HR Analytics Certificate – Using Analytics to Improve People Decisions

This programme is recommended for executives who are involved in HR functions.  It will also be meaningful for participants of the same company (HR department) to attend as a group which would facilitate discussions and reflection of action plans for their company.

*Applications will be reviewed by our Programme Admissions Committee. The decision made by the committee is final and no request to review the decision or reveal the considerations leading to the decision would be entertained.

• To address the state of HR analytics today.
• To raise the competency level of HR professionals in the use of analytics to undertake basic and intermediate level data analysis and examine basic multivariate models.  This will include a discussion of the various types of data and their relationship to analytical outcomes.
• To infuse in participants the knowledge to enlarge the scope and depth of the application of analytics to obtain insights that are most valuable to their companies.
• To examine common pitfalls in the use of analytics in HR.
• To prepare participants for analytics to play a bigger role in their organisation.

Programme Highlights

This is a highly interactive programme where class sharing, discussion and exercises will be employed alongside with analytical software hands-on practices to help participants grasp the gist of HR analytics.

The application of talent analytics to enhance the value of companies is well recognised. However, the challenge faced by HR practitioners is:

1. knowing WHAT to analyse (to identify the kind of analyses that will help them make better people decisions) and
2. knowing HOW to analyse (to have the knowledge and be proficient in the use of analytical tools to undertake analytics)

This intensive two-day programme aims to address the challenges outlined above, and equip the HR practitioners to be more competent and confident in making sense of data for enhanced people decisions.

State-of-the-art in the field of HR analytics

• HR questions that can be answered with  HR analytics
• Kinds of analytics that address talent questions
• Leading and lagging indicators and their relationship to HR analytics
• Linking HR practices to business outcomes

The application of HR analytics to enhance the value of companies is one of the hottest topics for HR practitioners today.  In the article ‘Competing for Talent Analytics’, Professor Thomas Davenport and his team noted that early adopters of HR analytics have created a tangible value for themselves by applying the use of data and tools to people processes and that these organisations have a hard-to-replicate competitive advantage. 

Knowledge and development of competencies in HR analytics

• Principles of research and survey designs
• Types of data
• Relationship between data types and analytical methods
• Analysing and comparing human capital facts (basic level)
• Performing human capital investment and talent data modelling (intermediate level)
• Advanced analytics* in HR (the use of structural equation modelling and choice modelling techniques)

* These methods require a long learning curve and discussions will focus on knowing their application rather than on skill development.

Planning for analytics in an organisation

• HR analytics planning considerations
• Avoiding common pitfalls
• Decisions to setting up analytics team or outsourcing
• HR analytical competencies

What is next for HR?

• Implications for you

Participants have to meet a minimum attendance rate of 75% and have to complete all assessment(s) required by the course. Only upon meeting the minimum attendance and passing the assessment will participants be issued a Certificate of Completion.

Participants who fail the assessment will be given a chance for re-assessment at a fee of SGD100.00 (excluding prevailing GST). Each participant is allowed 1 re-assessment. The re-assessment has to be taken within 7 calendar days from the end of the course date.  It will be held on a weekday specified by SMU Academy and conducted during office hours. Please note that re-assessment fees are not supported by SSG Funding.

Participants who meet the minimum attendance rate but do not achieve a pass for the assessment will be issued a Certificate of Participation.

SMU will provide laptops pre-loaded with analytics software to all course participants.

 F2F Intakes 

Waiting List:

From time to time, seats in current or upcoming intakes may be opened up. Please email cps@smu.edu.sg the following information to be registered on our waiting list:

• full name
• job designation
• company name
• contact no, and
• email address

Alternative Programme:

Analytics for Management Decisions

This 2-day programme aims to demystify what Analytics is, what it is good for (and not good for), and what are the business issues it can help address.  Key learning outcomes include:

• Ability to leverage on analytics to grow customer equity through customer acquisition, retention and growth; and
• Ability to better manage talent and optimise human capital through the use of analytics.

Unlike the HR Analytics Certificate programme which focuses primarily on the analysis of how HR initiatives contribute to business objectives, the Analytics for Management Decisions programme examines the linkage of both business issues particularly customer experience and value, and human capital initiatives to business outcomes.  It is also hands-on, with use of licensed analytical software such as SPSS, and Dr Raymond Teo is the facilitator.  Please click here for more programme details.

Participants who have successfully completed and passed the Analytics for Management Decisions programme will be accepted for the Certified HR Analytical Professional or Certified Analytical Professional (Advanced Level) programme.