2nd Annual Human Capital Analytics...

Human Capital Analytics Summit

February 23 - 24, 2015 // Sheraton Hotel, Miami, Fl

Deepening HR Analytics for Superior Business Outcomes

2nd Annual

The THEME for YEAR TWO is Moving Up the HR Analytics Maturity Curve to Enable Superior Business Outcomes

When Human Resource and Talent Management executives adopt and implement analytics practicesthat serve the business need, they enable superior strategy execution and improve performance outcomes.

New research studies are showing positive business impact from organizations that have only recently begun applying talent analytics. Every organization wants to deepen their human capital analytics capability!

The purpose of this conference is to help HR stakeholders ‘get a leg up’ in proving the value of HR Analytics to the organization – making a stronger business case for it - knowing what business problems to solve with it.

Reading this, you are one of those with tremendous enthusiasm for deepening the application of analytics in human resources! You represent a variety of different roles, experiences, expertise, and skill sets that tap the talent of your firm. You have a strong desire to be part of a collaborative, highly engaged, emerging community of practitioners who want to raise the level of Talent Analytics practice!

TMA’s 2nd Annual Human Capital (HR) Analytics Summit will highlight insights, best practices, and the journeys of practitioners who are actively engaged in raising HR Analytics beyond reporting past trends and providing dashboards in their organizations! Most companies’ next step is to operationalize analytics to help the business make better informed decisions. This can lead to answering “what might happen if” (predictive analytics) or decisions that optimize people resources “what is the best that can happen?”

I asked my 2015 Advisory Board what was really needed by practitioners like themselves. Their three insights below guided my development of the 2015 agenda and choice of case studies.

• We need to hear from practitioners who lead HR in driving the adoption of data-to insight-to action processes. The best learning comes from those who have begun to achieve tangible positive outcomes.

• We need to be able to learn from each other in real conversations in Q & A, over lunch topics, and in unstructured discussions that go beyond the obvious. Our reason for coming is to build our knowledge and benchmark our analytics; but it is within this robust networking where we really can gain new ideas for solving similar challenges.

• We need to approach Talent Analytics enterprise-wide; integrated, not siloed; and benefit from networking with a diversity of analyst and executive roles and titles, across levels and functions; concentrating on the challenge of advancing analytics capability and value for talent management (HR).

This is a “hot” arena now in HR. There is an urgency to reach that next level of talent analytics where HR teams can make a greater business impact. Some people suggest the adoption of analytics will bypass HR.

The end goals were clear. In our survey of attendees at last February’s 2014 Human Capital Analytics Summit, attendees asked specifically about how to affect business decisions and how to have impact. Their top five questions were:

1. How are data-driven decisions leading to business value?2. How are companies leveraging their analytics function?3. How are predictive analytics being used effectively?4. How are analytics leaders effectively influencing decisions of senior leaders?5. How are HR team members identifying specific business problems?

How to get there was not.

The THEME for YEAR TWO is Moving Up the HR Analytics Maturity Curve to Enable Superior Business Outcomes

When we asked these same respondents what were the current challenges that were holding them back, the responses focused on solving challenges with data integration, with partner relationships, with senior management support, and with developing stronger capability within the HR organization.

The top seven priorities expressed were:

1. Integrating talent-related data across the enterprise ensuring accuracy/standardization.2. Making strong partnerships with business leaders and gaining access to business data.3. Gaining support from senior management team for their analytics function.4. Having a strong roadmap and organizational plan for developing the analytics COE.5. Building key functional partnerships to support an analytics team.6. Fostering the willingness of stakeholders and partners to make evidence-based decisions.7. Developing analytical skills and strategy mindset/business acumen among HR team

Incorporating this feedback to prepare the Agenda, I’ve gathered innovative Human Resource leaders, dynamic Talent Management professionals, renowned data analytics experts , and practical thought leaders including eleven case studies from practitioners at companies such as Sears, Constant Contact, Lego, GE Aviation, 3M, Booze Allen Hamilton, First Data, Cardinal Health, Aleris, Exelon, and Raytheon.

If you are beginning this journey, or developing a COE for HR Analytics, I’ve added a special two hour Workshop within the first day schedule for you to break out with similar colleagues, and specifically focus on the Roadmap you will need.

The theme question for this year’s attendees is how can I strengthen the analytics capability I currently have to make a stronger business impact and enable superior business outcomes?

With the help of our 2015 Advisory Board members, this year’s program will continue to emphasize networking and building new relationships. The 2015 Advisory Board members bring an absolutely tremendous expertise and experience! They are executives who have been committed to advancing the field of Human Capital Analytics. They will be bringing a warm atmosphere to the onsite experience including facilitating lunch topic table discussions that will enhance your networking.

Ask of each other, where do we map ourselves on our road to be a talent analytics partner with the business? Where do we want to be in one year, two years? What does this destination look like? What will it take for us to get there? How can we help each other in our journeys?

Warm regards, Mark G. Goldberg

Conference Director / Producer, Human Capital Analytics SummitMark Goldberg / Research Analyst, Strategist/ Producer, Partner I am reachable at www. linkedin/in/markggoldberg And on Twiter at @Goldberg_Mark

Advisory Board 2015• Rishi Agarwal, National Leader, PwC Workforce Analytics & Planning Principal, PwC• Amit Mohindra, Vice President, Workforce Intelligence, McKesson• Akil Walton, Ph.D., Vice President, Talent Management & Organizational Effectiveness, Aleris• Robert Motion, Director, Workforce Intelligence, Corporate HR, Raytheon• Alec Levenson, Senior Research Scientist, Center for Effective Organizations, University of Southern California,

and author of Employee Surveys That Work • John Gibbons, formerly, Principal Researcher, Human Capital Analytics, Conference Board; Vice President,

Research, Institute for Corporate Productivity (I4CP)• Tracey Smith, President, Numerical Insights; Formerly, Business Strategist, HR Projects, WFP, Analytics, FedEx

Express; Author of, HR Analytics: The What, Why, and How• David Creelman, CEO, Creelman Research; Analyst/Author on Human Capital• Amy Armitage, Director, Member Research Programs, Institute for Corporate Productivity (I4CP)• Aaron Sorensen, Ph.D., Partner, Axiom Consulting Partners• Lucia Erwin, President, Talent Planning Solutions; Former COE leader for Hewlett Packard• Michael Bazigos, Ph.D, Global Head of Product Development, Research and Analytics, Organization Health Index

Solution, McKinsey & Company; Professor, Organization and Leadership, Columbia University

Speaking Faculty• Jonathan Ferrar, Vice President, Smarter Workforce, IBM• Patrick McGreal, Solutions Consultant, Smarter Workforce, IBM• Pegge LaValle, Senior Vice President, HR Services, Cardinal Health• Sunny Patel, Director, HR Analytics, Cardinal Health• Jesse Harriott, Ph.D., Chief Analytics Officer, Constant Contact; Former Chief Knowledge Officer, Monster• Karen B. Paul, Ph.D., Leader of the Global Measurement Center of Expertise, 3M• Akil Walton, Ph.D., Vice President, Talent Management and Organizational Effectiveness, Aleris • Ross Sparkman, Leader, Strategic Workforce Planning & Analytics, GE Aviation• John Harris, PhD. Director of Analytics, First Data• Amit Mohindra, Vice President, Workforce Intelligence, McKesson• Matt Sigelman, CEO, Burning Glass Technologies• Vikas Malholtra, Global Director, HR Reporting & Analytics, American International Group• Eric Olesen, Senior Associate, Leader, Workforce Analytics Function, Booze Allen Hamilton• Andrew Dye, Senior Director, HRIS & HR Reporting, Apollo Education Group• Bruce Evans, Vice President, Product Management, EMSI• Stacy Woodward, IT Manager, Cultural Transformation Office, Exelon • Michael Bazigos, Ph.D, Global Head of Product Development, Research and Data Analytics, Organization Health

Index Solution, McKinsey & Company; Professor, Organization and Leadership, Columbia University• Robert Motion, Director, Workforce Intelligence, Corporate HR, Raytheon• Mary Ann Downey, Principal, HR Metrics Coach; Formerly, Manager, HR Analytics, ING• Alec Levenson, Senior Research Scientist, Center for Effective Organizations, Marshall School of Business, USC;

Author, Employee Surveys That Work and forthcoming book on strategy execution analytics• David Creelman, CEO, Creelman Research; Analyst on Human Capital Management• Tracey Smith, President, Numerical Insights; Former Business Strategist, FedEx, author, HR Analytics: The What,

Why, and How• Kevin Rutherford, Chief Talent Strategist, Talent Management Alliance; Managing Principal, Talent Leap;

Formerly, VP,HR, Borders; Formerly, Senior Faculty and Trainer, SWP, HCI 2005 – 2010• Amy Armitage, Director, Member Research, I4CP• John Gibbons; Formerly Principal Researcher, Human Capital Analytics, The Conference Board• Aaron Sorensen, Ph.D., Partner, Axiom Consulting Partners• Lucia Erwin, CEO, Talent Planning Solutions; Former COE leader for Hewlett Packard• Frank DiBernardino, Managing Partner, Vienna Human Capital Advisors• Randy Bartlett, P.hD, Principal, Blue Sigma Analytics: Author, The Practitioners Guide to Business Analytics

Conference Day 1 - Monday, Feb. 23rd, 2015

8:05 – 8:10 AM Conference Chair Welcome and Introduction

Kevin Rutherford, Chief Talent Strategist, Talent Management Alliance; Managing Principal, Talent Leap; Formerly, VP,HR, Borders; Formerly, Senior Faculty and Trainer, SWP, HCI 2005 – 2010

8:10 – 9:00 AM IBM KEYNOTE: The Red Hot Future for HR – Analytics, Analytics, Analytics

Thanks to HR Analytics, the HR profession has become red hot. The most successful HR leaders are using analytics to uncover new insights into workforce performance - which is changing how they attract, retain and engage people to improve their employment brand and business performance. Hear how leading organizations are using both predictive and cognitive analytics to turn HR data into actionable insights. Learn how to source the right candidate for the right job every time, help employees choose the best career path for growth, and understand how to adapt your workforce to changing business models and demands. See live-in-action cloud-based cognitive systems that combine analytics and natural language processing to help you quickly uncover patterns and new insights - so you can make fact-based decisions to drive true competitive advantage

Jonathan Ferrar, Vice President, Smarter Workforce, IBMPatrick McGreal, Solution Consultant, Smarter Workforce, IBM

9:00 - 9:45 KEYNOTE: Tying together Business Strategy Execution with Human Capital Analytics To Truly Impact the Entire Organization.

In order to be truly strategic in our impact on the organization, we need a comprehensive understanding of the effectiveness of evidence based decision-making and the role that human capital analytics plays relative to other HR programs and the business initiatives. Systems diagnosis coupled with human capital analysis provide the right framework for understanding what levers HR can pull that contribute to the bottom line, and where it needs to be integrated with other efforts for maximum impact.

Alec Levenson, Senior Research Scientist, Center for Effective Organizations, University of Southern California, andauthor of Employee Surveys That Work and a forthcoming book on strategy execution analytics

9:45-10:15 Networking Break

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10:15- 10:55 CASE STUDY: The Cardinal Health Human Capital Analytics Journey

How Our Adventure Began…And Continues…. And Continues …..….

How we began - alignment with senior leadership of what we are going to do

Developing and growing a COE – Aligning data definitions, engaging business analytics councils, designing a strategic questions map

Executing on Methodologies and Communicating Insights – Data management and governance decisions, going from the ‘what’ to the ‘why’, strategy analytics

Focusing on Enterprise HR, Optimizing Processes, Influence on business outcomes – Enhancing skill capabilities of team, connecting stakeholders, advanced analytics

Where we are heading - Impacting business objectives, telling our story, new engagement models, optimizing outcomes

Pegge LaValle, Senior Vice President, HR Services, Cardinal HealthSunny Patel, Director, HR Analytics, Cardinal Health

10:15 – 12:15 Breakout Workshop

The RoadMap: a breakout workshop for senior level leaders starting up your own HR analytics COE.* on designing and executing your Organizational Plan. Exploiting human capital data is an increasingly important source of competitive advantage; however, the technical and organizational challenges associated with data and analytics make it easy to pursue costly or ineffective solutions or become paralyzed into inaction. In this session, we provide a roadmap to establishing a successful Talent Analytics COE in your organization. Through examples and interactive discussion, you will be guided in developing a Data and Analytics Strategic Plan that covers data selection, integrity and integration to selecting potential analytical models and tools to building the organizational capabilities needed to drive business value, as well as a methodology for catalyzing widespread organizational change.

Continued on next page >


Sponsorship Opportunities

Every solution provider has different goals. With TMA, sponsors can have a package that best fits their budget and aligns with their goals. To discuss custom packages, please contact TMA at 888-339-9599 x588 or email [email protected]. There is also the alternative to choose from a pre-packaged sponsorship menu.

10:55 - 11:55 PANEL on Overcoming the Barriers to Providing Meaningful Analytics To Your Business Through Integrating Data, Access, Support, and Talent.

The goal of most talent professionals is to help their organizations solve real, significant business problems. However there are a handful of common technological, organizational, and talent related barriers that limit HR’s ability to integrate talent related data and provide meaningful analytics to the rest of the enterprise. This panel of practitioners will discuss how they have addressed these issues in their companies and will provide practical insights into how they have worked to overcome these barriers to integration to make their analytics function more impactful, and helped their businesses be more successful.

• Integrating talent-related data and ensuring accuracy/standardization

• Gaining access to business data and integrating talent and finance data

• Getting organizational buy-in for including human capital data in business decisions

• Building key functional partnerships between HR and IT and Finance and Marketing

• Attracting and retaining strong analytic talent in our HR Analytics team.

Led by John Gibbons, Formerly Principal Researcher, Human Capital Analytics, The Conference Board

Panelists include• Vikas Malholtra, Global Director, HR Reporting

& Analytics, American International Group• Karen B. Paul, Ph.D., Leader of the Global

Measurement Center of Expertise, 3M• Andrew Dye, Senior Director, HRIS & HR

Reporting, Apollo Education Group

10:15 – 12:15 Breakout Workshop Continues

The RoadMap: a breakout workshop for senior level leaders starting up your own HR analytics COE.* on designing and executing your Organizational Plan.

• Defining the vision and infrastructure requirements for developing a Talent Analytics COE

• Using the Analytics Capability Assessment to jumpstart strategic planning

• The Three Elements required in a data and analytics strategic plan

• Understanding how an analytics COE should interact with other parts of HR and the entire organization

• Key Questions to Answer Before Deciding on Team Structure

• Learning the steps involved in centralizing workforce analytics and planning capabilities

• Developing a high-level roadmap for implementing an analytics and planning COE in your organization

• Pitfalls, traps, dead ends, and other lessons learned from past implementations that did not work as planned; and ‘the actions taken’ that worked!


*limited capacity to sixty attendees


11:55-12:15 High Performance Human Capital Analytics Progress: What does the research say?

This session will review findings of a new i4cp global study, co-sponsored with the American Management Association, that examines the methods used by high-performance organizations and those with top-tier analytical capabilities. What are the uses of human capital analytics data and where is the real business impact? How are organizations collecting their data? Who is receiving it? How is it being shared? What technologies are companies using effectively? And finally, what does success look like?

Amy Armitage, Director, Member Research, I4CP

10:15 – 12:15 Breakout Workshop Continues

*limited capacity to sixty attendees

12:15 – 1:15 Networking Lunch with topic discussion question Three streams for discussion

• Advancing our internal analytics capability from COE to HR BPs. – tools, projects, education• Mapping how we’ve advanced in our analytics journey and what is our future roadmap• Linking data collection, analysis, and actionable insight directly to the business strategy need

Topic Table Discussion Facilitated by the 2015 Advisory Board Members

1:15 – 1:45 PRESENTATION: Overcoming the Challenges of Reality to Reach Business Impact: A Practitioners View After 25 years.

A career in analytics is not for the faint of heart. It comes with many challenges as we attempt to show value and get to business impact. Join Tracey for a realistic view of challenges you will face and some advice on how to overcome them. Learn the skills you will require beyond analytics in order to be successful. Tracey will also share instances where she has applied tools, techniques, and models to solve immediate business problems within contexts where “everything necessary” for applying “analytics” was not available.

• Learn practical tips and techniques to solve data issues that the business needs when you do not have all the data available or standardized or integrated.

Tracey Smith, President, Numerical Insights; Formerly Business Strategist, FedEx, author, HR Analytics: The What, Why, and How

1:45 – 2:30 Using analytics to drive transformational change: a case study in aligning the workforce with the business strategy and identifying hidden leadership potential using network analysis. Stacy Woodward, IT Manager, Cultural Transformation Office, ExelonAaron Sorensen, Ph.D., Partner, Axiom Consulting Partners



2:30 - 3:15 Driving Value for HR and their Business Leaders: An Analytics Perspective spanning top down and bottom up from the Chief Talent Leader

Dr Walton will present examples of how data, analytics, and actionable insight have demonstrated business impacts at Aleris by continually questioning the effectiveness of their human capital decisions, such as asking “do we have better people”, and “are they producing better results?” He will present mini case studies in these areas of Productivity, Engagement, Talent Acquisition, Development, and Leadership. Through his close relationship to the global business operations, as well as engagement with corporate strategy, the strategic business outlook, and the forecasting of global workforce demand, he highlights the value HR business intelligence plays through the enterprise. Akil Walton, Ph.D., Vice President, Talent Management & Organizational Effectiveness, Aleris

3:15-3:45 Networking Break

3:45-4:30 Talent Optimization and Predictive Analytics at GE Aviation. Creating theoptimal mix of people, skills, and experience to impact performance for the long term.

Ross Sparkman, Leader, Strategic Workforce Planning & Analytics, GE Aviation

4:30- 5:15 Gaining Greater Business Value Out of Human Capital Analytics at Constant Contact:Leveraging Leadership To Drive the Adoption of Predictive Analytics for Talent Retention and Selection Challenges

Jesse Harriott, Chief Analytics Officer, Constant Contact; Former Chief Knowledge Officer, Monster

5:15 -5:35 Summary of the Day Discussion Led by Conference Chair and Advisory Board

6:00 Networking Reception

How can we accelerate this evolution towards an analytics mindset and culture in our organization: how can we make change happen faster?

8:15 - 8:30 Conference Chair Warm Up – Highlights of Yesterday and Focus for Today

8:30 - 9:15 5 IDEAS ON HOW TO EMBED EVIDENCE-BASED ANALYTICS

Karen B. Paul, Ph.D., Leader of the Global Measurement Center of Expertise, 3M

9:15-9:45: Disruptive Innovation is the New Black: How the business ecosystem is dynamically shifting and reframing the leading edge role of HR.

Lucia Erwin, CEO, Talent Planning Solutions: Former COE Leader SWP

9:45 - 10:15 Networking Refreshment Break

10:15 - 11:00 PRESENTATIONUsing Lean Startup Practices: Raytheon’s learning journey to build the HRBP’s capability in Workforce Analytics

Ross will share his progress in driving the talent analytics COE at GE Aviation whose goal is to help align the HR function with GE Aviation’s broader corporate strategy. He will also delve into talent optimization and examples of applying predictive analytics modeling with business leaders.

• What are the optimization levers to pull?• Lessons learned in change management, strategy alignment, proof of concept, and expanding scope

Robert D. Motion, Director, Workforce Intelligence, Corporate Human Resources, Raytheon CompanyConversation with: Lucia Erwin, CEO, Talent Planning Solutions: Former COE Leader SWP

11:00 - 11:45 CASE STUDY: Leveraging Predictive Analytics and Optimization Modeling To Support the Talent Management Agenda at First Data

John Harris, PhD. Director of Analytics, First Data

11:45 -12:15 PRESENTATION: Anchoring Talent Analytics Using Real Time Data

Matt Sigelman, CEO, Burning Glass Technologies

12:15 - 1:15 Networking Lunch with topic discussion question

Topic Table Discussion Facilitated by the 2015 Advisory Board Members

1:15 - 2:00 CASE STUDY: From Startup to Practice: the story behind building a brand new internal workforce analytics strategic capability at Booz Allen Hamilton.

Eric Olesen, Senior Associate, Leader, Workforce Analytics Function, Booz Allen Hamilton

Conference Day 2 - Tuesday Feb. 24th, 2015

2:00 – 2:45 PM PRESENTATION and PANEL: Accelerating the Change to an Evidence-Based Management in a ‘data centric’ Future!

What insights can help us contribute toward this evolution and how can we apply this evidence based, and analytical orientation now to use advantageously for our teams, our HR function, and our Business Partners?

David presents a look into the two cultures: data phobic versus data philic; what could go wrong and how he sees evidence based practice as a path to bring the two cultures to common ground.David Creelman, CEO, Creelman Research; Analyst/Author on Human Capital

Panelists include:• Matt Sigelman, CEO, Burning Glass Technologies• Mary Ann Downey, Principal, HR Metrics Coach; Formerly, Manager, HR Analytics, ING• Bruce Evans, Vice President Product Management, EMSI

2:45 – 3:15 Networking Refreshment Break

3:15 – 3:45 “Connecting the Metric Dots” A multi-disciplinary approach to using Human Capital Analytics for making HR strategy investment decisions and building the ‘hard case’ for them.

Employees in staffing, OD, engagement, compensation & benefits, diversity & inclusion, HR operations, and HRIS (among others), all bring useful metrics to the table in executing their respective disciplines. However, to achieve it’s potential, human capital analytics needs to be about piecing together different bits of information into an illustrative picture – sort of an HR version of the connect-the-dots game we played in kindergarten This session will describe a comprehensive, cohesive, and cascading approach to workforce analytics, sure to win the favor of discerning CEOs. Frank DiBernardino, Managing Principal, Vienna Human Capital Advisors

3:45 – 4:45 Summary Action Learning Roundtables. Deep Dive Networking To Exchange Takeaways To Take Back To Office

Using action learning facilitation, Kevin leads the group in roundtables that allow each attendee to receive 8 – 10 minutes of direct feedback from colleagues at their table to address their most pressing challenge when they return to the office. This most important issue is identified from the sharing of the last two days of the conference. Many people say this is the most important session of the conference for them personally!


Conference Day 2 - Tuesday Feb. 24th, 2015

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2 Day Conference $1,895.00

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Make Checks Payable in US Dollars to:Talent Management Alliance re: Human Capital Analytics1504 Bay Road Suite #1418Miami Beach, FL 33139

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Payment Policy: Payment is due in full at the time of registration and includes lunches and refreshments. Your registration will not be confirmed until payment is received and may be subject to cancellation. Please go online to: http://bit.ly/pADvji to view our cancellation policy.

Fax form to 281-552-8914, Call 888-339-9599 or Email [email protected]

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Venue InformationSheraton Miami Airport3900 NW 21st StMiami, Florida 33142 // (305) 871-3800

The Sheraton Miami Airport Hotel & Executive Meeting Center is the perfect retreat for business or pleasure -- as the closest hotel to Miami International Airport (MIA) and just minutes to downtown Miami. Step into a modern world of art deco themes and contemporary furnishings, set in a “green” eco-friendly environment at our Miami Airport hotel.

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