Today after the outbreaks of Covid-19 pandemic, human resource (HR) leaders and operations managers are required to lead the organizations in digital transformation for business growth. According to survey of Payscale in Hong Kong, the average basic annual salary of a Analytics Manager is HK$638,713. In 2019, a study of myHRfuture revealed that 28% of respondents rated “people analytics” as the most-wanted competency.
Managers in people operations need to examine staff data and conduct simple surveys to derive insights and align decisions with strategic corporate objectives. However, they cannot solely depend on expensive consultancy or the busy in-house data analysts to perform these simple tasks for them. Managers equipped with Self-service People Analytics skills can help themselves to tackle this pain point without external assistance and within limited time and resources.
Today after the outbreaks of Covid-19 pandemic, human resource (HR) leaders and operations managers are required to lead the organizations in digital transformation for business growth. According to survey of Payscale in Hong Kong, the average basic annual salary of a Analytics Manager is HK$638,713. In 2019, a study of myHRfuture revealed that 28% of respondents rated “people analytics” as the most-wanted competency.
Managers in people operations need to examine staff data and conduct simple surveys to derive insights and align decisions with strategic corporate objectives. However, they cannot solely depend on expensive consultancy or the busy in-house data analysts to perform these simple tasks for them. Managers equipped with Self-service People Analytics skills can help themselves to tackle this pain point without external assistance and within limited time and resources.
Problem-solving and Decision Making in Digital Era
Introduction:
Problem-solving skill is an important for managers at all level. With sound knowledge in analysis of problems and give recommendations, effective managerial decision can be made. Modern tactics and skills can build upon prior experience and improve both individual and team performance in the current digital era.
Objectives:
This workshop will use exercises and cases to provide participants with both problem-solving and decision-making experiences. Participants can apply the processes and tools for working on solving problems in the workplaces. At the end of the workshop participants will be able to: • define problems with clear and effective manner; • generate a wider variety of quality and useful solutions • support more structured analysis of recommended scenarios leading to better decisions • recognize and avoid common mistakes
Target Audience:
Middle Managers
Newly promoted supervisor/officers
Anyone who would like to equip themselves with up-and-coming techniques, knowledge and increase their “power” meeting the coming challenges in workplace.
The Critical Chain Project Management (CCPM) is an innovative approach with techniques that can dramatically improve the performance of all types of projects in companies of all sizes.
This innovative approach (The Boeing Company, Mazda, OMRON, Ricoh Company etc.) has been adopted by thousands of leading organizations, and the Japanese government decided in 2008 to use CCPM in all government construction projects (about 20,000 projects per year). They all had miraculous results.
Objective:
This course will share theories and techniques to manage single projects big or small in various industries.
Facilitated by a certified CCPM expert, the workshop covers the concept, methodology, and case examples. The new techniques will be illustrated by computer simulation. The workshop covers CCPM scheduling, tracking, and project management by the CCPM software.
This is a new approach in digitalization of business. Staff needs up-dated digital training and knowledge in order to create new services and products for customers. Workshop participant will gain a basic understanding of ABCDE – Ai, Big-data, Cloud, Deep learning, Expert system, and IoT (Internet of Things). Also, this workshop will introduce a new concept in HR – the People (HR) Analytics. Also, Digital transformation is a mindset shift for HR, as it is about the increased use of technology. HR professional needs new skills and understanding of what will make staff productive in the future.
