AI for Human Resources: Tuesday, October 29, 2024
10:00 EDT
15 minWelcome and Opening Remarks from the Chair
10:15 EDT
45 minAre You Losing Ground to Human Resources Departments in Other Organizations? Why and How to Integrate AI Within HR Functions
- Where does AI fit in the context of HR Management?
- Relationship between AI and innovation.
- Potential impact.
- Potential risk.
- Finding the real value to launch your organization into the winner’s circle.
11:00 EDT
45 minUse Cases: Understanding AI and HR Capabilities and Integration
- How are companies using AI in HR?
- What is it capable of doing?
- Use cases, success stories and lessons learned in deploying AI in HR.
- The tremendous potential of AI to boost productivity and improve employee experience.
- Understanding which functions AI can support.
- Adopting or developing the right AI solutions to manage risk and ensure security.
- Managing negative perceptions of AI and ensuring that employees are trained to work with it.
11:45 EDT
45 minLaying a Solid Foundation: How to Safely Activate and Integrate AI in HR in Your Organization
- Establishing an AI Risk Committee.
- What are hallucinations and how do you guard against them?
- Exploring experimentation with public data use cases.
- Developing a comprehensive AI Risk Framework tailored to your organization.
- Examining your work design to provide timely upskilling and reskilling opportunities.
- Reimagining your workforce strategies.
- Ensuring your personnel remain relevant and adaptable in the face of change.
12:30 EDT
45 minBreak
13:15 EDT
45 minAI Powered Recruitment – Interviewing, Screening, Training and Promotion
Learn how an AI-powered talent intelligence system can help companies automate repetitive tasks in the recruitment process and make data-driven hiring decisions. This session will cover:
- AI for comprehensive candidate sourcing with AI sourcing tools.
- Candidate screening – Use of AI technology to bring the best candidates forward.
- Methods used by AI screening systems.
- Customized talent assessment to measure candidate competency, personality traits.
- Career management and talent mobility.
- Learning and development.
- AI technology and effective learning opportunities.
- Decrease attrition of new hires.
- How effective employee engagement sets the stage for a successful long-term relationship.
- Challenges include ensuring data privacy, maintaining transparency in AI decision-making, continuously updating AI models to avoid biases and ensure fairness.
- AI Candidate Interviews: Can You Impress An Algorithm?
- Conducting pre-screening interviews with candidates through video calls and text-based interactions.
- Does the positive outweigh the negative?
14:00 EDT
45 minAI Interviewing - How Do You Impress an Algorithm?
- Strengths and weaknesses of the AI Interview.
- Where and how is AI interviewing being used.
- Issues to be aware of.
- The goal.
- Where isn’t there bias?
14:45 EDT
15 minBreak
15:00 EDT
45 minAI and Analytics to Support and Workforce Diversity, Equity and Inclusion (DEI)
- Seamlessly integrating dversity, equity and inclusion (DEI) within people processes and practices.
- Teaching AI to positively discriminate.
15:45 EDT
45 min
Mitigating Risks of Bias Output, Privacy, Personal Information and Other Legal Pitfalls of AI Systems
- What information is confidential?
- Legal obligations to protect it and maintain confidentiality.
- Threats to privacy and confidentiality from AI.
- How you can use AI to protect your data.
- Questions relating to constructive dismissal, enforceability of letter agreements and employee contracts.
16:30 EDT
45 minExecutive Compensation, How AI is being used for Total Reward and
- How is AI being used in total reward and executive compensation?
- What KPIs do you track.
- Does AI tell the whole story.
- When it works and when it does not.
17:15 EDT
End of Day One
People Analytics: Wednesday, October 30, 2024
10:00 EDT
15 min
Welcome and Opening Remarks from the Chair
10:15 EDT
45 minLeveraging Predictive Analytics To Drive Performance
- Utilizing predictive analytics for talent acquisition, performance management.
- Employee engagement to drive organizational effectiveness.
- How HR professionals identify patterns and trends that predict future outcomes.
- Using predictive analytics to identify:
- which employees are at risk of leaving the company.
- Which job candidates are most likely to succeed in a given role?
- Optimizing human resources and improving employee satisfaction.
11:00 EDT
45 min
The Dynamics of People Analytics at University of Toronto
- Challenges of obtaining the data you need.
- Useful automated reports.
- The power and how-to’s of data visualization.
- Vacation audits – ensuring the reduced cost of vacation not taken.
11:45 EDT
45 minUsing Analytics To Manage Talent Acquisition
- Establish clear recruitment goals.
- Collect all relevant data from all sources.
- Identify key recruitment metrics such as Time-to-Hire: Cost-per-Hire: Source of Hire; Quality of Hire: performance and retention rate; Diversity Metrics.
- Determine the best hiring technology for your organization.
- Use Descriptive Predictive and Prescriptive analytics.
- Power of the dashboard.
- Track progress and results.
12:30 EDT
60 minBreak
13:30 EDT
45 min
Determining Return On Investment (ROI)
Philip Curran, CEO, Newgrange Advisors | Human Capital Consulting | HR Navigator℠
- How to determine Return on Investment (ROI) on HR Analytics.
- Quantifying the financial benefits that result from implementing HR analytics.
- Compare against the costs incurred in deploying these analytics tools and processes.
- Comparing the cost of analytics implementation against benefits derived.
14:15 EDT
45 minThe Move from Excel to Automation at WSIB
- Spreadsheets limitations.
- How automation empowers HR leaders with advanced analytics capabilities, enhances data accuracy, and enables better real-time decision-making.
- The transition process.
- Identifying your specific HR reporting needs.
- Determining what type of data you need to collect, report, and analyze.
- Selecting the right HR reporting solution.
- Testing and piloting.
- Training.
15:15 EDT
45 min
The Evolution of Analytics at Canada Post: Going Beyond Prediction
Carol Wilson, Director, Advanced Analytics, Canada Post Corporation
Canada Post is committed to being a data-driven business and over the past several years the Advanced Analytics team has focused on descriptive analytics (what happened) and predictive analytics (what will happen). Recently we have increased our analytics maturity by including prescriptive analytics with scenario planning and simulations. Our next goal is to go beyond even prescriptive analytics into a fourth level called integrated analytics. In this presentation, we will:
- Explain the evolution of descriptive, predictive, prescriptive, and integrated analytics.
- Provide examples of recent projects at each maturity level.
- Discuss how to provide tools to seamlessly guide business decisions with ML/AI.
16:00 EDT
End of Day Two