Training on Human Resource Metrics and Analytics
The HR department can contribute significantly to the development and execution of company strategy and turn into a high-value component of the organization. This is due to the fact that human capital is becoming increasingly crucial to organizational performance. Human resource metrics are used to evaluate the success of various HR duties and initiatives, including hiring, staff retention, training, and labor expenses. These indicators can help human resources departments work more effectively and show senior management the worth of their work. The evidence-based approach implies a significant change in the business roles for the majority of HR professionals, but it also gives them a chance to participate strategically in corporate decision-making.
Training on human resource metrics and analytics training will capacity build you on how to read human capital analytics, solve challenges, and assess solutions using workforce and HR metrics. You will learn how to correctly review, define, measure, and track human resource indicators.
Target Participants
This training on human resource metrics and analytics is ideal for HR Professionals interested in using data to determine better outcomes, data Analysts interested in maximizing the return on human capital investments, line managers wishing to understand how data can improve human performance, any HR professional wishing to broaden their skills and adaptability, those new to HR and who wish to specialize in the growing field of analytics.
Course Duration
Online 7 Days
Classroom-based 5 Days
What you will learn
By the end of this course the participants will be able to:
- Understand how analytics may be used to better understand behavior and performance
- Conduct in-depth human resource analyses and evaluations
- Make decisions based on facts rather than gut feelings
- Describe the guiding concepts of organizational change.
- Make use of various assessment tools to enhance organizational performance
Overview of Corporate Strategy, Analytics and HR’s Role
- Understanding the organizational culture
- HR contribution to organization’s strategic goals
- Human capital management
- Understanding HR metrics and analytics
- Relationship between HR metrics and analytics
HR Tools and Methods
- The effectiveness of the HR function
- HR headcount ratios
- Administrative cost per employee
- Filling the skills gap
- Satisfaction surveys
- Internal Frameworks
- External Perception
- Learning and Development
- Job analysis and evaluation
- Capability review
- RACI
Designing Effective HR Metrics
- Importance of effective HR metrics
- Designing organization specific KPIs
HR Analytics
- Importance of HR metrics
- Understanding the HR analytics process
- Predictive HR analytics
Data Collection and Analysis
- Qualitative vs quantitative data
- What data does the HR analytical tool need?
- Methods of data collection
- Employee Self- assessment and self-report measures
- Methods of data analysis
- Data security
Driving Organizational Change
- 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
Putting HR Metrics and Analytics into Action
- The balanced scorecard
- Human resource planning
- Recruitment analytics
- Succession planning and talent management
- Attendance, absence and well-being management
- Skills analysis and training needs analysis
HR Metrics and Analytics for Improving Employee Performance and Productivity
- Performance management
- Employee engagement and motivation
- Empowerment and accountability
- Employee motivation
- The psychological contract
