HR Analytics

 

Ø INTRODUCTION


   HR Analytics is the use of people-data in analytical processes to drive organisational success by evaluating and designing better systems and solving business problems. Critically, it enables evidence-based decisions to be made using data collected and synthesized from a variety of sources both within and outside the organisation.  HR analytics uses people-data, collected by HR systems and business information systems within the context of the operating environment. At its core, HR analytics enables HR professionals and the organisation to gain insights into the performance of the workforce so that the investment in the ‘Human Capital’ brings improved performance, higher productivity and guarantees the organisation is ahead of the competition.   

HR analytics enables HR and the major stakeholders to measure and report on workforce performance, well-being, productivity, innovation and alignment. Additionally, analytics allows HR teams to demonstrate the impact that HR policies and processes have on workforce and organisational performance and used to demonstrate ROI and SROI investment for HR activity. Line managers are increasingly interested in how to manage their teams more effectively; HR concepts and analytics demonstrate how to evaluate and improve people and business performance.

This IACT training seminar will highlight:

  • The HR’s role in corporate strategy
  • Problem analysis and decision-making
  • Technological advances in workforce analytics
  • Successful change management
  • Using data for improved daily people management
  • Analytics role in Learning & Development

Ø Objectives

 

At this program's conclusion, participants should be able to:

 

l  Understand the fundamental changes in the operating environment

l  Conduct analysis of data for predictive and corrective planning

l  Define the principles of organisational change

l  Use a range of HR assessment tools to improve organisational performance

l  Develop HR metrics, apply them and align them with organisational strategy

Ø TRAINING METHODOLOGY


This training course will combine presentations with instructor-guided interactive discussions between participants relating to their individual workplace. Practical exercises, video material and case studies aiming at stimulating these discussions and providing maximum benefit to the participants will support the training.

This interactive training course includes the following training methodologies as a percentage of the total tuition hours:

l  30% Lectures, Concepts, Role Play

l  30% Workshops & Work Presentations, Techniques

l  20% Based on Case Studies & Practical Exercises

l  20% Videos, Software & General Discussions

Pre and Post Test

 

Ø WHO SHOULD ATTEND?

 

  • Those charged with implementing HR Analytics
  • HR Professionals interested in using data to determine better outcomes
  • Data Analysts interested in maximizing the return on human capital investments
  • Line Managers wishing to understand how data can improve human performance
  • Any HR Professional wishing to broaden their skills and adaptability
  • Those new to HR and who wish to specialise in the growing field of analytics

 

 

                                                                               Outline

Day 1

Overview of HR Data and Analytics 

l  Seminar Overview – Introduction to Analytics

l  The Rationale for the Evidence Based Approach

l  Understanding Statistics - Probability and Significance

l  The Nine Steps of the Analytics Process

l  Aims of an Analytics Strategy

l  State-of-the-Art Analytics: Stages on the Journey

 

Day  2

 

 

The Concept of Human Capital

l  Viewing Employees as Assets not Costs

l  Strategies for Investing in Human Capital Metrics

l  Measuring the Impact of HR Strategy and Investments

l  Measuring ROI

l  Embedding Human Capital Analytics in the Organisation

l  Assessing the Organisation's Readiness for HR Analytics

 

Day 3

 

 

Data Collection and Analysis  

l  Understanding the Cultural Context

l  What information can be analysed?

l  Methods of Data Capture

l  Employee Self-assessment and Self-report Measures

l  Electronic Workforce Surveillance & Analytics

l  Data Security

 

Day 4

 

 

HR Metrics and Analytics in Action 

l  Recruitment & Selection

l  Learning & Development

l  Attendance, Absence & Well-being

l  Manpower Planning

l  Talent Management & Succession Planning

l  HR Effectiveness and Efficiency)

 

 

Day 5

 

Metrics for Employee Performance and Productivity 

l  Performance Management

l  Employee Motivation

l  Employee Engagement

l  The Psychological Contract

l  Empowerment and Accountability

l  Conclusion and Action Planning

 

 

 Schedule

 

  • 08:30 – 10:15 First Session
  • 10:15 – 10:30 Coffee Break
  • 10:30 – 12:15 Second Session
  • 12:15 – 12:30 Coffee Break
  • 12:30 – 14:00 Third Session
  • 14:00 – 15:00 Lunch

 

Fees

 The Fee for the seminar, including instruction materials, documentation, lunch, coffee/tea breaks & snack :