People Analytics and HR Reporting

Introduction:

The role of Human Resources Management (HRM) in organizations has undergone significant changes with the advent of ‘e’ technologies. Globalization, liberalization, and advancements in information technology have enabled HR to develop new and more efficient methods for performing its core functions.

HR now faces the need to redefine how it contributes value to the business and how that value is assessed. This transformation highlights the growing importance of People Analytics in HR. This modern program will explore new directions and trends in strategic HR, including how to incorporate HR Dashboard analytics to enable evidence-based HR management.

HR departments are now seen as a critical function within a business. Other workplace components, such as increased work volume, better access to programs, and the diversification of responsibilities and services, have influenced shifts in management.

To fully understand the relationship between People Analytics and HR, and to create efficient and analytically targeted HR dashboards, the People Analytics and HR Dashboarding course will cover these additional topics in depth.

Objectives:

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

• Assess various internal and external evaluative frameworks to quantify the added value of the HR function.
• Perform in-depth problem-solving exercises.
• Identify decision-making alternatives developed with the help of analytics for the HR domain.
• Formulate HR policy measures based on insights from metrics and analytics.
• Position HR as a strategic business partner through People Analytics.
• Develop and utilize high-performance teams.
• Stay informed on the latest global HR developments and thinking.
• Explore and employ various human resources quantification tools.
• Implement innovative performance appraisal techniques to enhance organizational results.
• Investigate methods to improve management performance.
• Gain exposure to the effective deployment of teams.
• Learn how to formulate and implement strategies within an organization.
• Acquire skills in dispute resolution.
• Analyze the criteria for the Baldrige Award for Organizational Excellence.
• Apply management theories to practical scenarios.
• Understand and implement the novel HR organizational structure and its changes.
• Use the HR maturity model to assess the current state and plan for the future.
• Understand and apply strategic models and strategic management with a focus on future-oriented results, including a full-spectrum strategic management approach.
• Cultivate a culture change program to foster a conducive organizational environment.
• Revise appraisal approaches to achieve measurable performance and competency outcomes.
• Explore and apply innovative solutions to boost HR performance.
• Implement new solutions for payroll and benefits systems.
• Understand knowledge management and the importance of emotional intelligence in next-generation organizations.
• Provide added value beyond core parameters.

Training Methodology

• Participatory lectures
• Fact-based case studies
• Facilitated dialogue
• Live-mode dashboard simulations
• Peer learning
• Problem-based learning

Course Outline

Unit 1: HR Metrics and Analytics in Action

• Managing Change
• Client Management
• Defining the Connection Between HR and the Line
• Competency Utilization
• Employee Development
• Succession Planning

Unit 2: People Management

• Sociotechnical Systems Management
• Strategies for Effective Communication
• Encouraging Achievement
• Building Coaching Abilities
• Motivating Employees to Exceed Expectations
• Qualities of a Good Manager

Unit 3: Administrative Management and Continuous Improvement

• Malcolm Baldrige Quality Award Standard of Excellence
• Best-Practice Lessons from Top Performers
• Quality in Best Practice
• Employee Engagement
• Kaizen Control
• Developing an Organization of Excellence

Unit 4: Team Management

• Maximizing the Benefits of Teamwork
• Consequences of Ineffective Teams
• Benefits of Well-Formed Teams
• Managing and Resolving Conflict Positively
• Understanding Team Dynamics
• Building Virtual Teams

Unit 5: Strategic Management

• Steps in Strategic Planning
• Gaining and Maintaining a Competitive Edge
• Real-Time SWOT Analysis
• Staying Focused on Vision and Mission
• The Need for Contingency Planning
• Identifying Strategic Success and Failure

Unit 6: Methods for Presenting Information

• Graphing and Visualization Techniques
• Applying Visualization Tools
• Manipulating Formula-Based Visualizations
• Using Decorative Fonts
• Incorporating Symbols in Formulas
• Designing Non-Standard Charts

Unit 7: HR in Alignment from Structure to Strategy

• Enhancing Effectiveness: The New HR Functions, Practices, and Activities
• New HR Activity Matrix
• Aligning HR with Organizational Strategy
• Facilitating Work Arrangements for HR and Other Departments
• Identifying Tasks to Enhance Collaboration with Other Units

Unit 8: Employee Relations – From Recruitment to Performance Appraisal in a New Light

• Recruitment and Selection: A Participative Role in the Process
• Recruitment as the 'Entrance Point' of an Organization
• New Features in the Recruitment Process and Accelerating the Process
• Performance Appraisal and Measurement as a Critical Activity
• Evaluating the Value and Purpose of Performance Appraisals
• Measuring Competencies and Performance Ratings: Enhancing the Process
• Responsibilities and Rights
• Underperformance Procedures
• Disciplinary Procedures
• Grievances
• Equal Opportunities
• The Role of Employee Representatives
• Information Sharing
• Gathering Feedback
• Contributing to Organizational Success