Master Class on HR Analytics [McHRA]-23rd Batch For Thailand

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.
• 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.
• Link HR analytics insights directly to organizational productivity, profitability, and growth.

M-1: Concept of Analytics

M-2: Talent Acquisition Analytics

M-3: Talent Engagement Analytics

M-4: Talent Performance Analytics

M-5: Employee Lifetime Value and Cost Modeling

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.
• Evaluate HR intervention effectiveness using before–and–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.
• 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: 01 Days
• Time: 09:00 AM to 05:00 PM (Thailand Time)
• Date: 18th  April, 2026
• Venue: 281/19-23 3F-6F NST One Building Soi Silom 1, Silom Rd, Bangrak, Bangkok, Thailand, 10500 building name, NST One on Silom Soi 1.

Exam Method:

• Number of Exams: 01
• Number of Questions: 20 MCQ Questions
• Duration: 20 Minutes
• Total Marks: 40 
• Pass Mark: 50%

• 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.
• 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.