The Mini-MBA Strategic Operations Business Executive (SOBE) is equivalent to an MBA level course taught at American Universities and modified to provide participants with the most up-to-date tools. Successful completion of the course makes you a Certified Strategic Operations Business Executive.
Interview with Annemarie Malchow-Knudsen
Read the interview with Annemarie Malchow-Knudsen, Head of HRIT and Business Inteligence, Maersk Drilling, Denmark
1. What will be the key takeaways from the workshop session you will be in charge of?
The participants will get insight into how HR metrics can get beyond tracking the efficiency of HR processes and become relevant for the operational bottom line and senior leadership members. After the workshop, the participants will have a list of potential metrics and topics for analysis which can put HR on the leadership agenda in their own organizations.
2. Taking HR analytics beyond HR: What are the business benefits for an organization?
Imagine an operational leader facing an issue in the operations department. Something is blocking the road to optimal performance, and he/she cannot identify any broken links in the production/supply chain. Anyhow, there is a negative trend towards red figures at the bottom line. By identifying the right HR metrics and combining them with other business metrics, you will be able to assist the operational manager in focusing on the right things to remove the block. Should he/she focus on engaging the employees more? Develop better mid-level managers? Or is there an issue with the safety mentality?
3. How do you see the future of HR Analytics and its practical implications on the HR department?
I see two directions for HR analytics in the future:
One is through “low hanging fruit”, in terms of using better analytics to support and document HR processes. You can identify inexpediencies in your pay structures to increase retention of critical employee groups, or you can ensure that your training budget is spent on training which does actually have real impact on safety and performance. This is the kind of analysis your CEO would expect from a fact-based HR department. It requires good data and a mindset in HR which includes the willingness to analyse and document its own activities.
The second is the one that will really impact the organization, by combining HR analytics with data from other functions. This will allow not only the HR department but also the business's leaders to see where they will get the most benefit from their efforts: Should they focus on training, leadership development, IT-connectivity, easier ordering of spare parts or better project management to most improve performance? You can only tell if you know the impact of the different factors on operational performance. HR analytics will include the human factor in this equation. You will be surprised what a significant impact this has on employee mood!
Interested in this topic?
HR Oman Summit
Themed as "Connecting People to Change", the HR Oman Summit has emerged as a platform for HR Leaders & Experts in the region to Discuss, Develop, Drive the National Priority of Human Resource Development through Leadership Development & Excellence building.
Certified Financial Modeling Professional
Build more powerful and more accurate forecasting models to better analyze financial data, predict revenues and costs, assess risks—and justify critical business decisions.
An interview with Hamdah Said Al Shamsi, Acting General Manager, Public Authority for Social Insurance (PASI)
Hamdah Said Al Shamsi has wide experience in the field of finance and management along with more than 25 years of leadership experience with the Public Authority for Social Insurance (PASI) where she held various roles and with the United States Agency for International Development (USAID). She is also a contributing editor to several major magazines and newspapers in Oman. Mrs Al Shamsi has authored four books. Ms Shamsi is also a speaker and an active member of Toastmasters International in Oman.
Bottling Success: An Interview with Dalila Safir
Ms Dalila Safir possesses more than 15 years of experience in HR and Communication. Throughout her career, she has held different roles in the HR function, in multinationals organization, including Alcan (Aluminium and Packaging), where she spent 10 years. She holds a Master and Post Master Degree in HR & Communication from University Paris IV Sorbonne and a Master in NLP Coaching from Mindbrige. She also teaches HR Marketing and HR Management at the University of La Sorbonne Abu Dhabi.Ms Safir is currently the HR Director for Aujan Coca-Cola Beverages Company where she has implemented a novel HR strategy structured around 3 main pillars Alignment-Capability-Engagement to support the Group vision to become a world class bottling operation.
The Rules of Employee Engagement
Take a look at the infographic talking about "The Rules of Employee Engagement"