HR Management and Analytics - Virtual Learning
The greatest resource of any organization is its people. The greatest opportunity is realizing their potential. This is a science, and an art. HR needs to lead managers and is key in contributing at all levels. This involves advanced management skills, insightful analysis, and creative engagement.
This HR Management and Analytics training course will give you the confidence to lead and manage a new model of HR management. It is based on the latest models, leading edge thinking and best-practice skills and methods. This HR management training course covers everything from planning through to recruitment, training, HR strategy, measurement, and assessment. HR must make decisions on data.
By using advanced HR management skills and relevant behavioral data you will be able understand and manage organizations better, easier and with greater transparency.
What is the the background of HR and Personnel Management practices that is relevant today?
How can I maximize the benefits from effective human resource management?
How can I learn and apply the latest thinking of HR and HRD strategies for improving organizational success?
5 Days
1620 Sessions
Starting from USD 2,000
Available Face to Face
Course Objectives
By the end of this HR Management and Analytics training course, participants will be able to:
- Develop an effective response to staff recruitment, succession planning, and career development,
- Ideas for developing an HR strategy which relates to socio-economic trends.
- Ways of improving employee motivation, retention, and engagement.
- Methods for developing employees and improving contribution.
- Ideas for reforming the relationship between HR and the rest of the organization.
- Getting the best out of the use of competencies, skills, knowledge, and mindset.
- Using real-world data to assess what is really happening.
- HR data-driven for people management and competency assessment
- How behavioral economics can reinvent HR and make savings.
- Data-driven people management for improving performance.
Target Audience
This Gulf Rowad HR Management and Analytics training course is ideal for directors, senior managers, executives, and business leaders in all industries who have (or want to have) responsibility for improving organizational performance.
- Those who need to develop their understanding of leadership, management and communication.
- Those who are looking for business gains and benefits from managing their teams more effectively.
- Leaders and managers responsible for working through others to achieve company goals.
- HR practitioners and line-professionals with development or personnel responsibilities.
- People in HR, Personnel or Training and Development role.
- Professionals with an interest in people management and development would also benefit.
Target Competencies
Organisational Impact
Managers who have learnt to lead, manage and plan using data-driven methods will have new and better ways of performing their key leadership functions. They will offer increased decision-making, innovation, flexibility and confidence. They are better able to stand back from the everyday detail and focus on real-world organizational needs, secure in the knowledge that their actions and decisions are based on sound data. The purpose of this HR Management training course from an organizations point of view is to constructively challenge to the organizations approach to Human Resource Development and Personnel Management.
As a result, an organization which applies these ideas will experience:
- Lower staff turnover
- More effectiveness in selection and assessment
- Greater motivation
- More commitment from the workforce
- More effective identification and development of poor performers
- Better value for money from the Human Resource function
Personal Impact
Participants will be exposed to a range of different approaches to HR management practice using data and the latest thinking. This will allow them to grow their business skills and ability in challenging situations. The opportunity to experiment with new management techniques before applying them in the workplace will help build the confidence to move beyond traditional assumptions about the ‘right’ way to manage and lead.
From this HR Management and Analytics training course, delegates will be equipped to develop effective people management practices. They are:
- Know how to critically evaluate current HR practices.
- Be able to introduce an effective recruitment process.
- Understand how to get people to work more effectively.
- Understand how to help individuals and teams learn.
- Be able to identify, plan and evaluate training interventions.
- Know how to create an effective structure within HR.
Course Outline
Module I: Human Resources Development & Personnel Management
Day 1
HR In Transition
- The current position in HR
- The role of HR and the line manager
- The rise of cloud-based HR systems and Enterprise systems
- Organisation structures
- Strategic HRM – the new HR Strategic Model
- New roles in HR
- The role of the HR Business Partner Part 1
Day 2
Resourcing and Recruitment
- What is the difference?
- Resourcing and HRs role
- Managing transition and change
- Recruitment
- Transitioning responsibility for recruitment from HR to line managers
- What is involved
- Competency based assessment
- Structured interviewing and training line managers
- The role of the HR Business Partner in Resourcing and Recruitment
Day 3
Pay and Employee Reward
- Trends in the Marketplace
- Identifying stakeholder needs and managing these
- The psychological contract
- Organisational structures and managing reward across different structures
- Structuring HR to cope with strategic reward, the pay review process, and communication
- Ensuring the performance management essentials are in place
- Effectively transitioning consistent decision making to the line manager
- Reviewing the transitional issues – task/process and behaviour
Day 4
Training, Learning and Development
- Is the 70/20/10 model the default position?
- The role of the line manager in training, learning and development
- How HR needs to be structured to manage organisational training, learning and development
- How organisational structure impacts training, learning and development
- The 70% - What employees need. What line managers need.
- Core competencies required of HR professionals.
Day 5
The Future Of HR
- Evolving models of HR
- Enterprise systems and AI
- Transition – the theory and the practice
- Career development in HR – what choice points exist
- Getting closer to the business – the next steps for attendees
Module II: People Analytics
Day 6
HR Data-driven for People Management
- Competency Acquisition Analytics
- Capacity Analytics to Measure the Efficiency
- Employee Churn Analytics
- Corporate Culture Analytics
- Recruitment Channel Analytics
- Leadership and Management Performance Analytics
- Employee Performance and Productivity Analytics
Day 7
How Behavioural Economics Can Reinvent HR
- Use the Principles of Behavioural Economics for HR Planning
- Change the Context in Which You Present Choices to Employees
- Develop Messaging that Influences Patterns of Performance
- Build Messaging that Nudges People to Perform Better
- Understand the Power of the Default Option
- Understand How ‘Mental Accounting’ Affects Decision Making
Day 8
Competency Frameworks and Performance Management Data
- Understanding Competency Frameworks
- Basic Principles of Data-based Competency Measurement
- Developing a Competency Framework
- The Practical Use of Competencies and Real-data SWOT
- Understanding How Data can be Used in Performance Management
- Implementing a Successful Data-based Appraisal Scheme
Day 9
Data-driven People Management for Improving Performance
- Moving from HBR Cases to A/B Testing: Case Studies and Examples
- Core Tool: Social Network Analysis
- Group Exercise: Rewire the Team and Organisation by Using Data
- Building a People Analytics Team
- Analysis of Data - Discussion
- Discussion: Implementing Your Finding
Day 10
Data-driven Decision-making and Problem-solving for People Management
- Causes of Poor Decision-making Due to Bad or Insufficient Data
- Building a Data Model that will Improve Your and Others Decision Making
- Practical Application Exercise and Case-studies Based on Participants Own Examples
- Critical Thinking Approaches using Probing and Analytical Thinking
- Overview of Proven Decision-making and Problem-solving Tools
2026 Schedule & Fees
Course Fees Starting From
USD
2,000
| Date | City | Language | Price | Action |
|---|---|---|---|---|
| 28 Jun - 02 Jul, 2026 | Online | English | USD 2,000 | Book |
| 28 Jun - 02 Jul, 2026 | Online | Arabic | USD 2,000 | Book |
| 05 Jul - 09 Jul, 2026 | Online | English | USD 2,000 | Book |
| 05 Jul - 09 Jul, 2026 | Online | Arabic | USD 2,000 | Book |
| 12 Jul - 16 Jul, 2026 | Online | Arabic | USD 2,000 | Book |
| 12 Jul - 16 Jul, 2026 | Online | English | USD 2,000 | Book |
| 19 Jul - 23 Jul, 2026 | Online | Arabic | USD 2,000 | Book |
| 19 Jul - 23 Jul, 2026 | Online | English | USD 2,000 | Book |
| 26 Jul - 30 Jul, 2026 | Online | English | USD 2,000 | Book |
| 26 Jul - 30 Jul, 2026 | Online | Arabic | USD 2,000 | Book |
| 02 Aug - 06 Aug, 2026 | Online | English | USD 2,000 | Book |
| 02 Aug - 06 Aug, 2026 | Online | Arabic | USD 2,000 | Book |
| 09 Aug - 13 Aug, 2026 | Online | Arabic | USD 2,000 | Book |
| 09 Aug - 13 Aug, 2026 | Online | English | USD 2,000 | Book |
| 16 Aug - 20 Aug, 2026 | Online | Arabic | USD 2,000 | Book |
| 16 Aug - 20 Aug, 2026 | Online | English | USD 2,000 | Book |
| 23 Aug - 27 Aug, 2026 | Online | Arabic | USD 2,000 | Book |
| 23 Aug - 27 Aug, 2026 | Online | English | USD 2,000 | Book |
| 30 Aug - 03 Sep, 2026 | Online | Arabic | USD 2,000 | Book |
| 30 Aug - 03 Sep, 2026 | Online | English | USD 2,000 | Book |
| 06 Sep - 10 Sep, 2026 | Online | Arabic | USD 2,000 | Book |
| 06 Sep - 10 Sep, 2026 | Online | English | USD 2,000 | Book |
| 13 Sep - 17 Sep, 2026 | Online | Arabic | USD 2,000 | Book |
| 13 Sep - 17 Sep, 2026 | Online | English | USD 2,000 | Book |
| 20 Sep - 24 Sep, 2026 | Online | English | USD 2,000 | Book |
| 20 Sep - 24 Sep, 2026 | Online | Arabic | USD 2,000 | Book |
| 27 Sep - 01 Oct, 2026 | Online | English | USD 2,000 | Book |
| 27 Sep - 01 Oct, 2026 | Online | Arabic | USD 2,000 | Book |
| 04 Oct - 08 Oct, 2026 | Online | English | USD 2,000 | Book |
| 04 Oct - 08 Oct, 2026 | Online | Arabic | USD 2,000 | Book |
| 11 Oct - 15 Oct, 2026 | Online | English | USD 2,000 | Book |
| 11 Oct - 15 Oct, 2026 | Online | Arabic | USD 2,000 | Book |
| 18 Oct - 22 Oct, 2026 | Online | Arabic | USD 2,000 | Book |
| 18 Oct - 22 Oct, 2026 | Online | English | USD 2,000 | Book |
| 25 Oct - 29 Oct, 2026 | Online | Arabic | USD 2,000 | Book |
| 25 Oct - 29 Oct, 2026 | Online | English | USD 2,000 | Book |
| 01 Nov - 05 Nov, 2026 | Online | Arabic | USD 2,000 | Book |
| 01 Nov - 05 Nov, 2026 | Online | English | USD 2,000 | Book |
| 08 Nov - 12 Nov, 2026 | Online | Arabic | USD 2,000 | Book |
| 08 Nov - 12 Nov, 2026 | Online | English | USD 2,000 | Book |
| 15 Nov - 19 Nov, 2026 | Online | Arabic | USD 2,000 | Book |
| 15 Nov - 19 Nov, 2026 | Online | English | USD 2,000 | Book |
| 22 Nov - 26 Nov, 2026 | Online | Arabic | USD 2,000 | Book |
| 22 Nov - 26 Nov, 2026 | Online | English | USD 2,000 | Book |
| 29 Nov - 03 Dec, 2026 | Online | English | USD 2,000 | Book |
| 29 Nov - 03 Dec, 2026 | Online | Arabic | USD 2,000 | Book |
| 06 Dec - 10 Dec, 2026 | Online | English | USD 2,000 | Book |
| 06 Dec - 10 Dec, 2026 | Online | Arabic | USD 2,000 | Book |
| 13 Dec - 17 Dec, 2026 | Online | Arabic | USD 2,000 | Book |
| 13 Dec - 17 Dec, 2026 | Online | English | USD 2,000 | Book |
| 20 Dec - 24 Dec, 2026 | Online | Arabic | USD 2,000 | Book |
| 20 Dec - 24 Dec, 2026 | Online | English | USD 2,000 | Book |
| 27 Dec - 31 Dec, 2026 | Online | English | USD 2,000 | Book |
| 27 Dec - 31 Dec, 2026 | Online | Arabic | USD 2,000 | Book |
Face to Face Courses
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