HR leaders help drive business performance by delivering competitive advantage through people. Performance relies on measures, so you need to be skilled at planning, analyzing and interpreting your human capital metrics. To do this effectively, you need a good grasp of HR analytics. Your ability to think strategically about people analytics will help you capture and keep the attention of your senior leadership, and will support more informed, evidence-based decision making at levels that extend well beyond the primary remit of HR.
In this course, participants will take a strategic view of their respective organization's use of HR data and its measurement systems. They will also identify what data should be captured and how to use the data to model and predict capabilities so the organization gets an optimal return on investment (ROI) on its human capital.
The course will explore the characteristics of high quality data and data-mining techniques, inside or outside the organization. It will review common analysis techniques and pitfalls to avoid when interpreting data or assessing reports and interpretations presented by others. Participants will learn how to take the results of data collection and analysis and communicate findings in a compelling manner that initiates positive changes.
Participants will be able to:
- Understand the importance and potential uses of business metrics and the role Human Capital Analytics play in evaluating an organization’s performance
- Utilize the HR and Workforce Analytics to better link human capital results and activities to business performance
- Design a plan for data mining and implementing human capital analyics in your organization
- Analyze data from an advanced perspective and determine which analytic technique to apply based on the business context
- Identify ways to benchmark performance and create standards
- Develop an action plan for using and communicating HR Analytics to the business for overall business objectives achievement