Strategic HR Analytics
Strategic HR Analytics, available at $27.99, has an average rating of 3, with 47 lectures, based on 48 reviews, and has 127 subscribers.
You will learn about 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 This course is ideal for individuals who are Employers, HR practitioners, HR consultants, managers, supervisors, recruiters, employees, business peoples, online workers, self employed, labor agencies, employment agencies, Tutors, everybody etc It is particularly useful for Employers, HR practitioners, HR consultants, managers, supervisors, recruiters, employees, business peoples, online workers, self employed, labor agencies, employment agencies, Tutors, everybody etc.
Enroll now: Strategic HR Analytics
Summary
Title: Strategic HR Analytics
Price: $27.99
Average Rating: 3
Number of Lectures: 47
Number of Published Lectures: 47
Number of Curriculum Items: 47
Number of Published Curriculum Objects: 47
Original Price: $89.99
Quality Status: approved
Status: Live
What You Will 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
Who Should Attend
- Employers, HR practitioners, HR consultants, managers, supervisors, recruiters, employees, business peoples, online workers, self employed, labor agencies, employment agencies, Tutors, everybody etc
Target Audiences
- Employers, HR practitioners, HR consultants, managers, supervisors, recruiters, employees, business peoples, online workers, self employed, labor agencies, employment agencies, Tutors, everybody 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.
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.
Course Curriculum
Chapter 1: Introduction
Lecture 1: Introduction
Lecture 2: What is HR analytics
Lecture 3: Types of HR analytics
Lecture 4: Examples of HR analytics
Lecture 5: Predictive HR analytics trends
Lecture 6: Benefits of HR analytics
Lecture 7: Cons of HR analytics
Chapter 2: How Does HR Analytics Work ( Understanding The Process Of HR Analytics)
Lecture 1: Collecting Data
Lecture 2: Measurement
Lecture 3: Analysis
Lecture 4: Application
Chapter 3: Key HR Analytics Metrics
Lecture 1: Revenue per employee
Lecture 2: Offer acceptance rate
Lecture 3: Training expenses per employee
Lecture 4: Training efficiency
Lecture 5: Voluntary turnover rate
Lecture 6: Involuntary turnover rate
Lecture 7: Time to fill
Lecture 8: Time to hire
Lecture 9: Absenteeism
Lecture 10: Human capital risk
Chapter 4: Data Required By HR Analytics Tools
Lecture 1: Internal and external data
Lecture 2: Passive from employees
Lecture 3: Historical data
Chapter 5: Four Ways To Use HR Analytics To Make Important Business Decision
Lecture 1: Its helps to address changes in the office
Lecture 2: It aids in recruitment and retention
Lecture 3: It helps with a proactive HR strategy
Lecture 4: It helps professional in human resources to strengthen their capacities
Chapter 6: Three Ways Predictive Analytics Is Changing Recruitment Practices
Lecture 1: Hiring process quality enhancement
Lecture 2: Intelligent and efficient sourcing
Lecture 3: Faster and targeted hiring
Chapter 7: How HR Analytics Can Transform The Workplace
Lecture 1: Strengthen recruiting
Lecture 2: Streamlines hiring and reduce turnover
Lecture 3: Optimize employment engagement
Lecture 4: Identifies patterns
Chapter 8: Legal Issues Surrounding HR Analytics
Lecture 1: Make sure that you are following legal and ethical procedures
Lecture 2: Make sure your technology can support your data collection
Lecture 3: Practical needs of data analytics
Lecture 4: Hire experts to analyze data extract insight and present to the company
Chapter 9: What Can HR Leaders Do To Implement HR Analytics
Lecture 1: Create a plan
Lecture 2: Involve data scientist
Lecture 3: Prepare HR personnel
Lecture 4: Educate HR professionals
Lecture 5: Ensure legal compliance
Chapter 10: The Impact Of Analytics On HR
Lecture 1: Performance and efficiency
Lecture 2: Recruitment and hiring processes
Lecture 3: Employee experience
Instructors
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Eric Yeboah
MBA/ PGDip
Rating Distribution
- 1 stars: 4 votes
- 2 stars: 1 votes
- 3 stars: 8 votes
- 4 stars: 6 votes
- 5 stars: 29 votes
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