HR Analytics Toolkit

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Save time, empower your teams and effectively upgrade your processes with access to this practical HR Analytics Toolkit and guide. Address common challenges with best-practice templates, step-by-step work plans and maturity diagnostics for any HR Analytics related project.

Download the Toolkit and in Three Steps you will be guided from idea to implementation results.

The Toolkit contains the following practical and powerful enablers with new and updated HR Analytics specific requirements:


STEP 1: Get your bearings

Start with...

  • The latest quick edition of the HR Analytics Self Assessment book in PDF containing 49 requirements to perform a quickscan, get an overview and share with stakeholders.

Organized in a data driven improvement cycle RDMAICS (Recognize, Define, Measure, Analyze, Improve, Control and Sustain), check the…

  • Example pre-filled Self-Assessment Excel Dashboard to get familiar with results generation

Then find your goals...


STEP 2: Set concrete goals, tasks, dates and numbers you can track

Featuring 996 new and updated case-based questions, organized into seven core areas of process design, this Self-Assessment will help you identify areas in which HR Analytics improvements can be made.

Examples; 10 of the 996 standard requirements:

  1. Which approach that seeks the to link strategy, business, performance and HRM policies and practices, assumes that there are a number of HRM practices that are suitable for all organizations?

  2. What is the data telling you about your hiring and induction methods, development opportunities, compensation, interpersonal relations, or supervisory leadership?

  3. How to motivate organization leaders to manage the workforce which in new conditions becomes a combination of people and machines?

  4. How often do you hold meaningful conversations at the operating level among sales, finance, operations, IT, and human resources?

  5. How can workplaces be redesigned given to automatization and consequently matched with robotics and artificial intelligence?

  6. Which lines of business or managers are the best developers of talent as measured by the promotions out of departments?

  7. How is the total expenditure allocated across sales, production, technology, management, and leadership programs?

  8. What types of personalities and work styles might represent too much change for your organization to absorb well?

  9. How do you rate your organization on areas of human capital analytics in decision making against your industry?

  10. Is there a correlation in your organization between spending on training and your organizations profitability?


Complete the self assessment, on your own or with a team in a workshop setting. Use the workbook together with the self assessment requirements spreadsheet:

  • The workbook is the latest in-depth complete edition of the HR Analytics book in PDF containing 996 requirements, which criteria correspond to the criteria in...

Your HR Analytics self-assessment dashboard which gives you your dynamically prioritized projects-ready tool and shows your organization exactly what to do next:

  • The Self-Assessment Excel Dashboard; with the HR Analytics Self-Assessment and Scorecard you will develop a clear picture of which HR Analytics areas need attention, which requirements you should focus on and who will be responsible for them:

    • Shows your organization instant insight in areas for improvement: Auto generates reports, radar chart for maturity assessment, insights per process and participant and bespoke, ready to use, RACI Matrix
    • Gives you a professional Dashboard to guide and perform a thorough HR Analytics Self-Assessment
    • Is secure: Ensures offline data protection of your Self-Assessment results
    • Dynamically prioritized projects-ready RACI Matrix shows your organization exactly what to do next:

 

STEP 3: Implement, Track, follow up and revise strategy

The outcomes of STEP 2, the self assessment, are the inputs for STEP 3; Start and manage HR Analytics projects with the 62 implementation resources:

  • 62 step-by-step HR Analytics Project Management Form Templates covering over 1500 HR Analytics project requirements and success criteria:

Examples; 10 of the check box criteria:

  1. Team Member Performance Assessment: How was the determination made for which training platforms would be used (i.e., media selection)?

  2. Responsibility Assignment Matrix: Past experience – the person or the group worked at something similar in the past?

  3. Monitoring and Controlling Process Group: How well did the chosen processes fit the needs of the HR Analytics project?

  4. Stakeholder Management Plan: Is staff trained on the software technologies that are being used on the HR Analytics project?

  5. Procurement Management Plan: Are all payments made according to the contract(s)?

  6. Responsibility Assignment Matrix: Are management actions taken to reduce indirect costs when there are significant adverse variances?

  7. Variance Analysis: Are your organizations and items of cost assigned to each pool identified?

  8. Risk Data Sheet: What are the main opportunities available to you that you should grab while you can?

  9. Procurement Audit: Are budget transfers within the general fund made for only the already stated items permitted by law and regulation?

  10. Lessons Learned: Was there a HR Analytics project Definition document. Was there a HR Analytics project Plan. Were they used during the HR Analytics project?

 
Step-by-step and complete HR Analytics Project Management Forms and Templates including check box criteria and templates.

1.0 Initiating Process Group:

  • 1.1 HR Analytics project Charter
  • 1.2 Stakeholder Register
  • 1.3 Stakeholder Analysis Matrix


2.0 Planning Process Group:

  • 2.1 HR Analytics project Management Plan
  • 2.2 Scope Management Plan
  • 2.3 Requirements Management Plan
  • 2.4 Requirements Documentation
  • 2.5 Requirements Traceability Matrix
  • 2.6 HR Analytics project Scope Statement
  • 2.7 Assumption and Constraint Log
  • 2.8 Work Breakdown Structure
  • 2.9 WBS Dictionary
  • 2.10 Schedule Management Plan
  • 2.11 Activity List
  • 2.12 Activity Attributes
  • 2.13 Milestone List
  • 2.14 Network Diagram
  • 2.15 Activity Resource Requirements
  • 2.16 Resource Breakdown Structure
  • 2.17 Activity Duration Estimates
  • 2.18 Duration Estimating Worksheet
  • 2.19 HR Analytics project Schedule
  • 2.20 Cost Management Plan
  • 2.21 Activity Cost Estimates
  • 2.22 Cost Estimating Worksheet
  • 2.23 Cost Baseline
  • 2.24 Quality Management Plan
  • 2.25 Quality Metrics
  • 2.26 Process Improvement Plan
  • 2.27 Responsibility Assignment Matrix
  • 2.28 Roles and Responsibilities
  • 2.29 Human Resource Management Plan
  • 2.30 Communications Management Plan
  • 2.31 Risk Management Plan
  • 2.32 Risk Register
  • 2.33 Probability and Impact Assessment
  • 2.34 Probability and Impact Matrix
  • 2.35 Risk Data Sheet
  • 2.36 Procurement Management Plan
  • 2.37 Source Selection Criteria
  • 2.38 Stakeholder Management Plan
  • 2.39 Change Management Plan


3.0 Executing Process Group:

  • 3.1 Team Member Status Report
  • 3.2 Change Request
  • 3.3 Change Log
  • 3.4 Decision Log
  • 3.5 Quality Audit
  • 3.6 Team Directory
  • 3.7 Team Operating Agreement
  • 3.8 Team Performance Assessment
  • 3.9 Team Member Performance Assessment
  • 3.10 Issue Log


4.0 Monitoring and Controlling Process Group:

  • 4.1 HR Analytics project Performance Report
  • 4.2 Variance Analysis
  • 4.3 Earned Value Status
  • 4.4 Risk Audit
  • 4.5 Contractor Status Report
  • 4.6 Formal Acceptance


5.0 Closing Process Group:

  • 5.1 Procurement Audit
  • 5.2 Contract Close-Out
  • 5.3 HR Analytics project or Phase Close-Out
  • 5.4 Lessons Learned

 

Results

With this Three Step process you will have all the tools you need for any HR Analytics project with this in-depth HR Analytics Toolkit.

In using the Toolkit you will be better able to:

  • Diagnose HR Analytics projects, initiatives, organizations, businesses and processes using accepted diagnostic standards and practices
  • Implement evidence-based best practice strategies aligned with overall goals
  • Integrate recent advances in HR Analytics and put process design strategies into practice according to best practice guidelines

Defining, designing, creating, and implementing a process to solve a business challenge or meet a business objective is the most valuable role; In EVERY company, organization and department.

Unless you are talking a one-time, single-use project within a business, there should be a process. Whether that process is managed and implemented by humans, AI, or a combination of the two, it needs to be designed by someone with a complex enough perspective to ask the right questions. Someone capable of asking the right questions and step back and say, 'What are we really trying to accomplish here? And is there a different way to look at it?'

This Toolkit empowers people to do just that - whether their title is entrepreneur, manager, consultant, (Vice-)President, CxO etc... - they are the people who rule the future. They are the person who asks the right questions to make HR Analytics investments work better.

This HR Analytics All-Inclusive Toolkit enables You to be that person.

 

Includes lifetime updates

Every self assessment comes with Lifetime Updates and Lifetime Free Updated Books. Lifetime Updates is an industry-first feature which allows you to receive verified self assessment updates, ensuring you always have the most accurate information at your fingertips.