Executive Program in Strategic HR Analytics
Empower your analytical skills and make strategies with IMI Delhi and grow your business with HR trainees.
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Enhance your learning with strategic experts
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On product and brand management activities
Flexible Time
Access to your learning, with your satisfactory schedule
Industrial Standard
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Program Overview
Grow Your Advanced Analytical Capabilities
Learn how to properly evaluate HR data by becoming proficient with sophisticated statistical and data analysis tools. Learn data visualization strategies to effectively and impactfully convey HR analytics.
Strategic Decision-Making
Use HR analytics to guide and educate organizational strategic decision-making processes. Create plans for coordinating HR analytics with the goals and results of the business.
HR Practices Driven by Data
To improve employee engagement, performance management, talent acquisition, and retention, implement data-driven HR strategies. Make plans for future HR requirements and workforce trends by utilizing predictive analytics.
Enhanced HR Procedures
To increase efficacy and efficiency, develop and enhance HR procedures and workflows based on analytical insights. Key performance indicators (KPIs) and benchmarking can be used to monitor and enhance HR operations over time.
Ethical and Legal Compliance
Make sure that when gathering, analyzing, and using HR data, ethical and legal requirements are met. Recognize and implement best practices for managing employee information as well as data privacy laws.
Leadership and Change Management
Gain the ability to lead and advocate for the organization's adoption of HR analytics initiatives. Effectively manage change by communicating and supporting the need for HR transformation using data.
Testimonials
Course Curriculum
- Topic 1: Basics of People Analytics
- Topic 2: (A) Understanding Concept of Artificial Intelligence (AI) & Machine Learning
(B) Introduction to Various Machine Learning Tools - Topic 3: Basic Statistics Tools and its Application
- Topic 4: Identifying Cause-and-Effect Variables
- Topic 5: Basic Statistical Tools & its Applications
- Topic 6: Applying Technique Based on Nature of Problems & Variables
- Topic 7: Human Capital Analytics Continuum
- Topic 8: Application of AI and ML tools in HR functions
Case 1: GROW: Use of artificial intelli-
Case 2: Connecting people investments and business outcomes at Lowe’s: Using value linkage
- Topic 9: Understanding Descriptive and Diagnostic Analytics
- Topic 10: Developing Relevant Problem Statement Based on Context
- Topic 11: Identifying Ways to Measure Various Attributes in HR
- Topic 12: Developing Various HR Metrics in Different Functions of HR
- Topic 13: Data Visualization through Dynamic Dashboards in Excel & Tableau
- Topic 14: Understanding Various Patterns Emerging from Data Visualization
Case 3: Apturja Power Limited: HR Analytics
Case 4: Verizon Communications Inc.: Implementing a Human Resources Balanced Scorecard
- Topic 17: Introduction to Strategic HR Planning
- Topic 18: Identifying Demand-Supply Gaps & Predicting Future Demands for Workforce
- Topic 19-20: Workforce Forecasting and Planning
- Topic 21-22: HR Planning Techniques (Scatter Plots, Trend Analysis, Ratio Analysis. Transition Matrix and so on)
- Topic 23: Sourcing Optimization for Hiring
- Topic 24: Developing Various HR Metrics for Measuring Sourcing Efficiency and Effectiveness
Case 5: Powertech India: Redesigning Workforce Composition By IVEY Publishing
Case 6: Measuring Results of HR Function: Case of the Société de transport de Montréal’s Staffing and Workforce Planning Division by Caee center
- Topic 25: Introduction to Talent Acquisition and Employer Branding
- Topic 26: Understanding Factors Responsible for Selection of Key Talent
- Topic 27: Acquisition Efficiency (Time, Volume, and Resources) and Effectiveness (Quality of Hire) Assessment
- Topic 28: Return on Investment Analysis for New Talents
- Topic 29-30: Developing Relevant Metrics for Gamification and Predicting Renege Rates.
Case 7: EdGE Networks: Making HR Intelligent
- Topic 31: Introduction to Employee Engagement & Performance Management
- Topic 32-33: Measuring Impact of Engagement Initiatives on Performance
- Topic 34-35: Assessing Key Talents Using Cluster Analysis Performance and Potential Assessment using Predictive Analytics.
- Topic 36: Predicting Promotion Likelihood Using Predictive Analytics
Case 8: Money Cash Flow Inc: HR Analytics applied to employee retention and Wellbeing issues
Case 9: Case 7: HR Analytics at Barney
- Topic 37: Introduction to Talent Development and Retention Analytics
- Topic 38: Training Need Analysis Using Descriptive Analytics
- Topic 39: Measuring Training Effectiveness Using Pre-Post Analysis in Performance
- Topic 40: Assessing Exit Interviews to Understand Employee’s Concern Using Text Analytics
- Topic 41: Analysing Employee Emotions and Mood Using Various Chatbots Through Social Media Analytics
- Topic 42: Measuring Renege Rate and Attrition Analysis
Case 10: Harvard Case Study: Semicon India: Demystifying Work force Analytics
- Session 43: Understanding Most Effective Benefit Schemes
- Session 44: Measuring Employee Satisfaction With Rewards Management
- Session 45: Understanding Relationship Between Performance and Rewards
- Session 46: Impact of Monetary and Non-Monetary Rewards on Performance
- Session 47: Understand & Address Ethical Implications While Using HR Analytics Tools
- Session 48: Data Protection Regulations While Using Personal Data of Employees
Case 11: Harvard Case Study: Ethical Programming of Algorithms: How to Deal with Ethical Risks of AI Tools for Hiring Decisions?
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Faculty & Mentors
Prof. Swati Dhir
Swati Dhir, an Associate Professor at IIM New Delhi, completed her FPM from IIM Lucknow in OB/HRM. With prior experience at IIM Ranchi and in industry at Trident Group, she holds a B.Tech in Textile Technology. She's published in national and international journals, authored a book on HR Analytics, and is a certified DiSC trainer.
