HR Metrics and Analytics Essentials

Introduction:

The HR function is vital in adding value to an organization and plays a crucial role in shaping and executing corporate strategy. This HR metrics and analytics course has been developed to address the growing importance of human capital in driving organizational success.

For HR to fulfill its purpose, it must evolve from being merely a support department to becoming a strategic partner within the organization. This transformation requires HR to be a driving force behind change rather than merely reacting to it.

By attending this HR metrics and analytics course, HR managers will learn how to measure the impact of HR decisions on the organization. To be seen as a strategic business partner, HR must develop robust performance measures that demonstrate its value.

Once these metrics are established, the organization must design responsive HR policies. This course will also explore various types of policies that organizations can develop based on insights gained from HR metrics and modern analysis techniques.

Objectives:

Upon completion of this HR metrics and analytics course, participants will be able to:

• Examine how internal and external measurement frameworks enable the HR function to demonstrate its value.
• Conduct exhaustive problem analysis assessments.
• Identify appropriate decision-making options.
• Make decisions based on facts, not opinions.
• Understand the theories and principles of organizational change processes.
• Lead strategic change rather than simply responding to it.
• Create an external analytical framework.
• Discern messages revealed through analysis and measurement.
• Create HR policies informed by insights from metrics and analytics.
• Develop a strategic role for HR within the organization.

Training Methodology:

• Workshops
• Case Studies
• Group Discussions
• Simulation Exercises
• Seminars Conducted by Professionals
• Data Analysis Software Training
• Peer Assessment Sessions
• Live Case Study Projects
• Self-Reflection Tasks

Course Outline:

Unit 1: Corporate Strategy

• HR context
• Strategic business planning
• Corporate Social Responsibility (CSR)
• Human Capital Management (HCM) – HR’s varying roles in different organizations
• The evolving shape and function of tomorrow’s HR departments

Unit 2: HR Tools & Techniques

• What should we measure?
• Evaluating the effectiveness of the HR function
• HR headcount ratios
• Administrative cost per employee
• Time-to-fill vacancies
• Filling skills gaps
• Opinion surveys: Internal frameworks, morale, motivation, investment, long-term development, external perception
• Learning and Development (L&D)
• Job analysis
• Job evaluation
• Capability review
• RACE model – A Manager’s Guide to Successful Learning and Development Methods

Unit 3: Driving Organizational Change

• Theories of organizational change and their application
• HR soft skills
• Creating a blameless organizational culture
• HR’s relationship with line managers
• The new roles in the HR function

Unit 4: HR Metrics and Analytics with Action

• Change Management
• Employee Relations
• The relationship between HR and the Line
• The use of competencies
• Employee development
• Succession planning

Unit 5: Connecting HR Metrics and Analytics with Action

• Employee motivation
• Empowerment and accountability
• Performance management: The four-stage process – agreeing objectives, feedback, coaching, and appraisal
• Conclusion and action planning