Mission Critical HR Analytics 2016 – Presentations

Peter Reilly, Principal Associate, Institute for Employment Studies

• How HR is measuring key aspects of the workforce
• The big HR analytics challenges of today and tomorrow. Where to next?
• A new framework for measurement and reporting
• Case study insights of real issues HR analysts and managers face
• The future of HR data. How transparency is changing how employees share and use data

Edward Houghton, Research Adviser, Human Capital and Metrics, CIPD

• Necessity is the mother of invention
• What can possibly go wrong?
• What gets counted get done
• The seven stages of people analytics

Tim Cowley, Head of HR, FirstGroup

• Overcoming the biggest challenges of HR Analytics at your organization
• Predicting the future trends in the HR Analytics industry
• The latest technological advancement

Peter Reilly, Principal Associate, Institute for Employment Studies

Ben Hawkes, Advisor, HR Analytics, Shell

Tim Cowley, Head of HR, FirstGroup

• Engaging teams from the outset
• Securing buy-in from the boardroom by making data relevant
• Getting the frequency, language and questions right
• Improving response rates for maximum insight
• Building trust internally – anonymous vs. identified responses
• Best practice for creating a compelling employee engagement strategy

Tony Latter, CEO and Co-Founder, The Happiness Index

• Replacing Excel for HR Analysis
• Workforce management, Absenteeism, Human Capital Management & Labour productivity
• Improving efficiency and customer satisfaction
• Empowering the workforce to discover insight, reducing the reporting burden, solve business problems & support better decision-making

Dominic Embley, Sector Manager – Business Intelligence, HR & Recruitment, Informance

• Inspiring senior leadership with a plausible vision
• Engaging HR colleagues by building relationships
• Making sense of ambiguous reporting requests
• Understanding existing data quality and structure
• Establishing a rhythm of reporting through dashboards

Neil Parkinson, Senior HR Analyst, CBRE Limited

• Addressing the biggest talent management question you can be asked
• Building and implementing a cohesive approach to Talent Insight
• Overcoming obstacles
• Progressing the HR analytics journey

Aggy Russell (Dhillon), Head of People Insight, Virgin Media

Simon Haines, Managing Director, GarnerHaines

• Discover new techniques and technologies that will continue to transform HR
• Learn how analytics will drive the adoption of evidence-based HR practice
• Understand how the training of HR professionals needs to change to meet the challenges of analytics

Ben Hawkes, Advisor, HR Analytics, Shell

• Understanding what questions to ask to ensure analytics has a major impact on the business
• Using data and other evidence as the basis for insight creation
• Simple but strategic approaches for descriptive and predictive analytics

Jon Ingham, Executive Consultant, Strategic Dynamics

• The importance of engaging your customers with the analytics you are presenting
• How we have shared and standardised data across 33 boroughs in London
• Some practical tips on how we got all 33 boroughs to work in the same way and how you might replicate that in your organisations
• What that data is now being used for in practice i.e. saving money!

Mark Porter, Operational HR Manager, Havering Council

Aggy Russell (Dhillon) is a specialist in Corporate Finance and Human Resources having spent 22 years working in private sector organisations across international markets – a specialist in operating model efficiencies, HR practices and Reward strategy. Aggy is CIMA qualified and holds a Masters in Business Economics. Previous employers include the Financial Times and Universal Pictures. Aggy is currently leading the People Insight team at Virgin Media, championing business performance improvements through better People Insight. Aggy will be celebrating her ten year anniversary with Virgin Media later this year.

Peter Reilly joined the Institute for Employment Studies in 1995 as a Senior Research Fellow and eight years later became Director HR Research and Consultancy. In May 2014 he resigned to become self employed whilst continuing his attachment to IES as a Principal Associate. Peter still contributes to consultancy and research work on workforce planning at IES. Clients come from all sectors and his involvement ranges from facilitation, through expert advice to design and evaluation. For example, last year he undertook a number of case studies on HR analytics for the Ministry of Defence. Peter is the editor of two reports on workforce planning – one for IES and the other for Cambridge Strategy Publications. He is a frequent conference speaker on workforce planning and HR analytics subjects and also trains HR colleagues on workforce planning techniques. He is a graduate in history and politics from Cambridge and Kent universities.

Edward Houghton is the CIPD’s Research Advisor for Human Capital Metrics and Standards. He is responsible for leading the organisation’s human capital research work stream exploring various aspects of human capital management, theory and practice; including the measurement and evaluation of the skills and knowledge of the workforce. He has a particular interest in the role of human capital in driving economic productivity, innovation and corporate social responsibility.
Before joining the CIPD in 2013 Edward completed a number of research roles in government and higher education. Most recently he was a Knowledge Transfer Associate at the University of Bristol leading an innovative knowledge exchange programme between the university and Barclays bank. Over 3 years he managed research investigating business culture, corporate social responsibility and community investment. In this role he specialised in qualitative and quantitative social research techniques and strategic project design, developing metrics for the organisation’s flagship community investment programme in the UK. Prior to this Edward held a number of research analyst roles in regional and local government as well as the private sector, including at the East Midlands Development Agency, Leicester City Council and the Transport Research Laboratory.

Jon Ingham is an insight-based HR and OD consultant specialising in developing strategic and innovative approaches to HR planning; measurement and analytics; HR process management, and organisation design and development. As well as working as a consultant, Jon acts as a trainer, conference speaker, researcher and writer. He is the author of Strategic Human Capital Management (2006) and was a contributor to the ATD’s Talent Management Handbook (2015).  He is currently working on a new book The Social Organization and has also just co-authored an article on Building Better HR Departments together with Dave Ulrich. Jon also blogs about analytics and other topics at his well known blog, Strategic HCM.

For 7 years, Dominic has been advising companies on how to see the whole story within their enterprise. Customers have included MARS, Disney, Tesco, Jaguar Land Rover, Friends Life, Del Monte, Bakkavor and Manchester United Football Club. He has designed innovative solutions for the HR and Recruitment sector and was involved with an analytics tech start-up that was acquired in 2011. Earlier in his career Dominic was a Director at PPM (a management consultancy) and prior to that a team leader at the Adecco Group. In his spare time Dominic is a voluntary business mentor for the Princes Trust, a keen motorcyclist and sports fan.

Tim is motivated by getting HR analytics to provide the greatest value to the organisation. Often this does not involve incurring significant additional costs but it does incur getting executive support. (Geeky as it sounds), Tim is passionate about developing HR analytics not only for operational improvement but also for strategic development. Tim has worked in commercial and HR roles in the banking, government, support services and transport sectors. Tim is a qualified business psychologist and a chartered fellow of the CIPD.

After gaining experience across a number of roles Neil 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 recruitment analysis function. Neil set up his own consultancy to help clients bring their data to life. He worked on developing strategic KPIs, designing dashboards and enhancing in-house analysis capability. At CBRE he is currently establishing HR analysis for the EMEA region. Early successes include delivering dashboards to MDs and HRDs, improving data integrity and adopting a new analytics tool.

Ben Hawkes is an Advisor within the HR Analytics function of Shell International, which is responsible for delivering talent analytics and assessment services to Shell’s 90,000 employees worldwide. He has worked in the field of talent assessment and analytics in Europe and the US for almost 20 years. Prior to joining Shell Ben was employed by IBM as Global Head of Content for their assessment product portfolio. During his time with IBM, he worked on projects developing new approaches to HR analytics including machine learning, text analytics and simulations. Ben is a regular presenter at conferences in the UK and US, and is the author of numerous articles and chapters on the use of technology to assess and predict workplace behaviour. His most recent chapter on game-based assessment will appear in the upcoming book International Applications of Web-Based Testing: Challenges and Opportunities.

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 likes to challenge the status quo and works hard to provide a consultative, human approach to nurturing a business’s most important asset – its people. Believing that at its core workplace happiness is based on an open and honest approach, Tony loves nothing more than helping organisations utilise technology to increase their client and staff retention rates. With 13 years’ experience of growing companies (including IPC Media and AXA), Tony learnt early about the importance of listening to and acting upon the feedback from his team/clients in order to effectively increase productivity and ultimately revenue. His belief is ‘create the right environment to work in and people will naturally excel’ – benefiting customers, employees and employers alike.

Simon is a recognised thought leader in the field of workforce analytics.  He conceived and led Deloitte’s workforce analytics practice and built this into a global team, before setting up GarnerHaines in 2014.  He works with forward-thinking HR and business leaders to ensure their HR analytics make a tangible positive impact on their business performance.  He has led projects internationally with organisations including Vodafone, EDF Energy, Swiss Re, and McDonalds – and has had the pleasure of working with Aggy and the Virgin Media team over the past 3 years.

At Informance we understand that developing the right human resources strategy for people analytics and performance management is vital to the success of your business.

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www.informance.co.uk

Focused on improving business performance by promoting better cultural alignment and engagement, we aim to empower HR leaders in the boardroom by providing them with the stress-free, yet insight-rich analytics they need to make key strategic business decisions and create value from their human capital investments (what we call the 2nd P&L).