Address the equity and inclusion implications of HR big data analytics deliberately.
Managing Big Data Analytics for Human Resources
Move HR big data analytics from general awareness to a repeatable, reviewable practice.
📍 Cairo🗓️ 5 training days📚 4 modules🎓 Accredited certificate
5intensive training days
4scientific modules
8training sessions
32detailed points
Course Overview
People decide what HR big data analytics really means by watching who gets promoted. Most disputes about data analytics begin as a conversation that was handled badly. Work is grounded in real cases drawn from this area of people management and development, which each participant adapts to conditions in their own organisation. It treats HR big data analytics as an operating discipline and equips participants to run it as one. Organisations that document the wider people management and development agenda properly resolve disputes about it far more quickly. It is designed for mixed groups, so that data analytics is examined from more than one functional angle. The outcome is a practitioner who can hold a position on HR big data analytics and revise it on evidence. Buying a tool rarely fixes data analytics; the underlying capability has to be built internally first. The final module sets out how progress on this aspect of people management and development will be evidenced six months later.
Expected Learning Outcomes
Distinguish the parts of data analytics that must be standardised from those that require judgement.
Plan the handover of HR big data analytics so that capability is not lost when key staff move on.
Measure the effect of data analytics on retention, performance and engagement.
Verify that improvements to HR big data analytics have held six months after they were introduced.
Build the evidence base on data analytics from data the organisation already collects.
Handle exceptions to HR big data analytics consistently and document the reasoning.
Who Should Attend
Reward and compensation staff whose frameworks interact with HR big data analytics.
Line managers who apply data analytics in practice.
Legal and compliance advisers reviewing HR big data analytics.
Recruitment and resourcing staff affected by data analytics.
Project and programme managers whose delivery depends on HR big data analytics.
Quality staff verifying that data analytics performs as designed.
Course Modules
HR big data analytics: review, learning and adjustment
2 sessions · 8 pointsSession 1What your existing data already says about HR big data analytics
- Prepare the summary of HR big data analytics that senior management will read.
- Set out the decisions in data analytics that require sign-off and by whom.
- Define the trigger that would require HR big data analytics to be redesigned.
- Review data analytics for unintended equity effects across groups.
Session 2Moving data analytics from approval to execution
- Review whether HR big data analytics is aligned with the objectives of the workforce.
- Design the communication for data analytics around the questions people will actually ask.
- Prepare the response for the most likely failure in HR big data analytics.
- Confirm records relating to data analytics meet retention and privacy rules.
Data analytics: records, privacy and legal defensibility
2 sessions · 8 pointsSession 1Appeals and grievances arising from data analytics
- State the purpose of HR big data analytics in one sentence a new manager would understand.
- Build the competence framework that supports data analytics.
- Set the annual review point for HR big data analytics and who attends.
- Compare intended and actual outcomes of data analytics honestly.
Session 2The conversation about data analytics managers most often avoid
- Document the reasoning for every exception granted under HR big data analytics.
- Estimate the cost of data analytics and the cost of leaving it unchanged.
- Compare the cost of HR big data analytics with the cost of its absence.
- Write down the assumptions underpinning the approach to data analytics.
Data analytics: communication and employee understanding
2 sessions · 8 pointsSession 1Keeping data analytics alive after the initial push
- Confirm that reporting on HR big data analytics reaches the people who can act.
- Plan succession for roles most exposed to data analytics.
- Establish the boundary of HR big data analytics and record what sits outside it.
- Script the difficult conversation data analytics requires and rehearse it.
Session 2Building manager capability in HR big data analytics rather than owning it centrally
- Establish who is informed, consulted and accountable in HR big data analytics.
- Measure the effect of data analytics on retention and performance, not activity.
- Test the policy on HR big data analytics against three real cases from the past year.
- Pilot changes to data analytics in one area before wider rollout.
Data analytics: capability across the management line
2 sessions · 8 pointsSession 1Escalation and decision rights in data analytics
- Agree the indicators that will show whether HR big data analytics is improving.
- Identify the data the organisation already holds that bears on data analytics.
- Decide what will be stopped to create capacity for HR big data analytics.
- Train line managers on data analytics rather than handling every case centrally.
Session 2Piloting a change to data analytics before committing
- Agree what will be standardised in HR big data analytics and what will not.
- Define acceptance criteria for data analytics in advance.
- Set the consistency check that catches uneven application of HR big data analytics.
- Rehearse the briefing on data analytics that would follow an incident.
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
We will contact you within one business day to confirm.