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HR & Workforce Analytics Innovation Improve Workforce Efficiency Through Data Insight 17th & 18th March, 2015 Crowne Plaza Docklands London, UK

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Page 1: HR & Workforce Analytics Innovation - The Innovation …ie.theinnovationenterprise.com/eb/HRAnalyticsLDN15.pdfHR & Workforce Analytics Innovation Improve Workforce Efficiency Through

HR & Workforce Analytics Innovation

Improve Workforce Efficiency Through Data Insight

17th & 18th March, 2015Crowne Plaza Docklands

London, UK

Page 2: HR & Workforce Analytics Innovation - The Innovation …ie.theinnovationenterprise.com/eb/HRAnalyticsLDN15.pdfHR & Workforce Analytics Innovation Improve Workforce Efficiency Through

Speakers

• Head of Strategic Workforce Planning & Talent Acquisition, Metropolitan Police

• HR Director, HM Revenue & Customs

• Head of HR Employee Services, Nestlé

• Global Head of Workforce Analytics, Ericsson

• Senior Manager, HR Information Systems, PostNL

• Director, HR Analytics, Operation & Strategy, AXA

• Head of HR Information Services, European Medicines Agency

• Head of Workforce Insight & Analytics, BT

• Manager, HR Projects, Morrisons

• Director, Brand Strategy, Glassdoor

• VP, Big Data for HR Division, eQuest

• Head of Strategic Workforce Planning, Aviva

• Senior Specialist, HR Analytics, Diageo

• Senior Manager, HRIS Analytics, Coca-Cola Enterprises

• HR Officer, UK Govt. Serious Fraud Office

• Global Informatics Manager, Rolls-Royce

• Workforce Planning & Operations Manager, England 2015

• Lead Manager, HR Information & Analytics, Unilever

• Data & Administration Manager, Telegraph Media Group

• Head of Talent Proposition & Performance, Misys

• Manager, Corporate Workforce Strategy, London Borough of Havering

• Senior Manager, HR Improvement & Talent Acquisition, Coca Cola Enterprises

Confirmed Speakers

F TI L

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Current Delegates Include:• Head, Strategic Workforce Planning - Ministry of Justice

• Head, HR Shared Services - Sainsbury’s

• Associate Director, HR Technology- UCB

• Director, HRIS - Discovery Communications

• Project Manager, Talent Management, Boston Scientific

• Director, Workforce Governance - Royal Liverpool & Broadgreen Liverpool Uni NHS Trust

Who Will You Meet?There is no question that IE. provides the gold standard events in the industry and will connect you with decision makers within the analytics industry. You will be meeting senior level execut ives from major corporations and innovative small to medium size companies.

Job Title Of Attendees

President/Principal

SVP/VP

C-Level

Snr. Director/Director

Global Head/ Head

Snr. Manager/Manager

Academic (1%)

78%

Company Size Of Attendees

8%

11%

25%56%

1000+ Employees300-999 Employees50-299 EmployeesLess than 49 Employees

81%Attendees are

companies with at least 300

employees

3%

21%

12%

42%

13%

8%

Attendees are at Director level or above

F TI L

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HR Analytics are becoming increasingly essential to identify the skills and roles needed for long term growth. If progress is to be made organisations needs to re-skill, up-skill and motivate their staff; HR Analytics & Metrics can demonstrate where action needs to be taken and where HR programs need to be altered.

This summit will bring together HR & workforce planning leaders who have seen the value in investing in HR & Workforce analytics to support talent tracking &

management, workforce segmentation, diversity and inclusion strategies and improving employee satisfaction.

Topics Include:

•Talent & Succession Management•Establishing an HR Analytics Division•Identifying the Skills Needs for Long Term Growth•The Human Factor in HR Analytics• and more....

About The Summit

Confirmed Speaker Information

Martin OestHead, Strategic Workforce PlanningMetropolitan Police

Martin Oest is a workforce planning and transformation expert, accredited strategic workforce planner with experience from over 50 operations spanning over 15 years as a consultant, project manager and operational manager with strong UK and international experience in change projects,

In his current interim engagement Martin has taken accountability for strategic workforce planning for the Met’s 50,000 FTE. He has designed and implemented an effective operating model for workforce planning and is also taking ownership of creating an intelligent client function for HR analytics. 

From Reactive to Insight-Led and Prescriptive Analytics for Strategic Workforce Planning at the Met

How the Metropolitan Police is using analytics as part of their improvement to both strategic workforce planning and the end to end recruitment process.   How the function is focusing on the effective application of limited technology and   capability   and how it is still achieving great results.

Salvador drove the creation of Ericsson's WFA function, responsible for global HR metrics and analysis of information for a workforce of over 140,000 spanning over 120 countries. He implemented IT systems for workforce analytics in SAP & SuccessFactors platforms, whilst also supervising a team of statisticians, system managers, and reporting analysts.

Salvador MaloHead of Global Workforce AnalyticsEricsson

From Metrics to Insights - Breaking the Impasse

Once the initial challenge of generating a decent headcount report is overcome, workforce analytics discussions often attempt to determine which additional metrics to track and which software solutions to use. But from there it is a slippery slope to information overload and lack of real insights. This presentation discusses how to overcome the hidden traps (organizational, legal, IT-generated, data-driven, talent-related and cultural) that can prevent companies from moving beyond mere trend reporting and towards deriving business-relevant implications from HR data.  

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Confirmed Speaker Information

Having delivered a range of large scale transformation programmes throughout his career within Learning & development, Global contact centre operations, Resourcing and People analytics,  Raja’s wide array of skills, knowledge and experiences have enabled the outputs of these programmes to deliver the highest level of customer care, embedding a culture that focusses on continuous improvement and a strong focus on low operating costs.

Raja JavaidGlobal Informatics ManagerRolls-Royce

The Rolls-Royce HR Data Journey

The current organisational climate demands that businesses strike the right balance between short-term business agility and long-term workforce planning with a strong emphasis on cost.   The objective is therefore to achieve greater alignment between the two both now and tomorrow through the use of HR workforce analytics.  This session will explore the journey the Rolls Royce Global HR Informatics team, led by Raja-Saleem Javaid, have undergone in the last 18 months.  Focussing on the approach, the plan, the challenges and some examples of   the deliverables, all with a view to creating insights that have helped inform the business strategy.

An experienced and motivated professional with a solid background in Information Services and oriented to business and organisational results. 

Excellent communication skills at all levels to deliver high quality services to stakeholders. Strong sense of responsibility, determination and ability to multi-task with great adaptability to any entrepreneurial environment. 

Juliana FreitasLead HR Information & Analytics ManagerUnilever

Strategic Workforce Planning in the Public Sector

In this presentation, Juliana will use case studies to discuss her experience as part of the Unilever HR Analytics journey, including management of a geographically distributed team of Information & Analytics Specialists, the pro-active and rapid design and building of insights and analytics for HR stakeholders, and Champion Information & Analytics with clients and users and drive behavioural change, and work with HR management teams to ensure maximum utilization of Information solutions

A senior HR professional, who has worked across a number of sectors as a specialist in developing organisational capability, development, leadership, learning, talent, resourcing, redundancy, transformation and diversity. Strong skills in helping organisations articulate a clear vision, strategy and implementation plan to deliver world class HR services.

Ravi ChandHR DirectorHM Revenue & Customs

Putting the Strategy into Workforce Management

This presentation will discuss how to strategise the initial implementation of HR & Workforce Analytics into Strategic Workforce Management.

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Confirmed Speaker Information

Neil received his degree from Leeds Metropolitan University in 1994. After gaining experience across a number of roles he embarked on a career in recruitment/HR analysis.  After successfully implementing a culture of data led decision making across two recruitment advertising agencies he moved to BSkyB to set up a new reporting function.

At Diageo he facilitates organisation effectiveness through the interpretation and presentation of HR data.

Neil ParkinsonSenior Specialist, HR AnalyticsDiageo

Developing Analytical Capability Through The Human Touch

In this presentation Neil will discuss how he has set up new HR analytical functions and enhanced the analysis capability of the existing HR community.

He will discuss previous experiences in developing new teams with a specific focus on identifying the right skillsets for each role, building a robust yet fun recruitment process and creating development plans for the new analysts.

After completing his MSc at Delft, University of Technology, Eric started his career at KLM, the Royal Dutch Airlines, as a decision support consultant. Next he made a move to another royal company: TNT, nowadays known as PostNL. PostNL is best known for its brand "Whistl” in the UK. Here he continued on the path of decision support and process analysis, followed by a move into HR where his ‘engineering perspective’ was more than welcomed. After six years in HR, he currently holds the HRIS position.

Eric Van DuinSenior Manager, HR Information SystemsPostNL

Blue Collar Analytics: HR for the Masses

PostNL employs nearly 40.000 blue collar workers. Traditionally, HR focusses her efforts on its white collar population, whilst the work for ‘postman pat’ is mainly administratively focused. At PostNL, we demonstrated the added value of HR analytics for our blue collar population (which is over 85% of the workforce). This presentation will focus on a number of examples of 'blue collar analytics’ and their business impact, including lifetime employment and employee engagement. In addition, Eric will share general learnings from this research within the analytics department.

For the past five years, Sally has worked in senior HR management roles, specialising in global management information, organisational effectiveness, workforce planning and analytics, across all of Aviva’s c34,000 employees, using Workday as the core data source. Prior to that Sally worked in the Aviva Life business leading capacity planning and performance and as the Business Manager for the UK HR Director.

Sally DillonHead of Strategic Workforce PlanningAviva

Driving Business Value from HR Data

This presentation will discuss how to ensure the accuracy, quality, consistency and buy-in to global people data, therefore driving maximum insight and business value from that data. Sally will then explain a case study regarding the linking of data with decisions to reduce absenteeism and drive the bottom line benefit.

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Confirmed Speaker Information

Dan GordonWorkforce Planning & Operations ManagerEngland 2015

Highly successful workforce planning and operations manager with extensive experience across several organisations and industries, with proven capability in leading large teams, creating strong relationships and cons is tent ly de l iver ing resu l ts in demanding environments.

Areas of expertise include workforce planning and operations, business improvement, quality management and management information analysis and reporting.

Planning With a Blank Canvas

How do you plan a large workforce from scratch? In the world of major sporting events, HR begin building a new organising committee by recruiting paid employees who can plan the event. In addition, an event-time workforce team is required to ensure the needs of each venue are catered for. This often means recruiting over ten times as many volunteers as paid staff just for the few weeks of the event. I will talk you through the process, and the part data, analysis and systems play in support of this. I’ll also touch on its relevance to other industries.

Michael CoxHead of HR Employee ServicesNestle

As Head of HR Employee Services and HR Analytics at Nestle UK & Ireland, I am responsible for the delivery of HR shared service provision for 27,000 active employees and pensioners.

As Head of HR Analytics I am leading a 3 year plan of:

"Leveraging Predictive Analytics and Big Data to find hidden opportunities, through a new way of thinking, to support the delivery of the HR Strategy: Talent, Enablement, Engagement".

Aligning HR Analytics to Business Objectives

Michael's presentation will cover the process of:

- Identifying what matters in your organisation and tailoring your analyses to add value to the business.

- Finding the link between business problems and workforce trends to produce valuable recommendations. 

- Working out how to produce business-focused hypotheses, interpret your results and deliver business-driven insights.

Hendrik FeddersenHead of HR Information ServicesEuropean Medicines Agency

Hendrik Feddersen is leader of the HRIS at the European Medicines Agency in London, which is based on SAP HCM and on some other satellite HR systems.

SAP HR went live three years ago and enabled mainly electronic requesting of absences, business trips, training and recording activities working time.  Hendrik Feddersen has lead the full project live cycle from conception to completion and was the main Change Manager.

HR Analytics, Today and How To Succeed Tomorrow Explained Clearly

Lots of excitement is surrounding HR Analytics, which is typical for a function in rapid growth, but only the very few best will establish themselves in the long run.

Setting up a new task force alone is not a guarantee for success. What else needs to happen to avoid failure? Who shall be part of the team? What are its objectives? What are the skills required?

Nowadays most teams working in HR Analytics lack technologies, skills and staff. The ability to attract funds and join forces with like-minded, as well as building quickly proof of concepts are key to success.

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Confirmed Speaker Information

Nicki MakinHR Projects ManagerMorrisons

Nicki has a track record of working in partnership with businesses to provide effective HR strategies that drive performance in demanding environments. Whilst working for Morrisons Nicki has been pivotal in taking a lead HR and Operational role in delivering many change management programmes, often from concept to implementation stage.   Nicki specialises in leadership, talent development, project management, change management and most recently in data analytics.

Introducing Analytics & Driving Cultural Change

In this presentation Nicki will take you through her experience of reviewing how Morrisons use data to make decisions on labour planning.   Nicki will share her experience of how to help a business start the journey of moving from relying on gut feel to making data driven decisions.

Michael OfuasiaHR OfficerUK Govt Serious Fraud Office

Michael is an HR professional with business acumen and a commercial mind set, possessing the ability to draw insight from information that will add value to the business. He has a great passion for HR, Human Capital (HC) and Talent Management (TM). holding a BA in HR (2:1) and near the completion of an MA in HR accredited with a CIPD Level 7 certification.

X’s Got Talent

According to many businesses there is a global shortage of talent or critical skills.   It has been reported that there will not enough skilled workers to continue high productivity by the time it is 2030. Another study holds that the majority of the companies in different countries that were surveyed will be in a labour surplus by 2020 but in a deficit by 2030.

Proper workforce analytics, investment and some patience can help avert this impending crisis by uncovering a simple truth - there is talent all around.

David BernsteinVP, Big Data for HR DivisioneQuest

David Bernstein is the head of eQuest’s Big Data for HR/Predictive Analytics Division, his focus on yielding critical insights for HR departments to drive talent acquisition and workforce planning strategies.

Mr. Bernstein is uniquely qualified to discuss these topics, with his long history of creating innovative HR technology strategies for Fortune 500 companies. 

David speaks and writes internationally on the strategic capabilities that Big Data brings to HR. 

The Role of Data & Analytics in Transforming HR to Truly Be a ‘Strategic Business Partner

As the HR function transitions from administrative support to a true business and strategic partner, what is becoming increasingly apparent is that the skills of HR practitioners must change in order to keep pace.   Both Business Leaders and the HR profession need to truly embrace what it will take to effectively navigate and manage the complex universe of “people/talent related” data, address the skills required to consume the business intelligence contained within such data, and to create a culture that views the pursuit of “data-driven decisions” as a critical element to their business’ success.

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Confirmed Speaker Information

An experienced and motivated professional with a solid background in Information Services and oriented to business and organisational results. 

Excellent communication skills at all levels to deliver high quality services to stakeholders. Strong sense of responsibility, determination and ability to multi-task with great adaptability to any entrepreneurial

Alison HaddenDirector of Brand StrategyGlassdoor

Employer Branding Analytics: Measuring the Business Impact of Your Branding Investment

How is your company perceived in the eyes of today's candidates?  Research shows a strong employer brand can reduce a company’s recruitment costs by up to 50%. But how can you link employer brand investment to recruitment, employee engagement, and retention goals?   Learn the latest trends and best practices in employer brand measurement from industry expert Glassdoor to benchmark and track the impact of your branding efforts on your key business goals.

David continues to deliver focused Chartered MCIPD professional with 13 years’ experience gained within 3 multinational companies and a national charity. Over the last 8 years, he has specialised in HR project management, HR & payroll systems (including 4 implementations), reporting & analytics, process improvement, and HR shared service implementations.

David SmithSenior Manager, HR ImprovementCoca-Cola Enterprise

Vanessa currently leads the HRIS Analytics & Reporting Operations team at Coca-Cola Enterprises, Inc.  She and her team provide HR reporting, metrics and data analytics to the HR function and business leaders. Vanessa has worked in the HR function for over 10 years, specifically in the HRIS Analytics & Reporting space for 6 years, initially as a HR Analyst at Canon Europe Ltd and progressing to her current Senior Manager role at Coca-Cola Enterprises, Inc.

Vanessa VarneySenior Manager, HRIS ReportingCoca-Cola Enterprises

Using Workforce Analytics to Create a Recipe for Success

The continual evolution of HR technology has resulted in an enormous surge in the amount of data at our fingertips. At the same time, the demand for data has grown significantly as companies try to harness the power of data-driven decisions and planning. To meet this demand, Coca-Cola Enterprises has built an analytics practice focused on providing accurate, valuable and insightful information to HR and the business overall. Building an impactful reporting and analytics practice is a long journey with multiple steps – it does not happen overnight. In this presentation, CCE will share the phases of their analytics journey: where they started, where they are now, and where they are heading next with analytics.

Having previously driven progress in HR Analytics at Vodafone, James is now the Head of Workforce Insight and Analytics at BT.

James FedarbHead of Workforce Insight & AnalyticsBT

Ad v a n c i n g Wo r k f o r c e I n s i g h t f o r Wo r k f o r c e Management

In this presentation, James will use a case study to show how he has implemented Workforce Analytics to drastically advance Workforce Management and Planning at BT.

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The Information

For one day passes and group discounts contact Andrew Christofi by calling +44 207 193 6846 or email [email protected] * Team discounts are applicable at the point of registration only.

Silver Pass

£1095Access to all sessions &

networking events7 days access to presentations from the

summit via ieOnDemand

Diamond Pass

£1495Access to all sessions, networking

events, annual subscription to all content on the Big Data & Analytics channels via

ieOnDemand

Gold Pass

£1295Access to all sessions, networking

events & unlimited access to presentations from the summit via

ieOnDemand

Registration Pricing

HR & Workforce Analytics Innovation SummitDate: 17th & 18th March, 2015City: London, UKVenue: Crowne Plaza DocklandsAddress: Royal Victoria Dock, Western Gateway, London, E16 1AL

7

F TI L

10

Ways to Register

+44 207 193 6846 +1 323 446 7673 Register Online Here

1 Day Pass

£695Full access to the sessions to your chosen day of the summit, 7 days

access to presentations from the summit via ieOnDemand

7 day online access toevent materials

On-Demand Pass

£400Unlimited access to presentations from the summit via ieOnDemand,

including presentations, interviews & the ability to contact speakers

Unlimited access to summit presentations

via ieOnDemand

Group Discount Offers3 Silver Passes: £2250 (£750 per attendee)5 Silver Passes: £3500 (£700 per attendee)3 Gold Passes: £2850 (£950 per attendee)5 Gold Passes: £4500 (£900 per attendee)3 Diamond Passes: £3450 (£1150 per attendee)5 Diamond Passes: £5500 (£1100 per attendee)

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NAME OF EACH ATTENDEE

TITLE OF EACH ATTENDEE DEPARTMENT

COMPANY INDUSTRY

ADDRESS CITY

STATE/PROVINCE ZIP/POSTAL CODE COUNTRY

EMAIL OF EACH ATTENDEE BUSINESS PHONE NUMBER

1. Delegate Information...

2. Pass Types...Pass Options

Silver Pass: £1095 Attendees ____ Gold Pass: £1295 Attendees ____ Diamond Pass: £1495 Attendees ____

Group Discount Pass Options 3 Silver Passes £2250 (£750 per attendee) 5 Silver Passes £3500 (£700 per attendee) 3 Gold Passes £2850 (£950 per attendee) 5 Gold Passes £4500 (£900 per attendee) 3 Diamond Passes £3450 (£1150 per attendee) 5 Diamond Passes £5500 (£1100 per attendee)

For larger groups or special requests contact Andrew Christofi by calling +44 207 193 7359 or email [email protected] passes only available when all participants register together.

Pass Descriptions:Silver Pass: Access to all sessions & networking eventsGold Pass: Access to all sessions, networking events & annual subscription to IE. membershipDiamond Pass: Access to all sessions, networking events, annual subscription to IE. membership & Strategic Analysis Report

Check (Make checks payable to The Innovation Enterprise Ltd) Invoice me

Visa Mastercard American Express Diners Club Discover

CARD NUMBER EXPIRATION DATE SECURITY NO.

CARDHOLDERS NAME CARDHOLDER’S SIGNATURE

BILLING ADDRESS INDUSTRY

Prices are exclusive of VAT. Places are transferable without any charge to another Summit occurring within 12 months of the original purchase. Team discounts are applicable at the point of registration only. Any cancellations within a group registration will in turn incur an increase in registration fee for the remaining group participants. Cancellations before 16th February, 2015 incur an administrative charge of 50%. If you cancel your registration after 16th February, 2015 you will be charged the full fee. You must notify The Innovation Enterprise in writing of a cancellation, or you will be charged the full fee. The Innovation Enterprise reserve the right to make changes to the program without notice. NB: FULL PAYMENT MUST BE RECEIVED BEFORE THE EVENT.

Registration FormHR & Workforce Analytics Innovation Summit17th & 18th March, 2015 | Crowne Plaza Docklands | London, UKFor registration or more information on the program, please call Andrew on +44 207 193 6846, or fax this registration form to +1 (323) 446 7673

3. Payment Options...

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Schedule

Networking Drinks 17.00 - 19.00

18th March

Session One 09.00 - 10.30

Coffee Break 10.30 - 11.00

Session Two 11.00 - 12.30

Lunch 12.30 - 13.30

Session Three 13.30 - 15.00

Coffee Break 15.00 - 15.30

Session Four 15.30 - 17.00

Day Two

17th MarchDay One

08.30

10.00

10.30

12.00

13.30

15.00

15.30

17.00

19.00

08.30

10.00

10.30

12.00

13.30

15.00

Session Five 09.00 - 10.30

Coffee Break 10.30 - 11.00

Session Six 11.00 - 12.30

Lunch 12.30 - 13.30

Session Seven 13.30 - 15.00

Coffee Break 15.00 - 15.30

Session Eight 15.30 - 17.00

15.30

17.00

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2015 Calendarie.

January Expected Attendees DateBusiness Analytics Innovation Summit Las Vegas 200+ January 22 & 23, 2015FebruaryPredictive Analytics Innovation Summit San Diego 300+ February 12 & 13, 2015MarchSports Analytics Innovation Summit Melbourne 150+ March 4 & 5, 2015Big Data & Analytics Innovation Summit Singapore 150+ March 11 & 12, 2015

150+ March 11 & 12, 2015HR & Workforce Analytics Summit London 150+ March 17 & 18, 2015Sports Analytics Innovation Summit London 150+ March 25 & 26, 2015AprilBig Data & Analytics Innovation Summit Hong Kong 150+ April 21 & 22, 2015Social Media & Web Analytics Innovation San Francisco 150+ April 28 & 29, 2015Gaming Analytics Summit San Francisco 100+ April 28 & 29, 2015MayBig Data & Analytics in Healthcare Summit Philadelphia 200+ May 13 & 14, 2015Digital & Web Analytics Summit London 200+ May 13 & 14, 2015Predictive Analytics Innovation London 200+ May 13 & 14, 2015Business Intelligence Innovation Summit Chicago 150+ May 20 & 21, 2015Business Analytics Innovation Summit Chicago 150+ May 20 & 21, 2015JuneBig Data & Analytics for Pharma Summit Philadelphia 150+ June 10 & 11, 2015Customer Analytics Innovation Chicago 200+ June 17 & 18, 2015Big Data & Analytics for Retail Summit Chicago 200+ June 17 & 18, 2015AugustBig Data & Analytics Innovation Summit Kuala Lumpur 150+ August 5 & 6, 2015SeptemberSports Analytics Innovation Summit San Francisco 150+ September 9 & 10, 2015Big Data & Analytics Innovation Summit Sydney 200+ September 16 & 17, 2015Social & Digital Analytics Innovation Miami 150+ September 17 & 18, 2015OctoberHR & Workforce Analytics Innovation Chicago 150+ October 22 & 23, 2015NovemberSports Performance & Tech Summit Manchester 200+ November 4 & 5, 2015Big Data & Analytics for Pharma Summit Philadelphia 150+ November 4 & 5, 2015Big Data & Analytics Innovation Summit London 150+ November 11 & 12, 2015Predictive Analytics Innovation Summit Chicago 300+ November 12 & 13, 2015Business Intelligence Innovation Summit Chicago 150+ November 12 & 13, 2015Big Data & Analytics Innovation Summit Beijing 150+ November 25 & 26, 2015December

150+ December 2 & 3, 2015Big Data & Analytics for Banking Summit New York 150+ December 2 & 3, 2015

SponsorshipOpportunities

Giles [email protected]

+1 (415) 692 5498 US+44 (207) 193 0386 UK

Delegate Invitations

Sean [email protected]

+1 (415) 692 5514 US+44 (207) 193 1655 UK