Master Class on HR Analytics [McHRA]-21st Batch for Malaysia

By the end of this master class, participants will be able to:

• Understand core analytics concepts and their application in HR decision-making.
• Transition from traditional HR reporting to integrated people analytics frameworks.
• Align HR analytics initiatives with business strategy and performance objectives.
• Apply workforce planning analytics to anticipate future talent needs and risks.
• Use analytics to optimize talent sourcing, acquisition, and engagement outcomes.
• Measure and analyze employee performance using data-driven methodologies.
• Evaluate employee lifetime value (ELTV) and cost structures for informed investment decisions.
• Design and interpret talent retention analytics to reduce attrition and improve stability.
• Link HR analytics insights directly to organizational productivity, profitability, and growth.

M-1: Concept of Analytics

M-2: Business Analytics to People Analytics

M-3: Workforce Planning Analytics

M-4: Talent Sourcing Analytics

M-5: Talent Acquisition Analytics

M-6: Talent Engagement Analytics

M-7: Talent Performance Analytics

M-8: Employee Lifetime Value and Cost Modeling

M-9: Talent Retention Analytics

M-10: HR Analytics for Business Performance

By the end of this HR Analytics Master Class, participants will be able to:

• Differentiate HR reporting, HR metrics, and HR analytics and apply the appropriate level of analysis for managerial and strategic decision-making.
• Translate workforce data into business and financial insights, clearly linking people metrics to revenue, cost, productivity, quality, and risk outcomes.
• Apply descriptive, diagnostic, predictive, and prescriptive analytics to real HR and business scenarios, selecting the correct analytical approach for each problem.
• Identify and prioritize value-critical workforce risks, including regretted attrition, capability gaps, performance erosion, and leadership bottlenecks.
• Build evidence-based HR business cases, estimating ROI, cost avoidance, productivity gains, and ELTV (Employee Lifetime Value) impact of HR interventions.
• Design analytics-driven workforce strategies for growth, restructuring, automation, and crisis scenarios under conditions of uncertainty.
• Evaluate HR intervention effectiveness using before–after analysis, trend analysis, and quasi-experimental logic rather than activity reporting.
• Develop manager-level people analytics, diagnosing how leadership behavior influences engagement, performance, and retention outcomes.
• Select and design business-aligned HR dashboards and KPIs, eliminating non-value-adding metrics and focusing on decision-relevant indicators.
• Position HR as a strategic analytics partner, confidently communicating insights and recommendations in a language understood by senior leadership and finance.

This program is offered by the World Academy for Research & Development.

“The use of this official seal confirms that this Activity has met HR Certification Institute’s® (HRCI®)  criteria for recertification credit pre-approval.” [www.learn.hrci.org]

“World Academy is recognized by SHRM to offer Professional Development Credits (PDCs) for the SHRM-CP® or SHRM-SCP®.” [www.shrm.org]

Features:

• Duration: 02 Days
• Time: 09:00 AM to 05:00 PM (Malaysian Time)
• Date: 27th  & 28th January, 2026             
• Venue: Petaling Jaya, Selangor, Kuala Lumpur, Malaysia.

• Post Completion:
  • Electronic Certificate

• Analytics-Based Decision Making:
  • Ability to make HR and people decisions based on data evidence rather than intuition, precedent, or anecdote.
• Business-Aligned People Analytics:
  • Ability to align HR analytics with organizational strategy, financial performance, and operational outcomes.
• Financial & ROI Acumen for HR Initiatives:
  • Ability to evaluate HR initiatives using financial logic such as ROI, cost avoidance, and value creation.
• Workforce Risk Identification & Prioritization:
  • Ability to identify, quantify, and prioritize workforce-related risks that threaten business continuity and performance.
• Application of Analytics Levels (Descriptive to Prescriptive):
  • Ability to correctly apply descriptive, diagnostic, predictive, and prescriptive analytics based on the decision context.
• Employee Lifetime Value (ELTV) & Cost Modeling:
  • Ability to analyze employee value across the lifecycle, integrating cost, productivity, tenure, and risk.
• Performance & Productivity Analytics:
  • Ability to analyze performance trends and productivity patterns to support talent and organizational effectiveness.
• Manager Impact & Behavioral Analytics:
  • Ability to evaluate how managerial behavior influences engagement, performance, and retention outcomes.
• Strategic Workforce Planning & Scenario Analytics:
  • Ability to apply analytics to workforce planning decisions under growth, restructuring, automation, or crisis scenarios.
• Insight Communication & Executive Advisory Capability:
  • Ability to communicate analytics insights clearly and persuasively to senior leadership and stakeholders.