Continuing Education Credits: HRCI – 13 HR(General) Credits • SHRM – 13 PDC’s
“Today, HR has a seat at the table and in order to maintain that business partnership, you need to have an analytics framework” – Andy Kaslow, CHRO, Cerberus
The HR Function has been evolving considerably and now it is time to sit at the table with the C-Suite and participate and support the strategic decision making. To do this you are going to need to develop & cultivate your statistical skills and knowledge in HR Evolution & Metrics.
Many HR professionals have been just plain nervous about learning numbers, statistics, and formulas. This seminar will bring you the ease of mind in developing practical skills and practice to assist you in overcoming your fears of becoming an expert in HR Metrics. Don’t worry we are not going to perform complex talent management data analysis, but guide you to reach that step.
Many of today’s leading organizations are now using HR Metrics to achieve a competitive advantage. By effectively collecting, managing, reporting, & presenting this crucial data and how it relates to the organization’s functions will bring needed value to you and your department. Whether you are a long-term professional or breaking into the field, this HR Evolution and Metrics Certification gives you extremely valuable abilities that can increase your:
As you know, the HR function has evolved over time to more of a strategic business partner; from having a more transactional focus to more of a transformational focus. It has been largely moved from an administration role to more of becoming a strategic ally in managing the organization’s goals and objectives. During this seminar, you start to gain confidence in your position & marketable expertise in:
Learning how HR Metrics can affect & improve efficiency in decision making, which closely relates to recruiting, hiring, retention, employee engagement, performance evolution, talent development, retention, and investments.
With this certification you will learn:
Whether you are an HR professional who wants to incorporate data analysis into your practice or an HR Manager who want to make data-driven decisions about employee, teams, and their management practices, once you have completed the course, you will understand how Data leads to Insight… How Insight leads to Action… And how Action leads to Desired Results.
9:00 am – 5:00 pm (Central Time)
11:15 pm – 15-minute break
1:00 pm – 60-minute lunch break
4:00 pm – 15-minute break
9:00 am – 5:00 pm (Central Time)
11:15 pm – 15-minute break
1:00 pm – 60-minute lunch break
4:00 pm – 15-minute break
HR
The First HR Department
Robert Owen
Charles Babbage
Frederick Winslow Taylor
C S Myers
Elton Mayo
Hawthorne Studies
Max Weber
Abraham Maslow
Kurt Lewin
Douglas McGregor
David McClelland
Frederick Herzberg
Understanding:
Organizational Behavior
Organizational Theory
I/O Psychology
1890 – 1913
WELFARE OFFICER
1914-1944
LABOR MANAGER
1945 – 1979
PERSONNEL MANAGER
1980 – 1999
HUMAN RESOURCE MANAGER
2000 – 2021
STRATEGIC HUMAN RESOURCE MANAGER
Staffing
Performance Evaluations
Compensation & Benefits (Total Rewards)
Training & Development
Employee Relations
Safety & Security
Research
HR Historic Roles
Advisory
Service
Control
HR Current Roles or Expanded Roles (Previous Roles Outsourced)
Strategic
Operational/Tactical
Administration (Policies and Systems)
HR Competency Model (SHRM)
HR Expertise
Ethical Practice
Relationship Management
Communication
Consultation
Leadership & Navigation
Global & Cultural Effectiveness
Critical Evaluation
Business Acumen
HR Evolved Role
Mergers & Acquisitions
Leadership Development
Succession Planning
Industrial & Labor Relations
Collective Bargaining
Governmental Laws
Diversity & Inclusion
Global Management
Employee Engagement
Dave Ulrich (2×2 HR Role Model – 1996)
HR overseeing organizational leadership and culture
Strategic Partner – Aligning HR strategy with Business Strategy
Administrative Expert – Re-Engineering org Processes
Employee Champion – Listening and responding to employees
Change Agent – Managing Transformation and change
Understanding
HR Business Partner / Chief HR Officer / HR Director
Learning Business & Industry
Education
Masters/Certifications/Experience/Network
Human Resources University (to train Federal Workers)
SHRM – Society for Human Resource Management
HRCI – Human Resource Certification Institute
CIPD – Chartered Institute of Personnel and Development
IOR – Institute of recruiters
WaW – WorldatWork
American Society for Training & Development
Going Virtual
Social Media
Balance Sheet
Accounts Payable
Accounts Receivable
Accrual
Capital
Cash Flow Statement
C.P.A.
Cost Of Goods Sold
Correlation (Positive/Negative)
Credit/Debit
Depreciation
Diversification
Divestiture
Downsizing
E.B.I.T.A.
Effective vs Efficient
Fixed/Variable Costs
General Ledger
HR Audit
Hypothesis
Income Statement (P&L)
Inductive vs Deductive Reasoning
Inventory Management
KPI’s
KRA’s
Leading vs Lagging Indicators
Mission, Vision, Values
Measures of Central Tendency (Mean, Medium, Mode)
Mergers & Acquisitions
Normal Distribution
Primary/ Secondary Research
Productivity
Profit
Regression Analysis
Return On Investment
Standard of Deviation
Statistics
Strategy
Steps of a Strategic Planning
Forecasting
Scientific Method
Problem Analysis
Hypotheses Formulation
Experimental Design
Classic Design
Quasi-Design
Solomon 4-Group Design
Case Study
Field Survey
Field Experiment
Laboratory Experiment
Data Collection
Primary Research
Secondary Research
Data Analysis
Reliability & Validity
HR Workforce Planning
Identify
Determine
Balance
Develop
Judgmental Forecasting
Managerial Estimates
Delphi Technique
Nominal Technique
Trend Analysis
Ratio Analysis
Turnover Analysis
Statistical Forecasting
Regression Analysis
Simple
Multiple
Simulations
Activity-Based
Cash
Capital
Fixed
Flexible
Formula
Incremental
Master
Rolling
Performance
Zero Based
50 20 30 Rule
Create a HR Strategy Map
Identify HR Deliverables
Create HR Policies, Process, and Practices
Aligning HR Systems
Create HR Efficiencies
Putting It All Together
Financial
Internal Business
Customer Satisfaction
Learning & Growth
HR Dashboard – “One Stop Shop”
HRIS/HCMS/HRMS
ERP
Integrated System
Best of Breed System
ATS
ETL Process
DWH/EDW
HR Analytics Tools
Software
Checklist
Plan & Define Objectives
Involve Leadership
Create Project Team
Choose HRIS System
Create a Process Map
Execute Implementation
Post-Live Training
Testing Post-Live Performance
Questions for Responsibility
Absentee Rate
Absentee Rate by Manager
Ful-Time EE Index
Contractor Index
Employee Tenure Rate
Termination Voluntary Rate
Termination Involuntary Rate
Retirement EE Rate
Retirement Age Rate
New Hire 90-Day Failure Rate
First-Year Voluntary Term Rate
Workers’ Comp Incident Rate
Time to Hire Rate
Turnover Rate
HR EE to EE Ratio
Yield Ratio
Attrition Rate
Training Effectiveness
Training Cost / EE
Turnover Rate for High Performers
Onboarding Satisfaction Rate
Cost / Hire
Time to Fill Rate
Human Capital Value-Added
Compa-Ratio
Cost of Work
Salary Competitiveness Ratio
Benefit-Cost / EE
Benefit Revenue Ratio
Benefit Satisfaction Rate
Employee Productivity Rate
Return on Investment (ROI)
Demographic Rate
EE Satisfaction Index
EE Satisfaction Surveys #
EE Training Rate
Vacation Days Used Rate
Net Promoter Score
80% Rule – Affirmative Action Plan
Job Candidate Rate
Internal Job Hire Rate
Internal Referral Hire Rate
Internal vs External Promotions
Suggestions per EE
Below Performing EE Rate
Training Completion Rate
Performance & Potential
Employee Performance
Goal Tracking
Company Performance
Revenue per Employee
HR Software Employee Participation Rate
Time to Completion
Telling the Story
Make 3 Key Points
Keep it Short
Get to the Point
Be Flexible
Be Prepared
Wow the Team
Be Creative
Know your Audience
Line Graph
Bar Graph
Pie Chart
Mosaic Chart
Population Pyramids
Spider Chart
Pert/Flow Chart
Gantt Chart
Waterfall Chart
Hierarchy Diagram
Scatter Plot
Stacked Area Chart
Venn Diagram
Pareto Chart
Multi-Line Graph
Pictograph
Histogram
Scatter-Line Graph
Side by Side Bar Chart
Gauge Chart
Funnel Chart
KPI Dashboard
