Bill Craib
HCI Faculty
Analytics for Talent Management (ATM) Certification
Become a true strategic partner to the business by leveraging data and analytics to make strategic talent decisions. With HCI’s certification course, you’ll learn to effectively navigate the world of data and analytics by learning how to think analytically, understand basic statistical techniques, and connect talent management initiatives to bottom-line business impact.
Earn Credits Towards Leading Industry Certifications
This certification has been approved for 11.25 Business recertification credit hours toward aPHR™, PHR®, PHRca®, SPHR®, GPHR®, PHRi™, and SPHRi™ recertification through the HR Certification Institute.
The use of this seal is not an endorsement by HR Certification Institute of the quality of the program, it means that this program has met the criteria to be pre-approved for recertification credit.
SHRM has pre-approved this certification for 11.75 Professional Development Credits (PDCs) toward SHRM-CP℠ or SHRM-SCP℠ Certifications.
Human Capital Institute is recognized by SHRM to offer Professional Development Credits (PDCs) for the SHRM-CP℠ or SHRM-SCP℠.
Enroll Now
Course Fee: $1,995
In-person classes are scheduled in major metro areas across the country, or take an online class right from your own desk.
Learn More About Analytics for Talent Management
The Three A's of Talent Analytics
HR practitioners and leaders must possess foundational analytical skills to demonstrate and communicate the business value of data-driven talent decisions. HCI research has revealed the Three A's of Effective People Analytics: Access, ...
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The Talent Scorecard: Practical People Analytics Across the Talent Lifecycle
The topic of people analytics always seems to generate a great deal of discussion. Part of its appeal is the hope of finding the one overarching metric, the magic bullet, the key to unlocking the complex field of talent management. Where is the ...
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The Data Squad: Building People Analytics Capabilities
People analytics is the process of using data to measure, predict, and influence the most business-relevant human capital outcomes such as turnover, engagement, and selection. Although the majority of the HR respondents we surveyed report ...
Read moreInsightful HR: Integrating Quality Data for Better Talent Decisions
The lack of analytic skills in HR professionals is one reason for the low adoption rate of the big data for HR. Another factor is the quality of the information used in analytics. Not timely, unreliable, or data not integrated across the talent life cycle will lead some HR professionals to say, “garbage in, garbage out”. With this research study and associated webcast, we understand how organizations are collecting, cleaning, and integrating data for enhancing their human capital decision-making.
Who Should Attend?
This course is valuable for everyone from mid-career HR professionals doing data analytics themselves, to senior HR leaders that need to build or enhance their knowledge of data and analytics for talent management. Individuals tasked with running analytics projects and initiatives within HR, such as employee engagement, workforce planning, and talent acquisition, as well as those that lead teams of statisticians and analysts, will also find the course invaluable. Sample titles include:
Talent Acquisition Manager, Director or VP
HR Manager or Director
HR Generalist
Corporate or Executive Recruiter
Sourcing Strategist
People Analytics Lead
Why Should You Attend?
Only 14% of HR departments are currently using data and analytics. The ability to leverage these skills in talent management decisions such as hiring, engagement, succession planning and internal mobility is necessary for businesses who wish to maintain a competitive edge. A keen understanding of analytics allows the HR practitioner to move from reporting the past to predicting the future.
HR practitioners are the stewards of immense amounts of people data. In order to use this data to make decisions that impact the business, HR leaders must become curators and storytellers that bridge the gap between numbers, figures and the people in the organization. These data-driven narratives allow you to confidently pull levers that have a predictable impact on the business. If you can predict it, you can improve it.
HCI’s Analytics for Talent Management course addresses the most common challenge faced by HR leaders when it comes to data and analytics—HR departments lack the skillsets necessary to truly leverage data to make decisions. This 2-day, interactive training will arm you with the terminology, skills and knowledge necessary to turn data into a compelling narrative and handle common objections to HR data findings. Notable topics covered in the course include:
Confirmation bias
Crafting good questions
Using natural experiments and analytical models
Understanding statistical algorithms
Handling objections
Data presentation approaches
Practical example of applying data to talent management initiatives in talent acquisition, engagement, retention, and workforce planning
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Learn more about the course and view the full agenda.
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Faculty
HCI Faculty members include senior executives and practitioners, business school professors and thought-leading strategists. All are proven experts in the new business science of strategic talent management.
See all faculty...
Mark Allen, Ph.D.
HCI Faculty
HCI Faculty
Jeanne Kerr
HCI Faculty
HCI Faculty
Mark Hacker
HCI Faculty
HCI Faculty
Michele Croci
HCI Faculty
HCI Faculty
Course Outline
Day 1
The agenda for day one includes the following modules:
Section I: The Role of Data in HR - The Transformation of HR
Case Study - Talent Acquisition at NCR
Section II: Analytical Thinking - Asking Good Questions, Developing & Testing Your Hypothesis, Helpful Statistics, Common Errors to Avoid
Section III: Overcoming Obstacles, Types of Data, Handling Data: Hands-on Practice
Case Study - Manager Performance and Employee Engagement at Google
Day 2
The course agenda for day two includes the following content modules:
Section IV: Analytics Practice - Working with Data: Hands-on Practice
Case Study - Talent Retention at Credit Suisse
Section V: Practical Steps to Get Started - Moving Up the Continuum; Telling a Story with Data; Building a Team; Tips—and Inspiration
Case Study - Workforce Planning at GE Aviation
Enroll Now
Course Fee: $1,995
In-person classes are scheduled in major metro areas across the country, or take an online class right from your own desk.