HR Analytics and Data Management

Introduction

The purpose of the HR Analytics and Data-driven Decision-Making course is to familiarize newcomers with the core ideas and real-world uses of data analytics in HRM. During the course of two intense days, participants will receive practical expertise with tools like as Power BI, and Excel for predictive modeling, as well as dive into important topics like data preparation, gathering, and exploratory analysis. The course covers subjects like as HR measurements, KPIs, data visualization, and reporting, with an emphasis on the significance of data-driven decision-making frameworks in HR. In order to execute successful HR analytics methods, participants will also learn about privacy rules, change management techniques, and ethical issues. Through a mix of lectures, case studies, and group projects, participants will gain the ability to evaluate HR data, extract useful insights, and make judgments that promote the performance of their organizations.

Objectives

Gain a comprehensive understanding of the fundamental concepts, principle, and methodologies of HR analytics.
Learn to combine, clean and analyze large HR datasets using Excel and Power BI.
Learn various data analysis techniques and tools.
Learn to calculate the ROI of HR policies and activities.
Learn to conduct basic strategic workforce planning (SWP), succession and scenario planning within your organization.
Present data-driven insights to key stakeholders by building custom HR dashboards.
Understand the dynamics of absenteeism and calculate the direct cost involved.

Learning Outcomes

Develop a deep understanding of fundamental HR analytics concepts, principles, and methodologies, including data collection, preprocessing, analysis, and interpretation.

Learners will acquire the ability to calculate the Return on Investment (ROI) of HR policies and activities, allowing them to assess the effectiveness and impact of HR initiatives.

Equipped with the knowledge and tools to conduct basic strategic workforce planning, succession planning, and scenario planning within their organizations, aligning HR strategies with business goals.