Using Analytics to Improve People Decisions (Foundation Level)
As HR practitioners, are you able to forecast which employees are at risk of leaving? Can you help improve the organisation’s engagement level? Are you well equipped to drive better compensation and benefits design?
Leading companies such as Google and Starbucks have adopted data-driven approaches to make decisions about their employees. Best Buy, an electronics retail store in the USA, found that a 0.1% increase in their employee engagement at a particular store translates into a US$100K increase in the store’s operating revenue. AT&T and Google found that, for their companies, the ability to take initiative, rather than stellar academic records from prestigious schools is a far better predictor of high performance on a job. These companies leverage on employee and other data extensively to help them make objective HR decisions.
The application of talent analytics to enhance the value of companies is well recognised. However, the challenge faced by HR practitioners is i) knowing WHAT to analyse (to identify the kind of analyses that will help them make better people decisions) and ii) knowing HOW to analyse (to have the knowledge and be proficient in the use of analytical tools to undertake analytics). This intensive two-day programme aims to address the challenges outlined above, and equip the HR practitioners to be more competent and confident in making sense of data for enhanced people decisions.
REGISTRATION (INTAKE 5) DOWNLOAD BROCHURE
Why HR Analytics
The application of HR analytics to enhance the value of companies is one of the hottest topics for HR practitioners today. In the article ‘Competing for Talent Analytics’, Professor Thomas Davenport and his team noted that early adopters of HR analytics have created a tangible value for themselves by applying the use of data and tools to people processes and that these organisations have a hard-to-replicate competitive advantage. The diagram below shows 6 kinds of analytics suggested by Professor Davenport:
- To address the state of HR analytics today.
- To raise the level of competency of HR professionals in the use of analytics to undertake basic and intermediate level data analysis and examine basic multivariate models. This will include a discussion of the various types of data and their relationship to analytical outcomes.
- To infuse in participants the knowledge to enlarge the scope and depth of the application of analytics to obtain insights that are most valuable to their companies.
- To examine common pitfalls in the use of analytics in HR.
- To prepare participants for analytics to play a bigger role in their organisation.
This is a highly interactive programme where class sharing, discussion and exercises will be employed alongside with analytical software hands-on practices to help participants grasp the gist of HR analytics.
Who should Attend
This programme is recommended for executives who are involved in HR functions. It will also be meaningful for participants of the same company to attend as a group which would facilitate discussions and reflection of action plans for their company.
Snapshots of Classes
Professionals Management Toolkit Series
The HR Analytics Certificate: Using Analytics to Improve People Decisions programme is part of the Professionals Management Toolkit (PMT) Series. Participants who successfully complete 6 programmes offered by SMUA-HCML within 5 years will receive the Certified Professional Business Manager (CPBM). For example:
COMM – Advanced Communication Strategies
STRATEGY – Middle Managers’ Role in Strategy Implementation
FINANCE – Finance for Professionals
ANALYTICS – Analytics for Better Decision Making
LEADERSHIP – Complete any 2 modules from Executive Certificate in Leadership & People Management (70% WSQ Course Fee Grant available)
HR – Complete any 1 module from HR Graduate Certification (70% WSQ Course Fee Grant available)
– HR Analytics Certificate (Foundation Level)
– Certified HR Analytical Professional (Advanced Level)
Participants have to meet a minimum attendance rate of 75% and are required to undergo an assessment at the end of the programme. Only upon meeting the minimum attendance rate and passing of the assessment, will participants be issued a Certificate of Completion.
Participants who failed the assessment will be given a chance for re-assessment at a re-assessment fee of SGD481.50 (including GST). Each participant is allowed up to 1 re-assessment. The re-assessment has to be taken within 1 month following the last attempt. The re-assessment will be held on a weekday specified by CPS.
Participants who meet the minimum attendance rate but do not achieve a pass for the assessment will be issued a Certificate of Participation.
HR analytics competency levels may be classified as foundation level, which allows the practitioner to undertake most descriptive data analyses, and advanced level, which allows for analyses that yield predictive and prescriptive insights. The HR Analytics Certificate: Using Analytics to Improve People Decisions programme enables participants to undertake descriptive analyses and some predictive analyses. Participants who have successfully completed the HR Analytics Certificate: Using Analytics to Improve People Decisions programme may continue to take the Certified HR Analytical Professional (Advanced Level) programme.
Intake 3: 20 to 21 July 2017 (9.00am – 5.00pm) Fully Subscribed
Intake 4: 4 to 5 September 2017 (9.00am – 5.00pm) Fully Subscribed
Intake 5: 1 to 2 March 2018 (9.00am – 5.00pm) Open for Registration Now
Waiting List: From time to time, seats in current or upcoming intakes may be opened up. Please email firstname.lastname@example.org your (i) full name, (ii) job designation, (iii) company name, (iv) contact no. and (v) intake to be registered on our waiting list.
||SGD1,712.00 (including GST) per person
|Programme fee after 50% e2i Funding*
||SGD 912.00 (including GST) per person
Fees include tuition, course materials, instructors’ fees, 2 tea break refreshments per day (excluding lunch) during the programme, software used during the programmes (installed in SMU's computer systems) and 1 assessment per person for the programme.
Re-assessment fee at SGD481.50 (including GST) per attempt, up to a maximum of 2 reassessments per person.
* e2i Funding
Please note that participant must fulfil ALL the following requirements to be eligible for the 50% funding:
- Singapore Citizen or Permanent Resident
- A HR Professional
- Not employed by a Government Agency e.g. Ministry, Statutory Board, Organisation of State etc. (if company sponsored)
- Not receiving any other funding from government sources (SkillsFuture Credit & UTAP are excluded)
- Achieve 100% attendance rate and sit for all assessments for the programme
- Duly complete the programme's end-of-course evaluation form
Singapore Citizens aged 25 and above, and self-funding may use their SkillsFuture Credit (up to SGD500) to defray part of the course fee. Please click here for the User Guide on how to claim for SkillsFuture Credit. Claim should be submitted via the SkillsFuture Credit Portal (click here).
Union Training Assistance Programme (UTAP)
All NTUC union members are eligible for UTAP funding (up to SGD250 per annum). Please click here for more information on UTAP and application.
Singapore Management University
Refreshments will be provided for the 2 tea breaks each day during the programme. Lunch is not provided. Refreshments provided are “no pork no lard”. If you have special dietary requirements, please inform us accordingly.
For CPS’s policy on registration / substitution / deferment / withdrawal / refund, please click here.
DR. RAYMOND TEO
Chief Executive, Blue-dge Analytics and Consulting
SMU Adjunct Faculty
Raymond is a thought-leader in the field of data analytics. He has been the anchor of SMU’s CRM and data-driven insights programmes for both undergraduate and postgraduate levels for a decade. He is highly sought after as a speaker by international conference organisers in these specialised fields. Some of the topics he has spoken on recently include ‘Developing an effective customer intelligence framework to drive retention’, ‘Ensuring superior customer information and knowledge through better design and analysis of information’, ‘Winning the number game: Transforming valuable customer data & information into customer intelligence’, and `Unleash the full power of customer relationship management: The total customer intelligence and holistic implementation approach’. He regularly contributes to the Singapore Business Review.
Raymond is the Chief Executive of Blue-dge Analytics and Consulting, a company formed by a team of high calibre research and advisory staff to offer consultancy and advanced research services to clients. In 2005, London Weekly Telegraph regarded it as the “best-in-class, dynamic, exciting and shaking up the world of insights”. Other publications such as the Singapore Business Review had regarded his company as the ‘gem of top companies’. In 2009, Raymond received the Spirit of Enterprise award in Singapore. He had leveraged on his expertise in the field of data analytics and expanded his consultation to include both customer analytics and HR analytics, with the latter being an important focus for his company.
Raymond obtained his Ph.D. from the University of Western Australia, Master of Business Administration degree from the University of Strathclyde and Bachelor degree from the National University of Singapore. He had authored the book ‘Maximising Profits: The Customer Centric Approach’ which was published by Prentice Hall in 2003.
What our participants said about the programme:
Click on the image below for insights to HR Analytics, as well as the interview with Dr Raymond Teo and the inaugural intake’s participants:
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