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III : Diversity, Selection, Performance, and Training Analytics
Welcome
Authors
Live Analytics Lab
Syllabus
I : HR Metrics Foundations and Design Principles
Introduction to HR Metrics
1
HR Metrics Overview: Concepts and Objectives
2
Historical Evolution and Use of HR Metrics in Organizations
3
Deciding What Metrics Are Important to Your Business
Designing and Aligning HR Metrics
4
HR Metrics Design Principles: Inside-Out and Outside-In Approaches
5
Aligning HR Metrics with Business Strategy and the Strategy Map
6
Levels of Metrics: Efficiency, Effectiveness, and Impact Measures
Building HR Function Metrics
7
Building HR Functions Metrics: Workforce Planning, Recruitment, and Training
8
Compensation, Benefits, Employee Relations, and Retention Metrics
II : HR Analytics and Actionable Business Insights
Introduction to HR Analytics
9
Overview of HR Analytics
10
Meaning of HR Analytics
11
Importance of HR Analytics
From Metrics to Business Decisions
12
Translating HR Metrics into Business Decisions with Excel and HR Dashboards
13
HR Information Systems and Data Sources
14
HR Metrics and HR Analytics
Analytical Thinking and Frameworks
15
Intuition versus Analytical Thinking
16
Analytics Frameworks: The LAMP Model
17
The HCM:21 Model
III : Diversity, Selection, Performance, and Training Analytics
Diversity and Workforce Analytics
18
Diversity Analytics: Equality, Diversity, and Inclusion
19
Measuring Diversity and Inclusion
20
Testing the Impact of Diversity
21
Workforce Segmentation and Critical Job Roles
Selection Analytics
22
Recruitment and Selection Analytics
23
Evaluating Reliability and Validity of Selection Models
24
Selection Bias and Predicting Performance and Turnover
Performance and Training Analytics
25
Performance Analytics: Predicting Employee Performance
26
Training and Development Analytics: Training Requirements
27
Evaluating Training and Development Effectiveness
IV : Optimizing HR Decisions and Evidence-Based Practices
Optimizing HR Decisions and Interventions
28
Optimizing Selection and Promotion Decisions
29
Monitoring the Impact of HR Interventions
30
Tracking the Impact of HR Interventions
31
Evaluating Stress Levels and Value Change
Evidence-Based Practices and Case Studies
32
Formulating Evidence-Based HR Management Practices
33
Responsible Investment in HRM Practices
34
Mediation, Moderation, and Interaction Analysis in HR Variables
35
Case Studies in HR Analytics
References
III : Diversity, Selection, Performance, and Training Analytics
Diversity and Workforce Analytics
Diversity Analytics: Equality, Diversity, and Inclusion
Measuring Diversity and Inclusion
Testing the Impact of Diversity
Workforce Segmentation and Critical Job Roles
Selection Analytics
Recruitment and Selection Analytics
Evaluating Reliability and Validity of Selection Models
Selection Bias and Predicting Performance and Turnover
Performance and Training Analytics
Performance Analytics: Predicting Employee Performance
Training and Development Analytics: Training Requirements
Evaluating Training and Development Effectiveness
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17
The HCM:21 Model
18
Diversity Analytics: Equality, Diversity, and Inclusion