Executive Development Programme in HR Analytics - XLRI Jamshedpur

This module focuses on the process of capturing relevant data for HR analytics. The focus will be on questions such as the existing and potential sources of relevant data, data cleaning processes, types of metrics, and the process of developing customized proprietary metrics for your organization during this module. For illustration, you will consider the availability of existing data pertaining to scheduled meetings in your organization and its reliability, segmentation of the available data and modification of the same for making business sense in your organizational context.

• Analytical Foundations of HR Measurement
• Bringing HR and Finance together
• Types of HR Metrics
• Developing Proprietary Metrics for your organization/Issues faced

By utilizing basic analytical tools, in this module, you will learn to make predictions about the challenges and outcome of future scheduled meetings in your organization. This module will help you to make predictions such as the meetings that may not commence on time, relative contribution of current talent management practices to the delay in closing the meeting, types of meetings that are difficult to manage etc., based on different types of analysis. Learn qualitative analytical tools – Natural Language Processing- also during this module.

• Introduction to Predictive Analytics Tools
• Choosing Predictive Analytic Models for Quantitative Data
• Basic qualitative analytical processes are also introduced during this module

Based on the available predictions, this module will help you to make improvements for the chosen HR analytics theme. The focus of the module is not only on optimization but also on customization of the solutions considering the contextual requirements and limitations associated with them. For illustration, what are the specific precautions you need to take to increase the effectiveness of the meetings in a conservative organization wherein predictive analytics indicate that middle level executives prefer to silently agree with all suggestions by top executives. Prescriptive analytics in this context will also focus on modifications required in associated HR initiatives to ensure:

(a) a free flow of value adding ideas

(b) high engagement levels irrespective of hierarchical levels and

(c) changes in the culture of the organization to a high performing professional one. Will discuss ONA – Organizational Network Analysis as a part of this module

• Responding to HR Challenges through Prescriptive Analytics
• Prescriptive Analytics as a Process to Influence Stakeholders
• Contextualized Prescriptions
• Optimization through Prescriptive Analytics

Illustrations of HR Analytics from Staffing, Training, Performance Management, Leadership, Organizational Culture, OD interventions, Organizational Structure, etc. are covered and discussed across four modules discussed above.

The program will help you to develop analytical capabilities for evidence-based choices by such as: Prioritizing various talent management initiatives for your organization, Identifying employees with high attrition risk, Comparing potential candidates in terms of their future predicted performance, Modifying steps in staffing by eliminating ineffective steps and introducing value adding initiatives, Relevance of forced distribution appraisal systems in your organizations, Compensation optimization by incorporating employee preferences, Culture fit and corrections across various units/departments of your organization, etc.

Sequencing of Modules:  Depending on the comfort level and preference of the entire batch during initial modules, we may follow an integrated approach for module 3&4, wherein analytical processes are typically presented with increasing levels of complexities. Based on the data collected from participants, the time and exposure to various themes mentioned above may get modified to improve the value for the entire batch.