The British Academy for Training and Development offers a comprehensive HR metrics and analytics training course. The Metrics and Analytics Course is designed to assist HR professionals in learning the methods of effective use of HR analytics for organisational success. Some of the metrics covered include employee turnover rate, absenteeism rate, time to hire, and cost per hire, among others; all these metrics are applied in understanding and optimising the functionality of HR.

Attending attendees will get to know how thereafter collecting and managing data, perform analyses that will turn such into actionable decision-making informatics, and follow through with the creation of interactive dashboards and reports for effective communication of findings. Important concepts of workforce planning fall under the advanced topics alongside those on talent management and diversity and inclusion. HR Metrics and Analytics training course will provide you with confidence and enable you to learn techniques in the way you look at information, interpret human capital analytics, solve problems and evaluate solutions using workforce and HR metrics.

It will be emphasised that Ethics in HR Analytics has to do with the collection, maintenance, and analysis of data with both business objectives and employee privacy in mind. Besides, the course caters the future organisational dynamics of HR Analytics and features emerging technologies such as AI and machine learning as key players in the future face of HR practices.

Objectives:

Four main objectives of this course are:

1. Understand Key HR Metrics

The course familiarises attendees with HR metrics such as calculating and interpreting common indicators like employee turnover, absenteeism, and time to hire. These offer an insight into understanding workforce performance and organisational health. Thus, it provides attendees with the necessary tools to investigate gaps in HR processes and develop tailored interventions.

2. Strengthening Decisions Using Data

In the course, discussions centre around using data for better recruitment, performance appraisal, and retention decision-making. The participants learn techniques to map and link HR practice with business goals through data and insight analysis. This is to ensure that challenges are imagined and strategies are proactive.

3. Become a Data Collector and Manager

Theoretical and practical exposure will be gained by collecting, managing, organising different types of HR data from sources such as surveys and HRIS systems. The course also covers best practices to ensure data privacy and high ethical standards in managing a wide variety of datasets. These skills are essential in guaranteeing that any analytics carried out are accurate and credible.

4. Apply Advanced Analytics Techniques

This programme teaches attendees advanced techniques such as descriptive, predictive, and prescriptive analysis that can be used for trend forecasting, identification of possible improvements, and formulating actionable recommendations. Advanced analytics put organisations in a position to adapt speedily to workforce challenges.

Who Should Attend?

This course is ideal for:

This programme perfectly suits each HR professional seeking to gain increased analytical skills, all HR managers and directors willing to apply data-based decision making, business leaders accessing ways to gain insights into the effects of HR on their organisational performance, and anyone who's engaged in workforce planning, talent management, or employee engagement. This course is also suitable for line Managers wishing to understand how data can improve human performance.

How will attendees benefit?

Upon completion of the course, attendees will:

1. In-depth understanding of core HR metrics and how they can be used to boost organisational performance.

2. Learn how to utilise predictive and prescriptive analytics for enhancing decision making in the different HR functions. 

3. Learn to create HR dashboards for stakeholders.

4. Grasp ethical concerns involved in managing HR data. 

5. Be ready to implement HR analytics strategies to align HR with business and drive improvement in overall business outcomes.

Introduction to HR Analytics

• Definition and significance of HR analytics

• Overview of key HR metrics

• Benefits of HR analytics for business decision-making

Key HR Metrics

• Employee turnover rate: Calculation and analysis

• Absenteeism rate: Monitoring and impact assessment

• Time to hire: How to measure and improve recruitment efficiency

• Cost per hire: Methods for calculating hiring costs

• Employee engagement: Importance and measurement tools

Data Collection and Management

• Types of HR data: Structured and unstructured

• Sources of HR data: Employee surveys, performance reviews, and HRIS

• Data privacy and security in HR analytics

Data Analysis Techniques

• Descriptive analysis: Summarizing HR data

• Predictive analytics: Forecasting HR trends

• Prescriptive analytics: Recommending actions based on data insights

Using Analytics to Improve HR Decision-Making

• Aligning HR metrics with business goals

• Data-driven decision-making in recruitment, performance, and retention

• Leveraging analytics to improve employee development and well-being

Creating Dashboards and Reporting Tools

• Tools for creating interactive dashboards

• Using HR software for visualizing metrics

• Presenting HR data effectively to stakeholders

Advanced HR Analytics Topics

• Workforce planning: Using analytics to anticipate staffing needs

• Talent management: Identifying high-potential employees

• Diversity and inclusion: Measuring and improving diversity in the workforce

Ethics in HR Analytics

• Ethical considerations in data collection and analysis

• Balancing business objectives with employee privacy

• Transparent and fair use of HR data

HR Analytics Trends and Future Outlook

• Emerging trends in HR analytics

• The role of AI and machine learning in HR decision-making

• Future challenges and opportunities in HR analytics