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Conventional HR metrics such as turnover rate and time to fill will only answer questions of the past and what has already happened. It offers limited predictive power into the future. As a result, most organizations use HR analytics only as a reactive response rather than as a key focus of forward-looking workforce strategy. HCMI’s 2-day Workforce Analytics Training will help participants gain the necessary skills and tools to break out of the reactive cycle and start making evidence-based decisions in human capital management.

Email us directly for more info: [email protected]

What Attendees Receive from HCMI’s Training
Everything a Workforce Analyst Needs to Know

 Learn HCMI’s proven talent management framework with over 30 case studies and 10 hands-on exercises, and walk away with a free workforce model and 100+ metrics.

Evidence-based Talent Management Framework
HCMI’s framework has helped major leading corporations and nonprofit entities implement the evidence-based approach to their talent management. Find HCMI’s case studies here.

Build Conceptual Foundation for Advanced Analyses
This workshop provides all the necessary concepts to help attendees build the foundation to solve complex talent problems and perform predictive analyses.

Walk away with Implementation-ready Project Ideas
Complete the workshop with a list of low-hanging opportunities for attendees to have make an immediate impact on their organization and make a business case for workforce analytics.

Key Questions Answered in this Workshop
  • Is workforce productivity increasing, decreasing or static? How are we performing versus peers?
  • Is internal mobility a source of value creation or of turnover and cost at the organization?
  • Is the ROI on Human Capital higher than the ROI for other business capital (i.e., on working capital and invested capital)?
  • Where does the best talent come from? Which businesses or managers are the best talent scouts and coaches?
  • Are leaders effectively managing human capital? Is there a correlation between manager effectiveness and workforce engagement, performance, and retention?

Why HCMI

Since 2010, our training has helped hundreds of organizations, including many Global 2,000 companies, nonprofits, healthcare organizations, and major government entities around the world, to implement an evidence-based approach to their talent management. See what attendees are saying about our workshops and review some case studies based on our client engagements. Here are key differentiators of HCMI’s workshop:

  • Designed with a practical perspective: real case study stories, examples, and advanced tools
  • Includes over 30 case studies, 10 hands-on exercises, and peer-based interactive discussions
  • Walk away from our training with metrics, tools, and templates to make an immediate impact
  • Conducted by a globally recognized workforce analytics expert
Who Should Attend this Workshop?
  • Training and Development
  • Talent Management
  • Organizational Development
  • Workforce Planning
  • Workforce Analytics
  • Strategic Planning
  • Human Resource Information System
  • Human Resource Business Partner
  • Finance
Email us directly for more info: [email protected]

No Training Prerequisite

There is no prerequisite to attend HCMI’s workshops. All an attendee needs is basic statistics, Microsoft Excel, and business knowledge.

Outline

Day 1

  • Section 1: The Business Case for Analytics, What is Analytics, Why is it important?
  • Section 2: Case Studies in Human Capital Analytics
  • Section 3: Human Capital Analytics and the Employee Life Cycle: Sources of Value
  • Section 4: Standards in Human Capital and HR
  • Section 5: Human Capital Analytic Process and Methods
  • Section 6: Identifying Drivers and Root Causes

Email us directly for more info: [email protected]

Day 2

  • Section 7: Statistics and Advanced Analysis Toolkit
  • Section 8: Best Practices and Critical Success Factors
  • Section 9: Project Management and Scoping Analytics Projects
  • Section 10: Techniques for Analyzing and Visualizing Data
  • Section 11: Metrics and Measurements: Good, vs. Important vs. Critical Metrics
  • Section 12: Data Quality and Analytics
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Some quick facts about HCMI:
  • USA based
  • HCMI Malaysia Office established in 2012 and made up of established C-level & HR Practitioners
  • Specialised in:
    • Workforce Analytics & Planning
    • HR Strategy & Solutions
    • Human Capital Metrics and ROI
    • Change Management
    • HR Transformation
    • Talent Management
  • Training courses conducted in Malaysia:
    • Workforce Planning
    • Workforce Productivity Analytics
    • Talent Management Metrics
  • Board made up of both CFO’s and HR Professionals from varied industries
  • Our Workforce has over 100 years of cumulative experience 
HCMI SEA and Pacific Sdn Bhd
03 2857 9677
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