How HR analytics improves business

For well-managed companies, HR metrics & analytics have been the backbone of key HR strategy for many years, from recruitment to training to compensation & benefits. Smart organisations are currently using some form of analytics to guide them in their HR processes.

With the trend of HR business partnering emerging in recent years, HR functions around the world have been increasingly keen on assuming the role of a trusted partner to top management and delivering more business value to their organisations.

What better way to execute this than by backing it all up with solid figures and evidence?

Based on a 2012 Economist Intelligence Unit study in partnership with KPMG, 57% of top global executives say data analytics is indeed helping to identify future talent gaps. A well-designed, predictive workforce analytics could become as important to the CEO as the balance sheet and P&L statement.

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The study demonstrates the tremendous business potential that the HR function could bring to the table, enabling them to be seen as equals to other revenue-generating units in the company.

To help HR practitioners in Asia know exactly how to optimise HR analytics and communicate business value to key stakeholders, the HR Academy has launched a specialised metrics and analytics workshop structured to solve business challenges and exceed expectations.

The intensive, 2-day training workshop is called “HR Metrics and Analytics for Business Performance”.

Contrary to what some might think, this is not a software course but a business course tailored for HR leaders to utilise analytics to their fullest advantage.

The workshop will be led by David Creelman, one of the world’s most respected international HR analytics experts from Toronto, Canada. This course will be held in Singapore, Kuala Lumpur and Hong Kong and will equip senior HR professionals with everything they need to deliver business value and increase ROI for their companies.

“After speaking with senior HR executives from global companies, we realised that although HR analytics have been used for some time,” said Kenneth Neo, regional producer at Human Resources magazine. 

"Many were finding it difficult to use certain figures and trends to construct a solid business case.”

Neo added that the lack of a strong analytics culture and in-depth understanding of HR analytics have hampered its business potential.  It is vital for competent HR leaders to rectify this situation and take the lead in building business success.

The HR Academy runs courses in an interactive workshop format, blending real-life case studies and practical examples with the expert knowledge and experience of external trainers to ensure maximum value is delivered.

Delegates undergo intense learning and interaction with their trainer and fellow course participants, and will take away global best practices, fresh ideas and customised solutions for implementation back in their organisations.

New concepts such as decision-first approach, evidence-based management, information governance and strategic decision analytics will also be introduced at this course.

As with all HR Academy workshops, this session will be capped at 20 attendees.

“Analytics can indeed be a very powerful tool that can help leaders advance the HR function and achieve business results, if used appropriately. Not everyone, however, is fully aware of how to best tap the potential of such tools and customise them to their organisations’ talent and business strategies,” said Aditi Sharma Kalra, regional editor of Human Resources magazine.

HR professionals interested in learning more about this course can visit the website www.hracademy.asia or call Jessy Koh, Project Manager, jessyk@humanresourcesonline.net, +65 6423 0329.

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