Course Outline
Introduction
1. The critical importance of HR / People Analytics today.
a. The history of HR Analytics.
b. The rise of People Analytics.
c. Essential HR skills for the future.
People Analytics
2. Overview of People Analytics.
a. Distinguishing between People Analytics and HR Analytics.
b. Progressing from descriptive, through predictive, to prescriptive analytics.
c. Competencies required to become an expert in HR Analytics.
d. The future landscape of People Analytics.
Organizational Elements
3. Key figures to monitor within an organization.
a. Introduction to 11 Key HR Metrics
b. Essential People metrics based on company X (large corporation) KBI whitebook.
c. Connecting measures to predict and inform prescriptive decision-making.
4. Utilizing data to improve the organization.
a. Types of data suitable for people analytics.
b. Case studies on how various organizations have leveraged data to resolve business challenges.
i. Google re:Work project.
ii. Sigma Company*: Implication-Based Decision Support – from Gartner.
Public Sector
5. Building a People Advantage in the Public Sector.
a. Current state of public sector HR
b. Acting as a strategic partner to the broader organization
c. Steps to establish an HR analytics framework.
Next Steps
6. Getting started and resources for further inspiration.
a. Initiating your journey in people analytics – introduction and examples.
b. People Analytics Starter Kit
c. Building employee trust in people analytics.
Summary and Conclusion
Requirements
- Familiarity with HR concepts
- Experience with the HR landscape within the organization
- Some knowledge of statistics can be helpful
Audience
- HR Managers
- HR Analysts
- Administrators
Testimonials (2)
Doing Exercise
Joe Pang - Lands Department, Hong Kong
Course - QGIS for Geographic Information System
Hands-on examples allowed us to get an actual feel for how the program works. Good explanations and integration of theoretical concepts and how they relate to practical applications.
