Course Description
The human resources function in today’s organizations has moved ahead from a transaction oriented cost centre to a value-added business partnership approach. Analytics has played a critical role in this journey of HR transformation. This online HR Analytics programme will specifically focus on the applied methods and techniques with an output orientation for improving the human resource functions in large scale organizations. The frameworks, models, and hands-on analytical approaches will equip the participants with developing the SMART (specific, measurable, attainable, reliable, and time bound) targets and identifying business contributions of the HR function in their respective organizations.
Analytics is always an important topic and trend in every part of business and HR is also not far behind.
Exposure to important metrics in employee lifecycle through tools like SPSS, Advance excel and Tableau.
Tools Used
Tableau
SPSS
What You Get?
CERTIFICATION FROM IIM
Opportunity to earn certificate of Completion in HR Analytics from Indian Institute of Management Rohtak
CASE-BASED SESSION
Real life case-based study pedagogy to enhance implementation of theoretical concepts to real life problems.
INDIA’S TOP FACULTIES
You get to learn from some of the best faculties and experts who, by bringing their prospects into the mix, help learners grow.
CAMPUS VISITS
Blended learning to ensure that you learn, engage and present your projects to your faculty at the campus in the end of the programme
WEEKEND CLASS SCHEDULE
Classes are held on weekend so that learning and work can go side by side and it’s easy for working professionals to attend lectures.
INDUSTRY INTERACTIONS
Attend Sessions from Industry experts, specialized into People Analytics
END TERM PROJECT
Project work is an imperative part of the programme as it ensures practical knowledge of all project management tools and techniques. At the end of the term, the Project is presented to Faculty panel at the campus for the final review.
Insights into HR Analytics
77% of organizations believe HR Analytics is important. While only 24% of the HR executives are thinking long term.
Programme Faculty
Industry Speakers
Dr. Rama Shankar Yadav
Dr. Koustab Ghosh
Who Should Attend
HR Professionals
HRBP
HR Leads
HR Generalist
Syllabus
- Basic prerequisites
- Profiling of interviewers
- Competency based behavioural questions
- Current practices
- STAR
- PAR
- CARL
- What is LAMP?
- Relation with Human
- Capital Bridge framework
- Hierarchical analysis of employee data for business decisions
- Scan
- Plan
- Produce
- Predict
- Reactive analytics
- Proactive analytics
- Strategic analytics
- Predictive analytics
- Hiring estimates
- Sources and channels
- Time and cost effectiveness
- Recruitment outsourcing
- Fill-up ratio, Time to hire, Cost per hire
- Early turnover, Termination during probation
- Channel efficiency mix in terms of Direct hires, Employee referral hires, Agency hires & Lateral hires
- Offer reject and renege, Fulfilment ratio, Quality of hire
- Recruitment to HR cost
- Workforce diversity index
- Gender mix
- Differently abled index
- Implementation challenges
- Retention index
- Voluntary and involuntary turnover
- Turnover by department, grades, performance, and service tenure
- Internal hired index
- Training need identification
- Make or Buy Model
- Training effectiveness evaluation
- Percentage of employee trained
- Internally and externally trained
- Training hours and cost per employee, ROI calculation
- Promotion index
- Rotation index
- Career path index
- Level wise succession readiness index
- Employees per manager
- Employee service profiling
- Workforce age profiling
- Workforce service profiling
- Churnover index
- Separation clearance time
- Revenue per employee
- Operating cost per employee
- PBT per employee
- HR cost per employee
- HR to operating cost
- Compensation to HR cost
- HR budget variance
- HR ROI
- Process of development
- Essential criteria Identifying the metrics
- Leading and lagging indicators
- Selection of appropriate metrics Sources of data
- Types of design: post only, both pre and post measures,
- Time series
- Measures with a comparison group, measures with a comparison standard
- Criteria of creating KPI Dashboard
- Characteristics of the metrics
- Creating a sales KPI Dashboard
- Creating a sales KPI Dashboard through 9 Box Grid
- Calculating HR KPI
- Scorecard based on recruitment, training and development
- Calculating HR KPI
- Scorecard based on employee retention, and turnover
- Corporate strategy versus HR strategy
- Identifying HR stakeholders
- Meeting expectations of HR stakeholders
- Corporate branding through HR
- Strategic perspective
- Customer perspective
- Operation perspective
- Financial perspective
- Case study: Verizon Communications: Implementing
- Human Resources Balanced scorecard
- What is gamification
- Why companies use gamification
- How gamification can help in recruitment and selection
- What is employee engagement
- Employee engagement survey
- Use of gamification in employee engagement
- Go to market model
- Developmental model
- Structure, team, sponsor/champion
- Analytics culture
- Working with consultant/coaches
- Regional and country level differences in turnover data
- Predicting individual and team turnovers
- Turnover costs for business implications
- Selection decisions from previous performance data
- Predictive modelling of individual and team performance
- Identifying flight-risk candidates
- Process of report generation
- At the IIM-R Campus
Fee Schedule
Programme Fee
For Indian Residents
INR 60,000 + GST*
For International Students
USD 1,450
Installment Schedule
First Installment
INR 20,000 + GST*
USD 500 Payment Deadline: On Registration
Second Installment
INR 20,000 + GST*
USD 500 Payment Deadline: 20/11/2018
Third Installment
INR 20,000 + GST*
USD 450 Payment Deadline: 20/12/2018