Executive Program in Strategic Human Resources Applied Analytics

Course curriculum

Module 1

Introduction to A Strategic Perspective of Analytics

Aligning HR Analytics & Organization Strategies
Class Simulations and class exercises
Manpower succession planning
Training design, Investments and effectiveness
HR Audit Process
Recruitment and Selection Process Audit
Employee administration process audit

Module 2

HR Audits & Benchmarking

Computer based data management system audit
Statutory compliance audit
HR Audit Measures
HR auditing as a tool of HR valuations

Module 3

Career Progression & Workforce Deployment Metrics

Employees per manager
Employee service profiling
Workforce age profiling
Workforce service profiling
Churn over index
Separation clearance time

Module 4

Recruitment Metrics

Fill-up ratio, Time to Hire, Cost per hire
Early turnover, Termination during probation
Channel efficiency mix in terms of Direct hires, Employee referral hires, Agency hires & Lateral hires
Offer reject and renege, Fulfilment ratio, Quality of hire
Recruitment to HR cost

Module 5

Diversity Metrics

Workforce diversity index
Gender mix
Differently-abled index
Implementation challenges

Module 6

Training & Development Metrics

Percentage of employees trained
Internally and externally trained
Training hours and cost per employee, ROI calculation
Performance management for goal alignment development
Reward and compensation designing

Module 7

Talent Retention Metrics & Talent Analytics Maturity Model

Retention index
Voluntary and involuntary turnover
Turnover by department, grades, performance, and service tenure
Internal hired index

Module 8

HR Metrics Dashboard using excel

Process of development of dashboard
Essential criteria
Leading and lagging indicators
Selection of appropriate metrics
Sources of data

Module 9

KPI Dashboard using excel

Criteria of creating KPI Dashboard
Creating a sales KPI Dashboard through 9 Box Grid

Module 10

HR KPI Scorecard using excel

Calculating HR KPI
Scorecard based on recruitment, training and development

Module 11

Technology and Human Dimension

Sensemaking of digital revolution: AI, Big Data, Augmented Reality, Automation
Managerial competencies required in digital
Deep Thinking

Module 12

Employee Gamification

What is gamification
Why companies use gamification
How gamification can help in recruitment and selection
What is employee engagement
Employee engagement survey
Use of gamification in employee engagement

Module 13

HR Balanced Scorecard

Learning and Growth perspective
Customer perspective
Business Process perspective
Financial perspective
Implementing Human Resources Balanced Scorecard

Module 14

Advanced HR Analytics for decision making

Regional and country level differences in turnover data
Predicting individual and team turnovers
Turnover costs for business implications
Selection decisions from previous performance data
Predictive modeling of individual and team performance
Identifying flight-risk candidates
Process of report generation

Module 15

Developing HR Analytics Unit

Go to market model
Developmental model
Structure, team, stakeholders/sponsor/champion
Analytics culture
Working with consultant/coaches

Module 16

Leadership & Change Manage

Designing development centers
Developing competency framework
Transactional and Transformational Leadership
Understanding and mapping leadership styles
Motivating and engaging employees
Leadership development

Module 17

Strategy Management

Strategy Formulations
Industry-level analysis
Value chain analysis
Business and corporate analysis

Module 18

HR Business Partner

HR Manager as business partner
Alignment analysis framework – horizontal Fit and Vertical Fit
Horizontal fit – balanced score card framework
HRM role to manage VUCA environment
Some important Laboure laws and their impact on business

Module 19

HR Corporate Strategies

HRM issues in turnaround management – Asset retrenchment and revival
Managing expatriation and repatriation challenges
Issues in global productions chains
Conglomerates versus standalone business HRM issues
Understanding Financial statements and costing concepts

About IIM Rohtak

Indian Institute of Management Rohtak is the IIM established by the Ministry of HRD, Government of India by IIM Act 2017. IIM Rohtak is an institute of national importance as per Ministry of HRD, Government of India.

Established in 2009, Indian Institute of Management Rohtak is a benchmark for top management education in India with a vision to become a global leader in due course. The institute has an enlightened and progressive leadership, acclaimed faculty members, extensive infrastructure and robust teaching pedagogy in place. It continues to impart knowledge in the management domain with a unique cross-functional perspective to prepare future leaders who can manage and create powerful organizations. To realize the vision of the Institute, IIM Rohtak is providing world-class education in management not only through full-time and regular programmes but also through various long duration and short duration programmes.

Located within the National Capital Region (NCR) of India, IIM Rohtak is 90 minutes from Delhi international airport. The state-of-the-art campus spread over an area of 200 acres is strategically located on National Highway - 10 and is well connected to Delhi.

IIM Rohtak has been ranked amongst the top five IIMs in research. Institute offers a dynamic environment for high-quality research in all functional areas of management that will benefit various segments of the business and society.

Frequently Asked Questions

Why do I need to learn HR Analytics?

The evolving industry and its functions demand HR to be a data-driven function. Therefore, Analytics helps HR professionals to be industry-relevant.
Will the program help me to get into the HR Business Partner / Strategic HR role?

The role of HRBP / Strategic HR is to solve business concerns by analyzing business problems and placing the right solutions to them. The Crucial skills are Analytics, business acumen, digital integration, people advocacy, strategic aptitude, change management and understanding of HR, data analytics skills, and excellent stakeholder management and that is what the IIM program going to deliver.
How the program is different from the strategic Human Resource Management program or HR Analytics?

The answer is easy, as you cannot make strategies unless you know the data points and just knowing data insights would not help. Therefore, the program is a bundle of both required skill-sets much needed to be industry-relevant.
Will the program give any global certification?

Yes, the program will take you towards HRCi certification. HRCi is an international HR Certifications body that gives globally accredited certifications. you will have training on SPHRi (Senior Professionals in Human Resources – International) OR GPHR (Global Professionals In Human Resources) (T&C applied)