Talent Analytics Essentials

Talent Analytics Essentials

Gain the career-building talent analytics skills you need to succeed as a talent analytics specialist. No coding experience required.

In this course, you will learn integral skills in data analytics by applying machine-learning algorithms in processing structured and unstructured data. You will learn how to import, clean, manipulate, visualise and analyse human resource data through hands-on interactive exercises. You will learn two easy to use and highly popular tools, Microsoft Power BI Desktop and Orange datamining tool to conduct data visualisations and analysis. With the newly acquired data analytics skill set, you can gain insights into your HR data and make critical data-driven decisions.

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WSG - SHRI Redesigning Jobs for Tomorrow

WSG – SHRI Redesigning Jobs for Tomorrow

There are increasing risks in many traditional organisations as their industries continue to evolve faster than many can catch up.

Such risks will potentially lead to HR issues such as poor employee retention, a decrease in job productivity and lower employee satisfaction.

As businesses are still grappling with the consequence of COVID19, these added predicaments are ones that companies would not want to be added to their plate.

According to the 2019 study by SKN Sinhgad School of Business Management on employee retention, there is an increasing importance of employee retention in an organization as high turnover is not just expensive in terms of money and time.

As an HR professional who already is balancing many different spectrum of work from payroll to talent management to compensation and more, employee retention issues will make work even tougher as disruptive duties to replace headcounts and to get them up to speed will take time away from core duties to build up the HR capabilities of your organisation.

It is paramount for organisations to take pivotal steps to address and prevent employee attritions.

Some common areas that could be looked into include reviewing the work environment, work culture, salary negotiation, compensation management, rewards and recognition, leadership and relationship between employees and management. 

All these by themselves could be a full-time role and many may not provide the ROI in the short run, if at all.

There’s another option which can not just arrest almost every aspect of employee retention issues and yet provide a quick return on investment.

It is Job Redesign and refers to the approach to revisiting and restructuring jobs to meet the specific needs of a particular segment of the workforce.

Job Redesign has helped Lawry’s Rib achieve a 30% improvement in workflow and provided many other tangible returns for Han’s and FedEx.

With Job Redesign, there are multi-faceted benefits to the organisations:

  1. Improving employee satisfaction: The biggest factor why companies do a job redesign is to keep an employee satisfied and motivated with better roles and tasks to perform.

 

  1. Making the job contemporary: Job redesign ensures that some redundant activities are removed and some critical tasks as added to the job role keeping in mind the industry requirements.

 

  1. Increasing Company Output: Improvement in job roles that lead to employee motivation will indirectly lead to higher productivity from employees

 

  1. Increasing employee accountability: Since job redesign involves improving a current job role which keeps an employee satisfied, it requires higher responsibility and accountability from the employee.

Our WSG – SHRI Redesigning Jobs for Tomorrow Programme will guide you with the necessary skills to evaluate jobs that can be redesigned to fit the future of work, workforce and workplace.

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