Strategic Transformation in HR Data Management

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day 1
Data as a Strategic Asset
    • Content: The gap between traditional and modern data management methodologies; introduction to the “HR Data Maturity Model” (Levels: Reactive, Aware, Predictive, Proactive).
    • Activity: Self-assessment of the data maturity level in participants’ organizations using the presented model.
day 2
Data Collection and Cleansing Tools
    • Content: Exploring internal and external data sources, data quality standards, basics of cleansing and preparation, introduction to data visualization tools.
    • Activity: Workshop on hypothetical data to apply cleansing processes and create basic visualizations.
day 3
Analyzing Employee Experience from Hire to Exit
    • Content: Analyzing the employee lifecycle, identifying key friction points, linking satisfaction metrics (e.g., eNPS) with performance indicators.
    • Activity: Analyzing a case study of an organization suffering from high employee turnover to uncover root causes using data.
day 4
Predictive Analytics and Decision Support
    • Content: Introduction to predictive analytics in HR (e.g., predicting turnover, hiring success), and how to present data-based recommendations to top management.
    • Activity: Practical exercise on building a compelling “data story” to present an analysis to the board of directors.
day 5
Roadmap to Data Maturity
    • Content: Developing an action plan to elevate data maturity, managing cultural change towards a data-driven culture, and ethics of using employee data.
    • Activity: Each participant develops a draft action plan for applying the learnings in their organization.

Overall Objective: To equip participants with the skills to transform the HR data management function from an administrative recording role into a strategic role based on analytics, to improve employee experience and inform decision-making.