Course Outline
Introduction
1. Why HR / People Analytics is essential today.
a. The history of HR Analytics.
b. The emergence of People Analytics.
c. Future HR skills.
People Analytics
2. Overview of what People Analytics entails.
a. The distinction between People Analytics and HR Analytics.
b. Progressing from descriptive, to predictive, to prescriptive analytics.
c. Competencies required to become an HR Analytics expert.
d. The future of People Analytics.
Elements of an Organisation
3. Key figures to examine within an organisation.
a. Introduction – 11 Key HR Metrics.
b. All essential People metrics based on Company X (a large corporation) KBI whitebook.
c. How to link measures to inform predictive and prescriptive decision-making.
4. How data can be used to improve organisational outcomes.
a. Types of data applicable in People Analytics.
b. Case studies illustrating how various organisations have used data to address business challenges.
i. Google re:Work project.
ii. Sigma Company*: Implication-Based Decision Support – from Gartner.
Public Sector
5. Creating a People Advantage in the Public Sector.
a. The current state of public sector HR.
b. Acting as a strategic partner within the broader organisation.
c. Steps to launch an HR Analytics framework.
Next Steps
6. Getting started and resources for further inspiration.
a. How to begin with People Analytics – introduction and examples.
b. People Analytics Starter Kit.
c. Building employee trust in People Analytics.
Summary and Conclusion
Requirements
- Familiarity with core HR concepts
- Experience with the HR landscape within your organisation
- Some knowledge of statistics is advantageous
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.
