Human resource management (HRM) is the management of an organization's workforce, or human resources. It is responsible for the attraction, selection, training, assessment, and rewarding of employees, while also overseeing organizational leadership and culture, and ensuring compliance with employment and labor laws.
Course Title: Human Resource (HR) Analytics
Venue: ESAMI Headquarters, Arusha, TANZANIA
Learning Duration: 2 Weeks
Starting: 3 Sep 2018 Ending: 14 Sep 2018
Fees: 1500 USD
Payment Details: To cover tuition and training materials only.
COURSE OVERVIEW As HR practitioners, are you able to forecast which employees are at risk of leaving? Can you help improve the organization’s engagement level? Are you well equipped to drive better compensation and benefits design? The challenge faced by HR practitioners is firstly knowing WHAT to analyze (to identify the kind of analyses that will help them make better people decisions) and secondly knowing HOW to analyze (to have the knowledge and be proficient in the use of analytical tools to undertake analytics). This intensive 3-days program aims to address the challenges outlined above, and equip the HR practitioners to be more competent and confident in making sense of data for enhanced people decisions.
WHO SHOULD ATTEND? Middle and senior level HR officers/managers in human resources management and development, recruitment & selection committee members, Public service commissions.
HOW PARTICIPANTS WILL BENEFIT At the end of the course participants will be able to: • Explain basic concepts on HRMS/HRIS • Prepare HR reports and conduct data visualization • Create business understanding for HR initiatives • Forecast budget numbers for HR costs • Apply analytic techniques and uncover data-driven insights that aid in HR decision- making and reporting • Examine common pitfalls in the use of analytics in HR
TOPICS INCLUDE: • Basics of HRM/HRIS • The field of HR analytics • HR questions that can be answered with HR analytics • Kinds of analytics that address talent questions • Leading and lagging indicators and their relationships to HR analytics • Linking HR practices to business outcomes • Knowledge and development of competencies in HR analytics • Principles of research and survey designs • Types of data • Relationships between data types and analytic methods • Analyzing and comparing human capital facts • Performing human capital investments and talent data modeling • Planning for analytics in an organization • HR analytics planning considerations • Avoiding common pitfalls • Decisions to setting up analytics team or outsourcing • HR analytical competencies • Implications for HR practitioners