This workshop provides a practical and comprehensive framework for integrating data-driven insights into all aspects of human capital management and strategy.

Building Meaningful HR Metrics & Analytics


A great transformation is taking place in HR departments across the world—or at least a great transformation is expected from HR (and is arguably past-due). An increasingly dynamic, disrupted, and competitive landscape for all industries calls for a change in talent management and strategy. HR can rise to the challenge thanks in large part to the abundance of data and software at its fingertips, but it also needs to adopt analytical thinking and processes to help its business to succeed.

This workshop provides a practical and comprehensive framework for integrating data-driven insights into all aspects of human capital management and strategy. Throughout the training, you will learn two sides to metrics and analytics: (1) properly producing metrics and analyzing human capital data; and (2) implementing analytics into workforce strategy. Lectures, group hands-on exercises, and bonus materials are designed to allow you to immediately adopt analytical approaches and processes that will support and optimize a variety of core HR programs and services in your organization.

Who Should Attend


HR professionals at all levels and all sub-functions looking to understand and adopt data-driven thinking in HR.

Manuals and Bonus Materials provided

Participants will receive an interactive course manual with bonus materials included; bonus materials have several end-to-end and reproducible examples of common HR analytics projects.

About Your Instructor




Paul Lalovich

​​Paul successfully led and supported business transformations across a variety of industries, making significant progress in reducing costs and improving operating effectiveness. Paul worked extensively in the emerging markets of Europe and The Middle East (du, Gazprom, Norconsult, Global Medical Solutions, Sadara Chemical Company, Willis Towers Watson, Mercer Consulting, Oliver Wyman and more recently Emirates Nuclear Energy Corporation). Prior to this, during his career in Canada he worked as a Business Process Outsourcing (BPO) consultant with ORIS Creative Solutions supporting many organizations on the Fortune’s list “100 Best Companies to Work for in America”.

2010 - present

2010 - present

Learning objectives and benefits to you and your organization:

After attending and participating in this course, you will be better able to:

  • Create metrics and drive analytics projects that address people-related business problems head-on

  • Use ethical and trustworthy approaches in analyzing data

  • Overcome common HR data problems that prevent actionability (and credibility)

  • Transform data confidently and repeatably for metric creation and data analysis

  • Analyze data from a variety of sources

  • Effectively deliver convincing data-driven insights to executives

  • Understand the basics of advanced analytic techniques and their value in your organization


Course requirements and things to bring


A laptop is required to use the manual and bonus material, as well as to participate in group data analysis exercises outlined in the agenda. A common company laptop with Microsoft Excel installed is sufficient to complete exercises and use bonus materials.

A basic familiarity with Microsoft Excel is required; an intermediate understanding of excel is preferred (pivot tables, SUMIF, COUNTIF, vlookup); no background in statistics, economics, or analytics necessary.


19 - 21 August 2019


SGD 3,995

21 - 23 October 2019

Hong Kong

SGD 3,995

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Key Topics Covered

Section I: Reporting, Analytics, and Workforce Strategy - Why are they different, and why should you care about any of them?

Section II: An overview of the Reporting, Analytics, and Strategy Cycle

Section III: Before we even look at data: Problem Scoping, Consultation, and Study Design

Section IV:  Getting, Cleaning, and Manipulating Data for Reporting (and subsequent analysis)

Section V: Fundamental Metrics: A birdseye view of an organization

Section VI: Core data analysis for HR data

Section VII: Presenting results and giving recommendations

Section VIII: Implementation of Recommendations, Monitoring Progress, and Continuing the Cycle

Section IX: Next Steps: An Introduction to Advanced Analytics and Tools for a Deeper Understanding of the Employee Experience

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