Course Overview
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. Participants will learn how to collect, analyze, and interpret HR data to make informed decisions that enhance workforce performance and organizational outcomes.
Course Duration
5 Days
Who Should Attend
- HR professionals and managers looking to integrate data analytics into their HR practices.
- Talent acquisition and recruitment specialists interested in data-driven approaches.
- HR consultants and business partners aiming to offer analytics-based solutions.
- Organizational development and learning & development professionals.
- Any professionals involved in workforce planning and strategy.
- Individuals seeking to transition into an HR analytics role.
Course Objectives
By the end of this course, participants will be able to
- Understand the key concepts and importance of HR Analytics.
- Identify the types of HR data and appropriate data collection methods.
- Apply basic statistical techniques to analyze HR data.
- Utilize HR Analytics tools and software for data analysis.
- Interpret and present HR data insights to support strategic decision-making.
- Develop actionable HR strategies based on data-driven insights.
- Recognize ethical considerations and best practices in HR Analytics.
Course Outline:
Module 1: Overview of HR Data and Analytics
- Introduction to Analytics
- The rationale for the evidence-based approach
- Understanding statistics - Probability and Significance
- The nine steps of the analytics process
- Aims of an analytics strategy
- State-of-the-art analytics: Stages on the journey
Module 2: The Concept of Human Capital
- Viewing employees as assets not costs
- Strategies for investing in human capital metrics
- Measuring the impact of HR strategy and investments
- Measuring ROI
- Embedding human capital analytics in the organisation
- Assessing the organisation's readiness for HR analytics
Module 3: Data Collection and Analysis
- Understanding the cultural context
- What information can be analysed?
- Methods of data capture
- Employee self-assessment and self-report measures
- Electronic workforce surveillance & analytics
- Data security
Module 4: HR Metrics and Analytics in Action
- Recruitment & selection
- Learning & development
- Attendance, absence & well-being
- Manpower planning
- Talent management & succession planning
- HR effectiveness and efficiency
Module 5: Metrics for Employee Performance and Productivity
- Performance management
- Employee motivation
- Employee engagement
- The psychological contract
- Empowerment and accountability
- Conclusion and action planning
