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    DINNER Meeting: How to Initiate a Successful People Analytics Project

    Date: May 11, 2020, 5:30pm – 8:00pm
    HRMA Princeton
    Hyatt Regency Princeton, Carnegie Center, Rt. 1.
    Networking & registration begins at 5:30pm, meeting starts at 6:00pm.
    Pre-registered: members $45, non-members $55, students and qualified In-Transition $20. Online registration closes at 11:00AM. on Thursday, May 7th. $10 additional charge for walk-ins.
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    How to Initiate a Successful People Analytics Project

    Presented by: Sy Islam, Talent Metrics   
    Monday, May 11, 2020 - 5:30pm to 8:00pm

    Princeton Hyatt Regency

    102 Carnegie Center, Princeton, NJ  08540
    (Click HERE for directions)
     **This program is pending APPROVAL for 1 business/strategic credit by HRCI and 1 professional
    development credit by SHRM**
    For registration, please follow one of the below links:

    HRMA Member Register Here

    In-Transition Members Register Here

    Non-Members and Students Register Here

    Registration CLOSES Thursday, May 7th at 11:00AM.   After that time, you may still register at the door for an additional $10. 



    Recent research (van De Heuvel & Bondarouk. 2017) indicates that despite the increased adoption of people analytics most people analytics projects fail. Despite the noted increase of people analytics programs since the call for increased people analytics programs in the Global Leadership Forecast 2014|2015 organizations continue to struggle with implementation of people analytics projects.Many organizations have reaped the benefits of people analytics (i.e. Google, Facebook, PepsiCo), the question for many organizations is what separates successful and unsuccessful people analytics projects? 

    The session will use a five-step approach that human resources professionals can use to avoid people analytics failures and a discussion of common problems in people analytics projects.  

    Some common problems we will discuss during the session include: 

    • Lack of leadership investment
    • Difficulty getting data from business units
    • An unclear problem to solve
    • A poorly designed intervention 


    1. Identify when a people analytics solution is most appropriate
    2. Identify potential errors before beginning a people analytics project
    3. Design an appropriate people analytics intervention


    Sy has over 10 years of experience in a variety of corporate, academic, and applied settings. He completed his Bachelors in Economics from Rutgers University, his MBA in Human Resource Management and a Master’s of Arts in Industrial-Organizational Psychology from Fairleigh Dickinson University. He completed his PhD in Applied Organizational Psychology from Hofstra University. 

    Sy has served in management, consultant and research roles in a variety of organizations. He is currently an Assistant Professor of Industrial Organizational Psychology at Farmingdale State College. In addition to his role as a professor, he is a co-founder and a Principal Consultant with Talent Metrics. In his role at Talent Metrics, he collaborates with organizations through consulting engagements in his areas of expertise (training and development, selection, survey design, performance management, and team building). He is a passionate advocate for the fields of I-O Psychology and training. He currently serves as the Vice-President of the Long Island Chapter of the Association for Talent Development. He also serves as the Co-Chair of the People Science Special Interest Group for ATD NYC and has delivered presentations for I-O Shaken and Stirred and Disrupt HR Long Island. When he’s not teaching or consulting, Sy and his wife enjoy films, sports, and music. 


    Starter:  Cucumber-melon gazpacho 
    Choice of:  Cumin-lime bass OR Lemon ginger frenched breast of chicken, Seasonal vegetable and starch OR Veg Option:Vegetable empanadas
    Dessert:  Strawberryand pistachio mousse shortcake

    Freshly Brewed Regular and Decaffeinated Coffee and Assorted Tazo Teas



    Candid and posed images/pictures may be taken during the session and shown at this and other HRMA Chapter events and/or posted on social media and/or the HRMA website. By entering the meeting, you are consenting to such use. If you object to the use of your image, do not enter the meeting. Contact the Chapter at if you have any questions or objections.