People Analytics and HR Dashboard Management

Introduction:

With the evolving demands of business, advancements in technology, and international HR models, HR must transition from being a mere administrative function to a strategic business partner. The outdated perception of HR as just a cost center is giving way to its role as a key player in shaping successful business models.

This program on People Analytics and HR Dashboarding emphasizes the need for reengineering HR structures and improving People Analytics efficacy. It addresses complex managerial demands and aims to equip HR managers with the necessary skills to navigate the dynamic business landscape.

The course will cover how People Analytics intersects with HR practices, focusing on creating and utilizing analytical HR dashboards for better decision-making and organizational growth.

Objectives:

Participants in the People Analytics and HR Dashboarding course will be able to:

• Understand and explain measurement frameworks showing HR’s contribution.
• Perform structured problem analysis.
• Evaluate decision-making options informed by People Analytics.
• Develop HR policies based on metrics and analytics.
• Integrate People Analytics into the strategic role of HR.
• Build and leverage high-performing teams.
• Stay updated with current HR concepts and tools.
• Explore new HR measurement tools.
• Revise performance evaluation processes.
• Identify ways to enhance managerial performance.
• Analyze key factors for effective team performance.
• Learn strategic management techniques.
• Develop negotiation skills.
• Analyze the Baldrige Award criteria.
• Implement best management practices.
• Adapt to the new HR framework and structure.
• Use HR maturity models for assessment and strategy development.
• Apply strategic models for future-focused results.
• Implement corporate culture change programs.
• Develop appraisal systems for non-fiscal goals and competencies.
• Use unconventional tools to enhance HR performance.
• Reform reward systems.
• Explore knowledge management and emotional intelligence roles.
• Create added value beyond critical indicators.

Training Methodology:

• Interactive Workshops
• Case Studies
• Group Discussions

Course Structure:

Unit 1: HR Metrics and Action with Analytics

• Change Management
• Employee Relations
• HR’s Role with the Line
• Use of Competencies
• Employee Development
• Future Planning and Succession

Unit 2: People Management

• Socio-Technical Management
• Communication Strategies
• Goal Achievement
• Mentoring Skills
• Performance Improvement
• Managerial Qualities

Unit 3: Operational Excellence

• Malcolm Baldrige Quality Award Model
• Wisdom from Top Performers
• Activity Rating
• Developing Supporters
• Continuous Improvement
• Staff Performance Culture

Unit 4: Leading Teams

• Benefits of Teamwork
• Challenges with Negative Teams
• Positive Power Teams
• Constructive Issue Resolution
• Team Member Styles
• Virtual Team Building

Unit 5: Strategic Planning

• Strategy Formulation Steps
• Competitive Edge Creation
• SWOT Analysis
• Vision and Mission Focus
• Contingency Planning
• Analyzing Strategic Breakthroughs and Mistakes

Unit 6: Data Visualization

• Generating Charts and Visual Aids
• Using Camera Tool
• Formula-Based Visualizations
• Decorative Fonts and Symbols
• Spark Lines
• Unconventional Chart Styles

Unit 7: HR in Alignment from Structure to Strategy

• Future HR Function Effectiveness
• New HR Activities
• HR Centers of Critical Activity
• Enhancing HR-Department Collaboration
• Effective Interaction Instruments

Unit 8: Employee Relations - From Recruitment to Performance Appraisal

• Recruitment and Selection Participation
• Current Recruitment Practices
• Simplifying Recruitment Processes
• Performance Appraisal Costs and Value
• Competency and Performance Rating Measurement
• Rights vs Duty
• Performance Incompetence Policy
• Civil Order Enforcement Policy
• Complaints Management
• Equal Opportunities
• Employee Representatives' Role
• Communication, Consultation, and Participation