HR & Workforce Analytics Innovation

Improve Workforce Efficiency Through Data Insight

19th & 20th March, 2014Hilton London Kensington

London, UK

Confirmed Speakers

• Vice President, HR Data & Analytics, Shell• Director, HR Solutions Effectiveness, Thomson Reuters• Head of Global Recruitment, Method Studios• SVP, Operational Management, Allianz• Talent Acquisition Lead, Ingersoll Rand• HR Analytics Lead, Shell• Manager, HR Analytics, ABN AMRO• HR Technology Leader, Arqiva• Head of Workforce Planning, ArcelorMittal• Manager, Reporting & Metrics, Coca Cola Enterprises• HR Analytics Analyst, Shell• Head of Talent Management, TalkTalk• Head of Workforce Planning, European Commission• General Manager, BI Expert, Maersk Drilling• Director, HRIS Reporting & Metrics, Coca-Cola Enterprises• Team Lead, HR Planning & Analytics, Beiersdorf AG• Head of Resourcing & Employer Brand, Dixons Retail

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Confirmed Speakers

Past Delegates include• VP, Recruitment - Credit Suisse

• Director, Development - United Health

• Vice President - Visa

• Director, Business Development - Confused.com

• Director, Statistics - Capital One

• Manager, BI - Expedia

Who Will You Meet?There is no question that IE. provides the gold standard events in the industry and will connect you with decision makers within the analytics industry. You will be meeting senior level execut ives from major corporations and innovative small to medium size companies.

Job Title Of Attendees

President/Principal

SVP/VP

C-Level

Snr. Director/Director

Global Head/ Head

Snr. Manager/Manager

Academic (1%)

78%

Company Size Of Attendees

8%

11%

25%56%

1000+ Employees300-999 Employees50-299 EmployeesLess than 49 Employees

81%Attendees are

companies with at least 300

employees

3%

21%

12%

42%

13%

8%

Attendees are at Director level or above

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HR Analytics are becoming increasingly essential to identify the skills and roles needed for long term growth. If progress is to be made organisations needs to re-skill, up-skill and motivate their staff; HR Analytics & Metrics can demonstrate where action needs to be taken and where HR programs need to be altered.

This summit will bring together HR & workforce planning leaders who have seen the value in investing in HR & Workforce analytics to support talent tracking &

management, workforce segmentation, diversity and inclusion strategies and improving employee satisfaction.

Topics Include:

•Talent & Succession Management•Establishing an HR Analytics Division•Identifying the Skills Needs for Long Term Growth•The Human Factor in HR Analytics• and more....

About The Summit

Confirmed Speaker Information

Jo is an experienced & innovative Leader and Manager in the creative & technology sector. She believes that talent drives businesses, that by throwing away conventional scripts we can create environments that deliver behavioral innovation for business, the UK and the wider world. She wants to create legacies for businesses that deliver commercial, culturally and behavioral change. Jo is Head of Resourcing and Talent Management for TalkTalk Group. She is responsible for driving an ambitious, innovative talent strategy Her ambition is to empower people to take responsibility for their learning to make TalkTalk a brighter place to work for everyone. Prior to TalkTalk she was Head of Learning & 4Talent at Channel 4 and started her career at the BBC where she worked for the Documentaries and Contemporary Factual Department across arrange of roles from Production Manger to Managing Editor.

Building TalkTalk's Future Capability

Through sharing in depth a real life case study this session will look at how TalkTalk over the last 3 years has built through their Centre of Talent Expertise a ground breaking organisational capability review methodology and approach which has enabled  their business to not only link their talent strategy centrally to their ambitious business strategy but   while also deliver capability uplift for their people too.

Jo TaylorHead of Talent ManagementTalkTalk

Ali Gilani is a Senior Resourcing Executive with career record of exceptional achievement spanning 20 years in Steel and Mining, Professional Services and IT Consultancy. Diverse expertise in global leadership roles covering established and emerging markets, volume hiring operations, and high impact specialist senior recruitment, including non-executive board level appointments. A recognised authority in Strategic Workforce Planning (SWP) developing the ArcelorMittal Methodology and its global roll out as well leading the initiative for the design, development and roll out of an in-house developed SWP tool for the organisation. Currently Global Head of Resourcing and Strategic Workforce Planning at ArcelorMittal the World’s leading steel and mining company, with over 245,000 permanent employees across 60 countries and revenues of $85billion.

From Strategy to Execution - Sharing the Approach, the Execution, and the Learning from Rolling out Strategic Workforce Planning at ArcelorMittal

What are your business goals over the next several years and what kind of workforce will you need to reach those goals? In our unpredictable global economy, change is a constant.  How can organizations ensure the have the right workforce evolution strategy that is able to rise up and meet these challenges for now and the longer term. What does Strategic workforce Planning mean to ArcelorMittal? ArcelorMittal’s approach to SWP from Strategy to implementation

Ali GilaniHead of Workforce PlanningArcelorMittal

Confirmed Speaker Information

Patrick Coolen is a senior all round HR expert with over 14 years of experience in HR. He was a member of the HR management team within ABN AMRO and is an expert in developing HR strategies and policies in all HR domains. With two degrees, one Master in Management of Information and one MSc in Cooperative Computing, he started his career in IT and moved to HR in 1999. Ever since he was fascinated about the possibilities of recruitment, talent and performance management to support business strategy. He is a true believer of bringing HR back in the centre of decision making by making HR more fact based and data savvy. Today he is the manager of HR workforce planning and analytics within ABN AMRO, a global bank with appr. 23.000 employees.

HR Analytics @ ABN AMROMost presentations on HR analytics start with the inspiring possibilities of HR analytics once you have all the data. All these possibilities are true and valuable. But there are some steps to take as an organisation before you have all the data in place, before you have leadership on your side together with your compliancy and legal departments and before you have the right skills and processes in place. In other words how do you prepare for HR analytics in your organisation? What choices do you have to make? This presentation shows the road that ABN AMRO is taking to implement HR analytics with the goal to make HR in our organisation more fact based and data savvy. The presentation also includes a real analytical case within ABN AMRO retail.

After acquiring his Ph.D. on the topics of cognitive ability, personality & psychometrics; Peter Hartmann worked several years with assessment tools as the Chief Psychometrician for the leading test publishing company in Denmark, where he validated a broad range of assessment tools, as well as advised on test construction and the efficient use assessment tools. This interest and ability in measurement, research & statistics lead him to join the Maersk Group in January 2012 to work with two related aspect of measurement and analysis - namely with the validation and governance on the company´s use of assessment tools as well as Maersk´s work with business intelligence,

where Peter is the Maersk Group´s expert on HR Analytics and has been working with a variety of projects within different Business Units and at the Group level as part of consolidating and developing the business intelligence function within the Maersk Group.

Business Intelligence: A Journey across Descriptive, Linkage and Predictive HR Analytics

This session will take the participants through how The Maersk Group is working with different kind of descriptive, linkage & predictive HR analytics from a theoretical & methodological perspective and illustrate this with practical concrete examples.

Peter HartmannGeneral ManagerMaersk Group

Patrick CoolenManager, HR AnalyticsABN AMRO

Thorsten H. Dietz is currently Director, Head of Operational Management at Allianz SE. In 2009, Thorsten was Head of Strategic Workforce Planning and in 2010 also of HR Steering & Reporting of Allianz SE. After joining Allianz in 2002, he served in various leadership positions in the German sales organization. His previous work experience includes investment banking and legal counselling on insurance related M&A and finance transactions in the Financial Institutions Group of Merrill Lynch and in the Insurance Group of the law firm of Skadden, Arps in New York City.Thorsten is a graduate of Northwestern University School of Law and of the University of Cologne, Germany. He resides in Munich, Germany, with his wife and three children.

Aiming Right – An Accurate Demand Forecast is Key to Successful Capacity Planning and Development

- Accurate capacity demand forecast as critical success factor for developing a dependable resource plan.- How to get the target landscape right by increasing the sophistication of the ‘demand side’ as an important step in the maturity of the planning approach- How to set up a workload and productivity driven demand simulation?- Outline of a possible approach and methodology for developing a demand model together with business unit leaders- Benefits of a granular and ‘verifiable’ business driven demand forecast with operational KPIs

Thorsten DietzSenior Vice President, Operational MgmtAllianz

Erin currently leads the HRIS Reporting & Data Governance team at Coca-Cola Enterprises, Inc.   She and her team provide HR reporting, metrics and data analytics to the HR function and business leaders. Prior to moving into HRIS, Erin held various HR roles, including HR Generalist, Employee Relations Specialist, and L&D Specialist.

Erin RobertsAssociate Director, HRIS ReportingCoca-Cola Enterprises

Confirmed Speaker Information

Vanessa currently leads the HRIS Analytics & Reporting Operations team at Coca-Cola Enterprises, Inc.   She and her team provide HR reporting, metrics and data analytics to the HR function and business leaders. Vanessa has worked in the HR function for over 10 years, specifically in the HRIS Analytics & Reporting space for 6 years, initially as a HR Analyst at Canon Europe Ltd and progressing to her current Senior Manager role at Coca-Cola Enterprises, Inc.

Vanessa VarneySenior Manager, HRIS ReportingCoca-Cola Enterprises

Using Workforce Analytics to Create a Recipe for Success

The continual evolution of HR technology has resulted in an enormous surge in the amount of data at our fingertips.  At the same time, the demand for data has grown significantly as companies try to harness the power of data-driven decisions and planning. To meet this demand, Coca-Cola Enterprises has built an analytics practice focused on providing accurate, valuable and insightful information to HR and the business overall.   Building an impactful reporting and analytics practice is a long journey with multiple steps – it does not happen overnight. In this presentation, CCE will share the phases of their analytics journey: where they started, where they are now, and where they are heading next with analytics.

Dr. Stefan Tostmann is Head of Workforce Planning, Organisational Structures and Metrics in the Directorate General for Human Resources and Security, European Commission. Stefan started his professional career as attorney in a U.S. law firm, and joined the European Commission in 1993.   He has held team leader and management positions in the Commission since 1996. Before becoming head of workforce planning for the Commission, Stefan was appointed to management posts in transport policy, road safety, energy technology, financial resources, internal control and risk management. He was from 2012 to 2013 acting resource director for two Commission Directorates General, heading a department of 250 colleagues. Born in Hamburg/Germany, Stefan holds a Ph.D. in competition law from the Free University of Berlin and an LL.M degree from the University of Illinois. He also holds certification as project manager and in change management.

Workforce Planning in the European Commission – a World Apart?

The European Commission has to deliver public services in a complex environment with often antagonistic stakeholders and shifting priorities. The framework for workforce planning and organisational structures to respond to these challenges is presented. A multicultural and multilingual workforce is required, with special skills and aptitudes. Management and work cultures of 28 countries need to be aligned and common narratives have to be developed. Since 2013, the European Commission has started to reduce its workforce due to budgetary constraints. This opens a window of opportunity for creative and innovative HR policies, especially in medium-term HR planning. The presentation will focus on the practical measures in place to support and improve people management, and will propose two or three case studies to illustrate the challenges and proposed answers. The path from descriptive to explanatory metrics and HR analytics in a multinational administration will be another focus of the presentation. 

Stefan TostmannHead of Workforce PlanningEuropean Commission

Jasna VicentijevicTalent Acquisition LeadIngersoll Rand

Using Talent Acquisition Operational Analytics to Drive Functional Excellence

This presentation will address the following areas through Ingersoll Rand examples:

• Building credible and meaningful operational analytics

• Balance between facts & feelings (using data, business judgement, intuition and experience in decision making)

• Importance of engagement and ownership in creating outcomes successfully

• Applying lean methodologies in driving continuous improvement

James Rule is a senior HRIS leader with over 15 years experience in helping organizations make best use of their investment in HR technology. He believes that to be effective, technologists need to understand as much about people management practices as they do technology – what has happened, is happening and is likely to happen. James has worked for organizations in the private and public sector and has recently moved from technology into HR at Thomson Reuters as the Director, HR Solutions Effectiveness. His recent achievements include the successful delivery of a significant organizational change within the CIO function in late 2013 into 2014 and all talent-centric work streams of the Thomson Reuters Workday implementation in 2013.

How Do We Know That They Are Right for the Role?

“How do we know that they are right for the role?” is a question that we all ask ourselves and it’s an important question that is very wide in scope. It makes us think about the role now, as well as how the role will change as the organization and incumbent changes. It makes us think about our talent pools and whether we develop or hire externally. It makes us think about how our approaches to filling roles are perceived within the organization. With common practice for making talent decisions being based on personal connections and conversations between managers and employees or small groups, there must be a smarter way to do this that can have more of a basis in data. With the current leaps in technology and the information available to the organization James will talk about the ideas Thomson Reuters are exploring to make better data-driven talent and wider people decisions.

James RuleDirector, HR Solutions EffectivenessThomson Reuters

Jasna is EMEIA Talent Acquisition Operational Excellence Lead for Ingersoll Rand based in UK. She is responsible for TA Operations, leading lean and transformation projects. Prior to Ingersoll Rand, Jasna worked for Electrolux in both Sweden and Belgium where she was responsible for HR Transformation Project Delivery in several European countries, as well as Australia and New Zealand. As part of this role she was instrumental in the establishment of Electrolux’s HR Shared Services in Poland. Earlier in her career she has worked for Deutsche Post DHL in Germany where she led and supported hiring for one of their global graduate programs.

Justin KingHR Technology LeaderArqiva

Placing People Data at the Heart of Business Decision Making

This session will look at how workforce data can provide dramatic insight into business practice and help to drive real insight into people, business performance and competitive advantage. Justin will look at how data and analytics can help to provide this kind of insight, and argue the case for organisations to invest greater time and effort in research in this area. He will also reveal how elements of this approach are being deployed in his own organisation, providing real examples of how this will be achieved using the available HR technology. Encouraging you to re-imagine what can be achieved through the availability of workforce data, Justin aims to leave you with practical examples which are new, imaginative, high impact, and can easily be deployed in your own organisation.

With expertise in HR Leadership, Technology, Insight and Programme Management, Justin is experienced in the transformation and delivery of modern HR practice in organisations. With experience across a range of industries, and bringing a modern Generation Y set of skills, Justin designs and leads progress and ingenuity in HR that marks the function out as a highly valued contributor in the workplace. Currently working on the delivery of a new concept that aims to radically change how people collaborate & interact in the context of the business for which he currently works; Justin has also researched and deployed innovative techniques to bring insight, dynamic people data and analytics to every leader. With a background in HR, Technology, Strategy and Change, Justin also brings extensive knowledge and experience in the use of market leading HR applications and developer tools.

Remco is part of the HR Shell Graduate Program and a HR Analytics analyst in the HR Data & Analytics department. Remco is currently managing a portfolio of HR Analytics projects and focuses on utilizing scientific knowledge, linking HR data to business performance and change management. Remco holds a M.S. in Economics and a M.A. in Management in Organization Science, specializing in Strategic Human Resource Management. Remco is passionate about the relationship between HRM practices and business performance and sees the relationship as the key to realize win-win situations for both employee and employer. Remco is Dutch and currently lives in The Hague together with his girlfriend Margot.

Remco de RuiterHR Analytics AnalystShell

Confirmed Speaker Information

Esther Bongenaar is Shell's Lead HR analytics consultant. She is developing statistical models with a Human Capital element, linking HR and business data to identify risks and opportunities. Esther holds a MSc degree in Operations Research (University of Amsterdam) and a PDEng degree in Mathematics for Industry (Eindhoven University of Technology). She started her career as a Business Consultant for Accenture and joined Shell in 2005. As Statistical Consultant with Shell Global Solutions she was based in Amsterdam and Tokyo. In that role she supported a broad range of internal and external customers such as the Shell Scenarios Energy Team, refineries, LPG traders, and R&D groups. Esther is Dutch, married and has two children.

Esther Bongenaar HR Analytics LeadShell

Thomas heads the HR Data & Analytics department, responsible for Shell’s people data, HR Management Information & Reporting and HR Analytics. Thomas obtained a Ph.D. in Psychology by publishing research on teams and leadership. He recently published a book ‘HR Analytics – a practical guide for leaders and HR professionals’ and teaches at various Executive MBA’s and Universities on “HR with numbers’. His saying is that ‘the language of the line and top management is numbers and money – and HR needs to become even better at speaking that language to have the biggest impact’. Prior to joining Shell, Thomas worked for A.P. Moller – Maersk, a global conglomerate within Shipping, Energy & Retail. He built and ran HR Management Information & Analytics teams for the Group, and had global responsibility for Employee Engagement, Assessment Tools and Methods and worked with Executive

Thomas HedegaardRasmussenVP, HR Data & AnalyticsShell

HR: Time to Show Us the Money!

Please join us on our journey through HR Data & Analytics in Shell. We will start at the foundation: HR data. Which challenges do we face in collecting, storing and aligning data and how does it impact our work? Next stop basic and advanced Management information, which forms 80% of the demand in Shell. How do we support Shell’s businesses best by answering their basic questions, and visualizing the data to maximize understanding? Finally we focus on the last 20% of demand in Shell. Highly specific requests that require advanced HR analytics to explore and realize business impact. Our journey will illustrate how we utilize different data sources and depth of analysis to maximize people performance.

For HR & Workforce Analytics related content see our online communities:

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The Information

Silver Pass

£995Access to all sessions &

networking events

£795Early Bird Price

(before 17th January)

Diamond Pass

£1395Access to all sessions, networking events, annual subscription to IE.

membership & Strategic Analysis Report

£1195Early Bird Price

(before 17th January)

Gold Pass

£1195to all sessions, networking events &

annual subscription to IE. membership

£995Early Bird Price

(before 17th January)

Registration Pricing

HR & Workforce Analytics Innovation SummitDate: 19th & 20th March, 2014Location: London, UKVenue: Hilton London Kensington

For larger groups or special requests contact Sean by calling +44 207 193 0827 or email jdunne@theiegroup.com* Team discounts are applicable at the point of registration only.

Ways to Register

+44 207 193 0827 +1 323 446 7673 Register Online Here

Group Discount Offers3 Silver Passes: £2100 (£700 per attendee)5 Silver Passes: £3250 (£650 per attendee) 3 Gold Passes: £2700 (£900 per attendee) 5 Gold Passes: £4250 (£850 per attendee)3 Diamond Passes: £3300 (£1100 per attendee) 5 Diamond Passes: £5250 (£1050 per attendee)

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One Day, On Demand and Academic Passes also available - contact Jordan jdunne@theiegroup.com for details

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2. Pass Types...Early Bird Pass Options until 17th January 2014

Early Bird Silver: £795 Attendees ____ Early Bird Gold: £995 Attendees ____ Early Bird Diamond: £1195 Attendees ____

Regular Pass Options after 17th January 2014 Silver Pass: £995 Attendees ____ Gold Pass: £1195 Attendees ____ Diamond Pass: £1395 Attendees ____

Group Discount Pass Options 3 Silver Passes £2100 (£700 per attendee) 5 Silver Passes £3250 (£650 per attendee) 3 Gold Passes £2700 (£900 per attendee) 5 Gold Passes £4250 (£850 per attendee) 3 Diamond Passes £3300 (£1100 per attendee) 5 Diamond Passes £5250 (£1050 per attendee)

For larger groups or special requests contact Jordan Dunne by calling +44 207 193 0827 or email jdunne@theiegroup.comGroup passes only available when all participants register together.

Pass Descriptions:Silver Pass: Access to all sessions & networking eventsGold Pass: Access to all sessions, networking events & annual subscription to IE. membershipDiamond Pass: Access to all sessions, networking events, annual subscription to IE. membership & Strategic Analysis Report

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Prices are exclusive of VAT. Places are transferable without any charge to another Summit occurring within 12 months of the original purchase. Team discounts are applicable at the point of registration only. Any cancellations within a group registration will in turn incur an increase in registration fee for the remaining group participants. Cancellations before 7th February, 2014 incur an administrative charge of 50%. If you cancel your registration after 7th February, 2014 you will be charged the full fee. You must notify The Innovation Enterprise in writing of a cancellation, or you will be charged the full fee. The Innovation Enterprise reserve the right to make changes to the program without notice. NB: FULL PAYMENT MUST BE RECEIVED BEFORE THE EVENT.

Registration FormHR & Workforce Analytics Innovation Summit19th & 20th March, 2014 | Hilton London Kensington | London, UKFor registration or more information on the program, please call Jordan on +44 207 193 0827, or fax this registration form to +1 (323) 446 7673

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Schedule

Networking Drinks 17.00 - 19.00

20th March

Session One 09.00 - 10.30

Coffee Break 10.30 - 11.00

Session Two 11.00 - 12.30

Lunch 12.30 - 13.30

Session Three 13.30 - 15.00

Coffee Break 15.00 - 15.30

Session Four 15.30 - 17.00

Day Two

19th MarchDay One

08.30

10.00

10.30

12.00

13.30

15.00

15.30

17.00

19.00

08.30

10.00

10.30

12.00

13.30

15.00

Session Five 09.00 - 10.30

Coffee Break 10.30 - 11.00

Session Six 11.00 - 12.30

Lunch 12.30 - 13.30

Session Seven 13.30 - 15.00

Coffee Break 15.00 - 15.30

Session Eight 15.30 - 17.00

15.30

17.00

Partnership Opportunities: Giles Godwin-Brown | ggb@theiegroup.com | +44 207 193 0386Attendee Invitation: Sean Foreman | sforeman@theiegroup.com | +1 44 207 193 1655

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2014 Calendar

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