Agenda

Day One: Tuesday, September 24, 2019

08:00

60 min

Registration and Continental Breakfast

09:10

50 min
Stacey Ileleji

Leading Change: Moving Your Organization Toward a Data-Driven Culture

Stacey Ileleji, Senior Analyst & Change Management Specialist, Federal Government Department

  • Examine dimensions of a data-driven organizational culture
  • Distinguish between leading and managing the change to a more data-driven organization
  • Leverage data analytics and data visualization to drive change
  • Understand resistance to change and change fatigue
  • Create the conditions and structures for change success

10:00

15 min

Break

10:15

45 min
Dr. David Weiss

How HR can Leverage Data to Measure its Return on Investment

Dr. David Weiss, President & CEO, Weiss International Ltd.

In today’s digital age, many public sector organizations are struggling with predicting accurately what it will take to succeed in the future. The advent of big data analysis and Artificial Intelligence (AI) is viewed as the pathway to improve the ability to predict outcomes and to save costs. Many HR professionals are also intrigued by the possibility of applying Artificial Intelligence (AI) to help predict more accurately many elements related to people and organizational capacity such as who should be hired, how to best develop talent, and where to focus its attention to achieve new innovative ways to deliver HR value. As this HR transformation unfolds, HR will also be expected to demonstrate that the investment in the knowledge, skills, experiences and innovations of people in the organization are helping make the organization more productive and are delivering a return for the organization.

This highly thought provoking, engaging and practical workshop, based upon Dr. David Weiss’ book Leadership-Driven HR: Transforming HR to Deliver Value for the Business (Jossey-Bass) and his subsequent research, focuses on the following:

  • Reflect on how an HR focus on AI will accelerate the expectation of HR to be able to demonstrate a return on human capital, i.e. the return on investment in people and organizational capacity
  • Analyze how HR can leverage data to measure its Return on Investment (ROI) for the business
  • Learn how to develop a dashboard to track leading and lagging measures to regularly report on the ROI in Human Capital

11:00

60 min

A SuperSkill of the Future

Marc Delisle, Senior Policy Analyst, Employment and Social Development Canada

  • Technology will change the nature of the tasks being performed by knowledge workers
  • Skills of the future in a government context must transcend time and jobs
  • World-leading organizations target skills that have stronger relationship with job performance
  • Empirical evidence from Industrial and Organizational Psychology show that not all skills are created equal
  • Performance management – and measurement – will need to be improved for government organizations to unlock the full potential of workforce analytics

12:00

60 min

Luncheon

14:00

60 min

Analytics: ‘Panacea or ‘Part of the Solution?’

Riaz J. Kara, Director, National Change Leadership, Federal Labour Program, Employment and Social Development Canada

  • Discover advantages of analytics in predicting employee performance
  • Improve quality of hiring during recruitment
  • Insights into recruiting and retaining talent
  • Learn how behavioral analytics can help you adapt to fast changes
  • Real life examples of how analytics has increased productivity and efficiency

15:00

15 min

Break

15:15

60 min
Maria McKay

Connecting Data Science and Predictive Analytics with Workforce Innovation and Transformation

Maria McKay, Senior Manager, Advisory, KPMG LLP

  • The Fourth Industrial Revolution is yet another wave of innovation – technology has been re-shaping how work gets done for decades
  • The low hanging fruit is (largely) gone –harvesting the residual benefits is analogous to ‘sweeping up grains of rice’
  • People are key – your people know the opportunities for change, but may be incentivized to conceal them to protect jobs
  • Doing nothing is not an option, but finding new paths is critical – there is a choice between the “low road” (replacing human labour) and the “high road” (using capabilities to innovate and grow)
  • Prediction is hard (especially when it is about the future) – a scenario-based iterative process is key, and can locate “no-regrets” moves to begin the transformation
  • Ability to deal with disruption will be critical for success – an effective, supportive approach to identifying, reskilling, and redeploying resources is a must

16:15

Closing Remarks from the Chair

Day Two: Wednesday, September 25, 2019

08:00

60 min

Registration and Continental Breakfast

10:00

15 min

Break

11:00

60 min

LinkedIn: Using Social Media and Big Data for Recruitment and Talent Management in Public Sector

Michael Page, Government Lead, Talent Solutions, LinkedIn

  • Learn how Social Media is being utilized to innovate government hiring
  • Transformation of your talent strategy through data
  • Understand how to tap into new talent pools and passive talent
  • Empowering HR to be a strategic partner through data and labour market insights

12:00

60 min

Luncheon

13:00

60 min
Joseph Weissgold

More than a Job: Supporting employees through all life's challenges

Joseph Weissgold, Co-founder and Principal Designer, After Community

  • What really sets apart the best companies to work for
  • What organizations stand to gain when employees are supported holistically
  • Why improvements in HR analytics and AI only address one part of the equation
  • Which life experiences are most leveraged for HR to start supporting
  • What you can do to reduce the impact of losing a loved one, practically

14:00

60 min
Zachary Nichol

Building and Implementing an HR Analytics Team in Smaller Organizations

Zachary Nichol, Manager, HR Innovation Solutions, City of Ottawa

While the future is never certain HR executives and practitioners recognize that analytics will play an increasingly important role in decision making of their organizations. From the ability to clearly understand what has happened, to the capability to provide prescriptive action to managers regarding what should happen, analytics is a key resource to any HR organization. This session will help you gain insight into the power of analytics and the contribution it can make to the organization even if you are starting with minimal resources and people.

  • Understand the benefits of following a step-by-step approach when kick-starting an HR analytics team
  • Build an HR analytics team when resources are limited
  • Learn how to gather data and ensure that it’s uniform, accurate and consistent
  • Set goals and KPIs to ensure HR processes are completely fact-based and aligned to your organization’s way of thinking
  • Explore what makes people analytics different from other analytic fields

15:00

15 min

Break

15:15

60 min

Game Changers: Millennials; Combining Data to Transform Your Business

Angela Payne, SVP & General Manager Canada, Monster

  • Actionable insights from inside and out, a Monster Quant Squad Meta-Analysis
  • Shifting tastes and its implications as Generation M advances to 50% of the labour market by 2020
  • What you can do now to attract and retain the future’s best and brightest

Key learning takeaway – Providing a synthesized perspective to utilize immediately in the pursuit of talent.

16:15

Closing Remarks from the Chair