An overview of Talent Intelligence as an emerging discipline, the similarities and differences between People Analytics and Talent Intelligence, and how People Analytics and Talent Intelligence combined can provide organisations with a strategic advantage.

Businesses thrive financially when the ability to retrieve insight goes beyond the data science and reporting teams.

This case study demonstrates how HR professionals' analytical mindset is changing, how they can work with data scientists to find beyond the simple metrics, and develop impactful people analytics practices.

In this session, Madhura Chakrabarti will share how Syngenta is preparing to build a more data-driven HR function, the challenges and wins from its 2.5 year journey, and concrete examples from its HR Data Fluency learning program.

Patrick Coolen provides an overview of the foundations of People Analytics for organisations at the start of the journey.

Wellbeing has been a huge global challenge over the course of the pandemic. Remote working, health, isolation, connectivity, pace of change, long hours, involuntary childcare… with so many challenges, it’s almost a mystery how we made it through.

Empowering HR and the business to be more “data-driven” when making workforce and people decisions.

In his keynote, David will share insights from Insight222’s recent People Analytics Trends study. He will also highlight research, case studies and leading practices from Excellence in People Analytics, his book co-authored with Jonathan Ferrar. 

In no other American corporate construct do we tend to celebrate effort over impact like in the context of DEI.

In a 2018 publication in Harvard Business Review, McKinsey introduced the role of Analytics Translator. The Analytics Translator bridges the gap between data expertise on the one hand and business expertise on the other hand.

In this session, Linda Vos will discuss two advanced people analytics use cases along the employee journey that have already been proven to be successful in terms of business impact and ROI.

Due to the continuous changes that organisations are facing in this volatile world, Talent Intelligence has never bene more vital for organisations’ growth and survival.

Good People Analytics teams surface insights. Great teams deliver outcomes through the actions of their clients.

Interviews and qualitative data analysis are essential to identifying the barriers to improved organisational performance.

This presentation will provide a base blueprint for people analytics professionals to redefine their reports and tell the stories to prove that their companies are preparing their people for future success.

Vicky Joynes and Steve Scott have developed a new approach to building a data driven HR culture at Standard Chartered that is grounded in partnership and a genuine appreciation of the challenges and opportunities that each are grappling with. This session will provide an overview of this approach and describe some of the innovative approaches they and their teams have taken together.

This study, analysing interview and survey data from approximately 700 HR practitioners with diverse backgrounds, uncovers impeding factors in the application of People Analytics.

What sports front offices can teach People Analytics about quantifying employees’ experiences.

Whether you’re a new analyst trying to understand how to use HR data to support DEI efforts, or an HRBP trying to understand how to use data to support diversity in promotions, this session is for you.

In this session, Rodolphe Guerin, will unpack the fundamentals on what it takes to deliver actionable insights.

This session proposes an alternative way of analysing organisational survey data by means of a network analysis.

During this workshop, Dr Max Blumberg, Chartered Psychologist and People Analytics Career Development Coach will explain the following psychometric instruments to help participants plan their perfect People Analytics career, and then take it to the next level.

Join this interactive discussion to explore how you can drive better collaboration to understand, align and leverage people data and analytics to meet business and talent goals.

This session, with Ultranauts CEO Rajesh Anandan, takes a deep dive into the lessons learned over almost a decade of experience and experimentation in reimagining performance management, including how to level the playing field for training and development, identify and mitigate bias in performance reviews, and eliminate the potential for favouritism in promotion decisions.

The idea of ‘the right people in the right place’ is tired. Capability, rather than capacity, is at the core of strategic workforce planning.

The HRBP has a unique role in business, and can be one of the most powerful enablers of People Analytics and data-driven HR in business operations.

Jordan reflects on the difference in his experiences of two journeys, five years apart.

People Analytics is only useful if it goes beyond "that's interesting" into something that is used widely to drive real change.

Ian O’Keefe, who leads People Analytics globally at Amazon, will show how People Analytics is embedded throughout the entire corporate structure, working backwards from customers, working with data science teams and senior leaders, using both centralised and federated models.

The global changes in ways of working in 2020 and 2021 elevated the influence people analytics teams had in business. Now, as we adjust to the new normal, how do we continue to enjoy the same relevance in the future?

Initiatives to improve the workforce experience can be complex and expensive. These involve collaboration across multiple functions (HR, IT, space planning, communications), changes to processes, systems and culture, and of course – big investments.

This session provides a gentle introduction to data analysis with the Pandas module. By the end of the session, you’ll be able to complete an exploratory data analysis of employee attrition data.

Rob Cross will discuss his recent book – Beyond Collaboration Overload – and show how top performers who also thrive at work, collaborate in a more purposeful way.

Learn about what Grainger tracks as key measures to identify gaps and understand the impact of initiatives, with a focus on leading indicators aligned to strategy that influence improved representation outcomes.

In this presentation, Laura Stevens and Tina Peeterswe discuss how defining and tracking progress across a few critical behaviours can drive strategy delivery and position this topic as a part of a broader employee listening strategy.

This presentation outlines the journey of Fresenius Medical Care from a decentralised organisation to a more integrated HR organisation, delivering on internal and external expectations related to people sustainability based on data, evidence, and a story surrounding those insights.

David Green chats with Uber’s RJ Milnor in this fascinating and revealing discussion, which will dig deeper into the future of People Analytics in a transformed operating model.

In this session, Jamie Nevshehir and Lynette Carlson explore the journey that NBCUniversal has taken to build a foundation for People Analytics, and how that infrastructure is now helping other corporate functions.

During this session, you will hear about how Merck Group successfully put people analytics at the centre of all business and people decision-making.

Marius Leckelt and Gianna Pfiffner will demonstrate how Natural Language Processing can be used to discover actionable insights from untapped sources, such as unstructured text from performance evaluations.

Inclusion is essential for employees to feel like they can belong, contribute and thrive at work.

Our mission as the Global Workforce Analytics team at Henkel is to help HR and people managers take better, fact-based decisions.

This session gives an overview of how concepts of systems theory can help people analytics and other HR professionals make the right decisions and navigate through complex problems.

A fundamental part of a workforce insights strategy is the focus on people leaders as the ultimate beneficiaries of People Analytics.

This session will provide a brief history of ONA, introduce you to basic network characteristics and the theories that underpin them, and end with practical applications of its use.

Planning for the future is key for long term business success. Understanding how the organisation will change allows us to plan for the future to ensure the right workforce is in place to execute the business plans.

Discover the insights generated by the RTR People Analytics Technology Report 2022, and learn about the movements and innovation taking place around the global marketplace for People Analytics technology.

Every organisation is doing people analytics to some degree and with varying levels of success. Most start with Excel and progressively layer on other technologies to aid in visualization and delivery. Then, they hit the wall.

This session will address how to use large volumes of open-text data, for example the answers of a text question in an employee survey to identify issues, potential solutions and where to focus action.

'AI and OSH in the New Worlds of Work' delves into the integration of technology in workplaces, exploring both its positive potentials and potential risks.

A practical exploration of work done to assess the impact and value of an employee referral programme and onboarding training on new starter retention.

The hardest part to doing anything is often getting started or even knowing where to start.

Learn how Caterpillar have rebuilt as a skills-based organisation to embrace the new realities of work, and how they measure success in the new talent strategy.

This session will decode what makes a successful people analytics conversation successful, and lessons learned.

This panel discussion will explore how fields such as Decision Intelligence, Machine Learning, and Generative AI are impacting the workplace, and what must be done to get ahead of potential problems that can arise from such rapid and transformative change.  

According to research by McKinsey, as businesses move from efficiency to performance, HR organizations must move away from “process excellence” and focus on “data excellence” in order to keep up with business challenges on demand and at scale.

During this workshop, we'll take you on a virtual mission to develop a new online application for a typical business task.

Many organisations understand the importance of People Analytics, but struggle implementing a company-wide solution that drives successful analytics.

The presentation will consist of two use cases, showcasing how people analytics can be turned into a well-informed and data-driven employee experience.

This session will demonstrate easily achievable techniques that can be applied at whichever stage of the analytical journey you are in, to help increase the impact of data and lead to better decisions.

Skills gaps are a Board-level, company-threatening issue. Your business and your people need the right skills to stay relevant in the future. 

In this session, Alec Levenson will separate hype from substance, and address the foundational approaches People Analytics needs to embrace to deliver maximum value to the business:

This presentation shows how people data and analytics can integrate with the wider organisational strategy, and macro trends that leaders should plan for.

In this session, Andrew Marritt will discuss what they've learnt from completing hundreds of text analysis projects over the last 8 years.

In this session, Brenda Kowske and Erica Vermeij will take you through the steps it takes to design an organisation. Discover the role data plays in finding areas of opportunity, measuring progress, and ensuring success.

In this panel discussion, we will explore how to set up a TI function in your organisation, and how to leverage the insights generated to support your business goals.

In the context of a transforming industry, Novartis P&O (HR) enable large-scale change through Strategic Workforce Planning (SWP) and movement towards being a skills-based organisation.

Find out how Ericsson used some of the learnings gained from studying talent flow to accelerate Talent Strategy.

Panel discussion around building capability in different kinds of organisations – from tech to traditional to civil service – and how to strike a balance between speed and robustness.

In this session, we will share how 1 in 3 fortune 500 companies are using Visier to deliver on people analytics securely, and at scale, and making their organization data-informed. 

In this inspiring session, best-selling author Cole Nussbaumer Knaflic demonstrates how to overcome common graph and slide issues, plus shares secrets she used to transform herself from a shaky-voiced introvert into an adept presenter.

This session will focus on how Nokia is using Advanced Analytics/ML to facilitate Employee Development, Career Mobility and Improved Experience.

This case study outlines Shell’s approach to Employee Listening as a means of measuring and enhancing engagement, while gathering relevant people data to provide leading business indicators across multiple organisational levels.

This session is intended to shed light on maximising the value and impact of people analytics from the perspective of both the practitioner and the end-user.

A few short years ago, predictive analytics was something out of reach on the upper left corner of the people analytics roadmap. This is no longer the case. In this talk we're explore the ups and downs of that new reality.

Learn how Nestle People Analytics worked with its business leaders to understand, research and analyse the future skills required to deliver a Future Ready Workforce.

We are seeing an evolution in what is being requested from HR business partners and central HR teams, including an understanding of data and the way we visualize and create a narrative from it.

A holistic approach to continuously assessing and filling future skills gaps to enable digital transformation at scale.

Learn how Intel created a proactive capability to predict employees at risk of attrition, and proactively retain the best talent in the world.

During the presentation, many real People Analytics projects are used as examples. A must-see presentation for all who have started with their journey on People Analytics or are thinking about it.

In this session, learn about how to create a skills-first strategy to handle uncertainty in the market.

In this session we unpack the components of the people analytics operating model that enable delivery of personalised insights, on demand and at scale , as efficiently as possible to HR, the C-suite and even to line managers across the business.

Based on the results of national surveys of India and Australia, Japneet and Greg will share the findings and explore the maturity of the APAC region.

Advanced analytics have been applied on survey data to unlock hidden insights about strategic leadership and the importance of it adopting The Wärtsilä Way.

In this panel discussion, we will explore how to set up a Talent Intelligence function in your organisation, and how to leverage the insights generated to support your business goals.

Hear Andreas Kyprianou story, and find out how the sometimes abstract world of analytics has real impact on the lives of employees, as well as on business continuity when faced with the real possibility of collapse.

This session will explore the importance of integrating talent strategies into your product strategy for producing better long-term outcomes, and how to measure ROI on talent strategy and programmes.

This session will explore human-tech interaction in HR, the changing role of People Analytics, and interdisciplinary approaches including learnings from web analytics.

We all know we should listen to our employees. But what then? And how do I make it not feel like listening to employees is a thing, separate from what we do as people leaders everyday...? Learn how LSEG does it in this session!

Diving deeper into the the effects of hybrid working, and ways in which People Analytics can help steer the organisation.

Join two senior HR and People Analytics leaders with long experience in driving change through analytics across organisations, and one of the world's leading authors and consultants in data storytelling, to unpack what makes data have an impact on people.

A rare opportunity to hear from the most senior person in one of the US Government's most admired and respected agencies. Jane Datta has consistently led the charge in bringing Strategic Workforce Planning and a data-first approach to strategic alignment in HR.

Visualising HR data with Ingentis org.manager makes it easy and effective to analyse individual talents and the entire workforce, thereby allowing you to identify optimisation measures to help your employees and organisation achieve their full potential.

In this session, Hesham Ahmed from Unilever discusses an approach to a data strategy that challenges some of the traditional orthodoxy.

In this session we will talk you through how People Analytics helped understand the drivers of the gender pay gap to enable the right actions to be taken.

David Green, Managing Partner at Insight222 and co-author of Excellence in People Analytics, will share insights and examples of how leading companies are using people analytics to generate value for companies and employees as well as helping to shape the hybrid workplace.

Cómo crear una área sostenible de People Analytics o Analytics en general, pensando en los básicos pero también en los avances crecientes del conocimiento y la tecnología de la área.

En la presentación se valorará la gestión del desempeño como un proceso conversacional y se buscará relacionar los estilos de feedback de los líderes con otras cuestiones de la gestión tales como el clima, la apreciatividad y el potencial de desarrollo.

En estos 30 minutos indagaremos en el concepto del ecosistema de datos (un enfoque sociotécnico para la transformación digital), que permite construir una estructura colaborativa integrando no solo recursos, sino también a las personas que los utilizan.

La importancia de desarrollar y principalmente retener el talento es fundamental para el éxito en las organizaciones. En esta sesión presentaremos un proyecto aplicado de people analytics para la predicción de abandono de un empleado en una empresa de manufactura.

Esta sesión permite revisar los principales desafíos que hemos enfrentado como área de HR, como de manera sistemática hemos podido resolver estas distintas problemáticas y así avanzar en la generación de una propuesta de valor consistente, escalable y que resuelva problemáticas de negocio reales.

¿Es People Analytics una tendencia o una disciplina que está tomando fuerza dentro de las organizaciones? Te invitamos a escuchar la voz de tres speakers que están pensando las organizaciones del futuro y cómo los datos son un aliado clave para lograr una gestión más efectiva del recurso humano. 

In his keynote, David will share early insights from Insight222’s 2021 People Analytics Research. He will also walk through research, case studies and leading practices from Excellence in People Analytics, his recently published book co-authored with Jonathan Ferrar.

Descubra la visión que tienen los líderes de Recursos Humanos sobre la importancia de los datos para gestionar el recurso más importante que tiene una organización: las personas.

Comprender e identificar los flujos de información informales, que existen en la organización y como estos pueden facilitar la construcción de una cultura de aprendizaje y conocimiento continuo a través de la construcción de las redes organizacionales.

Desde el 2018 el área de People Analytics de Telecom ayuda a líderes de la organización a tomar decisiones entregando valor con estudios cuantitativos, análisis y predicciones. El camino no ha sido fácil, luego de una fusión, la convivencia de las personas en la búsqueda de una cultura en común y sus formas de trabajo intervinieron haciendo que el recorrido sea desafiante.

Esta charla busca compartir recomendaciones sobre cómo formar una función de people analytics, desde la mirada de una empresa global.

People Analytics es una de las áreas de recursos humanos más importantes y de más rápido crecimiento.

Vamos a contarles el recorrido del área de People Analytics de Farmacity. Empezaremos por presentar a la empresa y a los miembros del equipo. Luego veremos con qué nos encontramos al tomar las riendas del equipo y los pasos que seguimos para posicionar al área de People Analytics en el radar de los colaboradores.

People analytics grow up, no es solo un proyecto es la transformación cultural de un área que comenzó a tomar decisiones en base a datos, se contagiaron del poder de la data y comenzaron hace tres años a medirlo todo y hoy tienen toda una batería de información histórica para sacar grandes y exitosos proyectos de advanced Analytics.

Organizational Network Analysis | Analítica Relacional: Te ofrece un nuevo “lente” para conocer el flujo de información, como colaboran y se comportan las personas y los equipos dentro de tu organización, proporcionándote insights sobre productividad, bienestar, rendimiento y experiencia del empleado.

Se presentará a los asistentes cómo el mundo de los datos y los algoritmos se pueden integrar en un producto final para los empleados, donde esas recomendaciones inteligentes les llegan directamente a ellos de manera sencilla.

Uno de los principales retos para implementar proyectos de People Analytics en las organizaciones es la falta de datos o la mala calidad de los mismos.

Identificar que más allá del dato y resultado del ejercicio analítico, el valor agregado se encuentra en los planes de acción y las iniciativas que se generan a partir de él.

People Analytics ha dejado de ser una tendencia para convertirse en una disciplina crítica para las áreas de Recursos Humanos que quieren lograr una gestión más efectiva del recurso más importante de una organización, Las Personas, desde una perspectiva data-driven.

¿Realmente, llevar un curso diseñado adhoc para ejecutivos tiene un impacto directo con el cumplimiento de sus objetivos medidos anualmente? ¿Cumplir objetivos de forma satisfactoria puede atribuirse a que hubo un impacto positivo del entrenamiento recibido?

Los datos como ventaja competitiva de las empresas: datos de negocio y datos de HR. Calidad de datos, sistemas/base de datos y otros tipos de datos. Enfoque en ExxonMobil & Mercado Libre.

En esta presentación hablaremos sobre algunas barreras a la hora de aprender a programar en R y como superarlas, mitos, y algunas de las oportunidades que ofrece este lenguaje para simplificar nuestro trabajo.

People Analytics at Vale, in addition to enhancing a data culture, contributes to the agenda of people at the center and drive the transformation of leadership, where leaders are accountable for management and results of their teams.

El Service Design e Innovación, hoy en día están en boca de muchas empresas, sin embargo, pocas tienen el músculo o las herramientas para realmente ponerlas en práctica.

En esta presentación, Caroline Styr, directora de investigación de Insight222, explora cómo los datos de comportamiento pueden informar la estrategia de mejora de las habilidades de RH de su organización, y por qué no puede ignorar el contexto cultural que impacta en la reinvención de RH.

Muchas organizaciones batallan para alinear gente, procesos y tecnologías adecuadas para la óptima implementación de una cultura data-driven en una organización, lo que dificulta mucho los desarrollos de ciencia de datos en People Analytics y a su vez también dificulta la retención de los científicos de datos.

Mantener un alto compromiso y productividad durante estos tiempos cambiantes se está volviendo cada vez más complejo.

Esta presentación abrirá una nueva perspectiva sobre cómo entender cuáles son y los efectos de los precursores del engagement en la organización (como la relación con los gerentes, la seguridad psicológica, la percepción de la justicia, e incluso aspectos más específicos como el nivel de burocratización del entorno laboral y la trayectoria profesional de influencia en Y).

Cómo acelerar la ejecución de entregables de People Analytics? Cuanto tiempo nos dedicamos a limpiar los datos para cada entregable de People Analytics? Conocemos quién es el dueño del dato que necesitamos? Quién es el responsable de la calidad de los datos en RR.HH? 

La inteligencia artificial ha resuelto el problema de detectar aquellos colaboradores más propensos a dejar la organización y por otro lado, las empresas son conscientes de los costos asociados a la rotación de personal. Sin embargo, no hay suficiente literatura que trate el tema de qué monto invertir para que la retención sea rentable.

Retención de empleados en ambientes con retos de digitalización de la fuerza laboral.

Esta presentacion tiene el fin de demostrar como aplicar Text Analytics de bajo nivel para poder entender qué opinan nuestros colaboradores, procesando las encuestas internas/externas y obteniendo varios insights de los resultados.

Todo el mundo habla de People Analytics, pero son pocas las organizaciones que están aplicando modelos de analítica avanzada para resolver problemas de negocio desde una perspectiva de personas.

El fenómeno del “great resignation” ha puesto nuevamente a la gestión de la rotación de personas en el centro de la preocupación de múltiples profesionales que gestionan personas, ya que impacta tanto el capital humano de las organizaciones, como otros sub-procesos clave de RRHH (reclutamiento, recompensa total, etc.).

Don't miss this opportunity to learn how Visier can help you unlock the power of your own workforce data to meet CSRD requirements and drive sustainable business outcomes. Register now and join us for this informative webinar.

People analytics not only enables organisations’ data-driven strategies for talent retention, but emerging databases increasingly offer tremendous opportunities to understand employee behaviour. 

Join us for a moderated panel discussion featuring Kevin Metherell, Head of People Analytics, Insights and Innovation at Experian and Mihael Šutalo, Vice President People Technology at Pandora. Together with Andrea Derler, Principal, Research and Value at Visier, they will share their valuable insights and experiences in leveraging people analytics to deliver insights and business value to their organisations.

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Starting with a dense attrition bubble graph, Cole will draw on inspiration from the SWD community to give a practical demonstration of how to bring data to life with a compelling narrative.

The panel will discuss the strategic challenges facing Talent Acquisition functions right now, and the role that data is now playing in achieving corporate and business objectives, as the world continues to adapt to the pandemic. 

Hear from four seasoned leaders with experience in both People Analytics and Finance. Each of them brings expertise in how people and organisational data can impact the bottom line, and how working with Finance stakeholders can accelerate results. 

Are you ready to harness the true potential of People Analytics and elevate your business to new heights? Join us for this webinar as you can learn the three key elements that will empower you to scale, extend, and significantly increase the impact of People Analytics for your business.

In this interactive discussion, Angela Ignam Mahon of Aviva and Catriona Lindsay of Avon unpack retention and diversity in the Enterprise today, and why these strategies are falling short.

This panel discusses the most important trends and priorities for the digital HR leader in 2023. The panellists debate the best approaches for tacking the headwinds and harnessing opportunities, and where People Analytics can be a key competitive differentiator in the year ahead.

Exploring different routes to success and scalability in People Analytics technology. Deliver strategic impact at lower cost by getting smart about People Analytics technology.

 In this presentation, Jonathan gives you the conceptual underpinnings behind giving better presentations, and the tools and techniques to put them into practice.

In this session, Emily Pelosi will briefly overview Employee Listening and what this function looks like at Intuit regarding critical objectives, operations, principles, and long- and short-term goals. Specifically, Emily will provide their criteria for evaluating their listening channels as guidance for other practitioners when designing a rigorous and strategic listening function. Additionally, Emily will share how Intuit incorporates listening data into operational mechanisms to activate insights with senior leaders and drive real change throughout the organisation.

Mark Lawrence, Head of People Analytics Consulting & Insights at PMI, joins Dr. Pelosi for a live audience Q&A after the presentation.

Join us for an engaging webinar as we dive into the world of data-driven skill insights and uncover the keys to unlocking your workforce's true capabilities.

In this session, our speakers will delve into the various limitations often encountered with Diversity, Equity, and Inclusion (DEI) plans in the enterprise.

In this webinar, workforce planning experts - Melissa Kantor (The Lego Group), Stela Lupushor (Reframe.Work) Ian Cook (Visier) - will discuss how they are guiding organisations to better business and people outcomes by providing answers at scale, to key business questions in the moment that matter. 

We bring together four senior figures in People Analytics and Digital HR to share their own strategic agenda for 2022, and discuss the emerging opportunities for all businesses to use people data for major competitive advantage this year and beyond.  

The incredible journey of NSW Health Navigating the COVID Pandemic spawned some incredibly important lessons in SWP. A must watch session for anyone in the health, aged care or disability sectors.

As the saying goes: "They can put a man on the moon, but...". More often than not, when we use this phrase, we're referring to a very different 'they'. Not this time!

Leading banking and finance analyst turned people data scientist Sravan Rajupalem takes us through how non people methods can be applied to people-based challenges to make future predictions. 

Ever wonder how you create a skills taxonomy for a large workforce? Rob takes us through not only how to do this, however discusses the critical elements which underpin the success of skill based SWP for an organisation in excess of 174,000 staff.  

In this insightful session, Justin Straharsky, co-founder of Humyn.ai, takes us through how organisations can leverage technical communities to source critical machine learning and AI capabilities.

This incredible session takes us deep inside the challenges faced by large financial services organisations in implementing Strategic Workforce Planning.

How NatWest Group are preparing their people for the future of work.

Megatrends are making the labour market more complicated than ever. The skills required for different profiles are changing, big attrition is also hitting hard, and the economic uncertainties are making workforce strategies complicated. A globalised approach to Strategic Workforce Planning has never been more critical, so what needs to happen for it to be a success?

The truth is that busy executives, harassed managers and stretched HR teams don’t want data, a beautifully defined problem statement, or even a mathematical model describing how to “close the gap” – they want a prioritised task list and actions that yield demonstrable results.  Matt presents a short case study on realising the benefit of an investment in SWP through actually doing something with the data.

Rethinking and restructuring how roles and skills are categorised is becoming an essential next step in enabling Strategic Workforce Planning to be more agile and effective, and better serve the specific needs of the business. Join this final session with Gill and explore how to approach this mammoth task.

Nick Kennedy is joined by Philip De Neve (Founder, Talent On Demand) to review some of the key insights to emerge throughout the day, and invite further comment and discussion from the audience.

The moral imperative for Agile Workforce Planning. In this provocative session, Adam will discuss the ‘three evils’ of the unsustainable workforce, their impact on the UN’s sustainable development goals and how to solve them with agile workforce planning.

People Analytics and Talent Intelligence provide an essential data-driven resource and guidance system for Strategic Workforce Planning. Too often, companies rely on financial and resourcing data to plan their workforce strategy, without including a robust and analytical approach to understanding their existing workforce and external labour market. Learn how Roche Pharma is connecting these dots.

Implementing any form of WFP is hard, if you’re to realise all of the benefits it can deliver. But where do you start? What do you need to think about? What might trip you up along the way? David will offer some insights and some original thought on some of the things you should do to successfully launch your own WFP implementation – and some of the things you should avoid.

Everyone’s journey is unique – there is no ‘one size fits all’ when it comes to strategic workforce planning. As much as it’s an organisation’s journey, it may be also your professional one, and there is nothing more exciting than figuring it all out! In this session, Ausra will share how SWP has been – and still is – evolving within Nissan, and then lead an open discussion with attendees about successes and objectives.

How do you show commercial value through people insights, and then execute on the plan? This panel discusses combining commercial, value-creation analytics with recruiting and resourcing activities, and using a blend of people, finance and operational data sets to support short, medium and long term workforce planning.

Practitioners and enthusiasts know SWP is important, but getting budget unlocked for people and platforms can be a challenge. This session simplifies the conversation to three major ROI areas to enable your next funding conversation. Learn how to make an SWP business case with a clear framework that makes financial sense.

This incredible session takes us deep inside the SWP evolution and approach of the one-and-only NASA via a truly unique fireside chat with Chief Human Capital Officer - Jane Datta.

Drawing upon his extensive experience of helping organisations realise value from implementing it, David Edwards will offer his inimitable perspective on how WFP has to be made worth it for the organisation as a whole.

This session will share how to build the right structure of roles, identify the critical ones, and build and release a model to the HR community to anticipate voluntary turnover of key roles and Campari talents.

Leading banking and finance analyst turned people data scientist Sravan Rajupalem takes us through how non people methods can be applied to people-based challenges to make future predictions. By taking thinking traditionally applied to credit risk problems, Sravan provides a live demonstration about what the organisations future gender diversity projections look like. A fascinating and entertaining session from a truly innovative people analyst.

This insightful discussion explores the intricacies associated with layers and levels of planning, and how that can be related back to the daily activities of each employee in order to create a more mobile, flexible and muti-skilled workforce. 

A world first for SWP, we’re opening the floor to our delegates to ask three incredibly passionate and knowledgeable SWP thought leaders whatever burning questions they may have.  This truly unique session will make for some incredibly thought-provoking and robust conversation, fantastic interaction with some of the worlds most well-known SWP faces, and an opportunity to tackle some the big issues surrounding SWP.

Practitioners and enthusiasts know SWP is important, but getting budget unlocked for people and platforms can be a challenge. This session simplifies the conversation to three major ROI areas to enable your next funding conversation. Learn how to make an SWP business case with a clear framework that makes financial sense.

The challenge of instilling urgency and driving action when the problems you're tackling lie years in the future.