Mission Critical HR Analytics Conference 2015 Webinars

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Improve your HR and workforce planning strategy:

HR analytics is critical for all organisations to understand their current and future workforce needs and to identify where and what action needs to be taken. Analytics should be applied to all areas of the business including engagement, wellbeing and succession planning.

In order for HR to become more strategic, make strategic decisions and directly influence business performance we need to stop simply using data to report and move forward to predictive analysis.

This conference brought together a range of HR and analytics experts who shared their real world experience and the latest development in using HR metrics.

A streamed audio file and slide presentations from the conference.

fifteen sessions recorded live at the event.

SKU: HR179-00 Category: Tags: , ,

Description

Type: Presentation recorded at conference
Format: Clickable slide presentations plus streamed audio file only
Duration: 15 sessions – varying lengths

Where to find the presentations

Once you have paid, login and then return to this page.  A tab will appear above with links to the presentations.


Overview

HR analytics is critical for all organisations to understand their current and future workforce needs and to identify where and what action needs to be taken. Analytics should be applied to all areas of the business including engagement, wellbeing and succession planning.

In order for HR to become more strategic, make strategic decisions and directly influence business performance, we need to stop simply using data to report and move forward to predictive analysis.

This conference brought together a range of HR and analytics experts who shared real world experiences and the latest development in using HR metrics.

This event provided attendees with practical advice on delivering data-driven HR in order to create a leading edge HR function that uses data to predict and plan HR strategy.

 

Our HR Analytics 2015 Conference will help you…

  • Move data from simple record keeping to predictive analytics
  • Understand what will have the biggest influence on performance
  • Model, predict and improve performance, attrition, engagement and organisation effectiveness
  • Combine analytics and human judgement
  • Use analytics to demonstrate future performance and talent needs
  • Identify what to measure and what systems to use
  • Make reporting and decisions impactful

The Event Programme

Sessions from this conference available in the webinar include:

Session 01: Introduction and opening address by conference chair

Peter Reilly, Principal Associate, Institute for Employment Studies

Session 02: Creating better insight, hindsight and Foresight

  • Aligning HR with business drivers
  • Creating a consistent approach and a clear set of MI
  • Remodelling and upskilling the HR function

Paul Smith, HR Director, LV=

Session 03: Strategic Workforce planning

  • How do you provide your CEO with confidence
  • Managing workforce risks
  • Aligning HR and business costs

Prof Nick Kemsley, Co-Director, Centre for HR Excellence, Henley Business School

Session 04: Questions and discussion with the speakers

Session 05:  Knowledge share networking session

Session 06: Combining HR Big Data and human behaviour to support talent and performance needs

  • Changing behaviour through self-awareness
  • Analytics and the power of the crowd to mitigate biases and make better talent decisions
  • Less ‘self’ and more ‘us’ in performance management
  • Enabling technologies

James Rule, Director, HR Innovation & Effectiveness, Thomson Reuters

Session 07: Building analytics to build future capability

  • Using the analytics process to think about the business, roles and needs
  • Examining the talent capability review process
  • Underpinning conversations with technology
  • Overcoming challenges and problem solving

Jo Taylor, Head of Talent Management, TalkTalk

Session 08: Understanding engagement and employee sentiment

Jon Ingham, HR Strategy Consultant, Strategic Dynamics Consultancy Services Ltd

 Session 09: Questions and discussion with the speakers

Session 10: A Beginners guide to HR Analytics

  • Implementing a successful HR analytics function
  • Designing your HR data strategy
  • Collaborating with the right people
  • Guide to HR technology

Mark Porter, Manager, Corporate Workforce Strategy, London Borough of Havering

Session 11: Using data to optimise talent acquisition

Tony Roy, EMEA President, CareerBuilder

Session 12: Questions and discussion with the speakers
Session 13: Move from diagnostic to predictive analytics

  • Analytics, so what? Asking the right questions and using the results
  • Collecting, communicating and reporting the right data
  • Gaining buy-in from the leadership teams

Jo Price, Head of Organisational Effectiveness, Tesco Bank

Session 14: Examining where HR adds value

  • Getting investment for data driven HR
  • Building the business case
  • Embedding cost effective analytics that adds value
  • Proving the value of HR to the whole organisation

Peter Frampton, Co-Head HR Reporting & Analytics, UBS

Session 15: Questions and discussion with the speakers

Selected Speakers biographies:

 

Peter Reilly 150x150pict Peter Reilly, Principal Associate, Institute for Employment Studies

He joined IES in 1995 after a 16 year career with Shell where he held various HR posts in the UK and abroad including both generalist jobs (eg as Personnel Manager for Shell UK’s Information and Computing division) and specialist roles (eg in compensation and benefits, recruitment and career development, and industrial relations).

At the Institute he leads its work on the HR function and significantly contributes to the Reward and Performance Management theme. He has given consultancy support to organisations on issues in this area and is a regular speaker and commentator.

Paul Smith 150x150 Paul Smith, HR Director

Paul has worked in HR for 20 years across various business sectors including logistics and distribution, construction, pharmaceuticals and financial services.

Paul is currently the HR Director for LV= General Insurance responsible for the people strategy and delivery across the organisation.

Nick Kemsley 150x150

Nick Kemsley, Co-Director, Centre for HR Excellence, Henley Business School

Nick is a highly experienced HR practitioner, and has led organisational development, resourcing, talent & leadership, performance and L&D functions in a number of major businesses (Travelport, Prudential, Mars and BOC/Linde Group).

In a corporate career to Group Vice-President level, Nick has worked across six different industry sectors at local, regional and global levels. An engineer by qualification, he spent the first years of his career engaged in design engineering, programme management and capital investment for world-class businesses such as GE, Alstom and Rolls-Royce Aerospace.

Nick has leveraged his eclectic sector and functional career to build an industry reputation as someone who challenges both HR and the wider business to think differently and as a creator of innovative thinking in the organisational arena. He works with boards and HR functions on a broad range of topics including organisational capability and risk, strategy, workforce planning and HR effectiveness.

He frequently speaks and writes on the subject and delivers open and bespoke development programmes for Henley. As Co-Director of the Henley Centre for HR Excellence he contributes to its research and activities for members as well as inputting to the design and delivery of bespoke Henley programmes for corporate clients. He was awarded a Visiting Professorship in 2014.

James-Rule---150x150 James Rule, Director, HR Innovation & Effectiveness Thomson Reuters

James Rule is an HR leader with over 15 years’ experience in both technology and non-technology roles. He is fascinated with human behaviour and what can be done with and without technology to help people become even more effective.

At Thomson Reuters he heads up HR innovation and is currently looking to adapt performance and talent management so that they have a greater grounding in neuroscience and better utilise of the power of the crowd.

Jo Taylor Jo Taylor, Former Director of Talent Management, TalkTalk

Jo is an experienced & innovative leader and manager in the creative & technology sector. She believes that talent drives businesses, that by throwing away conventional scripts we can create environments that deliver behavioural innovation for business, the UK and the wider world.

She wants to create legacies for businesses that deliver commercial, cultural and behavioural change.

Jo is former Director of Talent Management for TalkTalk Group. She was responsible for driving an ambitious, innovative talent strategy. Her ambition was to empower people to take responsibility for their learning to make TalkTalk a brighter place to work for everyone — fulfilling theirs and others dreams and ambitions.

Jon Ingham Jon Ingham, HR Strategy Consultant, Strategic Dynamics Consultancy Services Ltd

Jon Ingham is an independent strategic people management and organisation development consultant. He regularly speaks and provides training in Europe, the US, the Middle East and Asia and has also lectured in strategic management, change management and human resources on executive MBA courses in both West and East Europe.

Jon is also the author of ‘Strategic HCM: Creating Value through People’ (2006) and is currently completing a second book called ‘Social Advantage’. He also posts regularly to blogs with the same titles and has recently been recognised as the top global online influencer in talent management.

Currently working with Strategic Dynamics, Jon was previously with Director of Human Capital Consulting, Europe for Buck Consultants / ACS and as Head of HR Consulting for Penna. Before this he worked as an International HR Director for Ernst & Young, and before that as an IT then change management consultant for Andersen Consulting.

Mark Porter 150x150 Mark Porter, Manager, Corporate Workforce Strategy, London Boroughs of Havering and Newham

Mark is the Operational HR Manager for oneSource, a unique partnership working arrangement between the London Boroughs of Havering and Newham. He manages a multidisciplinary team across both boroughs.

He is also the Chair of the pan London Workforce Planning Group which provides advice and guidance to all London boroughs on human capital metrics and how best they can be used in organisations.

Mark has extensive experience of working within the HR field and also as a manager which gives him the unique ability to understand how managers think and what they want from an HR team to run their business.

He is passionate about the importance of using good data to tell an organisation’s ‘story’ and inform strategies — but not to the point of being a geek about it!

Tony Roy Tony Roy, EMEA President, CareerBuilder

Tony Roy heads CareerBuilder’s European operations and is responsible for driving expansion efforts in the EMEA region. Tony manages the strategic direction and growth opportunities for multiple markets and recently led the acquisitions of two key employment sites in the UK and Germany. Focused on connecting top employers with top talent, Tony manages CareerBuilder EMEA’s sales and marketing strategies and partnerships, and plays a key role in developing innovative solutions for employers.

Jo Price 150 x 150 Jo Price, Head of Organisational Effectiveness, Tesco Bank

Jo has worked in IT and technical environments for most of her career. She started in the motor engineering industry working across Europe, then joined Oracle Consulting in Scotland and later HBOS, managing all resource and talent planning and the offshore and external sourcing for IT.

All of Jo’s roles have been people-based but with a strong focus on using data and insight to drive effectiveness. She joined Tesco Bank in early 2009, shortly after the Tesco buyout from RBS. After a number of roles ranging from managing recruitment, organisational design, talent and Ml, Jo now heads up the organisational effectiveness team, looking after all aspects of people strategy, planning, analytics and change.

 Peter Frampton 150x150 Peter Frampton, Co-Head HR Reporting & Analytics, UBS

Peter Frampton is the Co-head of HR Reporting & Analytics (R&A) for UBS with direct responsibility for the analyst and insight teams. He sits on the HR Service Delivery (HR SD) Management Team and has dual-hatted responsibility as the HR SD Lead for global asset management.

Over the last two years Peter has worked with his fellow Co-Head, Steve Bailey, on transforming the R&A function to increase significantly the efficiency of lower value reporting whilst enhancing the effectiveness of our business-focused value add analytics. This includes the creation of the insights team, which focuses on big data, predictive and advanced analytics.

Prior to that Peter worked in a variety of roles across investment banking operations and middle office for several European and American banks and brokers, as well as roles in accountancy and at an internet start-up.

Please click the following links to be taken through to the relevant sessions. Find the "Links to presentation" tab and click to play.


Session 01: Introduction and opening by the conference chair


Session 02: Creating better insight, hindsight and foresight


Session 03: Strategic workforce planning


Session 04: Questions and discussion with the speakers


Session 05: Knowledge share networking session


Session 06: Combining HR big data and human behaviour to support talent and performance needs


Session 07: Building our future capability


Session 08: Understanding engagement and employee sentiment


Session 09: Questions and discussion with the speakers


Session 10: A beginners guide in HR analytics


Session 11: Using big data to optimise talent acquisition


Session 12: Questions and discussion with the speakers


Session 13: Move form diagnostics to predictive analytics


Session 14: Examining where HR adds value


Session 15: Questions and discussion with the speakers