Nel is an experienced business advisor, offering a unique blend of HR, financial and information technology insight for more than 25 years
Member of the Institute of Directors of New Zealand and a Business Mentor with Business Mentors New Zealand
Nel’s clients have included the New Zealand Defence Force, Ministry of Health, Housing New Zealand, as well as corporates like Bangkok Dusit Hospital Group, Ballance Agri-nutriants, Genesis Energy
NEL BOTHA is an experienced Senior Consultant, Manager, Director and Business Advisor, offering a unique blend of HR, financial and information technology insight for more than 25 years. He is the current Managing Director of PlanPro Insight Ltd specializing in HR Analytics and HR technology. He is involved in governance roles for several organizations in the IT Industry. He is a member of the Institute of Directors of New Zealand as well as a business mentor through Business Mentors New Zealand, where he provides mentoring to business owners of young businesses in the IT and service industry.
Nel works extensively with Corporates and government departments in New Zealand and abroad. His clients have included the New Zealand Defence Force, Ministry of Health, Housing New Zealand, several tertiary institutions, as well as corporates like Bangkok Dusit Hospital Group, Ballance Agri-nutriants, Genesis Energy, Delegats wines and Telecom New Zealand (renamed to Spark). He draws from experience in financial planning and forecasting, business intelligence, developing corporate performance management solutions and exposure to the increasing focus on Human Resources in organizational direction. Nel specializes and is passionate about using analytics to help organizations unlock information to develop smarter workforces, through understanding and valuing people in order to unlock their potential.
In this interactive and comprehensive 2-day executive program, you will be guided to properly design and execute HR Metrics and Analytics that could continuously improve your organization’s workforce management, performance & business contribution. This program will equip you with the techniques in creating meaningful HR data that enable your top management to optimize workforce effort which directly contribute in making accurate business decision. You will grasp the knowledge of shaping, resourcing and re-engineering your workforce to stay align with your organization’s business plans and goals. In addition, you will be able to hone your performance metrics to ensure that you consistently achieve the objectives, standards and outputs that are in line with your organization’s core value proposition. At the end of the 2-day program, you will be able to transform your HR team to be your organization’s strategic business partner by enhancing your organization’s current and future business performance and result.
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 building HR Metrics and Analytics to effectively quantify the business impact of HR strategies and ultimately winning the talent war.
Led by our highly qualified Nel Botha who has over 25 years of HR, financial and information technology insight experience, he will enlighten you with specific techniques in creating meaningful HR data that enable your top management to make accurate business decision from the HR effort. Find out how to move your HR team to your top management’s business advisor by shaping, resourcing and re-engineering your workforce to stay align with your business plans and goals. You will also able to harness your performance metrics to ensure you to consistently achieve the objectives, standards and outputs that are in line with your organization’s core value proposition.
By the end of this program, you will walk away with the skills and knowledge in properly designing and executing HR Metrics and Analytics that could continuously improve your organization’s workforce management, performance & business contribution transforming your HR team to be your organization’s strategic business partner and create greater value for the organization.
What You Can Expect
Create meaningful reporting that enables CEOs, executives & line managers to optimize workforce effort & contribution towards prevailing business plans and objectives
Be utilized to continuously shape, resource & re-engineer the workforce in alignment with future business plans & objectives
Establish personal performance metrics to ensure objectives, standards & outputs are consistently achieved and in line with the organizations core purpose and value-proposition
Enable HR teams to progressively enhance their influence and impact upon current & future business performance and results
Walk away with a comprehensive workbook and lessons from various structured group/individual activities that covers four key areas in HR Analytics and Metrics
Who Will Benefit Most
This highly interactive program is designed for Executives, Managers, Directors, Heads of Department, CHROs (Chief Human Resource Officer), CPOs (Chief People Officer), CLOs (Chief Learning Officer) and CKOs (Chief Knowledge Officer) but not limited to, human capital, workforce planning, recruitment & resourcing, succession planning & talent, HR Metrics & Analytics as well as practitioners involved in HR strategies.
Day 1 - 15th May 2017 | 09:00 - 17:00
Session 1 - HR Analytics in a changing external environment
Understanding external variables that impact on the future of work
Trends in labor supply and demand impacting on organizational needs, and understanding what are temporary and permanent changes
Strategies to create informed and stable assumptions in an uncertain environment
In this session participants will gain an understanding on external factors that impacts on the organisations’ Human Resources
Session 2 - HR Analytics in a changing internal environment
A changing corporate strategy / organizational goals and outcomes can impact on staffing needs
Succession planning in a changing environment and tools to identify upcoming talent
Liaising with senior management to determine HR’s role in an organizational vision
Planning for an aging workforce and change in style of work (flexi hours, remotely, project based)
In this session participants will explore the impact of a changing strategy on the organisations’ Human Resources
How can HR Departments objectively measure and evaluate capacity & capability?
Identifying and selecting meaningful metrics whilst maintaining data simplicity
How to present this information to serve C Level and other decision makers?
Dashboards: metrics that lead to decision making – changing behavior around skill development, recruitment, etc.
Frequency of information
In this session participants will explore a range of techniques that objectively measure & report capability: Core Skills & Competencies; Resource Allocation & Usage Benchmarking; Scorecards;
We will also look at how other metrics relate to HR, like Customer Satisfaction Surveys; production efficiencies, etc.
Session 4 - Using software in HR Analytics
Understanding HR analytics: Highlighting meaningful relationships between data types
Tools to extend data reach that broaden analysis and increase qualitative results
Filtering meaningful statistics from data pools to produce quality analytics
HR Analytics tools and using analytics to drill down to problems
Presentation of information
Integrating with existing HR and other systems
Story-telling and metrics to fit the culture
Practical examples of software available today
This session focuses on the capabilities of software and how it can enable HR Analytics players to get to the answers faster
Day 2 - 16th May 2017 | 09:00 - 17:00
Session 5 – Who owns the data
HR or IT?
Workforce Analytics is a team sport
Ownership inside the HR department
The Workforce Analytics advocate
Align the HR strategy and forecast with the corporate strategy
Liaising with senior management to determine HR’s role in an organizational vision
In this session we will address issues around data ownership, data integrity and confidentiality and how HR and IT can work together towards the greater good
Session 6 - Equipping the HR team to unlock the potential
Centre of Excellence: the concept
Learn from historical data
Lessons learnt from leading organizations
Engage in better forecasting of HR requirements in the future
Defining the required workforce
In this session we will explore some of the best practices in HR analytics and learn lessons from others that are leading the way
Session 7 – HR Analytics – Starting the journey
Useful Metrics to measure the history and shape of the workforce, looking at measures like Workforce Age; Workforce Length of Service; Workforce Turnover; Workforce Generational Change; Workforce Diversity; Workforce Competencies;
Useful Metrics to measure the performance of the workforce, including Workforce Headcount; Workforce Utilization; Workforce Labor Mix; Workforce Absenteeism; Workforce Recruitment; Revenue and revenue generating activities per headcount
How do we extrapolate this apply this to the future, and improve our forecast and planning?
Scenario planning and modeling, also to simulate impact of proposed HR projects
Analyze the current workforce capacity and capability and determine the gaps
Prepare the workforce development plan
Identify and prioritize required initiatives
In this practical session participants will undertake group activities incorporating the practical application HR Metrics formulas & definitions, as indicated in some of the examples above
Session 8 - Gaining buy-in from the leadership team
Define the “What is in it for me?” for key stakeholders
Quick wins to build trust
Producing easy to use data collection tools to incorporate information important to line managers and decision makers (Employee of the month, regular late arrivals, production statistics not elsewhere recorded, weather temperature…)
Right size information and “push” vs. “pull”
Sharing the concepts and the “Future of Work” in your organization
HR Analytics and reports goes nowhere without acceptance
CFOs Leadership :
Experience Clariden Discover how our leadership program has shaped the perspectives of CFOs across Asia
Venue: Mandarin Oriental, Singapore Date: 15 - 16 May 2017 Faculty: Nel Botha Early Bird 1: S$2,595 (by 20 March 2017) Early Bird 2: S$2,795 (17 April 2017) Regular Fee: S$2,895 Group Discount: 2nd participant get 10%, or register 3 participants and 4th participant get a complimentary seat
(1 discount scheme applies)
Note: GST is applicable to participants from Singapore registered companies. Contact: firstname.lastname@example.org