Boards and executives increasingly expect HR to explain workforce costs, retention risks and productivity with numbers, not anecdotes. At the same time employees expect quick, error-free service for routine requests. Teams that cannot analyse their own data or streamline manual processes find themselves reacting to problems and buried in paperwork.

This programme combines two capabilities that reinforce each other. The analytics strand teaches participants to assemble reliable HR datasets, define metrics consistently, visualise trends and interpret what they mean for recruitment, pay, performance and retention. The automation strand covers process mapping, workflow design, form and approval automation, document generation and integration with existing HR systems, with attention to governance, audit trails and change management. Throughout, data protection and fairness are treated as design requirements, since people data is sensitive and algorithms can embed bias.

Participants work on sample HR datasets and process scenarios rather than abstract theory. They finish with a working HR dashboard, a prioritised automation roadmap and a short business case they can present to leadership on their return.

By the end of the course, participants will be able to:

• Identify and consolidate the data sources that describe the employee lifecycle.
• Clean, validate and structure HR data for reliable analysis.
• Calculate and interpret turnover, absenteeism, time to hire and cost per hire.
• Build interactive HR dashboards that answer specific management questions.
• Apply basic predictive and segmentation techniques to attrition and engagement data.
• Map and redesign HR processes to find the best candidates for automation.
• Configure approval workflows for onboarding, leave and recruitment requests.
• Protect employee privacy and check analytics for bias.

The course serves people who manage, support or depend on HR information and processes, including:

• HR officers and HR business partners
• HRIS and payroll administrators
• Talent acquisition and learning specialists
• Heads of HR and people managers
• Reward and compensation analysts
• Organisational development practitioners
• Operations and finance staff who support HR
• Business analysts and IT staff working on HR systems
• Administrators in NGOs and public service commissions

Participants return to work with:

• A working HR metrics dashboard built on sample data.
• A metric dictionary that defines each people measure consistently.
• A process map and automation shortlist for their own HR function.
• A tested approval workflow design for a common HR request.
• A checklist for handling employee data lawfully and fairly.
• A concise business case for investing in HR analytics and automation.

Learning is tool-based and tied to everyday HR tasks. Delivery includes:

• Guided computer labs using anonymised employee datasets
• Step-by-step builds of dashboards and approval workflows
• Short demonstrations of HRIS reporting and low-code automation tools
• Small-group critique of each other's metric definitions and designs
• A closing clinic where participants plan an automation for their own team

On completing the sessions and practical labs, participants receive a CPD-accredited Certificate of Completion issued by Vision Reach Global Consultancy.