This program aims to equip HR professionals with the required skills to understand the importance of HR metrics strategic workforce management, planning, and decision-making.
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The participants will know the best practices that help in leveraging data analytics to drive HR strategy and achieve organizational goals. This program will empower the participants with a set of competencies that make informed decisions about their people to drive HR strategy and improve business outcomes. The metrics of all HR processes including recruitment, compensation, and retention will be a major Module to be discussed in this program through collecting, processing, and analyzing the data.
Upon completing this training program,
HR analytics serves as a powerful tool for HR professionals and organizational leaders to make strategic decisions that drive business performance, enhance workforce effectiveness, and achieve competitive advantage in today's dynamic business environment. By leveraging data-driven insights, organizations can optimize their HR strategies and practices to adapt to changing market conditions, capitalize on emerging opportunities, and achieve long-term success.
HR analytics contributes to strategic decision-making through different aspects:
The majority of institutions and professional bodies provide Continuing Professional Development targets generally set on an annual basis. These targets are defined by the accrual of CPD activities through attendance in training courses, eLearning and events, as well as other forms of structured learning. Most professional bodies use CPD hours as their measure, and where CPD points or credits are used, these are typically a 1:1 ratio with CPD hours. By this, 1 CPD point would be equal to 1 CPD hour.
The majority of institutions and professional bodies will allow members to choose subjects of relevance to them, whilst a minority will require their members to seek CPD training on a particular range of core subjects. All professionals must understand how CPD should be recorded and how much learning time is required for their role each year. As a general rule, we advise that at least 50% of CPD be completed in a structured CPD / active learning environment.
The CPD Cycle is a practical tool that helps individuals to structure their Continuing Professional Development learning easily throughout the year, and to identify regular and measurable improvements in work-related skills and knowledge. There are five key stages of the CPD Cycle that are important when planning professional development activities for the year. These include Stage 1 - Identifying Your Needs, Stage 2 – Planning, Stage 3 - Acting/Doing, Stage 4 - Reflecting on Learning, Stage 5 - Implement your New Learning.
CPD is something that most people will do on an ongoing basis as part of their career. To reflect and keep track of learning, it is important to maintain a regular and up to date record of any completed learning and development activities, as well as future goals or professional achievements in the work environment. A CPD log and record of learning activities undertaken can be kept using an online purpose-built CPD recording tool, such as the myCPD Portal.
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