Datafication Of HR: Making The Transition From Metrics To Business Analytics

• OVERVIEW

How HR can transition from metrics to business analytics—rather than measuring areas such as turnover, cost-to-hire, or time to fill jobs (areas that are strictly HR-related), HR  business analytics reflect the HR aspects of the business that are vital to the organization as a whole and help predict the future for the organization—they are action-oriented and predictive.

• LEARNING OBJECTIVES
• How to develop strategic HR metrics;
• Learn how to use metrics to analyze current position of organization and
• How human capital is impacting it (positively and negatively)

• WHY SHOULD YOU ATTEND

HR leaders need to understand the type of data (both quantitative and qualitative) critical to the organization and develop/enhance their data to demonstrate the impact of HR practices on the overall organization.

• AREAS COVERED

• Defining HR metrics;
• Identify how they impact on the organization’s strategy;
• Basics of developing HR metrics that can be used in analytics;
• Impact of metrics on organizational decision-making

• WHO WILL BENEFIT?

• HR Managers
• Senior HR Professionals