Diploma in People Analytics

General

35 locations available

Program Description

objective

Address the management of human talent from an objective perspective based on the use of data to eliminate the subjectivity of decision making, helping to create strategies focused on collaborators. .

Benefits of the program

  • They will be able to bring new ways to solve business problems to their companies with a more quantitative look.
  • Reduce turnover, improve employee performance and align the recruitment process to ensure business sustainability.
  • Transform people's initiatives into company results.

Addressed to

Graduates in commercial or administrative areas, human resources, operations, digital transformation, innovation, commercial with work experience in the area of human resources.
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Content of the program

Diploma of 6 modules that total 96 hours of learning in total.

Module 1. People Analytics project management 16 hours

Establish the correct mindset about what it is and what it is for People Analytics and the importance of data management. Identify the importance of making decisions based on data analysis.

  1. The era of HR analytics in Latin America
  2. Myths and truths about People Analytics
  3. Mindset of a data-driven leader
  4. Capabilities and competencies needed
  5. Evidence based management (EBM)
  6. Storytelling: how to influence decision making using data

Module 2. Data science in People Analytics 16 hours

Contextualize People Analytics in its contribution as a tool as part of the trends in Organizations for analysis in organizational situations.

  1. Above and beyond Excel: analytical tools
  2. HR data for a project
  3. Research Paradigms
  4. Introduction to basic statistics techniques
  5. Introduction to Machine learning
  6. How to make data-driven decisions from data visualization

Module 3. People Analytics for selection and recruitment 16 hours

Understand and practice decision-making based on data in selection and recruitment initiatives, transforming them into valuable contributions towards the organization.

  1. EBM: The most effective selection practices
  2. The different sources of information
  3. Impact of predicting future need for talent
  4. What kind of talent do I need, who are most likely to leave or stay and their contribution in $
  5. The most common indexes and KPIs
  6. Describe versus predict
  7. How to operate and generated value
  8. Business case
  9. Market testimony

Module 4. People Analytics for performance management 16 hours

Understand and practice data-based decision making in performance management initiatives, transforming them into value contributions towards the organization.

1. EBM: The most relevant performance drivers

2. The success profile of a collaborator

3. Employee lifetime value

3.1. How to maximize recruitment, development and retention actions

3.2. What benefit does the contribution of money from a role have?

4. The most common indices and KPIs

5. Describe versus predict

6. How to operate

7. Business case

8. Market testimony

Module 5. People Analytics to retain talent 16 hours

Understand and practice decision-making based on data in talent retention initiatives, transforming them into valuable contributions towards the organization.

  1. EBM: The most relevant drivers of voluntary rotation
  2. How HR and operations area initiatives influence the risk of a collaborator's escape
  3. Survival analysis and risk of leakage
  4. The different sources of information
  5. The most common indexes and KPIs
  6. Describe versus predict
  7. How to operate
  8. Business case
  9. Market testimony

Module 6. The analytical roadmap 16 hours

Create an operational model of People Analytics, through roles of people, through a practical methodology of a data analysis dashboard.

1. Establish an adequate climate within the organization for People Analytics

2. Operating model: from report to predict

  • How to build a sustainable management model
  • Work modules
  • Roles and responsibilities
  • Project management
  • Data governance
  • Decision making
  • How to influence the business for action
  • Metrics and dashboards

3. What to do when internal resistance arises to manage evidence-based way?

4. The future of People Analytics

5. Market references


Last updated December 2019

About the School

El Tecnológico de Monterrey es una institución de carácter privado, sin fines de lucro, independiente y ajena a partidos políticos y religiosos. Fue fundado en 1943 gracias a la visión del empresario ... Read More

El Tecnológico de Monterrey es una institución de carácter privado, sin fines de lucro, independiente y ajena a partidos políticos y religiosos. Fue fundado en 1943 gracias a la visión del empresario mexicano Eugenio Garza Sada. Su labor es apoyada por asociaciones civiles integradas por destacados líderes de todo el país, comprometidos con la calidad de la educación superior y con el desarrollo de México. Read less
Monterrey , Buenavista , Mexico City , Zapopan , Puebla City , Mexico City , Santiago de Querétaro , Mexico City , Tampico , San Luis Potosi , Ciudad Juarez , Leon , Saltillo , Cuernavaca , Toluca , Chihuahua , Aguascalientes , Culiacán , Hermosillo , Tijuana , Morelia , Torreón , Cancún , Heroica Veracruz , Ciudad Obregón , Pachuca , Reynosa , Irapuato , Mexicali , Mérida , Oaxaca , Villahermosa , Nogales , Campeche , Mexico City + 34 More Less