Transform HR Data into Actionable Insights to Drive Smarter Workforce Decisions

In this online course, you will have the opportunity to be equipped with the necessary thinking and organization to deal with the challenges of sustaining an evidence-based approach.

This online training course will provide you with confidence and enable you to learn techniques in the way you look at information, interpret human capital analytics, solve problems and evaluate solutions using workforce and HR metrics.

Each session will help you acquire the skills to properly review, define, measure, and track HR metrics that are aligned to business strategies.

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.

 

Learning Objectives

By the end of this course, you will be able to:

• Appreciate the role of analytics in understanding behaviour and performance 
• Conduct detailed analysis assessments 
• Generate decisions based on evidence rather than opinion 
• Define the principles of organizational change 
• Utilize a range of assessment tools to improve organizational performance

 

Who Should Attend?

This training course is suitable for many professionals but will greatly benefit:  

• HR Professionals in organizations who would like to develop the role of HR within the organization  
• 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 organization and use HR support to achieve it 

This training course will feature:  

• The HR’s role in corporate strategy  
• Problem analysis, understanding and decision-making 
• Technological advances in workforce analytics  
• Successful change management  
• Using data for improved people management

 

Course Outline

Module 1: Overview of Analytics, Strategy & HR's Role 

• The rationale for evidence based approach 
• Data, information and insights 
• Defining analytics and predictive analytics 
• Strategic HR versus Personnel Management 
• HR’s contribution to strategy 
• Human Capital Approach 

Module 2: HR Tools and Methods 

• Quantitative vs. Qualitative data 
• Rational problem analysis and models of decision-making 
• Measures of HR effectiveness, efficient and impact 
• Methods of data capture and benchmarking 
• Employee Self- assessment and self-report measures 
• Electronic workforce surveillance & analytics 

Module 3: Driving Organizational Change 

• Understanding the cultural context 
• Dynamic nature of business, environment & technology driving change 
• Theories of organization change and how to use them 
• Enablers and impediments to change 
• Resistance to change 
• Implementing strategic change 

Module 4: Putting HR Metrics and Analytics into Action 

• The Balanced Scorecard 
• Human Resource Planning 
• Recruitment Analytics 
• Succession Planning & Talent Management 
• Absence management 
• Skills analysis and training needs analysis 

Module 5: Metrics and Analytics for Improving Employee Performance 

• Performance Management 
• Employee Motivation 
• Engagement 
• Empowerment and Accountability 
• Conclusion and Action Planning