This certificate examines the impact that an increasing access to more data than ever before, is having upon every global HR function across every sector.
Duration
4 Weeks
Format
Online
Language
English
Start date
Monthly
Accredited by
This certificate examines the impact that an increasing access to more data than ever before, is having upon every global HR function across every sector.
- Duration
4 Weeks - Format
Online - Language
English - Start date
Monthly - Accredited by
This certificate is made up of 11 sessions and examines the impact that an increasing access to more data than ever before, is having upon every global HR function across every sector.
Using HR data can be one of the greatest assets that the HR function now has. It can help build the credibility of the function, improve the quality of decision making when it comes to recruitment across the Shipping sector, enable employees to be more engaged in their work, and optimise the impact of business and people-based processes in these challenging times (for example, how effective are our officer learning and development programmes?).
In the past, a lot of HR data has been put into charts and tables as part of corporate reporting processes but in the era of analytics, organisations can now turn their data into insights, such as predicting when crew members will leave, where to recruit the most suitable candidates from, and how to keep them more connected to the organisation once they become employees. Every HR function must think and operate differently and is why analytics is becoming an increasingly important topic area.
The sessions will provide a sound understanding of the core methodologies and techniques that can be adopted to enhance how data can be used to create greater insights. Through a range of different case studies, you will gain the understanding, practical skills, and confidence in how to support the use of more robust evidence-based techniques across the HR function.
TUITION
€1.200
Meet the Instructor
Dave Millner
Author, Futurist and Consulting Partner at @HRCurator
Experienced consulting practitioner with a demonstrated history of working across many different sectors and countries. Skilled in People Analytics as a recruiter, a facilitator and trainer for HR practitioners, HR Transformation, Culture and Employee Engagement programs, Organisational Development interventions (organisational design and workforce/succession/scenario planning) and Leadership/Executive Coaching . Strong consulting professional - Chartered Institute of Personnel and Development and Occupational Psychology professional.
An author of "Introducing People Analytics: A Practical Guide to Data-Driven HR" and futurist looking at the world of work, the HR function and the people practices across organisations. A regular conference speaker across the globe on these subjects.
This certificate is made up of 11 sessions and examines the impact that an increasing access to more data than ever before, is having upon every global HR function across every sector.
Using HR data can be one of the greatest assets that the HR function now has. It can help build the credibility of the function, improve the quality of decision making when it comes to recruitment across the Shipping sector, enable employees to be more engaged in their work, and optimise the impact of business and people-based processes in these challenging times (for example, how effective are our officer learning and development programmes?).
In the past, a lot of HR data has been put into charts and tables as part of corporate reporting processes but in the era of analytics, organisations can now turn their data into insights, such as predicting when crew members will leave, where to recruit the most suitable candidates from, and how to keep them more connected to the organisation once they become employees. Every HR function must think and operate differently and is why analytics is becoming an increasingly important topic area.
The sessions will provide a sound understanding of the core methodologies and techniques that can be adopted to enhance how data can be used to create greater insights. Through a range of different case studies, you will gain the understanding, practical skills, and confidence in how to support the use of more robust evidence-based techniques across the HR function.
TUITION
€1.200
Meet the Instructor
Dave Millner
Author, Futurist and Consulting Partner at @HRCurator
Experienced consulting practitioner with a demonstrated history of working across many different sectors and countries. Skilled in People Analytics as a recruiter, a facilitator and trainer for HR practitioners, HR Transformation, Culture and Employee Engagement programs, Organisational Development interventions (organisational design and workforce/succession/scenario planning) and Leadership/Executive Coaching . Strong consulting professional - Chartered Institute of Personnel and Development and Occupational Psychology professional.
An author of "Introducing People Analytics: A Practical Guide to Data-Driven HR" and futurist looking at the world of work, the HR function and the people practices across organisations. A regular conference speaker across the globe on these subjects.
√ To increase students’ understanding regarding the increasing importance of data when addressing business change and the disruptive challenges that all HR practitioners in Shipping Companies will face.
To break down some of the concerns that the HR community has about using data and analytical insights in their ever-evolving role.
√ To gain an understanding of the key principles and good practice behind the use of data and analytics across the various disciplines of an HR function, such as recruitment, employee engagement, learning and development etc.
√ To develop confidence in the application and use of data and analytics, so that the HR function can truly address key commercial and strategic challenges facing your Shipping Companies.
√ To provide practical guidance and advice on using data and analytics, informed by case studies, key models and techniques that have been learnt and developed by other organisations, across both Shipping Companies and other sectors, on their analytics journey.
√ To understand the different roles of HR practitioners, experts, and analysts so that their expertise and collaboration can be utilised to drive relevant HR actions.
√ To increase students’ understanding regarding the increasing importance of data when addressing business change and the disruptive challenges that all HR practitioners in Shipping Companies will face.
To break down some of the concerns that the HR community has about using data and analytical insights in their ever-evolving role.
√ To gain an understanding of the key principles and good practice behind the use of data and analytics across the various disciplines of an HR function, such as recruitment, employee engagement, learning and development etc.
√ To develop confidence in the application and use of data and analytics, so that the HR function can truly address key commercial and strategic challenges facing your Shipping Companies.
√ To provide practical guidance and advice on using data and analytics, informed by case studies, key models and techniques that have been learnt and developed by other organisations, across both Shipping Companies and other sectors, on their analytics journey.
√ To understand the different roles of HR practitioners, experts, and analysts so that their expertise and collaboration can be utilised to drive relevant HR actions.
At the end of the module the learner will be able to:
Understand why every HR function needs to switch to more of a data or evidence-based approach to their work and what the future will hold that will reinforce this shift.
Apply more of a commercial approach to people and business challenges; this is at the heart of any data or analytical based activity as the intention is to impact upon business challenges as much as resolving people-based issues using data.
Critically evaluate the importance of developing a relevant quality data base and the role that technology plays both in that need as well as supporting a consistent reporting strategy.
Understand how to develop a measurement culture across HR through the development of an HR Scorecard, the use of Key Performance Indicators and core HR metrics to measure the effectiveness of HR processes and practices.
Learn about how other organisations have utilised metrics and analytics-based insights to drive business and people-based improvements and what they have learnt on their journey in terms of strategies, tips, and techniques.
Understand how to get your messages across to people when there is a lot of data involved.
Critically evaluate how to develop and improve HR’s data and analytics-based capability on an ongoing basis.
Apply a range of tools, techniques, and methodologies that will assist HR practitioners in both determining key job performance criteria and scoping out business challenges and projects.
ASSESSMENT STRATEGY
Based on the Programme Specification, students are formally assessed through the submission of coursework. The forms of coursework depend on the characteristics of each module and may include the following types
of assessments: case study, essay, report, dissertation, market analysis,project output, valuation, etc.
In addition each module incorporates multiple self-assessment tests. Self-assessment tests are not part of the formal assessment but completion is strongly encouraged as students will be able to monitor and evaluate their learning process and identify areas requiring improvement.
FINAL AWARD
Certificate awarded by BCA College
As per university regulations
At the end of the module the learner will be able to:
Understand why every HR function needs to switch to more of a data or evidence-based approach to their work and what the future will hold that will reinforce this shift.
Apply more of a commercial approach to people and business challenges; this is at the heart of any data or analytical based activity as the intention is to impact upon business challenges as much as resolving people-based issues using data.
Critically evaluate the importance of developing a relevant quality data base and the role that technology plays both in that need as well as supporting a consistent reporting strategy.
Understand how to develop a measurement culture across HR through the development of an HR Scorecard, the use of Key Performance Indicators and core HR metrics to measure the effectiveness of HR processes and practices.
Learn about how other organisations have utilised metrics and analytics-based insights to drive business and people-based improvements and what they have learnt on their journey in terms of strategies, tips, and techniques.
Understand how to get your messages across to people when there is a lot of data involved.
Critically evaluate how to develop and improve HR’s data and analytics-based capability on an ongoing basis.
Apply a range of tools, techniques, and methodologies that will assist HR practitioners in both determining key job performance criteria and scoping out business challenges and projects.
ASSESSMENT STRATEGY
Based on the Programme Specification, students are formally assessed through the submission of coursework. The forms of coursework depend on the characteristics of each module and may include the following types
of assessments: case study, essay, report, dissertation, market analysis,project output, valuation, etc.
In addition each module incorporates multiple self-assessment tests. Self-assessment tests are not part of the formal assessment but completion is strongly encouraged as students will be able to monitor and evaluate their learning process and identify areas requiring improvement.
FINAL AWARD
Certificate awarded by BCA College
As per university regulations