Identifying metrics, measuring output and analyzing information are common practices for every business. Leveraging data to make the best decisions is key to building a successful organization. There’s no doubt data analytics is here to stay. However, did you know 80% of HR professionals score themselves low on their ability to analyze data? As a result, an opportunity to provide guidance and value can be completely lost.
After this course, you’ll understand the important terms and concepts associated with HR analytics and the purpose of developing them in your organization. Start using techniques to begin the analytics process. Learn a new skill that'll help you and your HR department gain credibility and make better decisions.
HR Jetpack is recognized by SHRM to offer Professional Development Credits (PDCs) for SHRM-CP or SHRM-SCP. This program is valid for 1.50 PDCs for the SHRM-CP or SHRM-SCP. For more information about certification or recertification, please visit shrmcertification.org.
This activity, has been approved for 1.50 HR (Business) recertification credit hours toward aPHR™, PHR®, PHRca®, SPHR®, GPHR®, PHRi™ and SPHRi™ recertification through HR Certification Institute® (HRCI®). For more information about certification or recertification, please visit the HR Certification Institute website at www.hrci.org.
The use of the HRCI seal confirms that this activity has met HR Certification Institute's® (HRCI®) criteria for recertification credit pre-approval.
Module: Setting the Foundation
It's time for our course wrap up!
During our first lecture, I reviewed a glossary of terms to build a foundation for understanding analytics. Words like "business intelligence", "datafication", "data mining" and "analytics" are apart of another language. I walked through a brief history, explaining the evolution of datafication. I reintroduced the employment cycle sharing how analytics can assist you during each phase. I went over several key reasons why we should embrace HR analytics and discussed available resources.
In the second lecture, I explained the major categories of analytics, descriptive, predictive, and prescriptive. I did an overview of each one. I spent most of the lecture discussing descriptive and predictive analytics providing a side by side comparison. I also continued to define prescriptive analytics so you’d be more familiar with the term.
In Lecture three, it was time to put analytics into action! I showed you an example of descriptive analytics along with an example of how to generate predictive analytics. In addition, I provided a deeper definition of prescriptive analytics.
In the second half of the course, I wanted to give you direction on how to start the analytics process. I provided a set of helpful tips, and reference what some companies focused on to start their HR analytics journey. I also listed a handful of the challenges you must be aware of as you continue the process.
In our final lecture, I addressed a series of controversial subjects including the removal of HR analytics from HR departments, discrimination and data privacy. I'm confident we'll be hearing more about each of these as we move forward.
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Christina A. Danforth, SHRM-SCP & SPHR, launched HR Jetpack in 2016 to support the development and professional growth of her fellow HR colleagues. She started her HR career in 2002. After obtaining her Master’s in Business Administration degree, Christina joined United Technologies Corporation. She moved across the United States...