Course Details

This instructor-led, live training (online or onsite) is aimed at HR professionals and recruitment specialists who wish to use analytical methods improve organisational performance. This course covers qualitative as well as quantitative, empirical and statistical approaches. Format of the Course Interactive lecture and discussion. Lots of exercises and practice. Course Customization Options To request a customized training for this course, please contact us to arrange. This course is available as onsite live training in USA or online live training. Read Less Course Outline Introduction 1. Why is People Analytics relevant today? a. Industry trends b. Where People Analytics are heading c. Key messages from People Analytics leaders 2. Introduction to the foundational pillars of People Analytics a. Workforce Planning Analytics Pillar b. Sourcing and Recruitment Analytics Pillar c. Acquisition/Hiring Analytics Pillar d. The other pillars and their relevance to Talent Analytics. 3. Key metrics a. Workforce planning – KBI whitebook review of large organization b. Talent Analytics - KBI whitebook review of large organization c. Sourcing analytics - KBI whitebook review of large organization 4. Workforce and Talent Acquisition Planning Analytics a. What Is Workforce Planning? b. Workforce Planning Analytics c. Why Should You Care About Workforce Planning Analytics? d. Key Components of Talent Acquisition Analytics e. Making an IMPACT with Workforce Planning Analytics f. Workforce Planning Analytics Best Practices: Dos and Don’ts g. Case studies review 5. Talent Sourcing Analytics a. The Business Case for Talent Sourcing Today b. Why You Need to Care about Your Talent Sourcing Today c. Talent Sourcing in the Era of Big Data and Advanced d. Technology e. The Mobile Impact on Talent Sourcing f. Putting the IMPACT Cycle into Action g. Case studies review 6. Talent Acquisition Analytics a. What Is Talent Acquisition Analytics? b. How Talent Acquisition Works c. Application Phase d. Preinterview Assessment Analytics e. Interviews: Separating the Wheat from the Chaff f. Putting It All Together: Predictive Analytics for Selection g. Case studies review 7. Summary a. Outlining next steps b. Commitment c. Support needed – where to find it-- Summary and Conclusion Requirements Familiarity with HR concepts Experience with the HR landscape at the organisation Understanding of recruitment concepts and priorities Some knowledge of statistics can be helpful Audience HR Managers HR Analysts Talent acquisition specialists Administrators