RM2,000

HR Metrics and People Analytics

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Malaysian Institute of Management

3 Jalan Semangat

#T1-L16-1

Petaling Jaya, Selangor 46200

Malaysia

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*For all MIM members please contact publicprog@mim.org.my to register at a discounted rate.

Human resources (HR) metrics and people analytics have become a hot topic in
organizations of all sizes. Interest is rising, and organizations are reaching out to
learn more about useful metrics and analytics and how they can use them to
improve organizational effectiveness. Although the use of HR metrics and
people analytic is not new, various factors are driving increased interest. An
important driver is the widespread implementation of integrated human
resource information systems (HRISs) and the greater availability of information
from third-party sources. Today’s HRIS builds on the capabilities of faster and
more capable computers, improved connectivity through organizational
networks and the Internet, and the availability of user-friendly analytics
software. These changes have fundamentally altered the dynamics of human
capital assessment in organizations, driving the marginal cost of assessment
lower, while providing the potential for near real-time analysis and distribution of
information. These factors, combined with recent and growing interest in
evidence- based management, account for the rapidly growing interest
People analytics is the use of data and data analysis techniques to understand,
improve, and optimize the people side of business. Analytics has the potential to
improve the effectiveness of a company’s talent acquisition function by
replacing manual processes. Recruiting and hiring data can be correlated with
business outcomes such as increased revenue to create strategic insights and
drive action. Harvard Business Review identified the biggest obstacles for
adoption is “inaccurate, inconsistent, or hard-to-access data requiring too much
manual manipulation” and a “lack of analytic acumen or skills among HR
professionals.” Human capital function need to identify question it wants to
answer, collect the data, interpret the results, and take action. Analytics will
change the recruitment function by automating screening of candidates. This
has downstream benefits for performance management, turnover, and
workforce planning


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Malaysian Institute of Management

3 Jalan Semangat

#T1-L16-1

Petaling Jaya, Selangor 46200

Malaysia

View Map

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