Workforce Productivity Training

Analyze Your Most Important Asset: Human Capital

Our popular Workforce Productivity Training Workshops have been meticulously developed by our HCMI consultants to deliver participants the required tools and techniques to successfully measure, benchmark, and more importantly, improve their productivity on an organization-wide scale.

Don’t fall into the out-dated thinking that workforce productivity cannot be accurately measured. This training will walk you through the process from A to Z and we’ll give you the knowledge and tools to make an immediate impact on your company’s productivity.

Check out our Training Schedule below for a list of dates and locations near you. If you don’t see a date or location that works for you, contact us for more information on setting up your own training workshop.

2014 Training Calendar

Training Course Date Location
Workforce Productivity Analytics October 14 and 15 Kuala Lumpur, Malaysia

Training Details

Key Questions Answered

  1. How can our workforce be modeled to optimize for productivity and profitability?
  2. Is workforce productivity increasing, decreasing or static?
  3. What is the average time-to-full-productivity for new hires? For new hires in critical roles?
  4. Are we losing the right people (low performers) or the wrong people (high performers or critical roles and skills)?
  5. What is the statistical link between training and firm profitability? By course or instructor? If so, where could investments in training improve productivity and profitability?
  6. Is there a link between employee engagement, customer satisfaction and increased revenue and profits? If so, what are the value drivers?
  7. Plus many more…

Perfect for Professionals in the Following Functions:

  • Training and Development
  • Talent Management
  • Organizational Development
  • Workforce Planning
  • Workforce Analytics
  • Finance
  • Strategic Planning

Training Agenda

Introduction

Section 1: The Business Case for Analytics, What is Analytics, Why is it important?

  • The challenge of measuring human capital
  • Why measure the workforce? What can be gained?
  • A model to link workforce strategy to business, customer  and financial performance
  • Using workforce data in business decision making
  • Case Study: Examples of a business case for workforce analytics

Section 2: What is Workforce Productivity? How can it be Measured?

  • Workforce productivity analysis: Workforce value, costs and performance
  • Quantifying the workforce: The largest cost and greatest opportunity
  • Case Study: Examples of productivity metrics
  • Hands on Exercise: Basic workforce productivity metrics
  • Questions to ask about workforce productivity

Section 3: Human Capital Analytics and the Employee Life Cycle: A Sources of Value

  • Recruiting and on-boarding
  • Internal mobility and career path
  • Case Study:  Quantifying internal mobility and career path
  • Training and development
  • Management and leadership
  • Engagement and performance
  • Case Study:  Engagement and performance in the customer service function
  • Retention and turnover

Section 4: Finding and Preparing Workforce Data

  • Data requirements, identifying data needs, and gathering data
  • Historical data for trending and spotting issues
  • Hands on Exercise: Data trending analysis
  • Case Study: Where to find workforce data
  • The need for standards in HR, data issues and governance
  • Improving workforce data quality

Section 5: Building a Workforce Intelligence Data Model

  • Key data requirements in workforce analysis
  • Data Integration challenges, data validity and consistency, outliers versus bad data
  • Aligning and integrating workforce data
  • Combining disparate HR data sources
  • Adding business, customer and financial data
  • Segmenting workforce and human capital data
  • Hands on Exercise: Segmenting workforce data

Section 6: Basic Tools for Workforce Analysis

  • Basic analytic techniques, root cause analysis and testing
  • Simple quantification of workforce business and financial impact
  • Integrated workforce data modeling and analysis
  • Examples of human capital analytic tools to quantify workforce productivity
  • Hands on Exercise: Quantifying high performers and turnover

Section 7: Productivity Metrics and Measurement Maps

  • Advanced workforce segmentation and finding critical job roles
  • Putting metrics together to tell a comprehensive workforce story
  • Case study: Metrics map for a technology company
  • Different metrics for different industries and business models
  • Comparing, target setting and benchmarking
  • Finding key performance indicators (KPIs)
  • Hands on Exercise: Metrics map and KPI selection

Section 8: Using Statistics and Financial Analysis

  • Statistical driver analysis: Correlation vs. causation
  • Linkage analysis: Linking workforce measures to business results
  • Case study: Statistical driver analysis
  • Projecting future costs and savings impacts
  • Quantify productivity improvement and financial return on investment (ROI)

Section 9: Advanced Productivity Modeling Analysis and Testing

  • Advanced analysis and modeling requirements
  • Hands on Exercise: Modeling the workforce to quantify productivity
  • The impact of HR policies and practices on workforce productivity
  • Risk factors and false positives in the data
  • Case studies: Financial services

Section 10: Best Practices and Critical Success Factors

  • Introduction to workforce Analytic Center of Excellence (ACE)
  • Best practices in selecting and using visuals, charts and information
  • Case Study: High impact visuals
  • Storytelling with data
  • Partnering with Finance and line management
  • Scoping and sizing project opportunities
  • Management support and linking to business priorities
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