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 aDamsAvIvA HR Director

marCUs ChamPSTAnDARD CHARTeReDGlobal Workforce Analytics Director

ian BailiECISCO Global Head, Talent Acquisition & People Planning Operations

sErgiO EZamaPePSICO SvP & CHRO PepsiCo europe

JanE BarrEtteRICSSOn Director of Global WFP

rOss sParKmanFACeBOOk Head of Strategic Workforce Planning

tOn van DiJKFORMeR SenIOR LeADeR GLOBAL WORkFORCe PLAnnInG AT SHeLLPrincipal Consultant

alEx BrOwnEneSTLe HR Business excellence Manager, nestle, Uk&IRL

sPEaKErs Driving Organisational Transformation sPEaKErs

26th–27th May 2016

Dr. max BlUmBErgUnIveRSITy OF LOnDOn Research Fellow

JUlia hOwEsMeRCeRWorkforce Analytics & Planning Lead, europe

lUK smEyErsInOSTIx CeO & Co-founder

09:30–11:00 workshopsTrack 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

Track B (Talent Analytics) 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 Driving Organisational Transformation thUrsDay

26th May 2016

Dr. Max Blumberg

15:30–16:15 Track A (SWP) Facebook / Ross Sparkman Head of Strategic Workforce PlanningStrategic 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

Track B (Talent Analytics) 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 Driving Organisational Transformation 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 Driving Organisational Transformation

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

Track B (Talent Analytics)

ExPErt PartnEr sEssiOn

MODeRATOR: Michael Cox – Head of HR Business excellence neSTLePAneLISTS: Max Blumberg UnIveRSITy OF LOnDOn, Ian Bailie CISCOAlex 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 StrategySergio 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

Track B (Talent Analytics)

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)

ExPErt PartnEr sEssiOn

Linking People Strategy to Business Strategy: Understanding the relationship between business drivers and workforce planning

Track B (Talent Analytics)

ExPErt PartnEr sEssiOn

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 Driving Organisational Transformation

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.

Track B (Talent Analytics)

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 PlenaryrOUnD-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 PlenaryChair’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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