‘State Of The Nation’ – Market Intelligence For Successful Sourcing And Recruitment
Presented By: Faye Walshe, Global Head of Innovation, Resource Solutions
Many organizations have tried and tested models of recruitment, standard sourcing methodologies, familiar routes to talent that are well trodden, and often successful, at least they were….
However, these talent attraction models are operating in a dynamic environment that is influenced by the actions of multiple mechanisms. Black Swan events, however improbable, have enormous impact when they do occur, as the COVID-19 pandemic demonstrated. The impact on supply chains was not just limited to microchips, but talent and people too.
Resource Solutions is providing its customers with Market Intelligence that empowers them to navigate successfully through the new dynamic. We’ll explain how:
- We use analytics to analyze and inform best sourcing methodologies and route to market for talent.
- Support clients with demographic analysis for medium to long term organizational planning
- Use data analysis and insights to enable a clear view outside the silo drawing together multiple factors that influence specific role type recruitment
Leveraging Organzational Network Analysis To Optimize Talent Decisions
Presented By: Michael Moon, Global Director Learning Experience and People Analytics, Align Technology
In today’s workplace it has become inherently clear that it is the ties and the relationships between individuals – and not necessarily individual attributes – that really matter in their efforts to optimize their talent. Organizational network analysis (ONA) essentially looks at how people are connected to other people, and how [networks] help people be better together. With the right data on interactions, you can mathematically analyze and visually depict the locations of employees within their social networks and see who’s connected to whom.
As organizations try to expand their talent management focus to include teams, the traditional approaches to assessing and measuring talent are not as effective. Social network analysis enhances the role of HR and helps them to provide modern data-based decision-making approaches to the management of their people. From attraction to development and retention, bringing awareness to the types of structures that exist in an organization is just the first step in helping companies capitalize on the unique and truly inimitable value of their human and social capital.
- The basics of network analysis, network measures and their importance to organizations
- How the analysis of networks can be applied to talent management, leadership development, workforce analytics and other HR programs (including case studies)
- How organizations can get started with ONA
- Broad understanding of the existing resources — technology and services — available to help collect, analyze and visualize network data
Modern HR Innovation and Digitization – Empowering Enterprises and Employees
Presented By: Rajamma Krishnamurthy, Senior Director HR Technology, Microsoft
The dynamics of how and why people work is changing, impacted by and in parallel with broader social, economic and technological shifts on a global scale. Skilled labor markets are more competitive than ever, and we must excel in attracting, retaining, growing and reskilling top talent to compete in this new environment.
Employee expectations have changed dramatically in the last decade. How does one then set up the HR digital transformation in this experience age? How can companies set up focus areas for better analytics and experiences, that can help enterprise be agile in the face of challenges and ensure that they can engage and retain necessary talent?
This talk will address the above in the context of how Microsoft is making investments in HR Technology and Employee Experiences to leverage the same for agility, connected data and delightful experiences
Come to learn:
- How to set up the modern HR vision that focuses on Employee Experiences
- How to plan and execute on leveraging the investments for an agile enterprise and engaged employees.
Talent Acquisition Metrics – Path To Analytics Maturity
Presented By: Brian Wiemhoff, Global HR Analytics Leader, Caterpillar
In today’s hypercompetitive market for talent, Talent Acquisition plays a more important role than ever in bringing the right talent to an organization. As we start to contemplate success metrics around the profiles and skills that will allow us to achieve our business goals, core metrics around our recruitment processes are foundational in our ability to deliver that next level value from an analytics standpoint. This session will focus on building those common efficiency and effectiveness metrics that will enable Talent Acquisition teams to effectively manage their organizations and processes for success.
- Learn how to build support and credibility around common metrics for Recruiting Leaders
- Understand how to define what metrics are critical to the business to ensure operational excellence as a Recruiting function
- Learn how to use talent acquisition metrics to enable more strategic conversation with the business around success metrics from a broader talent perspective
‘Cloud First’ HR IT Architectures For Global SMBs & HR Analytics – How To Develop A Scalable, Adaptable & Secure HR Tech Strategy That Considers ‘Emerging’ HR Systems Across Global Markets
Presented By: Daniel MacDonald, Director of HR Technology & Operations, DoubleVerify
For those of us in the field of HR, Operations & Analytics – has there ever been a time that we did not need to prioritize major change? If’ ‘Analytics’ is our objective – research suggests that SMBs are focused primarily on simply updating, refreshing & distributing data.
Daniel will share his HR Tech Ops Strategy at DoubleVerify and his ‘Cloud First’ approach to HR Operations and People Analytics. Throughout the discussion, he will review the topic in the context of global markets, A.I. technologies, data science & HR operations.
Key Learning Concepts:
- Practical examples of a ‘Cloud First’ HR strategy and what it will take to succeed.
- Historical HR approach to operating systems vs. ‘Platform as a Service’ (PaaS).
- What data management skills does the HR profession need, or how do we find them?
- What can the HR function learn from traditional IT: ‘Agile’ DevOps, Data Science & A.I.
Reading Data – What’s The Story?
Presented By: Brain Durkin, Data and Information Solutions Leader, USAA
The continuous growth and increased availability of people data should lead to a wealth of knowledge about the workforce. However, many organizations are left “data rich but insight poor” without visualization techniques that enable effective data exploration and storytelling. Your data may be trying to tell you something you didn’t expect… or weren’t even looking for. Do you see it?
- See examples of how USAA uses data visualization techniques with people data.
- Learn how the breadth and depth of a dataset can impact insights.
- Understand when off-the-shelf tools and custom solutions can add value.