Aligning Actions to Values

Like many, Xavier entered college without a clear direction. His disposition was toward people-centered careers – something a Myers-Briggs personality test confirmed when it pointed him toward a career in human resources. 

Xavier solidified his direction, but realized that he wasn’t learning specifically about HR in his college coursework. He began looking for ways to gain HR skills and experience both pre- and post-graduation, “I needed something more specialized, something with continuous learning.”

This is where AIHR was able to support Xavier in his journey: “You don’t have to know everything, but you do have to know where to get the information. Having the right network, resources, and continuing education is super important.”

Creating a Future-Focused Plan

Xavier took an intentional approach to his career aspirations: “I’ve always prioritized growth over compensation, because continued growth will naturally get me to the next level.” 

He’s clear that he’s in control of his own career development, for both himself and to better equip organizations for the future: “We talk about developing our people, but we’re also our people as well. And we need to prioritize upskilling.” 

Today, Xavier is pivoting into a different kind of HR. He’s completed a bachelor’s in psychology and a master’s in business – and risen through the ranks as an HR professional – but understands that continuous learning is needed to reach the next level: “One thing that attracted me to AIHR is that there isn’t a focus on one HR silo, or at one stage of career progression.

There is content that helps you plan your path from early on through leadership development. They want to help you get there.”

Practical Application and Showcasing Value

As HR develops more rapidly than ever, Xavier strikes the balance of knowledge application and continuous learning in many ways. He sets aside time at the end of the week to spend time in the HR Business Partner Certification Program, and is quick to reach for other resources available in the academy. “The Resource Library is my favorite tab on the AIHR platform,” he says.

“Once I’m done with a class, I’ll do one of the mini courses or download materials. Recently, I’ve used the templates for exit interviews. I’ll definitely be using it more because the scope of my role will expand. One of my strategic pillars is around culture and talent development.  I’ll be working on our talent framework, which is something I have not gotten into yet. Having AIHR support is going to be very helpful, from knowledge to assets.”

Upskill Alongside Your HR Peers

Are you ready to take the next step in your career? Join 15,000 of your peers who are taking advantage of highly recommended content in upskilling, continuous learning, and development support. Browse the course catalog today. 

Connect with Xavier on LinkedIn.

The post Unleashing Intentional Success With Continuous Learning appeared first on AIHR.

Flexible and comprehensive HR upskilling

Meet Diego: a dedicated HR professional with an eagle eye for progress. Being well-versed in HR, he noticed the rising value of HR analytics and decided to develop his skills in order to deliver better and faster results.

AIHR was offering exactly what Diego was looking for: a data analytics course designed specifically for HR professionals, and a flexible learning experience he could tailor to his own pace and schedule.

“The learning experience was great. It’s down to being persistent when you take self-paced courses. So I always try to set aside time to study and to make progress.”

Once he started following the People Analytics course, Diego found out that AIHR was offering more value than he’d realized.

Bringing value to the business

Within the AIHR platform, Diego spotted new opportunities to develop his skills as an HR Professional. Not only did he learn about HR Analytics and how to make impactful, data-driven decisions, but he also discovered the power of connecting HR processes, models, and activities to tangible business outcomes. 

By applying his new knowledge to the challenges in his work and proactively thinking about how to contribute to his company’s success, he became an invaluable member of his team.

“It’s not always an easy task trying to link your processes with the business, but I think it’s a key factor to success as an HR professional.”

And there was still more for Diego to discover.

Fast impact thanks to templates

Armed with a new perspective on HR, Diego was ready to implement new frameworks and processes within his HR team. To hit the ground running, he took advantage of the Resource Library, a collection of readily available resources, playbooks, and tools. 

With pre-existing frameworks at his fingertips, Diego no longer had to build from the ground up. This enabled him to focus on delivering faster and better results.

“With the [existing] framework you’re not going in blind: you know how to begin, what to do next, and when to finish.”

Community was key

Yet, what surprised Diego the most was the value of an engaged and global HR community and live events that provided him with current insights on pressing matters. Witnessing how HR professionals worldwide navigated local challenges and embraced global trends proved invaluable. 

This helped empower Diego to foresee his company’s needs, positioning him as an HR expert and valuable business partner.

“There is that common ground and we as HR professionals have the opportunity to take advantage of it. There are a lot of changes coming, and I think that we have the opportunity to lead those changes and to help the organizations to adapt and be part of them.”

A trusted partner for your development

After enrolling with AIHR, Diego not only reached his upskilling goals, but he also found and accomplished a new goal along the way: becoming a more well-rounded HR professional, who always has the right tools and insight for any job.

“I strongly recommend the AIHR platform. Why? Because from my point of view, AIHR is like a trusted partner that’s always facilitating you.”

The post Becoming a Valued Business Partner appeared first on AIHR.

A passion for learning

Stephen hadn’t planned on a career in HR. But after getting recruited into a talent acquisition role after leaving the Army, he never looked back. More than 15 years in recruitment and talent acquisition (and several degrees) later, he is still passionate about Human Resources, and about continuously expanding his knowledge. 

He started a doctorate degree for this very reason, but ended up putting it on pause. “I found that what many organizations are looking for is direct knowledge,” he explains. “Many degrees, even advanced doctorate degrees, only give you the basics. But they don’t dive deep.” 

But luckily, Stephen discovered AIHR.

Looking beyond specialization

Excited about the prospect of practical and targeted HR training, Stephen started browsing AIHR’s course catalog. “I was looking to grow beyond talent acquisition,” Stephen says. “I enjoy it, but I want to be able to grow and stretch myself into other areas of HR.”

He started by looking at the HR Business Partner certificate program, but his passion for the HR field and continuous learning soon prevailed. “The more I thought about it, the more I was thinking: why don’t I just invest in getting Full Academy Access?” And so he did.

Building up HR skills

A little under two months after enrolling at AIHR, Stephen completed 4 different tracks, including 3 certificate programs.

With the entire AIHR course catalog at his disposal, he decided to start with something close to home. “That’s why I went with the Talent Acquisition certificate program,” he says. “I’ve been doing talent acquisition for many years, but I don’t assume I know everything.” 

He soon earned his first certificate, and quickly moved on to Diversity & Inclusion, Hiring and Recruitment Strategy, and Strategic HR Leadership. 

“I haven’t looked back since enrolling,” Stephen says. “For me, my MBA and other degrees are the foundation. But what I’m learning at AIHR is letting me build my skills up and out.”

“I haven’t looked back since enrolling. For me, my MBA and other degrees are the foundation. But what I’m learning at AIHR is letting me build my skills up and out.”

Putting new knowledge into practice

It isn’t just Stephen’s dedication to continuous learning that motivates him to add certificate after certificate to his CV. “I’m able to use what I’ve learned immediately,” he explains.

From improving stakeholder management to better understanding the needs of leaders and the organization as a whole, Stephen has been able to apply his new knowledge immediately in his daily work. “I didn’t have to wait until I completed a course to use what I learned,” he says. “I started utilizing and implementing things right away.” 

Indeed, it’s the practical focus of the courses that sets them apart for him. “What stands out for me is how relevant and fresh everything is. My MBA feels almost antiquated, like I’m trying to navigate rush hour traffic with a Model T. But AIHR certification courses keep you relevant and able to stay in the game.” 

“What stands out for me is how relevant and fresh everything is. My MBA feels almost antiquated, like I’m trying to navigate rush hour traffic with a Model T. But AIHR certification courses keep you relevant and able to stay in the game.” 

When we asked Stephen what he will be studying next, he was still deciding between HR Business Partner 2.0 and People Analytics. “Eventually it’s going to be one or the other. But either way, the end result for me is to grow, learn, stretch myself, and be a mentor to others within my organization.”

Keep your skills up-to-date

Are you ready to transform your own career? Browse our extensive course catalog here and make your HR skill set future-proof!

Click here to connect with Stephen on LinkedIn. 

The post Going Beyond an MBA with Innovative and Practical HR Skills appeared first on AIHR.

People Analytics has fast become an important specialization within HR, and the expectations are high. That’s why Capgemini was looking for ways to empower the team leading the People Analytics efforts with specialized online training.

Capgemini’s goals were clear, as Jan Krögel explains. “We need to be credible to the business, and we need to understand the business, as well as the data and analytics aspect. We thought that going outside and working with a curated source would really help us with that effort.” 

And that’s where AIHR comes in.

Selected HR practitioners already involved in People Analytics and reporting were enrolled in the Academy to Innovate HR to take their data and analytics skills to the next level. In addition to following specialized courses, participants also worked on real-life projects helping leaders within the organization tackle their business challenges. “Some of these are being grown into big projects,” Kröger says.

That’s not to say that Capgemini didn’t face challenges in this project. For example, it can be challenging for learners with full calendars and lots of responsibilities to find the time to learn. Watch the full video to find out how Capgemini overcame this challenge.

You will also hear more about:

• How Capgemini encourages people to implement the learnings in their day-to-day work
• Examples of projects implemented as a result of the training, and insights gained
• Measuring the ROI of learning initiatives

What we can reveal is that the project has been a success for Capgemini. Their next steps are expanding the scope of the project to include larger HR populations. But that’s not all. “We’re asking, how much needs to be part of the standard curriculum for HR? And the other question is, what else do we need to give the leaders we have identified to make them successful?”

Curious to see how AIHR can help you dodge the skills gap and empower your HR organization with future-proof skills? Explore our HR Skills 2025 framework, or learn more about our team licenses.

The post Customer Stories: Empowering Capgemini’s People Analytics Practitioners appeared first on AIHR.

In a year full of unprecedented challenges, Henkel APAC has dedicated considerable resources to investing in their greatest and most reliable asset – their people. This comes as part of Henkel’s global digital upskilling initiative, focused on fostering in-house talent.

Together with the Academy to Innovate HR (AIHR), Henkel established their first HR Learning Academy dedicated to developing digital skills for their top HR talent. The ultimate goal of the academy is to empower HR to increase operational efficiency and maximize the impact of HR on business outcomes.

What makes this academy unique? The focus on training for skill and competency-building, through a highly practical curriculum and on-the-job practice.

Innovation is HR-Driven

Henkel’s 140 years of innovation, continuous improvement, and delivering excellence is only possible with a strong focus on employee development. In fact, “developing people with passion” is one of Henkel’s core leadership commitments.

But who’s at the center of developing people if not HR? According to a KPMG report, HR is essential in shaping the workforce of the future and preparing them for increased digitalization, automation, and AI. Yet 80% of HR professionals are not equipped to do so.

With digital transformation in its highest gear, Henkel has taken their commitments seriously, and decided to develop the digital capabilities of their HR teams:

At Henkel, we dare to make an impact. Digital transformation is a key strategic focus for Henkel which involves not just the technical aspect but, more so, a cultural transformation. HR enables the business to achieve this and it is imperative that our HR team have the competencies to support it. I am very pleased to partner on this journey with AIHR.
Jackie Ngai, HR Head Asia Pacific

Building Digital Competencies in HR

To establish the HR DIGI+ Academy, Henkel APAC partnered with the Academy to Innovate HR (AIHR): a reputable HR training provider that can support Henkel’s HR talent at every stage of their upskilling process. 

The personal and professional development of our employees is very important at Henkel, which is why I am pleased to see the start of the HR Learning Academy. AIHR’s courses are enabling our employees to succeed in an increasingly digital world.
Jackie Ngai, HR Head Asia Pacific

AIHR’s comprehensive approach to competency-building binds well with Henkel’s focus on practicing on the job – a key element in Henkel’s HR Academy.

AIHR’s courses are structured around the three key components of learning: knowledge, skill, and experience.

• Learners gain KNOWLEDGE by watching engaging instructional videos, tutorials, and going through the recommended reading material.
• They acquire SKILL by completing assignments, creating projects, and participating in interactive role plays.
• And they gain EXPERIENCE by repeatedly applying their newly acquired skills to solving real life business problems.

The EXPERIENCE level is where learners gain mastery of their skills. Yet this aspect of learning is often overlooked. This is why Henkel’s commitment to fostering a true culture of learning is so inspiring. Henkel opted for a practical and immersive approach to learning by creating a collaborative environment, where participants can practice their skills on real business projects. This makes Henkel’s HR Academy unique in the world of corporate learning.

Corporate Learning Reimagined

Imagine a learning program that promises to deliver business impact, innovation, and real behavior change. That’s what Henkel’s HR Academy stands for.

Within Henkel’s HR Academy, AIHR has designed a two-year program for their top HR talent. The aim of the program is to create real change agents, who will drive innovation from within the company.

In the first year of the program, the participants follow the curriculum of AIHR’s Digital HR Certificate Program. This includes four courses designed to equip participants with the knowledge and skills needed for digital leadership.

In the second year, the participants will select three courses from AIHR’s extensive catalogue, in preparation for their graduation project, where participants will apply their knowledge and skill to drive innovation in their department. The projects will be judged by a panel of experts and the top rated ones will be implemented.

Training for Success and Impact

Every year, companies around the world invest 370 billion USD in employee training. Still, many training programs fail. So what makes Henkel’s HR Academy unique?

Three aspects:

1. It focuses on skills that are vital for the future of HR and the organization
   Henkel’s HR Academy focuses on training key digital skills that prepare the participants for an increasingly digital future.

2. Learning is connected to daily work activities & to broader company objectives
   The participants can apply their newly acquired skills and knowledge to their daily work activities, and help further the company’s mission of innovation.

3. Success is recognized and rewarded
   The participants’ completion of their training program hinges on the quality of their projects. And the most impressive projects will be recognized and implemented.

In short, the participants are not just given the opportunity to learn, but also to apply their new skills to make lasting impact on Henkel’s business outcomes.

Investing in Upskilling In-House Talent

Driving innovation and creating lasting change starts with training digital leaders and creating a culture of learning in the organization. Henkel’s new HR Academy drives home the point that the most successful organizations are the ones where business growth is driven by employee growth. And this is even more important when it comes to HR.

HR has a pivotal role in preparing the business and the workforce for the challenges of the future, and making sure they are well equipped for this role is the key to business success.

Because the simple truth is that, at this point, if you don’t upskill HR, you effectively underskill your workforce.

The post Henkel APAC: Building Digital HR Capabilities with an In-House HR Learning Academy appeared first on AIHR.

The post Improving the HR Department’s Data Literacy appeared first on AIHR.

Laying foundations

Founded as the Cementos Argos Company in 1934, Grupo Argos has grown into a holding with over 13,000 employees spread across their almost 100 subsidiary companies. All employees and subsidiaries are served by a single HR organization, which is part of Grupo Argos’s Shared Services Center.

In early 2019, a group of 30 HR specialists enrolled at AIHR, the Academy to Innovate HR. The main goal was encouraging a more data-driven mindset in the organization — which was definitely a success.

A dedicated team

Soon after, the HR organization decided to form a dedicated People Analytics team. This was a major shift from the previous situation, where IT had owned all data within the holding.
Thanks to the AIHR courses, Grupo Argos had a group of HR specialists with new analytics, data visualization, and dashboarding skills, and the organization took full advantage of that. “My manager identified people with HR skills as well as the ambition to work with data,” says Guillermo Restrepo, the company’s HRIS admin. He, along with the new Head of HR Analytics and 2 other data-savvy HR specialists who were also enrolled in AIHR analytics courses, founded the Grupo Argos People Analytics team.

Even though the team is just half a year old at the time of writing, it has already managed to make a huge impact on the organization, as we will reveal later in this case. Guillermo attributes this success to skills they learned at AIHR. “We followed two courses about leadership in data teams, which helped us understand how to build and manage an analytics team: the basis of getting started in analytics.”

The case for awareness

The first challenge for the new People Analytics team was data quality. “We took stock of all the data we had, assessed the quality, and made decisions about data cleaning,” says Guillermo. “It was a lot of work.”

Another perhaps less obvious priority for Guillermo was creating awareness about People Analytics among decision-makers — something else he learned during his studies with AIHR. “You need to get managers on board. If they don’t ensure that the company makes data-driven decisions, then HR Analytics isn’t going to work. HR Analytics is important, but it costs money. And it will cost even more money if you don’t do it properly, as you’ll be investing in something you’re not using.”

Awareness wasn’t an issue in the highest level of Grupo Argos’s management, as would soon become clear.

Data-driven crisis response

The People Analytics team was only just up and running when the Corona crisis hit. Nevertheless, the company’s Presidents knew where to turn for the people data they needed to make critical and urgent decisions.

“They asked us to make a data visualization combining data from our HR system with virus data,” says Guillermo. The team created a complete data table and clear graphics, and the final result was used in the Presidents’ weekly meetings.

“We’re very proud to have worked on this project,” says Guillermo. “Our reports were used to make decisions about employee safety. We weren’t just doing our job. We were trying to save lives.”

“Decisions people want and need”

The People Analytics team’s contribution to the Grupo Argos Corona response created awareness throughout the entire organization and demonstrated just how valuable People Analytics is. And Guillermo can already see the difference in his work.

“HR is continuously coming to us for information, reports, and graphics,” he says. “They aren’t making decisions based on gut feeling — they always check if their information is correct so they can make better decisions that our people want and need.”

Now the People Analytics team is on the map within Grupo Argos, Guillermo and his colleagues are working towards their next goals. First on their list is offering predictive analytics services. “We already have all the information we need,” says Guillermo. “Now we just need to perfect it. Offering our internal clients predictions that help them save money and make better decisions: that’s our focus.”

The post Case Study: Creating a Data-Driven HR Organization at Grupo Argos appeared first on AIHR.

The struggle to stand out

After graduating with a degree in Psychology from the National University of Malaysia, Song Peng Ong started his career in HR as a Management Associate at Great Eastern Life. However, like many millennials, he soon noticed that his degree alone wasn’t enough for him to reach his goals.

“Nowadays, it’s difficult to make a move in your career without having a certification in the topic in question,” explains Song Peng. “We millennials often have the dilemma of employers wanting us to have a lot of proven qualifications and experience when we’ve only just entered the workforce.”

Capitalizing on the HR skills gap

Song realized that more and more companies were starting to explore HR Analytics, and soon developed an interest in data-driven research in HR. However, he didn’t have enough subject matter expertise to pursue his interest professionally.

He decided to enroll in a number of AIHR People Analytics courses to steer his career into his chosen direction.

While still working as a Management Associate, Song Peng started following the HR Leader course, and followed it up with the HR Data Analyst.

“I was very positively surprised that the courses were so practical. I have taken courses in this field before and found a lot of the content to be too general.”

“I was very positively surprised that the courses were so practical,” says Song. “I have taken courses in this field before and found a lot of the content to be too general.” The practical nature of the AIHR courses meant he was immediately able to capitalize on his new expertise — and the HR skills gap. He soon secured a job as an HR Consultant & Change Specialist at KPMG.

Understanding the bigger picture

Two courses and a dedication to personal development: that was all it took for Song Peng to make the move to HR analytics.

“The HR Analytics Leader course helped me understand the connection between HR and strategic business developments. Even though I’m not a team or department leader (yet), it was eye-opening to learn more about the things that managers need to deal with. The course has helped me understand the bigger picture of the whole HR function and the rest of the business. I think it has made me a better employee.”

Qualified and ready

“I wanted to be in the forefront of this HR analytics movement, and AIHR provided just the right platform for me to do so,” says Song Peng. And it isn’t just a matter of equipping him with the right knowledge.

“This experience has affirmed my ambitions, as well as given me concrete evidence that I am able to do data analysis and use data visualization tools. I know the roadblocks of setting up a people analytics project. I can identify the most relevant metrics. And I now know that I can work in my current field of Learning & Development and implement a lot of the lessons I’ve learned from the two AIHR courses.”

With his new expertise, Song Peng is looking to the future with confidence.

“I believe that HR analytics is the future of HR, and I want to be qualified and ready when the right opportunity within the field pops up.”

– Song
People & Change in Advisory Manager at KPMG Malaysia

Ready to make your move?

The skill gap in HR isn’t going anywhere soon. If you want to capitalize on this like Song Peng by developing your digital HR skills, AIHR has a wide array of courses diving into everything from Digital HR Strategy to HR Data Analysis. Enroll and start future-proofing your career today!

Click here to connect with Song Peng on LinkedIn.

The post Landing an HR Analytics Job with Just Two Courses appeared first on AIHR.

From gut feeling to data

Daniel had worked in marketing, sales and finance before making the move to HR. And it didn’t take long for him to notice a certain something about his new field.

“When I got into HR I realized that even though there were metrics and KPIs, most people still tried to make decisions based on emotions,” says Daniel. “It was a gut-based kind of decision-making.” It was a major change from his previous roles, where a data-driven approach is much more common. Daniel soon realized the necessity of implementing analytics in HR.

Applying business expertise to HR

Daniel’s diverse experience helped him get started. “I started putting into action some things that I had learned previously in marketing and finance,” he explains. “It was very data-based, so that’s why I got into HR Analytics: first into HR Metrics, and then data-driven decision-making. And that’s how I started my path in HR Analytics.” 

To drive more fact-based and effective decision-making in his organization, Daniel chose to become a People Analytics specialist.

Strategic and self-paced

It was while he was researching HR metrics that Daniel found the Academy to innovate HR. AIHR provided exactly the foundation Daniel wanted. 

“I really liked the fact that there was a certificate dedicated specifically to People Analytics,” says Daniel. “I believe this topic better equips us, the 21st century practitioners, to use tools and successfully navigate away from gut- and emotion-based decision-making toward data-based decision making.”

“I liked the curriculum of the HR Analytics Leader course, which was the first one that I completed,” says Daniel. “It was very strategic and well thought through. Since my career started in business, I really liked the emphasis on the business aspect of it all: it starts with asking the right business question.” 

The course structure and methodology were also a good fit: “I liked that it was very strategic, hands-on, and 100% online, because I was able to complete it at my own pace, and go back if I needed to.”

Building a career

There’s no doubt that the HR Analytics Leader course was the right fit for Daniel. “This course really met my expectations,” he says. “I believe that the HR Analytics Leader course sets very clear guidelines and roadmaps for leading a People Analytics team, or for working as a senior professional in a People Analytics team — or, as in my case, working in a market that is still just starting.

“Personally, I needed something that could help me build a career from scratch, and this course was a great start for me.”

Better business outcomes

Daniel’s foresight and ambition have been crucial in bringing about a cultural transformation in his organization. It didn’t take long for him to see the immense impact that a data-driven mindset and a structured approach to people management could have on his organization, and he made it his mission to implement data-driven practices in his HR department. These practices resulted in better business outcomes and earned him a more strategic standing within his team. 

“I am currently working at Ecuador’s second-largest bank, which has around 3,500 people. In the project I’m involved in, I get to use the plan and roadmap provided in the course, which was accepted by the HR manager. I plan to continue implementing it.

“I’ve already started with the first quick win, using Power BI. It was really nice to see the things that I learned in the course coming to life and gaining acceptance.”

In-demand HR skills

In large organizations, HR Analytics is quickly becoming a necessity. Daniel’s experience just goes to show how much of an impact one person can make simply by expanding their own skill set.

HR Analytics skills are very high demand, but they are also in short supply — and the opportunities for professional growth they are afford are simply incredible. Very driven by the impact he’s made in his organization, Daniel plans to further expand his skill set in HR analytics and tackle more advanced projects.

“My next step is to continue with People Analytics not only with descriptive statistics, but starting to go more in-depth and do some projects with more predictive analytics.”

Since speaking to AIHR, Daniel has moved into a Senior Compensation Analyst role with Parker Hannifin.

“I really liked the fact that there was a certificate dedicated specifically to People Analytics. I believe that this topic better equips us, the 21st-century practitioners, to use tools and successfully navigate away from gut- and emotion-based decision-making area towards a data-based decision-making area.”

– Daniel
Senior Compensation Analyst at Parker Hannifin

If Daniel’s story inspired you and you’d like to connect with him, you can find his details here.

Capitalize on the HR skills gap

Ready to capitalize on the analytics opportunity in HR? Get the skills you need to succeed in HR’s digital future at AIHR. Daniel was able to make an impact in his organization with the help of our People Analytics Certificate Program, but we have an ever-growing catalog of courses that you can browse here.

The post Making an Impact with HR Analytics appeared first on AIHR.

Diving deeper into HR Analytics

Trung has worked in HR for almost 10 years. Over the course of his career, he has held a variety of positions (including HR consultant and HR innovation officer) for companies like Korn Ferry Hay Group, McKinsey & Co, and Nike. It was when he started working as a talent analytics specialist at Nike that he decided to enroll at AIHR.

His new role required in-depth knowledge of HR Analytics. Trung has always been committed to life-long learning so instead of enrolling in a single course or certification program, he chose the All-You-Can-Learn license, giving him access to all AIHR courses.

In-depth analyses and visualizations

Within the first few months, Trung completed the HR Analytics Leader, Global Data Integrity and Natural Language Processing courses. With his new knowledge and skills, Trung was able to conduct in-depth analyses and create powerful data visualizations for various talent populations in EMEA.

And it wasn’t long before he landed his next job: talent analyst manager for Danone Group at their Paris headquarters.

Practical and theoretical knowledge

Within the decent amount of time I spent pursuing these courses, I gained both a solid theoretical foundation and practical knowledge of HR Analytics,” says Trung. “Even though I was relatively new to this exciting field, after completing the courses I felt substantially more confident discussing HR Analytics and the benefits it brings to the organization — as well as actually taking my organization on a journey toward building a strong analytics capability.”

So what was it about AIHR that worked so well for Trung? “What I particularly like about these courses is the practical knowledge and teaching method of the instructors, and the helpful reading and resources, all of which make the course very thought-provoking.”

“I would recommend these courses to anyone who wishes to advance in HR Analytics.”

Continuing his learning journey

Trung is never done learning. Given the heightened strategic nature of his new role at Danone, where he will analytically empower the Group in managing top talents globally, he is planning to continue his learning journey at AIHR. Next on his list of courses are Strategic HR Metrics and Building a People Analytics Strategy.

Since speaking to AIHR, Trung has moved into an HR Transformation Manager role at VNG Corporation. We can’t wait to see what achievements his drive and commitment to personal development will help him attain.

“I felt substantially more confident in discussing HR Analytics and the benefits it brings to the organization, as well as in actually taking my organization on a journey towards building strong analytics capability.

I would recommend these courses to anyone who wishes to advance in HR Analytics. What I particularly like about these courses is the practical knowledge and teaching method of the instructors, and the helpful readings and resources – all of which make the course very thought-provoking.”

– Trung

HR Transformation Manager at VNG Corporation

Click here to connect with Trung on LinkedIn.

Fortify your digital skill set

Are you ready to transform your own career? Browse our extensive course catalog here and make your HR skill set future-proof!

The post From HR to HR Analytics in a few Months appeared first on AIHR.