|Next Course Starts On||19 Nov 2018 (Mon) See Full Schedule|
|Fee||SGD5189.50* (as low as SGD344.35* after maximum funding) Learn more|
Singapore Management University
To fully leverage on the power of analytics for HR decision making, HR practitioners need to be equipped with the competency in order to undertake the work. Competency levels may be classified as foundation level, which allows the practitioner to undertake most descriptive data analyses, and advanced level, which allows for analyses that yield predictive and prescriptive insights. Insights of the latter forms are the most useful and can translate into the greatest competitive advantage for companies.
To raise the competency level of HR practitioners to an advanced level so that they can leverage on an array of analytical tools suitable for decision making in the HR context. More specifically, the application of advanced analytical tools taught in this programme will allow insights to be obtained that will benefit companies in the following ways:
- To assess the ROI of HR initiatives. Additionally, knowing the ROI of initiatives enable the practitioner to focus only on initiatives that yield the best outcomes for the organisation.
- To identify the key factors (traits) that discriminate between high performers and weak performers in every function e.g. sales function. This raises recruitment effectiveness and also allows resources to be channelled to those with the highest potential.
- To identify key organisational influences that impact employees’ satisfaction and engagement. Such insights allow for the development of positive work climates which will lead to higher individual performance and, consequently, organisation success. Additionally, this will also lead to lower employment turnover and, consequently, reduce insurance premiums.
- To develop behavioural key performance indicators for employees in various functions by linking customer satisfaction to employee behaviour.
- To raise customer satisfaction by applying insights to improve employee-customer interaction quality. For instance, better matching of relationship managers in a bank with clients of different profiles, and better matching of customer-facing retail staff with a company’s various customer groups in different retail departments.
The highly competitive business climate today demands that the best employees are recruited. To this end, companies often rely on psychometric profiling of employees to identify traits suitable for certain job functions. On its own, the use of psychometric profiles may be inadequate for such purposes. The use of data modelling methods addressed in this programme aims to develop better employee performance models by using psychometric profile data as one of the many input sources, in addition to demographic characteristics, employment history, preferences etc. to develop good predictive models to aid recruitment, and job matching functions.
To provide participants with the knowledge and skillsets in helping them conceptualise analytics application for HR confidently. Participants will develop their thoughts in this area through an exposure to HR analytics practices of companies and the discussion of HR cases used in the programme.
This is a highly interactive programme where class sharing, discussion and exercises will be employed alongside with analytical softwares (SPSS and WrapPLS) hands-on practices to help participants gain a good grasp of HR analytics.
- The application of advanced level analytics in the HR contexts
– Catergorisation of HR analytics
– HR questions addressed with higher level analytics
– Linking HR practices and business outcomes
- Development of advanced level analytical competencies (hands-on with SPSS, WarpPLS and PERMAP). Gaining competences in these areas will allow the benefits mentioned in the programme objectives to be achieved. The coverage of the scope of analyses includes but are not limited to the following:
– Factor Analysis
– Multiple Regression Models (with and without latent constructs)
– Conjoint Analysis and Best-Worst Scaling Models
– Logistic Regression Analysis
– Perceptual Mapping
– Structural Equation Modelling
- Translation of HR issues into analytical issues (development of analytical thinking). This development will be in the form of presentations by the instructor, case studies discussed by participants and the reflection of how analytical methods can be used in their companies.
Who Should Attend
This programme is designed for HR professionals who have a foundation in quantitative analysis. For instance, taken statistics and quantitative research modules (e.g. Marketing Research) during undergraduate degree studies.
Participants who had attended and successfully completed the HR Analytics Certificate: Using Analytics to Improve People Decisions (Foundation Level) programme offered by SMU Academy would be deemed to have met the entry requirements for this advanced level programme. Please note that the programme facilitator will not be addressing basic statistical concepts in this programme.
The programme is intensive and assessment-based. Participants have to meet a minimum attendance rate of 75% and are required to undergo an individual assessment at the end of the programme. The individual assessment will include a written component that assesses analytical thinking and a practical component that assesses analytical competency. Only upon meeting the minimum attendance rate and passing of the assessment, will participants be issued the Certified HR Analytical Professional Certificate.
Participants who failed the assessment will be given a chance for re-assessment at a re-assessment fee of SGD481.50 (incl. 7% GST). Each participant is allowed up to 2 re-assessments. The first re-assessment has to be taken within 1 month following the last attempt and will be held on a weekday specified by SMU Academy.
Participants who meet the minimum attendance rate but do not achieve a pass for the assessment will be issued a Certificate of Participation.
Fees and Funding
|FULL FEE||S$5,189.50* per person|
For Singapore Citizens / Permanent Residents
|Fee payable to SMU AFTER 70% SSG FUNDING||S$1,556.85* per person|
FOR SINGAPORE CITIZENS AGED 40 YEARS & ABOVE
|Fee payable to SMU after 70% SSG FUNDING & 20% SkillsFuture Mid-Career Enhanced Subsidy||S$586.85* per person|
|For Singapore Citizens aged 35 years & above (13 years & above for Persons with Disabilities) earning a monthly income of not more than SGD2,000||Fee payable to SMU after 70% SSG Funding & 25% Workfare Training Support Scheme||S$344.35* per person|
|For SMEs* sponsoring their employees who are Singapore Citizens / Permanent Residents||Fee payable to SMU after 70% SSG Funding & 20% Enhanced Training Support for SMEs (Please refer to below for ETSS criteria)||S$586.85* per person|
*incl. 7% GST
Re-assessment fee at SGD481.50 (incl. 7% GST) per attempt, up to a maximum of 2 re-assessments per person.
The first re-assessment has to be taken within 2 weeks after the notification of result. The first re-assessment will be held on a weekday specified by SMU Academy and conducted from 6.30pm to 8.30pm.
|Intake 1||09 – 13 Apr 2018 (9.00am – 5.00pm)||Fully Subscribed|
|Intake 2||19 – 23 Nov 2018 (9.00am – 5.00pm)||Fully Subscribed|
|Intake 3||08 – 12 Apr 2019 (9.00am – 5.00pm)||Open for Registration|
DR RAYMOND TEO
Chief Executive, Blue-dge Analytics and Consulting
SMU Adjunct Faculty
Raymond is a thought-leader in the field of customer and human capital analytics. He is sought after as a speaker by international conference organisers in these specialised fields. He regularly contributes to the Singapore Business Review in the area of customer and HR analytics.
He is the Chief Executive of Blue-dge Analytics and Consulting, a company formed by a team of high calibre research and advisory staff to offer consultancy and advanced research services to clients. In 2005, London Weekly Telegraph regarded it as the “best-in-class, dynamic, exciting and shaking up the world of insights”. Other publications such as the Singapore Business Review had regarded his company as the ‘gem of top companies’. In 2009, Dr. Teo received the Spirit of Enterprise award in Singapore. He had leveraged on his expertise in the field of data analytics and expanded his consultation to include both customer analytics and HR analytics, with the latter being an important focus for his company now.
Raymond obtained his Ph.D. from the University of Western Australia, MBA degree from the University of Strathclyde and Bachelor degree from the National University of Singapore. He is also an adjunct faculty of SMU, offering insights and analytics related programmes at both undergraduate and postgraduate levels.
The Certified HR Analytical Professional programme is part of the Professionals Management Toolkit (PMT) Series. Participants who successfully complete 6 programmes offered by SMUA-HCML within 5 years will receive the Certified Professional Business Manager (CPBM). For example: