Master Class: Workforce Intelligence and HR Analytics (Case Study Driven)(Hybrid)

PROGRAMME OVERVIEW

HR measurement is growing quickly both in importance and also in the number of new insights into how to do it. These include the creation of new standards, new analytical tools and approaches and the opportunities, as well as the challenges, provided by big data. While it is very useful to have these inputs, their sheer number means that HR practitioners increasingly find it difficult to know where to start. In this cutting-edge master class, we will showcase the best way to cut through the noise to focus ever more clearly on what drives organisational success,

This intensive three-day course will teach you how to properly align human capital analytics with business and HR strategies and leverage the data you have to build and deliver workforce and HR metrics that will improve results. Using a provided framework and roadmap, HR professionals will take in the value of evidence-based measurement and decision-making. Learn how to use human capital analytics to support your organization’s strategic and operational goals and provide decision makers with greater insight into workforce-related considerations.

PROGRAMME CONTENT

Module One

1. Introduction - HR Metrics Scope & Basics
2. The Human Capital Framework
3. Linking Strategy to Performance Through Analytics
4. Linking Human Capital to the Business Through Analytics
5. Aligning HR Metrics to Strategic and Business Objectives
6. The Challenge of Measuring Human Capital
7. The Most Important Metrics for Human Capital
8. HR Competencies & Analytics
9. HR Transformation & Organizational Analysis
10. Metrics for M&A, Reorganisation, & Downsizing
11. Total Cost of Workforce – Controlling cost to impact bottom-line
12. Management Span of Control (MSC) – Optimizing Organisational Structure for Results
13. Compliance & Risk Analysis Reporting
14. Case Study: Building out Analytics to guide Enterprise Change
15. Case Study: HP – Inventing the future workforce
16. Integrated Talent Management
17. Integrated vs. Best-in-class Talent Management
18. Using Analytics to Manage Talent Management
19. The Case for Data Driven Talent Management
20. Building & Managing the Talent Management Index (TMi)
21. Talent Intelligence (TI) – Moving from Analytics to Decisions
22. Case Study: Ingram – Using TI to manage Turnover hidden cost

Module Two

5. Leveraging Analytics to Build & Maintain Performance Management
6. The Corporate Scorecard
7. The HR Department Scorecard
8. The Workforce Scorecard
9. Using Analytics to Optimize the Workforce Scorecard
10. Tool & Exercise: Building & Managing the Workforce
11. Evidence –Based Decision Making
12. Using Analytics to Identify Critical roles & skills to Execute Strategy
13. Analytics Maturity Progression
14. Aggregating & Analysing Data
15. Workforce Intelligence Services
16. Linking Workforce Planning
17. HR Linkage Framework
18. Case Study: PG & E – The Role of Analytics in Workforce Planning
19. Developing the Workforce Analytics & Scorecard Guide
20. Conclusion
21. Takeaways
22. Localizing the Experience
23. Action Planning

LEARNING OBJECTIVES

• Why what we measure in HR is so disconnected from what adds value
• Why a human capital scorecard provides the best basis for measuring what we do in HR
• Different forms of HR scorecard and why this needs to be based on a strategy map
• Different starting points and types of measures in the strategy map depending upon the level of value involved
• Calculating and discussing ROI based upon the strategy map and scorecard
• Using the strategy map and scorecard to underpin analytical approaches
• Align workforce metrics with business strategy, goals and objectives.
• Align HR metrics with critical HR objectives and initiatives.
• Determine the right data to collect.
• Build and execute your implementation plan.
• Obtain management and stakeholder support and involvement

TARGET AUDIENCE

Mid-level HR professional and practitioners, HR Specialist, Unit Heads, Heads of Performance Management, Heads of Learning & Development, Heads of Recruitment, HR Consultants, Internal Auditors , IT Support/Business  Improvement Officers, HR Business Partners, and ALL Mid-Level HR Professionals and Practitioners.