About the Course
Today’s human resource leaders and people managers are being called upon to make decisions that enhance both people and business outcomes. Most HR leaders do not have access to employee data as well as the analytical tools that help to derive insights, and optimise and align decisions with strategic corporate objectives. This programme will enable you to develop a cutting-edge people analytics function in your organisation. It will also equip you with practical and analytical techniques, and data-driven insights that will guide you to future-proof your business.
Who Should Attend
- Mid-level to senior HR professionals
- People/data analytics professionals
- Consultants - HR and Analytics
- Project managers
- Directors and functional heads
- Employee representatives
Offers practical approaches on how to:
- Formulate and implement a people analytics function.
- Applies management, scientific and methodological expertise to organisational data.
- Generates insights from people data that will help to future proof your.
- Strategically position a people analytics function within your corporate structure.
- Organise, analyse, and leverage data that already exists within your organisation.
- Generate actionable insights from scientific experiments and data analysis.
- Demonstrate both technical and ethical leadership in how you make people decisions.
Module 1: Strategic Positioning - How do you set up a people analytics function?
- Get an overview of the people analytics landscape.
- Determine the appropriate composition and positioning of your team.
- Understand how this function enables leadership to inform, optimise and align with corporate objectives.
- Secure your position as an expert decision-enabling service to the business.
- Identify the skills, objectives and resources required to achieve professional and functional maturity.
Module 2: Achieving Operational Excellence with Data: How do you organise and leverage what already exists within your organisation?
- Identify and manage key stakeholders.
- Develop a pragmatic approach to people analytics projects.
- Find opportunities from data and vice versa.
- Identify where relevant data resides within organisations.
- Recognise the key benets of data warehouses.
- Conceptualise the role of data warehousing in strategy.
Module 3: Root Cause Analysis and Project Tactics - How do you ensure you solve the right problem within the appropriate timeframe?
- Create project management plans for people analytics.
- Explore counter-intuitive hypotheses.
- Break down symptoms of people-related challenges into their constituent parts.
- Uncover the root causes and tackle them intelligently.
Module 4: Designing Successful Experiments - How can you best achieve scientic rigour and quality within complex and dynamic organisational settings?
- Design experiments and formulate scientific hypotheses.
- Compare underlying measurement principles behind experimental designs.
- Draw conclusions from data analysis and communicate results to senior leadership.
- Apply scientific methods to resolve practical organisational challenges.
Module 5: Psychometrics - What role do latent traits have in governing workplace behaviour and how can psychological data augment people analytics e‑orts?
- Assess the influence of latent psychological traits on workplace behaviour.
- Dene criteria against which to evaluate psychometric tests.
- Present opportunities and limitations of psychometric data in strategic decision-making.
Module 6: Organisational Data Science 1 - How do you go from description to prediction and what do people analytics projects involve in practice?
- Translate an organisational problem into a data question.
- Address corporate challenges using both structured interviews and unstructured text analytics.
- Become fluent in statistical and data science terms on a high level, to effectively lead data scientists.
- Understand the process of moving from description to prediction to prescription.
Module 7: Organisational Data Science 2 - How can you safely and consistently integrate data into your communication and decision-making strategies?
- Appreciate the differences between machine learning, AI and other predictive models.
- Analyse prepared code and simulated organisational data, including internal news boards, managerial reviews, employee surveys, emails, and unstructured text data.
- Deliver written and oral communications to keep stakeholders engaged and invested in the success of the people analytics function.
- Articulate how insight-driven people analytics operations can transform the traditional role and perception of HR inside and outside organisations.
Module 8: Transforming the Workplace - What is your vision for the future of work?
- Analyse inherent limitations of people analytics techniques within ethical scenarios.
- Develop strategies for mitigating the diverse array of risks that arise when applying machine learning to organisational challenges.
- Define a personal vision of how people analytics technologies should follow the principles of ethical leadership, corporate social responsibility, and values-oriented algorithm design.
- Examine how people analytics can transform society and the workplace for the better.
This hands-on program includes group discussions, case studies, individual activity-based development and small group exercises to deepen your insights and sharpen your skills.