The future of the HR profession lies in analytics. No professional in the field can expect to succeed in his or her career without a solid understanding and hands-on practice of analytical tools to help in making people decisions.
To implement their organisation’s strategies effectively, business leaders must deal with people issues in a way that allows them to gain competitive advantage through people. The organisations that will win the “war for talent” will be those which are better at identifying and keeping key talent, motivating high performance, developing and promoting staff and accurately predicting future people needs. HR professionals need analytics to address these challenges. For example, linking pay to performance has been a dogma of HR management, but recent research shows that most incentive plans do not produce the desired behaviour, and that pay, in fact, often has little influence in overall business results.
To succeed in the business world, it is imperative that HR provide data-driven answers and insights on how to implement and execute strategy through the people in the organization. This programme provides participants with practical, hands-on approaches to connect HR policies and practices to business performance. You will review key statistics and finance concepts, such as ROI and people productivity; become familiar with accessible tools such as Excel; discuss data collection, clean-up and storage; practice building descriptive and predictive models; and get hands-on experience in applications for workforce planning, recruitment, compensation, training, career planning and turnover. We will also work on HR analytics problems involving “real” data. At the end of the course, you will be able to put HR analytics skills and tools to good use.
Ideally each participant will be able to have two screens for this course: One for the Zoom portion and another for the excel exercises. Toggling back and forth on a single screen is still ok, just not as smooth.
Suggested bookS and Readings
Fundamentals of HR Analytics: Diez, Bussin & Lee, 2019, Emerald Publishing.
If you are interested in this book, you can purchase it through the following either link:
Other Recommended Readings
- Business Analytics, 2nd Ed; Evans, 2017, Pearson (BA).
- Retooling HR; Boudreau, 2010, HBR Press (RHR).
- Human Capital Analytics; Pease, Byerly & Fitz-enz, 2013, Wiley (HCA).
- The Power of People; Guenole, Ferrar & Feinzig, 2017, Pearson (POP).
- Making Human Capital Analytics Work; Phillips & Phillips, 2015, McGraw-Hill (MHCAW).
- Data Science for Business; Provost & Fawcett, 2013, O’Reilly (DSB).
- Statistical Analysis: Microsoft Excel; 2013 (SA).
More than 35 years of experience in human resources, which includes consulting, corporate and academic roles in 40 countries in all continents.
Deputy CEO and Group Head of Human Resources for Singapore’s National Council for Social Service.
Adjunct Professor at Singapore Management University and at Nanyang Technological University
Coauthor of three books: ‘Human Capital and Global Business Strategy’, ‘The Remuneration Handbook: International Edition’ and ‘Fundamentals of HR Analytics’
Who Should Attend?
- All current HR Professionals that want to get into HR Analytics
- Particularly useful for HR Professionals that feel are “not good with numbers”
- All levels welcome!
Basics of Finance and Statistics and Data-analytic Thinking
- Lecture: Basic Finance and Statistics concepts needed for HR Analytics
- Lecture: Principles of data analytic thinking
Data Collection, Clean-Up and Storage
- Discussion: Where does data come from?
- Exercise: Researching for available benchmarks
HR Analytics Modelling
- Discussion: Creating and testing hypotheses
- Exercise: Each graph tells a story
- Case: Analysing turnover in an Indian semiconductor company
- Discussion: How to improve the turnover predictive model?
Training and Development
- Discussion: Why do we do training?
- Exercise: Calculating ROI of training
- Discussion: Importance of accuracy in forecasting people needs
- Exercise: Forecasting people needs in a retail company
Recruiting & Pay Plans
- Discussion: How to develop a good hiring profile
- Exercise: Which sourcing channels yield the best recruiting outcomes?
- Discussion: What do we pay for?
- Exercise: ROI of a sales compensation program
Career Planning & Employee Engagement
- Discussion: Career Planning as probabilities
- Exercise: Developing a career lattice
- Discussion: Linking Employee Engagement Data to Business Data
HR Policies vs. Profits
- Discussion: How does HR demonstrate that it adds value?
- Exercise: If you had a million dollars to improve HR, how would you spend it?