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Thursday, March 24
 

8:45am

Opening Remarks
Thursday March 24, 2016 8:45am - 9:00am
- Atrium (Law School)

9:00am

Building Momentum for HC Analytics One Success at a Time
Excited to leverage HR data in your organization, but not sure where or how to begin?  Is your HR Analytics function “stuck” out of the decision-making loop or delivering low-impact analyses? Olivier Vankerk will share with you his insights over 4 years of providing data and analytics for UnitedHealth Group and will tell you why now is the best time to get started on leveraging HR data to drive decision-making.  Olivier will discuss the pitfalls of making non-data based decisions as well as the hurdles faced by those looking to incorporate more analysis into the day-to-day life of their HR function.  He will also be sharing a framework for how to conceptualize your current progress towards delivery of truly impactful people analytics and will share specific examples demonstrating how he and his team have increased their level of impact at UnitedHealth through a focus on outcome-based analysis and a project-by-project approach to broadening the impact of HR data.

Speakers
avatar for Olivier Vankerk

Olivier Vankerk

Director Workforce Analytics & Research, UnitedHealth Group


Thursday March 24, 2016 9:00am - 9:45am
2) MSL 235 (Law 2nd floor)

9:00am

Designing for High Performance: Quantifying the Network Organization

Terrorist networks are surpisingly effective as an organizational form. They are a model for conventional hierarchies that need to become more flexible and adaptive. Networks are often the invisible structure or "connective tissue" that is underlying the operation of conventional hierarchies.

How flexible is your organization? We can use graph theory to quantify the network properties of an organization. We can evaluate the flexibility of various industrial sectors, business entities, and operating units. This session will provide insight into the hidden world of network structures and the potential for improving organizational effectiveness through graph theory and network analysis.


Speakers
avatar for David Quimby

David Quimby

Principal, Virtual Coast
David Quimby is a software entrepreneur who holds two U.S. patents in the user experience domain. He is an economist and systems analyst; he is also an expert in innovation management and organizational change.


Thursday March 24, 2016 9:00am - 9:45am
1) SCH127 (Schulze 1st)

9:00am

Recipe for Success: People Analytics is the Secret Ingredient
Organizations have an abundance of business and people data. Learn the key ingredients for leveraging People Analytics to provide business insights, including:
  • Creating strategic alignment 
  • A simple plan to get started 
  • Accelerating your ROI 
  • Actionable Analytics – Generating Impact


Speakers
avatar for Ranjan Dutta

Ranjan Dutta

Director, PwC


Thursday March 24, 2016 9:00am - 9:45am
- Auditorium (Schulze)

9:00am

Ecosystems and Analytics
The idea that HR is more effective when rooted in evidence is still in its earliest days. The emerging term “People Analytics” covers a broad array of ideas, approaches and tools. It's the wild west in many ways. The terrain includes early experiments in the prediction of employee behavior as well as overall organizational demand and performance forecasting.

John Sumser will present a set of ideas that are designed to expand and shape the conversation. Beginning with a review of the state of the art, he'll offer a coherent definition of the  idea of  Analytics. He'll describe the ethical and practical risks that seem to be emerging. He'll close with a view of what's required to ensure the early experiments continue to grow and prosper

Speakers
avatar for John  Sumser

John Sumser

Principal Analyst, KeyInterval Research, HR Examiner


Thursday March 24, 2016 9:00am - 9:45am
- Atrium (Law School)

10:00am

5 Ways to Deliver Value with Workforce Analytics

Functions that fail focus on data. Functions that succeed focus on value.

The idea of data-driven HR has been a hot topic for several years now, yet the vast majority of HR organizations are still underserved with insights. If you want to build a successful workforce analytics project, learn from those who are leading the field. Master 5 essential practices for implementing and—more importantly—generating value from analytics.

Join this session to learn from workforce intelligence expert Ian Cook and hear his experience leading successful analytics projects at Fortune 1000 companies.

Key points:

  • How to be an effective Data Steward
  • Building a balanced analytics team
  • Know when to say no
  • The key steps to scaling effectively
  • Linking to  business outcomes

Speakers
avatar for Ian Cook

Ian Cook

Director, Product Management, Visier Analytics


Thursday March 24, 2016 10:00am - 10:45am
2) MSL 235 (Law 2nd floor)

10:00am

Predicting Candidate Performance From Text Using NLP And Deep Learning
Interested in using resumes, code, LinkedIn, Twitter, or Facebook to predict candidate fit or performance? Learn about NLP benefits by example and discover what the latest methods and techniques are to find predictive candidate features. Attendees of this session will leave with a better understanding of NLP, deep learning, and the risks and concerns associate with these methods. Ben brings a unique perspective to HR analytics having worked previously for Intel/Micron in addition to writing trading algorithms at a hedge fund that traded on the news.

Speakers
avatar for Ben Taylor, MS

Ben Taylor, MS

Chief Data Scientist, HireVue


Thursday March 24, 2016 10:00am - 10:45am
- Auditorium (Schulze)

10:00am

Understanding the Risks of Data Science
This session highlights the opportunities and potential pitfalls for general counsel in using big data, artificial intelligence and predictive analytics to help manage their workforce and enhance employment litigation strategies. It offers examples and best practices for legal departments interested in taking advantage of all that AI and predictive analytics have to offer, but are concerned with running afoul of the various laws triggered by their applications. Topics to be covered include:
  • How big data may be used in workforce management, including: improving the process of selecting and hiring employees, creating a more objective method for conducting performance evaluations and making promotion decisions, identifying which employees are most likely to leave the company (i.e. via data scraping of publically available data sources) and testing the impact of new employment policies (such as allowing employees to work more flexible schedules).
  • The benefits of collecting and analyzing data on legal matters to spot trends and proactively manage risk. For instance, if a certain employment policy is found to be involved in lawsuits more often than others, this signals a need for additional training on the policy or changes to the policy itself.
  • How to use predictive modeling to anticipate the hard costs (such as legal fees and the settlement/award amount) and soft costs (such as the impact on personnel and brand reputation) at the onset of a case.
  • The U.S. legal system has few guideposts that translate seamlessly into the world of big data. As a result, there are a variety of laws to keep in mind in such areas as privacy, discrimination, background checks and data security.

Speakers
avatar for Zev Eigen, JD, PhD

Zev Eigen, JD, PhD

Global Director of Data Analytics, Littler Mendelson


Thursday March 24, 2016 10:00am - 10:45am
1) SCH127 (Schulze 1st)

10:00am

Return on Character: The Real Reason Leaders and Their Companies Win
Fred Kiel and Josh Birkholz will speak about KRW’s seven year research project that achieved the elusive goal HR has sought for years – they uncovered a hard data connection between the objectively assessed character reputation of leadership teams and the bottom line.  Fred and Josh will discuss the application of these findings to organizational success and the potential for predictive analytic tools for assessing character.  Fred’s book, Return on Character: The Real Reason Leaders and Their Companies Win was published by Harvard Business Review Press, April, 2015.

Speakers
avatar for Josh Birkholz

Josh Birkholz

Principal, Bentz Whaley Flessner
avatar for Fred Kiel, PhD

Fred Kiel, PhD

Chairman, KRW International


Thursday March 24, 2016 10:00am - 10:45am
- Atrium (Law School)

11:00am

Examining How Wellness Drives Productivity
Businesses understand how engaged people make their companies successful, and new studies are showing a strong relationship between wellness investments and stock price at high-performing public companies. But what is the real impact on a company's top and bottom lines? This session examines how companies are analyzing the positive impact of top-tier wellness programs on high cost problems, and how investing in employee health and well-being boosts engagement and productivity.

Speakers
avatar for Andrew Jacobus, MBA

Andrew Jacobus, MBA

Vice President, Analytics, Virgin Pulse


Thursday March 24, 2016 11:00am - 11:45am
3) MSL 321 (Law 3rd floor)

11:00am

HR Practitioner’s Guide to Big Data
Are you in HR and don’t know what the big deal is about big data? Or are you in big data and don’t understand why HR doesn’t embrace big data? In this session we will we have a lively discussion about both topics. In the end both sides will have a better understanding of why together they are both critical to each other’s’ job.

Speakers
avatar for Caleb Fullhart

Caleb Fullhart

Principal Consultant, Strio Consulting


Thursday March 24, 2016 11:00am - 11:45am
1) SCH127 (Schulze 1st)

11:00am

Look Before You Leap: The Human Capital Analytics Pitfall of Failing to Use the Data You Have Right First
The focus of this talk will be on the need for making better use of the human capital data you have through advanced analytics and research practices before talking about the need to begin incorporating big data solutions. Burkland and Honts discuss the need for Human Resource functions to step into leveraging the data they have and work to incorporate research analytics practices first, before they begin looking to more comprehensive big data solutions. They will present examples and experiences revolving around this pitfall of trying to move too fast toward adopting complex, big data focused analytics processes without first ramping up the human resource function’s capability with existing data, analytics and research processes.

Speakers
avatar for Derek Burkland

Derek Burkland

Analytics Consultant, Wells Fargo
avatar for Christopher Honts, MA, ABD

Christopher Honts, MA, ABD

Analytics Consultant, Wells Fargo


Thursday March 24, 2016 11:00am - 11:45am
2) MSL 235 (Law 2nd floor)

11:00am

Information, Obfuscation, & Prevarication: Leading Indicators of Organizational Performance Outcomes
Recent innovations in academic research on topics such as executive compensation, audit fees, and corporate culture have yielded several data sources and methods for generating leading indicators of organizational outcomes. An unexplored benefit of such research is that practitioners may be able to apply similar data sources and methods to understand better how employee or customer traits link to organizational outcomes. This presentation will give specific examples from academic studies that employ data sources such social media preferences; the mandatory expanded disclosure of executive compensation details; the voice recording, written language and speaking style of executives; and the variation in the level of an organization’s audit fees not explained by observable economic factors.  

Speakers
avatar for Shane Dikolli

Shane Dikolli

Associate Dean, Duke University


Thursday March 24, 2016 11:00am - 11:45am
- Atrium (Law School)

11:00am

Social Connectedness: A Social Network Analytic Approach to Managing Talent
Social network analysis essentially looks at how people are connected to other people, and how [networks] help people be better together. With the right data on interactions, you can mathematically analyze and visually depict the locations of employees within their social networks. You can see who’s connected to whom. In today’s workplaces it has become inherently clear that it is these ties and the relationships between individuals - and not necessarily individual attributes - that really matter. Social network analysis enhances the role of HR with new capabilities that bring it to modern data-based decision-making.
  • An introduction to network analysis, network measures and their importance to HR
  • Examples of how the analysis of networks can be applied to talent management and workforce analytics
  • Review some of the resources available to HR practitioners in the visualization and analysis of networks

Speakers
avatar for Ms. Michael M. Moon, PhD

Ms. Michael M. Moon, PhD

Founder & Principal Consultant, MMM & Associates


Thursday March 24, 2016 11:00am - 11:45am
- Auditorium (Schulze)

11:45am

Lunch: Atrium & Cafeteria
Lunch will be served in two places
Law School Attrium
Cafeteria on second floor just past Schulze 

Thursday March 24, 2016 11:45am - 12:45pm
- Atrium (Law School)

12:00pm

Law Panel Lunch and Learn
Moderated by Kate Bischoff, JD

Speakers
avatar for V. John Ella

V. John Ella

Employment Law Attorney, Jackson Lewis P.C.
avatar for Marko Mrkonich

Marko Mrkonich

Former President and Managing Director, Littler Mendelson, P.C.
avatar for Lawrence  Schaefer

Lawrence Schaefer

President, Schaefer Halleen, LLC


Thursday March 24, 2016 12:00pm - 12:30pm
2) MSL 235 (Law 2nd floor)

12:45pm

A Well-Balanced Diet: Shifting the Focus to Understand All Ingredients of a Healthy Organization
Do you have a gut feeling that something is the right move for your talent organization, but you have no idea how to start creating the business case? Effectively leveraging HR data via logical data visualizations or simple analytic methodologies can help connect the dots and give leaders the assets they need to drive positive business outcomes. By combining people analytics, change analytics, and agile, organizations can understand and leverage both the individual and social biases of their talent to internally drive, architect, and implement effective change strategies.

Speakers
avatar for Michael Aagaard

Michael Aagaard

Organizational Effectiveness Consultant, Slalom
avatar for Chelsea Ihle, MS

Chelsea Ihle, MS

Consultant, Slalom Consulting


Thursday March 24, 2016 12:45pm - 1:30pm
1) SCH127 (Schulze 1st)

12:45pm

Applications of Predictive Modeling and Unstructured Data

Dr. John Steele, Senior Manager of Human Analytics for Best Buy, will show an example of a multifaceted predictive model, and how it was communicated as one actionable number. The presentation will cover inception, mechanics and insights through delivery. Models were created to proactively identify future HR problems for retail locations across the U. S. The predictive model leveraged prior metric history, operations metrics, employee engagement, local economic, demographic, and crime statistics to predict future employee relations cases and turnover.  The model was cross-validated and examined over several years.  Modeling produced intuitive, counter-intuitive, actionable, and inadvisable insights.

In another example, the audience can see an application of ‘dark data’, via extracting information from Word Documents in order to better understand HR Data and talent management practices. Discussion will include applications for unstructured data and insight comparisons among various tools including: R, SPSS Text Analytics, Clarabridge, and homegrown. 

 

Speakers
avatar for John Steele

John Steele

Senior Manager Human Capital Analytics, Best Buy


Thursday March 24, 2016 12:45pm - 1:30pm
2) MSL 235 (Law 2nd floor)

12:45pm

Implementation of Learning Analytics at the Minnesota History Center
This session will cover how learning analytics were implemented at the Minnesota History Center by collecting and analyzing data from the mobile devices used by students during the Play the Past field trip. Play the Past is a groundbreaking new way for students to use mobile technology to interact with history and extend their field trip back to the classroom. The current analyses utilized data from over 7,000 4th to 6th grade students. Specifically, we assessed student engagement and behaviors that reflected learning within the exhibit through completion rates, collaboration between students, and the manipulation of artifacts to complete activities. A discussion will follow the presentation to determine how you could implement learning analytics to improve your educational or business practices.

Speakers
avatar for Nicolaas VanMeerten

Nicolaas VanMeerten

Data Scientist, GLITCH
Anything! :)


Thursday March 24, 2016 12:45pm - 1:30pm
4) MSL 446 (Law 4th floor)

12:45pm

People Analytics – Are you ready for the hike?
Building a data-driven people analytics initiative within the HR function takes a combination of creative thinking, effective messaging and strategic partnership building. In this session, Geetanjali will share examples and lessons learnt on how to:
  • Navigate a complex, global data privacy environment
  • Garner support from HR and business leadership
  • Leverage data where it exists, and find new sources where it doesn’t
  • Be future-focused when building your team and technology

Speakers
avatar for Geetanjali Gamel, MA

Geetanjali Gamel, MA

Data Scientist / Leader, Predictive Analytics, Mastercard


Thursday March 24, 2016 12:45pm - 1:30pm
3) MSL 321 (Law 3rd floor)

12:45pm

The Drivers of Employee Flight Risk: Integrating Push and Pull
Companies are beginning to turn to predictive analytics in order to identify employees that are likely to walk out the door. But are employees likely to walk because they feel less engaged or because there are better opportunities available? Michael Housman will dive into some of the research on the drivers of employee attrition by exploring two recent studies as examples:
  1. The "push" influence that toxic employees have on attrition of their co-workers
  2. The "pull" influence of recruiters in a world where social media makes it exceptionally easy to poach talented employees at other companies. 
He'll conclude by discussing the relative strength of each of these effects.

Speakers
avatar for Ryan  Hammond

Ryan Hammond

Head of People Analytics, HiQ Labs


Thursday March 24, 2016 12:45pm - 1:30pm
- Auditorium (Schulze)

12:45pm

Strategic People Analytics

The promise of HR analytics today is more hype than reality. When you get beyond the sales pitch to what’s really going on, too often what’s left are analyses done on other people’s data that have questionable value for what your business is trying to accomplish. The problem is that the data you have at hand can provide some insights but too often falls short of what you need to close strategic gaps in business performance. Other orgs’ case studies are suggestive at best of what you might want to look at, but suffer the same challenge of providing meaningful, actionable insights.

In this session, Alec Levenson will present a new, unified way of addressing both business and HR challenges, using integrated analytics. His framework can be used to address any pressing business or talent issue to improve strategy execution and organizational effectiveness, and does not require a degree in advanced statistics to implement. Designed for both generalists and analysts, the framework has been successfully applied to unearth solutions to challenging business performance across a wide range of industries and business contexts.


Speakers
avatar for Alec Levenson, PhD

Alec Levenson, PhD

Economist / Sr Research Scientist, Center for Effective Organizations, USC


Thursday March 24, 2016 12:45pm - 1:30pm
- Atrium (Law School)

1:45pm

Connecting Silos: How HR Analytics Helps Win More Business and Breaks Down Barriers
Over the past ten years, the funding environment for medical research in the U.S. has become increasingly competitive. By leveraging existing datasets and unique analysis capabilities in the Human Resources office, a small team of senior leaders teamed with an HR data analyst set out to identify and advocate for organizational change. The question is: How do you build high-performance proposal development teams in a rapidly changing environment? While this work may not win a Nobel Prize nor cure Alzheimer's Disease, it will help scientists bring in more dollars towards life-saving research.

Speakers
avatar for Joseph Frank, PhD, CCP, GWCCM

Joseph Frank, PhD, CCP, GWCCM

Manager, HR Reporting & Compliance, Washington University School of Medicine
Expert in the business of higher education; and in community & economic development in distressed communities. | | Founder "People Analytics in Higher Education" LinkedIn group. Come check it out! | | Over 15 years'​ experience in management and operations of large, complex organizations across multiple sectors - health care, information technology, economic development, university, retail, political campaigns, state government, and... Read More →



Thursday March 24, 2016 1:45pm - 2:30pm
4) MSL 446 (Law 4th floor)

1:45pm

Future Workflow Ecosystems and User Digital Identity
Emerging from the IoT is the need for Users to take control of their own Digital Identity; particularly if their career follows a multi-employer, multi-industry path. Future workflow systems will inter-operate through a corridor of security and verification algorithms. Who are you? What role do you have? What value do you bring to this transaction? What output do you seek?

In addition, our personal identity within the data-server cloud will eventually do things on our behalf. It will make decisions, interpret rules, and provide high level recommendations for us to make decisions. What to input? What to share? What to withhold? What information to verify before a connection is made at all?

This presentation describes some early Thomson Reuters research into end-state transactional workflow ecosystems and the importance of giving the User insights from their behavior as well as control on what should be tracking, shared and/or controlled.

Speakers
avatar for Martin Hyndman

Martin Hyndman

Director, Research Technology Programs, Thomson Reuters
Research and Development (R&D) is a key function in Thomson Reuters that serves the advanced technology needs of our global businesses in areas such as information retrieval, document categorization, social computing, usage and predictive analytics. My focus is on balancing our project portfolio across all of our major businesses and driving innovation.


Thursday March 24, 2016 1:45pm - 2:30pm
2) MSL 235 (Law 2nd floor)

1:45pm

One Million Commits: What We Can Learn About Organizational Behavior from Open Source Software
Most organizations are secretive about their employee behavior, which makes it hard to study them. There's one big exception: open-source software companies. At these companies, tasks, employee lists and even some emails are publicly available and downloadable. In this talk, Daniel Feldman follow the stories of three large open-source software projects. You will see how new employees become experts, how experts become mentors, and how they all work together to accomplish challenging goals.

Speakers
avatar for Daniel Feldman

Daniel Feldman

software engineer, veritas technologies


Thursday March 24, 2016 1:45pm - 2:30pm
1) SCH127 (Schulze 1st)

1:45pm

People Analytics are Disrupting Organizations – Here’s How You Can Be Prepared
Organizations are pressuring managers to deploy people analytics to maximize talent. New tools and data sources are making this possible – but how can managers (and organizations) prepare for a world where data is a key part of the job? In this talk, Syndio CEO Zack Johnson will discuss the power of data for storytelling, the challenges and opportunities of deploying analytics, and how investments in people analytics have changed the game for early adopters.

Speakers
avatar for Zack  Johnson

Zack Johnson

CEO, Syndio


Thursday March 24, 2016 1:45pm - 2:30pm
3) MSL 321 (Law 3rd floor)

1:45pm

The Impact of People Analytics at eBay
eBay established its Talent Analytics team about 18 months ago. The team is small but mighty. The team has been able to build a strong reputation among eBay’s business leaders and has had meaningful impact on their people and the business. In this presentation Margarita will discuss how the team is structured, the types of projects eBay’s Talent Analytics team focuses on, and how those projects are selected/prioritized. She will deep dive on 3 projects and the impact each of those projects had on the business.

Speakers
avatar for Margarita Constantinides, PhD

Margarita Constantinides, PhD

Senior Director, Talent Analytics, eBay


Thursday March 24, 2016 1:45pm - 2:30pm
- Auditorium (Schulze)

1:45pm

Examples of Predictive HR Analytics Projects: What We Learned from 5 Employers in 4 Industries
Join Mike West and learn:
  • Why every $100 Million dollar HR headache is just a $10,000 analysis conducted too late.
  • How he discovered “The Secret Formula” for correlating HR measures to business performance in a pet store.
  • Major epiphanies at Google.
  • If he can do Exit Prediction at non-profit Children’s Hospital, you can too.
  • The single best predictor of employee performance.
  • Why calculating exit risk is useful, even when you want to reduce employee headcount, especially when you want to reduce employee headcount.

Speakers
avatar for Mike West, MA

Mike West, MA

VP Product Strategy, One Model
Startup Entrepreneur in Enterprise Analytics with a focus on application of data to problems related to people in organizations.


Thursday March 24, 2016 1:45pm - 2:30pm
- Atrium (Law School)

2:45pm

Bringing HR and Finance Together with Analytics
CEOs and organizations frequently state “Our people are our most valuable asset”, yet these same organizations actively manage people as a short term cost to be minimized or eliminated where possible. How can both of these philosophies exist in organizations today let alone be reconciled into a cohesive workforce talent strategy? The key to this puzzle lies in HR showing how talent across the workforce impacts and drives business results. This session is about how to change the perception of HR in the mind of Finance and C-Suite business leaders through effective use of the ‘Language of Business’.

HR has the ability to truly drive a more productive and effective workforce that in turn drives superior business results. This session introduces metrics and methods that are predictive and easily understood by finance. The session features selected methods, stories and metrics that HR can leverage to build a more effective HR function and consistently get approval for projects and, resources from traditionally reluctant CFO’s.

This session covers the following:
  • Understand key differences between HR and Finance roles, goals and language
  • Finance methods and techniques HR can use to bridge the communication gap
  • Building a business case in HR that Finance will understand and approve
  • How HR can educate Finance with key metrics and simple ROI forecasts 
Additional real world case studies will also be shared on practical application of selected metrics and business case examples for organizations seeking to bridge the HR and Finance divide.


Speakers
avatar for Jeff Higgins, MBA

Jeff Higgins, MBA

Principal and CEO, Human Capital Mgmt Institute


Thursday March 24, 2016 2:45pm - 3:30pm
3) MSL 321 (Law 3rd floor)

2:45pm

Getting Starting with Talent Analytics
As a busy HR Partner, your time is already stretched across many roles: negotiator, strategic partner, employee confidant, operational expert. You understand the value of analytics, but you aren’t sure where to begin, how you’ll find time – and you aren’t a statistical expert. This session provides you with tips for getting started, ways to insert analysis into common HR tasks, and ideas on getting your business leaders engaged.

Speakers
avatar for Heather Tautges, PhD, SPHR

Heather Tautges, PhD, SPHR

Manager, Global HCM and Analytics, H.B. Fuller


Thursday March 24, 2016 2:45pm - 3:30pm
1) SCH127 (Schulze 1st)

2:45pm

How 5 Disciplines and Analytics Can Drive Recruiting Excellence
Talent acquisition functions that understand the power of the five disciplines described 20 years ago by MIT’s Peter Senge, that create deliberate processes to embed them and who follow them with rigor are more successful and better able to cope in this confusing business environment.’

Kevin will outline the disciplines and explain the analytical process that can be used by TA to build efficiency and quality.

Speakers
avatar for Kevin Wheeler

Kevin Wheeler

Founder & Chairman, The Future Talent Institute


Thursday March 24, 2016 2:45pm - 3:30pm
- Auditorium (Schulze)

2:45pm

Reimagine Your Business’ Productivity with Org Analytics
Ryan Fuller, GM Microsoft Office 365 and former CEO of VoloMetrix, describes how organizational analytics is evolving to combat the biggest challenges in the C-suite. Learn how VoloMetrix sparked a new field of enterprise analytics and how Microsoft continues to drive wide-scale transformation at the world’s largest organizations.

Speakers
avatar for Ryan Fuller, MBA

Ryan Fuller, MBA

General Manager, Microsoft Delve Analytics


Thursday March 24, 2016 2:45pm - 3:30pm
2) MSL 235 (Law 2nd floor)

2:45pm

Using Analytics to Develop Employees
This session provides an analytical approach to measuring and quantifying employee skills, talents and abilities. This will help you understand and maximize individual and team progress. Creating methodical personalized development plans using this approach will increase employee engagement as it directly relates to each employee’s career plan. Examples and templates will be shared.

Speakers
avatar for Josh Waterman

Josh Waterman

VP and Investment Officer, Ameriprise


Thursday March 24, 2016 2:45pm - 3:30pm
4) MSL 446 (Law 4th floor)

2:45pm

People Analytics for Business Acumen
This presentation reveals how we can assess people for their behavioral propensity to create capital, otherwise known as business acumen and a nose for profit.  We can do this based on a behavioral finance paradigm, a new concept for people analytics.  The presentation shows how this model can be used to predict the financial outcomes of leaders and teams, and how this can be used to assess their level of alignment with the corporate financial objectives of their organization.  This model can be applied to talent management and recruitment and to leadership.  But it can also be used for investment purposes since it really reveals the impact of a management team on a company’s profitability and valuation.  As such it can be applied to investment analysis, portfolio management, credit ratings and M&A. It’s a new approach to people analytics that opens up totally new insights into people and results

Speakers
avatar for Ted Prince, PhD

Ted Prince, PhD

CEO and Founder, Perth Leadership Institute


Thursday March 24, 2016 2:45pm - 3:30pm
- Atrium (Law School)

3:45pm

Creating a Continuous Listening Strategy
Is your organization measuring the employee experience from beginning to end? That's the idea behind "continuous listening." More organizations have moved to listening to employee opinions during the onboarding process, pulse engagement surveys, frequent performance reviews, and exit surveys. Some organizations are even gathering feedback on the candidate experience. The most effective organizations weave all the data together through a talent analytics platform to create a comprehensive story of the employee experience.

Modern Survey President Don MacPherson will lead this presentation and share how you can create a continuous listening strategy for your organization. Don will also share how other data like social media activity and information from wearable technologies will become central to understanding our employees.

Speakers
avatar for Don MacPherson

Don MacPherson

CEO, Modern Survey


Thursday March 24, 2016 3:45pm - 4:30pm
- Auditorium (Schulze)

3:45pm

Data-Driven Leadership: A New Approach to Human Capital
Optimizing organizations requires aligning leadership, culture and teams. But how do you properly measure and manage these key areas without the right data? You can’t. For example, if you want to decrease regrettable turnover, you need to know why employees are not engaged in the first place.

In this session, LEDR Technologies will explore how a programmatic approach to turning objective data and analytics into actionable insight enables your organization to make better people and team-related decisions. Those decisions will lead to maximized effectiveness and efficiency in all layers of your organization.

Several case studies will be presented that demonstrate the power of unbiased data. These diverse examples will show how the right kind of actionable information can lead to profitable and sustainable outcomes for people and organizations.

Speakers
avatar for Edwin Lau, MBA

Edwin Lau, MBA

CEO, LEDR


Thursday March 24, 2016 3:45pm - 4:30pm
2) MSL 235 (Law 2nd floor)

3:45pm

Galileo Moment: Breaking through Organizational Models with Data
What happens when you look beyond theoretically-derived models to the data itself? For several decades now, we have relied on industrial-era models to drive business results. We know that the Knowledge Economy is here and that data-driven knowledge is the next frontier in business and people analytics. Yet we continue to trust outdated tools and management practices to help us win in the knowledge economy– be it for leadership competency models or benchmarking for employee engagement.

In her research, Jayanti compared 100 of today’s leading academic and commercial organizational survey instruments against ‘ground-truth’ interview data from over 60 leaders and frontline employees of 13 companies that are Fortune Magazine’s Most Innovative List winners.  She discovered that none of the popular models matched organizational conditions of how things really work. Instead, these models and associated tools are based on hypotheses that are assumed to be true, but have never really been pre-tested.

In this talk, Jayanti will briefly describe how she found this Galileo Moment. It is time for a Galileo Moment - when we as businesses and business leaders realize and embrace the new data and knowledge that is in front of us and see it for what it is, not what we want it to be (gut feeling) nor what outdated management theories want us to see. It is time for companies to look beyond statistical validation and large sample sizes of instruments to find what is valid for their company. We’ll discuss how you can improve people operations by looking at your own, internal data, rather than filtering through the lenses of theory and why now is the time to break through. Are you ready for your Galileo Moment?

Speakers
avatar for Elizabeth  Jayanti, PhD

Elizabeth Jayanti, PhD

Chief Scientific Officer, Shrewd Analytics


Thursday March 24, 2016 3:45pm - 4:30pm
1) SCH127 (Schulze 1st)

3:45pm

New Psychometric and Natural Language Analytics that Sidestep the Most Costly Talent Traps
Tom Janz presents new people-analytics solutions to old and emerging problems that hobble the full deployment of performance science in the field of talent management. Applied to the future workforce, we tackle the Talent Traps of: Scary Screening, Anemic Assessment and Intuitive Interviewing. The respective solutions we will outline and illustrate include:
  • Fast, visual, screening profilers
  • Engaging and/or animated performance simulators
  • Automated Behavioral Interviewing. 
Video interviewing can be administered and scored digitally via a form of natural language analytics that uses latent semantic indexing. Applied to the current workforce, the most costly talent traps consist of: Superficial Orientation, Demoralizing or Abandoned Appraisal, and Self-serving Succession.

In the interests of time, the solution illustrated for the current workforce deploys exemplar set analytics applied to the corporate digital communication database to deliver tables and maps. These maps surface under-leveraged talent gems as well as toxic talent—revealing how much of it there is and where. Then a second psychometric analysis phase sharpens the picture around what to do about it by adding a measure of future success/toxic propensity to the natural language measure of past successful/toxic behaviors.

Speakers
avatar for Tom Janz, PhD

Tom Janz, PhD

Chief Scientist, People Assessments


Thursday March 24, 2016 3:45pm - 4:30pm
- Atrium (Law School)

4:30pm

Professional Networking
Please join us and anjoy some food and beverages

Thursday March 24, 2016 4:30pm - 5:45pm
- Atrium (Law School)
 

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