Introduction:

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.  

HR analytics enables HR and the major stakeholders to measure and report on workforce performance, well-being, productivity, innovation and alignment. Additionally, analytics allows HR teams to demonstrate the impact that HR policies and processes have on workforce and organisational performance and used to demonstrate ROI and SROI investment for HR activity. Line managers are increasingly interested in how to manage their teams more effectively; HR concepts and analytics demonstrate how to evaluate and improve people and business performance.

Training Objectives and Goals:

Understand the fundamental changes in the operating environment

Conduct analysis of data for predictive and corrective planning

Define the principles of organisational change

Use a range of HR assessment tools to improve organisational performance

Develop HR metrics, apply them and align them with organisational strategy

Detailed Training Content (5 days):

Day 1:

Overview of HR Data and Analytics 

Seminar overview – 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

Day 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

Day 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

Day 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

Day 5:

Metrics for Employee Performance and Productivity 

Performance management

Employee motivation

Employee engagement

The psychological contract

Empowerment and accountability

Conclusion and action planning