HR Analytics

Windows CompatibleiOS CompatibleAndroid Compatible

HRCI Category: Business  |  Credits: 4  |  $55

You will receive HRCI recertification credits AND SHRM PDC’s

Analytics have become a requirement for any human resources department to show its value to the organization.  In this course, we will cut through all of the clutter to show you how to identify the key human capital questions that will align your analytics to your organization’s business strategy; and make strategic improvements to popular areas of measurement to make the data you already have work harder for you.  By showing the actual cause-effect relationship among what you do and business outcomes, and building a strategy based on that information, you will bring the concept of “business partner” to reality.

After completing this course, you will be able to:

  • Utilize a framework to determine how to prioritize analytics based on critical business questions
  • Determine the right data to collect
  • Enhance popular metrics like turnover, cost of hire, and training hours to drive human capital decision making

Participants will receive valuable tools:

  • List of questions that analytics can answer
  • Sample HR Metrics & Analytics Plan
  • Worksheets to identify strategic drivers and HR measurement opportunities

What your colleagues are saying:

“The tools and techniques are relevant to today’s business climate. The presentation of the material and the examples used were very detailed and helped with understanding the concepts. These are tools we can really use, not just theories!”

— Carol, Manager, Compensation & Benefits

“For the metrics portion, I found it useful to look at the types of information that may be useful to present. I liked the section on benchmarking and how to avoid it because of the apples-to-oranges issue. Made good sense to me. Also, the comparison of benchmarking to strategic metrics was great. The simple explanations of what metrics are was helpful. Most of us know them on a basic level but don’t use them correctly or enough. This illustrated how to use them to show that HR is not just a cost that the organization has to carry, but that it can be repositioned as a partner that helps the company meet its goals.”

— Susan, HR Officer