Agenda

07:50

08:30

08:50

FUTURE OF WORK AND THE WAR FOR TALENT  

09:00

  • How we attract, retain, develop and motivate our talent with intelligent, data-informed decision-making 
  • Effectively harnessing data to produce valuable insights around skill gaps within the organisation  
  • Our experience and key learnings in developing our people analytics maturity and capability to increase business efficiency and growth 

09:30

  • Due to the sharp increase in international employee data litigation cases, pragmatic Australian organisations are predicting significant changes to employee data privacy legislation and the need to plan for ensuring compliance. This panel will discuss critical emerging challenges for People Analytics and HR Data leaders, including debating best practice for the ethical management of leveraging employee data, as has been trending internationally in corporate workplace legal battles in Europe and the U.S. 
  • What are the biggest mistakes newly formed HR Analytics teams are making and what kind of strategic leadership planning should be implemented: - in order to avoid the most common pitfalls and ensure ROI when making data-informed, critical strategic decisions? 
  • How should you be collecting and curating data to make it both consumable and meaningful, in order to more effectively leverage the insights gathered across the wider organisation?  
  • How can we as People Analytics and HR Data leaders, lay the groundwork for ethically managing the collection and use of employee data? Identifying key considerations to navigate around privacy, security, and consent 

10:20

10:30

HR DIGITALISATION AND CHANGE MANAGEMENT  

11:00

  • Connecting disparate human resource information systems to achieve coherence and effectively transition into a data-driven function 
  • Insights into what worked and what didn’t throughout the journey to installing a more centralised HRIS  
  • Why a customised approach is required to extract strategic value for the wider organisation 
  • Digitising processes and assets, shifting towards cloud adoption and digital collaboration 
  • Finding the right IT talent to drive this change  

11:30

  • Driving adoption through strong human engagement to grow transformation momentum 
  • Building an organisational data culture by taking a user centric approach 
  • How to improve data literacy to drive a seamless change experience across the organisation

12:20

12:30

INTERACTIVE ROUNDTABLE DISCUSSIONS

01:30

01:40

RT A: Relationship analytics and what they can tell you about at-risk talent  

 

RT B: Deriving insights from data sets to help facilitate internal movement  

 

RT C: How mastering HR metrics can lead to better employee wellbeing

02:50

WORKING WITH PREDICTIVE ANALYTICS

03:20

  • Developing a roadmap of technical interventions through targeting processes that directly affect productivity  
  • Employing data science and machine learning to develop predictive capabilities and generate future insights 
  • Understanding trends across hiring data and identifying key factors to incorporate within retention strategies 
  • Predicting employee burnout and extracting data insights to trigger prevention strategies 

04:00

  • Application of Monte Carlo Simulation approach to Workforce Supply Modelling 
  • How experience in risk and credit modelling helped to inform effective data analysis and workforce planning predictive analytics methodology. 
  • Background of Monte Carlo Simulation technique and its use across domains for predictive analytics. 
  • Application of Monte Carlo Simulation approach to workforce supply modelling and it’s multidimensional insights. 
  • Case Study with live simulation of computations. 
  • How outputs from this methods have been used to make more informed decisions about the Diversity & Inclusion strategy in particular the Women in Leadership ratios 

04:30

04:50

05:00

08:30

08:50

EMPLOYEE EXPERIENCE AND ENGAGEMENT

09:00

  • Using data to unlock new career growth opportunities to keep employees engaged 
  • Adapting to a more data-driven L&D approach derived from the available data created by digital learning systems  
  • Effective strategies for measuring, tracking and improving employee experience in a complex hybrid workplace

09:40

  • Reigniting employee engagement and motivation within L&D using data to audit user experience 
  • How digital employee experience can audit user’s opinions of L&D programs and decipher receptiveness  
  • Using data insights to improve engagement and ultimately drive motivation to facilitate self-learning 
  • Empowering leaders to better understand and harness their leadership capacity, and equipping them with the tools to have maximum impact and influence 

10:10

10:20

DEIB STRATEGIES AND WORKPLACE CULTURE

10:50

  • Engaging machine learning algorithms to remove non-inclusive language across HR policies through a ‘bias review’ 
  • Extracting insights into existing homophily across different diversity groups to identify inherent biases  
  • Using rewards data to expose inequity trends amongst pay and career opportunities  

11:20

  • Building stories from your engagement data - it’s all about asking the right (and uncomfortable) questions 
  • Mastering the art of challenging assumptions, biases and identifying inertia from change 
  • Partnering with your stakeholders to identify the compelling reasons for action 

11:50

  • Identifying disconnect arising from hybrid working in data sets and developing a virtual workplace culture  
  • Distinguishing which factors are motivating and demotivating employees  
  • Which sets of data can best reveal the path to a successful culture change?  

12:20

12:30

INTERACTIVE ROUNDTABLE DISCUSSIONS 

01:30

01:40

RT A: Automated interview scheduling software  

 

RT B: Integrated payroll system  

 

RT C: Advanced candidate elimination process 

02:50

RECRUITMENT ANALYTICS

03:20

  • Reclaiming valuable loss time through using analytics to reduce the lead times to hire 
  • Creating a rich candidate database for future recruitment – optimising the existing data from previous hiring processes  
  • Determining the cultural fit of a potential hire at the recruitment stage through people data

04:00

04:20

04:30

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