HR Analytics Certificate - Using Analytics to Improve People Decisions
A compact 2-day programme for HR practitioners who want to become more competent and confident in making sense of data for enhanced people decisions
As HR practitioners, are you able to forecast which employees are at risk of leaving? Can you help improve the organisation’s engagement level? Are you well equipped to drive better compensation and benefits design?
Leading companies such as Google and Starbucks have adopted data-driven approaches to make decisions about their employees. Best Buy, an electronics retail store in the USA, found that a 0.1% increase in their employee engagement at a particular store translates into a US$100K increase in the store’s operating revenue. AT&T and Google found that, for their companies, the ability to take initiative, rather than stellar academic records from prestigious schools is a far better predictor of high performance on a job. These companies leverage on employee and other data extensively to help them make objective HR decisions.
The application of talent analytics to enhance the value of companies is well recognised. However, the challenge faced by HR practitioners is i) knowing WHAT to analyse (to identify the kind of analyses that will help them make better people decisions) and ii) 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.
By the end of this 2-day programme, participants will be able to:
Who Should Attend
This programme is recommended for executives who are involved in HR functions. It will also be meaningful for participants of the same company to attend as a group which would facilitate discussions and reflection of action plans for their company.
HR analytics 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. The HR Analytics Certificate: Using Analytics to Improve People Decisions programme enables participants to undertake descriptive analyses and some predictive analyses.
Participants who have successfully completed the HR Analytics Certificate: Using Analytics to Improve People Decisions programme may continue to take the Certified HR Analytical Professional (Advanced Level) programme.
Please download the brochure for the detailed programme outline.
Participants have to meet a minimum attendance rate of 75% and are required to undergo an assessment at the end of the programme. Only upon meeting the minimum attendance rate and passing of the assessment, will participants be issued a Certificate of Completion.
Type of Course
Technology and Intelligent Systems
Instructional Methods and Learning Activities
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.
Fees and Funding
For Singapore Citizens / Permanent Residents
For Singapore Citizens aged 40 years & above
For Singapore Citizens aged 35 years & above (13 years & above for Persons with Disabilities),
For SMEs* sponsoring their employees who are Singapore Citizens / Permanent Residents
IMPORTANT For the HR Analytics Certificate - Using Analytics to Improve People Decisions programme, please search for course code CRS-N-0044321 for your SkillsFuture Credit claim submission.
Enhanced Training Support for SMEs
*SMEs must meet all of the following criteria:
Union Training Assistance Programme (UTAP)
Participants should ideally be involved in HR functions.
Please click here for the programme policies on registration / substitution / deferment / withdrawal / refund.
Time: 9.00am - 5.00pm daily
Waiting List: From time to time, seats in current or upcoming intakes may be opened up. Please email email@example.com your (i) full name, (ii) job designation, (iii) company name, (iv) contact no. and (v) intake to be registered on our waiting list.
Dr Raymond Teo
Raymond is a thought-leader in the field of data analytics. He has been the anchor of SMU’s CRM and data-driven insights programmes for both undergraduate and postgraduate levels for a decade. He is highly sought after as a speaker by international conference organisers in these specialised fields. Some of the topics he has spoken on recently include ‘Developing an effective customer intelligence framework to drive retention’, ‘Ensuring superior customer information and knowledge through better design and analysis of information’, ‘Winning the number game: Transforming valuable customer data & information into customer intelligence’, and `Unleash the full power of customer relationship management: The total customer intelligence and holistic implementation approach’. He regularly contributes to the Singapore Business Review.
Raymond 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, Raymond 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.
Raymond obtained his Ph.D. from the University of Western Australia, Master of Business Administration degree from the University of Strathclyde and Bachelor degree from the National University of Singapore. He had authored the book ‘Maximising Profits: The Customer Centric Approach’ which was published by Prentice Hall in 2003.