Canadian Talent Management Summit 2018

2018-07-11 - 2018-07-12
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888-399-9599 x501

Venue: Toronto Masonic Temple


According to a recent study by Deloitte, 71% of companies see people analytics as a high priority in their organization. It is rapidly becoming known as a business function focused on using data to understand every part of a business operation, but progress has been slow. The percentage of companies correlating data to business outcomes and performing predictive analytics has barely changed from the previous year. Senior leaders are growing impatient with HR teams that can’t deliver actionable information and insights, and want more information from more areas within the business that impact the workforce and the bottom line.

HR needs to transform into a data-driven entity focused on measuring and improving the entire business.
In order to do this a solid foundation of meaningful data and analytics must be created, systems must be put in place to analyze the data need to function successfully for each part of the talent life-cycle, a clear and manageable workforce planning function needs to be employed, and insights gained need to lead business and workforce decisions.

At TMA’s Human Capital Analytics and Workforce Planning event, attendees of all skill-levels and experience learn best practices from experienced professionals on topics such as

Build & Plan

  • Measure the strengths and weaknesses of your current analytics program
  •  Build data programs with large and small HR teams
  • Understand the ethical and legal implications of workplace analytics to ensure your organization is compliant
  • Know your current talent landscape and your company’s future talent needs and potential gaps
  • Compensate employees at the right competitive levels
  • Link Pay for Performance to hi-potential retention
  • Overcome data bias
  • Use data to gain buy-in and backup business decisions
  • Create an organizational network analysis and use relationship data to build better teams
  • Build a realistic workforce planning function
  • Decide whether to build or buy and how to integrate systems
  • Determine what metrics are the most important to focus on
  • Discover where to find “hidden data” your organization already possess for ultimate insights• How to use business intelligence to enhance your analytics and workforce planning strategies

    Analytics & InsightsAnalytics & Insights
  • Use predictive analytics for high-performance hiring
  • Determine which hiring metrics are the most important
  • Know which recruiting sources provide the best employees and future high potentials
  • Measure onboarding proficiency from time of hire to job proficient
  • Identify high-potential employees and leadership succession candidates
  • Measure leader and manager effectiveness
  • Lead change with data
  • Analyze the success rate of current development programs, and determining which should be removed, changed, or created
  • Realize the engagement level of the workforce overall, by department and performance type
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Who will be there?

C-Suite, Vice Presidents, and Directors in:

  • Business Intelligence
  • HR Analytics
  • Workforce Planning
  • Human Resources
  • Talent Acquisition
  • Leadership Development
  • Performance Management
  • Workforce Management

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