If there’s one area of HR that needs to have its own track at The HR Congress, it is certainly People Analytics. On one hand, it has become a near-indispensible part of HR’s strategic operations, but on the other it’s grown and developed into a much larger and more integrated business area. The ability to capture, measure, analyze, and use data insights to make better business decisions is an exceptionally important part of any business – and not just for HR. Yet, People Analytics often falls under the domain of HR professionals. This track will focus on how People Analytics is evolving into a much more deeply integrated business function, driven by people with the skills and acumen to capture the insights that exist all throughout the organization.
Welcome and Opening Remarks
Building a successful people analytics function requires a strong team, robust data architecture, business-oriented mindset, and the right partnerships with functions like IT and Finance. However, if there’s one factor that’s more important than anything else, it is building data literacy within the HR function itself. In this session, Madhura Chakrabarti will share the challenges that underlie upskilling HR in analytics, how Syngenta is preparing to build a more data-driven HR function, and the wins and losses underlying the journey.
As part of AEGON’s commitment to become a truly insight driven company AEGON launched an Analytics for Leaders program which is implemented to more than 900 Senior Leaders. The program combines skill building on analytics in a unique way with personal Leadership Development, and has proven impact. Some of the topics this session will cover include: how leveraging the data promise requires a change in leadership approaches and culture, why skill building is a great opportunity for Leadership Development, and how working in an eco-system with different providers increases the impact of programs.
From my point of view, it is essential to understand that the desirable, fully customer-centric organization that delivers business results cannot happen without it first becoming an employee-centric organization. “Employees are first” should be a simple statement of fact at this point.
Nowadays, the majority of global companies would like to develop the “Amazon customer experience feeling” and follow the motto of digital disruption: ‘anytime, anywhere’. This means that companies need to adapt their structure and processes to guarantee seamless transactions with their customers, eliminating any form of delay or frustration. There is one fundamental step that divides the digitally successfully firms from the rest: how was their change management (and preparation) handled? Who felt and took responsibility for the transformation? Did only a project team–or the entire given function/employees–see the benefits of the change. and therefore put their hearts & minds into it? Why and how does the era of digital transformation impact HR? And what are the biggest challenges that HR professionals need to face to set the stage for change management and digitization?
In my session, I will bring examples from my professional career on why solid the implementation of an HR Digitization creation plan matters the most. How should we factor in employee engagement, entitlement, and leadership? Why would it bring great value if you involve opinion leaders of the organization? What type of people management, big data analytics, and insights would be add value for the business? HR can be the central unit that coordinates and orchestrates a digital transformation for the other functional areas within the corporation. Digitization is connected to a change in attitude and strategy, one that should come essentially from the top executives, and through to senior and mid-management. The HR function plays a pivotal role in the digital transformation, since it owns employee engagement actions, as well as the onboarding processes plus all change management related tool-kits.
Fostering a customer-centric mentality that leads to agile and transparent processes should be the aim of People management digitization. As always, having the support of the mid-management, those who are responsible for many direct line management activities, is critical for the success of the final implementation. Therefore, as HR professionals we need to understand what types of employee related data insights help to make mid-management better equipped to lead their teams. Unfortunately, as HR we have the tendency to complete reports and analytics based on what we are considering as critical, and not necessarily listening enough to the voice of our customers.
I am looking forward to sharing my positive and negative experiences in this important topic, and I am sure that we are going to have a very interactive Q&A discussion at the end of my presentation.
Lunch will be served in the Exhibition Area, where you will have the opportunity to meet with your fellow HR Professionals and network. During the break, there will be Day Stage sessions, content-driven presentations delivered by our Sponsoring Partners.
In today’s rapidly transforming global labor market, organizations are under constant pressure to select and develop the very best talent. But, the skills required of this talent continue to evolve. Learn how global companies are harnessing AI, along with their human expertise, to up-skill and re-skill their workforce to position their organization for the future.
More information about this session will be available soon!
Mark Howarth (Director of People & Culture Analytics) & Magali Demierre (Global Head of EX) will talk about how an employee listening strategy is key to implementing PMI’s EX strategy along the Employee LifeCycle and improving the overall employee experience. How technology enabling open text analysis & data is being used to support targeted action planning that will make a difference to PMI’s employees experiences at a time of unprecedented transformation of PMI’s business, from B2B to B2C with the clear mission to create a smoke free future!