About This Event
“Move HR from filing cabinets to dashboards, and from admin to strategy.”
A hybrid course on digital HR leadership for central banks, combining two in-person days with online modules. You will look at modernising the HR function, building HR analytics that answer executive questions, and adopting AI-enabled HR tools with the governance a public institution needs.
What You'll Explore
A digital HR maturity diagnostic for your institution
A redesigned HR operating model built on business partnering
An HR analytics dashboard design built around executive questions
Draft governance principles for AI-enabled HR decisions
A costed, phased digital HR roadmap ready for your executive committee
Who Should Attend
Open to all qualifying staff, particularly: Heads of HR, HR Business Partners, HRIS and HR Analytics Leads, Organisational Development Managers, Digital Transformation Officers.
Why This Course Matters
Evidence, Not Anecdote
Executives want data on turnover, capability and cost, not impressions. HR analytics lets you answer those questions directly and turns people issues into decisions the board can act on.
Modern HR Operating Model
Many central bank HR functions still run on manual processes and legacy systems. A modernised operating model releases HR time from transactions and redirects it to advising the business.
Responsible AI Adoption
AI-enabled HR tools promise speed but carry bias, privacy and accountability risks. Understanding the governance lets you adopt them with confidence and defend their use to staff and auditors.
Programme
Online 1
Digital HR foundations & maturity diagnostic
You will complete a digital HR maturity diagnostic for your institution and review the core concepts of HR operating models, HRIS architecture and people analytics before the in-person days.
Day 1
Modernising the HR operating model
You will redesign your HR operating model around business partnering, shared services and self-service, using peer central bank examples and a roadmap for replacing manual and legacy processes.
Day 2
HR analytics & AI-enabled HR tools
You will build HR dashboards around executive questions on attrition, capability and cost, and assess AI-enabled tools for recruitment and performance against bias, privacy and explainability criteria.
Online 2
Governing algorithmic HR decisions
You will draft governance principles for AI in HR decisions, covering human oversight, data protection, impact assessment and the controls your risk, audit and legal teams will expect to see.
Online 3
Digital HR roadmap & business case
You will assemble a phased digital HR roadmap with costs, benefits and success measures, and submit it for structured feedback so it is ready to present to your executive committee.
Standards & Faculty Benchmark
ISO 30414 Human Capital Reporting
Human capital metrics guidance underpins the HR analytics and executive dashboard sessions.
OECD AI Principles
OECD principles on trustworthy AI frame the assessment and governance of AI-enabled HR tools.
NIST AI Risk Management Framework
NIST AI RMF 1.0 provides the structure for identifying and managing risks in algorithmic HR decisions.
AI in HR decisions is attracting scrutiny from staff, unions and regulators. Aligning your analytics and AI governance to ISO 30414, OECD and NIST guidance means your digital HR programme can show it is measured, transparent and accountable from day one.
Is This Right for You?
- ☑You lead or influence HR technology and process decisions
- ☑Your institution is planning an HRIS upgrade or AI adoption in HR
- ☑You need people data that answers executive questions
Good to Know
Part 1 covers the two in-person days and Part 2 the online modules; both are needed to finish. No technical or data-science background is assumed. You leave with a digital HR maturity diagnostic, an analytics dashboard design and a costed digital HR roadmap.
The Bottom Line
Leave with a costed plan to turn your HR function into a data-driven partner your executive committee relies on.
Recommended For
Open to all qualifying staff, particularly: Heads of HR, HR Business Partners, HRIS and HR Analytics Leads, Organisational Development Managers, Digital Transformation Officers.