HR SCORECARD AND WORKFORCE ANALYTICS WORKSHOP

 “Future organizational performance is inextricably linked to the capabilities and motivations of a company’s people. Organizations that have used data to gain human capital insights already have a hard-to-replicate competitive advantage.” —Thomas Davenport, Jeanne Harris and Jeremy Shapiro, 2010

Regardless of the size of the organization, HR metrics and workforce analytics are becoming increasingly beneficial. With the transition of HR metrics and analytics over the past 30 years, managers are now finding it easier to balance the costs and benefits of decisions due to improved HR infrastructures. 

However, HR metrics and workforce analytics are not a guarantee return on investment. You need to be able to decipher what data is appropriate to collect. Learn how to use this information to increase managerial decision-making efficiency.

In this course, you will have the opportunity to be equipped with the necessary thinking and approach to deal with the challenges of sustaining an evidence-based approach, provide you with the confidence and learn techniques in the way you look at information, interpret human capital analytics, solve problems and evaluate solutions using workforce and HR metrics. Sessions will help you acquire the skills to properly review, define, measure, and track HR metrics that are aligned to business strategies.

This program will help you align workforce and HR metrics with HR objectives, business strategies, and organizational goals. It will also teach you how to implement HR metrics and workforce analytics to improve organizational results.

At the end of the training, participants’ will be able to:

  • Use business metrics and human capital analytics to evaluate their organization’s performance
  • Put metrics into context, and add credibility to HR through facts, numbers and insight
  • Utilize the HR and Workforce Analytics Model to link human capital results and activities to business performance
  • Design a plan for gathering data and implementing human capital measurement in your organization
  • Identify ways to benchmark performance and create standards
  • Develop an action plan to use and communicate metrics to their company for performance improvement and/or meeting business objectives
  • Gain understanding of the workforce planning process and methodologies.
  • Develop and implement HR metrics and workforce analytics to measure organizational results vs. its goals and objectives
  • Know when and how to align and incorporate metrics into business plans to achieve growth and improve revenue.
  • Understand how to use metrics to conduct cost/benefit analyses and increase managerial decision-making capacity.
  • Know how to select the important and appropriate data to collect and analyze.

CORPORATE STRATEGY – HR’S ROLE

  • Strategic HR not Personnel Management
  • The context for HR – rationale for evidence based approach
  • Corporate Social Responsibility &  Business Ethics
  • Integrated Human Resource Planning
  • Human Capital Management

HR ANALYTICS

  • Core Concepts, Terminologies, and Buzzwords
  • Business Intelligence, Analytics, Big Data, and Cloud
  • Analytics: Types, Domains, and Tools
  • Why? What is measured?
  • How? Predictive possibilities
  • Stages of Analytics
  • Types Of Analytical Model
  • Steps in HR Analytics
  • Analytics Domains,
  • Tools, Matrices and Software
  • HR Analytics Organization Structure and Delivery Model

BENCHMARKING HUMAN CAPITAL METRICS

  • Aligning human capital metrics to business strategy.
  • Importance of benchmarking.
  • Interpreting benchmarking data.
  • Definitions and calculations of key HR metrics

 

THE SHRM WORKFORCE ANALYTICS MODEL

  • Assess And Plan
  • Link And Align
    • Identify And Build
    • Implement And Execute
    • Evaluate And Enhance
    • Organization And HR Impacts

Putting HR Metrics and Analytics into Action

  • The balanced score card
    • Manpower planning
    • Absence management
    • Skills analysis and training needs analysis
    • Job design and evaluation
    • Succession Planning

Driving Organizational Change 

  • Dynamic nature of business & environment
  • Impact of technology 
  • Theories of organization change and how to use them
  • Implementing strategic change
  • Enablers and impediments to change
  • Appropriate change management styles

 Driving Organizational Change: Connecting HR Metrics and Analytics with Action

  • Employee Motivation
  • Empowerment and Accountability
  • Performance Management – the four stage process:
    • agreeing objectives,
    • feedback,
    • coaching, and appraisal
  • Conclusion and Action Planning

4 DAYS

Kindly confirm space availability by calling +234 (0) 8023192104 or +234 (0) 9062386530 or send an email to info@dmckinseyandassociates.com, dmckinseytraining@gmail.com.   For In-House training programs / on request, please contact us using above contact details.

contact us

Close Menu