If you compare today’s HR career with the old day’s traditional personnel manager, there’s hell and heaven difference.
In the past, it was all about coercion, domineering attitude toward ‘workers’, and the personnel manager’s job was to satisfy the management. And most importantly traditional personnel management treated humans as resources.
Now, the HR career has been light years ahead. The chief objective of an HR manager now is to ensure that everything is optimized so that the resources can support the humans that benefit the organization.
How this optimization would be done is determined by HR analytics.
What do we understand by HR Analytics?
When as an HR, you ask the ROI of everything your people and resources do, you’re actually dealing with HR analytics.
For example, let’s say that MindFull Inc. has trained ten new employees to work on a particular software. As an HR Analyst, you will ask the following questions –
- Is the cost incurred justified in regards to the ROI (return on investment) in the next year?
- What if the majority of the trainees leave the organization within a year of training – how would MindFull Inc. recoup the cost?
- What if all of them stayed and performed below the benchmark, how the company would generate ROI?
Now to ask these questions, you need two things – data and skill to analyze the data.
Data will be easily available, but if you don’t have the skill, you will be way behind your peers.
A brilliant alternative – a certification
Use slipstream time hacking and learn.
If you don’t know slipstream time hacking, here’s what it means –
When you cut your learning curve into a slight percentage of time one normally takes to learn something, it’s called slipstream time hacking.
And to do this, you need to do certification/s that will take you from 0 to 60 in a few hours/days.
When you do an HR Analytics certification that follows the 80-20 rule, know that you’re in good hands.
80-20 rule simply means by covering 20% of the information about HR analytics, the certification would be able to create 80% of the results.
When there’s no fluff in the certification/s and you learn everything application-based, shouldn’t you do it?
The US Bureau of Labor Statistics (BLS) has predicted that the demand for human resources professionals would increase 9% by the year 2024.
Even if 9% seem like a small number, but remember it’s almost a 10% increase within three years.
And if we calculate the same on the global HR workforce, it would amount to a million (at least).
To be on the top of your game, you must go for an HR analytics certification that not only teaches you the theory but also holds your hands and shows you how you can play the role of an HR Analyst.
HR Analytics Certification by SkillHub Learning
From the basics of HR to linking strategic objectives of the organization to HR, you will learn everything that you need to learn to cut back your learning curve by 100.
Don’t go by the words.
Check this live certification yourself.
Once you enroll, you will be equipped with both data and skills.
And you will begin to thrive in your HR career.