HR Analytics

Start using data to drive better, fact-based people decisions that ultimately benefit both the organization and its employees. As a People Analytics Specialist, you have a full analytics skillset that will enable you to drive data-driven decision-making throughout HR.

Replace gut feeling with data-driven decisions in HR

Help your business and employees thrive with evidence-backed HR policies. In this HR Analytics Foundations course, you will learn how people analytics can add value to both HR and the organization through real-life case studies. These case studies, taken from companies in different industries, will highlight how you can use data to solve pressing business problems and increase HR's strategic impact.

Of all the departments in an organization, the Human Resource (HR) department may have the least popular reputation. There are two reasons. First, the HR department is like a doctor: you’d never need one. Picture your role from the other side – when you ask an employee to come by your office, something bad is likely to happen. You may need to reprimand, put on notice, or even fire your colleague. Good news, like getting a promotion, tends to come from an employee’s direct manager. Not HR. Secondly, many regard HR as soft, old-fashioned and cost center. A lot of the work in HR is based on ‘gut feeling. We’re doing things a certain way because we’ve always done it that way. HR doesn’t have a reputation for bringing in big bucks or playing a numbers game like sales. HR also struggles to quantify and measure its success, as marketing and finance do.

HR data analytics changes all of this. A lot of the challenges we just described can be resolved by becoming more data-driven and savvy about HR and analytics.

Example questions include:

These questions can only be answered using HR data. Most HR professionals can easily answer the first question. But the next two questions require more understanding of analytics. As an HR professional, you collect vast amounts of data. Unfortunately, this data often remains unused. Once you start to analyze human resource challenges by using this data, you are engaged in HR data analytics.

Make better decisions using data

Creating a business case for HR interventions

Test the effectiveness of these interventions

Move from an operational partner to a tactical, or even strategic partner

The pedagogy of the programs includes group exercises, focus group discussions, exercises, case studies, experiential learning, interactive lectures and field trips if required. We request all participants to please carry their laptop for this program.

The program is designed with a focus on managers & executives across the industry, corporations who are in the role of managing Human Resource, employee grievances and critical decision-making in competitive and innovative scenarios.