Workforce and HR Analytics 2017
Accelerating your People Strategy and Business Performance through Workforce Analytics

26 - 27 September 2017 | Hilton Hotel, Singapore

Workforce and HR Analytics 2017

In today’s fast-changing and uncertain economy, our hunch and past experience might not be enough to guide our decision-making for the future of business. Besides, at the time when employee data and analysis tools are highly available, failing to use HR intelligence to identify business gaps, sense-check our talents strategies, and elevate workforce planning can risk making HR irrelevant for the business. 
Workforce analytics is here to help us transform our workforce planning. According to a Korn Ferry’s study, organisations with HR analytics capabilities achieve 11% more in profits, 6 % increment in per-employee revenue and 3.5 times as likely to get the right people in the right jobs. Though highly recognised for its values, workforce analytics still involve challenges to overcome before we can reap its benefits for business success.
Those include
• Where to kick start WA projects?
• Which business functions that WA can add most values?
• Which metrics to measure and how to measure?
• How to translate insights into actions for business impacts?
• How to effectively clean and integrate quality data?
With this in mind, we bring you the 3rd Workforce & HR Analytics to accelerate your WA journey. With 2-day hands-on event and 15+ practical case studies, the event aims to learn and overcome common roadblocks to successfully reaping its impacts.
Themes to be explored: 
  • Strategic framework to optimise workforce analytics investment
  • Readiness: Exploring tools, skills and capabilities to drive workforce analytics outcomes
  • Visibility: how organisations are using workforce analytics to meet business objectives
  • Scaling and Sustaining: remaining compliant and agile when scaling your analytics operations
Conference highlights: 
  • A focused event that capitalizes on HR analytics potentials to optimize talent strategies
  • 12+ case studies on how organizations are driving informed talent and business success with workforce analytics
  • 2 customized panels to tackle common roadblocks standing in the way of workforce analytics success
  • 2-day congress and 2-day master-class that tailor to different stages of HR analytics maturity
  • Case studies from Lenovo, GE, Rehau, Abbott, Digi Telecom and more

Featured Speakers

Featured Speakers

Alexis Saussinan
Head of Organization... Merck Group Read More
Animesh Mukherjee
Head - Human Resource Centre of... DiGi Telecommunications Read More
Daniel Kusmanto
Global Head, HR Analytics ASM Read More
Steven Yong
Human Capital Analytics HSBC Read More
Travis V. Barton
Head, Strategic Workforce... GE Read More
Subhankar Roy Chowdhury
Executive Director & Head... Lenovo Read More
Dheeraj Sastri
Global HR Strategy Leader Abbott Laboratories Read More
Tarun Gulrajani
Head of HR REHAU Pte Ltd Read More
Sarajit Poddar
Head of Workforce Planning... Ericsson Read More
Bitasta Roy Mehta
Author "Have a THINK... Read More
Alvin Fong
AVP, Workforce Planning and... Wellsfargo Read More
Jason Tamara Widjaja
Associate Director, Global Data... MSD Read More
Christina Fu
HR Leader, MMD Singapore MSD Read More
Greg Newman
Product Manager for People... TrustSphere Read More
Ridwan Ismeer
Chief Data Scientist TrustSphere Read More

Sponsors and Partners

Supporting Organisation

The Institute for Human Resource Professionals (IHRP) is the HR professional body, set up by the tripartite partners: the Ministry of Manpower (MOM), the National Trades Union Congress (NTUC) and Singapore National Employers Federation (SNEF). IHRP is the only HR professional body in Singapore authorised to implement the national HR certification, which is known as the IHRP Certification. IHRP has the goal of setting the HR standards of excellence and enabling human capital development in enterprises. Through the IHRP Certification, IHRP aims to enhance the competencies of HR professionals, as well as create developmental and professional pathways for them. This will professionalise and strengthen the HR profession practice in Singapore, allowing HR professionals to be key enablers in their organisations.



Registration and Morning Coffee


Opening Remark by Chairperson

Speaker(s) of this session
Daniel KusmantoGlobal Head, HR AnalyticsASM

Speed Networking Sessions

Speed networking is a facilitated networking session which allows you to connect and meet new people. Bring plenty of business cards to ensure you make the most of this session.Speed networking is a facilitated networking session which allows you to connect and meet new people. Bring plenty of business cards to ensure you make the most of this session.

Strategic Framework to Optimise Workforce Analytics Investment

9:20 am

Opening Panel: HR Analytics - Towards a More Informed, Less Biased and More Precise Workforce Planning

  • In data we trust! – Capturing the full potentials of HR analytics
  • The roles of new HR to navigate HR analytics journey
  • Key challenges stopping the success of HR analytics
  • Opportunities cost of falling behind workforce analytics
  • In data we trust! Optimising finding from HR analytics
Speaker(s) of this session
Bitasta Roy MehtaAuthor "Have a THINK" - the practical guide to evidence-based HR
Subhankar Roy ChowdhuryExecutive Director & Head HR – Lenovo Asia PacificLenovo
Animesh MukherjeeHead - Human Resource Centre of ExpertiseDiGi Telecommunications
Travis V. BartonHead, Strategic Workforce Planning, Global Growth OrganizationGE

Building Relevant Business-First Workforce Analytics

  • Asking the right question - Defining relevant metrics to measure and relevant business problem to solve
  • Connecting business and HR’s metrics to articulate people and talent focus
  • Translating and simplfying HR metrics into business languages to drive decision and actions
  • Case studies: Using HR analytics to increase business productivity, lower workforce cost for better performance
  • Aligning leaders’ and employees’ interest using workforce analytics
Speaker(s) of this session
Steven YongHuman Capital AnalyticsHSBC

Cultivating Customer-Centric HR Analytics to Foster Organisation-Wide Deployment

  • Driving Customer-Centric People Analytics to Foster Future-Focused Organisation Development
  • Developing easy-to-understand and actionable insights throughout the whole employee life
  • Changing mindsets to anchor people analytics in organizational and people decision-making
  • Mapping out key customers touch-points to build seamless user experience: Software, metrics, dashboards, and visualisation
  • Focusing on customers journeys and customer experience to drive people analytics adoption
Speaker(s) of this session
Alexis SaussinanHead of Organization Development and People Analytics, Group Human ResourcesMerck Group

Morning Refreshment and Networking Break


Gaining Momentum: Quick Wins to Kickstart Impactful HR Analytics Experiments and Achieve Buy-in

  • Communicating with business to decide quick wins projects
  • Kick-starting key pilot projects: attrition, recruitment, drivers of performance and rewards analytics
  • Linking HR data with financials: speaking HR financial statements
  • Providing actionable analytics insights with storytelling skills
  • Communicating success to gain stronger supports from business leaders
Speaker(s) of this session
Daniel KusmantoGlobal Head, HR AnalyticsASM

Lunch and Networking Break


Flexible Workforce Planning in a Volatile Business Environment – Case Study at GE

During the disruptive, workforce planning is more than just rigid numbers. It must flexibly bridge longer-term future scenarios with short term actions that prepare us for those potential realities. As GE’s Workforce Planning Leader for the Global Growth Organization, Travis will share how GE approaches workforce planning, drawing upon its reporting and analytics capabilities.
The result is a clear business case that facilitates more informed people decisions and investments – for both HR and the business. Key features of a successful workforce planning process include:
  • Incorporating HR and non-HR data for a more holistic picture of the business strategy and growth
  • Building tools/models that allow business leaders to test the connections between business growth and resource needs
  • Ensuring workforce planning decisions can be revisited and revised as the business evolves
Speaker(s) of this session
Travis V. BartonHead, Strategic Workforce Planning, Global Growth OrganizationGE

Case Study: Building the HR analytics function in Lenovo

  • Building the HR analytics function in Lenovo
  • Using social data to understand and identify engagement priorities on an ongoing basis
  • Location strategy using talent insights based on global data on demand and supply of talent pool
  • Sales Analytics – Sales Performance, Productivity and Compensation
  • Diversity and Inclusion analytics
  • Emerging developments of Artificial Intelligence, digital and automation in HR
Speaker(s) of this session
Subhankar Roy ChowdhuryExecutive Director & Head HR – Lenovo Asia PacificLenovo

Afternoon Break and Networking Session


Building Capabilities for Human Capital Analytics to Drive Business Success

  • 6 competencies of a world-class people analytics team
  • Moving from transactional, to predictive to prescriptive analytics with key talent metrics
  • Translating HR metrics into human capital financial statements that business and finance understands
  • Talent assessment analytics: Talent Capacity vs Quality vs Competition vs Cost
  • Creating a non-replicable talent strategy with talent assessment analytics
Speaker(s) of this session
Dheeraj SastriGlobal HR Strategy LeaderAbbott Laboratories

Case Study: Using Predictive Analytics to Manage Workforce Cost

Digi Telecom is recognized not only for its innovative product portfolio, but also for its unconventional approaches to solving HR opportunities & challenges.

Effectively collaborating with the business, the HR team at Digi successfully analyzed & understood the dilemma of ‘business as usual’ year-on-year workforce cost increase amidst a highly challenging industry environment & declining revenue growth. This led to the development of a predictive workforce cost model, easy to use reporting tools and implementation via disciplined decision making resulting in a ‘zero dollar increase’ in payroll costs despite continuing delivery of core HR services such as hiring, salary increases, market adjustments & bonuses across a 12 month period.
Spearheading this project, Animesh will share how the team has broken the traditional approach of WA, to identify, analyze and communicate insights that bring real business impact.
Speaker(s) of this session
Animesh MukherjeeHead - Human Resource Centre of ExpertiseDiGi Telecommunications

End of Conference Day One


Registration and Coffee


Opening Remark by Chairperson

Speaker(s) of this session
Daniel KusmantoGlobal Head, HR AnalyticsASM

Total Rewards Analytics: Achieving a Proven Rewards Strategy that Tailors to Each Performance Group

  • Designing and tracking your reward strategies with analytics tools
  • Establishing correlations of rewards with performance to define an optimal total rewards level
  • Tailoring compensation strategies to each employee group
  • Benchmarking packages against profitability
  • Sense-check innovative compensation approaches: incentives, recognition, mobility, learning and development, health and wellbeing
Speaker(s) of this session
Tarun GulrajaniHead of HRREHAU Pte Ltd

Bridging the Metrics Gap of HR and Business to Streamline HR Analytics Roadmap

  • Understanding different expectations of HR versus business leaders
  • Effective communication to capture HR metrics in solving business challenges
  • Utilising scenario analysis and simulation modelling to test key HR metrics in new business contexts
  • Designing innovative metrics to harness meaningful predictive analytics
Speaker(s) of this session
Sarajit PoddarHead of Workforce Planning & Analytics, Southeast Asia & OceaniaEricsson

Morning Refreshment and Networking Break


Reducing Attrition and Burnout using Workforce Analytics

  • How employee network and productivity analytics can be collected
  • What are the indicators of employee burnout?
  • How burnout contributes to attrition
  • How analytics can be used to predict burnout
Speaker(s) of this session
Greg NewmanProduct Manager for People Analytics TrustSphere

Building a Successful Data-Driven Culture to Harness Informed Talent Strategies

  • Ace the case: the power of small wins for better buy-in
  • Increasing training results with insight-led best practices
  • Capturing the patterns, and drivers that shape employees lives
  • Enabling business to have the right, fact-based conversation with staff
  • Creating a fun-filling HR analytics experience with digital
  • Ensuring human-centric analytics practices
Speaker(s) of this session
Bitasta Roy MehtaAuthor "Have a THINK" - the practical guide to evidence-based HR

Lunch and Networking Break


Setting Up a Success-Proven HR Analytics Team

1. Considerations in building an Analytics Team
a. Objective or roadmap
b. Scope of work
c. Tools and skillset
d. Maturity of the organization on Analytics
2. Common pitfalls of analytics teams and some practical advice based on experience
a. Processing imperfect data
b. Build or Buy tools – When?
c. Alignment on metric definitions 
d. Analysis paralysis 
3. Final thoughts on how to be successful in analytics 
Speaker(s) of this session
Alvin FongAVP, Workforce Planning and AnalyticsWellsfargo

Roundtable Discussion: Creative Strategies to Generate Better Data for Better Human Metrics

  • Generating more data with latest technologies: wearable technologies, cards and Bring-Your-Own-Device (BYOD)
  • Achieving high quality outputs with advanced modelling: the potentials of AI, RPA, bots and machine learning
  • Ensuring high quality of data: data requirement, setting up surveys, and statistical methods
  • The legal concerns to stay compliant
Speaker(s) of this session
Ridwan IsmeerChief Data Scientist TrustSphere

Afternoon Refreshment and Networking Break


Built to Last – Ethics and Mitigating Bias in HR Predictive Analytics

  • The scaling triangle: Current story; Get informed, Receive insights, Initiative changes, Tell the transformed story and Repeat
  • Elininating potential bias
  • The importance of forming new hypothesis
  • Staying contextualised, and evidence-based to extract precise insights
  • Correlational versus Predictive: Avoiding wrong assumptions that scale your bias
Speaker(s) of this session
Jason Tamara WidjajaAssociate Director, Global Data Science CompetencyMSD
Christina FuHR Leader, MMD SingaporeMSD

End of Conference

3rd Annual HR & Workforce Analytics 2017, presents a holistic range of projects on how organisations are effectively capitalising analytics as the backbone to drive precise talent decisions for business success. 

Moving away from “the why”, the event focuses on “the how” to ensure the application of workforce analytics. The key takeaway toolkit includes: asking the right questions to set the right goals, data visualisation, storytelling, and key human capital metrics, and common pitfalls to ensure successful rollouts of workforce analytics projects. 


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