What you'll 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
Requirements
No requirements
Description
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.
Overview
Section 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
Section 2: How Does HR Analytics Work ( Understanding The Process Of HR Analytics)
Lecture 8 Collecting Data
Lecture 9 Measurement
Lecture 10 Analysis
Lecture 11 Application
Section 3: Key HR Analytics Metrics
Lecture 12 Revenue per employee
Lecture 13 Offer acceptance rate
Lecture 14 Training expenses per employee
Lecture 15 Training efficiency
Lecture 16 Voluntary turnover rate
Lecture 17 Involuntary turnover rate
Lecture 18 Time to fill
Lecture 19 Time to hire
Lecture 20 Absenteeism
Lecture 21 Human capital risk
Section 4: Data Required By HR Analytics Tools
Lecture 22 Internal and external data
Lecture 23 Passive from employees
Lecture 24 Historical data
Section 5: Four Ways To Use HR Analytics To Make Important Business Decision
Lecture 25 Its helps to address changes in the office
Lecture 26 It aids in recruitment and retention
Lecture 27 It helps with a proactive HR strategy
Lecture 28 It helps professional in human resources to strengthen their capacities
Section 6: Three Ways Predictive Analytics Is Changing Recruitment Practices
Lecture 29 Hiring process quality enhancement
Lecture 30 Intelligent and efficient sourcing
Lecture 31 Faster and targeted hiring
Section 7: How HR Analytics Can Transform The Workplace
Lecture 32 Strengthen recruiting
Lecture 33 Streamlines hiring and reduce turnover
Lecture 34 Optimize employment engagement
Lecture 35 Identifies patterns
Section 8: Legal Issues Surrounding HR Analytics
Lecture 36 Make sure that you are following legal and ethical procedures
Lecture 37 Make sure your technology can support your data collection
Lecture 38 Practical needs of data analytics
Lecture 39 Hire experts to analyze data extract insight and present to the company
Section 9: What Can HR Leaders Do To Implement HR Analytics
Lecture 40 Create a plan
Lecture 41 Involve data scientist
Lecture 42 Prepare HR personnel
Lecture 43 Educate HR professionals
Lecture 44 Ensure legal compliance
Section 10: The Impact Of Analytics On HR
Lecture 45 Performance and efficiency
Lecture 46 Recruitment and hiring processes
Lecture 47 Employee experience
Employers, HR practitioners, HR consultants, managers, supervisors, recruiters, employees, business peoples, online workers, self employed, labor agencies, employment agencies, Tutors, everybody etc


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