HR Analytics
Professional
Contents
#1 #3 #5
Point of View Architects
#2 #4
Course Curriculum Registration Details
2
Aon Hewitt Learning Center is on a mission to provide
real learning to help HR impact business outcomes. We
bring together our consulting insights and capability
building expertise to create highly-specialized learning
journeys for HR professionals.
Our Learning Promise
Partnership
Expertise Acumen
4
40%
About us
Alumni refer
someone for
an ahlc course
10
Our Capabilities years
Is the median
1
participant
Flagship certificate courses for HR experience
professionals
80%
Delhi
Alumni HR leaders
feel empowered are a part of
to drive business our alumni
results community
Kolkata
Mumbai
Pune Hyderabad
Bangalore
Chennai 3000
HR
professionals
Colombo
have received
training via our
5 courses
Our Learning Experience
Assignment
Register
6
Point of View
Our Learning Anchors.
AON HEWITT HUMAN CAPITAL
STRATEGY METHODOLOGY
Business Required Capabilities and Implications for Human HR Priorities and Alignment and
1 Strategy
2 Capital Strategy
3 Roadmap
4 Readiness
5 Success Measures
Unpacking elements of 2a HR and People Initiatives that 4a Business Leadership How will we measure
Required Organizational Capabilities and Implications
the business strategy, support the Business and Alignment & Readiness the outcomes of the
not defining the Human Capital strategy with a human capital
business strategy. prioritization of initiatives and strategy and the
Critical questions that identify the key capabilities required to drive the An assessment of organization and
sequencing. portfolio of HR
Primary Business business strategy and the relevant implications. leadership readiness for change in
program priorities?
Strategy: support of the human capital strategy.
Start (new initiatives): Balanced scorecard
• Cost Leadership 2b Human Capital Strategy Components
• ….. items to consider:
• Differentiation
• ….. • Measures that
- Product Strategic statements that support the business strategy, establish link to business
Innovation HR’s focus, identifying key gaps to close. Ideally a rolling 3-year outcomes
Continue (or adjust):
- Customer commitment. • Customer
• ….. 4b HR Functional
Intimacy perspective,
Alignment & Readiness
Other Considerations: • ….. including: business
Workforce and Organization Design executives,
• Market Dynamics Does the structure and capabilities employees, and
and Competitive Stop (not aligned to of the HR function support the
Acquisition and Development Total results
Landscape strategy): strategic initiatives?
• Operational/
• Geographic Rewards • …..
financial
Expansion • ….. effectiveness
Leadership
• Risk/Regulatory People HR measures for HR
Compliance Culture Addressing the Funding • External
Pressure Gap: How to ensure we have Organization perspectives such
Process
• Execution of Major the capital to put towards Design as benchmarks
Investments/ new initiatives
2c Engagement and Employee Value Proposition
Committed Technology Governance
Initiative Sequencing/Roadmap: 1-3
Will these strategies increase or impede employee engagement and how year journey mapped with
will they align or depart from the existing employee value proposition? dependencies
Where are you today and what needs to change?
Efficiency and
Metrics Process and Outcome Lead and Lag
Effectiveness
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MEASURING RESULTS IN HR
Showcase the robustness of the process through which an outcome is achieved
Process
Example: Usage of workforce plans
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TYPES OF ANALYTICS IN HR
Predictive Analysis
Complexity of Analysis
Analyze past
Culture fit Prediction
performance in an effort
to predict the future by for new
examining historical hires
Causation
data, detecting patterns
or relationships
Defining the
Ability to frame a problem accurately
Problem
Reliable Efficient
Data Technology
Indentifying
Ability to discern relationships and linkages
Connections
Leadership HR
Sponsorship Critical Experts
Thinking
Finding the Ability to cut through the complexity and
Core focus on the essence
Line
Data
Managers
Geeks
Seeing Support
Ability to step back from the problem and
Around the
think ahead
Corner
Think HR Capability across the - Individual, Organization and the Business context
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STORY TELLING TO ELEVATE
INSIGHTS
Data Visuals
Enlighten
Often interesting insights and outliers are hidden
in data. Visuals applied to data help the audience
look beyond the obvious
RIGHT Establish
Define the business
impacting critical data CADENCE
talent questions STORY
RIGHT
through
Questions
numbers
Start with business Collect the Keep the problem Build HR capability,
context right data in mind not just a CoE
1
2
Measuring Implementing Final
Results Analytics Assessment
in HR
Learning journey spanning across two consecutive contact classes and a comprehensive online assessment
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Evaluation Criteria
Final Assessment
40%
Assignments
20%
Class Participation
20%
Quiz
• Final assessment can only be taken
20% after attending all five modules
• Minimum 50% is required in the
final assessment
• At least 50% aggregate score is
required to complete the
certification
16
Module Details
1
Objectives
Measuring Results in HR
Configure the right kind of metrics to
measure results across the HR value chain
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Module Details
2
Objectives
Introduction to HR Analytics
Build a strong foundation to champion and
implement analytics
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Module Details
3
Objectives
Data Analysis
Apply critical thinking to frame hypothesis and
deploy data visualizations
• Introduction to the key skills to drive data analysis: 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 data
visualization • Approach HR problems with a critical thinking
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
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Module Details
4
Objectives
Driving Insights
Uncover and communicate insights to
provide tangible benefits
• Develop skills to analyze data holistically and draw out trends and
insights
• Understand the art of communicating insights through effective
storyboarding
• Learn to build effective story boards and use them to influence Outcomes
stakeholders and build buy in for your endeavors
• Use hypothesis testing to validate assumptions and
refine proposed plans
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Module Details
5
Objectives
Implementing Analytics
Build a data driven HR organization by
embedding analytics
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Learn From Our Best Consultants
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Learn From Our Best Consultants
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Learn From Our Best Consultants
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Learn From Our Best Consultants
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Registration Details
take the leap: simple three step registration and
welcome real learning.
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Certification
Online Participant Aon Hewitt
Discussion Board Handbook Certified
Active for one year Pre-reads HR Analytics
5 hours Professional
Connect with us
aonahlc@aonhewitt.com
011 39585050 Course Fee (inclusive of taxes)
`50,000
Participation will be confirmed post payment
29
CONTACT US
Aon AHLC Inquiry Mailbox: aonahlc@aonhewitt.com
Amit Kumar: amit.kumar.29@aonhewitt.com