Course description
HR metrics, or human resources metrics, gauge the effectiveness of various HR responsibilities and initiatives such as hiring, employee retention, training, and labour costs. Human resources departments can use these metrics to improve their efficiency and demonstrate the value of their activities to upper management.
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.
HR Metrics and Analytics 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
Upcoming start dates
Upcoming start dates
Suitability - Who should attend?
HR Metrics and Analytics training course is suitable to a wide range of professionals but will greatly benefit:
- Those charged with implementing HR Analytics
- HR Professionals interested in using data to determine better outcomes
- Data Analysts interested in maximizing the return on human capital investments
- Line Managers wishing to understand how data can improve human performance
- Any HR Professional wishing to broaden their skills and adaptability
- Those new to HR and who wish to specialise in the growing field of analytics
Outcome / Qualification etc.
At the end of the HR Metrics and Analytics training course participants will learn to:
- Appreciate the role of analytics in understanding behaviour and performance
- Conduct detailed analysis assessments
- Generate decisions based on evidence rather than opinion
- Define the principles of organisational change
- Utilise a range of assessment tools to improve organisational performance
Training Course Content
Day 1
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
Day 2
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
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
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London Premier Centre
London Premier Centre is a UK leading training provider based in London and specialises in international short courses. Our inspiring, comprehensive portfolio of more than 400 professional development courses and seminars covers a wide range of professions from Administration, Leadership,...