Document decisions about HR analytical dashboards in a form that remains useful after the people change.
Building Analytical Dashboards for Human Resources
Develop the judgement and the documentation needed to run HR analytical dashboards properly.
📍 Tripoli🗓️ 5 training days📚 4 modules🎓 Accredited certificate
5intensive training days
4scientific modules
8training sessions
32detailed points
Course Overview
Policy on HR analytical dashboards is judged by how it is applied in the difficult cases, not the easy ones. Most disputes about this aspect of people management and development begin as a conversation that was handled badly. The course covers the practice within people management and development at the level of detail needed to act, and stops there. The method assumes participants will be challenged on their handling of HR analytical dashboards and prepares them for it. Teams frequently over-invest in documenting this strand of people management and development and under-invest in testing it. The professional literature on the people management and development capability converges on a small set of controls that reliably work. They leave able to brief senior management on HR analytical dashboards in terms that support a decision. The programme suits teams tackling this part of people management and development together as readily as individuals attending alone. Participants finish with a short, specific brief on this aspect of people management and development ready to put in front of a decision maker.
Expected Learning Outcomes
Pilot changes to HR analytical dashboards before rolling them out organisation-wide.
Ensure decisions taken under HR analytical dashboards would withstand external scrutiny.
Design the communication that makes HR analytical dashboards understood rather than merely announced.
Set the minimum documentation for HR analytical dashboards that is genuinely necessary, and stop there.
Prepare managers for the emotional load HR analytical dashboards places on them.
Identify the failure points in HR analytical dashboards most likely to cause loss, and control them first.
Who Should Attend
Planning staff whose forecasts and budgets are affected by HR analytical dashboards.
Reward and compensation staff whose frameworks interact with HR analytical dashboards.
Risk managers assessing the exposure created by HR analytical dashboards.
Recruitment and resourcing staff affected by HR analytical dashboards.
Public sector personnel officers applying HR analytical dashboards within regulation.
Learning and development officers building capability in HR analytical dashboards.
Course Modules
HR analytical dashboards: records, privacy and legal defensibility
2 sessions · 8 pointsSession 1Appeals and grievances arising from HR analytical dashboards
- Establish who is informed, consulted and accountable in HR analytical dashboards.
- Agree what will be standardised in HR analytical dashboards and what will not.
- Distinguish symptoms from causes when HR analytical dashboards underperforms.
- Anticipate the objections HR analytical dashboards will raise and prepare the answers.
Session 2The conversation about HR analytical dashboards managers most often avoid
- Test the procedure for HR analytical dashboards against a realistic scenario.
- Check that records of HR analytical dashboards answer the questions likely to be asked.
- Set the review interval for HR analytical dashboards and who attends.
- Confirm records relating to HR analytical dashboards meet retention and privacy rules.
HR analytical dashboards: review, learning and adjustment
2 sessions · 8 pointsSession 1Keeping records on HR analytical dashboards that are lawful and useful
- Reduce the variation in how HR analytical dashboards is carried out between teams.
- Set escalation thresholds for HR analytical dashboards that work out of hours.
- Build the appeals route for HR analytical dashboards and publish it.
- Set the consistency check that catches uneven application of HR analytical dashboards.
Session 2Closing out HR analytical dashboards and capturing what was learned
- Test the policy on HR analytical dashboards against three real cases from the past year.
- Compare the cost of HR analytical dashboards with the cost of its absence.
- State the purpose of HR analytical dashboards in one sentence a new manager would understand.
- Arrange the handover of HR analytical dashboards so capability survives staff changes.
HR analytical dashboards: capability across the management line
2 sessions · 8 pointsSession 1Piloting a change to HR analytical dashboards before committing
- Identify the data the organisation already holds that bears on HR analytical dashboards.
- Train line managers on HR analytical dashboards rather than handling every case centrally.
- Design the communication for HR analytical dashboards around the questions people will actually ask.
- Review HR analytical dashboards for unintended equity effects across groups.
Session 2Building manager capability in HR analytical dashboards rather than owning it centrally
- Document the reasoning for every exception granted under HR analytical dashboards.
- Build the competence framework that supports HR analytical dashboards.
- Confirm that reporting on HR analytical dashboards reaches the people who can act.
- Check that HR analytical dashboards complies with current labour regulation in every location.
HR analytical dashboards: exceptions, appeals and difficult cases
2 sessions · 8 pointsSession 1Moving HR analytical dashboards from approval to execution
- Draft the minimum viable people policy for HR analytical dashboards.
- Estimate the cost of HR analytical dashboards and the cost of leaving it unchanged.
- Define acceptance criteria for HR analytical dashboards in advance.
- Pilot changes to HR analytical dashboards in one area before wider rollout.
Session 2The hard cases in HR analytical dashboards and how to reason about them
- Plan succession for roles most exposed to HR analytical dashboards.
- Measure the effect of HR analytical dashboards on retention and performance, not activity.
- Check that HR analytical dashboards still works when volumes rise unexpectedly.
- Ask employees what HR analytical dashboards feels like from their side.
Choose the package that suits you
Silver Package
At least 3 people
USD1,250
- Workshop or Program Participation
- Airport Transfers
- Customized Badge
- Expert Mentorship (Private Sessions)
- Supervision & Secretarial Services
- Accredited Certificate of Participation
- Complete Training Kit
- Coffee Break
- Closing Ceremony
Gold Package
At least 3 people
USD1,850
- 5-night stay in a 5-star hotel
- Workshop or Program Participation
- Airport Transfers
- Customized Badge
- Expert Mentorship (Private Sessions)
- Supervision & Secretarial Services
- Accredited Certificate of Participation
- Complete Training Kit
- Coffee Break
- Closing Ceremony
Complete your registration
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