KapitalBiz Consulting Course
HR Analytics & Metrics Program
- Date 21 – 23 May
- Format Live Online Training
- 3 Lessons
This training program is an intermediate to advanced level human resources management (HRM) and development (HRD) offering, that is both unit standard-based and aligned. The program effectively blends the theory and practice of HRM metrics and data analytics with practical application tools, techniques, process models and frameworks and other ROI performance metrics.
Strategic HR Analytics and Metrics Program seeks to teach participants how they can influence organizational change around human capital activities by linking evidence-based data to strategy and performance. The training facilitators will provide participants with knowledge to help them drive business results with proven strategies that can be adopted to effectively gather data and leverage metrics and analytics in their organisations.
The sessions herein will help you attain the abilities to accurately analyse, outline, gauge, and track HR metrics that are in line with your business strategies. Learners will be capacitated to master the various HRM metrics processes and tools, and to develop a HRM Scorecard to measure the strategic and operational impact and value of the HRM function and practices. The Workshop is inclusive of practical exercises, online diagnostic surveys, and case studies.
Local Fee R 17,999
International Fee $ 1,300
What it’s all about
Why you should attend
o Measures
o Metrics
o Analytics
o Predictive Analytics
• Building a business case for HRM Metrics and Analytics
• Identifying and diagnosing HRM Metrics best practice and critical success factors
o Best practice principles
o Criticism and constraints
o HRM Analytics maturity model
• Defining the scope of HRM/D metrics (throughout the HRM value chain)
• Understanding the strategic and business imperative of HRM/D metrics
o Balanced Business Scorecard
o HRM Scorecard
o Strategy Mapping
o Strategic Business Partnering
• HRM function/practice efficiency, effectiveness and impact indexes and related metrics (dashboard):
o HRM planning
o Attracting (Recruitment and selection)
o Retaining
o Motivating/Job satisfaction and employee engagement
o Productivity
o HRM processes, systems and technology (efficiency and effectiveness)
• Reading article: Here’s what HRM must do to have the impact that CEOs want (Sullivan)
• Step 1: Identify where HRM can make a strategic impact in the organization (EXPLORATION)
• Step 2: Develop appropriate metrics around these areas (EXAMINATION)
• Step 3: Obtain data relating to relevant metrics (EXTRACTION)
• Step 4: Draw out insight from the data (EVALUATION)
• Step 5: Project and take action to communicate metrics and related insights information to provide a robust basis for strategic change and improvement (EXTRAPOLATION)
• Applying of Case Studies:
o Google
o Birmingham Council
• Metrics Measured by HR Analytics
o Employee basis revenue generation
o Cost required to train an employee
o Training efficiency
o Employee experience and turnover rate
o Hiring requirement
o Adherence and absenteeism
o Internal Data
o Employee tenure
o Employee compensation
o Training requirement
o Performance appraisal
o Competent and high performing employees
o Disciplinary action taken on any employee
o External Data
o Revenue Per employee or cost of hire
o Employee background check
o Employee behaviour pattern in past or outside the workplace
• HR Analytics Process
o Understanding organisational goal
o Identifying the metrics alignment with organisational goals
o Collecting and analysing the data
o Chunking data to assess impact on the organisation
o Revisiting policies and procedure to make amends
o Building and sensitizing the teams
o Create an analytical culture by coaching and monitoring the progress
o Implementing HR Analytics on small projects
o Collaborating and consulting with the legal team
o Finalize HR analytics solutions
o Enable clear and competent staff hiring to achieve the goal of the organisation
o Monitor employee behaviour and adherence
o Improve employee performance and satisfaction
o Reduce turnover rate
o Introduce innovative ideas to increase employee potential
• Challenges for HR Analytics
o Collected data needs to be properly defined and characterised
o Gathering quality and right amount of data
o No or lack of inclination towards usage of HR Analytical tools
o Insufficient software and tools lead to insufficient and incomplete outcome
• Addressing the challenges of HR Analytics
o Learn from organisations and leaders who are successfully leveraging on HR Analytics
o Proactively anticipate what challenges you might face and identify solutions
o Revisit policies and reinvent the wheel for organisational success
• Identifying Right tools to match your bespoke needs
o Look at some of the widely used tools/ technologies that successful organisations use
o Consider your budget and organisational goals to select right tool
o Attend a demo of extensively used HR Analytics tool
Ideal Participants for This Program
Who should attend
Book Your Spot
HR Analytics & Metrics Program
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