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iCHR MAP

We all know the old saying ‘You can’t manage what you don’t measure’ and ‘What gets measured gets done’. Maybe it’s worth coming up with a new one: Pointless Measurement Leads to Pointless Data. The main objective for iCHR-MAP is to: • Qualify HR professionals in identifying and quantifying the human drivers of Business outcomes, • Outline A well-designed course based on a unique logical sequence serving its interactive methodology, sharing knowledge and skills between the participants and the instructor 1. Module 1: HR Metrics and Analytics 1.1. Definition of HR Metrics and Analytics 1.2. Introduction of the executive oversight of the importance of HR Metrics and Analytics 2. Module 2: HR Metrics and Cost Justification 2.1. HR Cost-Benefit Analysis (CBA) 2.2. Assessment of the HR Activities within HR and Workforce Analytics 2.3. The three HR activities within HR and Workforce Analytics 2.4. The three Components of HR Functionality: 2.5. HR Cost-Benefit Analysis and Using the HR CBA Matrix Module 2: HR Metrics and Analytics, Strategy Functional Area- Business & HR Strategy This module will include but not limited to: 2.6. Knowledge related to HR metrics and analytics topics 2.7. Human Capital Standards & Analytics Resources and its RoI 2.8. Making Big Data Small, Manageable, & Actionable 2.9. Why are the HR Metrics and Analytics a hot topic? 2.10. Modern HR Metrics and Analytics, the Transition period 2.11. Quantitative v. Qualitative Research, what and some examples of Qualitative Analysis and some methods 2.12. Costs Associated with the Turnover of one Computer Programmer- Example Module 3: Elaboration of the Human Resources Functional Metrics & Analytics, A. Fundamental metrics 1- General Workforce Metrics 2- Key HR Metrics 3- Key HR Metrics Examples B. Functional metrics 1- Recruitment Metrics 2- Employee performance metrics 3- HR Training metrics Module 5: Qualitative Performance Metrics • Performance Measurement and management • Qualitative Vs Quantitative performance metrics