HR Analytics involves harnessing people-data within analytical frameworks to drive organizational success by assessing and enhancing systems and addressing business challenges. It facilitates evidence-based decision-making through the synthesis of data from various internal and external sources. Central to HR Analytics is the utilization of data gathered from HR and business systems within the operational context. Its essence lies in empowering HR professionals and organizations to gain insights into workforce performance, ensuring that investments in human capital yield enhanced performance, productivity, and competitive advantage.

Furthermore, HR Analytics facilitates the measurement and reporting of workforce performance, well-being, productivity, innovation, and alignment for HR and key stakeholders. It also enables HR teams to illustrate the impact of HR policies and processes on workforce and organizational performance, demonstrating return on investment (ROI) and social return on investment (SROI) for HR initiatives. As line managers increasingly seek ways to enhance team management effectiveness, HR concepts and analytics provide methods to evaluate and enhance both people and business performance.

This STRATEDGE training course will cover:

• The role of HR in corporate strategy
• Problem analysis and decision-making
• Technological advancements in workforce analytics
• Successful change management
• Utilizing data for enhanced daily people management
• The role of analytics in learning and development

By the conclusion of this STRATEDGE training course, attendees will gain the ability to:

• Grasp the essential shifts in the operational landscape
• Perform data analysis for both predictive and corrective planning purposes
• Outline the principles underlying organizational change
• Employ various HR assessment instruments to enhance organizational effectiveness
• Create and implement HR metrics while ensuring alignment with organizational strategy

Attendees of this HR Analytics training program will undergo comprehensive instruction on the topics outlined in the course syllabus. The instructor will employ a diverse range of established adult learning methodologies to facilitate learning effectively.

The seminar methodology encompasses group discussions, individual and group exercises, self-assessment questionnaires, case studies, instructional videos, and problem-solving tasks. The instructor will provide insights on the subjects to spark discussions and address participants’ inquiries.

While this STARTEDGE training course is suitable for a diverse audience, it particularly caters to individuals in the following roles:

• Implementers of HR Analytics initiatives
• HR Professionals seeking to leverage data for improved outcomes
• Data Analysts aiming to optimize human capital investments
• Line Managers interested in leveraging data for enhancing human performance
• HR Professionals seeking to enhance their skill set and versatility
• Individuals new to HR who wish to specialize in the expanding realm of analytics

Day 1: Introduction to HR Data and Analytics

• Seminar Introduction: Exploring Analytics
• Advocating for Evidence-Based Practices
• Grasping Statistical Concepts: Probability and Significance
• The Nine Steps of the Analytics Process
• Objectives of an Analytics Strategy
• Cutting-Edge Analytics: Phases in the Evolution

Day 2: Understanding Human Capital

• Shifting Perspectives: Employees as Assets, Not Expenses
• Approaches to Human Capital Metric Investment
• Evaluating the Impact of HR Strategies and Investments
• Assessing Return on Investment (ROI)
• Integrating Human Capital Analytics into the Organizational Framework
• Gauging Organizational Preparedness for HR Analytics

Day 3: Data Collection and Analysis

• Considering Cultural Context
• Analyzable Information Spectrum
• Techniques for Data Collection
• Utilizing Employee Self-Assessment and Self-Report Measures
• Electronic Workforce Monitoring and Analytics
• Ensuring Data Security

Day 4: HR Metrics and Analytics Implementation

• Recruitment and Selection Processes
• Learning and Development Initiatives
• Managing Attendance, Absences, and Well-being
• Strategic Manpower Planning
• Nurturing Talent and Planning for Succession
• Assessing HR Operational Efficiency and Effectiveness

Day 5: Evaluating Employee Performance and Productivity Metrics

• Performance Appraisal Strategies
• Fostering Employee Motivation
• Cultivating Employee Engagement
• Exploring the Psychological Contract
• Promoting Empowerment and Accountability
• Summarizing and Crafting Action Plans