HR Decision Making Analytics
Course Info
Code PH1-127
Duration 5 Days
Format Classroom Online
Course Summary
Decision-making analytics in Human Resources (HR) play a crucial role in shaping organisational strategies and ensuring effective workforce management. These analytics derive from a combination of data sources, including employee performance metrics, recruitment data, employee surveys, and other relevant HR information. The foundation of decision-making analytics lies in the collection and analysis of vast amounts of data to identify patterns, trends, and correlations within the workforce.
To harness decision-making analytics for strategic planning in HR, organisations must adopt a systematic approach, to streamline data collection processes for greater accuracy and relevance. This involves gathering data on employee performance, engagement, turnover rates, and other key HR metrics. Advanced technologies such as artificial intelligence and machine learning can assist in analysing large datasets to extract valuable insights. Once the data is collected, HR professionals can use analytics to identify areas for improvement and make informed decisions.
Decision-making analytics enable HR teams to measure the success of their strategies over time. Regular monitoring and evaluation of key performance indicators provide valuable feedback, allowing organisations to adapt and refine their HR strategies for continuous improvement.
During this course, you’ll learn:
- To develop a comprehensive understanding of contemporary Talent and HR analytics.
- To use HR data for enhanced and informed business decision-making.
- To implement fundamental forecasting tools for strategic planning.
- To elevate HR into a strategic role within the organisation.
- To encourage HR managers and practitioners to transition from routine management to predictive management using cutting-edge talent/HR analytics tools.
- To integrate modern Human Capital management processes to enhance HR sophistication and cohesion.
- To streamline and harmonise the delivery of HR services for optimal efficiency.
- To familiarise yourself with exemplary instances of organisations effectively employing talent/HR analytics best practices.
This course is designed for anyone responsible for data collection or utilisation in order to make information strategic decisions within a HR department. It would be most beneficial for:
- HR Professionals
- Data Analysts
- Business Owners
- Operations Managers
- Supervisors
- HR Business Partners
- Business Analysts
- Recruiters
This course uses a variety of adult learning styles to aid full understanding and comprehension. Participants will review various data collection methods and discuss the best metrics to make various employee-related decisions.
They will work in groups to discuss the different types of decisions required on a HR basis and understand how best to avoid risks and reduce costs using active and available data.
Course Content & Outline
Section 1: What Are HR Analytics?
- Introduction to HR analytics essentials.
- Key concepts in HR data analysis.
- Data-driven decision-making in HR.
- Tools and techniques for HR analytics.
- Predictive analytics in human resources.
- Integrating HR analytics into organisational strategy.
- Talent analytics and workforce planning.
- Performance metrics and benchmarking in HR.
- Enhancing employee engagement through analytics.
Section 2: How to Manage the Future Based on Data Trends
- Understanding emerging HR data trends.
- Strategic planning with future-focused HR data.
- Adapting HR policies to future workforce dynamics.
- Leveraging predictive analytics for talent management.
- Data-driven insights for succession planning.
- Navigating evolving employee expectations through HR data.
- Anticipating and addressing skill gaps through data analysis.
- Aligning HR practices with industry-specific data trends.
- Implementing agile HR strategies based on future data projections.
- Proactive workforce planning using predictive HR analytics.
Section 3: Human Capital Management
- Foundations of Human Capital Management (HCM).
- Aligning HCM with organisational goals.
- Strategic workforce planning.
- Talent acquisition and recruitment strategies.
- Employee onboarding and retention.
- Performance management in HCM.
- Learning and development initiatives.
- Compensation and benefits in Human Capital Management.
- Employee engagement and satisfaction.
- Diversity and inclusion in HCM.
- Technology integration for efficient HCM.
- Measuring and optimising HCM effectiveness.
Section 4: Using Big Data Applications for Strategic Decision-Making
- Big Data tools and technologies.
- Harnessing Big Data for strategic decision-making.
- Analysing large datasets for actionable insights.
- Integration of Big Data with organisational strategy.
- Predictive analytics for strategic planning.
Section 5: Talent Management Through Analytics
- Using analytics to identify high-potential employees.
- Optimising employee engagement through data insights.
- Personalising learning and development programs with analytics.
- Compensation analytics for talent retention.
- Addressing skill gaps and upskilling through data analysis.
- Leveraging technology for efficient talent management.
- Monitoring and adapting talent strategies based on analytics.
Section 6: Performance Management Through Analytics
- Continuous feedback through analytics.
- Employee development based on performance data.
- Performance recognition using analytics.
- Identifying and addressing performance gaps.
- Analytics for team performance management.
- Technology tools for performance analytics.
Begin your journey through the intricate landscape of HR Governance. From strategic alignment to risk mitigation, explore the pillars shaping organisational excellence. Learn why HR Governance matters, steps to foster good governance, and key resources to navigate this dynamic realm effectively.
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