Example: stock market

certified Hr Analytics Professional - Aon - Health

Gain leaders' trust to sharpen the human capital agenda Navigate across contexts to create Understand business imperatives, tangible impact connect people initiatives Alumni refer someone for an AHLC course Flagship certificate courses for HR Is the median professionals participant experience Bespoke HR capability journeys for organizations Alumni HR leaders feel empowered are a part of to drive business our alumni results community HR. professionals have received training via our courses Comprehensive Assessment Assignment Learning Lab Online Discussion E-Learnings Registration Business Required Capabilities and Implications for HR Priorities and Alignment and 1 Strategy 2 Human Capital Strategy 3 Roadmap 4 Readiness 5 Success Measures Unpacking elements HR and People Initiatives Business Leadership How will we measure 2a Required Organizational Capabilities and Implications 4a of the business that support the Business Alignment & Readiness the outcomes of th

Alumni refer someone for an AHLC course HR leaders are a part of our alumni community Is the median participant experience Alumni feel empowered

Tags:

  Certified, Professional, Analytics, Certified hr analytics professional aon

Information

Domain:

Source:

Link to this page:

Please notify us if you found a problem with this document:

Other abuse

Transcription of certified Hr Analytics Professional - Aon - Health

1 Gain leaders' trust to sharpen the human capital agenda Navigate across contexts to create Understand business imperatives, tangible impact connect people initiatives Alumni refer someone for an AHLC course Flagship certificate courses for HR Is the median professionals participant experience Bespoke HR capability journeys for organizations Alumni HR leaders feel empowered are a part of to drive business our alumni results community HR. professionals have received training via our courses Comprehensive Assessment Assignment Learning Lab Online Discussion E-Learnings Registration Business Required Capabilities and Implications for HR Priorities and Alignment and 1 Strategy 2 Human Capital Strategy 3 Roadmap 4 Readiness 5 Success Measures Unpacking elements HR and People Initiatives Business Leadership How will we measure 2a Required Organizational Capabilities and Implications 4a of the business that support the Business Alignment & Readiness the outcomes of the strategy.

2 Not defining and Human Capital strategy human capital the business with a prioritization of An assessment of organization Critical questions that identify the key capabilities required strategy and the strategy. initiatives and sequencing. and leadership readiness for to drive the business strategy and the relevant implications. portfolio of HR. change in support of the human program priorities? Primary Business Start (new initiatives): capital strategy. Strategy: 2b Human Capital Strategy Components .. Balanced scorecard Cost Leadership .. items to consider: Strategic statements that support the business strategy, Differentiation establish HR's focus, identifying key gaps to close.

3 Ideally Measures that o Product Continue (or adjust): link to business a rolling 3-year commitment.. Innovation HR Functional outcomes .. 4b o Customer Alignment & Readiness Customer Intimacy Workforce and Organization Design Stop (not aligned to perspective, Does the structure and Other strategy): including: business Acquisition and Development Total capabilities of the HR function Considerations: .. executives, support the strategic initiatives? Market Dynamics Rewards .. employees, and and Competitive results Landscape Leadership Addressing the Funding People HR Operational/. Geographic Culture Gap: How to ensure we financial Expansion have Process Organization effectiveness Risk/Regulatory the capital to put towards Design measures for HR.

4 Compliance new initiatives 2c Human Capital Strategy Components Pressure Sequencing/Roadmap: 1-3 External Execution of year journey mapped with Technology Governance perspectives such Major Will these strategies increase or impede employee dependencies as benchmarks Investments/ engagement and how will they align or depart from the Committed existing employee value proposition? Where are you Initiative today and what needs to change? Showcase the robustness of the process Usage of workforce plans through which an outcome is achieved Measure impact of the people or First year engagement of new hires business outcomes of any process Check on input maximization and cost Cost per hire by source benefit analysis Measure the effect of the final output on New hire performance index by source the key goals Predictive forecasting of results through Bench strength talent ratio for critical underlying assumptions roles Post activity analysis on an ongoing Attrition rate analysis basis to measure change Descriptive Predictive Prescriptive Analytics Analytics Analytics Understand

5 Past and current Workforce business performance and forecast make informed decisions. accuracy Analyze past performance in Prediction an effort to predict the future Culture fit for by examining historical data, detecting patterns or new hires Causation relationships. Correlation Help decision maker to Benchmark Wage bill identify the optimal optimization Scorecards & Dashboards alternative in problems with model multiple conflicting criteria. Anecdotes Ability to frame a problem accurately Reliable Efficient Data Technology Ability to discern relationships and linkages Leadership HR. Sponsorship Experts Ability to cut through the complexity and focus on the essence Line Data Managers Geeks Support Ability to step back from the problem and think ahead Narrative coupled with data gives adequate context to the audience and helps understand the importance of a particular insight.

6 Often interesting insights and outliers are hidden in data. Visuals applied to data help the audience Enlighten look beyond the obvious. Helping individuals immerse into the experience. Visuals and narrative together can help influence and drive change. Ensure veracity and accuracy of data. Identify an effective and relevant tool Continued cadence will drive the next evolution of HR and help partner on business outcomes Define the business impacting critical talent questions Keep it simple and action-oriented but don't compromise the rigor. There are no short cuts to becoming mature and doing predictive & prescriptive Analytics Despite committed Only 11% employees value Focus on employee perception Enable ecosystem to collect investment, lack of the benefits offered employee benefit preference Analyze the changing effectiveness in benefits data continuously 25% of benefits are utilized demographic landscape and policy.

7 Need to increase effectively utilization trends vis a vis each Recommend and realign benefits utility benefit policies in a timely manner Data Driving Analysis Insights Measuring Introduction Implementing Final Results in to HR. Analytics Assessment HR Analytics Day 1 Day 2 Assessment Learning journey spanning across two contact classes and a comprehensive online assessment Participant Handbooks* Online Discussion Boards*. *Active for one year Final Assessment Assignments Class Participation Quiz Final Assessment can only be taken after attending all five modules Minimum 50% is required in the final assessment At least 50% aggregate score is required to complete the certification Measuring Results in HR.

8 Configure the right kind of metrics to measure results across the HR value chain Objectives Understand Aon's Human Capital Strategy Methodology and link business strategy to your Human Capital Strategy Explore how metrics are used to measure results in HR. o Process vs Outcome o Efficiency vs Effectiveness o Lead vs Lag Outcomes Learn to configure success measures based on human capital strategy to measure business impact End to end performance evaluation of each segment of the Human Capital Strategy through continuous process and outcome measurement Refine HR programs through efficiency and effectiveness analysis Gain holistic understanding of HR value chain by using lead and lag measures Introduction to HR Analytics Build a strong foundation to champion and implement Analytics Objectives Explore how business can deliver on business outcomes by leveraging on Analytics Analyze the business

9 Impact of HR Analytics in real business situations Develop an understanding on the 3 main types of Analytics and their appropriate usage in different HR areas Outcomes o Descriptive Analytics o Predictive Analytics Create buy in for HR Analytics driven solutions and o Prescriptive Analytics decisions Refresh basic statistics knowledge and understand the key Drive short, long and medium term results through statistical tools needed for effective use of Analytics effective application of Analytics Develop strong foundational skills in statistics to deliver quality results Apply Analytics maturity model to plan for your HR's journey Data Analysis Apply critical thinking to frame hypothesis and deploy data visualizations Objectives Introduction to the key skills to drive data analysis.

10 Critical thinking and storyboarding Frame critical questions to build critical thinking capabilities and apply them in different HR areas Learn about the various data visualization techniques and their effective utilization using cutting edge tools like Tableau Outcomes Create early awareness on the common pitfalls associated with Approach HR problems with a critical thinking data visualization mindset and use critical questions to gain relevant insights; to be used for problem solving Develop the foundation blocks of data analysis through understanding critical thinking and storyboarding Leverage data visualization tools and techniques effectively and proactively avoid failures Driving Insights Uncover and communicate insights to provide tangible benefits Objectives Understand the process of forming appropriate hypothesis Develop skills to analyze data holistically and draw out trends and insights Understand the art of communicating insights through effective storyboarding Outcomes Learn to build effective story boards and use them to influence stakeholders and build buy in for your


Related search queries