Agenda Day 3
8:15 am - 8:45 am REGISTRATION AND BREAKFAST
8:45 am - 9:00 am CHAIRPERSON’S DAY ONE RECAP & REMARKS
9:00 am - 9:45 am CASE STUDY: HOW AT&T USES PREDICTIVE ANALYTICS TO UNDERSTAND THE DRIVERS OF EMPLOYEE ENGAGEMENT
AT&T is focused on increasing engagement across its broad workforce of 250k+ employees globally. The company has long used Employee Net Promoter Score (eNPS) surveys to understand the attitudes and engagement level of its employees. Beginning in February of 2016, the company’s workforce analytics team sought to deepen that understanding by combining employee event and demographic data (e.g. promotions, supervisor changes, role, etc.) with survey scores. In this session, you will learn how AT&T:
- Used predictive and statistical modeling to understand the relationships between a variety of data
- Moved from simple up/down metrics (the “what”) to deeper analytics (the “why”)
- Discovered what impact supervisors and leaders are truly having on their employees
9:45 am - 10:30 am CASE STUDY: HOW MICROSOFT IS USING ANALYTICS TO BUILD STRONGER MANAGERS
Managers have enormous influence on how employees experience a company. According to Gallup, managers account for at least 70% of the variance in employee engagement scores. The Human Resources Business Intelligence team at Microsoft wanted to understand exactly how managers’ everyday actions influence employee perception and engagement. Hear about how they:
- Combined behavioral data and survey results to yield insights into key behaviors
- Gained insights into the significance of “facetime,” and of managers’ network size, and work-life balance
- Successfully made the case for a new program for developing stronger managers
10:30 am - 12:00 am MORNING COFFEE BREAK
11:00 am - 11:45 am BOOST HIRING QUALITY AND REDUCE COSTS THROUGH BENCHMARKING
Introducing practical (but innovative) benchmarking techniques to talent acquisition programs can reduce recruiting and run-rate costs, increase hiring quality, facilitate inclusion, and strengthen compliance to HR policies and procedures. This presentation introduces benchmarking concepts from other domains such as financial markets, explores how to incorporate them into hiring, and demonstrates their impact on key metrics such as time and cost to fill. Through the application of benchmarking techniques, HR analysts can drive measurable value across compensation, recruiting, and hiring department teams.
11:45 am - 12:30 pm DIVERSITY AND INCLUSION: WHAT THE LATEST RESEARCH SHOWS AND HOW TO APPLY IT TO YOUR D&I EFFORTS
The conversations around Diversity and Inclusion have put a spotlight on companies to look at their own workforce like never before. Today, this is both a challenge and an opportunity. The challenge is that organizations are under immense pressure to understand, analyze, and act on complicated diversity metrics that are inclusive of our unique social identities. However, an opportunity exists for organizations to lead the conversation and create a workforce that reflects our increasingly diverse reality. The Culture Amp & Paradigm Inclusion Survey is an open-source collaboration to provide companies with a gold standard for measuring inclusion and serve as a basis for applying research to practice. Learn what the findings of the survey are telling us and the implications for how it shapes D&I metrics and analytics.
12:30 pm - 1:15 pm GETTING AHEAD OF THE TALENT CURVE: FROM REACTIVE AND PROACTIVE TO PREDICTIVE RECRUITING
Recruiting has historically been a reactive exercise: a need arises, recruiting "scopes out" job with hiring manager, a job description is posted, recruiting starts, job gets filled, recruiting ends. In recent years, organizations have begun to recruit “proactively” – identifying and interviewing candidates before the burning need arises, often keeping a pool or pipeline of "ready-now" candidates available until needed. While an improvement, this approach has a serious limitation: candidates don't stay well on ice.
Through data and analytics, we can move past proactive recruiting into predictive recruiting – knowing what roles are likely to come open, where and approximately when, and recruiting and hiring for them before they are even on the radar. In this session, you will learn practical ways to move your organization from the old way to the new, including:
· The changes in thinking, behavior, and market understanding needed to predictively recruit
· The impact of this approach on hiring managers, recruiters, HR professionals, and executive leadership
· How predictive recruiting affects the candidate experience
1:15 pm - 2:15 pm LUNCH
2:15 pm - 3:00 pm PREPARING FOR THE FUTURE IN A “VUCA” WORLD
In an environment shaped by volatility, uncertainty, complexity, and ambiguity (“VUCA,” in military parlance), organizations need to be nimble and flexible to succeed. Data-driven strategic workforce planning can help leaders make better-informed decisions about what people and skills to hire, where to allocate resources, and how to plan for anticipated opportunities and challenges. Join this session to learn how to:
• Incorporate internal and external data for optimal planning
• Identify and remedy skills gaps
• Predict and optimize the impact of HR policies on business outcomes
3:00 am - 3:30 am CLOSING TOWN HALL
A series of open-forum Q&As addressing any remaining questions you may have.