Understanding and Leveraging HR Analytics
Understanding and leveraging HR Analytics
Gain a deeper understanding of your workforce and improve the quality and credibility of HR insight and decision-making
CIPD two day workshop, 5 – 6 December 2018, Dublin
OverviewThis two day programme is designed to give you a deeper understanding of your workforce and improve the quality and credibility of HR organisational insight and decision-making.
Employee salaries and HR programmes frequently account for close to half of an organisation’s operating expenses. One reason for this high level of investment is the recognition that people are the ultimate source of innovation and competitive advantage. In order to leverage maximum employee value and potential, many leading organisations are turning to human capital analytics to gain a deeper understanding of their workforces, and improve the quality and credibility of HR decision-making.
This two-day programme run by leading HR analytics expert provides an in-depth introduction to HR analytics and enables you to develop the skills to initiate a human capital analytics journey to improve organisation performance. It will provide tools and methods for:
Linking HR and business strategies
Assessing organisational readiness for analytics initiatives
Building the business case for analytics
Demonstrating the credibility and value added by HR
Using analytical insights to improve talent management processes
Defining the roles, capabilities, and structures required to maximise analytics effectiveness.
Who is it for?Successful human capital analytics requires collaboration and cooperation between many parts of the organisation, so this course is suitable for:
HR personnel: senior and general roles, HRBPs, training and development, talent management, organisational development, and workforce planning analysts
Financial stakeholders wanting to better quantify the potential value of their workforce
Strategic planners seeking to align market and environmental needs with required workforce capability
IT specialists responsible for implementing the technologies underpinning their organisation’s analytics initiatives.
No prior knowledge or understanding of HR analytics is required. And, with group sizes of no more than 16, you'll be able to interact with like-minded colleagues from a range of organisations, and focus on developing your own knowledge, skills and understanding in this area. The small group size also allows you to focus on your business, and understand the steps you can take to embed analytics in your workplace. By the end of the course, you'll be in the position to initiate a human capital metrics journey that will help to improve the quality and credibility of your HR decision-making through HR data, metrics and analytics.
On completion of the programme, you will be able to:
Define human capital analytics
Understand the importance of HR analytics as an evidence-based decision-making tool
Describe the most common human capital strategies used by organisations
Describe the evolution of HR analytics
Describe a typical analytical process used to measure the impact of HR programmes on organisational outcomes
Explain the accountability of HR in the context of human capital analytics
Explain the importance of valuing human capital
Explain the changing accountability of HR in the context of human capital analytics
Assess an organisation’s readiness to implement a human capital analytics initiative
Understand the criteria for selecting between strategic and tactical analytics initiatives
Understand the steps required to implement human capital analytics
Measure the value of a learning and development programme
Adopting an analytics mindsetDay one provides participants with the background knowledge required for successful implementation of human capital analytics projects.
Introduction and course overviewState-of-the-art analytics: where are we today?This section examines current best practices in human capital metrics.
The value of human capitalThis section introduces the following concepts:
Why it is key to assign financial values to both your workforce and HR activities
The concept of people (rather than technology or capital) as the last refuge of competitive advantage
The fundamental human capital mindset: how to view employees as assets rather than expenses.
The organisational costs and risks of miscalculating employee value.
Five organisational strategies for investing in human capital metricsThis section will examine five fundamental strategies for investing in the development of human capital.
Implementing HC analyticsHaving examined the importance of human capital analytics, day two presents participants with practical approaches for using and implementing analytics initiatives in their own organisations.
Measuring the impact of HR strategy and investmentsThis topic discusses the advantages and disadvantages of various approaches for measuring the value of human capital and HR initiatives.
Accountability of the new HRMany organisations are already experiencing an increase in the demand for a financial evaluation of their people assets and HR initiatives from senior management. But who should be accountable for calculating and delivering this value? HR, the line, external consultants, or some combination of these? This topic examines practical solutions to this question.
The structure of an individual human capital projectsThis topic provides a methodology for structuring “one-off” human capital projects including alignment with business strategy and building the business case.
Embedding human capital analytics in your organisationWhile individual human capital projects are useful, the real value of analytics emerges once it becomes embedded in the organisation’s culture as a standard process. This topics provides a methodology for achieving this including the roles, capabilities and structures required for maximising analytics effectiveness.
Assessing your organisation's readiness for human capital analytics initiativesBecause every organisation is unique, it must therefore tailor its analytics programmes to both its culture and analytical maturity to ensure success. This topic provides participants with tools and techniques for assessing their own organisations in this light.
FacilitatorExpert Jim Matthewman delivers this programme, He is a global HR consultant with 25+ years’ experience, consulting to over 2500 organisations in 40 countries. He previously led global consulting teams for Mercer, Hay and Willis Towers Watson. As CEO of Talentspringboard, Jim focused on the workforce implications of digitalisation, with a presence in UK, Europe and the Middle East. He also has extensive experience with Boards, CXOs and CHROs.
Jim is a key subject matter expert and facilitator for CIPD on workforce planning, OD and people analytics. He is an acknowledged author, international Chair and a lecturer.
His key areas of expertise include Strategic People Strategy, People Analytics, Strategic Workforce Planning, Generational Change in the Workforce, Global Talent Management, Going Digital, Agile Organisation and HR&OD. His clients include major telcos: Vodafone, DT, Etisalat; major retailers: Tesco, Sainsbury’s; oil and gas: Saudi Aramco, OPEC, GECF; UK Central Government: DWP, HMRC; global firms: Alstom, Mars, Ford
CIPD reserves the right to cancel or reschedule the event or change its associated programme or substitute a speaker. In the event of cancellation, liability is limited to the amount of registration only.
Professional photography and video production may be taking place at the event and these images may be used on future promotional materials for CIPD. Please note that by attending the event, you are giving your consent for your image to be used on any CIPD promotional materials.
Cancellations MUST be notified in writing.
A cancellation fee of 25% of the full fee will apply to cancellations received up to 7th November 18. No refund can be made for cancellations received after 7th November 18. A substitution may be made at any time.
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