1. DATA ANALYSIS: WHAT IT MEANS AND WHY APPLY PEOPLE ANALYTICS
Data analysis and benefits for organizations
Definition of Data-Driven HR
Use tools : data, sensors, analytics, machine learning and artificial intelligence
New and innovative functions of the HR Service through the analysis of digital data
Data that detects better performance
Data that reveals improved safety and well-being conditions for people
External data from Social Media
recruitment data from sites ( Linkedin, Glassdoor )
Internal data from performance review data
Internal data from financial and sales data
Internal data from surveys and user/customer feedback
Structured data and unstructured data
Business intelligence vs. analytics
Descriptive and predictive analytics
HRIS (HR information system), descriptive
HR Analytics , predictive
People analytics for training
Advantages of people analytics for hiring policies
Big data , descriptive and predictive analysis, decision-making phase
2. ANALYTICS FOR TRAINING
Use of big data in hiring processes and policies
Three “Vs”: volume, variety, speed
Recruitment analytics : what they are and what they are for
Big data recruiting : what they are and what they are for
Know a candidate's personality before the interview
Skills, social profiles, curriculum vitae
Digital transformation strategies for business
Align behaviors and goals
New HR service priorities in the modern world
Increase corporate culture and leadership
People analytics and performance management
Identify strengths and weaknesses through an organizational assessment
Redesign the process and introduce new technological tools
Support management change
Share the new model and business principles with people
Advantages of people analytics on loyalty and engagement
