Analyzing evidence pertaining to compensation design, performance management, career planning, organizational design, learning and development, recruitment and attrition is important for maximizing return on Investment (ROI) for HR initiatives. Often the outcome of HR initiatives can be analysed in the form of employee behaviors. However, employee behaviors are complex and therefore it is necessary to combine qualitative and quantitative indicators to analyze them. In this programme, participants will be equipped with techniques and methodologies to conduct such analysis in organizations. Different methods through which the money value of different HR initiatives can be quantified will be discussed.
This programme will help participants to recognize early indicators of key HR phenomena such as attrition. It will also enable them to map real time data in organizations such as grievances, client feedback and appraisal reports to design appropriate HR policies. It will help them to analyze whether behavioral alignment with the strategy of the organization is occurring or not. This will enable HR to play a crucial role during processes such as change management or mergers and acquisitions. Finally tools for leveraging HR activities such as assessment centers, recruitment advertisement design and selection processes will also be discussed.
• Managing attrition: Early behavioral indicators of employees who are likely to quit
• Analyzing real time data in organizations: optimizing everyday HR practices
• Optimizing compensation design
• Organizational design for energizing employees
• HR analytics for change management
• HR analytics for mergers and acquisitions
• HR analytics for leadership development
• HR analytics for employee engagement
Management Development Programmes (MDP) Office
Indian Institute of Management Indore
Prabandh Shikhar, Rau-Pithampur Road
Indore 453556, Madhya Pradesh, INDIA
Email : firstname.lastname@example.org
Tel. : +91-731-2439750, 2439752, 2439753, 24397544
Fax : +91-731-2439751, 2439800
Senior and middle level executives of public and private sector organizations largely working in the HR domain. However, the programme will also be useful to other manger’s who are facing people related challenges and are in the need for designing evidence based intervention. It will also be useful for consultants or independent practitioners, who want to develop HR analytics capabilities to improve their consulting practices. Finally it will also be useful to service providers who provide Human Resource Information Systems (HRIS) solutions.
The methodology would include an appropriate mix of cases, tutorials and simulations. Participants will be given hands on experience in using various softwares such as Statistical Package for Social Sciences (SPSS), Diction and Hamlet.
Service Tax, as applicable, will be additional
Prof. Srinath Jagannathan