EXECUTIVE EDUCATION

HR Management and Analytics: Unlock the Value of Human Capital

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Course Dates

STARTS ON

June 17, 2021

Course Duration

DURATION

2 months, online
4-6 hours per week

Course Duration

You Can’t Manage What You Don’t Measure

Most organizations will express that people are their most important asset. Therefore, how can HR professionals continue to make gains as a strategic business partner by both managing people more effectively and by leveraging data analytics? Measure it, then manage it. Yet…

5%

Only 5 percent of big-data investments go to HR, the group that normally manages HR analytics.

SOURCE: TATA CONSULTANCY SERVICES

9%

Only 9 percent of companies believe they have a good understanding of which talent dimensions drive performance in their organization.

SOURCE: DELOITTE

11%

Only 11 percent of respondents indicated their rewards systems were highly aligned with their organizational goals, and 23 percent reported that they did not know what rewards their workers value.

SOURCE: DELOITTE

Who Is This Program For?

  • Mid to senior-level human resources and learning and development professionals
  • Business unit heads that crossover into human performance management
  • General managers
  • Owners of small and medium businesses with talent management oversight
  • Consultants and business performance professionals

Participant Titles Include:

  • HR Director
  • HR Manager
  • HR Generalist
  • HR Advisor
  • HR Consultant
  • HR Operations Head
  • HR Business Partner
  • Chief HR Officer
  • Group HR Manager
  • People Analytics Manager
  • People & Change Director
  • Program Manager People Analytics
  • Chief People Officer
  • Career Development Manager
  • Talent Acquisition Lead
  • VP Talent Management
  • Director of Talent Management
  • Director of Strategy
  • SVP/Operations Director
  • VP Human Resources
  • CEO
  • Chief of Staff
  • Managing Director
  • Consultant
  • General Manager
  • Partner
  • Executive Director
  • Operations Manager

Participant Companies Include:

  • DBS Bank
  • 3M
  • Google
  • The Home Depot
  • Kotak Mahindra Bank
  • The Emirates Group
  • Godrej Industries Ltd
  • AECOM
  • Interops Consultings
  • Oasis Investments - Al Shirawi Group
  • Mercer Japan
  • Power Finance Corporation

Participant Testimonials

“Most modules helped me gain knowledge and confidence in building a new organizational design.”

— Sumiko Evans, Office Manager, Prestige Validation Services LLC, United States

“Numerous insights on people management and the interactive video sessions contributed to great learning.”

— Julian-Jerome Berndt, Senior Fragility and Resilience Officer, African Development Bank, Cote d'Ivoire

“Case studies and assignments forced us to apply the concepts learned, think logically, and reason with ourselves.”

— Achuthan Kutty Prabhakaran, Consultant, United Arab Emirates

“I liked the module on strategic staffing with Professor Bidwell. The assignment on the correlation and regression module was very practical.”

— Véronique Jamart, Office Manager, Council of Bars and Law Societies of Europe (CCBE), Belgium

“I enjoyed the practical applications with case studies at a flexible pace. As a busy professional, keeping a balance in life can be a considerable challenge. I could access the material through multiple platforms and on the go with my PC, tablet, and even phone—fantastic!”

— Sarah Sue Miller, Director, Business Development Patient Care, Laerdal Medical, United States

“The best part of this course was the marrying together of HR issues with practical, data-driven actions that we can take to both identify and address them. Going forward, when I'm in a situation to argue for or against an HR initiative, I will return early and often to see what the data has to say!”

— Brent Perdue, Manager, Compensation, Encana Corporation, Canada

Your Learning Experience

Wharton's HR Management and Analytics online program combines theory with practical application, and flexibility with rigor, to give you a holistic view of strategic HR management that includes an overview of people analytics. At the end of this program, you will be able to:

  • Understand the basic principles of using HR analytics to improve collaboration between employees and between departments to meet goals, whether it’s driving innovation or efficiency
  • Leverage data analysis to separate skill from luck; identify internal biases; and understand the staffing cycles of hiring, internal mobility, and attrition
  • Understand the four key factors in measuring performance: regression to the mean, sample size, signal independence, and process versus outcome
  • Initiate and manage people analytics projects to help you reach your organizational goals
  • Motivate individual performance, design reward systems, and create a desirable work environment
  • Create a mindset around systems of work versus individual jobs, focusing on retention and employee potential
  • Design an organizational structure built for recruiting top talent and competitive advantage

Program Experience

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Frameworks

Delivered via video lectures

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Real-World Examples

Delivered through a combination of video and live online lectures

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Applications to Data Sets

Learn through individual assignments and feedback

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Debrief of Learnings

Delivered through a combination of recorded and live video lectures

Program Topics

Module 1:

Introduction to People Analytics and Performance Evaluation

Make informed data-driven decisions about your organization’s talent and measure performance with four metrics: regression to the mean, sample size, signal independence, and process vs. outcome.

Module 2:

Motivation and Reward

Learn how behavior modification, imitation, conformity, and compliance influence performance. Learn how to apply technology, tracking systems, outsourcing, and appraisals to motivate, hire, and evaluate employees.

Module 3:

Tasks, Jobs, and Systems of Work

As you identify the key differences between a task and a job, you will learn how systems of work and jobs have evolved within large organizations, improving employee performance and productivity.

Module 4:

Strategic Staffing

Understand the staffing cycle – hiring, internal mobility, career development, and attrition – and apply analytics techniques to identify causality, improve your hiring decisions, and correlate employee attributes to attrition.

Module 5:

Collaboration Networks

As you master the basics of network analysis, you will identify techniques to improve collaboration, learn to map and evaluate collaboration networks, and examine an employee matrix of collaboration networks to determine the path of communication.

Module 6:

Talent Management and Analytics

Maximize employee performance with talent analytics, focusing on interdependence, self-fulfilling prophecies, tests, and algorithms, and improve the equitability of the promotion process.

Module 7:

Managing Your Career as an HR Professional

Make good and timely decisions, design or improve an organization’s architecture, identify the relationship between reward and performance, analyze pay and promotion, and apply a template to enhance human and social capital.

Module 1:

Introduction to People Analytics and Performance Evaluation

Make informed data-driven decisions about your organization’s talent and measure performance with four metrics: regression to the mean, sample size, signal independence, and process vs. outcome.

Module 5:

Collaboration Networks

As you master the basics of network analysis, you will identify techniques to improve collaboration, learn to map and evaluate collaboration networks, and examine an employee matrix of collaboration networks to determine the path of communication.

Module 2:

Motivation and Reward

Learn how behavior modification, imitation, conformity, and compliance influence performance. Learn how to apply technology, tracking systems, outsourcing, and appraisals to motivate, hire, and evaluate employees.

Module 6:

Talent Management and Analytics

Maximize employee performance with talent analytics, focusing on interdependence, self-fulfilling prophecies, tests, and algorithms, and improve the equitability of the promotion process.

Module 3:

Tasks, Jobs, and Systems of Work

As you identify the key differences between a task and a job, you will learn how systems of work and jobs have evolved within large organizations, improving employee performance and productivity.

Module 7:

Managing Your Career as an HR Professional

Make good and timely decisions, design or improve an organization’s architecture, identify the relationship between reward and performance, analyze pay and promotion, and apply a template to enhance human and social capital.

Module 4:

Strategic Staffing

Understand the staffing cycle – hiring, internal mobility, career development, and attrition – and apply analytics techniques to identify causality, improve your hiring decisions, and correlate employee attributes to attrition.

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Industry Examples

Image of a human resource management concept, where a hand is putting wood cube block on top of a pyramid to potray the Google case study.

Google: Project Oxygen

Discover how Google implemented a company-wide HR initiative dubbed ‘Project Oxygen’ to identify the key attributes of successful managers, getting at the question: Do managers matter?

Image of a mechanic fixing a car to potray the Japanese Auto Industry case study

The Japanese Auto Industry

Understand how a worker’s autonomy relates to productivity

Image of a helmet and football in a stadium to potray the National Football League (NFL) case study

National Football League (NFL)

Explore how in the realm of professional sports, where far more data is collected on performance than in your average workplace, identifying high performers can be a challenging task

Program Faculty

Martine Haas, PhD

Professor of Management, The Wharton School; Anthony L. Davis Director of the Joseph H. Lauder Institute for Management and International Studies, The University of Pennsylvania

Michael Useem, PhD

William and Jacalyn Egan Professor of Management; Director, Center for Leadership and Change Management; Editor, Wharton Leadership Digest

Peter Cappelli, DPhil

George W. Taylor Professor of Management; Director, Center for Human Resources, The Wharton School

Matthew Bidwell, PhD

Associate Professor of Management, The Wharton School

Cade Massey, PhD

Practice Professor, Operations, Information and Decisions, The Wharton School

Certificate

Certificate

Upon successful completion of the program, you will earn a digital certificate of completion from The Wharton School.

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Note: After successful completion of the online program, your verified digital certificate will be emailed to you in the name you used when registering for the program. All certificate images are for illustrative purposes only and may be subject to change at the discretion of The Wharton School.

This online certificate program does not grant academic credit or a degree from the Wharton School of the University of Pennsylvania.

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