HR & Workforce Analytics Innovation

Driving Workforce Success Through Analytics

May 22 & 23, 2014The Westin Michigan Avenue

Chicago, IL

Confirmed Speakers

Confirmed Speakers

• Exec. Director, HR Analytics, Johnson Controls• Head of HRIS, Tesla Motors• Sr. Director, Human Capital Analytics, Sears• VP, Analytics Manager , Wells Fargo• DVP, Org. Design & Effectiveness, Walgreens• Human Resources Consultant, Washington Uni.• Director, Workforce Insights & Technology, Allstate• VP, Workforce Relations, BAE Systems• Sr. Director, Human Capital Analytics, Marriott• VP, HR Shared Services & HRIS, Coca-Cola

• Director, Analytics, Sears• VP, Field HR, Ventura Foods• SVP, Human Resources, Universal Weather• Director, Global Workforce Intelligence, Pfizer• VP, HR Reporting & Analytics, State Street• SVP & Head of Insights, Wells Fargo• VP, Workforce Analytics, Credit Suisse• Director, Human Resources, Caterpillar• Leader, Workforce Planning & Analytics, PG&E• VP, Human Resources, Trulia

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Past Delegates include• VP, Worldwide Workforce Analytics - Warner Bros.

• VP, Human Resources - Bank of America

• Director, HR Insight - Siemens

• VP, Workforce Management - American Airlines

• Director, HR Analytics & HRIS - ESPN

• Director, HR Analytics - Sears Holdings

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%

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

Company Size Of Attendees

8%

11%

25%56% 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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The modern Human Resources function collects vast quantities of data. Increasingly, this data presents an opportunity to create and utilize a wide range of metrics for recruitment and performance.

However, the potential pitfalls for successful use of analytics are apparent. The gap between traditional training and technical competence, the governance of employee & applicant data, and the decision on where to

invest has made the area treacherous terrain for organizations starting out with workforce analytics.

The HR & Workforce Analytics Innovation Summit will address these issues and more, bringing together HR leaders who are implementing and experimenting with new analyt ica l methods - dr iv ing remarkable improvements in their organizations. Check regularly for updates to our evolving lineup.

About The Summit

Speaker Information

Naveen defines and drives the product roadmap and daily operations of the GameOn initiative. GameOn is an innovative, highly analytic and technologically driven business transformation initiative involving gamification, game elements & mechanics, performance improvement and employee engagement. This initiative is heavily data-driven and subject to significant exposure at all levels of the organization.

MoodRing - Using 'Happiness' as an Analytics Metric

Countries like France and Bhutan have started to judge GNH (Gross National Happiness) as a metric other than just judging GDP. Economists like Amartya Sen and Joseph Stiglitz are studying how the economic performance of countries correlates to how happy those countries are. Based on this, we decided to try an experiment out at SHC in trying to study whether the happiness of our associates is correlated in any way to the performance of different parts of the organization. I will present some of the theories behind the genesis of this program as well as the impact and some very early findings with regards to performance, engagement and morale.

Naveen SeshadriDirector, Analytics & GamificationSears Holdings

Kelly Wojda is the HR Director responsible for the Attract Team, including global recruiting and employment brand, w o r k f o r c e p l a n n i n g a n d t a l e n t a n a l y t i c s , H R communications, and the Employee Opinion Survey.   Kelly has been employed by Caterpillar for twenty-three years. She began her career as an internal auditor in Aurora, Illinois and spent her early career in several business resources, communications and human resources positions.   In 2003, Kelly joined Caterpillar’s Corporate Affairs to lead internal communications and media relations.   She then became the Human Resources Manager for Electric Power Division. 

Changing Culture - Workforce Planning & Analytics

The Human Resources community at Caterpillar is on a journey to transform our culture around people decisions from ‘gut feel’ to informed decision making.   Come learn how our Talent Analytics team has taken a step back from the big data buzz to focus on the fundamentals.   At Caterpillar, this means reinforcing a culture of listening to our HR business partners’ unique people challenges, helping them identify the information they need, engaging them in the right analytics models and then equipping them to make higher quality business decisions at the leadership table. 

Kelly WojdaDirector, Human ResourcesCaterpillar

Speaker Information

Aligning HR Infrastructure and Analytics To Enable Business Transformation

Walgreens has undergone significant transformation over the past few years.   Expanding from traditional drug stores to broader wellness offerings across the United States, and now globally.  Walgreens HR function has also gone through significant transformation, moving from a highly transactional function to a strong strategic partner, using technology, scorecards and workforce insights to drive workforce planning and human capital strategies.

Warren Lindley joined Walgreens as Divisional Vice President of Organizational Design and Effectiveness in August 2010.   His responsibilities include all activities related to change management, employee engagement, leadership development, talent management, and training for all of Walgreens.   Prior to joining Walgreens, Warren was the Vice President of Talent Optimization at Kellogg Company in Battle Creek, MI.  Prior to being appointed Vice President with the Kellogg Company, Warren served in a number of leadership roles including Director of HR for Global Marketing,   Director of Global Learning & Development, and Director of Organization Effectiveness.

Dave leads the Human Resources Analytics team within State Street Corp.  Dave’s team works with partners from throughout the business to ensure that everyone has access to appropriate Human Capital information to make informed decisions in support of the company’s strategic and operational objectives.   Dave provides consulting on human capital analytics, is the business owner of the firms Human Capital reporting systems and promotes Strategic Workforce Planning within State Street.  Dave joined State Street from Fidelity Investments where he initiated a workforce analytics program.   Prior to joining the Human Resources function, Dave held roles in industry and management consulting where he focused on strategy development, market segmentation, supply chain optimization and business transformation.   Dave has an MBA in Strategy and Finance from the Amos Tuck School of Business at Dartmouth College and a BA in Economics and Sociology from Clark University.

Evolving From Reporting to Insight-Led Analytics at State Street

Over the past few years, State Street’s Human Capital Analytics offering has evolved from operational and regulatory reporting to analytical capabilities that provide advanced insight into global business issues.   Strong partnerships with business leaders and the Finance and Technology functions, along with change management within HR, and the adoption of company-wide metrics, analytical methodologies and self-service tools were critical steps along this journey.   Dave will share how targeted analytics initiatives in support of major strategic business and HR programs have enabled workforce assessment and decision making by stakeholders throughout the corporation. 

Carol Darling is the Vice President of the Workforce Relations and HR Compliance Center of Expertise (COE) for BAE Systems, Inc. In this role, Carol is responsible for affirmative action plans and audits, HR compliance programs and the development of diversity metrics, HR dashboards and analytics.   She also serves as the Chief Privacy Officer and has responsibility for the human resources function for the corporate headquarters and COEs.  Prior to joining the HR team, Carol spent nearly 20 years as a labor and employment attorney in both in-house and big law firm roles.  She currently serves on the Aerospace Industries Association’s Workforce Analytics Committee. 

BAE Systems - Moving towards Analytics

Taking those first steps…. the BAE Systems HR team will share their journey (and road-trip photos) of how they went from decentralized, disjointed ad hoc reports delivered in different formats by the HRIS team to a d e s k t o p - d e l i v e r e d d a s h b o a r d w i t h c o m m o n measurements and meaningful benchmarks in less than a year….with little-to-no budget.  Carol and Rana will discuss the challenges in slaying the data integrity dragon (ok, maybe just giving it some paper cuts), the importance of preparing for your first launch, and how to maintain focus on actionable metrics and avoid dashboard creep. 

Carol DarlingVP, Workforce Relations & Compliance BAE Systems

Warren LindleyDVP, Org. Design & EffectivenessWalgreens

Dave FinemanVP, HR Reporting & AnalyticsState Street

Speaker InformationHR Shared Services: Measure the Evolution

An HR shared services journey involves an evolution as processes are automated and streamlined.   Explore a Coca-Cola story of optimization and expansion.

·        Establish a vision for optimization

·        Measure performance trends

·        Identify new or expanded services

Karla Younger is the Vice President of HR Services for the Coca-Cola North America Group with responsibility for the centralized HR Shared Services functions. These functions are comprised of customer service, payroll, HR operations that inc lude benef i ts , absence management & accommodations, HR master data, organizational management, and talent acquisition services, as well as a support team for the entire center that includes quality, workforce management, reporting & metrics, compliance oversight, governance, and project management. She has 19 years of payroll and HR experience with Coca-Cola and is a Certified Public Accountant. Karla and her team have contributed to shaping the efficiency and effectiveness of the HR organization within Coca-Cola’s North America Group and she is an active participant in HR Shared Services networks.

Karla YoungerVP, HR Shared ServicesCoca-Cola

Peter is currently Vice President of Field HR for Ventura Foods based in Brea, California.   As the largest maker of vegetable oil-based products in the U.S., Ventura Foods exceeds $2.5 billion in revenue and produces over three billion pounds of finished goods each year.  Peter’s team of 10 HR Generalists covers the 11 Ventura Foods manufacturing and distribution locations across the United States and the 2,200 employees in those facilities.   Prior to joining Ventura Foods in 2012, Peter held the role of Sr. Director of Human Resources for PepsiCo, covering the California Region.  Peter spent over 5 years at PepsiCo in HR in various role of progressive responsibility.  He joined PepsiCo in 2007 from Rolls-Royce North America.  

Transforming HR Perception Through Leveraged Data

Peter Fisher made the transition from a PepsiCo, Fortune 50 company with over 300,000 employees to Ventura Foods, a $3 billion joint venture with 2,600 employees.  Mr. Fisher will share the challenges associated with elevating the perception and credibility of HR in an organization that had previously viewed HR as a transactional and administrative function. Mr. Fisher will discuss the challenge of implementing and updating key processes and initiatives including selection, onboarding, performance management, succession planning and HR scorecards with limited paperless-based, technological support.  Mr. Fisher will discuss how finding creative and pragmatic ways to leverage data to build a business case for key initiatives that drive business and organizational effectiveness has enabled Ventura Foods to establish HR as valued business partner and trusted advisor.

Peter FisherVP, Field HRVentura Foods

Dr. Cook is spearheading Credit Suisse’s research into HR Analytics. He is a quantitative researcher with 20 years experience working on Wall Street. In the past he has worked as a quantitative strategist for an equity hedge fund, and Chief Risk Officer for an institutional money manager. For the past three years he has been focusing on building predictive models of voluntary attrition within Credit Suisse, and developing insights on its drivers. He is currently focused on developing evidence based insights for HR in order to understand and improve our talent acquisition process.

Building an Attrition Model Using Logistic Regression

In order to better understand the profile of employees at risk of leaving, we built a multi-factor logistic regression model of voluntary attrition. We use available employee data from our HRIS to assign a probability to every employee that they will leave within a year. People who left Credit Suisse in 2012 were projected by the model built in 2011 to be more than the twice the average probability of leaving, and the model was more accurate than were manager assessments of the risk of their reports leaving. In this talk I will take you through the model building process, and share some of the insights gained.

Michael CookVP, Workforce AnalyticsCredit Suisse

Speaker InformationA Deeper Look at Workforce Analytics - Helping the Organization Understand Who We Are & Why We Do What We Do

Over the past few years, analytics and evidence based decision making in HR has clearly taken center stage. It’s becoming a part of HR strategy maps, yearend goals and visibly a boardroom agenda. It is the DNA of our overall HR value proposition. You hear the word analytics on a daily basis in social media, HR magazines, conferences etc. and yes, it’s a good buzz! But does HR and business really know who we are, what our identity is and how best to engage “ME the ANALYST! Do I know myself? Do I need to invest more in my brand identity? What am I contributing to make analytics sustainable and visible? This session will help you understand that knowing yourself and creating your identity is very critical for successful analytics in HR.

Arun leads the Global Workforce Intelligence team at Pfizer. He has deep experiences with quantitative and visualization methodologies, analytics and reporting services delivery, building collaborative and strong relationships across matrix organizations, and driving key business strategies and organizational change initiatives through workforce insights. He also has 18 years of experience in management, consulting, and human resources in positions of increasing responsibility. Prior to joining Pfizer, he held leadership positions at Harley Davidson, Merck, and ESPN.

Wendy Hirsch is the Executive Director of Workforce Analytics at Johnson Controls. She is responsible for the design and implementation of Johnson Controls’ global workforce analytics strategy and program, overseeing all aspects of workforce analytics across the enterprise. Prior to Johnson Controls, Wendy spent 15 years with Mercer’s Global Workforce Analytics and Planning Group.   At Mercer, Wendy led workforce analytics initiatives for organizations across various industries, helping them to improve bottom line results through human capital strategy and measurement, workforce planning, attraction and retention, pay equity and diversity. Wendy holds a Ph.D. in Industrial/Organizational Psychology from the University of Illinois at Urbana-Champaign.

Building It From the Ground Up: Johnson Controls Launches a Workforce Analytics Center of Expertise

Building a workforce analytics function for a global and diversified organization may sound like a daunting task, but Johnson Controls is tackling this head on. The mission: create an evidence-based culture that endorses analytics at the highest levels. The vision: give global leaders the support they need to test hypotheses and address real workforce and organizational priorities. In this session, Wendy Hirsch will highlight Johnson Controls' experience on everything from team construction and quick wins to pitfalls to avoid. The discussion will center around how to position your team for success, and aim for high quality - but practical - workforce analytics.

Ian is a Business Transformation and HR leader with a track record of leading complex change initiatives and driving operational excellence in Fortune 100 organizations.  As the Head of Talent Analytics & Reporting for Sears Holdings Corporation, he leads a team that delivers operational reporting, program effectiveness, and advanced analytic studies to over 200,000 employees.  Prior to joining Sears, he held leadership positions at American Express within both the Global Business Services and Global Human Resources functions.   Ian earned a Bachelor’s in Psychology from the University of Virginia and draws upon 15 years of experience in Big 4 management consulting, small business ownership, and corporate leadership roles to bring a unique perspective to the Talent Analytics space.

Dynamic Engagement Analysis: Does E m p l o y e e M o o d P r e d i c t B u s i n e s s Outcomes?

Mood is a well-established indicator of happiness and overall mental health.   But, can it be predicted and productively harnessed to positively impact customer satisfaction, sales, and other business performance outcomes?   By gathering almost 100,000 “MoodRing” responses per day from associates across our 2,000 stores, we have been able to explore this question in a unique way.   I will present initial findings of our study and discuss the potential of dynamic engagement interactions.

Arun ChidambaramDirector, Global Workforce IntelligencePfizer

Wendy HirschExecutive Director, Workforce AnalyticsJohnson Controls

Ian O’ KeefeSr. Director, Head of Talent AnalyticsSears

Shekar Nalle Pilli Venkateswara (N.V.), SPHR is the Senior Director with Marriott International. Previously, he was the Director, Workforce Planning & HR Operations at Hewlett-Packard's $25B Imaging & Printing division where his responsibilities included managing labor costs aligned with revenue forecasts, HR budget, Employee Engagement, HR Metrics & Dashboard. In his previous assignment, he served as Director, Workforce Planning & Analytics at Capital One, a top five bank in the US. Shekar received his MBA from the Owen Graduate School of Management - Vanderbilt University, Nashville, TN and holds a B.S. in Mechanical Engineering from the Delhi College of Engineering, India. Shekar is passionate about adding value by creating a culture of information-based decision-making in Human Resources. He is a recognized results-oriented Human Resources professional with 14+ years of experience in successfully managing and developing high-performing teams. He loves to travel both domestically and internationally, hiking and spending time with his family.

Journey of a Workforce Planner

Having an incredibly talented workforce provides a definite competitive advantage to a company. But, having talent alone is not enough though. For getting the maximum value, the workforce needs to be engaged, aligned and used in a proper fashion. Workforce Planning as a concept is still in its early phase of adoption. There is one big question that everyone needs to answer - is People cost a big lever for your company? Or, Could I be producing more with my current people-related investments? The Workforce Planning framework allows you to explore answers to such questions…

Shekar Nalle Pilli VenkateswaraSr. Director, Human Capital AnalyticsMarriott International

Speaker Information

Steve’s career of HR accomplishments spans several industries including: aviation, consulting, energy, beverage, chemical, and utility. He has led projects globally on all major continents. He joined Universal Weather and Aviation in 2006 and is now SVP of HR and Workforce Development for the Company, which has been selected as a Best Place to Work in Houston for seven years. During 2008-11 his departments' projects were nominated for ten separate HR Houston Impact Awards and achieved the Organizational Excellence Award in 2010.

The Strategy Of Workforce Analytics

Universal Weather and Aviation has a clear vision, mission and brand promise. One of the key drivers of the mission and vision is “employees equipped to succeed”. HR has linked three strategic HR dimensions to employees equipped to succeed which are: alignment to the goals of the company, capabilities of the employees to achieve the goals and the engagement of the employees to be motivated to stay with the company (ACE).The presentation will focus on how we have organized and executed our metrics and analytics around the ACE Model and what we have learned about how to use our measurement tools and the results that we have achieved.

Steve GinsburghSVP, HR & Workforce DevelopmentUniversal Weather & Aviation

Steve’s career of HR accomplishments spans several industries including: aviation, consulting, energy, beverage, chemical, and utility. He has led projects globally on all major continents. He joined Universal Weather and Aviation in 2006 and is now SVP of HR and Workforce Development for the Company, which has been selected as a Best Place to Work in Houston for seven years. During 2008-11 his departments' projects were nominated for ten separate HR Houston Impact Awards and achieved the Organizational Excellence Award in 2010.

Connecting Silos: How HR Analytics Helps Win More Business and Breaks Down Barriers Inside a Large Medical Research Organization

Over the past ten years, the funding environment for medical research in the U.S. has become increasingly competitive. By leveraging existing datasets and unique analysis capabilities in the Human Resources office, a small team of senior leaders teamed with an HR data analyst (that's me!) to identify and advocate for organizational change. The question is: How do you build high-performance proposal development teams in a rapidly changing environment? While this work may not win a Nobel Prize nor cure Alzheimer's Disease, it will help scientists bring in more dollars towards life-saving research. 

Joe FrankHuman Resources ConsultantWashington University

Suzann is an HR Leader with a passion for enabling organizational value through effective Human Resources support.   Sue has deep expertise in all facets of Human Resources and is currently the Financial Services HR Line of Bus iness Va lue Eng ineer ing Consu l tant for SuccessFactors.  Prior to joining SuccessFactors, Sue was the Chief Human Resources Officer at Radian Mortgage Insurance, the Head of HR at American Water and the Chief Administrative Officer of Human Resources and SVP of HR Operations for State Street.   She holds a BS in Psychology from Montclair State University, a MS in Human Resources from Villanova University and is certified as a Senior Professional in Human Resources (SPHR).

Workforce Analytics – Hit the “Easy” Button: Learn How to Talk to the Executive Team about HR Analytics

The predicted War for Talent is really here.   The global shortage of skilled workers is affecting many, if not all, industries.  The globalization of business is enabling cross-border talent mining.   So what does this mean?   HR Workforce Planning and Analytics finally has it’s seat at the executive table.   But what happens when you are at the table?  CEO’s, CFO’s and executive team members do not want to hear about the problems with data issues, statistical probabilities and standard deviations – they want to know if they have a problem and how do we solve the problem?   This requires a different form of communication.  This presentation will focus on how to hit the “easy” button and how to talk to the Executive Team at their level.

Suzann BoylanValue Engineering ConsultantSuccessFactors

Speaker Information

Raj Dev is Senior Vice President and Head of the Insights and Analysis Group at Wells Fargo. The Group is responsible for delivering analysis, insights, and strategies to inform decisions for Community Banking’s human capital base of over 100,000 employees. Raj is a 13-year veteran of Wells Fargo Bank. He has served in various strategy roles throughout Wells Fargo. Prior to joining Wells Fargo, Raj worked at Bank of America, focusing on mergers and acquisitions. Raj holds a bachelor’s degree in linguistics from the University of California at Berkeley, and an M.B.A. from the Yale School of Management.

Creating a Crystal Ball for HR

HR departments have access to vast quantities of data about their present, past, and potential employees, but are often stymied when it comes to using that data to drive business strategy. In “Creating a Crystal Ball for HR,” Raj will explain why and how you can create an analytics function within your HR department that goes beyond simple reporting. He’ll show how to evolve your analytics function so that it can offer predictive analytics that creates meaningful business impact, while avoiding potential pitfalls.

Boryana Dineva is leading the HR Analytics, HR Information Systems and HR Operation teams at Tesla. With a degree in economics from UC Berkeley, Boryana drove an innovative organizational design at Tesla that converges data warehousing, systems and data structures, predictive analytics, and the art of data presentation into an operational powerhouse.  She was instrumental in building an analytics team at Tesla that has emerged as a proactive consulting force providing invaluable and actionable data to scale the company. The team has revolutionized the way the HR organization positions itself within the business by unleashing the power of people data.

Data Driven: Tesla HR Speaks the Language of the Business Through Data & Analytics

The Tesla HR analytics team is known for its agility, creativity, and strong practical insights. Because of those qualities, the team has been involved in a wide-ranging spectrum of initiatives across the company. The key in achieving the mass adoption by the business was to build a team with a diverse background and only one common trait: the love for numbers and trends. The team listens to the organization, tailors its approach to augment a diverse business population, and speaks the language of its audience. Being able to refine the data visualization approach to match the personality of the engineering, manufacturing, and business teams has helped the team become widely treasured at Tesla. 

Boryana DinevaHead of HRIS & AnalyticsTesla Motors

Rajiv DevSVP & Head of InsightsWells Fargo

Speaker Information

Kathy Doan is a 13-year veteran with Wells Fargo. As an Analytics Manager, she provides thought leadership and insights to senior HR leaders to optimize Community Banking’s human capital base of over 100,000 team members. Ms. Doan leads a team of senior Analytics Consultants who consult with clients to link HR metrics with business performance using statistics-driven methods. She has presented at over a dozen conferences on the topic of HR Analytics. Ms. Doan has a B.A. in Mathematics, a B.S. in Statistics, and an M.S. in Financial Engineering.

Kathy DoanVP, Analytics ManagerWells Fargo

Elizabeth Brown, Trulia's Vice President of Human Resources, is leading the charge to scale Trulia's hypergrowth and long-term development as a public company, with a focus on recruiting top-notch talent and retaining the company's strong culture. Before coming to Trulia, Elizabeth spent two years at the forefront of LinkedIn's hypergrowth, leading their International HR team for Global Sales and Operations to deliver 100 percent year-over-year headcount growth and open several international LinkedIn offices. She also served as an industry thought leader on recruitment and leadership development, speaking at several domestic and international conferences including the Social Recruiting Strategies Conference in San Francisco, the Excellence in Talent Management Conference in Barcelona, and the Learning and Leadership Conference in Chicago.

Elizabeth BrownVP, Human ResourcesTrulia

Brett WinchellDirector, Workforce Insights & TechnologyAllstate

Brett Winchell is a director of human resources for Allstate Insurance Company and the leader of both the Workforce Insights and Technology COEs. An experienced senior HR business partner, he has supported various members of Allstate’s Senior Leadership Team including Investments, Finance and Technology & Operations.   As leader of the workforce analytics and research function, he is responsible for providing business and HR leaders with evidence-based talent insights that inform strategic and operational decision making about Allstate’s most critical resource – its people.  

Currently, Workforce Planning & Analytics Practice Leader, HR Strategy and Organizational Effectiveness Department, PG&E, San Francisco. Most recently Schutt held a similar role at Stanford University Medical Center. Schutt’s 20 year career path in the technology, manufacturing, utilities, and healthcare industries has included Human Resources Management, Talent Acquisition and Workforce Planning/Analytics leadership and HR Operations roles. As a result of his many innovations and accomplishments, Schutt has been interviewed and quoted in various news media and trade publications, including The Financial Times, The Wall Street Journal, The Ottawa Citizen, The Boston Globe and ESRI's ArcNews and has recently spoken at numerous Workforce Planning & Analytics Conferences as well GIS related Conferences (e.g. Workforce Planning using Geo-Spatial Tools).

Implementing a Clear & Concise Workforce Planning Program

What elements are necessary for developing and deploying a successful enterprise-wide Workforce Planning Program? In addition to the usual suspects, such as integrated systems, relatively accurate data and sponsorship from the top down, the program needs to be clear and concise.  The overarching approach that Schutt and his team have taken at PG&E has been to stay focused and on point even under a heavy barrage of ‘additional requests’ and/or objections. Secondarily, besides leadership sponsorship, the second most critical ‘must have’ for HR is a strong, almost twin like, partnership with the Corporate Planning/Strategy Department.  Schutt will highlight these Workforce Planning change management imperatives as well as PG&E’s fundamental model, process and home grown tool.

David SchuttWorkforce Planning & Analytics LeaderPacific Gas & Electric

The Information

Registration Pricing

HR & Workforce Analytics Innovation SummitDate: May 22 & 23, 2014Location: The Westin, 909 North Michigan Avenue, Chicago, IL 60611

For larger groups or special requests contact Lewis by calling +1 310 598 7733 or email lchandler@theiegroup.com* Team discounts are applicable at the point of registration only.

Ways to Register

+1 415 692 5281 +1 323 446 7673 Online Registration

Group Discount Offers3 Silver Passes: $3000 ($1000 per attendee)5 Silver Passes: $4750 ($950 per attendee)3 Gold Passes: $4200 ($1400 per attendee)5 Gold Passes: $6250 ($1250 per attendee)3 Diamond Passes: $4800 ($1600 per attendee)5 Diamond Passes: $7250 ($1450 per attendee)

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Silver Pass

$1495Access to all sessions &

networking events7 days access to presentations from the

summit via ieOnDemand

$1295Early Bird Price(before Mar 14)

Diamond Pass

$1995Access to all sessions, networking

events, annual subscription to all content on the Big Data & Analytics channels via

ieOnDemand

$1795Early Bird Price(before Mar 14)

Gold Pass

$1795Access to all sessions, networking

events & unlimited access to presentations from the summit via

ieOnDemand

$1595Early Bird Price(before Mar 14)

1 Day Pass

$995Full access to the sessions to your chosen day of the summit, 7 days

access to presentations from the summit via ieOnDemand

7 dayonline access to event materials

On-Demand Pass

$600Unlimited access to presentations from the summit via ieOnDemand,

including presentations, interviews & the ability to contact speakers

Unlimited access to

ieOnDemand

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2. Pass Types...Early Bird Pass Options until March 14, 2014

Early Bird Silver: $1295 Attendees ____ Early Bird Gold: $1595 Attendees ____ Early Bird Diamond: $1795 Attendees ____ Early Bird One Day: $795 Attendees ____

Regular Pass Options after March 14, 2014 Silver Pass: $1495 Attendees ____ Gold Pass: $1795 Attendees ____ Diamond Pass: $1995 Attendees ____ One Day Pass: $995 Attendees ____ On Demand Pass: $600 Attendees ____

Group Discount Pass Options 3 Silver Passes $3000 ($1000 per attendee) 5 Silver Passes $4500 ($900 per attendee) 3 Gold Passes $3900 ($1300 per attendee) 5 Gold Passes $6000 ($1200 per attendee) 3 Diamond Passes $4500 ($1500 per attendee) 5 Diamond Passes $7000 ($1400 per attendee)

For larger groups or special requests contact Lewis Chandler by calling +1 415 692 5281 or email lchandler@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 & unlimited access to ieOnDemandDiamond Pass: Access to all sessions, networking events, annual subscription to all content on the Big Data & Analytics channels via ieOnDemand

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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 April 14, 2014 incur an administrative charge of 50%. If you cancel your registration after April 14, 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 SummitMay 22 & 23, 2014 | The Westin Michigan Avenue, Chicago, ILFor registration or more information on the program, please call Lewis on +1 415 692 5281, or fax this registration form to +1 (323) 446 7673

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Schedule

Networking Drinks 17.00 - 19.00

May 23

Session One 08.30 - 10.00

Coffee Break 10.00 - 10.30

Session Two 10.30 - 12.00

Lunch 12.00 - 13.30

Session Three 13.30 - 15.00

Coffee Break 15.00 - 15.30

Session Four 15.30 - 17.00

Day Two

May 22Day 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

15.30

17.00

Session Five 08.30 - 10.00

Coffee Break 10.00 - 10.30

Session Six 10.30 - 12.00

Lunch 12.00 - 13.30

Session Seven 13.30 - 15.00

Coffee Break 15.00 - 15.30

Session Eight 15.30 - 17.00

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Sponsors

For sponsorship information contact Giles at ggodwinbrown@theiegroup.com F TI L

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Lunch Sponsor Media Partner

Edgewor thEconomics

JanuaryBusiness Analytics Innovation Summit January 22 & 23, Las Vegas

MarchHR & Workforce Analytics InnovationMarch 19 & 20, London

Sports Analytics Innovation SummitMarch 26 & 27, London

Predictive AnalyticsInnovation SummitMarch 27 & 28, Hong Kong

FebruaryData Science Innovation SummitFebruary 18, San Diego

Predictive Analytics Innovation Summit February 19 & 20, San Diego

Big Data & Analytics Innovation Summit February 27 & 28, Singapore

May Continued

Predictive Analytics Innovation Summit May 14 & 15, London

Digital & Web Analytics Innovation May 14 & 15, London

Big Data & Analytics in Healthcare May 14 & 15, Philadelphia

Business Intelligence Innovation Summit May 21 & 22, Chicago

Business Analytics Innovation Summit May 21 & 22, Chicago

Manufacturing Analytics Innovation SummitMay 21 & 22, Chicago

HR & Workforce Analytics Innovation May 22 & 23, Chicago

Partnership Opportunities: Giles Godwin-Brown | ggb@theiegroup.com | +1 415 692 5498Attendee Invitation: Sean Foreman | sforeman@theiegroup.com | +1 415 692 5514

SeptemberSports & Fitness Innovation SummitSeptember 10 & 11, San Francisco

Big Data & Analytics Innovation SummitSeptember 17 & 18, Sydney

Analytics

JuneBig Data & Analytics for PharmaJune 11 & 12, Philadelphia

Big Data & Analytics for Retail SummitJune 19 & 20, Chicago

Customer Analytics Innovation SummitJune 19 & 20, Chicago

MaySocial Media & Web Analytics Innovation SummitMay 1 & 2, San Francisco

Sentiment Analysis Summit May 1 & 2, San Francisco

Gaming Analytics Summit May 1 & 2, San Francisco

OctoberBig Data & Analytics Innovation Summit October 16 & 17, London

NovemberElite Minds in Sports Analytics SummitNovember 5, London

Sports TechInnovation Summit November 5 & 6, London

Big Data & Analytics for PharmaNovember 5 & 6, Philadelphia

Data Science Innovation Summit November 12, Chicago

Business Intelligence Innovation SummitNovember 12 & 13, Chicago

Predictive Analytics Innovation Summit November 12 & 13, Chicago

Social Media & Web Analytics Innovation November 12 & 13, Miami

Big Data & Analytics Innovation Summit November 27 & 28, Beijing

Retail HR

HealthcareExpected Attendees

BankingFlagship Summit

Sports Social Media

2014 Calendar

SeptemberSports Analytics Innovation September 11 & 12, Boston