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Executive Education
Clariden Leadership Institute
HR Analytics, Metrics and Measurement (Zurich)
Jon Ingham
Strategic Dynamics Consultancy Services Ltd
Jon Ingham, Strategic Dynamics Consultancy Services Ltd


Jon has over 20 years’ experience in strategic people management, organization development, and working as an International HR Director, Jon is frequently invited to chair and speak at leading HR conferences around the world and trains around 500 HR practitioners in executive workshops every year. He is also recognized by HR Magazine as the 7th Most Influential UK HR thinker (2013) and by HR Examiner as the #1 top global online influencer in talent management (2010) and a top 100 global influencer in HR where it is suggested that it is “not outrageous to imagine him as the next Ulrich”.


As the author of Strategic Human Capital Management (2006) and a contributor alongside Dave Ulrich, Ed Lawler, Peter Cappelli and others to the ASTD’s recent book, The Executive Guide to Integrated Talent Management (2011), Jon also writes one of Europe’s leading HR blogs, Strategic HCM and frequently conducts research and reports for the Economist Intelligence Unit, XpertHR, SAP, Knowledge Infusion and Learning Light. He is also a professor at Cotrugli Business School.


Prior to his current and previous consultancy role, Jon was the HR Director for Ernst & Young – in the UK and then based in Moscow covering Eastern Europe. Leveraging on his vast experience, he frequently consults for his extensive clientele including Aviva, AXA, QBE, HSBC, Lloyds, VTB, National Bank of Abu Dhabi, Boots, Mr Price Group South Africa, Big Lottery Fund, West Midlands Police, UK local authorities, OSI Food Solutions, Barilla, AP Moller Maersk, RasGas and Coca Cola Indonesia.


Jon is currently an executive consultant at Strategic Dynamic Consultancy Services where he actively consults globally across industries in the area of HR measurement, strategic HR, talent management, employee engagement, building HR capability and HR technology including social media. 


Program Summary


This comprehensive 2-day program is designed for HR leaders to stay ahead of competition and win the talent war with talent analytics. Led by top 100 global influencer in HR Jon Ingham, you will discover how to rollout effective HR analytics initiatives that maximizes human capital insights for strategic HR decision making.


This interactive session will show you how to utilize HR descriptive analytics to assess and improve key talent challenges such as improving employee productivity and employee engagement. Coupled with HR predictive analytics, you will also learn how to minimize your organization's human capital risk by accurately anticipating potential employee turnover and critical leadership needs for succession planning.


In addition, learn from best practice HR metrics and measurement techniques and successfully identify the right set of metrics and measurement that is most suited for achieving your organization's objectives. You will also find out how to utilize HR analytics to obtain insights from your HR measurements and effectively translate them into human capital intelligence, unveiling what affects employee engagement, what causes turnover and what drives employee performance. Eventually, you will learn how to be able to deliver powerful HR reports incorporating storytelling and data visualization know-how to gain stakeholders' buy-in for your HR analytics initiatives.


Through case studies, exercises and intense group discussions, Jon will challenge and stretch your thoughts constructively throughout the program. He will guide you to maximize your return on human capital and share his expertise on data-driven decision making with HR intelligence.


Programs, dates and locations are subject to change. In accordance with Clariden Global policy, we do not discriminate against any person on the basis of race, color, sex, religion, age, national or disability in admission to our programs.



One in five C-Suite executives think that HR strategies do not take into account hard data related to their organization and staff (Economist Intelligence Unit). In order to excel in today’s complex business environment, HR leaders are challenged more than ever to make sound business decisions that are well-justified and can be measured in a tangible way. Therefore, this program is designed for HR professionals to gain a solid grasp in HR analytics, metrics and measurement to effectively quantify the business impact of HR strategies and ultimately win the talent war.


Led by top 100 global influencer in HR - Jon Ingham, you will discover how HR can contribute to achieving business objectives with data-driven decision making. Find out how to identify the key talent measurement priorities that align with your business objectives, learn powerful people analytics approaches for your talent analytics and measurement. Build an agile organization by effectively utilizing predictive, descriptive and causal analytics to anticipate your employees' next move and counter turbulent times with ease. 


Find out how to evaluate the business impact of your HR initiatives, minimize performance gaps and ensure continuous improvement by building a robust HR scorecard based on your business strategy map. In addition, discover how to obtain stakeholders' buy-In with powerful workforce analytics reports through innovative storytelling and data visualization.


Jon will also share with you on how to utilize new technologies and big data to maximize your data potential and advance your HR analytical capabilities. Learn critical statistical tools including regression analysis and stochastic modeling that will aid in developing HR analytics usage maturity in your organization. 


Leave the program with an action plan to leverage on the data which you have built and adopt HR analytics, metrics and measurement methods that will prove HR’s contribution and aid in making quantifiable business decisions.


What You Can Expect


  • Align your HR analytics, metrics and measurement practices with business strategies and goals
  • HR initiatives that maximizes insights from people data analysis and empowers business decisions
  • Learn how to design robust HR scorecards and strategy maps for HR's performance measurement
  • Successfully improve the maturity of HR analytics use in your organization 
  • Develop a more agile organization with predictive analytics and scenario planning
  • Utilize root cause and causal analytics to understand the performance gaps in your organization
  • Learn best practice HR metrics for workforce productivity, capability, satisfaction and capacity
  • Obtain stakeholders' buy-in with workforce data storytelling and visualization 

Who Will Benefit Most


This program is designed for but not limited to mid to senior level HR executives who are responsible for sourcing and providing HR data to support organizational strategy and development. HR professionals looking to utilize evidence-based HR practices like HR analytics, metrics and measurement and will find this program especially beneficial.

Program Outline




Introductions and participants’ objectives


Moving towards Evidence-Based HR

  • The role of measurement in improving HR decision-making
  • Dealing with difficulties in measuring HR intangibles and in closing the disconnect between what is easy to measure and what metrics would be useful and important
  • Reviewing ROI, Return on Expectations and other approaches for measuring HR’s impact
  • Why alignment with business and HR strategy is key in strategic HR management and measurement
  • Combining data, research and other inputs, e.g. intuition, in evidence-based HR
  • A review of key insights from academic research and approaches for reducing the knowing doing gap 
  • Involving stakeholders in identifying measures e.g. understanding what the CEO expects from HR


Linking Measures to Important Objectives about People

  • A review of different HR scorecard models and why these are best developed based upon a strategy map (as in business scorecards)
  • Clarifying objectives and identifying lead and lag measures and metrics for HR’s activities and outcomes
  • Ensuring measures are chosen to improve HR’s efficiency, effectiveness and contribution
  • Using the measures and metrics to improve planning and monitor execution
  • The need to prioritize measures for quality vs just time and cost
  • Example HR scorecard measures for workforce productivity, capability, satisfaction, capacity etc
  • Case study on setting measures to support objectives
  • Collecting new data to support identified measures


Practice Session

  • Checking objectives and developing appropriate and useful measures for one participant’s organization


Opportunities and Requirements in Using Analytics

  • The strategic opportunity for using HR analytics
  • Supporting the chosen measures by asking smart questions and conducting appropriate analysis
  • Comparing variables using graphs and other approaches to identify new insight
  • Modeling an organization’s people management activities and the supply chain of talent, including systems approaches
  • Adding insight from different types of benchmarking
  • Statistical tools and techniques HR needs to understand
  • Using techniques like root cause analysis and demographic segmentation to understand performance gaps
  • Understanding and taking account of correlation, predictive relationships and true causation
  • The importance of segmentation vs dealing with averages
  • New tools and technologies for advancing HR’s analytical capabilities


Conclusions and Action Planning




Learning Review


Descriptive and Predictive Analytics

  • Different types of causal analytics, with examples, and reviewing when each type may be appropriate
  • Role of strategy mapping and the use of technology in providing future oriented insight
  • Case studies and key questions that analytics can answer 
  • Linking HR and business data to understand impact
  • Linking analytics and scenario planning


Other Types of Analytics

  • Reviewing more specialist use of analytics
  • The emergence of big data and what this means for the ability to rely on correlation vs causation
  • Bit data tools / technologies and opportunities/ case studies for HR’s use of this new area of analytics



  • Opportunities and challenges for using analytics to add intelligence for case study and participants organizations
  • Identifying and developing the maturity of HR analytics use in an organization
  • Building a strategic process for high impact investigation
  • Dealing with ad-hoc management requests by prioritizing these against business needs as well as reducing these needs by communicating the strategic approach
  • Improving data quality including working with Finance to HR measures and analytics into data on financials, customers and other areas of the business plus external suppliers and other data sources
  • Improving HR technology including by partnering with IT to build the right infrastructure required to capture data and built analysis
  • Dealing with other issues including confidentiality and privacy of employee data 
  • Responding to common challenges about using analytics - considering pros and cons of HR analytics which may be important in assembling a business case


Reporting and Storytelling

  • Different opportunities for reporting e.g. an operational dashboard vs a more strategic scorecard
  • Visualizing and presenting information to ensure that reports get read and improve decision-making
  • Key techniques and technologies for generating more insight out of HR reports
  • Generating an emotional as well as rational desire to change through approaches like storytelling – reviewing some basic principles of communication and supporting these through the use of data
  • Using HR measures in internal reporting
  • An update on external reporting guidance and requirements (SHRM, CIPD, Integrated Reporting etc)


Conclusions and Action Planning


CFOs Leadership :
Experience Clariden
Discover how our leadership program has shaped the perspectives of CFOs across Asia
Venue: Hotel Novotel Zurich City-West, Switzerland
Date: 24-25 January 2018
Faculty: Jon Ingham
Early Bird 1: CHF 1,895 (by 27 November 2017)
Early Bird 2: CHF 2,095 (by 18 December 2017)
Regular Fee: CHF 2,295
Group Discount: 2nd participant get 10%, or register 3 participants and 4th participant get a complimentary seat
(1 discount scheme applies)
Contact: mandy.denver@claridenglobal.org
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