AQUIRE WORKFORCE PLANNING & ANALYTICS CONFERENCE
This interactive program will take you step-by-step through the process of developing a strategy and framework for integrating workforce planning and analytics into your management functions.
The sessions in this conference have been approved by THE INSTITUTE FOR HUMAN RESOURCES (IHR) for a total of 9 CERTIFICATION CREDITS.
Sunday, May 6
- Randy Jesberg, SVP and General Manager at Peoplefluent
- Mike Krupa, Dir. of Technology, Knowledge Infusion
- Ross Melbourne, CTO at Aquire
Sneak Peak at InSight 3.0 / Wine and Cheese Reception
Presenting Your Workforce Plan to the Board / Executives
Putting It All Together: Accountability
Trendy workforce initiatives get temporary focus in the global marketplace, but the evergreen critical need is finding and keeping the best employees to achieve your corporate goals. Improving your "gain and retain" programs requires an assessment of your current talent management initiatives -- but what metrics do you need to measure, how do you capture them and how do you analyze them? In this keynote, Lois Melbourne, CEO and co-founder of Aquire, the leader in workforce planning and analytics, will discuss the power of measurement. Learn how tracking talent mobility -- into, around, and up through your organization -- provides key indicators on the health of your workforce initiatives. Lois' insights on current and future talent assessment tools and best practices will help you understand the broad landscape of workforce planning. Attend this keynote to get the most out of your strategic planning and make truly wise business decisions.
Workforce planning is about analyzing data, succession, projections, what-if scenarios, career development and business strategy alignment. This requires a diverse set of skills to assure success. Done right, your workforce planning project can help you deploy countermeasures when the worst case scenario presents itself and also allow you to recognize, and take full advantage of, the best case scenario. For any project to be successful you need the right people on the team. We are going to discuss who you need on your workforce planning team, when you need them and why. Let's make sure the right stakeholders are engaged and the proper supporting cast is in place to increase the return on your planning investment.
Part presentation, part interactive activity! This session discusses data needed to do workforce analytics and the obstacles to tracking it down, making sure it is clean, and tips you need to make these processes work. There are key tricks to understand that can drastically speed up the process of working with your data, and relieve the stress of doing so. Interactively, you will dive into the subtleties of looking at data segmented in various ways and what happens to your decision making when a different filter tells you a different story on the numbers. You will be given a guide with metrics and their definitions with explanation of their uses as part of your Take Away Wisdom Workbook.
Your Workforce Plan can only be successful if it is the extension of your business strategy. Patti Johnson will lead the group through a guide for how to ensure your workforce plan is aligned with your strategy, the most common mistakes in workforce planning, and how to make progress even if you aren't in the ideal scenario. The group will also explore two workforce planning examples and identify actions that can be taken to increase alignment. This module will give participants a framework for ensuring their workforce plan fits their strategy, as well as some practical strategies and tips for increased success.
What do you need to measure and analyze to move towards your ideal? Is your company considering a strategic change in business strategy or perhaps it is already underway?
If so, there is a strong likelihood you are also planning on strategic changes to your workforce. The key questions are what do you measure to know the right changes are occurring and how do you drive the changes throughout the organization. In this presentation, we will look at examples of strategic workforce change and how you can measure those changes and drive accountability to ensure you get the best results.
Workforce planning includes the need for many persuasive conversations that must include facts about trends, problems, solutions, impact assumptions and forward projections. These presentations have to serve the purpose of educating and persuading the various audiences you need to move your workforce planning project forward. We will discuss the different ways the same data can be presented that causes different perspectives to the information. We will provide tips to assess who in your audience needs what type of data.
As the workforce planning process begins, you will quickly become overwhelmed by data. So, where do you focus? Rather than starting from the ground up, why not leverage the foundation that is already in place? The best place to start is to utilize industry standards as defined by SHRM especially if a company isn't sure about the metrics they need.
In this session, Chadbourne will discuss the SHRM/ANSI Standards Work for HR. She will discuss in depth the standardization of Strategic Workforce Planning and the common challenges you will face throughout the entire process. Challenges to be addressed include common definitions, the blending of art and science, the "must-have's" and "should-have's", and much more.
There are three essential steps to delivering an efficient and valuable workforce planning project. Nov Omana, HRIP, will be discussing these steps in detail. The first step in the process is to decide on the right project based on the resources that you have available to you. Once this is decided, you must define your measure of success, or you will have no basis for judging the success of the project once it is completed. Only at this point should you decide on the correct methodology for planning your project based on the type of project you are undertaking. Nov will guide you through each of these steps in detail and show you how to navigate through your workforce planning project successfully.
Now that you know where you are and where you've been, can you predict where you are headed? Does direction match your strategic vision? If not, what can you start doing today (or stop doing) to help shape your future success? Predictive analytics is the analysis of current and historical data to make predictions about future events. This is done through the application of various quantitative methods, some of which we will explore. While reliably predicting future events is interesting, the real value of prediction is the opportunity it provides to optimize outcomes. If you understand what drivers contribute to favorable results, you can focus on those drivers to produce the best possible results. For many years, workforce data sat in locked filing cabinets; and while this data is still confidential, the aggregation of the data can be used to improve business results and build competitive advantage. The deployment of HR tools for talent management, recruiting, time tracking, succession planning, compensation planning, etc., has generated mountains of data that can be tapped into to provide insights for the companies that seek it. The data is there, waiting to tell a story. What's your story?
A panel of our expert speakers will discuss the risks involved in workforce planning. Bring your questions and learn from each other and the panel. Topics include:
Making decisions without data
Ignoring diversity numbers
Not understanding the numbers
Working off old data
A moderator will lead the discussion and audience participation is expected.