PACON - People Analytics Conference

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.

• Creating strategic alignment 
• A simple plan to get started 
• Accelerating your ROI 
• Actionable Analytics – Generating Impact

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

• 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.

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. 

• 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

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. 

• 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 

• Fast, visual, screening profilers
• Engaging and/or animated performance simulators
• Automated Behavioral Interviewing.