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At Ericsson we call it the Enterprise Core – it has an ambition to house multiple data fields into a single platform and enable these to interact with each other. Predicting the future, whether talent, cost, supply or demand becomes much more sophisticated as we layer in the variables. This is a journey, but we are beginning to realize the significant benefit of objective predictability as an input into analytics and planning. In this session you will experience and learn:
- An agile approach to predictive analytics – the journey continues!
- Using predictive planning and comparing with business forecasting.
- The business value of complex analytics and how to introduce these into business decision making.

In an time of uncertainty and high-frequency change, it’s not enough to analyze data well. HR must learn to make an impactful, persuasive case for talent investments that goes beyond rattling off a few numbers. Jon Schwabish is an economist, and an expert in data visualization and presentation skills. Join Jon for a crash course in this important skill set and learn how to make your next big presentation a success.

In this presentation you will:
• Get a brief overview of best practices in data visualization.
• Learn common mistakes and pitfalls to avoid.
• Change the way you think about presenting data to senior executives.

At this year’s conference, you and your colleagues can also sign up for a free 20 minute coaching session with Jon Schwabish the Data Doctor. Bring your data, your dashboard, or a new presentation you’re working on and get in-person feedback from an expert in data visualization.

https://www.signupgenius.com/go/70a0c45abab2fabfd0-2019

As the war for talent intensifies, Cox, like many organizations, has made investments in people analytics in order to have a deeper understanding of people issues, with the expectation that they produce insights that are predictive and actionable to attract and retain top talent. Four years ago, Cox’s talent management teams embarked on a journey to transform their employee’s career experience.

This effort required investments in technology and in cross-functional partnerships to measure the impact of talent initiatives and support a more evidence-based approach to HR. Back then, the relationship between talent management and reporting was a casual acquaintance. However, very quickly, that relationship grew into a strategic partnership that remains critical to our ability to inform enterprise decisions about our talent.

This session will:

• Provide you with an understanding of the structure of Cox’s Talent Management and Reporting/Analytic organizations and partnerships
• Help you develop a plan that will support everyday partnership with your Talent Management or Reporting/Analytics partners
• Discuss real-life business scenarios where Cox’s HR strategy was informed by data and analytics
• Share lessons learned on how to prepare and structure your data in order to anticipate future requests

Innovation Sprints are designed to help you apply real-world “hacking” techniques to your biggest HR challenges and problems. You will learn how to create real innovation in your organization with one simple, hands-on exercise. This brief session will cover the details of the sessions and how to participate.