Course Introduction:

The HR function can become a high-value-added part of the organization and play a key role in developing and implementing corporate strategy. This is because of the growing importance of human capital in organizational success. In this training course, you will have the opportunity to be equipped with the necessary thinking and organization to deal with the challenges of sustaining an evidence-based approach. This training course will provide you with the confidence and enable you to learn techniques in the way you look at information, interpret human capital analytics, solve problems and evaluate solutions using workforce and HR metrics. Each session will help you acquire the skills to properly review, define, measure, and track HR metrics that are aligned to business strategies. For most HR professionals, the evidence-based approach represents a fundamental shift in their business roles but it provides them with an opportunity to become strategic partners in business decision-making. This training course has been designed by accumulating applicable all HR metrics issues of this standard accordingly. The course will be most effective for the professional.

Objectives:

·         To examine the use of internal and external measurement frameworks

·         To consider the messages that are revealed by such frameworks for the organization as a whole

·         To make decisions based on evidence rather than opinion

·         To understand what is going on that affects the Human Capital of an organization

·         To drive strategic change rather than react to it

Course Benefits:

·         To avail practical expertise training

·         To avail quality training

·         To avail professional network

·         To understand & implement the HR Metrics  

Course Content(s)

Module-01: Overview of Analytics, Strategy & HR's Role

·         The rationale for evidence-based approach

·         Data, information and insights

·         Defining analytics and predictive analytics

·         Strategic HR versus Personnel Management

·         HR’s contribution to strategy

·         Human Capital Approach

Module-02: Human Capital Management

·         Introductions and program objectives

·         The context for HR

·         Strategic Business Planning

·         Corporate Social Responsibility

·         Human Capital Management

·         How to make things happen – use of business action plan

·         The difference between HRM and Personnel Management

·         The new shape and function of tomorrows HR departments

Module-03: HR Tools and Methods

·         Quantitative v Qualitative data

·         Rational problem analysis and models of decision-making

·         Measures of HR effectiveness, efficient and impact

·         Methods of data capture and benchmarking

·         Employee Self- assessment and self-report measures

·         Electronic workforce surveillance & analytics 

Module-04: Driving Organizational Change: Connecting HR Metrics and Analytics

·         Change Management

·         Employee Relations

·         The Relationship between HR and the Line Management

·         Discipline and grievances

·         Recruitment and Retention

·         The Use of Competencies

·         Employee Development

·         Succession Planning

Module-05: Metrics and Analytics

·         What should be measured?

·         The effectiveness of the HR function

·         Performance Management

·         Employee Motivation

·         Engagement

·         Empowerment and Accountability

·         Conclusion and Action Planning

·         HR headcount ratios

·         Administrative cost per employee

·         Time to fill vacancies

·         Filling the skills gap

·         Satisfaction surveys

·         Internal Frameworks

·         The Balanced Scorecard

·         Human Resource Planning

·         Recruitment Analytics

·         Succession Planning & Talent Management

·         Absence management

·         Skills analysis and training needs analysis

·         Morale

·         Motivation

·         Investment

·         Long-Term Development

·         External Perception

·         External Frameworks

·         Human Capital Strategy

·         Acquisition and Retention

·         Learning and Development

·         Primary and Secondary Indicators

·         The use of narrative

 Who should attend?

·         HR Professional

·         Admin professional

·         Compliance professional

·         Anyone who intends to learn on HR metrics

# Training Methods:

·        Lecture

·        Discussion

·        Workshop

# Training Method: Online Virtual