Select the tabs below to view the Agenda for both days

The 5th People & Workforce Analytics Seminar

  • How Successful Organisations use Workforce Analytics to improve Business Performance (Why, How, What will the results be)
  • How to get started or how to gain traction in People Analytics and build your team
  • How to move from reporting to analytics
  • Ethics & taking data privacy seriously
  • Employee listening/employee engagement
  • Organisational effectivenesss / Organisational Network Analysis / Organisational Design & preparing your organisation for the next level
  • Changing culture effectively using data
  • What HR can learn from Finance in terms of Analytics

Delegate led Analytics Hack

This year we’re introducing a new feature, the Delegate led “HACK SESSION”. Each day we invite 6 delegates to give an impacting 2 minute overview of their most pressing issue during the “Analytics Snacks” sessions, providing food for thought throughout the day.
At the end of the day we then break into groups for the round-table “HACK SESSION”, where the whole audience contributes to hack solutions to these issues. This is a great opportunity for the audience members to find solutions to problems they too may face in their organisations.
This year we’re splitting the event into modules. Each session will be headed by it’s corresponding module to allow you easily identify the most relevant focus for your particular business workflow
  • Module 1 How To Get Started or How To Gain Traction in People Analytics and Build your Team
  • Module 2How Successful Orgs Use Analytics To Improve Business Performance (Why, How, What will results be )
  • Module 3 Employee listening/employee engagement
  • Module 4 Workforce Planning


Wednesday 21st

08:00 – 8:30Welcome, Registration & Coffee

Chair Opening Address
08:30 – 08:45
Gido van Puijenbroek

Gido van Puijenbroek
Analytics Translator

We are proud to welcome back Gido Van Puijenbroek to Chair Day 1 of this years event.

Gido is the Co-founder of AnalitiQs and strongly believes in the power of data with a pragmatic approach.


HR-Analytics From Fad to Fact

AnalitiQs’ research about the state of the HR-analytics market shows a small group of organizations is leading the transformation towards insight driven HR organizations, the majority of organizations is following, and the gap between leaders of the race and the pack is growing bigger.

In his thought provoking opening note Gido will share why the pack has trouble catching up and what organizations that struggle to build momentum, or get started, could do before HR-analytics dies as a fad in their organization.

Module 1How To Get Started & Gain Traction in Analytics

08:45 – 09:15
Dr. Peter Hartmann

Dr. Peter Hartmann
Director, Performance, Analytics & HRIS

Building the foundation for HR Analytics

Understand the starting position and the required journey ahead.

  • Managing expectations
  • Ensuring the right competencies
  • Getting data
  • Going from numbers to metrics
  • Changing behaviors – it’s more about people than technology


09:15 – 09:45
Oliver Kasper

Oliver Kasper
Director HR Processes, Systems & Analytics

How to Build People Analytics with Business Impact

Learn how Swarovski designed their business proposal to design, implement and develop People Analytics to support business.

  • Swarovski People Analytics Strategy Overview
  • People Analytics Maturity baselining and ambition for 2020
  • Key Stakeholders and how to approach them
  • The planned journey from HR reporting, HR process efficiency, People Optimization to Business Optimization
  • The 3 year roadmap ahead
  • Key success cases in reporting & analytics

09:45 – 10:15
Stefaan Rodts

Stefaan Rodts
Global HR Operations Director

Becoming data & analytics savvy using start-up tactics


Digital is one of many trends impacting the Financial Services industry. Aegon has acknowledged it must become an Insights Driven Organization to address this trend.

For HR this ambition means it must become proficient in Data & Analytics. After all, (business) leaders will ultimately want to take decisions based on insights derived from data analysis.

In this presentation Stefaan will discuss how his team addresses this transformational challenge using a start-up method, he will elaborate on several case examples and will share lessons learned.

10:15 – 10:45Networking Break

Analytics Snacks
10:45 – 11:00

Food For Thought

These are a series of short burst sessions designed with “Food For Thought” in mind.

We invite 3 participants from the audience to share their specific challenges they face in their own organisations with the entire group. Throughout the day these issues are recorded and then explored for resolution in a Round-table group session titled “Group Hack Session”.

This provides an arena for the exchange of ideas between you and your peers and the results and findings are recorded by the Chair at the end of the day.

Module 2Use Analytics To Improve Business Performance

11:00 – 11:30
Jan Billekens

Jan Billekens
Manager Group HR Efficiency

Use Big Data to better identify and manage our Talents

How can we use Big Data in a global and highly decentralized industrial matrix organization? Saint-Gobain did by using HR analytics to better manage their Talents.

Three topics were analyzed using Big Data:

  • Assess the Saint-Gobain Talent process
  • Identify Talents at risk of leaving
  • Identify possible Talents that were not identified by classical process

What are their main findings, what should be improved to make the most of HR analytics, and can HR analytics replace HR in Talent Management process?

11:30 – 12:00

Business Transformation driven by People Analytics

In the rapidly changing financial world, ING Belgium has embarked on a transformation journey. We are reinventing our way of working and the way we deliver products and services to the market, all to empower our clients to stay a step ahead in life and in business.

The Business Transformation is driven by People Analytics, calling for advanced analytics decisions to boost engagement, understand attrition risks, manage talent availability and guiding the talent organisation from A to B.

Our case studies show how people analytics steers the people side of the change and enables strategic decision making throughout this journey.

Charline Cleraux

Charline Cleraux
HR Data Scientist

Annelies Bartlema

Annelies Bartlema
HR Data Scientist

Platinum Partner Presentation
12:00 – 12:50

Predictive Modelling to plan for your Future Workforce

WFP & Analytics – Interacting with Finance to Gain Business Results

  • Initial alignment steps
  • Tools and Processes used “the how”
  • The journey to workforce optimisation
  • Line of sight to business results
  • Expecting the unexpected; the limitations of predicting the future and how to live with that
  • Demonstrating the value of workforce planning & analytics to the Business, and how the two link together
  • How to get started and where to end… The do’s and don’ts

12:50 – 13:50Working Lunch

Module 3Employee listening/employee engagement

14:00 – 14:30
Louise O'Dwyer

Louise O’Dwyer
Director, Talent and Enablement Programs

Salesforce, Our Culture Story to getting to #1 Best Place to Work


In this session learn how Salesforce uses culture to differentiate ourselves from our talent competitors.

  • Understand how we use tech to drive that culture
  • Gain insight into the tools we have which fuels our engagement and what exactly our secret sauce is which puts us at the top of “Great Place to Work” year on year


End-User Case Study
14:30 – 15:00
El Cavanagh-Lomas

El Cavanagh Lomas
VP Human Resources

Leadership in The Digital Age

I think we are all amazed by the pace at which the world is digitizing. It isn’t just affecting what is bought or sold however…. As leaders, managers and individuals it affects us too.

With 70,000 employees in 96 countries, Cisco needs speed and agility and we’re focussing on the following to enable us to lead in the Digital Age:

  • Driving for better results through diverse teams
  • Using new and agile ways to engage our employees reducing attrition and improving retention and performance
  • Work life integration versus work life balance
  • Creating a better experience – our employee experience is critical!


Module 4Workforce Planning

15:00 – 15:30
Stijn de Vries

Stijn de Vries
Lead Strategic Workforce planning

Analytics & Strategic Workforce Management: A Happy Marriage?


  • What comes first?
  • Why ABN AMRO invested in analytics and SWP simultaneously
  • Show cases of an integrated approach and results


Module 4Workforce Planning

15:30 – 16:00

Demographic Impacts On Future Workforces

  • What Impact Changing Demographics Has On The Future For The Workplace
  • The Impact of Robotization on Future of the Workforce


Mark Von Dongen

Mark Von Dongen
General Manager

Jana Cathrin Loos

Jana Cathrin Loos
Health Care Management

16:00 – 16:30Networking Break

Analytics Snacks
16:30 – 16:45

More Food For Thought


Continuing with our audience participation we welcome 3 more attendees to share their specific challenges they face in their own organisations with the entire group, contributing to the Group Hack Session at the end of the day.

Gold Partner Presentation
16:45 – 17:25

Seven HR Analytics Habits Effecting Employee Engagement

In such a competitive job market, employers are finding it increasingly difficult to recruit, retain, and motivate top talent, yet HR continue to rely on outdated employee engagement strategies that clearly no longer work.

As pressures increase from an evolving workforce, companies from startups to enterprises must establish HR & people analytics now more than ever.

In this session we will discuss the most common bad habits of organisations when it comes to keeping a finger on the pulse of employee engagement, and how high-performing organisations are changing their strategies to build stronger workplaces that thrive.

17:25 – 18:00

Group Hack Session – Challenge Based Roundtable Session

This session compiles the challenges and thoughts from the 2 Analytics Snacks presented through the day.

Different challenges will be assigned to different groups for exploration and our Chair will highlight and share the findings with the entire group.

Moderated By:
Gido van Puijenbroek : AnalitiQs

18:00End of Day 1

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This report is supplied in the days following the event.

Thursday 22nd

08:20 – 08:40Morning Coffee

Chair Opening Address & Keynote Presentation
08:40 – 09:15
Dave Millner

Dave Milner
Founder @HRCurator blog & HR Futurist

We are proud to welcome and introduce Dave Milner(IBM), to Chair Day 2 of this years event.

Dave’s real passion revolves around the vital role that HR can provide to organizations and he is a regular presenter at conferences promoting the future of HR and the need for analytics to demonstrate tangible business value and is regarded as being one of the Most Influential People on Twitter in a number of subject areas.


Come on L&D: Start Using Analytics, Your Future Credibility Depends On It!

This Keynote Presentation will cover:

  • L&D: Building Business Credibility as a Function
  • Journey to Developing a Learning Analytics Approach
  • Linking Metrics and Analytics to Show Business Impact
  • Conclusions: “Adding Value” to the Talent Agenda

Module 4Workforce Planning

09:15 – 09:45
Michael Rubas

Michael Rubas
SVP Human Resources
Deutsche Telekom

Skill up: We Create the Workforce of The Future


  • Digitization challenges of Deutsche Telekom AG (DTAG) to transform the business model and culture at the same time
  • In order to be successful sustainable DTAG has to create an “ambidextrous culture”, a culture which is efficient and innovative at the same time
  • HR Drives and supports this transformation with various initiatives like agile collaboration, design thinking, leadership development and especially creating the workforce with skills needed in the future

Silver Partner Presentation
09:45 – 10:15

Data Privacy & Ethics Partner Session

Rapidly evolving technology has given employers the ability to remotely track employee productivity. On the surface, this seems like a boon for businesses. But monitoring worker progress via emails and tracking apps brings up issues of employee privacy.

The European Court of Human Rights recently overturned a ruling that had given employers in Europe unrestricted access to employee emails and other workplace communications. The decision has prompted debate about the workplace privacy laws that currently grant employers the ability to monitor all communication performed on company property, including emails and phone calls.

In this session we will discuss the new challenges facing the HR dept.

10:15 – 10:45Networking Break

Analytics Snacks
10:45 – 11:00

Food For Thought

Continuing with the Delegate-Led series of short burst sessions designed with “Food For Thought” in mind.

3 participants come to the stage to discuss their biggest challenges

Again we invite 3 participants from the Day 2 audience to share their specific challenges they face in their own organisations with the entire group. As with Day 1, these issues are further explored for resolution and ideas exchange in the final “Group Hack Session”.

Group Panel Discussion
11:00 – 11:45

Is Ethics also your top-priority in People Analytics?

Recently, David Green wrote in The Grey Area (2018) that Ethics is the most important part of People Analytics. At the same time, many organisations still struggle to comply to the GDPR legislation, so imagine what place ethics has on the strategic agenda.

The General Data Protection Regulation (GDPR) gives the answers to dilemmas documented in legislation, however, this leaves a grey area with dilemmas that need a more value based approach.

The decision has prompted debate about the workplace privacy laws that currently grant employers the ability to monitor all communication performed on company property, including emails and phone calls.

This interactive panel discussion is provocative & will get you thinking how to navigate the grey area using different ethical perspectives.

Example to trigger the discussion: detect potential employee health risks through wearables and sleep monitors.

Nathalie van Hooff

Nathalie van Hooff
Hogeschool Utrecht

Charline Cleraux

Charline Cleraux
HR Data Scientist

Jan Billekens

Jan Billekens
Manager Group HR Efficiency

11:45 – 12:15
Dr. Ivo Vink

Dr. Ivo Vink
HR Analytics Lead

Predicting Employee Performance in a Call Center Environment

Digitization is rapidly changing the Financial Services industry. Becoming more and more digital requires organizations to shape the workforce they need for the digital age.

Achmea is using HR analytics in order to better understand where to find talent, how to identify and how to retain it.

In this presentation Ivo will discuss how Achmea has incorporated HR Analytics in the HR function and he will illustrate how data can be used to predict performance in a call center environment and discuss lessons learned.

End-User Presentation
12:15 – 12:45
Cristina Franichevich

Cristina Franichevich
HR Next-Gen Implementation Head EAME

How to Prepare HR Business Partners for Analytics


Data scientists get the glamour, but the success of your people analytics program depends on your HR business partners.

The core analytics team can never handle all the questions that get sent their way; and so if you are serious about analytics you’ll train you HR business partners to do their part.


12:45 – 13:45Working Lunch

Analytics Snacks
13:45 – 14:00

More Food For Thought

3 more insights on specific Delegate challenges shared with the audience, which again will contribute to the End of Day Table work Group Hack Session.

Practitioner Presentation
14:00 – 14:30
Jean Paul Lucassen

Jean-Paul Lucassen
HR Analyst
Dutch Railways

SWP at Dutch Railways: Adding Value to Our Customer

  • What is Dutch Railways
  • SWP at Dutch Railways
  • The Project: Service & Operations
  • Findings and Outcomes
  • Next Steps

Practitioner Presentation
14:30 – 15:00
Mathieu Verger

Mathieu Verger
Head of Accounting Operations
Philips Lighting

An Example of How Finance Leveraged Analytics


  • How did we set it up ?
  • An example of visual management
  • Making it a success : it’s all about rhythm & cascading
  • Leading the change – tips & tricks


Practitioner Presentation
15:00 – 15:30
Carsten Scheuba

Carsten Scheuba
Global Head HR Services

How to move from reporting to analytics

Carsten Scheuba initiated and built up the global people analytics capabilities in a leading global Healthcare company.

In this presentation he will share his personal learnings and experiences on what it takes to create business value globally using people data in a new and proactive way.

  • How to get started to move from reporting to analytics
  • How to gain traction in People Analytics and build your team
  • Starting to create business value
  • The role of sustainability
  • HR’s role in business intelligence

15:30 – 15:50Networking Break

Silver Partner Presentation
15:50 – 16:20

Organizational Network Analytics – Its Unique Value & Why its a Priority

Seeing beyond the organisation chart, Organizational Network Analysis (ONA) is a structured way to visualize how communications, information, and decisions flow through an organization.

Organizational networks consist of nodes and ties, the foundation for understanding how information in your organization is flowing, can flow, and should flow.

Join us for this partner session on how organisations can identify critical connections and potential barriers to information flow and collaboration.

Group Hack Session
16:20 – 16:45
Dave Millner

Dave Milner
Executive Consulting Partner

Interactive Session with Delegates

In this final Group Hack Session, the audience will choose which Analytics Snack best resonates with their own internal challenges.

Each table will be assigned a different challenge before presenting their findings to the audience.

Moderated By:
Dave Milner : IBM


Final Hot Point Review
16:45 – 17:00

Hot Point Review & Event Round up

This final session is led by the Event Chair Dave Milner, recapping on the event highlight topics and take-aways while eliciting the final thoughts from the audience.

17:00Event Close

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Please note that for each Icon Group Event, participants are provided with an official Post-Event Report containing notes from all presentations and sessions.

This report is supplied in the days following the event.

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