva.ai CEO David Yang, the founder of 12 successful companies, will answer these questions.

It's in job descriptions, your boss or another senior stakeholder is mentioning it, the buzz of insights seems to be everywhere in analytics right now, but what do they mean? We'll take a look at how to respond to this, including both some high level and detailed examples.

Attrition metrics can often under or oversell the sentiment of your employees. They are impacted by external labor market factors and are not consistently predictive: 10% turnover for the last 2 years does not predict 10% turnover in the upcoming year for example. Survival analysis gives an alternative and complementary view to attrition. Borrowed from epidemiology, this analysis looks at the likelihood of churn as an employee reaches tenure milestones with the company. It shows when your teams are at-risk and leads to a much more meaningful intervention or informed succession strategy. It's also adaptive: with new data being fed, this ML based approach can adjust expectations based on timely departures and can be modeled for different labor-market scenarios. We have used this approach at TIBCO to increase our annual turnover forecast accuracy from ~60% to ~80% and it allows us to see hotbeds of attrition before the trend emerges. In this brief presentation, I'll introduce the concept of survival analysis, demonstrate it with a sample dashboard, discuss its applications among trends such as the Great Resignation and then be available for questions.

To be truly useful, analytics must be integrated into user workflows. A modest but growing number of business and HR leaders are exploring ways to harness real-time analytics throughout the hire to retire employee lifecycles. Real time analytics is a game changer and emerged as a disruptive force in the world of HR.

Applying MLOPS moves HR towards real-time analytics, increases the quality, simplifies the management process, and automates the deployment of Machine Learning and Deep Learning models in HR data production environments thereby rendering higher dimensionality in turn driving proactiveness.

It can quickly change the landscape of the HR industry especially in the way that it democratises data.

You might recognize the above as a question that is an answer in disguise. If so -great.

One of the dangers in most emerging disciplines is the risk that it is either considered a fad or is at risk of becoming one. A lot of this comes down to how we define and operationalize things.

In People Analytics we need to define it and operationalize it in ways that mitigate against that as much as possible.

Explore this further in this presentation.

Are you facing obstacles or plateaus with buy-in and scaling people analytics in your organization? As more companies invest in people analytics capabilities, realizing the benefits depend on effectively engaging stakeholders and navigating change. In this session, we will discuss key strategies for people analytics adoption to support a Future of Work fueled by insights-based decision making!

Key learning outcomes:

• Discover Anchor HR's participative, evidence-based, and forward-focused Change model
• Learn effective strategies for adoption and success of people analytics and actions
• Practical approaches to supporting and engaging stakeholders during digital transformation for meaningful organizational impact

Artificial intelligence (AI) technologies are rapidly developing these days and are expected to impact the field of project management on multiple levels; however, there remains a high level of uncertainty regarding the effect that AI might have on project management practices. This session aims to address this topic based on a Delphi study with a panel of 52 project management experts who reflected on future potential AI applications for the project management Knowledge Areas.

First stage resume screening is loaded with missed opportunities. Candidates are prematurely being screened out based on inaccurate resume screening and name bias. Candidates are frustrated and great potential is lost in application screening.

So what is the answer? With a shift to competency-based screening employers are looking at competency and fit first. This requires a shift in how candidates apply and the data they share. With data-rich screening at the first stage, employers can reduce bias, mitigate risk, increase decision making defensibility and standardize their measurement. Learn how employers are combining three interview stages into one with intelligent candidate matching.

People are complex. How a person enjoys, thrives and grows in a role in the organization is driven by multiple factors such as their competencies, experience, personality, interests and values. With the right data and predictive AI, it is possible today to truly understand each candidate and employee, and personalize HR at scale.

Find out how we helped companies like Nestlé, Heineken, Baxter and KPMG achieve:

• 90% accuracy predicting performance, high potential, job fit and org culture fit;
• 85% satisfaction from thousands of users;
• 80% Adverse Impact Ratios to improve Diversity, Equity and Inclusion;
• Up to 70% savings in time and effort.