What is so unique about HR Analytics Course by HR Association India
The HR Analytics Course by HR HRAI is most Practical & Research Based and hence most Result Oriented Course on HR Analytics in IndiaJoin Now…
In the era of AI, Machine Learning, BOTS and Automation thousands of jobs are at stake worldwide. Unfortunately HR is not immune to this phenomenon. Very soon only those professionals will survive who are too specialized to be replaced. Expertise in HR Analytics will help HR professionals thrive at the beginning and survive at the later stage. Contact us for HR Analytics Consulting.
What All You Get
HRAI’s Unique 360 Degree Blended Learning Approach Ensures You get much more than your Expectations from this Course.
Pre-training Reading Material to reach you 10 days before the ILT dates. Optional Reading, but surely helps making best use of ILT.
3 Day Training Program
3 Days of Intensive Instructure Let Training, We also prefer inviting Industry Leaders for Special Discussions including Use Case.
After the ILT, 3 Months of Micro Learning Booster Sessions to follow.
Assisted Live Project to be taken within One Week of ILT and Submitted within 10 Weeks.
HR Analytics Course Content
The Content for HRAI’s HR Analytics Course has been very strategically developed to enable even first time users immediately start working on HR Analytics. You will be able to optimize all HR Processes, generate and calculate ROI and even establish a new HR Analytics centre in your Organization.
1. HR Analytics is a Necessity not Luxury. 2. What HR Analytics is and What its is NOT. 3. Why to Use Analytics in HR, Use Cases. 4. Understand Data , Metric and Analytics 5. Analytics Continuum – Reporting > Analysis > Monitoring > Prediction 6. HR Functions on Continuum of Complexity, Perspective and Business Value 7. How to begin with HR Analytics in your Organization? 8. Understanding Variables, Analysis Research Design and Hypothesis Testing 9. Analytics and HR Value Chain 10. HR Analytics Case Studies 11. Data Collection, Errors and Data Cleaning 12. Practice Sessions – Data Cleaning, Metrics, Analysis
13. Statistics for HR Analytics 14. Outliers, Normalization and Standardization 15. Working With Central Tendencies 16. Using Correlations 17. Variance Analysis 18. Regressions 19. Making HR Business Cases 20. Creating Metrics 21. Must Metrics for HR Professionals 22. Over 100 HR Metrics 23. Predictive Analysis 24. Creating Reports and Making Decisions 25. Aligning all Business and Non-business Processes with Organizational Goals
26. Using Excel, SPSS for HR Analytics 27. Scope of HR analytics for Your Organization 28. Selection of Live Project 29. Action Planning
30. Using HR Analytics for Various HR Processes
HR Analytics Course Blog
IMPORTANCE OF HR ANALYTICS COURSE IN THE ERA OF BOTS, ROBOTICS, ARTIFICIAL INTELLIGENCE AND AUTOMATION
HR analytics plays an important role in all the decision-making processes for the automated systems where the data obtained over a period of time will be viable to make correct decisions or precede in a certain direction.
“The danger of the past was that men became slaves, the danger of the future is that men might become robots.” We are entering in an era where human-machine partnerships can yield better results in developing and transforming business. Automation technology would be more effective to business, when it is complemented by human and not trying to replace human. In the next few decades, due to this ongoing digital revolution today, we might see that most of the tasks which are repetitive in nature would be transferred to sophisticated automation systems. There are various HR processes like recruitment, hiring, onboarding, training, performance evaluation, employee remuneration, etc. where HR Analytics Coutrse could play a vital role in providing intelligence to the cognitive systems in order to save time and make HR managers do more creative and strategic work and contribute more to the growth of the organization. Consider a task like hiring, which is laborious and time-consuming. A recruiter needs to flip through thousands of resumes to shortlist the suitable ones for a single opening, which can be avoided if we have an automated system in place to determine the suitability of a candidate’s profile as per the company’s requirement. The automated system with analytics can be made to automatically schedule the interviews, give feedback, and address their queries for the further process. This system would use data in the form of candidate’s professional experience, previous performance, interview scores, etc. and then further analyze the candidate against the characteristics of other successful employees who were in that role to determine if he/she would be a perfect fit for the organization. Data in the form of availability of slots for the interviewer/team and candidate’s availability can help the system come up with an appropriate time slot, which will reduce HR manager’s work to an extent. Sometimes hiring manager could be biased in picking a candidate who has matching traits to him or same line of thoughts, all these biases can be removed by an automated system, which would bring diversity to the team. Chatbots can be implemented in furbishing the onboarding process. A new hire needs some help settling in new workplace, where chatbots with the use of data points can help the new hire with cube or resource allocations, providing FAQs for understanding policies, to know about whom to contact for a specific task, first assignments, etc. With this, the onboarding process would be made easier for a new hire as well as free the HR managers from these tasks. These chatbots or virtual assistants would be up to date with ever-changing policies and new regulations of the company, so an employee gets most accurate information at all times. Chatbots can also be used by employees in order to inquire about the vacation dates and request the same for the approval. The automated tool would take into account, the availability of another point of contacts when the employee is on leave; assign the work scheduled, review the deliverables of an employee, etc. This will help in process being more transparent and employee driven.
Chatbots are considered to be more effective because of their no-bias designs and human-friendliness; employees would feel more comfortable to ask queries. These could also be used as grievance redressal portals wherein anonymity can also be preserved in order to maintain the transparency, thereby enriching the employee experience. AI systems can be used in day-to-day decision-making process in the organization. Just acquiring top talents is not enough, training and mentoring of top talents is essential to drive the company’s future forward.
We can use AI to determine what sort of training has to be given to an employee to help him in his career development through the parameters that would be obtained from reviews from the peers, feedbacks, previous project scores, ratings etc. This might encourage the employees to overcome their shortcomings and move towards achieving long-term goals. A big emphasis should be given in aligning individual goals with company’s model or work culture; this is where an automated system can focus on
suggesting training to improve employee’s skill levels. Nowadays AI have the potential to come up with course suggestions and determine the learning paths which indeed help employees grow in their domain by interpreting the kind of work an employee does. Machine learning algorithms can be used for retentions as well as predicting employee resignations. Here, Using the knowledge gained from HR Analytics Course, the historical data can be used to determine how likely an employee is willing to continue in the organization or resign, and then the automated system uses the behavioral pattern of the employee, his past records, etc. and also the market trend analysis that will help HR managers to retain the employee by promotion, hike on current salary, work-life balance, etc. The system must be robust enough to pinpoint whom should these be provided only then we can get better results in retentions. Analyzing market trends help us to keep our compensations in-line with current market demand but there are other factors like company turnover, company’s business model, employee’s role in team tasks, etc. which also play a role in deciding the compensation.
Social media and digital technology play a very big role in attracting top talents into the company. HR manager have to do a lot of research and tracking of data in order to convert a potential top talent into a hire. One common scare with ever-increasing technological development is that AI, robots and virtual assistants would lead to job displacements. This might not be true as some recent studies have shown that more jobs do get created when such technologies are developing. Digital revolution is here to enable people and not replace them. AIs will make employees more proactive, efficient and creative rather than doing the same repetitive work over and over again. There are some challenges as well to this AI technology as not all decisions in HR process are heads and tails or the best solution, sometimes there is a tradeoff between multiple options. These sophisticated algorithms will not be able to capture these tradeoffs all the time and this is where human coexistence is important. The future ahead shows promising signs in the world of HR Analytics with the enhanced AI technologies. HR professionals have an opportunity to redesign their existing structure in the organization and rethink about their existing training and recruiting frameworks with the help of technology. We are pacing into a world where robots would be more intelligent than humans sometimes. The primary role of the HR managers would be to address what we need from the workforce and how to implement these latest technologies which can reinvent HR process. That’s why HR Analytics Course is a must for the the HR Professionals and not a Luxury.
Cognitive system is an enabler for business transformation; we will have to use these technologies behind the scenes to enrich our employee experience.
Contributed By : Pooja Surana