7 Topics
5 Days
36 Sessions
Programme Overview
Training Description
• HR directors and managers
• People analytics and data specialists
• HR business partners
• Talent management and acquisition leaders
• Organizational development specialists
• C-suite executives and senior leaders
• Compensation and benefits professionals
• Project managers
• Anyone responsible for managing or analyzing HR data
• Business consultants specializing in talent strategy
Session Objectives
- Understand the foundational concepts of people analytics.
- Master a framework for building a data-driven HR function.
- Use HR data to answer key business and talent questions.
- Develop a strategic roadmap for implementing people analytics.
- Apply predictive modeling to forecast talent needs and trends.
About the Course
In an era where data drives every business decision, the HR function is transitioning from a traditional, gut-instinct approach to a data-driven, strategic powerhouse. This training course is meticulously designed to equip HR professionals and business leaders with the expertise to harness the power of people analytics and predictive modeling. By mastering the collection, analysis, and interpretation of workforce data, you can move beyond simple reporting to forecast future talent needs, predict turnover, and make evidence-based decisions that directly impact organizational success. This program provides the essential blueprint for a new generation of HR leaders prepared to leverage data to unlock a competitive advantage.
This comprehensive curriculum offers a practical deep dive into the strategic application of data science to human resources, from building a foundational analytics framework to creating sophisticated predictive models. You will learn to use data to answer critical business questions, such as identifying the key drivers of employee engagement, optimizing talent acquisition funnels, and personalizing the employee experience. The course focuses on real-world case studies and hands-on exercises, helping you to build the skills necessary to influence leadership decisions and prove the value of HR initiatives. By the end of this program, you will not only be proficient in people analytics but also be prepared to champion a data-centric culture and architect a future-ready, high-performing organization.
Curriculum & Topics
7 Topics | 36 Sessions
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Workshop 1.1:
What is people analytics and why it is critical for HR today.
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Workshop 1.2:
The link between HR data, business strategy, and performance.
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Workshop 1.3:
The difference between descriptive, diagnostic, and predictive analytics.
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Workshop 1.4:
Key data sources for people analytics (HRIS, surveys, performance data)
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Workshop 1.5:
Case studies of successful people analytics implementations
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Workshop 2.1:
A framework for creating a people analytics roadmap.
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Workshop 2.2:
The importance of data governance and integrity.
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Workshop 2.3:
Defining key business questions and translating them into metrics.
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Workshop 2.4:
Building a culture of data literacy within the HR team.
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Workshop 2.5:
Gaining buy-in from senior leadership and stakeholders.
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Workshop 3.1:
An overview of popular BI tools (e.g., Power BI, Tableau) for HR.
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Workshop 3.2:
Using statistical software and data visualization platforms.
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Workshop 3.3:
The role of AI and machine learning in HR analytics.
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Workshop 3.4:
Leveraging HRIS systems for reporting and analysis.
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Workshop 3.5:
Best practices for data security and privacy.
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Workshop 4.1:
Using data to analyze headcount, turnover, and talent acquisition.
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Workshop 4.2:
Forecasting future talent demand and supply.
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Workshop 4.3:
Identifying key drivers of employee engagement and retention.
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Workshop 4.4:
Analyzing skills gaps and developing a reskilling strategy.
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Workshop 4.5:
Using data to inform succession planning and career paths.
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Workshop 5.1:
The principles of predictive modeling in HR.
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Workshop 5.2:
Building a model to predict employee turnover risk.
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Workshop 5.3:
Using data to forecast future performance and success.
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Workshop 5.4:
Applying predictive analytics to optimize talent acquisition funnels.
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Workshop 5.5:
Interpreting model outputs and using them to inform decisions.
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Workshop 6.1:
The art of creating clear and compelling data visualizations.
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Workshop 6.2:
Presenting insights and recommendations to non-analytical audiences.
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Workshop 6.3:
Using data to build a strong business case for HR initiatives.
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Workshop 6.4:
The importance of a narrative to drive action and change.
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Workshop 6.5:
Strategies for addressing difficult questions with data.
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Workshop 6.6:
N/A
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Workshop 7.1:
Emerging trends in people analytics (e.g., organizational network analysis).
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Workshop 7.2:
The ethical implications of using predictive models in HR.
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Workshop 7.3:
The role of AI and automation in future analytics.
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Workshop 7.4:
Building a sustainable and scalable analytics function.
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Workshop 7.5:
A personal action plan for leading people analytics in your role.
