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HR Metrics andPeople Analytics 17th & 18th October 2018 | MIM Learning Centre

Certificate in

MIM

CERTIFICATE IN HR METRICS AND PEOPLE ANALYTICSHuman resources (HR) metrics and people analytics have become a hot topic in organisations of all sizes. Interest is rising, and organisations are reaching out to learn more about useful metrics and analytics and how they can use them to improve organizational effectiveness. Although the use of HR metrics, people analytic is not new, various factors are driving increased interest. An important driver is the widespread implementation of integrated human resource information systems (HRISs) and the greater availability of information from third-party sources. Today’s HRIS builds on the capabilities of faster and more capable computers, improved connectivity through organisational networks and the Internet, and the availability of user-friendly analytics software. These changes have fundamentally altered the dynamics of human capital assessment in organisa-tions, driving the marginal cost of assessment lower, while providing the potential for near real-time analysis and distribution of information. These factors, combined with recent and growing interest in evidence- based management, account for the rapidly growing interest People analytics is the use of data and data analysis techniques to understand, improve, and optimize the people side of business. Analytics has the potential to improve the effectiveness of a company’s talent acquisition function by replacing manual processes. Recruiting and hiring data can be correlated with business outcomes such as increased revenue to create strategic insights and drive action. Harvard Business Review identified the biggest obstacles for adoption is “inaccurate, inconsistent, or hard-to-access data requiring too much manual manipulation” and a “lack of analytic acumen or skills among HR professionals.” Human capital function need to identify questions it wants to answer, collect the data, interpret the results, and take action. Analytics will change the recruitment function by automating screening of candidates. This has downstream benefits for performance management, turnover, and workforce planning

9% ofcompanies use predictive analytics or big data to analytics people trends

Sierra-Cedar 2014-12015 HR Systems Survey

3 types of analytics

DESCRIPTIVEPREDICTIVE

PRESCRIPTIVE

192%Increase in HR reportingemployee engagementbeing very importantbetween 2014-2015Global Human Capital Trends 2015: Leading in the New World of Work.

60% of HR and business leaders do not have and adequate program to measure or improve engagement.Global Human Capital Trends 2015: Leading in the New world of work.

12% of HR and business leaders have program to define and build company culture.Global Human Capital Trends 2015: Leading in the New world of work.

7% of HR rate themselve as excellent at measuring, driving and improving engagemenet and retentation.Global Human Capita; Trends 2015:Leading in the New World of Work.

75% cited talent analytics as an important issue,while

8% believe they are strong in this area.Radicati Group, April 2010

60-70%of company expenses are human capital cost

Jeff higgins and Grant Cooperstein Managing an Organization’s Biggest Cost: The Workforce

20% drop in employee engagement in first six months on job.

https://training.sirota.com/Springboard_inroduction/

THE STATE OF PEOPLE ANALYTICS

This programme is formulated with the intent of guiding the HR practitioners with the right knowledge and know-how on embarking the people analytics journey. The course is meant to be a combination of theory and experiential learning with real life examples on how the HR analytics can be deployed in their respective organisation.

PEOPLE ANALYTICS • Deep dive into people analytics function• Critical components of people analytics• Introduction to people analytics system

PEOPLE ANALYTICS IN ACTION• Case study on people analytics implementation• People analytics demonstration based on data derived from select participant organisation

WAY FORWARD ON PEOPLE ANALYTICS• Setting a people analytics function – requirements and key success factors.

LEARNING OUTCOMES At the end of Day 2 participants should be able to:• Demonstrate an understanding of People Analytics• Chart the path to implement people analytics within their respective organisation• Use people analytics to support the human capital function effectiveness and garner right support from their leadership.

IMRAN KUNALAN ADVISOR PRINCIPAL CONSULTANT ON NATIONAL ICT HUMAN CAPITAL DEVELOP-MENT, HUAWEI TECHNOLOGIES LTD, GTEX.ASIAImran is the Advisor cum Principal Consultant on National ICT Human Capital Development in GTEX.Asia. Prior to this role, he was the Director of Talent Division in MDEC, an agency which was focused on the Malaysian Digital Economy Transformation in Malaysia. With more than 23 years’ experience in the human capital development field as a HR generalist, HR subject matter expert and HR Consultant, he was also directly involved in the development of competency matrices for the ICT industry and tele-communication sector in Malaysia.

Day 1 Day 2 HUMAN CAPITAL TREND• What is the latest trend in the human capital function?• The impact of digitalization on the human capital function

HUMAN CAPITAL EFFECTIVENESS• Is your HR function effective? • Introduction to Human Capital function effectiveness metrics

HUMAN CAPITAL EFFECTIVENESS VS PEOPLE ANALYTICS• What is people analytics?• Where people analytics fits within the human capital function effectiveness continuum.

LEARNING OUTCOMES At the end of Day 1, participants will:• Have a clear understanding the human capital trend and its impact in their respective organisation.• Have better knowledge on understanding the human capital function effectiveness through relevant metrics and parameters that can be used to measure. • Have the preliminary knowledge on people analytics and its relation to human capital function

PROGRAMME DIRECTOR

MALAYSIAN INSTITUTE OF MANAGEMENTInstitut Pengurusan Malaysia (22978-D) Unit T1-L16-1, Level 16, Tower 1, PJ 33 No. 3 Jalan Semangat, Seksyen 13, 46200 Petaling Jaya, Selangor, Malaysia

REGISTRATION POLICYRegistration forms must be completed and submitted together with full payment of course fees to MIM before commencement of the course.

Payment can made via cash, cheque, credit card or telegraphic transfer / direct debit / IBG.

SUBSTITUTION OR CANCELLATIONSubstitution of partipant(s) is allowed provided MIM is notified in writing with the name and designation of the new participant(s) prior to commencement of the programme.

Cancellation of registration by participant is subject to the following:

• Seven (7) working days prior to commencement, 10% of cource fee will be charged as administration fee.• Less than seven (7) working days prior to the commencement, 50% of course fee will be charged.• If no notification is received by the commencement date, the full course fee will be charged.

Non-AttendanceIf participant fails to attend a programme, a full course fee will be charged.

EARLY BIRD DISCOUNTRegistration forms together with full payment of course fees received one (1) month before the commencement of the

programme is entitled to a 10% discount. Proof of posting is not proof of receipt.

REGISTER 3 GET THE 4TH FREE!An organisation sending three staff to attend the same programme held on the same day is entitle to one free seat for the same programme held on the same day.

This offer is not valid with:(i) Other discounts (e.g. early bird discounts or promotions);(ii) Programmes that have assessment tools, special cource material, books, additional items etc given.

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ADMINISTRATIVE DETAILSMEMBER: RM 2340NON MEMBERS: RM 2600

17th & 18th October 2018 | MIM Learning Centre

HR Metrics andPeople Analytics

Certificate in

MIM