HR Analytics
HR Analytics Increase the probability of successful HR outcomes by using the most effective tools, techniques, and best practices for preparing and communicating HR data and making data-driven decisions. Throughout this course, you will learn how to leverage HR analytics to add value to your organization and which regulations and reporting requirements are most useful and relevant to your position. By applying the Analytics Process Model and utilizing Microsoft Excel, you'll be ready to organize, analyze, and present HR data. Learning Objectives Identify each phase of the HR Analytics Process Model (APM) and its purposeDescribe best practices using HR analytics to support data-driven decision makingIdentify HR benchmarks and metrics relevant to agency mission and goalsAnalyze workforce and talent data using Excel to identify trends and other actionable performance informationGive a short briefing to present analysis resultsCourse Topics HR Analytics and the Analytics Process Model Exercise: Decision-Making ProcessOverview of HR AnalyticsExercise: How Do We Make Decisions?The Analytics Process Model (APM) and Its PhasesHuman Resources Value PropositionHR Analytics in the Workplace and the Human Capital Framework (HCF)Exercise: Demonstrating the Analytics Process ModelExcel Quantitative Techniques Key Systems of Record for HR DataSoftware ToolsMetrics, Benchmarks, and Other IndicatorsUsing Excel for HR AnalyticsExcel VisualizationExcel Analytic TechniquesHR Regulations and Reporting Requirements HR Laws, Policies, Procedures, and GuidelinesKey Regulations and Reporting RequirementsConnecting Missions or Goals to HR Benchmarks and MetricsEffectively Presenting HR Data Assessing Your AudienceCrafting the MessageExercise: Presenting Analysis Results
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Getting Efficient: Optimizing HR Operations
Getting Efficient: Optimizing HR Operations Increase HR operational efficiencies and performance through streamlining operations and optimizing processes on both a department and individual level. In this course, you will gain in-depth knowledge on benchmarking, service level agreements, and ways to evaluate and reward performance. Learning Objectives Discuss trends in the HR domain that influence effectiveness, efficiency, and performanceApply a four-step model to optimize HR operationsDescribe the hierarchy through which policies, procedures, and guidelines flow from creation to actionReview mission-critical policies, procedures, and guidelinesApply various methods to evaluate an HR functional unit and individual HR employeesDescribe how service level agreements and bench-marking enhance the working relationship between the HR functional unit and other agency unitsDescribe how individual development plans and performance improvement plans enhance the performance of individual HR employeesDiscuss the monitoring of agency-wide and individual optimization actionsList methods for rewarding improved performanceEffectiveness, Efficiency, and Performance Effectiveness, Efficiency, and PerformanceOperational TrendsOptimization and HR—How Do They Relate?Evaluate, Act, Monitor, RewardExercise: Kevin and the Invoice ProcessPolicies, Procedures, and Guidelines Familiarity Breeds OptimizationFrom Creation to ActionHR Policies, Procedures, and GuidelinesWhere Are They?Exercise: Kevin and the Training ProjectEvaluating Your HR Functional Unit Evaluating the HR Functional UnitEvaluating the HR EmployeeReporting the ResultsTaking Action Actions for the AgencyService Level AgreementsBenchmarkingActions for the IndividualMonitoring and Rewarding Monitoring HR Functional Unit ActionsMonitoring Actions for IndividualsRewards!It Never EndsExercise: Kevin and the Monitoring Plan
Government Property Management and Accountability
This course provides federal agency employees with a practical understanding of the policies, procedures, and oversight responsibilities associated with managing and accounting for government-owned property and assets. Participants will gain a working knowledge of the regulatory framework governing Government property management, including FAR Part 45 and FAR Clause 52.245-1, Government Property, as well as the roles and responsibilities of agency personnel involved in acquisition, program management, logistics, asset management, and contractor oversight. The course examines the full government property lifecycle — from acquisition and receipt through utilization, inventory management, maintenance, reporting, and disposition. Participants will also explore common property management challenges in decentralized and field-based environments, including inventory discrepancies, improper utilization, loss prevention, contractor accountability, and audit findings. Through practical discussions, agency-relevant scenarios, and real-world examples, participants will strengthen their ability to support effective property oversight, maintain accurate documentation, improve compliance, and reduce organizational risk. Upon completion, participants will be able to: • Describe the purpose and importance of Government property accountability within agency operations • Identify the regulatory framework governing Government property management, including FAR Part 45 and applicable federal requirements • Distinguish between Government-furnished property (GFP) and contractor-acquired property (CAP) • Explain the roles and responsibilities of agency personnel involved in property accountability, contractor oversight, and asset management • Apply property management principles throughout the Government property lifecycle • Identify internal control practices that support accountability, audit readiness, and risk mitigation • Recognize common property management deficiencies and implement corrective actions • Apply procedures related to loss, damage, destruction, theft, and reporting requirements • Support accurate property documentation, inventory reconciliation, and audit preparedness
