Podcasts about talent analytics

Organizations are now leveraging advanced analytical platforms to not only drive real-time talent management but also help guide leadership decisions that drive business success. Merck's Beth Perrone, SVP of Talent, and Jeremy Shapiro, AVP of Workforce Analytics, join Lisa Csencsits from Cornell's ILR School to discuss practical applications of cutting-edge analytical tools that are reshaping talent management and leadership decision making this year.What You'll LearnHow leading-edge analytical tools are changing the HR landscapeWays to integrate analytics into leadership conversations, engaging senior leadership and boards of directorsHow and where to place guardrails when leveraging analyticsStrategies for building on insights and using them to inform decisions at your organizationThe Cornell Keynotes podcast is brought to you by eCornell, which offers more than 250 online certificate programs to help professionals advance their careers and organizations. Learn more in our HR certificate programs.Did you enjoy this episode of the Cornell Keynotes podcast? Watch the full Keynote. Follow eCornell on Facebook, Instagram, LinkedIn, TikTok, and X.

Boston Scientific is looking at workforce planning in an entirely new way. We got the rare chance to hear all about it from Brenda Kowske, their Senior Director of Talent Analytics and Workforce Planning.With 50,000 employees worldwide and a rapidly growing footprint, they're navigating big challenges with fresh approaches.We talked with Brenda about how her team is breaking down traditional HR silos, integrating workforce planning into business decisions, and staying ahead of the curve with AI and skills-based planning.She's been in this space for over a decade and brings a sharp perspective on what works—and what doesn't.From creating global talent pods to using unexpected data like happiness indexes, Brenda walked us through how Boston Scientific is balancing data, technology, and strategy to make workforce planning a true competitive advantage.You will want to hear this episode if you are interested in...Intro [0:00]How AI is changing jobs, skills, and how teams are truly built [1:44]Using location and happiness data to make better workforce choices [2:29]The challenge of moving from job-based to skill-based planning [7:00]How to keep workforce data private while still using it smartly [21:00]Why Boston Scientific keeps workforce planning “always on” [24:30]How AI could make it easier to help employees grow their skills [33:20]Resources & People MentionedGDPR – General Data Protection Regulation OverviewCorporate Social Responsibility Directive (CSRD) – CSRD Information (European Commission)Anaplan – Anaplan Official WebsiteConnect with Brenda KowskeBrenda Kowske on LinkedInConnect With Red Thread ResearchWebsite: Red Thread ResearchOn LinkedInOn FacebookOn TwitterSubscribe to WORKPLACE STORIES

We have another exciting episode of HR Insights: The Podcast. This week, Stuart Elliott is joined by HR Consulting Director and Thought Leader at EDLIGO, Reimund Nienaber to discuss his role of leveraging talent analytics to enhance employee satisfaction and business outcomes. He explains how EDLIGO supports companies in their digital transformation journey and the importance of understanding data to personalise career development paths.In this episode, Stuart and Reimund begin the conversation by talking through his career and role at EDLIGO as well as the benefits of talent analytics. He emphasises the importance of starting small with data, and allowing EDLIGO's AI driven competency frameworks to fill in the gaps, thus enhancing personalised career development paths and creating a positive impact on overall job satisfaction. The conversation then moves on to the role of talent analytics in fostering a more inclusive workplace, free of bias and ensuring equal opportunities for career advancement. Reimund expresses the concerns and scepticisms employees may have regarding the use of talent analytics and how organisations can address these to build transparency and trust.Reimund Nienaber is passionate about Talent Development, Talent Analytics, and Learning Analytics. He is a seasoned HR leader with extensive global experience and a strong track record of driving innovation. With over 20 years of expertise in human resources and 15 years in technical and managerial roles within the telecommunications industry, he excels as a trusted senior management advisor and coach. He holds a Master Professional (CCI) in Business Management (IHK) and is a Certified Business Economist (DeLSt). His focus is on continuously improving people and processes through game-changing strategic initiatives, enabling businesses to thrive in rapidly changing environments.Key Timestamps: 03:02 - Intro into Reimund 04:58 – Reimund's role within EDLIGO08:28 – How talent analytics can be used to personalise career development paths for employees and improve employee satisfaction12:17 - Leveraging AI to create reliable competency frameworks 21:11 – How a manager can use talent analytics to identify skills gaps in their team26:00 - The difference between ‘future skills' and ‘competency'29:35 – The role of talent analytics in helping us create more inclusive environments38:00 – Changing the sceptics' minds on data-driven research41:04 – How to use data to enhance your own performance and career growth You can listen to and download HR Insights from Apple Podcasts, Google Podcasts, Spotify and other popular podcast apps. Please subscribe so the latest episodes are directly available! You can also join our HR Community and follow us on LinkedIn and Instagram. Thank you for listening and please do review and rate us wherever you listen!

In Episode 58 of BEST HIRE EVER, Kris Dunn talks with Tyler Weeks, VP of Talent Analytics at Marriott International, and they conduct a TA/Recruiting analytics draft, pro sports style, including the following: Tyler's dream of measuring employer brand equity KD's goal of extending TA Analytics to the selection skills of the hiring manager Tyler's audacious claim that better responsiveness is needed to land great candidates A cool discussion on sources and why your best sources from a raw numbers perspective may mean nothing A shared taste for funnel metrics mixed with hiring manager psychology  Come for the recruiting data talk, stay for the Tyler's recommendations of whether a Chris Farley/Tommy Boy print is appropriate for KD's workspace.  Please subscribe, rate and review (Apple) and follow (Spotify) to get the latest delivered to you.  Click here if you don't see the player on this page. ---------Tyler Weeks Tyler Weeks on LinkedIn ------------Kris Dunn Kris Dunn on LinkedIn Kris Dunn on Twitter Kris Dunn on Instagram  

Daan Verhagen is een talent analytics expert die in gesprek gaat met Nico van der Zaan over de ondersteuning van data in het herkennen, binnenhalen, motiveren en ontwikkelen van talenten. Het maakt je werk nog efficiënter en effectiever.

In Episode 52 of BEST HIRE EVER, Kris Dunn talks with Tyler Weeks, VP of Talent Analytics at Marriott International, about all things related to the the state of Talent Anlytics in the corporate world (and his life in the world of data), including the following: What it is like being a talent analytics leader at a F200 company The best thing about Tyler's job The most challenging thing about Tyler's job Where does TA usually fall short related to how they view TA Analytics What are the biggest areas of opportunity in TA related to the coming wave of AI Come for the data talk, stay for the KD's review of Tyler's workspace, which includes fine art and pull up bars - both aspirational signs of greatness. :) Please subscribe, rate and review (Apple) and follow (Spotify) to get the latest delivered to you.  Click here if you don't see the player on this page. ---------Andrew Flowers Tyler Weeks on LinkedIn ------------Kris Dunn Kris Dunn on LinkedIn Kris Dunn on Twitter Kris Dunn on Instagram

Jasleen Kaur and I dig into diversity and inclusion, what the state of the nation is regards to the work done so far, how organisations can make meaningful progress and impact, how to avoid tokenism, where to find diverse candidates (for your board or organisation), and how individual accountability and consequences are key in achieving desired inclusion outcomes. I didn't want this to be another diversity and inclusion conversation; there's a lot of those out there already (including episodes 61, 23, and 2 of this podcast). I asked Jasleen to share the grassroots thinking and approaches that any board can adopt to make real progress towards their inclusion and diversity goals. And if you're wondering which comes first – diversity or inclusion – that's the first question we tackle in this episode. About Jasleen Jasleen is a Senior Principle in Gartner's Human Resources Research and Advisory Practice, based in Sydney. As part of her role at Gartner (a global research and consulting firm), she partners with Heads of HR and their talent management teams across the world, to drive their strategic decision-making and implementation in areas of Diversity and Inclusion, Talent Analytics, Performance Management and Wellbeing, using Gartner's evidence-based research. Connect with Jasleen on LinkedIn https://www.linkedin.com/in/jasleen-kaur-she-her-hers-34809459/ Check out Gartner's articles on Inclusion and Diversity https://www.gartner.com.au/en/human-resources/insights/diversity-equity-inclusion Find the full show notes here: https://getonboardaustralia.com.au/how-to-do-diversity-and-inclusion-in-any-organisation-with-jasleen-kaur-ep-76/

Talent Intelligence vs Talent Analytics -- how is the space and language around data evolving? Join Chris Hoyt as he chats with Visier's VP of Research & Strategy, Ian Cook.

Hacks, also Tipps & Tricks für eine erfolgreichere Stellenanzeige mit Jürgen Grenz. Von ihm hören wir, wie die traditionelle Stellenanzeige weiter zeitgemäß arbeitet und wie man Ihren Erfolg weiter verbessern kann.

The business environment is uncertain. Talent needs change quickly, and employers have little room for error in their hiring decisions. That is why talent leaders must have confidence in which roles to fill and who they seek to fill them. Innovations in HR technology promise to provide the tools to address these needs, but cutting through the “technobabble” becomes its own hurdle. “Understand This!” from the HRO Today Educational Podcast Series cuts through the noise by providing real-world examples of HR technology in action. On the second episode of Understand This! Noelle Paras, Senior Vice President, Client Services at Sevenstep, returns to continue her discussion of Sevenstep's Sevayo® Insights platform. With Sevayo Insights, companies can analyze current and historical information to predict and prepare for major obstacles they may soon face. Getting predictive with data and analytics is no easy task, but real-world experience shows that it can be done and that companies can achieve real impact in terms of time, cost and talent impact. Listen in as Noelle and HRO Today CEO Elliot Clark explore the application of Sevayo for the hiring needs of a major healthcare and retail organization as they handled steep hiring needs and changing business demands.

Markets change quickly. High-value talent remains elusive, and employers require every advantage to stay ahead of change and secure the workers they need. Advances in talent technology provide the tools to keep up — but how do you make sense of the bewildering array of promising innovations? The answer is clear: cut through the jargon, learn how the technology works, and see an example of a product in action. Introducing “Understand This!” a new podcast from the HRO Today Educational Podcast Series. Join host Elliot Clark CEO of HRO Today, as he speaks with tech and solutions providers about real-world examples of where their software has been used to help their clients. Listen in as guests talk through valuable HR technology, the problems it aims to solve, and the metrics that measure success. On the first episode of Understand This! Noelle Paras, Senior Vice President, Client Services at Sevenstep, speaks with Elliot Clark about the application of their predictive analytics and workforce intelligence platform Sevayo® Insights to the massive hiring challenges of one of the US's largest healthcare organizations. Listen in as Noelle and Elliot walk through the challenges that their client faced, the details that the technology revealed, the specific decisions that the analytics informed, and the outcomes they achieved. This is a fascinating look at how data and analytics drive successful outcomes.

How to set up an Elite Talent Analytics Function   We can't have a workable recruitment strategy if we don't have access to accurate, current and relevant information. Talent intelligence (external labour market) and Talent analytics (internal people analytics) are two halves of one of the most important functions leading recruitment teams are building in order to make data driven decisions on hiring.   But how do you start? This is topic of Brainfood Live On Air   - Talent Intelligence vs Talent Analytics - what's the difference? - What talent information is relevant to the business? - How universal or contextual is this information? - Where does the information sit, how do we access this? - What value do you (as leader) and the business (as customer) expect from Talent Analytics? - Does this pertain to recruiting only, or to Talent management also? - What tools can I use / should I use? - What size organisation is ideal / mandatory for a Talent Analytics function? - Can you give examples of where Talent Analytics has changed a decision for the better? - For the worse? - How does GAI impact the future of Talent analytics?   All this and more as we dive into the an importance niche in the Talent Acquisition. With Piret Luts, Global Head of Talent Analytics (Nortal), Facundo Tripodi, People Analytics Senior Manager (Medallia) & Allie Bleier, People Analytics Consulting Lead     Ep203 is sponsored by our buddies Greenhouse In today's hiring landscape, everything worth doing is worth measuring. Whether you're planning for growth, experiencing a slowdown or just focused on strategic hires, you need to ensure accountability to help improve your hiring process. To help strengthen hiring processes and drive measurable results, Greenhouse recently released three new products. These features join a robust set of existing tools to help our customers better understand their performance and enhance goal setting, tracking and reporting on goal alignment.  Register for the Greenhouse Goals webinarto hear from top TA leaders how to set your team up for success in any hiring climate.  

This episode explores: Reasons behind the emphasis on frontline workers right now (1:00)How chief supply chain officers (CSCOs) can juggle frontline work challenges and approach redesigning the frontline workforce at their organizations (2:18)How CSCOs design their frontline workforces depending on their appetite for change, and whether they view their workforce as a tool or a cornerstone (5:45)The different futures of the frontline workforce, with insight from real-world examples (7:30)Recommendations for CSCOs on the future of frontline work (20:05) Host Caroline Chumakov and guest Emily Rose McRae discuss the call to action for redesigning frontline work and what the human-technology interface should look like for frontline employees going forward. Many CSCOs recognize the need to augment their frontline workforces and to deal with the frontline talent shortage but are unsure of the right approach to take when redesigning frontline work. Emily Rose walks through four potential futures of frontline work and shares examples of the human-technology relationship in each.Emily Rose McRae leads the Future of Work and Talent Analytics research teams in Gartner's HR practice. While Emily Rose works across all issues that can lead to the future of work, her core areas of focus include emerging technologies and their impact on work and the workforce, new employment models, market and demographic shifts, and workforce planning to anticipate and prepare for these changes. Prior to joining Gartner, Emily Rose worked in management consulting and international development, providing data science support to U.S. government loan programs and microfinance projects in Fiji and Tonga.

In 2023, organizations face historic challenges: a competitive talent landscape, an exhausted workforce, and pressure to control costs. HR leaders that can effectively navigate these terrains and unlock the full potential of their organization's talent stand to gain a competitive edge. In this episode of the Talent Angle, Gartner's Peter Aykens and Emily Rose McRae share 9 future of work trends that will shape HR in 2023, and offer practical guidance on how HR leaders can prepare accordingly. To access the full Future of Work Trends research, or register for a webinar hosted by Peter Aykens and Emily Rose McRae on February 15th, use the following link: gtnr.it/worktrends2023.   Peter Aykens is the chief of research for Gartner's HR practice. He is responsible for building and leading research teams within the practice to address clients' key initiatives. Before his current role, he spent over 25 years at Gartner leading research teams focused on banking and financial services strategy, producing numerous studies that addressed business strategy, channels, marketing, customer experience and product challenges. He holds a bachelor's degree in political science from St. Olaf College; a master's degree in international politics from Aberystwyth University (formerly known as the University College of Wales, Aberystwyth); and a master's degree and a doctorate in political science from Brown University.   Emily Rose McRae leads the Future of Work and Talent Analytics research teams in Gartner's HR Practice. While Ms. McRae works across all issues that can lead to the future of work, her core areas of focus include emerging technologies and their impact on work and the workforce, new employment models, market and demographic shifts, and workforce planning to anticipate and prepare for these changes. Prior to joining Gartner, Ms. McRae worked in management consulting and international development, providing data science support to U.S. Government loan programs and microfinance projects in Fiji and Tonga.   Dion Love is a vice president of research and advisory services at Gartner. He's a labor market expert, focusing on global labor market trends and what they mean for organizations' talent and business strategies, as well as broader social and economic issues. In his work at Gartner, Dion advises clients on key aspects of talent acquisition, including talent acquisition function planning and management, talent needs definition and internal recruiting, employment branding and recruitment marketing, and talent sourcing and selection. He has co-authored more than 12 strategic research studies at Gartner. His work has been featured in the Harvard Business Review and industry publications, as well as Gartner HR Leaders Monthly and Smarter With Gartner.

Welcome to Reimagining Company Culture, a series discussing emerging trends and priorities shaping the future of workplace culture and employee wellbeing. We highlight thought leaders who are constantly evolving their strategy and can provide insight to folks about how to address new business challenges.  AllVoices is on a mission to create safe, happy, and healthy workplaces for all, and we're excited to learn from experts who share our mission. In this episode of Reimagining Company Culture, we're chatting with  Chris Broderick & Chris Mason, Senior Director Talent, Analytics & Agility & VP, HR Technology, Talent & Total Rewards at KeHe. Chris Mason has over 15 years of experience leading teams in a variety of for-profit organizations including OfficeMax, Sears Holdings and finally Patagonia before joining KeHE in 2019.  Chris Broderick also spent 15 years at IBM where she launched the inaugural engagement measurement framework and established IBM's market leadership in employee listening practices.Tune in to learn Chris M. and Chris B.'s thoughts on showing up for employees and communities, the role of the employee voice, encouraging leaders to be more open to feedback, and more!About AllVoices In today's workforce, people often don't feel empowered to speak up and voice their opinions about workplace issues, including harassment, bias, and other culture issues. This prevents company leadership from making necessary changes, and prevents people from feeling fulfilled, recognized, and included at work. At AllVoices, we want to change that by providing a completely safe, anonymous way for people to report issues directly to company leaders. This allows company leadership real transparency into what's happening in their companies—and the motivation to address issues quickly. Our goal is to help create safer, more inclusive companies.Thanks for listening! Follow us on LinkedIn @AllVoices, to join our community of listeners.

Continuing our insightful conversation with Andrew Gadomski, we look at how to actually interpret hr analytics to make sense of how talent acquisition is performing for the organization. It's not just time to fill anymore. This episode is sponsored by Prosidian Consulting, where they are focused on solving problems and improving client operations. https://prosidian.com/ Our Guest: Andrew Gadomski: andrew@aspenanalytics.io Linkedin Website Our Host: Michael Yinger: michael@custsol.com Linkedin Website --- Send in a voice message: https://anchor.fm/mike-yinger/message

Talent Analytics is critical to the talent acquisition process. Knowing what data you need and where to find it can make a material difference in the success of your organization. In part one of this two-part conversation with Andrew Gadomski, a renowned data scientist in the TA space, we explore best in class tips and tricks about what to measure, how to generate the data, and what to do with the results. This episode is sponsored by Prosidian Consulting, where they are focused on solving problems and improving client operations. www.prosidian.com. Our Guest: Andrew Gadomski: andrew@aspenanalytics.io Linkedin Website Our Host: Michael Yinger: michael@custsol.com Linkedin Website --- Send in a voice message: https://anchor.fm/mike-yinger/message

Reimund Nienaber is a Talent Development, Talent Analytics and Learning Analytics enthusiast and evangelist. Senior HR leader and generalist with profound hands-on global leadership capabilities, expertise and business acumen innovating 20 years in human resources and 15 years in technical and managerial roles with commended performance and proven results. Totalling 20+ years in the telecommunications industry. Excelling as a trusted senior management sparring partner and coach to develop business and people in a relentlessly and changing dynamic environment. Leading first-class HR teams favouring agile methodology. This week Reimund joins me to talk about Eligo and the work they are doing to provide organizations around the world with AI-powered learning and talent analytics.   Reimund also shares what he does to take care of himself while working in this demanding profession and shares one of his favourite resources to stay up to date in HR.   Check out Eligo at www.edligo.net and follow Reimund on LinkedIn.

On this week's show our guests are Lydia Wu and Bill Boorman. Lydia is Director of Talent Analytics and Transformation for Panasonic North America, and in her role she's asking a question a lot of us grapple with... what's next? After the changes the pandemic has delivered to the employee/employer relationship how can brands respond to get the best available talent and keep it? Our second chat is the wonderful (and legendary) Bill Boorman. Founder of Tru London, and a talent professional of more than 20 years, we discuss talent, talent attraction and tech from a picnic table at RecFest 2022.

Please subscribe via the Podcast links aboveThis week's guest is Dr Dan Harrison the creator and developer of the Harrison Assessment and Talent Analytics tools. People who discover these tools often refer to them as the best-kept secret in the HR or Talent world! Of all the investment decisions that organisations make probably the one that has the least amount of rigour is around people. Yet, the amounts invested in people can be quite significant.There is a mountain of research out there to show that there is a real problem when it comes to people decision making and that making the wrong people decisions can be very costly to an organisation. In this episode, you'll discover that there is a robust suite of Predictive Talent Analytics tools out there that will not only reduce the risk of making the wrong talent decisions but that can also ensure that your talent decisions lead to stronger engagement, better retention, higher performance, growth and success. So, why not head over to your favourite podcast channel and dive in...Meet your host, Gerry MurrayShow LinksConnect with Dan Harrison on LinkedIn Check out the Harrison Assessments website Request a Free Harrison Demo from Wide Circle Performance Solutions Train in the Harrison Tools with The Paradox Coaching Academy

La empresa rusa de videojuegos Xsolla ha despedido al 30% de su plantilla: 150 trabajadores. Y no lo hicieron los jefes ni la cúpula directiva… lo hizo un programa de inteligencia artificial que decidió que no eran productivos. Conversamos con Beatriz Lucía, directora de Talent Analytics en el Instituto de Ingeniería del Conocimiento, sobre la llegada del análisis de datos al campo de los Recursos Humanos.

La empresa rusa de videojuegos Xsolla ha despedido al 30% de su plantilla: 150 trabajadores. Y no lo hicieron los jefes ni la cúpula directiva… lo hizo un programa de inteligencia artificial que decidió que no eran productivos. Conversamos con Beatriz Lucía, directora de Talent Analytics en el Instituto de Ingeniería del Conocimiento, sobre la llegada del análisis de datos al campo de los Recursos Humanos.

Summary:Mark Hanson is a Product Owner for Emsi Burning Glass Talent Analytics team, and he leads the development of skills products, guides initiatives and partnerships related to Emsi Burning Glass Open Skills, and both conducts and presents skills research. He was previously the Director of Talent Analytics at UnitedHealth Group, where he led the People Analytics teams focused on reporting for talent intelligence, talent acquisition, human capital, HR systems, diversity and inclusion (DEIB), learning and development, real estate strategy, and site selection. In this episode, Mark discusses job and skill taxonomies, and how the equation changes for organizations when good job and skill taxonomies are integrated into their systems and processes. Chapters:[0:00 - 3:49] IntroductionWelcome, Mark Hanson!Today's Topic: [3:50 - 9:48] Past Skills and Job TaxonomiesHow technology has influenced the skill required to do a job[9:49 - 28:41] Present Skills and Job TaxonomiesUnderstanding the skills needed inside an organizationThe importance of mapping career paths within an organization[28:42 - 35:49] Future Skills and Job TaxonomiesUsing AI to analyze old dataTailoring learning to your employees[35:50 - 39:32] Final Thoughts & ClosingEpisode summaryMark shares his closing thoughtsQuotes:“The future is integration. How do we get all of the systems, because not one large system can do this end-to-end employee experience with all of the insights and data the you need.” “The point is: how do we properly identify the skills need to do a role?” Contact:LinkedInEmsi Burning GlassProduction by Affogato MediaSupport the show (https://www.buymeacoffee.com/hrdatalabs)

Insurance organizations have recently been navigating a number of talent shifts in a short amount of time. Organizations that did not previously have remote work strategies in place have had to quickly implement programs and launch new technologies to ensure business continuity in a virtual environment. For some companies, employees are continuing to work remotely, while others are seeing their workforces return to the office at a measured pace. Recruiting is being done in a primarily virtual environment and company culture is being redefined. As insurance organizations work to understand the short- and long-term impact of the evolving state of business on their teams, data and analytics can provide the insights necessary for navigating next steps and making informed talent decisions. People analytics is at the crux of modern workforce management. Human resources departments operate as a strategic function, collecting workforce data and analyzing it in order to improve the performance of their business and influence their decisions and paths forward. Through data and analytics, HR teams can predict future workforce needs, identify flight risks, track career development progress, understand productivity trends and determine employee engagement levels, among many other metrics. Karl Honerlaw, Assistant Director, Data Science at Liberty Mutual Insurance, sits down with TDS to discuss Talent analytics. Karl Honerlaw https://www.linkedin.com/in/karl-honerlaw-6916713b/ The Data Standard is a community of data scientists, architects, engineers, and enthusiasts. In addition to regular podcasts, we host monthly events, publish through leadership pieces, and offer a stimulating ecosystem for networking and collaboration. https://datastandard.io https://www.linkedin.com/company/the-data-standard https://www.youtube.com/channel/UCTuolowXD05RY9DkIWqRT6Q

Insurance organizations have recently been navigating a number of talent shifts in a short amount of time. Organizations that did not previously have remote work strategies in place have had to quickly implement programs and launch new technologies to ensure business continuity in a virtual environment. For some companies, employees are continuing to work remotely, while others are seeing their workforces return to the office at a measured pace. Recruiting is being done in a primarily virtual environment and company culture is being redefined. As insurance organizations work to understand the short- and long-term impact of the evolving state of business on their teams, data and analytics can provide the insights necessary for navigating next steps and making informed talent decisions.People analytics is at the crux of modern workforce management. Human resources departments operate as a strategic function, collecting workforce data and analyzing it in order to improve the performance of their business and influence their decisions and paths forward. Through data and analytics, HR teams can predict future workforce needs, identify flight risks, track career development progress, understand productivity trends and determine employee engagement levels, among many other metrics. Karl Honerlaw, Assistant Director, Data Science at Liberty Mutual Insurance, sits down with TDS to discuss Talent analytics.Karl Honerlawhttps://www.linkedin.com/in/karl-honerlaw-6916713b/ The Data Standard is a community of data scientists, architects, engineers, and enthusiasts. In addition to regular podcasts, we host monthly events, publish through leadership pieces, and offer a stimulating ecosystem for networking and collaboration. https://datastandard.iohttps://www.linkedin.com/company/the-data-standardhttps://www.youtube.com/channel/UCTuolowXD05RY9DkIWqRT6Q

Church and Dwight, E&J Gallo, and DaVita share key takeaways from today's Talent Analytics meeting.

Cristina Escribano, responsable corporativa del Área de Talento de Naturgy, y Beatriz Lucía, directora del Área de Talent Analytics del IIC.El proyecto integral de Naturgy para identificar competencias digitalesPara adaptarnos hemos de conocer de dónde partimos. Así hay que hacerlo con las competencias, que se encuentran en revisión 360º tanto por lo que respecta a sus contenidos técnicos como “sociales”. De la mano de IIC y con el Marco Europeo de Competencias como referencia, Naturgy está inmerso en un proceso de identificación de skills digitales en sus empleados del que partirá toda una estrategia de reskilling que asegure la competitividad de la compañía y la empleabilidad de las personas. Más de 9.000 personas de todos los negocios y todas las geografías han sido invitados a explorar sus habilidades cuya participación, el 64%, ha incrementado notablemente la actividad de su Digital Academy.

Welcome to 7th episode of the Talent Intelligence Collective Podcast! Unfortunately for this one, Toby wasn't able to join us so it was just myself (Alan Walker), Alison Ettridge and Nick Brooks welcoming the wonderful Lesley Rood, Senior Research Consultant for Talent Analytics at Allstate. Albeit one man down, we powered through with our usual format starting off with some news, views, and worldly insights. Starting off with a discussion from the Talent Intelligence Collective Facebook Group (join the group). Or in particular a comment from a member: “One major issue is the credibility of those producing the research. For example, are they even senior enough for the executive audiences to view them as peers and reasons to believe, rely upon, or otherwise trust them?“. To which our podcast guest Lesley, rightfully pointed out: “I think, if you are a subject matter expert, you can certainly build up your credibility. As long as you start with confidence and business perspective. Because the biggest thing an executive is looking for is: Can you help me picture the future with this knowledge that you are bringing in?” Which then led us onto a whole bigger conversation about ‘The language of the business'. Understanding what problems your business is facing and thinking about how to solve them. Rather than simply presenting data reports. “It's really about critical thinking. Thinking about the business challenges you are trying to solve. Being able to understand and identify those issues. And presenting yourself with clarity and confidence. It's less about the seniority and more about your ability to apply context” - Nick Brooks A quote from the CEO of ThoughtSpot, around future data skills, led us to discuss - Are companies going to expect candidates to be able to both understand and speak data? Lesley believed that the simple knowledge and understanding of data, wouldn't be enough. Since it's the skill of critical thinking that enables individuals to consult, lead and drive conclusions through data. “Data is not the be-all and end-all. It's the ability to overlay insight and data that adds real value.” - Alison Ettridge Believed that to be enough news and insights - as informative as it was - Alison was eager to start questioning to our guest Lesley. With questions like: “Both our previous podcast guests, Vibhu Ganesan and Lyndon Llanes, mentioned that their companies are building a taxonomy. Is this something that Allstate are considering?” “We've focused more on defining and classifying the market information that we bring in. For example: if you asked about retention would know exactly what points to be pulling in and how to apply them to internal data. So I guess you could say we've come up with a data dictionary of external data.” As always we hope you enjoy the episode. Please do leave a review and a rating for the podcast (if you liked it). Your support really does mean the world to us and it is all we need to ensure this podcast continues to grow. Stay Intelligent! ———- Don't forget to say hi to our wonderful sponsors → Stratigens from @Talent Intuition

Una celebre citazione di Peter Drucker afferma che “ciò che si può misurare, si può gestire”.Quindi gli analytics offrono alle aziende la possibilità di analizzare e ottimizzare i processi guardando il passato per predire il futuro.Le metriche possono aiutare a comprendere la tipologia dei nostri utenti on-line, sia dati quantitativi che qualitativi, può supportare le scelte di marketing per ingaggiare nuovi clienti, o nutrire quelli in essere, definiscono la nostra presenza on-line e quali risultati otteniamo da questa comunicazione, aiutano a definire quali sono i nostri obiettivi e qual è il percorso più rapido ed efficiente per raggiungerlo.Le metriche ci permettono di migliorare ma anche di monitorare i nostri processi.Esistono diverse tipologie di analytics, identificabili e catalogabili in base alla diversa natura dei dati che andiamo ad analizzare.Possono essere:Web Analytics Statistical AnalyticsPredictive AnalyticsMarketing AnaliticsTalent AnalyticsWeb Analytics sono la raccolta, l’analisi e il reporting di tutti i dati del web, interni ed esterni, focalizzandosi sulla misurazione del comportamento degli utenti sul nostro sito web.L’obiettivo è di migliorare le performance del sito, ottimizzare gli investimenti di marketing, offrire una buona esperienza all’utente e predire comportamenti futuri.A monte bisogna ver definito gli obiettivi di business, e quindi di misurazione, quali sono le metriche da osservare e i KPI da utilizzare, qual è il target di riferimento, quanti-qualitativo, ed infine quali sono le dimensioni e i segmenti di pubblico.Le metriche sono tante e di diversa natura, abbiamo:•Metriche comportamentali, come i visitatori, unici, nuovi e di ritorno, le impression, bounce rate, o frequenza di rimbalzo, la durata della sessione media, le sessioni uniche, il tempo di ingaggio, quanti click riceve il sito, e la durata tra loro, ecc.•Metriche temporali, come giorno e data, orario di maggior frequenza o ingaggio.•Metriche ambientali, come l’indirizzo IP, il browser usato, il tipo di device, la località o l’orario della zona.•Metriche di sorgente, come il dominio di riferimento, ID della campagna o di affiliazione.Metriche di Conversione, che risultano le misurazioni di performance, come l’acquisto, i lead, un App o il download di un contenuto. È dato dal rapporto tra gli utenti che atterrano sul sito e il numero di conversioni andate a buon fine.Statistical Analytics sono quelle metriche che aiutano a raccogliere i dati e, con una visione più creativa, clusterizzarli, segmentarli e raggrupparli per analisi più approfondite, volte a far emergere dati nascosti o meno evidenti non precedentemente evidenziati dai report.Si parte dai Big Data, quindi campioni di grandi dimensioni, per analizzare i cluster, quindi tramite pattern e valori di raggruppamento, basando la valutazione su variabili non valutate prima, possiamo comprendere le opportunità e criticità del nostro business.L'analisi della triangolazione dei processi aziendali ad alto volume consente di trovare e prevedere i risultati dei processi aziendali producendo i migliori risultati parziali senza dover analizzare i processi di transazione in dettaglio.Quindi definire le variabili comportamentali, che non si possono estrapolare solo da un report, raccoglierle ed analizzarle statisticamente per cogliere opportunità in maniera puntuale.I metodi di analisi statistica sono diversi:•l'analisi di regressione è un insieme di processi statistici per stimare le relazioni tra una variabile dipendente e una o più variabili indipendenti.•L’analisi di classificazione si basa sulla su un training set di dati contenente osservazioni di cui si conosce la categoria per identificare a quale categorie appartiene una nuova osservazione.•L'apprendimento delle regole di associazione è un metodo di apprendimento automatico basato su regole per scoprire relazioni interessanti tra variabili in database di grandi dimensioni.•L'analisi dei cluster o clustering permette di raggruppare un insieme di dati in gruppi per verificarne le similitudini con altri gruppi.•Il text mining che prevede l’analisi dei testi per raccogliere informazioni precedentemente non valutate.Predictive Analytics permettono di estrarre insight dai data set esistenti con il supporto di tutti i dati statistici a disposizione e con l’aiuto del machine learning con l’obiettivo di prevedere eventi futuri e sconosciuti.È necessario identificare le cause-effetto dei dati presenti nel data set, identificare, grazie a pattern e cluster, insights nascosti, e validarli rapportandoli nel passato, presente e futuro.Il processo è circolare e in divenire, definendo gli obiettivi, preparando il modello, svilupparlo, lanciarlo e monitorarlo nel tempo per riattivarlo dopo le vidimazioni.Per esempio, proviamo un nuovo canale di business, lo prepariamo, lo processiamo e lo mandiamo in produzione, da quel momento monitoriamo il flusso con o senza il nuovo modello, se i risultati soddisfano la previsione procediamo, altrimenti riattiviamo il processo con l’obiettivo l’ottimizzazione.Marketing Analytics sono fondamentali per valutare l’impatto degli investimenti di marketing sul nostro business, supportando l’ottimizzazione e l’economia di scala, andando ad analizzare sia i dati interni con le metriche di “closed loop”, o metriche interne come la spesa di marketing, la spesa di conversione, i dati di vendita, i costi di acquisizione, i costi del sito e così via, ma anche i dati esterni come i costi di Google Ads, quindi le aste e il CPC e CPA, i costi di Facebook Advertising, banner esterni ecc.Cambia, quindi, nel tempo la complessità ma anche il valore della misurazione di analytics per il marketing, che oggi ha un ritorno all’investimento diverso per ogni canale e ogni strumento che si utilizza.Con queste metriche è possibile segmentare il target di pubblico in base al Life Time Value, quindi il valore che porta un cliente nel tempo, ottimizzare le campagne pubblicitarie, quindi i costi connessi, indirizzare gli investimenti in cluster più recettivi ed aumentare la soddisfazione del consumatore.L’analisi comporta utilizzo di metriche differenti in base al tipo di attività che stiamo sviluppando con il consumatore.•Metriche di Reach, orientate a raggiungere lead e prospect con uso di motori di ricerca, social media e comunicazione su canali di proprietà.•Metriche di Engage, che misurano l’ingaggio che i nostri contenuti su canali di proprietà, su campagne e social network, che riceviamo dai lead e prospect.•Metriche di Activate, che analizzano le vendite e le conversioni, misurando il passaggio da lead a cliente.•Metriche di Nurture, che misurano il comportamento post acquisto e supportano azioni di marketing per il nutrimento del rapporto con il cliente nel tempo.Ed in ultimo Talent Analytics che misurano, raggruppano e analizzano i dati interni, del capitale umano aziendale, per supportare la crescita e lo sviluppo delle persone.Con questa analisi è possibile attivare una serie di azioni, formative ed informative, nel momento in cui si notano delle flessioni, oppure intervenire nel team building per le motivazioni di gruppo, o determinare quali azioni hanno determinato maggiore impatto nel business sul capitale umano.La particolarità di queste metriche è tratteggiata dalla sensibilità dei dati che si raccolgono, le leggi sono molto serrate, motivo per cui deve essere autorizzato l’uso, devono coinvolgere gli individui, le loro aspettative, i loro i bisogni, il percorso di carriera interno, lo stato di motivazione e di soddisfazione.In ultimo devono permettere una lettura omogenea per poter supportare i cambiamenti necessari senza impattare negativamente sulle persone e sulla struttura.Il digitale sta cambiando il mondo, con il supporto degli analytics è possibile raccogliere, misurare, validare gli insights necessari per poter predire il futuro ed ottimizzare i processi, interni ed esterni, e stabilire un rapporto di lungo periodo con il proprio consumatore.

What's life been like marketing jobs in the age of coronavirus? Seeing any uptick in applications? Great point about the 10 years ago thing…remote tech was not as good...what would we do? Session to focus on Employer Branding and Recruiting Technology. Some talking points:   Recruitment marketing Tech Stack We leverage: Phenom People for: our careers website, Content Management System (CMS), Candidate Relationship Management (CRM), Chatbot, and Talent Analytics  For our blog, we utilize it as a gateway for storytelling on LinkedIn - we keep our copy/stories short on LinkedIn, and usually provide a link to a blog post on our careers site to tell the full story, which gets users in our "ecosystem" - i.e. closer to applying. We also feature blog content in certain places across our careers site. For example, we have a Sales Development Associate program - we uploaded an "FAQ" blog for the role, and link to the article on the Sales Development Associate job posting page. LinkedIn for: employer brand awareness, as well as analytics and competitive insights into our performance against competitors Adobe Spark for: easy graphic design for employer branding content Phenom stats...     Empl experience...Employer Branding in times of COVID-19 Keeping new hires engaged whilst we’re not in the office is a challenge many organizations are facing. We were particularly concerned about our interns – who were all coming into our internship program entirely remote. This summer was the inaugural launch of our formalized internship program, so it was critical that we not only educate about our business, but also embody our ‘at your side’ philosophy wherever possible. So leading up to the interns’ first day, we sent them a series of emails. Each email introduced the intern to a new person: the head of recruiting, the hiring manager, two generalists, and our company President. Each email had the person’s headshot, a personal message, information about our business and culture, and a personal, favorite “Brother” moment from the sender. Example: Finding ways to make your brand more human can help your company stand out in the competitive talent space. We have a chatbot on our careers site named Ays (short for At your side), and depending on the questions you ask, you may get a cheeky response. If you ask “Are you a human?” the chatbot will say it doesn’t like labels except if they are coming from a Brother P-Touch labelmaker, or if you ask a question it does not understand it will say “I seem to have run out of ink on this one – try rephrasing your question” Optimizing social media content to get important messages across Example: Our Black Lives Matter post, which took advantage of LinkedIn’s new swiping graphic capabilities with PDF documents. The post generated a 23% engagement rate, and received special recognition. How often do you post on social media? The value of Job Board Programmatic Advertising In the past, we would drop a lump sum of money to sponsor on a per job, per job board basis. Now, we strategically sponsor our jobs across a variety of job board networks, boosting spend to jobs that are performing well, and reducing spend to jobs that are performing poorly. Within just under a month of launch, the paid traffic from programmatic was 69% vs. 31% for organic. Years ago, we abolished Ziprecruiter as a job board channel, and now it is our #1 job board channel. Leveraging employee networks to amplify your talent brand and encourage referrals Example: Most promotions at Brother happen in July, and for the past 3 years we have provided custom graphics to people managers with promoted employees, encouraging them to share with their LinkedIn networks. This year, nearly half of eligible people managers participated, driving a 400+% increase in reactions and a 1,000+% increase in comments. July became our 2nd best month in the rolling calendar year for LinkedIn home page views, and our best month for unique visitors to our About and People pages as a result. Example: We all know referrals are great sources of hire for various reasons (low cost, and usually high performers) and user time on social platforms, particularly LinkedIn, has increased significantly amidst the pandemic. In competing for eyeballs, you want to stand out as much as you can. We recently created a social graphic and messaging that hiring managers and other employees can use to promote open roles to their networks. The image can be set as the OG image on our job posting pages, so that the link preview on social platforms will be hyper-customized. We also took advantage of utilizing emojis and Unicode text to further emphasize and stand-out. What’s in the pipeline/what are you working on that you are excited for? An article from our VP of HR about Brother’s incredible transformation over the years and support of employees, customers, and communities (both pre and post-pandemic) A corporate video highlighting all our products and services and brand philosophy   Where can people go to see your career site? careers.brother-usa.com

Hear from Todd Davis, Global Talent Leader at IBM. It's time to start thinking about recruiting in a holistic supply chain way so we can learn better ways to measure it and function. --- Support this podcast: https://anchor.fm/techrecruit/support

Talent Analytics is about change management and using technology to digitally transformation organizations. Todd Davis, Global Talent Acquisition Leader at IBM discuss how IBM analyzed data to determine the effects of COVID-19 on hiring. --- Support this podcast: https://anchor.fm/techrecruit/support

Morgan LLewellyn of Jobvite talks about automation, AI, and how to use it to your advantage when it comes to talent acquisition. --- Support this podcast: https://anchor.fm/techrecruit/support

The guest on this week’s podcast is Jeremy Shapiro, the Executive Director for Workforce Analytics at Merck. Jeremy is rightly considered as one of the most highly regarded and influential leaders in our field, and co-authored one of the first articles I ever read on People Analytics, the seminal Competing with Talent Analytics, which he co-wrote with Tom Davenport and Jeannie Harris and was published by the Harvard Business Review in October 2010. With the 10th anniversary of the article approaching, Jeremy and I thought it would be neat to reflect on the last 10 years, assess the considerable progress the field has made and ponder what lay ahead. This episode is recorded in two parts, part 1 was recorded before the COVID-19 pandemic spread across the world, and part 2 was recorded more recently in the midst of the crisis. In our conversation Jeremy and I discuss: How the workforce analytics team is organised at Merck and talk through examples of their work The New York strategic HR analytics meet up group that Jeremy co-founded and how this has helped foster a thriving people analytics community in the Big Apple Whether AI and automation is a threat or an opportunity for HR The work the team is doing around employee listening, both using active and passive data sources How the COVID-19 crisis is acting as an accelerant to digital transformation and the work of people analytics teams What the role of people analytics will be in the next normal Support for this podcast is brought to you by Insight222. To learn more, visit https://www.insight222.com.

Mike Hudy, Chief Science Officer at Modern Hire, is an industry expert in predictive modeling using human capital data with more than two decades of experience in experiment design and talent analytics. Mike is skilled in deciphering the complexities and ambiguities of talent acquisition to create the practical, effective and satisfying solutions that clients and candidates deserve.  Isaac Thompson, Principal Data Scientist at Modern Hire, pushes the boundaries of AI applied to assessments and interviews. His creative blend of advanced AI with traditional psychometrics has propelled the use of ethical AI in hiring and has won the Innovations in Selection award (2019, IPAC) and Open Source award by HR Examiner (2019). A 2018 SIOP Machine Learning Competition winner, Isaac then built and led the competitions in 2019 and 2020. He has over 40 pieces of peer-reviewed research papers and presentations on AI, deep learning, machine learning, and Bayesian statistics, mainly focused on hiring. 

Talent analytics is a software that gathers insights into a company’s current workforce and potential employees. This allows companies to understand what motivates their workers and potential hires. That’s in addition to getting a better understanding of their strengths and weaknesses. All of this info is essential for adopting strategies that improve performance and productivity. Listen now to today's episode to hear our 9 Benefits Of Talent Analytics And How To Use It. Full article here: https://harver.com/blog/talent-analytics/

¿Quién dijo que las AAPP no podían hacer People Analytics? Hablamos con una experta en analítica y Big Data sobre las múltiples posibilidades de esta disciplina y sobre la variedad y calidad de los datos que pueden emplear los departamentos de RRHH. ------ Beatriz Lucía Martínez es la Directora del Área de Talent Analytics en el IIC (Instituto de Ingeniería del Conocimiento), centro privado de I+D+i pionero en IA y especializado en Big Data, PNL y machine learning: https://www.iic.uam.es/ ------ Conoce nuestro cuadro de mando para hacer People Anlytics en https://www.savia.net/soluciones/sistema-recursos-humanos-para-administracion-publica/sistema-recursos-humanos-para-administracion-publica-y-ayuntamientos-ginpix7/modulos-ginpix/business-intelligence-para-administracion-publica/ ------ • Síguenos en Twitter: @Savia_RRHH • Síguenos en LinkedIn: https://www.linkedin.com/company/savia/ • Visita nuestra web: https://www.savia.net/

O que é Talent Analytics? Como aplicar na minha organização? Neste podcast Thaylan Toth vai responder a essas e outras questões relacionadas à análise de dados como suporte à tomada de decisão sobre pessoas e te ajudar a trazer mais inteligência e assertividade aos seus processos de gestão de pessoas. www.mindsight.com.br Siga a Mindsight nas redes sociais: Linkedin: www.linkedin.com/company/mindsightbr Instagram: www.instagram.com/mindsightbrasil Trilha: Música de https://filmmusic.io "Inspired", de Kevin MacLeod (https://incompetech.com) Licença: CC BY (http://creativecommons.org/licenses/by/4.0/)

Eq is Not just about being nice !

What Type of Manager/Leader Are You? -

The Bermuda Triangle - Lost Work

EQ - Self Management

EQ - Advice & Guidance

EQ - Self Motivation/Self Management

EQ - Self Awareness - What does it Mean?

hiQ Elevate along with the first-ever Elevation awards were held on October 26th at co-host, Intel's campus in Santa Clara, CA as the third of hiQ Labs' 2016 Elevate series. The event recognized some of the most remarkable achievements in people analytics and brought together a wide range of professionals and practitioners to share best practices and learn from each other.  In this Elevate-focused podcast, we hear from Intel's General Manager, Talent Intelligence & Analytics, Alexis Fink, who shares her presentation, “From Optimism to Impact, Getting Results with Talent Analytics," followed by a very special "Man on the Street" segment where our very own Michael Housman interviews attendees at the event and asks them about the parts of the event that really resonated with them, what they thought of the award winners, and what part of the conference was their favorite. Also, hiQ Labs' CEO, Darren Kaplan, offers his predictions of what the industry will look like in the next five years in this really fun episode that offers up a small glimpse into what it's like to attend one of hiQ's conferences.

The buzz: Your business wish list. Still wishing for a crystal ball to see what 2015 may bring for your company, industry and the world? We've got the next best thing. Completing our three-part Predictions 2015 Special, today 14 thought leaders will share their insights on the technologies, strategies, and trends that can help you grow and compete better in 2015 and beyond – bringing our total to 41 speakers. Pour a cup of Joe, Earl, or Dom, and join us for SAP Game-Changers Radio 2015 Predictions – Part 3, with Robin Carey, Social Media Today; Mick Collins, SAP; Nancy Casey, SAP; Jeremy Cox, Ovum; Monique Hesseling, SMA; Josh Greenbaum, EAC; Matt Healey, TBR; Shahar Larry, Demaya; Greta Roberts, Talent Analytics; Andrea France, SAP; Benjamin Robbins, Palador; BJ Bueno, Cult Branding; Gerry Brown, Ovum; Michael P. Cangemi, Cangemi Company. Collect the whole set of predictions: Part 1 (Dec. 10) and Part 2 (Dec. 17) on-demand. Happy New Year from SAP Game-Changers Radio.

The buzz: Your business wish list. Still wishing for a crystal ball to see what 2015 may bring for your company, industry and the world? We've got the next best thing. Completing our three-part Predictions 2015 Special, today 14 thought leaders will share their insights on the technologies, strategies, and trends that can help you grow and compete better in 2015 and beyond – bringing our total to 41 speakers. Pour a cup of Joe, Earl, or Dom, and join us for SAP Game-Changers Radio 2015 Predictions – Part 3, with Robin Carey, Social Media Today; Mick Collins, SAP; Nancy Casey, SAP; Jeremy Cox, Ovum; Monique Hesseling, SMA; Josh Greenbaum, EAC; Matt Healey, TBR; Shahar Larry, Demaya; Greta Roberts, Talent Analytics; Andrea France, SAP; Benjamin Robbins, Palador; BJ Bueno, Cult Branding; Gerry Brown, Ovum; Michael P. Cangemi, Cangemi Company. Collect the whole set of predictions: Part 1 (Dec. 10) and Part 2 (Dec. 17) on-demand. Happy New Year from SAP Game-Changers Radio.

Looking for a crystal ball to help you predict what 2014 may bring for your business? We've got the next best thing – more than 40 thought leaders sharing their expert insights into the technologies, strategies, and trends that can help you grow and compete better next year and beyond. Following our first 16 thought leaders' predictions on Dec. 18, we now bring you SAP Game-Changers Radio 2014 Predictions – Part 2 LIVE with featured guests: Greg Girard, IDC; Chris Carter, Approyo; Eric Stine, SAP; Quentin Fisher, CSC; Paula Rosenblum, SSResearch; Mark Breading, Strategy Meets Action; Elizabeth Hedstrom Henlin, TBRI; John Elder, Elder Research; Greta Roberts, Talent Analytics; Scott Mitchell, OCEG; Meghan Cook, CTG Albany; Mark Delisi, CSC; Steve Peck, SAP; Nola Masterson, Science Futures; Henner Schliebs, SAP. Be sure to mark your calendar for Part 3 on Jan. 22, 2014. Wishing you a positively game-changing New Year!

Looking for a crystal ball to help you predict what 2014 may bring for your business? We've got the next best thing – more than 40 thought leaders sharing their expert insights into the technologies, strategies, and trends that can help you grow and compete better next year and beyond. Following our first 16 thought leaders' predictions on Dec. 18, we now bring you SAP Game-Changers Radio 2014 Predictions – Part 2 LIVE with featured guests: Greg Girard, IDC; Chris Carter, Approyo; Eric Stine, SAP; Quentin Fisher, CSC; Paula Rosenblum, SSResearch; Mark Breading, Strategy Meets Action; Elizabeth Hedstrom Henlin, TBRI; John Elder, Elder Research; Greta Roberts, Talent Analytics; Scott Mitchell, OCEG; Meghan Cook, CTG Albany; Mark Delisi, CSC; Steve Peck, SAP; Nola Masterson, Science Futures; Henner Schliebs, SAP. Be sure to mark your calendar for Part 3 on Jan. 22, 2014. Wishing you a positively game-changing New Year!