Agenda

Day One : Monday, November 16, 2020

10:00 EST

15 min

Welcome and Opening Remarks from the Chair

10:15 EST

45 min
Sunil Meharia

The Value of HR Analytics During the Covid -19 Crisis

Sunil Meharia, Data Science Specialist, Teranet Inc.

  • What should you be measuring?
  • What value is HR Analytics (HRA) creating during the COVID-19 crisis?
  • What obstacles are stopping HRA teams from creating value during the COVID-19 crisis?
  • What questions/decisions are HRA teams helping their businesses to answer during the COVID-19 crisis?

11:00 EST

45 min

Getting Started and On-Going Progress With Limited Resources

Zachary Nichol, Innovation Solutions, City of Ottawa

Many organizations are still considering the potential impact of HR Analytics. Will the cost outweigh the benefit? What kind of investment is required? What can you realistically expect? What data will be valuable? How do you collect and make use of it? How will you work effectively with your IT Department?

This session will provide answers to these important questions and assist you with:

  • Getting the data right
  • Using the right tool for the job
  • Visualization and story telling
  • Results and lessons learned
  • What the journey from excel spread sheets to the great beyond involves

11:45 EST

45 min
Bart Bilmer

Power of the Dashboard at Natural Resources Canada: Visualization and Storytelling that Demand Action

Bart Bilmer, Director, Planning & Reporting, Natural Resources Canada

  • Understanding the impact of visualization and storytelling
  • Dashboard creation- must you be a data scientist to produce them?
  • How dashboards heighten project focus and engagement
  • How to transform data into visualization and stories that demand action!

12:30 EST

45 min

Break

13:15 EST

45 min
Nigel Dias

Five Factors to Accelerate the Adoption of Data Driven HR

Nigel Dias, Managing Director, 3n Strategy

If your internal customers have a better understanding and expectation of why they are receiving your insights, your function is over 4 times as likely to create ‘strategic’ value with HR analytics.

  • Where does adoption and change management fit in your HR Analytics strategy?
  • How change management helps
  • Have you picked the right decisions and decision makers?
  • Have you set up the right expectations?
  • Are you sharing the right evidence?
  • Is the decision maker enabled and able?
  • Are you creating the best experience?
  • How do you sustain the adoption of data-driven HR

14:45 EST

15 min

Break

15:00 EST

60 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 business.

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

  • 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?
  • How HR can leverage data to measure its Return on Investment (ROI) for the business?
  • How to develop a dashboard to track leading and lagging measures to regularly report on the ROI in Human Capital

16:00 EST

End of Day One

Day Two : Tuesday, November 17, 2020

10:00 EST

15 min

Welcome and Opening Remarks from the Chair

11:00 EST

45 min
Patrick Tuason

Building An Analytics Team

Patrick Tuason, Manager, HR Reporting & Analytics, Hydro One

  • Research on best in class vs. my humble real word
  • Being relevant: finding the right focus on what drives value in the organization
  • Profiling your team: they are people too
  • Summary: top learning points (needed skills, technology, executive support and output)
  • How we move forward from here

11:45 EST

45 min

HR / Behavioural Analytics for A Safer Workplace

Eric Irwin, Managing Principal, Predictive Success

The importance of safety grows with each passing day. Hiring and coaching for safety are key to excellence in this expensive, difficult area. This session will help you keep your safety record unblemished or improved

  • What traits lead an employee to be a safe or unsafe worker?
  • Are some people naturally disposed to work safely?
  • What do your own analytics tell you? What do industry-wide analytics tell you?
  • How do you coach people toward safety?

12:30 EST

60 min

Break

13:30 EST

45 min
Xiaoxi Chang

A Step By Step Guide to Matured People Analytics: Targeted Talent Retention

Xiaoxi Chang, PhD, People Analytics Specialist, Payments Canada

People analytics is no longer taking a backseat in driving and improving important business decisions. A great deal has been discussed about analytics strategy and methods that help attract, engage, and develop talent in larger enterprises. In this session, Dr. Chang will share with you:

  • A step by step guide to matured people analytics in small and medium-sized organizations in the public sector, especially in the talent engagement and retention space.
  • An inspiring and successful analytics journey at Payments Canada, which involves the following three steps:
    • Establish turnover metrics and benchmarks from scratch
    • Diagnose turnover root causes with integrated data
    • Predict turnover that leads to targeted talent retention

14:15 EST

15 min

Break

14:30 EST

45 min
Russell Loga

Role of HR Analytics In Creating a Data Driven, Modern Municipal Corporation in City of Edmonton

Russell Loga, Director, Workforce Analytics and Business Solutions, City of Edmonton

Empowering and enabling decision makers to leverage workforce intelligence starts with data foundations

  • What data are you collecting and why?
  • How do you ensure accurate consistent data?
  • How are you preparing that data for use as a strategic asset?

Ensuring the Workforce Analytics program drives action towards  enhancing a positive employee experience

  • Where do you start in your analysis and evaluation of workforce data to inform workforce planning, organizational effectiveness and better business decisions?
  • What are you doing to ensure products and services are implemented, monitored, maintained and enhanced, to provide quality analysis to stakeholders?

15:15 EST

45 min
Maria McKay

Using Employee Capabilities for Workforce Innovation and Growth - Connecting Data Science and Predictive Analytics

Maria McKay, Senior Manager, Advisory, KPMG LLP

  • How do you incentivize people to explore, rather than fear, opportunities for change
  • Finding new paths that use the talent of your workforce  to innovate and grow
  • Need for a scenario-based iterative process  with which to begin the transformation
  • Fostering the ability to deal with disruption for success

16:00 EST

End of Day Two