2018 WHARTON PEOPLE ANALYTICS CONFERENCE
March 22 – 23, 2018 | Hyatt at the Bellevue, Philadelphia, PA
Storms may rage but Thursday & Friday in Philadelphia will be beautiful.
We’re looking forward to seeing you at the Conference!
We use data to advance how organizations make decisions about people, and help leaders operate based on evidence rather than intuition.
This new interdisciplinary initiative focuses on research, thought leadership and education of the next generation of experts in this emerging field.
We’ve worked to build this conference into a leading platform for people analytics. Now in its fifth year, we have an incredible program, including: a conversation with Mary Barra, CEO of GM; a sports analytics discussion with Howie Roseman, EVP of the Super Bowl Champion Philadelphia Eagles; a talk on shaping data strategy with DJ Patil, former U.S. Chief Data Scientist; a discussion on the science of timing with bestselling author Daniel Pink; a team discussion on spatial analysis with David Fano and Rachel Montana of WeWork; a conversation with Stewart Butterfield, Slack CEO; a view into social impact with Bob Filbin of Crisis Text Line; an applied perspective from Brian Welle of Google; a future perspective from futurist, Amy Webb; and so much more.
We hope you’ll join us in deepening the dialogue between industry and academia, all while developing new ideas and relationships. The conference is co-organized by WPA’s competitively selected student team, and will be held on March 22 – 23, 2018 at the Hyatt at the Bellevue in Philadelphia.
Research is our core activity, done largely in partnership with organizations who share our commitment to advancing evidence-based management.
Mark C. Bolino, Adam M. Grant
More than a quarter century ago, organizational scholars began to explore the implications of prosociality in organizations. Three interrelated streams have emerged from this work, which focus on prosocial motives (the desire to benefit others or expend effort out of concern for others), prosocial behaviors (acts that promote/protect the welfare of individuals, groups, or organizations), and prosocial impact…
Overcoming Algorithm Aversion: People Will Use Imperfect Algorithms If They Can (Even Slightly) Modify Them
Berkeley J. Dietvorst, Joseph P. Simmons,
Although evidence-based algorithmsconsistently outperform human forecasters, people often fail to use them after learning that they are imperfect, a phenomenon known as algorithm aversion. In this paper, we present three studies investigating how to reduce…
Matthew Bidwell, Ethan Mollick
Employees can build their careers either by moving into a new job within their current organization or else by moving to a different organization. We use matching perspectives on job mobility to develop predictions about the different roles that those internal and external moves will play within careers. Using data on the careers…
Business Radio Presents a People Analytics Special!
Faculty Co-Directors Adam Grant and Cade Massey discuss Adam’s new book “Originals”, including the people analytics behind it, the many lessons within it, and just what makes Adam so productive!
Advancing the practice of people analytics is as important to us as our research. We are continuing to create new educational opportunities for those working in the field, as well as those who would like to enter it.
This is a unique opportunity for an MBA student to work with both a major company and/or large non-profit under the guidance of the People Analytics team.
Applications are taken each year for participation in the competitively selected Wharton People Analytics Conference Team. This group of MBA students works with us to plan and implement the entire conference.
News & Articles
Adam Grant | The New York Times
Ask people what’s wrong in American higher education, and you’ll hear about grade inflation. At Harvard a few years ago, a professor complained that the most common grade was an A-. He was quickly corrected: The most common grade at Harvard was an A.
By Angelo Calvello | Institutional Investor
The biggest challenge quantitative managers face may not be developing powerful, predictive AI-based investment models, but convincing investors against trusting their own judgment, writes columnist Angelo Calvello…. The internal inconsistency of those who disagree with my AI worldview does not reflect a deficiency of cognitive powers. Rather, it’s the result of a specific behavioral bias: algorithm aversion.
Katy Milkman | Scientific American
Imagine two aspiring entrepreneurs: Meg and Jen. They are equally capable and well-connected, and they are working on equally promising startup ideas. In fact, imagine that Meg and Jen differ in just one respect: Meg is thinking about what a good fallback job would be and how she plans to pursue it if her current startup fails while Jen is not.
Wharton People Analytics
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The Wharton School
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