Certified

HR Analytics
Professional
Contents

#1 #3 #5
Point of View Architects

Learning Anchors Learn from our

Best Consultants

#2 #4
Course Curriculum Registration Details

Learning Promise Program Snapshot Commercials

Quick Snapshot Evaluation Criteria Calendar
Learning Experience Module Details Connect with Us

2
Aon Hewitt Learning Center is on a mission to provide
real learning to help HR impact business outcomes. We
bring together our consulting insights and capability
building expertise to create highly-specialized learning
journeys for HR professionals.
Our Learning Promise

Gain leaders’ trust to sharpen

effective the human capital agenda

Partnership

Navigate across contexts to Understand business imperatives,

create tangible impact
Technical Business
connect people initiatives

Expertise Acumen

4
 40%
About us
Alumni refer
someone for
an ahlc course

10
Our Capabilities years
Is the median

1
participant
Flagship certificate courses for HR experience
professionals

2 Bespoke HR capability journeys for

organizations
200

80%
Delhi
Alumni HR leaders
feel empowered are a part of
to drive business our alumni
results community

Kolkata
Mumbai

Pune Hyderabad

Bangalore
Chennai 3000
HR
professionals
Colombo
have received
training via our
5 courses
Our Learning Experience

Comprehensive Certify your

Assessment learning

Assignment

Learning Lab Reinforce

your learning

Online Discussion Learn from our

best consultants
Connect
with peers
Participant Handbook

Registration Get your

courseware

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6
Point of View
Our Learning Anchors.
AON HEWITT HUMAN CAPITAL
STRATEGY METHODOLOGY
Business Required Capabilities and Implications for Human HR Priorities and Alignment and
1 Strategy
2 Capital Strategy
3 Roadmap
4 Readiness
5 Success Measures

Unpacking elements of 2a HR and People Initiatives that 4a Business Leadership How will we measure
Required Organizational Capabilities and Implications
the business strategy, support the Business and Alignment & Readiness the outcomes of the
not defining the Human Capital strategy with a human capital
business strategy. prioritization of initiatives and strategy and the
Critical questions that identify the key capabilities required to drive the An assessment of organization and
sequencing. portfolio of HR
Primary Business business strategy and the relevant implications. leadership readiness for change in
program priorities?
Strategy: support of the human capital strategy.
Start (new initiatives): Balanced scorecard
• Cost Leadership 2b Human Capital Strategy Components
• ….. items to consider:
• Differentiation
• ….. • Measures that
- Product Strategic statements that support the business strategy, establish link to business
Innovation HR’s focus, identifying key gaps to close. Ideally a rolling 3-year outcomes
Continue (or adjust):
- Customer commitment. • Customer
• ….. 4b HR Functional
Intimacy perspective,
Alignment & Readiness
Other Considerations: • ….. including: business
Workforce and Organization Design executives,
• Market Dynamics Does the structure and capabilities employees, and
and Competitive Stop (not aligned to of the HR function support the
Acquisition and Development Total results
Landscape strategy): strategic initiatives?
• Operational/
• Geographic Rewards • …..
financial
Expansion • ….. effectiveness
Leadership
• Risk/Regulatory People HR measures for HR
Compliance Culture Addressing the Funding • External
Pressure Gap: How to ensure we have Organization perspectives such
Process
• Execution of Major the capital to put towards Design as benchmarks
Investments/ new initiatives
2c Engagement and Employee Value Proposition
Committed Technology Governance
Initiative Sequencing/Roadmap: 1-3
Will these strategies increase or impede employee engagement and how year journey mapped with
will they align or depart from the existing employee value proposition? dependencies
Where are you today and what needs to change?

Efficiency and
Metrics Process and Outcome Lead and Lag
Effectiveness

Harness the power of analytics to drive results in HR

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MEASURING RESULTS IN HR
Showcase the robustness of the process through which an outcome is achieved
Process
Example: Usage of workforce plans

Measure impact of the people or business outcomes of any process

Outcome
Example: First year engagement of new hires

Check on input maximization and cost benefit analysis

Efficiency
Example: Cost per hire by source

Measure the effect of the final output on the key goals

Effectiveness
Example: New hire performance index by source

Predictive forecasting of results through underlying assumptions

Lead
Example: Bench strength talent ratio for critical roles

Post activity analysis on an ongoing basis to measure change

Lag
Example: Attrition rate analysis

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TYPES OF ANALYTICS IN HR

Descriptive Predictive Prescriptive

Descriptive Analytics
Analytics Analytics Analytics
Understand past and Workforce
current business forecast
performance and make accuracy
informed decisions Optimization

Predictive Analysis

Complexity of Analysis
Analyze past
Culture fit Prediction
performance in an effort
to predict the future by for new
examining historical hires
Causation
data, detecting patterns
or relationships

Prescriptive Analysis Correlation

Help decision makers to Benchmark
Wage bill
identify the optimal
optimization
alternative in problems Scorecards & Dashboards
model
with multiple conflicting
criteria Anecdotes

Data and HR Function Maturity

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CRITICAL THINKING TO DRIVE
DATA ANALYSIS

Defining the
Ability to frame a problem accurately
Problem
Reliable Efficient
Data Technology

Indentifying
Ability to discern relationships and linkages
Connections

Leadership HR
Sponsorship Critical Experts
Thinking
Finding the Ability to cut through the complexity and
Core focus on the essence

Line
Data
Managers
Geeks
Seeing Support
Ability to step back from the problem and
Around the
think ahead
Corner

Think HR Capability across the - Individual, Organization and the Business context

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STORY TELLING TO ELEVATE
INSIGHTS

Narrative coupled with data Helping individuals immerse

gives adequate context to into the experience. Visuals
the audience and helps Explain Engage and narrative together can
understand the importance
of a particular insight Narrative help influence and drive
change

Data Visuals

Enlighten
Often interesting insights and outliers are hidden
in data. Visuals applied to data help the audience
look beyond the obvious

Data is powerful. But with a good story, it is unforgettable.

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IMPLEMENTING ANALYTICS
Define the business
impacting critical
talent questions
RIGHT
Questions
Start with business
context
• Despite committed
investment, lack of
effectiveness in benefits
policy. Need to increase
benefits utility
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Ensure veracity and accuracy
Continued cadence will
of data. Identify an effective
drive the next evolution
and relevant tool
of HR and help partner
on business outcomes
RIGHT Establish
data CADENCE
STORY
through
numbers
Keep it simple and action-oriented but
don't compromise the rigor. There are
no short cuts to becoming mature and
doing predictive & prescriptive analytics
Collect the Keep the problem Build HR capability,
right data in mind not just a CoE
• Only 11% employees • Focus on employee • Enable ecosystem to
value the benefits perception collect employee benefit
offered preference data
• Analyze the changing
• 25% of benefits are continuously
demographic landscape
utilized effectively • Recommend and realign
and utilization trends vis
a vis each benefit policies in a timely
manner
Course Curriculum
Embed analytics in HR to drive business results.
Program Snapshot

Introduction to Data Driving

HR Analytics Analysis Insights

1
2
Measuring Implementing Final
Results Analytics Assessment
in HR

Learning journey spanning across two consecutive contact classes and a comprehensive online assessment

Online Learning Modules* Online Discussion Boards*

* Active for one year

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Evaluation Criteria

Final Assessment

40%
Assignments

20%
Class Participation

20%

Quiz
• Final assessment can only be taken
20% after attending all five modules
• Minimum 50% is required in the
final assessment
• At least 50% aggregate score is
required to complete the
certification
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Module Details

1
Objectives
Measuring Results in HR
Configure the right kind of metrics to
measure results across the HR value chain

• Understand Aon’s Human Capital Strategy Methodology and link business

strategy to your Human Capital Strategy
• Explore how metrics are used to measure results in HR
o Process vs Outcome
o Efficiency vs Effectiveness
o Lead vs Lag
Outcomes
• Learn to configure success measures based on human capital strategy to
measure business impact • End to end performance evaluation of each
segment of the Human Capital Strategy through
continuous process and outcome measurement
• Refine HR programs through efficiency and
effectiveness analysis
• Gain holistic understanding of HR value chain by
using lead and lag measures

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Module Details

2
Objectives
Introduction to HR Analytics
Build a strong foundation to champion and
implement analytics

• Explore how business can deliver on business outcomes by leveraging on

analytics
• Analyze the business impact of HR analytics in real business situations
• Develop an understanding on the 3 main types of analytics and their
appropriate usage in different HR areas
o Descriptive Analytics Outcomes
o Predictive Analytics
o Prescriptive Analytics • Create buy in for HR analytics driven solutions
and decisions
• Refresh basic statistics knowledge and understand the key statistical tools
needed for effective use of analytics • Drive short, long and medium term results
through effective application of analytics
• Develop strong foundational skills in statistics to
deliver quality results
• Apply analytics maturity model to plan for your
HR’s journey

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Module Details

3
Objectives
Data Analysis
Apply critical thinking to frame hypothesis and
deploy data visualizations

• Introduction to the key skills to drive data analysis: critical thinking and
storyboarding
• Frame critical questions to build critical thinking capabilities and apply them
in different HR areas
• Learn about the various data visualization techniques and their effective
utilization using cutting edge tools like Tableau
Outcomes
• Create early awareness on the common pitfalls associated with data
visualization • Approach HR problems with a critical thinking
mindset and use critical questions to gain
relevant insights; to be used for problem solving
• Develop the foundation blocks of data analysis
through understanding critical thinking and
storyboarding
• Leverage data visualization tools and techniques
effectively and proactively avoid failures

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Module Details

4
Objectives
Driving Insights
Uncover and communicate insights to
provide tangible benefits

• Understand the process of forming appropriate hypothesis

• Develop skills to analyze data holistically and draw out trends and
insights
• Understand the art of communicating insights through effective
storyboarding
• Learn to build effective story boards and use them to influence Outcomes
stakeholders and build buy in for your endeavors
• Use hypothesis testing to validate assumptions and
refine proposed plans

• Move from simple data to real insights to drive

outcomes
• Leverage accumulated insights through effective
communication to stakeholders and key influencers

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Module Details

5
Objectives
Implementing Analytics
Build a data driven HR organization by
embedding analytics

• Comprehend the features of a data driven organization

• Gain insight into best practices across the HR analytics life cycle
• Deconstruct the power of big data and understand how can it be used
effectively by organizations to increase predictability in fulfilling strategic
objectives
• Create effective HR dashboards to communicate results Outcomes
• Drive and enable a data driven culture in your
organization using key enablers
• Champion HR analytics tools to increase efficiencies in
processes
• Learn key concepts and tools to enable predictive
modelling
• Implement predictive modelling skills to sharpen
forecasting
• Embed analytics DNA in your HR function by using
21 scorecards
Architects
Access the best minds in the industry: experiences,
insights, growth. Delivered.
Learn From Our Best Consultants

Anandorup Ghose leads Aon Hewitt’s Rewards practice for

South Asia. Prior to this role, he managed several client
relationships in the Middle East, Asia Pacific and India in the
areas of executive compensation design and benchmarking,
long term incentive plan design, sales incentive plan design,
governance structure definition, remuneration committee
advisory etc.
Moreover, he has also worked on some large scale merger
integration projects with clients in the region, primarily in
the field of telecom, financial services and oil and gas. His key
clients include the Aditya Birla Group, Mahindra, Genpact Anandorup Ghosh
and Tata Consultancy Services. Dean,
Anandorup is a regular speaker at several executive Aon Hewitt
compensation forums in industry associations such as All Learning Center
India Management Association, FICCI, and Anchorage
Society for Human Resource Management.
He is ardent reader of the Economist and whenever time
permits he loves to travel and experience new cultures.
Anandorup's
Mantra
Culture eats strategy
over breakfast
Peter Drucker

23
Learn From Our Best Consultants

Shaswat Kumar leads the Talent & Performance practice at

Aon Hewitt in India. His key solution areas are related to
HR Transformation and also leads Aon Hewitt’s Global CoE
for HR process design and shared services. He has been an
advisor to various Fortune 500 corporations on their HR
service delivery transformation, shared services and
offshoring initiatives. He was also part of the internal
project team which helped developed Hewitt HRO’s Global
Delivery Model; and helped develop the HRO business
strategy for the Asia Pacific region.
Shaswat has led the HR Transformation Practice at Hewitt for
the last decade and has contributed immensely to Shaswat Kumar
developments of toolkits and methodologies with delivery Partner
of cutting-edge solutions for clients. Organization &
HR Effectiveness
Moreover, he was program lead for critical national
initiatives with NASSCOM for India and frequently speaks
at public forums such as BPAP-NASSCOM Conference Manila,
Workforce Shift Symposium Delhi and American Chamber of
Commerce on diverse themes around e-governance Shaswat’s Mantra
(government to employee), employability and HR delivery No problem can be
design. solved from the same
level of consciousness
that created it
Albert Einstein

24
Learn From Our Best Consultants

Vikrant Khanna leads Insights and Innovation for Aon Hewitt

in Asia Pacific and the Middle East. In this role he is mandated
with both curation and go-to-market for the firm’s thought
leadership, research and new solutions. Vikrant is also part of
Aon Hewitt’s Global Analytics Practice responsible for driving
talent analytics that empower businesses.
Through his professional journey spanning a decade, he has
multi-geography experience spanning global sourcing,
industry development & business transformation; and has
worked across roles spanning business development,
program management, and solution development. Vikrant Khanna
Vikrant has been part of various globalization initiatives with Leader, Insights
and Innovation,
organizations that have spanned activities like sourcing
Asia Pacific &
strategy, cost & location optimization and performance
benchmarking.  He is passionate about subjects like the Middle East
future of work, macro talent development, change as a
critical capability and the convergence of talent and
technology.
Vikrant's Mantra
Vision without action is
daydreaming and action
without vision is a
nightmare
Anon

25
Learn From Our Best Consultants

Shivanker Singh leads the pre hiring arm of Aon

Hewitt’s Selection and Assessment business in India. His span
of work at the firm has projects that involve creation of HR
strategy, HR Effectiveness and integrated HR Transformation
projects.
In the area of selection and assessment, Shivanker has
led projects for organizations in the QSR and IT/ ITeS
industries, developing competency frameworks and
delivering assessment and selection tools through Aon
Hewitt’s online platform. His expertise lies in the HR
analytics involved in the design and post implementation
ROI analysis. Shivanker Singh
Leader,
He has also been part of integrated HR Transformation
Hiring Assessments
projects for a number of family led enterprises. These
projects typically include a gamut of interventions,
including the design of the organization’s structure, levels,
job descriptions, and talent management processes.
Shivanker is a Mechanical Engineer and an MBA(HR). He
also has a Dual Masters degree in Operations Research Shivanker's Mantra
(Advanced Analytics) and HR/OD from The Pennsylvania
Data is just like crudeoil, is
State University, USA. valuable, but if unrefined it
cannot be really used
Michael Palmer

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Learn From Our Best Consultants

Pritish Gandhi manages the Aon Hewitt Learning Center

(AHLC) portfolio. In his role, he directly leads the business
operations, sales and go-to market strategy for AHLC. He also
supports content creation initiatives for various priority
modules in HR and manager capability. He enjoys facilitation
and often leads public programs for AHLC, apart from
facilitator capability building initiatives.
In his new role, Pritish also helps drive the commercial
strategy of the consulting business by focusing on new
business incubation. He also leads the Aon Hewitt
Knowledge Center, that drives the sales excellence and
knowledge management agenda of the organization. Pritish Gandhi
Leader,
Pritish has actively contributed to Aon Hewitt’s flagship Aon Hewitt
research: Top Companies for Leaders and Best Employers. He Learning Center
has published articles such as Engaged Leaders Drive
Engagement and Best Practices in Global Mobility. In his
earlier role, he was a part of a regional team which designed
the Best Employers 2.0 framework.
Pritish's Mantra
We shape our
buildings; thereafter
they shape us
Winston Churchill

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Registration Details
take the leap: simple three step registration and
welcome real learning.
Commercials, Calendar & connect with us

Learning Center Course Calendar Terms & Conditions

Classroom sessions Click to view Click to view
16 hours

Certification
Online Participant Aon Hewitt
Discussion Board Handbook Certified
Active for one year Pre-reads HR Analytics
5 hours Professional

Connect with us
aonahlc@aonhewitt.com
011 39585050 Course Fee (inclusive of taxes)
`50,000
Participation will be confirmed post payment

29
CONTACT US
Aon AHLC Inquiry Mailbox: aonahlc@aonhewitt.com
Amit Kumar: amit.kumar.29@aonhewitt.com