Agenda

Gather your learning take-aways and key highlights of this event to map the current situation and help in achieving success from today’s event.

While most organizations recognize the benefits of having a diverse workforce, collecting data on employees to measure and foster diversity remains challenging.  Bolster your efforts toward establishing a diverse and inclusive workforce by hearing how others have approached the collection of relevant data.  Source practical tips to help you:

• Create consistency in what information is considered personal across your organization and across cultures
• Gain employee trust so employees feel comfortable voluntarily disclosing sensitive personal information
• Ensure that criteria and Key Performance Indicators used for hiring and promotion decisions are bias-free

Get actionable insights to improve the data collection that supports employee diversity

Behavioural science is the underlying factor common to all organizations that determines how well their employees function, and is now more often being embedded in HR practices.  The increased data now available allows more detailed analysis of those psychological characteristics needed to assist with recruitment, retention and promotion decisions.  Adopt best practices to:

• Extract data to help you create more detailed psychological assessments for potential recruits
• Identify the people characteristics required for different roles within your organization
• Understand what motivates different types of employees within and across different locations and cultures to achieve their individual targets and create feedback to enhance employee experience and create more nuanced data for your PA program

Use increased psychological data from your Employee Experience and People Analytics to enhance HR decisions and develop future leaders

The office exodus brought in by the pandemic has thrown a curve into most organizations’ employee experience and people analytics programs.  Hear from your peers how they have adapted to this monumental shift in the workplace.  Take back to you team best practices to:

• Adjust the metrics you use to ensure that the data collected reflects the new workplace reality and employee concerns
• Measure engagement of employees working from home while respecting privacy rules
• Gather informal feedback on employee satisfaction to provide an early indication of what your organization’s next steps should be post-pandemic

Keep your People Analytics program on top of a shifting workplace environment

Often when HR practitioners go outside their departmental ‘bubble’ to gather data to further their PA initiatives, they’re met with a wall of incomprehension and sometimes suspicion.  Even within the HR profession, PA can be misinterpreted.  Get buy-in on what data is collected, how it is used and how it will contribute to success by building literacy in PA.  Get practical tips to help you:

• Educate your employees on what PA is and how it can be of benefit to them
• Get buy-in by building trust so employees know their sensitive information will be safeguarded
• Understand and mitigate risks of mis-interpreting data to maintain the integrity of your PA program

Build PA literacy to support the HR data collection that will accelerate organizational performance

• Shine a light on how business leaders can respond to the new future of work
• Make more agile decisions on the future of the organization
• Guide the necessary discussions across the business and make decisions with complete confidence on what’s next

One of the first challenges HR practitioners encounter when establishing a PA program is the lack of consistency regarding the meaning of even the most basic information.  Unless there is a common set of definitions across the organization, any data pulled will be incorrect.  Shore up the data integrity in your PA program by:

• Working with department heads to identify which terms are being interpreted differently
• Getting buy-in regarding what the definitions should be
• Synthesizing the resulting definitions into a dictionary that is accessible and applies across the organization

Be sure you can trust your HR data by building a data dictionary

Hear the key solutions and take-aways from today’s sessions. Source a summary of actions points for you to implement. Learn about the key highlights and content for tomorrow.