3rd SWP & TALENT ANALYTICS Pdf Agenda

www.icongroupltd.com
Icon Group present the 3rd Strategic
Workforce Planning & Talent Analytic Seminar:
Driving
Organisational
Transformation
Brussels, 26th – 27th May 2016

SPEAKERS
Driving Organisational Transformation
SPEAKERS
26th–27th May 2016
Nathan Adams
Aviva
HR Director
MARCUS CHAMP
Standard Chartered
Global Workforce Analytics Director
IAN BAILIE
Cisco
Global Head, Talent Acquisition & People
Planning Operations
SERGIO EZAMA
PepsiCo
SVP & CHRO PepsiCo Europe
JANE BARRETT
Ericsson
Director of Global WFP
ROSS SPARKMAN
Facebook
Head of Strategic Workforce Planning
Ton van Dijk
Former Senior Leader Global
Workforce Planning at Shell
Principal Consultant
Alex Browne
Nestle
HR Business Excellence Manager, Nestle,
UK&IRL

SPEAKERS
SPEAKERS
26th–27th May 2016
DR. MAX BLUMBERG
University of London
Research Fellow
Julia Howes
MERCER
Workforce Analytics & Planning Lead, Europe
Luk Smeyers
iNostix
CEO & Co-founder

09:30–11:00
Workshops
Track A (SWP)
Workforce Planning Roadmap
(details coming soon…)
Track B (Talent Analytics)
Using Predictive Analytics & Metric
for Business with Julia Howes (details
coming soon…)
12:30–13:15
Track A (SWP)
Ericsson / Jane Barrett
Director of Global WFP
WFP & Analytics – Interacting with
Finance to Gain Business Results
 Initial alignment steps
 Tools and Processes used “the how”
 The journey to workforce optimization
 Line of sight to business results

Cisco / Ian Bailie
Global Head, Talent Acquisition & People
Planning Ops
Shaping Strategic Workforce Planning
Using Talent
Ian Bailie will discuss the journey Cisco is
on to move towards a more predictive and
data-driven mindset in talent acquisition,
and how they have scaled this approach
globally. Cisco Systems created its talent
trends division to ensure that recruiters
and the business have access to critical
market intelligence data at their fingertips.
The team has built an approach that is
proving to be extremely valuable for both
internal and external hiring as well as
essential to conversations on workforce
planning. Internal teams can access data
to understand the skillset of their existing
workforce and where to target hiring or
understand skill gaps, while the external
recruitment team can use it to drive more
strategic discussions with their hiring
managers, provide quick snapshots of
available talent pools, and to influence
hiring projects based on location.
11:00 Seminar Opens
11:05–11:35 Welcome Coffee & Registration
11:35–11:45 Chair opening Address
11:45 –12:30 Keynote session
Dr. Max Blumberg
(Research Fellow, University of London)
People Analytics and the Bottom Line: Where are We?
 Although people analytics has matured rapidly in the past five years, we
still do not seem to be getting closer to “predicting” the bottom line
 In an era of financial turbulence and talent shortages, there are growing
calls to expand the “bottom line” beyond earnings and profitability to
include corporate social responsibility and employee well-being
 The predictive accuracy of workforce planning and people analytics is
still – and perhaps always likely to be – limited by our understanding and
ability to predict human behaviour. The greatest strides in predicting human
capital impact on the bottom line are therefore likely to come from the
behavioral sciences rather than the analytical and statistical sciences
 The perception that automation and AI can improve the bottom line
by reducing headcounts is partly because many workforce and people
analysts have not demonstrated the bottom-line value added by people
as opposed to machines. As a profession, we must therefore consciously
encourage our peers to move away from measuring the impact of people
programmes and activities on indirect “middle management” factors like
engagement and retention, and focus more effort on demonstrating
bottom-line impact via deeper collaboration with senior financial and
operational stakeholders.
13:15–14:30 Networking Lunch
14:30–15:30 Plenary Session
Gold Partner Presentation
(details coming soon…)
THURSDAY
THURSDAY
26th May 2016
Dr. Max Blumberg

15:30–16:15 Track A (SWP)
Facebook / Ross Sparkman
Head of Strategic
Workforce Planning
Strategic Workforce Planning & Analytics
Fundamentals
 Fundamentals of Strategic Workforce
Planning & Analytics and their importance
in an increasingly competitive business
 Using Strategic Workforce Planning
& Analytics to mitigate risk and optimize
company performance Forecasting
 Workforce demand to align with
customer demand and macroeconomic
trends
 Identifying workforce productivity levers
and how they can help create a more
efficient and nimble workforce
 Operationalizing Strategic Workforce
Planning & Analytics Integrating finance,
HR and operations data into a planning
framework to forecast relevant scenarios
 Identifying key elements to future growth
 Tuning a Strategic Workforce plan into
an operational level
 short term plan / mid-term plan
 Lessons learned from end-to-end
development and implementation of a
 Strategic Workforce Planning &
Analytics functions
Standard Chartered / Marcus Champ
Global Workforce Analytics Director
Show me the Data. Adventures in
organisational decision making
Intrepid Analyst: So, why do you do things
this way?
Wise Manager: Because we have always
done it that way.
Intrepid Analyst: Really. Show me the data.
At the intersection of reason judgement,
logic, and other “unmentionable”
ways decisions are made, there lies the
dark recesses of organisational decision
making. Who wants to go first?
 Examples of analytics in the field
Linking finance, business outcomes,
and workforce
 Some lessons learned along the way and
maybe even some insight
THURSDAY
THURSDAY
26th May 2016
16:15–16:45 Coffee – Tea & Networking Break
16:45–17:30
Round-table peer-to-peer discussions
Facilitated, open-ended discussion groups on a range of topics related to
the themes of the event, both streams join to share ideas and experiences,
bring your challenges to the table and find solutions with a small group of
your peers.
Preparing subjects for SWP & Analytics Hack for Day 2.
Session led by Ross Sparkman ( Facebook ), Dr. Max Blumberg,
Marcus Champ (SC), Ton van Dijk and Jane Barrett ( Ericsson )
17:30–17:45
Chair’s Day 1 Round-Up
19:30 Evening Networking Dinner (Optional)
Marcus Champ
Ross Sparkman

9:00 – 9:50 Plenary
SILVER PARTNER PRESENTATION
Align talent management pipelines with future business objectives
FRIDAY
9:50-10:35 Track A (SWP)
Ton Van Dijk
Predictive modeling to plan for your
future workforce
 Expecting the unexpected; the
limitations of predicting the future and how
to live with that
 Demonstrating the value of workforce
planning & analytics to the Business, and
how the two link together
 How to get started and where to end...
The do’s and don’ts
EXPERT PARTNER SESSION
MODERATOR: Michael Cox – Head of HR
Business Excellence NESTLE
PANELISTS: Max Blumberg UNIVERSITY
OF LONDON, Ian Bailie CISCO
Alex Browne NESTLE
Is HR ready for Fast Moving
“Real Time” Data?
HR is staring to experience a shift away
from slow moving data with a number of
high profile companies abandoning the
traditional approach of Annual Employee
surveys, End of year performance reviews,
infrequent talent assessments towards a
real desire for real time data as a means
to accurately measure talent, engagement,
leadership, alignment and the culture of the
company and to empower leaders to take
faster decisions. The transformation for
HR and HR Analytics will be huge and how
many of us are ready for:
 Organisations removing annual or
bi-annual formal appraisal/performance
reviews in favour of regular informal
feedback from line manager
 Removal of the traditional annual
surveys as a means to measure culture,
engagement, empowerment, reward and
11:15 – 12:00 Track A (SWP)
PEPSI
Sergio Ezama, SVP & CHRO Pepsi Europe
SWP at PepsiCo: A critical
component of the overall Human
Capital Management Strategy
Sergio will cover PEP’s approach to Talent
Analytics and Strategic Workforce Planning
in particular. He will put special emphasis
on how SWP is integrated in the broader
Human Capital Strategy and its connection
with differentiated Talent Management and
Total Rewards Strategies
AVIVA
Nathan Adams, HR Director
A view on HR Analytics from a HRD
perspective – using analytics to shape
business decisions
Building HR Analytical culture and capability
at Aviva
 The journey we are on
 Our proof points so far
 What we have learnt
leadership are being challenges as there is
greater need for on the spot engagement
level tracking and feedback.
Social media/external data sets updated
more often than internal HR data. How can
we harness this “free source” data to our
advantage?
 Technological advancements enable
tracking of Employee movements/
Productivity/wellness/Sat Nav tracking
for salesforces. How should HR use this
information, are there any moral issues we
have to address in terms of its potential
usage and do they have the data capacity
and technology to deliver real time insight?
Does HR have the technology, big data
capacity and skilled analysts required to
support this leap?
FRIDAY
26th May 2016
Ton Van Dijk

12:00 – 12:45 Track A (SWP)
Linking People Strategy to Business
Strategy: Understanding the relationship
between business drivers and workforce
planning
What is the role of BI vs Data Science and
how do we stop them destroying each
other?
For many multinationals the battlelines
have been drawn and many organisations
are starting to see the clash between
traditional BI versus the new upstart of HR
Analytics & SWP. The importance of BI
(Business Intelligence) and Data Science
working in collaboration to deliver the full
spectrum of HR Analytics. With the trend
towards the ‘sexier’ predictive analysis
and SWP, many BI professionals have felt
threatened that the role of the traditional
dashboard, management metrics and
KPI’s are diminishing. The reality is that
organisations that are data driven and
uncovering real insight will still require a
strong BI presence as well as the new
breed of Data Scientists but the existing
delivery models for both may need to
become better aligned to really add the
most value.
Are HR Analytics teams working on both
BI and Data Science? How do we develop
strategy and technology to effectively
support both groups?
FRIDAY
14:00 – 14:45 Plenary
GROUP SESSION
Big Data, Employee Trust, and Human Capital Analytics
14:45 – 15:30 Track A (SWP)
SWP HACK
The idea for this session is to crowdsource
innovation
Facilitator: Luk Smeyers
CEO & Co-Founder / iNostix
Two specific topics will have been identified
on Thursday evening for this hack. Two
facilitators will manage groups as they
try to hack the best way to tackle these
challenges.
ANALYTICS HACK
The idea for this session is to crowdsource
innovation
Two specific topics will have been identified
on Thursday evening for this hack. Two
facilitators will manage groups as they
try to hack the best way to tackle these
challenges.
15:30 – 16:00
Coffee – Tea & Networking Break
16:00 – 16:50 Plenary
ROUND-TABLE PEER-TO-PEER DISCUSSIONS
These facilitated and structured discussion groups will cover a range of
topics touched on during the event and will provide a platform for you
to discuss your specific issues along with the share of ideas and new
knowledge.
Bring your challenges to the table and find solutions with groups of your
peers.
Results of hack sessions discussed
16:50 – 17:00 Plenary
CHAIR’S SEMINAR ROUND-UP
Here the Chair will provide a recap of the highlights of this year’s edition
along with emphasising the crunch-points and take-aways.
17:00 Seminar Close
FRIDAY
26th May 2016
Luk Smeyers

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