“83% of HR leaders from organisations across Singapore, Malaysia and Hong Kong agree
that HR analytics is helping to build the long-term strategy of their business.” – Chartered Institute of Personnel and Development (CIPD), 2015
Over the past decade, there has been a rise in organizations adopting data analytics as one of the core competencies for growth. This growth was built upon the growing evidence of the value that data analytics creates; specifically, how it augments and improves the decision-making process in organizations. While HR came to analytics a little later in the game, leaders in organizations are recognizing the potential it could hold and hence adoption has also been growing.
Many organizations have embarked on their own HR Analytics journey; however, many have yet to see
significant returns on their investments. One of the key factors is the lack of analytics capabilities within the
HR team. While organisations may utilise external contractors to jump start their analytics journey or work
on specific analytics projects, the potential of HR analytics can only be sustainable if the organisation is
able to build such capabilities internally.
This two-day course is designed to provide a comprehensive hands-on solution to organise, monitor and
analyse HR data with the objective of providing tremendous value to organisations. This is done through
informing what is going on with employees, explaining the reasons underpinning organisational successes
and failures, and guiding future decision making with greater confidence.
This workshop is targeted at HR practitioners who would like to build upon their prior knowledge of HR
analytics, enhance their capabilities and acquire essential skills in data preparation, data analysis,
statistical knowledge, and data visualisation. The workshop will be delivered through various case studies
and interactive hands-on exercises that span across many HR applications (including Talent acquisition,
Employee retention, Employee engagement, Talent development etc.), delegates will be able to effectively
communicate business value to senior management, and witness how analytics can serve as powerful
insights for maximum business impact.
Participants are required to bring their own laptops with MS Excel and Powerpoint (version 2013 or later) to
participate in the data and capstone exercise
Derrick consults and leads engagements to help clients liberate their data for analytics, to glean relevant and actionable insights from their data; engagements span across many sectors, functions and regions including Pharmaceutical, FMCG, Government, Human Resources, Finance & F&B across the Asia Pacific region
Key Benefits of Attending
Who Should Attend?
- HR Analysts or Professionals with data management, analysis and/or reporting responsibilities
- HR Analysts or Professionals with Analytics responsibilities who want to go beyond descriptive analyses and learn inferential and predictive analytics skills
- HR Analytics Managers responsible for managing and supervising a team of analysts
- All other professionals with a keen interest in developing data analytics skills in the HR domain
What is HR Analytics and why it matters?
This segment provides an overview of the key concepts and applications of HR analytics, including the general utilities of analytics, why analytics is important, and the potential of analytics to empower HR professionals to inform, explain and guide decision making.
Transforming Data into Insights in Six Steps
This segment provides a brief overview to the six-steps framework of turning data into insights and decision making. The six steps are:
- Problem definition;
- Hypotheses development;
- Data definition & collection;
- Data preparation & analysis;
- Results interpretation & insights;
- Communication & influence.
Data Management: Preparation and Transformation
This segment focuses on one of the precursors to any data analytics activities – data preparation. This is largely a hands-on session with multiple computer-aided exercises on a wide range of HR-related problems. Attendees will get to prepare sizable data sets for data analytics, which include:
- Merging multiple data tables
- Understanding the use of system vs calculated data fields
- This will include the use and application of several key functions and tools within MS Excel
Data Analysis – Descriptive Analysis
In this segment, attendees will be introduced to some fundamental data concepts, such as data types (numerical and categorical and their implications), describing data (central tendency and variation); and how this impacts how descriptive HR Analytics is conducted.
Attendees will then be introduced to the workforce flow framework and get the opportunity to apply the above concept to the dataset that they have prepared in the earlier segment using Pivot Tables to draw descriptive insights.
- Creating meaningful summaries for categorical and numerical data
- Learning to sort and reformat data tables
- Creating calculations within Pivot Tables
- Creating relevant pivot charts
This segment focuses on Step-6 of data analytics. This is largely a hands-on session with multiple computer-aided exercises to enable the delegates to design and build interactive dashboards and infographics with MS Excel
- Principles of data visualization
- Design and build interactive data visualizations
- Demo: Data visualization tools (e.g. Tableau, PowerBI)
- Class exercise: Multiple data visualization exercises with MS Excel
Data Analysis – Inferential Analysis (Establishing relationships between variables)
While descriptive analysis is informative, it has its limits. This segment will focus on key statistical concepts to draw insights beyond the data in hand; to make educated estimates of unknown values and even relationships between variables.
- Distribution, central tendency & variation
- Hypothesis – This is a hands-on session with multiple computer-aided exercises to illustrate how inferential analytics is applicable to a wide range of HR-related problems including
- T-Test: Comparison between two groups
- Comparing evaluation ratings between two groups
- Comparing training effectiveness between two groups
- Chi-square test: Analyse the relationship between two non-numerical variables
- Testing the independence between gender and job level
- Testing the independence between employee performance and promotion
- Correlation analysis: Analyse the relationship between two numerical variables
- Correlations among employee satisfaction variables from a pulse survey
- Correlations among workforce demographics variables
- Multiple regression analysis: Analyse and determine significant variables for multifactor problems
- Driver analysis for time-to-fill in the recruitment process (linear multiple regression)
- Examine the key factors that affect employee salary (non-linear multiple regression)
- Class exercise: Multiple data analysis exercises with MS Excel
Capstone Exercise (approximately half day in duration)
In this segment, the participants are required to study the context of a business case and analyse a set of data to address the issues/problems in the business case and recommend solutions. Participants are expected to apply the statistical analysis techniques acquired in this workshop. Each group will take turns to present their analysis and findings. The exercise will be facilitated.