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HR has always been about people, and this remains true today. However, given the rapid digital transformation in today’s organizations, the need for data-driven decision making has become essential. There is both a shortage of analytical talent within HR and an increasing demand for these types of skills.

HR leaders can drive business performance by defining, designing, developing, and delivering initiatives that lead to competitive advantage through the effective use of people. To succeed,however, they need a solid understanding of the organization’s business drivers and strategic initiatives. This understanding is the foundation of effective HR leadership.

Learning Outcomes

This two day program focuses on new approaches in “People Analytics” for HR professionals,including designing and using an HR Metrics model to HR Dashboards. Participants will examine frameworks for categorizing and evaluating metrics, and learn to build an analytical model appropriate to your organizational goals and priorities and make timely decisions to support your Strategic and Operations business requirements. Participants can use strategic analytics both to measure HR’s impact and to communicate that impact to other leaders in the organization.

Who Should Attend:

This 2-day course is relevant for those who are in process of preparing HR Analytics function and want to start by implementing strategically relevant and standardized right, such as:

HR Metrics Specialist

  • HR Reporting Manager
  • HR Associates / HR Professionals / HR Analysts
  • Head of OD, Rewards, HR Operations /Services
  • HR Directors / Managers
  • VPs of HR / CHROs

Key Benefits:

After completing this course, you will be able to:

  • EXPLAIN how and why an organization uses metrics and analytics
  • ASSESS measurement requirements tied to the organization’s needs
  • DEFINE metrics that support your business model
  • IDENTIFY sources for standard HR metrics
  • DESCRIBE models useful for planning an effective HR measurement system
  • COLLECT good-quality data & distinguish good-quality data from poor data
  • IDENTIFY sources of HR data & appropriately interpret data to make decisions
  • PROVIDE examples of faulty data analysis
  • IDENTIFY methods of reporting analytics
  • DESCRIBE best practices for communicating HR analytics – HR Dashboards
  • DESCRIBE the difference between the strategic and tactical mindsets of people resources
  • ASSESS the maturity of a measurement system
  • IDENTIFY next steps to improve a measurement system

Course Facilitators: Talha Asim Ghazi

I’m interested in this program and wish to view the Program Brochure:

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