Benefits of Attending
By the end of this course, the participants would be able to:
- Understand what data analytics is, and the different approached to data analytics for different problem-solving situations
- Develop analysis framework through problem definition, hypotheses development and identification of data requirement
- Understand the principles to building sustainable analytics culture in an organization
- Gain exposure to various data analytics and visualization techniques and tools
- Gain practical data analysis skills through descriptive and predictive analysis exercises with MS Excel
Who Should Attend
- HR professionals and managers who are looking to pick up practical HR analytics skills that they can apply quickly in their organization
- HR managers, directors who are looking to better understand what it takes to build a sustainable analytics function in their HR function
Participants are required to bring their laptops with MS Excel (ver 2010 or later) in order to participate in the data and capstone exercise
- WHAT IS HR ANALYTICS?
This session provides a general introduction of the concept of analytics, including:
- The general utilities of analytics
- Why is analytics important
- The potential of analytics to empower HR professionals to inform, explain and guide decision making
- HR ANALYTICS VALUE CHAIN, ROADMAP & MATURITY
- What does it take to progress along the maturity curve?
- Understanding of the end-to-end HR analytics value chain
- Developing a roadmap to build HR analytics capabilities and function within your organization
- Key components to sustainable HR analytics, including:
- Data as the key ingredients for analytics
- Tools and technology for HR Analytics
- The people, cultural and leadership elements of HR analytics
GROUP EXERCISE AND DISCUSSION – HR ANALYTICS MATURITY MODEL
- HR METRICS DESIGN – WHAT, WHY AND HOW?
The might be no shortage of established HR metrics, and many organizations monitor and track a large number of metrics diligently. However, how do we know which metrics really matter?
This segment aims to equip the participants with the key principles to metrics design, including:
- The outside-in approach to identify and prioritize HR metrics.
- Discussing the different types and categories of HR metrics.
- Deep dive into key HR focuses: Talent sourcing & acquisition
- Talent development
- Employee engagement & productivity
- Understanding external market metrics / benchmarks
The HR metric that drives company’s bottom-line – (A US regional airline company)
Group and Individual Exercises: Multiple exercises to practice the understanding of HR metrics design principles – (Computer-aided exercise; MS Excel is required)
- HR ANALYTICS FRAMEWORKS
It is essential to have a comprehensive and holistic understanding of the entire HR lifecycle, and how different HR functions are inter-connected, when analyzing HR data.
- HR Lifecycle Framework and the inter-connectedness among the different HR functions
- Understanding of the external operating environment and its impact to HR strategy and practices
- How does the HR Lifecycle Framework provides a comprehensive and structured approach to HR Analytics in all types of organisations?
Connecting the HR functions along the HR lifecycle to diagnose and formulate HR Strategy – (A leading brand in fast moving consumer goods sector)
- ANALYTICS TECHNIQUES TO CONNECT THE DOTS
- This segment focuses on a number of common analysis techniques, including
- Trends analysis
- Driver analysis
- Cluster analysis
- How these techniques might be applied to common HR issues like turnover analysis, employee engagement, Human Capital ROI etc
The participants will also be presented with a number of data analysis functions in MS Excel and go through a number of guided exercises.
- The analytics behind the science of talent acquisition – (Google)
- Root cause analysis of employee turnover – (A manufacturing facility in China)
Guided MS Excel data analysis exercises
(Computer-aided exercise; MS Excel is required)
- VISUALIZATION OF HR ANALYTICS
A picture paints a thousand words. The ability to present data and information with engaging visualization would greatly improve the effectiveness of the communication.
- Discussing key components of HR Analytics
- Depp dive into visualization element
- Key visualization techniques in relations to the types of common HR metrics
- Essential skills to create an Interactive Dashboard with MS Excel
CLASS EXERCISE: BUILD YOUR OWN DASHBOARD
(Computer-aided exercise; MS Excel is required)
The participants will be given a dataset and will be guided to build an interactive dashboard using the data provided (Note: The same dataset will be used for the subsequent Business Case exercise).
- FACILITATED GROUP EXERCISE: BUSINESS CASE SOLUTION
The participants are required to study the context of the business case and identify the issues or problems faced by the organization.
The participants will:
- Analyse the dataset and dashboard from previous exercise to derive a number of relevant HR metrics
- Address the issues identified in the business case
Each group will take turn to present their analysis and findings.
Part-1: Understanding case description and defining problem statement
Part-2: Calculating Human Capital Flow Metrics
Part-3: Incorporating Employee Engagement Survey data
Part-4: Addressing future business challenges and developing HR strategy
Part-5: Group presentation & role play
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