COURSE DESCRIPTION

Traditional HR systems are now moving into much more dynamic, real time, cloud and mobile based tools and platforms. You now only need to become a problem solver with the right questions to ask of data to be able to transform insights into perspectives. There is unprecedented amount of innovation happening around the world of HR analytics, getting data you need is quickly becoming clicks than codes. Few years ago, analytics was sitting on the peripherals of HR, but now moving towards the central and driving HR strategies moving forward, greatly impacting how organizations are leveraging HR data.

Whereas the landscape sounds more fragmented than ever, there is unprecedented amount of innovation happening around the world of HR. The development that excites Davinci most is that of making HR data more accessible and easier to manipulate. We want to help you use everything you can within your toolkits. The need for high performing talent has never been greater, developing stream of skills to manage the vast amount of ever-growing data dictates the pace of HR analytics something Davinci is driving to greater heights.

Through the trainer’s expertise and practical knowledge, you will receive and apply both a conceptual understanding of the HR metrics and analytics universe and process, as well as hands-on training on practical HR metrics and analytics implementation using myriad of technologies that dominate the market. You will be in position to leverage technology to generate a top notch board and reports across a myriad of technologies of choice. With the click by click, step by step HR analytics career advancement skills, you will be in position to acquire one of the most in-demand skills that you deserve as you transition into a full-fledged 21 century worker.

LEARNING OBJECTIVES

​This course aims to develop trainees’ abilities to analyse people management issues and systems from an analytics perspective. After completing the course, trainees should be familiar with key analytics concepts, technologies and approaches and be able to demonstrate the skill sets that are required to implement them. Among the objectives are:

• Use modern technical tools and information technology to solve analytic and research tasks
• To provide practical, hands-on approaches to connect data to HR policies and practices in order to improve overall business performance leveraging data.
• Identify how analytics supports problem solving and decision making in relation to human capital.
• Identify and evaluate different types of employee data.
• Identify and evaluate different HR Metrics.
• Develop capabilities in designing effective approaches for collecting employee data.
• Identify and evaluate different types of analytical approaches and software.
• Applying top notch, few click data cleaning techniques thereby rendering data available for transformation from insight to perspectives, the end result being a hygienic data.
• Analyse, communicate/visualize and interpret both qualitative and quantitative employee data using myriad of technologies.
• Collect, process, and analyze company data to reduce workforce related challenges

TRAINING OUTCOMES

At the end of training, this training will provide the analytics knowledge, skills, and competencies to address human capital issues in private, public, and not-for-profit organisations. It will introduce the central concepts of people orientated analytics and via hands-on exercises, build skills and competencies around the management, analysis and representation of data. Building on traditional HR skillsets, the course includes understanding traditional HR processes in the context of data analysis and making decisions based on data-driven approaches. In addition, the course discussions are based on the idea of how analytics can be incorporated in various HR processes such as workforce planning, recruitment, performance management, etc.

TARGET AUDIENCE

Human resources managers and professionals, business owners, and other managers who have HR responsibilities and are interested in demonstrating how analytics adds measurable value to the organization. Therefore, candidates should already possess fundamental knowledge of the HR domain, interest in the field and have relevant work experience. The eligibility criteria are set to ensure that participants are ready to meet the programme challenges and pace. The most prominent target audience fall among the following:

• Chief Human Resource Officer (CHRO)
• Chief Diversity Officer
• HR Director
• Director of Recruiting
• HR or Recruiting Manager
• Compensation and Benefits Manager
• Human Resource Information Specialist (HRIS)

• Director of Workforce.
• Talent Acquisition and Retention Manager

COURSE CONTENTS

Models and Tools for HR Analytics

Understanding Technologies around the world of HR, applying the Transformation Loading Visualization concept through step-by-step and click-by-click process, from intermediate to advanced dashboarding skills across different use cases in HR, understanding terminologies Analysis vs Analytics data Evidence-based HR Sentiment and trend analysis Cost modelling HR data warehousing Data integration, Maturity Model, Capability Model, Other Models Dealing with data, Decision tree, Running analytics Case discussion. The breakdown is listed below:

MODULE ONE

Tools, strategies and HR analytics techniques

This module unleashes strategies, tools and techniques for building and running an effective data management in any institution. Proven methods will be applied to help your organization design, implement and evaluate data management policy in the field of HR, talent analytics, workforce analytics and people analytics.

1) Comprehend what is meant by tools for HR analytics. 2) Consider the components of analytics technology. 3) Understand the various technology options available. 4) Discuss the costs of implementing on-premise vs cloud.

Data Collection

• Comprehend sources of data. 2) Describe common data challenges and solutions. 3) Know about data cleaning techniques. 4) Explain data checking methodology. 5) Talk over the overview of exploratory data analysis.

      HR Analytics Modelling

• Be able to define details of the analytics design framework. Sources of problem and opportunity. Scoping the project. 2) Establish links HR variables to business measures. 3) Understand the differences between Hard and Soft Data. 4) Comprehend question types of data analysis. 5) Talk over how to build models. 6) Define supervised vs unsupervised methods’ Acquisition Analytics.

Workload Analytics

Data & metrics – Driving evidence-based human capital decisions Human capital analytics for mining organizational data People Metrics -Communicating the right way Articulating analytical data better comprehension Critical Data points for efficient Support system Identify criteria for selecting between strategic and tactical analytics initiatives Creating the organizational changes required to support an HR analytics infrastructure Case Discussion

    Employee Engagement Analytics

• Employee lifecycle mapping
• Understanding difficult graphs
• Key applications
• ROI of General People Analytics
• Cost of absenteeism
• Cost of attrition
• Linking data with employee strategy
• Enhancing Employee experience
• Key Metrics for Employee Engagement
• Case Discussion – Attrition Management

Compensation Analytics

• Understanding compensation analytics
• Understanding quantifiable data

Data & Metrics

• Statistical tools
• KPI vs metrics
• Creating metrics
• Applying metrics to data
• Data sense and pattern reading
• Metrics that drive People analytics
• Case discussion & Activity

Other areas will include recruitment analytics, training analytics, retention analytics, etc.

MODULE TWO

Demystifying different HR Metrics

Different HR metrics will be discussed, use cases designed based on each metric, the implication of each metric on the overall organizational strategic plan. Among the key metrics to be discussed are:

Revenue per employee, Offer acceptance rate, Total Turnover Rate, Voluntary turnover rate, Involuntary turnover rate, Time to fill, Time to hire, Human capital risk, Headcount, Demographics, Time to Hire, Acceptance Rate, Cost per Hire, Time to Productivity, Employee Satisfaction, Retention Rate, Retention Rate per Manager, Absence Rate, Absence Rate per Manager, Overtime Hours, Performance & Employee Performance, Goal Tracking, Company Performance, Revenue per Employee, Training Expenses per Employee, Training Completion Rate, Time to Completion, Training Effectiveness, Ratio of HR Professionals to Employees, workforce compensations, Cost of HR per Employee and HR Software Employee Participation Rate.

MODULE THREE

Technology integration

This module will ensure proper integration of technology into the above stated metrics. The trainee(s) will be in position to tell a long story using a piece of Dashboard. Myriad of HR analytics related technologies will be applied to help employees transform insights into highly actionable HR perspectives. A team of experts from Davinci will leverage different pieces of technologies to help the trainees hone their dashboarding skills through hands on / click by click, step by step approach. The course outline for this module will be generated during.

WHO WILL YOU LEARN FROM?

The virtual programme has been designed by our team of HR Professionals and consultants, who draw on rich experience from working across industries. The syllabus has been framed to enable you to learn from the comfort of your home and at the pace you find comfortable. The structure, too, has been formulated keeping in mind the experience and the qualification of participants. You will have access to live troubleshooting and uncertainty clearing sessions with our facilitators during the course of your programme. Additional resources include our series of continuous webinars on the most relevant HR topics, which are conducted by our team of subject matter experts.

THE LEARNING MODEL

The trainer uses up-to-date training techniques and a variety of training methods to give all participants the best opportunities for learning, including:

• Class Session (instructor-led virtual classroom, on-premise training, virtual self-paced)
• Group Discussions
• Simulations exercises
• Case studies and Problem-Solving Exercises
• Individual assignments
• Templates and tools

 WRAP-UP

As an HR Business Partner, you are in a unique position to use data to make your work easier and more strategically impactful.

Data is a powerful tool to drive and substantiate your work as a Business Partner. This course is designed to equip you with the skills to use HR data, reports, and metrics in your daily work activities and drive better people-related decisions.

WHAT WILL YOU GET?

• Expert-led physical and Virtual Sessions
• 1 Year LMS Access and Support
• Capstone Project & Case Studies
• Ongoing support for 12 months
• Complimentary Recertification
• Access to Davinci Alumni Network

TEAM

Receive a personalized approach to online education that ensures you’re supported by

the Davinci team of experts throughout your learning journey.

Head Learning Facilitator

A subject matter expert from Davinci who’ll guide you through content-related challenges

Success Manager

Your dedicated support rep at Davinci, available during business hours to resolve technical challenges.