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Keynote [clear filter]
Thursday, March 24


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

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John Sumser

Principal Analyst, KeyInterval Research, HR Examiner

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


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.

avatar for Josh Birkholz

Josh Birkholz

Principal, Bentz Whaley Flessner
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Fred Kiel, PhD

Chairman, KRW International

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


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.  

avatar for Shane Dikolli

Shane Dikolli

Associate Dean, Duke University

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


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

avatar for Ms. Michael M. Moon, PhD

Ms. Michael M. Moon, PhD

Insight Advisor, ADP

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


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.

avatar for Alec Levenson

Alec Levenson

Senior Research Scientist, Center for Effective Organizations, USC Marshall School of Business
Dr. Alec Levenson’s research focuses on the economics of human resources and organization design; HR and human capital metrics, analytics, and return on investment; and global and emerging market talent strategies. He works with companies to optimize job and organization performance... Read More →

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


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.

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)


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

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)