HR analytics uses people-data, collected by human resources systems and service info systems within the context of the operating setting. At its core, HR analytics makes it possible for human resources experts as well as the organisation to obtain insights into the efficiency of the workforce to make sure that the financial investment in the 'human resources' brings enhanced efficiency, as well as greater productivity as well as guarantees the organisation is ahead of the competition.

Human resources analytics allows human resources and the major stakeholders to gauge and report on workforce efficiency, well-being, performance, development, and placement. Furthermore, analytics enables HR groups to show the impact that HR plans and procedures carry on the workforce and organisational efficiency and is utilized to show ROI and SROI investment for HR tasks. Line supervisors are significantly curious about exactly how to manage their groups more effectively; HR ideas as well as analytics demonstrate just how to examine as well as improve people and business efficiency.

Educating Purpose of HR Abilities: Utilizing Tools and also Metrics

• Appreciate the function of analytics in recognizing practices as well as efficiency
• Conduct comprehensive analysis evaluations
• Create choices based on evidence instead of opinion
• Specify the concepts of organisational change
• Utilise a range of analysis devices to enhance organisational efficiency

Day 1
Overview of Analytics, Strategy & HR's Role

• The rationale for an 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

Day 2
HR Tools and Methods

• Quantitative vs. Qualitative data

• Rational problem analysis and models of decision-making

• Measures of HR effectiveness, efficiency, and impact

• Methods of data capture and benchmarking

• Employee Self- assessment and self-report measures

• Electronic workforce surveillance & analytics 

Day 3
Driving Organisational Change

• Understanding the cultural context

• Dynamic nature of business, environment & technology driving change

• Theories of organisation change and how to use them

• Enablers and impediments to change

• Resistance to change

• Implementing strategic change 

Day 4
Putting HR Metrics and Analytics into Action

• The Balanced Scorecard

• Human Resource Planning

• Recruitment Analytics

• Succession Planning & Talent Management

• Absence management

• Skills analysis and training needs analysis

Day 5
Metrics and Analytics for Improving Employee Performance

• Performance Management

• Employee Motivation

• Engagement

• Empowerment and Accountability

• Conclusion and Action Planning