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

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