Human Resource (HR) Metrics And Analytics

Statement of Need

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 analysis 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 programme aims to address the challenges outlined above, and equip HR practitioners to be more competent and confident in making sense of data for enhanced people decisions.

Who Attends

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 programme, participants will be able to:

• Explain basic concepts on HRMS/HRIS and 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 modelling.

• 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.