Workforce Analytics

WEBINAR
New Approaches to People Analytics

This webinar presents an alternative analytics strategy that is business focused and helps organizations lead with intelligence.

Certified in Workforce Analytics

Solution-Based Practice

Organizations are increasingly using analytical methods to evaluate programs and gain insight into their workforce, in an effort to improve or sustain the capability and productivity of their human capital. The topics presented in this training package address program evaluation and workforce planning methods, which are necessary for evaluating programs and preparing for future workforce needs.

Benefits

1. Understand the relevant metrics and data requirements relevant to the most common types of HR initiatives.
2. Gain understanding of simple statistical techniques.
3. Gain understanding of the workforce planning process and methodologies.
4. Develop skills in conducting demand analysis and forecasting.

Audience

This product is best suited for those who are involved in quantifying the impact of HR programs and also those involved in workforce planning.
1.HR generalists/business partners/managers
2.Workforce analytics consultants
3.Talent management consultants

Training
Certification
Recertification

The CWA Exam & Learning Package includes 3 courses, covering topics in program evaluation and HR metrics, and workforce analytics and planning.

This courseware is designed, keeping in mind with the needs of talent management professionals to learn the material and maximize it in their work projects. Users have access to the HCG Learning Management Platform where they can access courses listed below. Lessons include case studies, step-by-step guides, evidence-based models, webinars, projects, quizzes, and mentor support. Additionally, users have access to job aids and worksheets, which they can readily utilize in their work projects. Read about our success methodology ►

Access duration for this learning package is 3 months.

Foundations of Integrated Talent Management

Talent management (TM) is a systematic approach that more effectively aligns the resources of employees and potential employees with the needs of the business. When effective it helps address employee needs and enhances the work environment by promoting employee effectiveness.

description

In this course, participants gain an understanding of how talent management systems can create better organizations, better talent, and a better career. They gain knowledge of what talent management is, how organizations benefit from talent management, characteristics of a high impact integrated talent management system and industry practices in talent management. The course highlights the benefits and costly consequences of not focusing on TM practices.

In this course, participants build the capability to:

conduct a TM system effectiveness audit
identify opportunities for integrating TM practices to meet a business need
assist in the recruitment of evidence based TM professionals
identify gaps in TM practices compared to industry benchmarks

Tools

This course gives participants access to various tools and worksheets, including:

TM System Effectiveness Audit
Industry Specific TM Practices

Program Evaluation and HR Metrics

Program evaluation (PE) is at the heart of practicing evidence-based talent management. It refers to the process of assessing the impact of an intervention by gathering data to compute the right HR metrics. The process involves developing hypotheses about expected outcomes, collecting data to assess the impact and analyzing results to identify areas for improvement.

description

In this course, participants learn the steps involved in designing a program evaluation. They develop an understanding of popular models and frameworks in program evaluation, such as Kirkpatrick’s four levels of evaluation, Return on Investment (ROI) and Utility analysis. Additionally, the course will cover the evaluation process and metrics used in common types of development programs including training interventions, leader development programs, multisource feedback interventions, executive coaching and career management systems. While this course is presented as a separate chapter, all TM interventions should have a PE component.

In this course, participants build the capability to:

describe the benefits of doing a program evaluation
use the PE framework to develop hypotheses about program outcomes
use the PE frameworks to select the right evaluation level and metric(s)
select the appropriate program evaluation method
outline the steps required to conduct a program evaluation
identify the data required to conduct a program evaluation
perform simple statistical analyses
outline the evaluation methodology for commonly used programs such as

training
leadership development
executive coaching
multi-source feedback
career management systems

Tools

This course gives participants access to various tools and worksheets, including:

Program Evaluation- Data Collection and Metrics Checklist
Statistical Techniques and when to use them
Comparison of Interview Methods for Program Evaluation
Training Evaluation Levels
Worksheet - Return on Investment Analysis
Career Development Programs-Audit Sheet
Evaluating Career Development Programs - Organizational and Individual Level Metrics
Program Evaluation of Succession Planning and Management Program-Audit Sheet
Coach Assessment
Executive Coaching Experience Evaluation Form

Workforce Analytics and Planning

Workforce planning is a systemic approach used for assessing current workforce utilization. The process requires determining priorities and allocating resources (people, capital, or materials) where they can do the most good. It involves forecasting future staffing needs such that the right talent is available for the right roles at the right time and at the right cost.

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In this course, participants will gain knowledge of the signs that signal the need for workforce planning and the steps involved in conducting a workforce analysis. Additionally, the course will present strategies for workforce segmentation, qualitative and quantitative methods for workforce estimation and other special considerations.

In this course, participants build the capability to:

identify when a workforce analysis will be beneficial
identify the data required to perform workforce analytics
outline the steps involved in conducting a workforce plan
develop a workforce supply-demand gap closure strategy
compute staffing ratios and productivity ratios to estimate future workforce size
gather metrics to evaluate a workforce plan

Tools

This course gives participants access to various tools and worksheets, including:

Guidelines for Building a Talent Inventory
Guidelines for Using Qualitative Methods of Workforce Forecasting
Operational Strategy Canvas - Form
Tools for Estimating Skills and Expertise Required - Form
Strategies of Addressing Workforce Deficits and Surpluses
Workforce Segmentation Categories and Definitions

This learning and certification package includes the training segments and a certification exam.

Certification Requirements

1. Complete the learning segments listed in the training tab, including the accompanying mandatory webinars, and quizzes.

2. Complete projects achieving minimum score of 70%

3. Comprehensive Exam

Take a comprehensive exam covering the five topics and achieve a minimum score of 70%.
- Computer-Based Testing (CBT)
- Multiple-choice questions selected based on expert panel evaluations

Exam dates ►

All certifications are valid for 3 years. To maintain the certification credentials, you must stay current in this area of expertise, build upon your knowledge, and grow as a professional in your field. Recertification requires retaking the exam.

Exam dates ►