Skip to main content

Talent Analytics Conference 2017

 
  • When:
    15th March 2017, from 8:00 am to 5:30 pm
  • Location:
    Taj Lands End, Mumbai
  • Price:
    Early Bird Offer Price - Rs. 12,500 (Exclusive of tax) per participant. Actual Price - Rs. 15,000 (Exclusive of tax)
  • Who should attend:
    HR & Business Leaders responsible for the following portfolios: HR Strategy, HR Transformation, Organizational Development, Organizational Effectiveness, Analytics Talent Development, HR Metrics and Analytics, HR Data, Reporting & Systems Workforce Planning, Workforce Intelligence, HRIS/HR Technology.
 
The Talent Analytics Conference 2017 has been designed to help you and your team accelerate the journey that will build the capability to be able to shift from a traditional descriptive, retrospective approach to a future-looking, predictable approach. 
 
It aims to put at the center-stage the emergent need for HR to enhance their business impact by bringing predicatively in one of the most important layers of the business: the people. Predictive is in many cases an uncharted territory for HR, therefore to fully realize its benefits, HR leaders need to collaborate with other business units (like Marketing, Operations, Finance) to understand how they leverage data and analytics to create value. The conference will reveal the power of workforce analytics across the HR function: for manpower planning & forecasting, to predicting hiring success, performance and retention.

The conference will be highly practical and hands on. From our conversations with CEOs and CHROs, the intellectual commitment already exists for investing in HR analytics. The challenge is to equip our HR leaders with what and how to actually create behavioral shifts that will create business impact.

Join us for this conference to enrich your analytics journey!

Speakers

  • Arnab Chakraborty
    Arnab Chakraborty
    Global Managing Director - Accenture Analytics
    Accenture
  • Debashish Banerjee
    Debashish Banerjee
    Managing Director
    Deloitte Consulting
  • Deep Thomas
    Deep Thomas
    CEO, Insights & Data Global Practice
    Tata Insights & Quants Division
  • Kavita Dwivedi
    Kavita Dwivedi
    Global Head , Enterprise Analytics
    Vodafone
  • Pat Bakey
    Pat Bakey
    President
    SAP
  • Paritosh Anand
    Paritosh Anand
    Vice President and Group Head - Analytics and Strategic Initiat
    Reliance Industries
  • Nishant Chandra
    Nishant Chandra
    Data Science Leader
    AIG Science
  • Ujjyaini Mitra
    Ujjyaini Mitra
    Head of Analytics
    Viacom 18
  • Abhijit Varma
    Abhijit Varma
    Partner
    KPMG
  • Manoj Kumar
    Manoj Kumar
    Head of HR Analytics - Global Businesses
    HSBC
  • Sameer Dhanrajani
    Sameer Dhanrajani
    Global Business Leader, Analytics & Data Science
    Cognizant Technology Solutions
  • Gloryson Chalil
    Gloryson Chalil
    Professor of Organizational Behavior
    XLRI
  • Sandhya Chaudhary
    Sandhya Chaudhary
    COE Head, Human Capital Reporting & Analytics
    CITIBANK
  • Sidhartha Shishoo
    Sidhartha Shishoo
    VP - People Function
    Genpact
  • Purnima Kumar
    Purnima Kumar
    Global Lead -Talent Sourcing and Candidate Experience
    Accenture
  • AP Rambhadran
    AP Rambhadran
    Sr. Vice President - Education Services
    Manipal Global Education

Comments

Popular posts from this blog

Employer Branding: Five Tips to Make Your Career Site Your #1 Recruiting Asset

Request Your Free Book Summary Now: " Employer Branding: Five Tips to Make Your Career Site Your #1 Recruiting Asset " Learn how HR Directors in Enterprise companies can use their career sites as their number one recruiting asset. Competition for talent is fierce, and employer branding – or communicating why your company is a great place to work – is becoming a more sophisticated and more critical part of a recruiting strategy. While you communicate an employer brand in many ways, it's most important on the corporate career site, where you have the opportunity to convert people you've touched through other channels into potential future employees. Read on to discover five best practices that can help make your career site your # 1 recruiting asset. Offered Free by:  SuccessFactors, an SAP Company See All Resources from:  SuccessFactors, an SAP Company

Employer branding revamped?

Richard Mosley , executive VP of employer brand strategy at TMP Worldwide and a leading pioneer of ‘employer branding’ discusses why the nuances of the subject have changed ever since the term was coined Viren Naidu Since the inception of ‘employer branding’, how has the phenomenon evolved? It has evolved significantly since it first emerged as a recognisable term in the early 1990s. For many years, it was largely restricted to recruitment advertising. To me, it meant the opportunity and adventure of bringing marketing and HR closer together through the newly emerging discipline of employer brand management. Over time, this consistent management of the company’s employer brand image has extended well beyond paid advertising to a much wider range of communication content. It now includes the way organisations present themselves on their career sites and social pages, at career fairs and campus visits. Developing a strong employer brand may require compelling communication, but it ul...

Multiple bosses

Sometimes, circumstances conspire to turn you into a 'shared resource' where you have to dance to the tunes of not one, but two or more bosses! So how do you walk the tight rope and emerge victorious? Dealing with one boss can be a challenge. But imagine dealing with two bosses, neither of whom is willing to cut you some slack in view of your multiple duties. You confront conflicting deadlines, confused priorities and dual expectations. In all the chaos, it seems impossible for you to ever take a break or get a breather. But it is possible to navigate this quagmire and many have done it before with success. Anil Salvi, group head, HR, JM Financial Institutional Securities Ltd was placed in such a dilemma early on in his career. “At my first job itself, I was a shared resource between two bosses and had faced a lot of challenges as both bosses used to wonder for whom I was working more. Since I was a beginner, one of the ways that I used to adopt was to be brutally honest ...