Agenda

08:30

08:50

THE EVOLUTION OF WORKFORCE ANALYTICS & HR DATA

09:00

  • Making sense of the evolution of workforce analytics 
  • Making workforce analytics a core organisational function 
  • What the future of workforce analytics looks like 

 

 

ALIGNING DATA ANALYTICS TO ORGANISATIONAL STRATEGY 

09:30

  • Aligning your HR function and data analytics to your key organisational goals 
  • Identifying the right course of action and using analytics to guide the process 
  • Working with other heads of department

10:10

  • Forming and testing hypotheses through the identification of patterns  
  • Using data to define the core causal factors 
  • Creating a compelling case for change

10:40

11:00

  • Gathering influential data and building a hypothesis 
  • Opening a dialogue with management and selling the idea 
  • The importance of considering the user throughout the process

LEARNING AND DEVELOPMENT

11:30

  • Identifying key skills and mapping relevant career pathways 
  • Providing clarity around the pathways between skills, roles and disciplines 

 

 

ENGAGEMENT & PERFORMANCE 

12:00

  • Enhancing employee engagement at each stage of the employee journey 
  • Improving talent retention through effective data analytics 
  • Identifying and addressing reasons for attrition 

 

12:30

  • Moving beyond rigid engagement surveys 
  • Analysing employee well-being & engagement through data analytics 

 

01:00

01:50

  1. Roundtable I - Gathering quality data

  2. Roundtable II - Turning data into insight
    • Rochelle Bugarin, HR Insights & Analytics Manager, UnitingCare QLD

  3. Roundtable III - Turning insight into an action plan

  4. Roundtable IV - Selling your action plan to management 

DIVERSITY & GENDER

03:20

  • Understanding internal and external factors leading to gender discrepancies 
  • Implementing effective recruitment practices & eliminating unconscious bias 
  • Using analytics to track the success of diversity & inclusion initiatives 

 

PREDICTIVE ANALYTICS & WORKFORCE PLANNING 

03:50

  • Matching organisational needs to labour market trends 
  • Predicting and responding to demographic changes 
  • Creating an effective talent pipeline  

 

 RECRUITMENT 

04:20

  • Identifying the need for an effective selection tool 
  • Building and implementing an effective in-house selection process using analytics 
  • Measuring the return-on-investment 

 

04:50

  • Using data to identify key performance predictors 
  • Working with third parties to develop data-based selection criteria  
  • Using data to accurately predict high performers

05:20

05:30

05:40

08:30

08:50

COST-EFFECTIVE HR DATA ANALYTICS 

09:00

 

 

  • Making the decision to build, buy, or borrow 
  • Avoiding data overload 
  • Using your existing data & systems to full effect 

 

 

DATA INTEGRATION & VISUALISATION

09:40

 

  • Effective story-telling through data visualisation 
  • Using data visualisation tools to enhance data literacy  
  • Simplifying data and explaining key insights 

 

10:10

  • Understanding & explaining what clean data looks like 
  • Getting commitment from the entire organisation 
  • Integrating all data into a single source of truth 

 

10:40

ORGANISATIONAL CAPABILITY & SKILLS SHORTAGES

11:00

  • Sourcing and attracting the right talent 
  • Partnering with third parties to develop tailor-made training 
  • Establishing graduate career pathways into HR analytics

 

 

11:30

  • Improving the capability of your existing HR function 
  • Implementing effective data analytics training programs  
  • Persuading colleagues of the merits of data analytics

THE FUTURE OF DATA ANALYTICS 

12:10

  • Understanding organisational network analysis and the data required  
  • Avoiding common mistakes and over-reliance on ONA 
  • Optimising your business structure through ONA

 

12:40

01:40

  1. Roundtable I – Structuring remuneration through analytics  
    • Thanh Nguyen, Integrated Workforce Management - Transformation & People, Telstra

  2. Roundtable II – Measuring employee wellbeing & engagement 
    • Lara Donnini, Chief People Officer, Wilson Group 

  3. Roundtable III – Using data to measure & enhance productivity

  4. Roundtable IV – Improving recruitment with analytics

DATA GOVERNANCE & ETHICS

03:10

  • Understanding the possible threats behind data breaches
  • Effective internal processes and governance structures
  • What to do in case of a data breach 

  • How to ensure your organisation's reputation remains secure

 

03:40

 

  • Understanding the legal and ethical implications of data retention & usage 
  • Protecting your employees, organisation and reputation 
  • Deciding the difference between what “could” versus what “should” be used 

 

04:20

04:30

04:40

Enhancing Performance Reviews Through Data Analytics 

 
Measuring Meaningfully with Metrics that Matter 
 
In a context where almost any CEO will dedicate a paragraph in an annual report to the fact that employees are their most significant asset it’s interesting that more often than not, that can be where the analysis stops. With the help of analytics, businesses can isolate the dimensions that most strongly predict future employee performance therefore optimise their investment in their workforce. Human-centred process increases adoption and engagement by considering the motivations of all stakeholders. Cutting-edge performance management should sit at the nexus of these two drivers. 
 
If done poorly, it can mean making bad business decisions and missing value. If done well, it can provide an invaluable insight into the performance of your workforce, and guide key business decisions. The aim of this workshop is to equip you with the tools to critically evaluate your collection and analysis of employee performance data and to consider how you can optimise performance management to drive business results. 
 
Reasons to attend this workshop: 
Gain hands-on experience in how to use data for performance measurement 
Learn how to measure your return-on-investment with your performance review analytics  
Find out how to identify your key performance drivers 
Identify and avoid common sources of bias and gather meaningful data 
Learn how to use meaningful performance measurement data using a human-centred approach 
Learn how to design your performance review process 
 

Workshop Agenda: 

 
9:00  Calculating performance review ROI 
Introduction to performance measurement 
Examining key case studies  
Quantifying your performance investment 
 
10:30 Morning tea 
 
11:00 Identifying your employee performance drivers 
Using evidence-based performance dimensions 
Implementing a metric maturity model 
Distinguishing between input vs output metrics 
 
12.30  Lunch 
 
1:30 Gathering performance data: identifying the risks and avoiding pitfalls 
 
Identifying & mitigating sources of bias  
Avoiding common mistakes 
Gathering reliable & consistent data 
 
3:00 Afternoon tea 
 
3:30 Using performance data using a human-centred approach 
Designing your review process 
Augmenting your processes through the right technology 
Monitoring & improving your review process 
 
5:00     End of workshop 
        

Workshop presenters:  

 
Paddy Mooney, Customer Success Manger, intelliHR 
 
 
 
Paddy has worked with Australian and international clients across mining & energy, engineering, healthcare, technology professional services and not-for-profit industries helping them through defining a meaningful performance framework, designing effective data collection methods, and most importantly analysing and drawing value from the data. 
 
Ben Hession, Account Executive (NZ), intelliHR 
 
 
 
Ben has worked on sustainable people processes within advisory businesses, industry leaders and HR professionals in the Asia-Pacific region for over 5 years. He specialises in streamlining administration and activating people insights within organisations to facilitation connection between employees, managers, leaders and they businesses they work within. 
 
  
intelliHR is an analytics global software platform designed to automate the capture of real-time people and performance data - assisting its customers through increased efficiency, augmented quality and improved visibility of data throughout all stages of the employee lifecycle.