HR analytics and talent analytics is analysis used to make better decisions about all aspects of HR strategy with the goal of improving business performance. It is both a strategic and operational concept that enables organisations to understand key aspects of workforce performance using data and evidence. It is a growing discipline that continues to gain considerable traction across the profession, but survey data has shown that the capability to conduct HR analytics remains low. Organisations which follow good practice should have up to date, clearly defined data which is robust and of high quality, and which is used in a consistent way by skilled experts able to complete analytics activity and communicate it to business and HR stakeholders in regular and accessible reports. In this training course, you will have the opportunity to explore the necessary thinking and approach to deal with the challenges of sustaining an evidence-based approach. For most HR professionals, the evidence-based approach represents a fundamental shift in their business roles, but it provides them with an opportunity to become strategic partners in business decision-making.
By the end of the course, participants should be able to:
- Understand what HR analytics is and different types of HR data.
- Explain the importance of HR analytics in strategy and process.
- Examine the use of internal and external measurement frameworks.
- Conduct detailed problem analysis assessments.
- Generate decisions based on evidence rather than opinion.
- Define the principles of organizational change.
Duration: 5 Days
Who Should Attend
This training course is suitable for many professionals but will greatly benefit:
- HR Professionals in organisations who would like to develop the role of HR within the organisation.
- HR Professionals tasked with providing HR data to support strategy development and delivery.
- Senior Managers who want to understand how they can deliver strategic and organizational change in their organisation - and use HR support to achieve it.
Day One: Corporate Strategy - HR's Role
- Defining analytics and predictive analytics
- The rationale for evidence-based approach
- Strategic HR versus Personnel Management
- How HR contributes to strategy
- Integrated Human Resource Planning
- Human Capital Management
Day Two: HR Tools and Methods
- Quantitative vs Qualitative data
- Rational problem analysis and models of decision-making
- Standard measures of effectiveness
- Methods of data capture and benchmarking
- Employee Self- assessment and self-report measures
- Electronic workforce surveillance and analytics
Day Three: Driving Organisational Change
- Understanding the cultural context
- Dynamic nature of business and environment
- Impact of technology
- Theories of organisation change and how to use them.
- Implementing strategic change
- Enablers and impediments to change.
Day Four: Putting HR Metrics and Analytics into Action
- The Balanced Scorecard
- Manpower planning
- Succession Planning and Talent Management
- Absence management
- Skills analysis and training needs analysis
- Job design and evaluation
Day Five: Metrics and Analytics into Improving Employee Performance
- Employee Motivation
- Empowerment and Accountability
- Performance Management
- Conclusion and Action Planning
- This course is delivered by our seasoned trainers who have vast experience as expert professionals in the respective fields of practice. The course is taught through a mix of practical activities, theory, group work and case studies.
- Training manuals and additional reference materials are provided to the participants.
- Upon successful completion of this course, participants will be issued with a certificate.