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?
EXECUTIVE EDUCATION
EXECUTIVE EDUCATION
June 17, 2021
2 months, online
4-6 hours per week
US$2,800 or get US$280 off with a referral
Special pricing up to 20% discount is available if you enroll with your colleagues. Please send an email to group-enrollments@emeritus.org for more information.
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…
Only 5 percent of big-data investments go to HR, the group that normally manages HR analytics.
Only 9 percent of companies believe they have a good understanding of which talent dimensions drive performance in their organization.
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.
Participant Titles Include:
Participant Companies Include:
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:
Frameworks
Delivered via video lectures
Real-World Examples
Delivered through a combination of video and live online lectures
Applications to Data Sets
Learn through individual assignments and feedback
Debrief of Learnings
Delivered through a combination of recorded and live video lectures
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.
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.
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.
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.
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.
Maximize employee performance with talent analytics, focusing on interdependence, self-fulfilling prophecies, tests, and algorithms, and improve the equitability of the promotion process.
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.
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.
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.
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.
Maximize employee performance with talent analytics, focusing on interdependence, self-fulfilling prophecies, tests, and algorithms, and improve the equitability of the promotion process.
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.
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.
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.
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?
Understand how a worker’s autonomy relates to productivity
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
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
William and Jacalyn Egan Professor of Management; Director, Center for Leadership and Change Management; Editor, Wharton Leadership Digest
George W. Taylor Professor of Management; Director, Center for Human Resources, The Wharton School
Associate Professor of Management, The Wharton School
Practice Professor, Operations, Information and Decisions, The Wharton School
Upon successful completion of the program, you will earn a digital certificate of completion from The Wharton School.
Download BrochureNote: 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.
Flexible payment options available.