HR Analytics Toolkit

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Develop and implement a plan that aligns with the overall mission and strategy of your organization, resulting in innovative, progressive Best Practices and policies to help build a transparent, high performing culture of accountability.

More Uses of the HR Analytics Toolkit:

  • Utilize logic and reasoning to identify strengths and weaknesses of alternative solutions, conclusions or approaches to problems.

  • Manage work with the Data Team to communicate suggestions for continuous improvements in Data Quality and management.

  • Assure your organization acts as a coach and source of advice on performance and development issues intervening where necessary to improve management and Team Effectiveness.

  • Identify: share a point of view in a way that adds value and drive optimal outcomes for the team and brand.

  • Pilot: champion and influence the development of high perForming Teams and build a positive Business Culture.

  • Ensure you accumulate; build and implement Machine Learning to automate and transform Business Processes.

  • Lead good judgement and discretion with dealing with highly Sensitive Data.

  • Arrange that your project stays up to date on new technologies and methods across Data Science and Data Visualizations.

  • Identify issues and use Data Analysis to help influence changes to your operations, process or programs.

  • Manage work on special projects, as defined by the Leadership Team and on the basis of data.

  • Standardize: feedback you expect each member of your team to provide regular feedback on others work in order to make sure you are delivering the best End Product to your stakeholders.

  • Manage the day to day administration of Human Resources policies, procedures and programs.

  • Pull, organize, clean, and combine structured and unStructured Data from various sources.

  • Drive Predictive Analytics to help drive talent and Business Growth and mitigate risks.

  • Warrant that your strategy establishes measurable development plans and monitors achievement and growth of talent.

  • Identify business challenges and use Data Analysis to help influence changes to your operations, process or programs.

  • Standardize: frequent research into issues of importance pay and motivation, retention, engagement, surveys, etc.

  • Be a key partner for business unIT Leaders by ensuring thE Business has the most effective people organization to deliver the Business Strategy.

  • Establish that your corporation identifies and integrates the tools and resources needed to create more equitable environments.

  • Identify: partner with Business Leaders to provide relevant people solutions to business challenges.

  • Become fluent in your organizational concepts and dynamics of change understand how organizational capability can deliver Business Strategy growth agenda.

  • Develop comprehensive approaches to Employee Development, retention, and onboarding by refining/updating/creating key Processes And Procedures in areas.

  • Establish that your organization identifies complex problems and review related information to develop and evaluate options and implement solutions.

  • Identify: on various metrics to promote Data Governance and to improve overall performance and insight.

  • Identify: influence design and development of dashboards to easily visualize Critical Business health metrics.

  • Govern: architecture application iterations; collect requirements, configure systems in sandbox, test and deploy.

  • Initiate: design and implement tools and analytics that provide management with an appropriate level of insight into workforce gaps, investments and costs.

  • Organize and track talent movement in to identify potential gaps, deploy solutions, and ensure safety continuity.

  • Audit: team Management Skills to accomplish organizationally driven team oriented tasks.

  • Analyze data in order to identify areas of concern or Best Practices for Human Resources Business Partners to review in more detail.

 

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 999 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 999 standard requirements:

  1. Is there a high likelihood that any recommendations will achieve their intended results?

  2. Why is this needed?

  3. What is a feasible sequencing of reform initiatives over time?

  4. What are the record-keeping requirements of HR Analytics activities?

  5. Do you effectively measure and reward individual and Team Performance?

  6. Do your leaders quickly bounce back from setbacks?

  7. What are evaluation criteria for the output?

  8. How do you measure efficient delivery of HR Analytics services?

  9. Do you need different information or graphics?

  10. Do HR Analytics benefits exceed costs?


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 994 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. Cost Management Plan: Eac -estimate at completion, what is the total job expected to cost?

  2. Activity Cost Estimates: In which phase of the Acquisition Process cycle does source qualifications reside?

  3. Project Scope Statement: Will all HR Analytics project issues be unconditionally tracked through the Issue Resolution process?

  4. Closing Process Group: Did the HR Analytics Project Team have enough people to execute the HR Analytics Project Plan?

  5. Source Selection Criteria: What are the guidelines regarding award without considerations?

  6. Scope Management Plan: Are Corrective Actions taken when actual results are substantially different from detailed HR Analytics Project Plan (variances)?

  7. Initiating Process Group: During which stage of Risk planning are risks prioritized based on probability and impact?

  8. Cost Management Plan: Is your organization certified as a supplier, wholesaler, regular dealer, or manufacturer of corresponding products/supplies?

  9. Procurement Audit: Was a formal review of tenders received undertaken?

  10. Activity Cost Estimates: What procedures are put in place regarding bidding and cost comparisons, if any?

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

1.0 Initiating Process Group:


2.0 Planning Process Group:


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.