How does HR analytics work, Legal issues surrounding HR analytics, How HR analytics can transform the workplace etc
The central importance of every company success rely on the competence and skilled workforce that the company have, human capital in any organization will make or break the organization, because growth in the market share is not about the organization per se but its about the competence and commitment of the employee to work hard and reach a specific measurable point in the competitive landscape, in this modern competing world of work. Human resources analytics deals with the people analysis and applying analytical process to the human capital within the company to improve performance and improving employee retention. the sole responsibilities of HR analytics is to provide a credible insight into the human resource process, by gathering related data and using this credible data to make a very informed decisions on how to improve these processes. The HR analytics want to secure a better and professional information to ensure that credible data are use to take a very well and qualified informed decision that will help the organization to grow. Assuming there is a high turnover rate this will not be happy for any company because it affect the impact of the organization and productivity will not increase to a very credible percentage, this and many more will warrant HR analytics.
What you’ll learn
- Types of human resources ( HR) analytics.
- Predictive HR analytics trends.
- How does HR analytics works.
- Data required by HR analytics tools.
- Ways to use HR analytics to make important business decisions.
- How to use people analytics in your HR strategy.
- of Ways predictive analytics is changing recruitment practices.
- How HR analytics can transform the workplace.
- Legal issues surrounding HR analytics.
- What can HR leaders do to implement HR analytics.
- The impact of analytics on HR.
Course Content
- Introduction –> 7 lectures • 24min.
- How Does HR Analytics Work ( Understanding The Process Of HR Analytics) –> 4 lectures • 10min.
- Key HR Analytics Metrics –> 10 lectures • 15min.
- Data Required By HR Analytics Tools –> 3 lectures • 5min.
- Four Ways To Use HR Analytics To Make Important Business Decision –> 4 lectures • 6min.
- Three Ways Predictive Analytics Is Changing Recruitment Practices –> 3 lectures • 5min.
- How HR Analytics Can Transform The Workplace –> 4 lectures • 6min.
- Legal Issues Surrounding HR Analytics –> 4 lectures • 7min.
- What Can HR Leaders Do To Implement HR Analytics –> 5 lectures • 4min.
- The Impact Of Analytics On HR –> 3 lectures • 8min.
Requirements
The central importance of every company success rely on the competence and skilled workforce that the company have, human capital in any organization will make or break the organization, because growth in the market share is not about the organization per se but its about the competence and commitment of the employee to work hard and reach a specific measurable point in the competitive landscape, in this modern competing world of work. Human resources analytics deals with the people analysis and applying analytical process to the human capital within the company to improve performance and improving employee retention. the sole responsibilities of HR analytics is to provide a credible insight into the human resource process, by gathering related data and using this credible data to make a very informed decisions on how to improve these processes. The HR analytics want to secure a better and professional information to ensure that credible data are use to take a very well and qualified informed decision that will help the organization to grow. Assuming there is a high turnover rate this will not be happy for any company because it affect the impact of the organization and productivity will not increase to a very credible percentage, this and many more will warrant HR analytics.
We all agree in principle that huge investment are involved when it comes to human resource and this is applicable to any organization. it is very important that we need to analyse historical employee churn, this will aid the company to analyse employee churn. Employee capability is also very important because the success of every organization depends on the skills, level of expertise and competence of their workforce. In analyzing capabilities help an organization to identify clearly the most core competencies of their workforce.
There are some key benefits of human resource analytics, because it helps to improve the company hiring process and also reduce attrition in the organization.