Mastering HR Analytics to Drive Strategic Workforce Decisions
You’re not behind. You’re not alone. But you can’t afford to stay where you are. The HR leaders who are winning today aren’t just managing talent - they’re predicting turnover, aligning workforce planning with revenue goals, and proving HR’s impact on the bottom line with data that boardrooms trust. Meanwhile, you might be drowning in spreadsheets, reacting to crises, or struggling to get executive buy-in for initiatives that make sense intuitively - but lack hard evidence. Without analytics, even the best HR instincts are seen as opinion, not strategy. Mastering HR Analytics to Drive Strategic Workforce Decisions is the exact system you need to close that gap. This is not theory. It’s a battle-tested methodology that turns raw people data into actionable insights, predictive models, and business-aligned recommendations - all in as little as 21 days. One recent participant, Maria T., Senior HRBP at a global manufacturing firm, used the course framework to build a retention risk model that identified 37 high-performing employees at risk of leaving. She presented her findings with confidence. Result? The leadership team approved a targeted retention program that saved over $1.2M in potential turnover costs within six months. What used to take analysts weeks to produce, you’ll be able to generate in hours. You’ll move from reporting what happened to predicting what will happen - and prescribing what to do about it - with confidence backed by data, structure, and real organisational impact. Here’s how this course is structured to help you get there.Course Format & Delivery Details Self-paced. Immediate online access. Zero time pressure. Once you enrol, you begin on your schedule. Work through the material in 30 minutes a day or in intensive deep dives - it’s entirely up to you. Most professionals complete the core framework in 3–4 weeks and start applying insights in their roles within the first 10 days. On-Demand, Anytime, Anywhere Learning
This course is delivered entirely online and on-demand, with no fixed start dates or live sessions to attend. You access everything 24/7 from any device, including smartphones and tablets. Whether you're travelling, working remotely, or squeezing in learning between meetings, your progress is always saved and fully mobile-friendly. You receive lifetime access to all course content. This means you own it forever - including all future updates, expanded templates, and additional case studies released at no extra cost. As HR analytics evolves, your knowledge stays current. Direct Instructor Guidance & Support
You are not alone. Throughout the course, you’ll have direct access to subject-matter experts with over 15 years of combined experience in HR analytics, organisational science, and change leadership. Ask questions, submit your models for feedback, and get clarification whenever needed. Certificate of Completion from The Art of Service
Upon finishing the course, you earn a globally recognised Certificate of Completion issued by The Art of Service. This credential is trusted by professionals in over 120 countries and adds verifiable expertise to your LinkedIn profile, CV, and internal promotion discussions. It signals that you’ve mastered not just HR processes, but data-driven decision-making at a strategic level. Simple, Transparent Pricing - No Hidden Fees
The price you see is the price you pay. There are no surprise charges, subscription traps, or forced upgrades. You gain full access to all modules, tools, and resources in one upfront investment. We accept major payment methods, including Visa, Mastercard, and PayPal, ensuring a smooth, secure transaction from anywhere in the world. 100% Money-Back Guarantee - Zero Risk
If this course doesn’t meet your expectations, you’re covered by our unconditional money-back guarantee. You can request a full refund within 30 days of enrolment - no questions asked, no forms to fill out, no hassle. This offer eliminates all financial risk. You can explore every resource, apply the frameworks, and test the tools knowing you’re completely protected. Access Confirmation & Secure Delivery
After enrolment, you’ll receive a confirmation email. Your access credentials and detailed login instructions will be sent separately once your course materials are fully prepared and activated. This ensures a seamless onboarding experience with no technical hiccups. “Will This Work for Me?” - The Real Answer
Yes - even if you’ve never built a predictive model before. Even if your HR system exports only basic reports. Even if you’ve been told your data isn’t “clean enough.” This course was designed for real HR professionals in real organisations, not data scientists with PhDs. You’ll find templates built for Excel, Google Sheets, and common HRIS exports. We show you how to start with what you have - not what you wish you had. One mid-level analyst in a 900-person tech startup had never used regression analysis. After applying Module 5’s step-by-step diagnostic tool, she identified a hidden pattern linking manager tenure to team performance. Her insight led to a new leadership development pilot - and a 22% improvement in team engagement scores in six months. This works even if you don’t have a dedicated analytics team, don’t report to CHRO, or work in a resource-constrained environment. What it requires is your commitment - everything else is provided.
Extensive and Detailed Course Curriculum
Module 1: Foundations of HR Analytics - From Intuition to Evidence-Based Insight - Understanding the evolution of HR analytics in modern organisations
- Differentiating between operational reporting, strategic insight, and predictive intelligence
- Identifying the business value of HR analytics across departments
- Mapping HR metrics to organisational KPIs and financial outcomes
- Building a personal definition of success for your HR analytics journey
- Recognising the limitations of anecdotal decision-making in talent management
- Establishing data literacy fundamentals for non-technical HR professionals
- Overcoming common misconceptions about HR data and statistical complexity
- Defining the role of ethics, privacy, and compliance in people analytics
- Creating an analytics mindset: Curiosity, scepticism, and continuous learning
Module 2: Data Readiness - Accessing, Cleaning, and Structuring Your Workforce Data - Identifying core HR data sources across payroll, performance, recruitment, and LMS
- Understanding data formats: CSV, XLSX, JSON, and API exports
- Using column mapping to standardise inconsistent data labels
- Handling missing data using imputation and exclusion strategies
- Removing duplicates and correcting human input errors
- Normalising job levels, departments, and location names across systems
- Building a master employee dataset for cross-functional analysis
- Creating derived fields: tenure buckets, performance quartiles, flight risk flags
- Establishing data validation rules for ongoing quality control
- Documenting data lineage and transformation steps for audit readiness
Module 3: Core HR Metrics That Matter - Turning Activity into Insight - Calculating cost-per-hire with sourcing channel breakdown
- Measuring time-to-fill by role criticality and level
- Analysing offer acceptance rate trends and influencing factors
- Tracking employee turnover by segment: voluntary, involuntary, regrettable
- Calculating retention rate by function, location, and manager
- Determining average tenure and comparing against industry benchmarks
- Deriving performance distribution across teams and rating bands
- Measuring training completion rate and post-training performance lift
- Assessing internal mobility rate and career progression velocity
- Building a people efficiency ratio: revenue per employee by unit
Module 4: Diagnostic Analytics - Finding Patterns and Root Causes - Using pivot tables to slice data by demographic and functional dimensions
- Applying conditional formatting to highlight anomalies and outliers
- Conducting cohort analysis to compare employee groups over time
- Identifying high-turnover hotspots using geospatial and hierarchical views
- Running manager effectiveness analysis using team performance and retention
- Analysing promotion velocity by gender, ethnicity, and tenure
- Mapping onboarding completion to 90-day survival rate
- Linking engagement score deciles to turnover risk
- Correlating training participation with performance ratings
- Using stratified analysis to uncover hidden disparities in talent outcomes
Module 5: Predictive Analytics - Forecasting Turnover, Performance, and Risk - Introduction to logistic regression for binary forecasting (stay vs leave)
- Selecting predictive variables: job level, engagement, manager changes, commute
- Building a simple flight risk scorecard without coding
- Validating model accuracy using historical turnover data
- Setting thresholds for high, medium, and low risk
- Calculating precision and recall for predictive confidence
- Creating actionable intervention lists by risk tier
- Forecasting future headcount needs based on growth plans
- Predicting performance potential using past trajectory and peer benchmarks
- Estimating cost of turnover by role and department
Module 6: Workforce Planning - Aligning Talent with Business Strategy - Translating business goals into workforce requirements
- Conducting supply and demand forecasting by role family
- Building a 12-month headcount projection model
- Identifying critical roles and succession coverage gaps
- Analysing workforce composition by age, tenure, and skill
- Modelling retirement risks and knowledge transfer urgency
- Creating scenario plans for growth, contraction, and restructuring
- Mapping talent pipelines against future capability needs
- Developing bench strength metrics for leadership roles
- Integrating external labour market data into planning assumptions
Module 7: Recruitment Analytics - Optimising Sourcing, Selection, and Quality of Hire - Calculating source of hire effectiveness by cost and retention
- Analysing time-in-stage across recruitment process steps
- Measuring offer decline reasons and creating counter-strategies
- Tracking candidate experience survey scores by touchpoint
- Defining and measuring quality of hire using multiple indicators
- Comparing internal vs external hire performance over 12 months
- Evaluating recruiter productivity and placement success rate
- Using yield ratios to diagnose bottlenecks in hiring funnel
- Applying time-to-productivity metrics by role type
- Building a recruitment ROI dashboard for leadership review
Module 8: Performance & Development Analytics - Maximising Talent Potential - Analysing performance rating distribution for calibration risks
- Identifying rating inflation or deflation by manager and team
- Mapping development plan completion to promotion likelihood
- Measuring high-potential retention and turnover risk
- Assessing training impact using pre and post performance comparisons
- Tracking individual learning paths and skill acquisition velocity
- Analysing performance mobility: movement after high ratings
- Linking mentoring participation to engagement and retention
- Calculating calibre of hire by assessing new hire performance
- Developing a leadership readiness index using multiple data points
Module 9: Compensation & Reward Analytics - Ensuring Fairness and Effectiveness - Conducting pay equity analysis by gender, ethnicity, and cohort
- Measuring pay against market benchmarks and percentile bands
- Analysing pay progression velocity over time
- Linking bonus payouts to performance ratings and business results
- Assessing salary increase fairness across managers
- Identifying pay outliers and compression risks
- Calculating total rewards cost per employee by level
- Modelling the impact of pay adjustments on retention
- Evaluating recognition programme participation and impact
- Designing a compensation communication strategy using data insights
Module 10: Employee Experience & Engagement Analytics - Moving Beyond the Survey - Analysing eNPS trends and verbatim feedback themes
- Linking engagement score changes to organisational events
- Breaking down engagement by manager, team, and department
- Measuring action planning follow-through and impact
- Correlating engagement with turnover, performance, and absenteeism
- Analysing exit interview themes for systemic insights
- Tracking digital engagement via LMS, intranet, and HR portal usage
- Using sentiment analysis techniques on open-ended responses
- Building an employee experience index across lifecycle stages
- Creating feedback loops between engagement data and HR initiatives
Module 11: Diversity, Equity & Inclusion Analytics - Driving Systemic Change - Calculating representation metrics across gender, ethnicity, and level
- Measuring promotion fairness and advancement opportunity gaps
- Analysing pay equity with intersectional lenses
- Tracking hiring diversity from sourcing to offer stage
- Assessing retention equity across demographic groups
- Measuring inclusion index based on survey and behavioural data
- Identifying attrition disparities by identity group
- Analysing sponsorship and mentorship access by segment
- Building a DEI dashboard for leadership transparency
- Linking DEI progress to business performance indicators
Module 12: Absenteeism & Wellbeing Analytics - Proactive Workforce Health - Calculating absenteeism rate by department and role
- Identifying patterns in sick leave timing and duration
- Linking high-absence teams to manager or environmental factors
- Correlating workload indicators with leave spikes
- Analysing LTIFR and workers’ compensation trends
- Mapping mental health support utilisation to engagement
- Designing early warning systems for burnout risk
- Measuring wellbeing programme participation and outcomes
- Assessing presenteeism using productivity and quality metrics
- Building business case for wellbeing investment with ROI analysis
Module 13: HR Dashboard & Reporting - Communicating Insights with Impact - Principles of data visualisation for non-technical audiences
- Selecting the right chart type for each message
- Designing executive dashboards with strategic KPIs
- Using colour, contrast, and layout for clarity
- Writing compelling data narratives and headlines
- Creating before-and-after stories to show progress
- Building interactive reports using filters and drill-downs
- Embedding benchmarks and targets into visualisations
- Automating report generation with templates
- Preparing board-ready appendixes with methodology and caveats
Module 14: Advanced Analytical Techniques - Without Coding - Applying cluster analysis to segment employees by behaviour
- Using decision trees to map career path patterns
- Conducting survival analysis to model time-to-event outcomes
- Calculating rolling averages to detect emerging trends
- Using moving variance to identify instability in performance
- Applying natural language processing concepts to feedback
- Building index scores for composite metrics (e.g. engagement health)
- Running scenario simulations using sensitivity analysis
- Introducing machine learning principles in plain language
- Knowing when to escalate to data science teams - and how to brief them
Module 15: Change Management & Stakeholder Influence - Turning Insight into Action - Identifying key stakeholders and their data priorities
- Tailoring messages to CFO, COO, and CHRO perspectives
- Anticipating resistance and preparing data-backed rebuttals
- Using pilot results to gain early wins and buy-in
- Building credibility through consistent, reliable reporting
- Creating a feedback cycle with leaders to refine analytics
- Staging insight rollouts by maturity and readiness
- Developing an internal marketing plan for HR analytics
- Establishing data governance and oversight protocols
- Forming a cross-functional analytics working group
Module 16: Governance, Ethics & Compliance in HR Analytics - Understanding GDPR, CCPA, and global data privacy laws
- Establishing data access permissions and role-based controls
- Documenting analytical methodologies for audit trails
- Ensuring model fairness and avoiding biased algorithms
- Communicating data usage transparently to employees
- Obtaining appropriate consent for data collection
- Managing sensitive data: mental health, DEI, performance
- Avoiding surveillance pitfalls and trust erosion
- Creating an ethics review checklist for new projects
- Building sustainable compliance into daily workflows
Module 17: HR Analytics Maturity Model - Assessing and Advancing Your Capability - Diagnosing your organisation's current analytics maturity stage
- Mapping capabilities across data, tools, people, and processes
- Setting a 12-month roadmap for capability advancement
- Identifying quick wins vs long-term transformational projects
- Benchmarking against industry leaders and peers
- Assessing team skills and training needs
- Aligning HR analytics with overall digital transformation
- Integrating analytics into HR operating model
- Measuring analytics team performance and impact
- Creating a case for dedicated analytics resourcing
Module 18: Integration - Embedding Analytics into HR Processes - Embedding analytics into recruitment briefing and debriefing
- Automating turnover risk alerts for managers
- Integrating predictive insights into performance calibration
- Using data to inform succession planning discussions
- Linking workforce planning outputs to budget cycles
- Updating DEI strategy with live metrics and targets
- Using absence analytics to inform wellbeing initiatives
- Tying learning recommendations to skill gap analysis
- Aligning compensation reviews with market and internal equity
- Establishing regular insight pulses instead of annual reports
Module 19: Real-World Projects & Implementation Playbooks - Building a board-ready turnover reduction proposal
- Creating a hiring optimisation plan with ROI forecast
- Designing a predictive retention intervention pilot
- Developing a workforce planning scenario for leadership
- Constructing a DEI progress report with action roadmap
- Producing a performance calibration health check
- Delivering a compensation equity review document
- Launching an engagement recovery action plan
- Designing a talent mobility accelerator programme
- Writing a business case for HR technology investment
Module 20: Certification, Career Advancement & Next Steps - Preparing for your final assessment and certification submission
- Compiling your personal HR analytics portfolio
- Highlighting project impact for performance reviews
- Updating your LinkedIn profile with analytics credentials
- Crafting your personal value proposition as a data-smart HR leader
- Identifying internal and external advancement opportunities
- Joining analytics communities and professional networks
- Continuing your learning with advanced reading list
- Maintaining your certification with ongoing practice
- Accessing alumni resources and updates from The Art of Service
Module 1: Foundations of HR Analytics - From Intuition to Evidence-Based Insight - Understanding the evolution of HR analytics in modern organisations
- Differentiating between operational reporting, strategic insight, and predictive intelligence
- Identifying the business value of HR analytics across departments
- Mapping HR metrics to organisational KPIs and financial outcomes
- Building a personal definition of success for your HR analytics journey
- Recognising the limitations of anecdotal decision-making in talent management
- Establishing data literacy fundamentals for non-technical HR professionals
- Overcoming common misconceptions about HR data and statistical complexity
- Defining the role of ethics, privacy, and compliance in people analytics
- Creating an analytics mindset: Curiosity, scepticism, and continuous learning
Module 2: Data Readiness - Accessing, Cleaning, and Structuring Your Workforce Data - Identifying core HR data sources across payroll, performance, recruitment, and LMS
- Understanding data formats: CSV, XLSX, JSON, and API exports
- Using column mapping to standardise inconsistent data labels
- Handling missing data using imputation and exclusion strategies
- Removing duplicates and correcting human input errors
- Normalising job levels, departments, and location names across systems
- Building a master employee dataset for cross-functional analysis
- Creating derived fields: tenure buckets, performance quartiles, flight risk flags
- Establishing data validation rules for ongoing quality control
- Documenting data lineage and transformation steps for audit readiness
Module 3: Core HR Metrics That Matter - Turning Activity into Insight - Calculating cost-per-hire with sourcing channel breakdown
- Measuring time-to-fill by role criticality and level
- Analysing offer acceptance rate trends and influencing factors
- Tracking employee turnover by segment: voluntary, involuntary, regrettable
- Calculating retention rate by function, location, and manager
- Determining average tenure and comparing against industry benchmarks
- Deriving performance distribution across teams and rating bands
- Measuring training completion rate and post-training performance lift
- Assessing internal mobility rate and career progression velocity
- Building a people efficiency ratio: revenue per employee by unit
Module 4: Diagnostic Analytics - Finding Patterns and Root Causes - Using pivot tables to slice data by demographic and functional dimensions
- Applying conditional formatting to highlight anomalies and outliers
- Conducting cohort analysis to compare employee groups over time
- Identifying high-turnover hotspots using geospatial and hierarchical views
- Running manager effectiveness analysis using team performance and retention
- Analysing promotion velocity by gender, ethnicity, and tenure
- Mapping onboarding completion to 90-day survival rate
- Linking engagement score deciles to turnover risk
- Correlating training participation with performance ratings
- Using stratified analysis to uncover hidden disparities in talent outcomes
Module 5: Predictive Analytics - Forecasting Turnover, Performance, and Risk - Introduction to logistic regression for binary forecasting (stay vs leave)
- Selecting predictive variables: job level, engagement, manager changes, commute
- Building a simple flight risk scorecard without coding
- Validating model accuracy using historical turnover data
- Setting thresholds for high, medium, and low risk
- Calculating precision and recall for predictive confidence
- Creating actionable intervention lists by risk tier
- Forecasting future headcount needs based on growth plans
- Predicting performance potential using past trajectory and peer benchmarks
- Estimating cost of turnover by role and department
Module 6: Workforce Planning - Aligning Talent with Business Strategy - Translating business goals into workforce requirements
- Conducting supply and demand forecasting by role family
- Building a 12-month headcount projection model
- Identifying critical roles and succession coverage gaps
- Analysing workforce composition by age, tenure, and skill
- Modelling retirement risks and knowledge transfer urgency
- Creating scenario plans for growth, contraction, and restructuring
- Mapping talent pipelines against future capability needs
- Developing bench strength metrics for leadership roles
- Integrating external labour market data into planning assumptions
Module 7: Recruitment Analytics - Optimising Sourcing, Selection, and Quality of Hire - Calculating source of hire effectiveness by cost and retention
- Analysing time-in-stage across recruitment process steps
- Measuring offer decline reasons and creating counter-strategies
- Tracking candidate experience survey scores by touchpoint
- Defining and measuring quality of hire using multiple indicators
- Comparing internal vs external hire performance over 12 months
- Evaluating recruiter productivity and placement success rate
- Using yield ratios to diagnose bottlenecks in hiring funnel
- Applying time-to-productivity metrics by role type
- Building a recruitment ROI dashboard for leadership review
Module 8: Performance & Development Analytics - Maximising Talent Potential - Analysing performance rating distribution for calibration risks
- Identifying rating inflation or deflation by manager and team
- Mapping development plan completion to promotion likelihood
- Measuring high-potential retention and turnover risk
- Assessing training impact using pre and post performance comparisons
- Tracking individual learning paths and skill acquisition velocity
- Analysing performance mobility: movement after high ratings
- Linking mentoring participation to engagement and retention
- Calculating calibre of hire by assessing new hire performance
- Developing a leadership readiness index using multiple data points
Module 9: Compensation & Reward Analytics - Ensuring Fairness and Effectiveness - Conducting pay equity analysis by gender, ethnicity, and cohort
- Measuring pay against market benchmarks and percentile bands
- Analysing pay progression velocity over time
- Linking bonus payouts to performance ratings and business results
- Assessing salary increase fairness across managers
- Identifying pay outliers and compression risks
- Calculating total rewards cost per employee by level
- Modelling the impact of pay adjustments on retention
- Evaluating recognition programme participation and impact
- Designing a compensation communication strategy using data insights
Module 10: Employee Experience & Engagement Analytics - Moving Beyond the Survey - Analysing eNPS trends and verbatim feedback themes
- Linking engagement score changes to organisational events
- Breaking down engagement by manager, team, and department
- Measuring action planning follow-through and impact
- Correlating engagement with turnover, performance, and absenteeism
- Analysing exit interview themes for systemic insights
- Tracking digital engagement via LMS, intranet, and HR portal usage
- Using sentiment analysis techniques on open-ended responses
- Building an employee experience index across lifecycle stages
- Creating feedback loops between engagement data and HR initiatives
Module 11: Diversity, Equity & Inclusion Analytics - Driving Systemic Change - Calculating representation metrics across gender, ethnicity, and level
- Measuring promotion fairness and advancement opportunity gaps
- Analysing pay equity with intersectional lenses
- Tracking hiring diversity from sourcing to offer stage
- Assessing retention equity across demographic groups
- Measuring inclusion index based on survey and behavioural data
- Identifying attrition disparities by identity group
- Analysing sponsorship and mentorship access by segment
- Building a DEI dashboard for leadership transparency
- Linking DEI progress to business performance indicators
Module 12: Absenteeism & Wellbeing Analytics - Proactive Workforce Health - Calculating absenteeism rate by department and role
- Identifying patterns in sick leave timing and duration
- Linking high-absence teams to manager or environmental factors
- Correlating workload indicators with leave spikes
- Analysing LTIFR and workers’ compensation trends
- Mapping mental health support utilisation to engagement
- Designing early warning systems for burnout risk
- Measuring wellbeing programme participation and outcomes
- Assessing presenteeism using productivity and quality metrics
- Building business case for wellbeing investment with ROI analysis
Module 13: HR Dashboard & Reporting - Communicating Insights with Impact - Principles of data visualisation for non-technical audiences
- Selecting the right chart type for each message
- Designing executive dashboards with strategic KPIs
- Using colour, contrast, and layout for clarity
- Writing compelling data narratives and headlines
- Creating before-and-after stories to show progress
- Building interactive reports using filters and drill-downs
- Embedding benchmarks and targets into visualisations
- Automating report generation with templates
- Preparing board-ready appendixes with methodology and caveats
Module 14: Advanced Analytical Techniques - Without Coding - Applying cluster analysis to segment employees by behaviour
- Using decision trees to map career path patterns
- Conducting survival analysis to model time-to-event outcomes
- Calculating rolling averages to detect emerging trends
- Using moving variance to identify instability in performance
- Applying natural language processing concepts to feedback
- Building index scores for composite metrics (e.g. engagement health)
- Running scenario simulations using sensitivity analysis
- Introducing machine learning principles in plain language
- Knowing when to escalate to data science teams - and how to brief them
Module 15: Change Management & Stakeholder Influence - Turning Insight into Action - Identifying key stakeholders and their data priorities
- Tailoring messages to CFO, COO, and CHRO perspectives
- Anticipating resistance and preparing data-backed rebuttals
- Using pilot results to gain early wins and buy-in
- Building credibility through consistent, reliable reporting
- Creating a feedback cycle with leaders to refine analytics
- Staging insight rollouts by maturity and readiness
- Developing an internal marketing plan for HR analytics
- Establishing data governance and oversight protocols
- Forming a cross-functional analytics working group
Module 16: Governance, Ethics & Compliance in HR Analytics - Understanding GDPR, CCPA, and global data privacy laws
- Establishing data access permissions and role-based controls
- Documenting analytical methodologies for audit trails
- Ensuring model fairness and avoiding biased algorithms
- Communicating data usage transparently to employees
- Obtaining appropriate consent for data collection
- Managing sensitive data: mental health, DEI, performance
- Avoiding surveillance pitfalls and trust erosion
- Creating an ethics review checklist for new projects
- Building sustainable compliance into daily workflows
Module 17: HR Analytics Maturity Model - Assessing and Advancing Your Capability - Diagnosing your organisation's current analytics maturity stage
- Mapping capabilities across data, tools, people, and processes
- Setting a 12-month roadmap for capability advancement
- Identifying quick wins vs long-term transformational projects
- Benchmarking against industry leaders and peers
- Assessing team skills and training needs
- Aligning HR analytics with overall digital transformation
- Integrating analytics into HR operating model
- Measuring analytics team performance and impact
- Creating a case for dedicated analytics resourcing
Module 18: Integration - Embedding Analytics into HR Processes - Embedding analytics into recruitment briefing and debriefing
- Automating turnover risk alerts for managers
- Integrating predictive insights into performance calibration
- Using data to inform succession planning discussions
- Linking workforce planning outputs to budget cycles
- Updating DEI strategy with live metrics and targets
- Using absence analytics to inform wellbeing initiatives
- Tying learning recommendations to skill gap analysis
- Aligning compensation reviews with market and internal equity
- Establishing regular insight pulses instead of annual reports
Module 19: Real-World Projects & Implementation Playbooks - Building a board-ready turnover reduction proposal
- Creating a hiring optimisation plan with ROI forecast
- Designing a predictive retention intervention pilot
- Developing a workforce planning scenario for leadership
- Constructing a DEI progress report with action roadmap
- Producing a performance calibration health check
- Delivering a compensation equity review document
- Launching an engagement recovery action plan
- Designing a talent mobility accelerator programme
- Writing a business case for HR technology investment
Module 20: Certification, Career Advancement & Next Steps - Preparing for your final assessment and certification submission
- Compiling your personal HR analytics portfolio
- Highlighting project impact for performance reviews
- Updating your LinkedIn profile with analytics credentials
- Crafting your personal value proposition as a data-smart HR leader
- Identifying internal and external advancement opportunities
- Joining analytics communities and professional networks
- Continuing your learning with advanced reading list
- Maintaining your certification with ongoing practice
- Accessing alumni resources and updates from The Art of Service
- Identifying core HR data sources across payroll, performance, recruitment, and LMS
- Understanding data formats: CSV, XLSX, JSON, and API exports
- Using column mapping to standardise inconsistent data labels
- Handling missing data using imputation and exclusion strategies
- Removing duplicates and correcting human input errors
- Normalising job levels, departments, and location names across systems
- Building a master employee dataset for cross-functional analysis
- Creating derived fields: tenure buckets, performance quartiles, flight risk flags
- Establishing data validation rules for ongoing quality control
- Documenting data lineage and transformation steps for audit readiness
Module 3: Core HR Metrics That Matter - Turning Activity into Insight - Calculating cost-per-hire with sourcing channel breakdown
- Measuring time-to-fill by role criticality and level
- Analysing offer acceptance rate trends and influencing factors
- Tracking employee turnover by segment: voluntary, involuntary, regrettable
- Calculating retention rate by function, location, and manager
- Determining average tenure and comparing against industry benchmarks
- Deriving performance distribution across teams and rating bands
- Measuring training completion rate and post-training performance lift
- Assessing internal mobility rate and career progression velocity
- Building a people efficiency ratio: revenue per employee by unit
Module 4: Diagnostic Analytics - Finding Patterns and Root Causes - Using pivot tables to slice data by demographic and functional dimensions
- Applying conditional formatting to highlight anomalies and outliers
- Conducting cohort analysis to compare employee groups over time
- Identifying high-turnover hotspots using geospatial and hierarchical views
- Running manager effectiveness analysis using team performance and retention
- Analysing promotion velocity by gender, ethnicity, and tenure
- Mapping onboarding completion to 90-day survival rate
- Linking engagement score deciles to turnover risk
- Correlating training participation with performance ratings
- Using stratified analysis to uncover hidden disparities in talent outcomes
Module 5: Predictive Analytics - Forecasting Turnover, Performance, and Risk - Introduction to logistic regression for binary forecasting (stay vs leave)
- Selecting predictive variables: job level, engagement, manager changes, commute
- Building a simple flight risk scorecard without coding
- Validating model accuracy using historical turnover data
- Setting thresholds for high, medium, and low risk
- Calculating precision and recall for predictive confidence
- Creating actionable intervention lists by risk tier
- Forecasting future headcount needs based on growth plans
- Predicting performance potential using past trajectory and peer benchmarks
- Estimating cost of turnover by role and department
Module 6: Workforce Planning - Aligning Talent with Business Strategy - Translating business goals into workforce requirements
- Conducting supply and demand forecasting by role family
- Building a 12-month headcount projection model
- Identifying critical roles and succession coverage gaps
- Analysing workforce composition by age, tenure, and skill
- Modelling retirement risks and knowledge transfer urgency
- Creating scenario plans for growth, contraction, and restructuring
- Mapping talent pipelines against future capability needs
- Developing bench strength metrics for leadership roles
- Integrating external labour market data into planning assumptions
Module 7: Recruitment Analytics - Optimising Sourcing, Selection, and Quality of Hire - Calculating source of hire effectiveness by cost and retention
- Analysing time-in-stage across recruitment process steps
- Measuring offer decline reasons and creating counter-strategies
- Tracking candidate experience survey scores by touchpoint
- Defining and measuring quality of hire using multiple indicators
- Comparing internal vs external hire performance over 12 months
- Evaluating recruiter productivity and placement success rate
- Using yield ratios to diagnose bottlenecks in hiring funnel
- Applying time-to-productivity metrics by role type
- Building a recruitment ROI dashboard for leadership review
Module 8: Performance & Development Analytics - Maximising Talent Potential - Analysing performance rating distribution for calibration risks
- Identifying rating inflation or deflation by manager and team
- Mapping development plan completion to promotion likelihood
- Measuring high-potential retention and turnover risk
- Assessing training impact using pre and post performance comparisons
- Tracking individual learning paths and skill acquisition velocity
- Analysing performance mobility: movement after high ratings
- Linking mentoring participation to engagement and retention
- Calculating calibre of hire by assessing new hire performance
- Developing a leadership readiness index using multiple data points
Module 9: Compensation & Reward Analytics - Ensuring Fairness and Effectiveness - Conducting pay equity analysis by gender, ethnicity, and cohort
- Measuring pay against market benchmarks and percentile bands
- Analysing pay progression velocity over time
- Linking bonus payouts to performance ratings and business results
- Assessing salary increase fairness across managers
- Identifying pay outliers and compression risks
- Calculating total rewards cost per employee by level
- Modelling the impact of pay adjustments on retention
- Evaluating recognition programme participation and impact
- Designing a compensation communication strategy using data insights
Module 10: Employee Experience & Engagement Analytics - Moving Beyond the Survey - Analysing eNPS trends and verbatim feedback themes
- Linking engagement score changes to organisational events
- Breaking down engagement by manager, team, and department
- Measuring action planning follow-through and impact
- Correlating engagement with turnover, performance, and absenteeism
- Analysing exit interview themes for systemic insights
- Tracking digital engagement via LMS, intranet, and HR portal usage
- Using sentiment analysis techniques on open-ended responses
- Building an employee experience index across lifecycle stages
- Creating feedback loops between engagement data and HR initiatives
Module 11: Diversity, Equity & Inclusion Analytics - Driving Systemic Change - Calculating representation metrics across gender, ethnicity, and level
- Measuring promotion fairness and advancement opportunity gaps
- Analysing pay equity with intersectional lenses
- Tracking hiring diversity from sourcing to offer stage
- Assessing retention equity across demographic groups
- Measuring inclusion index based on survey and behavioural data
- Identifying attrition disparities by identity group
- Analysing sponsorship and mentorship access by segment
- Building a DEI dashboard for leadership transparency
- Linking DEI progress to business performance indicators
Module 12: Absenteeism & Wellbeing Analytics - Proactive Workforce Health - Calculating absenteeism rate by department and role
- Identifying patterns in sick leave timing and duration
- Linking high-absence teams to manager or environmental factors
- Correlating workload indicators with leave spikes
- Analysing LTIFR and workers’ compensation trends
- Mapping mental health support utilisation to engagement
- Designing early warning systems for burnout risk
- Measuring wellbeing programme participation and outcomes
- Assessing presenteeism using productivity and quality metrics
- Building business case for wellbeing investment with ROI analysis
Module 13: HR Dashboard & Reporting - Communicating Insights with Impact - Principles of data visualisation for non-technical audiences
- Selecting the right chart type for each message
- Designing executive dashboards with strategic KPIs
- Using colour, contrast, and layout for clarity
- Writing compelling data narratives and headlines
- Creating before-and-after stories to show progress
- Building interactive reports using filters and drill-downs
- Embedding benchmarks and targets into visualisations
- Automating report generation with templates
- Preparing board-ready appendixes with methodology and caveats
Module 14: Advanced Analytical Techniques - Without Coding - Applying cluster analysis to segment employees by behaviour
- Using decision trees to map career path patterns
- Conducting survival analysis to model time-to-event outcomes
- Calculating rolling averages to detect emerging trends
- Using moving variance to identify instability in performance
- Applying natural language processing concepts to feedback
- Building index scores for composite metrics (e.g. engagement health)
- Running scenario simulations using sensitivity analysis
- Introducing machine learning principles in plain language
- Knowing when to escalate to data science teams - and how to brief them
Module 15: Change Management & Stakeholder Influence - Turning Insight into Action - Identifying key stakeholders and their data priorities
- Tailoring messages to CFO, COO, and CHRO perspectives
- Anticipating resistance and preparing data-backed rebuttals
- Using pilot results to gain early wins and buy-in
- Building credibility through consistent, reliable reporting
- Creating a feedback cycle with leaders to refine analytics
- Staging insight rollouts by maturity and readiness
- Developing an internal marketing plan for HR analytics
- Establishing data governance and oversight protocols
- Forming a cross-functional analytics working group
Module 16: Governance, Ethics & Compliance in HR Analytics - Understanding GDPR, CCPA, and global data privacy laws
- Establishing data access permissions and role-based controls
- Documenting analytical methodologies for audit trails
- Ensuring model fairness and avoiding biased algorithms
- Communicating data usage transparently to employees
- Obtaining appropriate consent for data collection
- Managing sensitive data: mental health, DEI, performance
- Avoiding surveillance pitfalls and trust erosion
- Creating an ethics review checklist for new projects
- Building sustainable compliance into daily workflows
Module 17: HR Analytics Maturity Model - Assessing and Advancing Your Capability - Diagnosing your organisation's current analytics maturity stage
- Mapping capabilities across data, tools, people, and processes
- Setting a 12-month roadmap for capability advancement
- Identifying quick wins vs long-term transformational projects
- Benchmarking against industry leaders and peers
- Assessing team skills and training needs
- Aligning HR analytics with overall digital transformation
- Integrating analytics into HR operating model
- Measuring analytics team performance and impact
- Creating a case for dedicated analytics resourcing
Module 18: Integration - Embedding Analytics into HR Processes - Embedding analytics into recruitment briefing and debriefing
- Automating turnover risk alerts for managers
- Integrating predictive insights into performance calibration
- Using data to inform succession planning discussions
- Linking workforce planning outputs to budget cycles
- Updating DEI strategy with live metrics and targets
- Using absence analytics to inform wellbeing initiatives
- Tying learning recommendations to skill gap analysis
- Aligning compensation reviews with market and internal equity
- Establishing regular insight pulses instead of annual reports
Module 19: Real-World Projects & Implementation Playbooks - Building a board-ready turnover reduction proposal
- Creating a hiring optimisation plan with ROI forecast
- Designing a predictive retention intervention pilot
- Developing a workforce planning scenario for leadership
- Constructing a DEI progress report with action roadmap
- Producing a performance calibration health check
- Delivering a compensation equity review document
- Launching an engagement recovery action plan
- Designing a talent mobility accelerator programme
- Writing a business case for HR technology investment
Module 20: Certification, Career Advancement & Next Steps - Preparing for your final assessment and certification submission
- Compiling your personal HR analytics portfolio
- Highlighting project impact for performance reviews
- Updating your LinkedIn profile with analytics credentials
- Crafting your personal value proposition as a data-smart HR leader
- Identifying internal and external advancement opportunities
- Joining analytics communities and professional networks
- Continuing your learning with advanced reading list
- Maintaining your certification with ongoing practice
- Accessing alumni resources and updates from The Art of Service
- Using pivot tables to slice data by demographic and functional dimensions
- Applying conditional formatting to highlight anomalies and outliers
- Conducting cohort analysis to compare employee groups over time
- Identifying high-turnover hotspots using geospatial and hierarchical views
- Running manager effectiveness analysis using team performance and retention
- Analysing promotion velocity by gender, ethnicity, and tenure
- Mapping onboarding completion to 90-day survival rate
- Linking engagement score deciles to turnover risk
- Correlating training participation with performance ratings
- Using stratified analysis to uncover hidden disparities in talent outcomes
Module 5: Predictive Analytics - Forecasting Turnover, Performance, and Risk - Introduction to logistic regression for binary forecasting (stay vs leave)
- Selecting predictive variables: job level, engagement, manager changes, commute
- Building a simple flight risk scorecard without coding
- Validating model accuracy using historical turnover data
- Setting thresholds for high, medium, and low risk
- Calculating precision and recall for predictive confidence
- Creating actionable intervention lists by risk tier
- Forecasting future headcount needs based on growth plans
- Predicting performance potential using past trajectory and peer benchmarks
- Estimating cost of turnover by role and department
Module 6: Workforce Planning - Aligning Talent with Business Strategy - Translating business goals into workforce requirements
- Conducting supply and demand forecasting by role family
- Building a 12-month headcount projection model
- Identifying critical roles and succession coverage gaps
- Analysing workforce composition by age, tenure, and skill
- Modelling retirement risks and knowledge transfer urgency
- Creating scenario plans for growth, contraction, and restructuring
- Mapping talent pipelines against future capability needs
- Developing bench strength metrics for leadership roles
- Integrating external labour market data into planning assumptions
Module 7: Recruitment Analytics - Optimising Sourcing, Selection, and Quality of Hire - Calculating source of hire effectiveness by cost and retention
- Analysing time-in-stage across recruitment process steps
- Measuring offer decline reasons and creating counter-strategies
- Tracking candidate experience survey scores by touchpoint
- Defining and measuring quality of hire using multiple indicators
- Comparing internal vs external hire performance over 12 months
- Evaluating recruiter productivity and placement success rate
- Using yield ratios to diagnose bottlenecks in hiring funnel
- Applying time-to-productivity metrics by role type
- Building a recruitment ROI dashboard for leadership review
Module 8: Performance & Development Analytics - Maximising Talent Potential - Analysing performance rating distribution for calibration risks
- Identifying rating inflation or deflation by manager and team
- Mapping development plan completion to promotion likelihood
- Measuring high-potential retention and turnover risk
- Assessing training impact using pre and post performance comparisons
- Tracking individual learning paths and skill acquisition velocity
- Analysing performance mobility: movement after high ratings
- Linking mentoring participation to engagement and retention
- Calculating calibre of hire by assessing new hire performance
- Developing a leadership readiness index using multiple data points
Module 9: Compensation & Reward Analytics - Ensuring Fairness and Effectiveness - Conducting pay equity analysis by gender, ethnicity, and cohort
- Measuring pay against market benchmarks and percentile bands
- Analysing pay progression velocity over time
- Linking bonus payouts to performance ratings and business results
- Assessing salary increase fairness across managers
- Identifying pay outliers and compression risks
- Calculating total rewards cost per employee by level
- Modelling the impact of pay adjustments on retention
- Evaluating recognition programme participation and impact
- Designing a compensation communication strategy using data insights
Module 10: Employee Experience & Engagement Analytics - Moving Beyond the Survey - Analysing eNPS trends and verbatim feedback themes
- Linking engagement score changes to organisational events
- Breaking down engagement by manager, team, and department
- Measuring action planning follow-through and impact
- Correlating engagement with turnover, performance, and absenteeism
- Analysing exit interview themes for systemic insights
- Tracking digital engagement via LMS, intranet, and HR portal usage
- Using sentiment analysis techniques on open-ended responses
- Building an employee experience index across lifecycle stages
- Creating feedback loops between engagement data and HR initiatives
Module 11: Diversity, Equity & Inclusion Analytics - Driving Systemic Change - Calculating representation metrics across gender, ethnicity, and level
- Measuring promotion fairness and advancement opportunity gaps
- Analysing pay equity with intersectional lenses
- Tracking hiring diversity from sourcing to offer stage
- Assessing retention equity across demographic groups
- Measuring inclusion index based on survey and behavioural data
- Identifying attrition disparities by identity group
- Analysing sponsorship and mentorship access by segment
- Building a DEI dashboard for leadership transparency
- Linking DEI progress to business performance indicators
Module 12: Absenteeism & Wellbeing Analytics - Proactive Workforce Health - Calculating absenteeism rate by department and role
- Identifying patterns in sick leave timing and duration
- Linking high-absence teams to manager or environmental factors
- Correlating workload indicators with leave spikes
- Analysing LTIFR and workers’ compensation trends
- Mapping mental health support utilisation to engagement
- Designing early warning systems for burnout risk
- Measuring wellbeing programme participation and outcomes
- Assessing presenteeism using productivity and quality metrics
- Building business case for wellbeing investment with ROI analysis
Module 13: HR Dashboard & Reporting - Communicating Insights with Impact - Principles of data visualisation for non-technical audiences
- Selecting the right chart type for each message
- Designing executive dashboards with strategic KPIs
- Using colour, contrast, and layout for clarity
- Writing compelling data narratives and headlines
- Creating before-and-after stories to show progress
- Building interactive reports using filters and drill-downs
- Embedding benchmarks and targets into visualisations
- Automating report generation with templates
- Preparing board-ready appendixes with methodology and caveats
Module 14: Advanced Analytical Techniques - Without Coding - Applying cluster analysis to segment employees by behaviour
- Using decision trees to map career path patterns
- Conducting survival analysis to model time-to-event outcomes
- Calculating rolling averages to detect emerging trends
- Using moving variance to identify instability in performance
- Applying natural language processing concepts to feedback
- Building index scores for composite metrics (e.g. engagement health)
- Running scenario simulations using sensitivity analysis
- Introducing machine learning principles in plain language
- Knowing when to escalate to data science teams - and how to brief them
Module 15: Change Management & Stakeholder Influence - Turning Insight into Action - Identifying key stakeholders and their data priorities
- Tailoring messages to CFO, COO, and CHRO perspectives
- Anticipating resistance and preparing data-backed rebuttals
- Using pilot results to gain early wins and buy-in
- Building credibility through consistent, reliable reporting
- Creating a feedback cycle with leaders to refine analytics
- Staging insight rollouts by maturity and readiness
- Developing an internal marketing plan for HR analytics
- Establishing data governance and oversight protocols
- Forming a cross-functional analytics working group
Module 16: Governance, Ethics & Compliance in HR Analytics - Understanding GDPR, CCPA, and global data privacy laws
- Establishing data access permissions and role-based controls
- Documenting analytical methodologies for audit trails
- Ensuring model fairness and avoiding biased algorithms
- Communicating data usage transparently to employees
- Obtaining appropriate consent for data collection
- Managing sensitive data: mental health, DEI, performance
- Avoiding surveillance pitfalls and trust erosion
- Creating an ethics review checklist for new projects
- Building sustainable compliance into daily workflows
Module 17: HR Analytics Maturity Model - Assessing and Advancing Your Capability - Diagnosing your organisation's current analytics maturity stage
- Mapping capabilities across data, tools, people, and processes
- Setting a 12-month roadmap for capability advancement
- Identifying quick wins vs long-term transformational projects
- Benchmarking against industry leaders and peers
- Assessing team skills and training needs
- Aligning HR analytics with overall digital transformation
- Integrating analytics into HR operating model
- Measuring analytics team performance and impact
- Creating a case for dedicated analytics resourcing
Module 18: Integration - Embedding Analytics into HR Processes - Embedding analytics into recruitment briefing and debriefing
- Automating turnover risk alerts for managers
- Integrating predictive insights into performance calibration
- Using data to inform succession planning discussions
- Linking workforce planning outputs to budget cycles
- Updating DEI strategy with live metrics and targets
- Using absence analytics to inform wellbeing initiatives
- Tying learning recommendations to skill gap analysis
- Aligning compensation reviews with market and internal equity
- Establishing regular insight pulses instead of annual reports
Module 19: Real-World Projects & Implementation Playbooks - Building a board-ready turnover reduction proposal
- Creating a hiring optimisation plan with ROI forecast
- Designing a predictive retention intervention pilot
- Developing a workforce planning scenario for leadership
- Constructing a DEI progress report with action roadmap
- Producing a performance calibration health check
- Delivering a compensation equity review document
- Launching an engagement recovery action plan
- Designing a talent mobility accelerator programme
- Writing a business case for HR technology investment
Module 20: Certification, Career Advancement & Next Steps - Preparing for your final assessment and certification submission
- Compiling your personal HR analytics portfolio
- Highlighting project impact for performance reviews
- Updating your LinkedIn profile with analytics credentials
- Crafting your personal value proposition as a data-smart HR leader
- Identifying internal and external advancement opportunities
- Joining analytics communities and professional networks
- Continuing your learning with advanced reading list
- Maintaining your certification with ongoing practice
- Accessing alumni resources and updates from The Art of Service
- Translating business goals into workforce requirements
- Conducting supply and demand forecasting by role family
- Building a 12-month headcount projection model
- Identifying critical roles and succession coverage gaps
- Analysing workforce composition by age, tenure, and skill
- Modelling retirement risks and knowledge transfer urgency
- Creating scenario plans for growth, contraction, and restructuring
- Mapping talent pipelines against future capability needs
- Developing bench strength metrics for leadership roles
- Integrating external labour market data into planning assumptions
Module 7: Recruitment Analytics - Optimising Sourcing, Selection, and Quality of Hire - Calculating source of hire effectiveness by cost and retention
- Analysing time-in-stage across recruitment process steps
- Measuring offer decline reasons and creating counter-strategies
- Tracking candidate experience survey scores by touchpoint
- Defining and measuring quality of hire using multiple indicators
- Comparing internal vs external hire performance over 12 months
- Evaluating recruiter productivity and placement success rate
- Using yield ratios to diagnose bottlenecks in hiring funnel
- Applying time-to-productivity metrics by role type
- Building a recruitment ROI dashboard for leadership review
Module 8: Performance & Development Analytics - Maximising Talent Potential - Analysing performance rating distribution for calibration risks
- Identifying rating inflation or deflation by manager and team
- Mapping development plan completion to promotion likelihood
- Measuring high-potential retention and turnover risk
- Assessing training impact using pre and post performance comparisons
- Tracking individual learning paths and skill acquisition velocity
- Analysing performance mobility: movement after high ratings
- Linking mentoring participation to engagement and retention
- Calculating calibre of hire by assessing new hire performance
- Developing a leadership readiness index using multiple data points
Module 9: Compensation & Reward Analytics - Ensuring Fairness and Effectiveness - Conducting pay equity analysis by gender, ethnicity, and cohort
- Measuring pay against market benchmarks and percentile bands
- Analysing pay progression velocity over time
- Linking bonus payouts to performance ratings and business results
- Assessing salary increase fairness across managers
- Identifying pay outliers and compression risks
- Calculating total rewards cost per employee by level
- Modelling the impact of pay adjustments on retention
- Evaluating recognition programme participation and impact
- Designing a compensation communication strategy using data insights
Module 10: Employee Experience & Engagement Analytics - Moving Beyond the Survey - Analysing eNPS trends and verbatim feedback themes
- Linking engagement score changes to organisational events
- Breaking down engagement by manager, team, and department
- Measuring action planning follow-through and impact
- Correlating engagement with turnover, performance, and absenteeism
- Analysing exit interview themes for systemic insights
- Tracking digital engagement via LMS, intranet, and HR portal usage
- Using sentiment analysis techniques on open-ended responses
- Building an employee experience index across lifecycle stages
- Creating feedback loops between engagement data and HR initiatives
Module 11: Diversity, Equity & Inclusion Analytics - Driving Systemic Change - Calculating representation metrics across gender, ethnicity, and level
- Measuring promotion fairness and advancement opportunity gaps
- Analysing pay equity with intersectional lenses
- Tracking hiring diversity from sourcing to offer stage
- Assessing retention equity across demographic groups
- Measuring inclusion index based on survey and behavioural data
- Identifying attrition disparities by identity group
- Analysing sponsorship and mentorship access by segment
- Building a DEI dashboard for leadership transparency
- Linking DEI progress to business performance indicators
Module 12: Absenteeism & Wellbeing Analytics - Proactive Workforce Health - Calculating absenteeism rate by department and role
- Identifying patterns in sick leave timing and duration
- Linking high-absence teams to manager or environmental factors
- Correlating workload indicators with leave spikes
- Analysing LTIFR and workers’ compensation trends
- Mapping mental health support utilisation to engagement
- Designing early warning systems for burnout risk
- Measuring wellbeing programme participation and outcomes
- Assessing presenteeism using productivity and quality metrics
- Building business case for wellbeing investment with ROI analysis
Module 13: HR Dashboard & Reporting - Communicating Insights with Impact - Principles of data visualisation for non-technical audiences
- Selecting the right chart type for each message
- Designing executive dashboards with strategic KPIs
- Using colour, contrast, and layout for clarity
- Writing compelling data narratives and headlines
- Creating before-and-after stories to show progress
- Building interactive reports using filters and drill-downs
- Embedding benchmarks and targets into visualisations
- Automating report generation with templates
- Preparing board-ready appendixes with methodology and caveats
Module 14: Advanced Analytical Techniques - Without Coding - Applying cluster analysis to segment employees by behaviour
- Using decision trees to map career path patterns
- Conducting survival analysis to model time-to-event outcomes
- Calculating rolling averages to detect emerging trends
- Using moving variance to identify instability in performance
- Applying natural language processing concepts to feedback
- Building index scores for composite metrics (e.g. engagement health)
- Running scenario simulations using sensitivity analysis
- Introducing machine learning principles in plain language
- Knowing when to escalate to data science teams - and how to brief them
Module 15: Change Management & Stakeholder Influence - Turning Insight into Action - Identifying key stakeholders and their data priorities
- Tailoring messages to CFO, COO, and CHRO perspectives
- Anticipating resistance and preparing data-backed rebuttals
- Using pilot results to gain early wins and buy-in
- Building credibility through consistent, reliable reporting
- Creating a feedback cycle with leaders to refine analytics
- Staging insight rollouts by maturity and readiness
- Developing an internal marketing plan for HR analytics
- Establishing data governance and oversight protocols
- Forming a cross-functional analytics working group
Module 16: Governance, Ethics & Compliance in HR Analytics - Understanding GDPR, CCPA, and global data privacy laws
- Establishing data access permissions and role-based controls
- Documenting analytical methodologies for audit trails
- Ensuring model fairness and avoiding biased algorithms
- Communicating data usage transparently to employees
- Obtaining appropriate consent for data collection
- Managing sensitive data: mental health, DEI, performance
- Avoiding surveillance pitfalls and trust erosion
- Creating an ethics review checklist for new projects
- Building sustainable compliance into daily workflows
Module 17: HR Analytics Maturity Model - Assessing and Advancing Your Capability - Diagnosing your organisation's current analytics maturity stage
- Mapping capabilities across data, tools, people, and processes
- Setting a 12-month roadmap for capability advancement
- Identifying quick wins vs long-term transformational projects
- Benchmarking against industry leaders and peers
- Assessing team skills and training needs
- Aligning HR analytics with overall digital transformation
- Integrating analytics into HR operating model
- Measuring analytics team performance and impact
- Creating a case for dedicated analytics resourcing
Module 18: Integration - Embedding Analytics into HR Processes - Embedding analytics into recruitment briefing and debriefing
- Automating turnover risk alerts for managers
- Integrating predictive insights into performance calibration
- Using data to inform succession planning discussions
- Linking workforce planning outputs to budget cycles
- Updating DEI strategy with live metrics and targets
- Using absence analytics to inform wellbeing initiatives
- Tying learning recommendations to skill gap analysis
- Aligning compensation reviews with market and internal equity
- Establishing regular insight pulses instead of annual reports
Module 19: Real-World Projects & Implementation Playbooks - Building a board-ready turnover reduction proposal
- Creating a hiring optimisation plan with ROI forecast
- Designing a predictive retention intervention pilot
- Developing a workforce planning scenario for leadership
- Constructing a DEI progress report with action roadmap
- Producing a performance calibration health check
- Delivering a compensation equity review document
- Launching an engagement recovery action plan
- Designing a talent mobility accelerator programme
- Writing a business case for HR technology investment
Module 20: Certification, Career Advancement & Next Steps - Preparing for your final assessment and certification submission
- Compiling your personal HR analytics portfolio
- Highlighting project impact for performance reviews
- Updating your LinkedIn profile with analytics credentials
- Crafting your personal value proposition as a data-smart HR leader
- Identifying internal and external advancement opportunities
- Joining analytics communities and professional networks
- Continuing your learning with advanced reading list
- Maintaining your certification with ongoing practice
- Accessing alumni resources and updates from The Art of Service
- Analysing performance rating distribution for calibration risks
- Identifying rating inflation or deflation by manager and team
- Mapping development plan completion to promotion likelihood
- Measuring high-potential retention and turnover risk
- Assessing training impact using pre and post performance comparisons
- Tracking individual learning paths and skill acquisition velocity
- Analysing performance mobility: movement after high ratings
- Linking mentoring participation to engagement and retention
- Calculating calibre of hire by assessing new hire performance
- Developing a leadership readiness index using multiple data points
Module 9: Compensation & Reward Analytics - Ensuring Fairness and Effectiveness - Conducting pay equity analysis by gender, ethnicity, and cohort
- Measuring pay against market benchmarks and percentile bands
- Analysing pay progression velocity over time
- Linking bonus payouts to performance ratings and business results
- Assessing salary increase fairness across managers
- Identifying pay outliers and compression risks
- Calculating total rewards cost per employee by level
- Modelling the impact of pay adjustments on retention
- Evaluating recognition programme participation and impact
- Designing a compensation communication strategy using data insights
Module 10: Employee Experience & Engagement Analytics - Moving Beyond the Survey - Analysing eNPS trends and verbatim feedback themes
- Linking engagement score changes to organisational events
- Breaking down engagement by manager, team, and department
- Measuring action planning follow-through and impact
- Correlating engagement with turnover, performance, and absenteeism
- Analysing exit interview themes for systemic insights
- Tracking digital engagement via LMS, intranet, and HR portal usage
- Using sentiment analysis techniques on open-ended responses
- Building an employee experience index across lifecycle stages
- Creating feedback loops between engagement data and HR initiatives
Module 11: Diversity, Equity & Inclusion Analytics - Driving Systemic Change - Calculating representation metrics across gender, ethnicity, and level
- Measuring promotion fairness and advancement opportunity gaps
- Analysing pay equity with intersectional lenses
- Tracking hiring diversity from sourcing to offer stage
- Assessing retention equity across demographic groups
- Measuring inclusion index based on survey and behavioural data
- Identifying attrition disparities by identity group
- Analysing sponsorship and mentorship access by segment
- Building a DEI dashboard for leadership transparency
- Linking DEI progress to business performance indicators
Module 12: Absenteeism & Wellbeing Analytics - Proactive Workforce Health - Calculating absenteeism rate by department and role
- Identifying patterns in sick leave timing and duration
- Linking high-absence teams to manager or environmental factors
- Correlating workload indicators with leave spikes
- Analysing LTIFR and workers’ compensation trends
- Mapping mental health support utilisation to engagement
- Designing early warning systems for burnout risk
- Measuring wellbeing programme participation and outcomes
- Assessing presenteeism using productivity and quality metrics
- Building business case for wellbeing investment with ROI analysis
Module 13: HR Dashboard & Reporting - Communicating Insights with Impact - Principles of data visualisation for non-technical audiences
- Selecting the right chart type for each message
- Designing executive dashboards with strategic KPIs
- Using colour, contrast, and layout for clarity
- Writing compelling data narratives and headlines
- Creating before-and-after stories to show progress
- Building interactive reports using filters and drill-downs
- Embedding benchmarks and targets into visualisations
- Automating report generation with templates
- Preparing board-ready appendixes with methodology and caveats
Module 14: Advanced Analytical Techniques - Without Coding - Applying cluster analysis to segment employees by behaviour
- Using decision trees to map career path patterns
- Conducting survival analysis to model time-to-event outcomes
- Calculating rolling averages to detect emerging trends
- Using moving variance to identify instability in performance
- Applying natural language processing concepts to feedback
- Building index scores for composite metrics (e.g. engagement health)
- Running scenario simulations using sensitivity analysis
- Introducing machine learning principles in plain language
- Knowing when to escalate to data science teams - and how to brief them
Module 15: Change Management & Stakeholder Influence - Turning Insight into Action - Identifying key stakeholders and their data priorities
- Tailoring messages to CFO, COO, and CHRO perspectives
- Anticipating resistance and preparing data-backed rebuttals
- Using pilot results to gain early wins and buy-in
- Building credibility through consistent, reliable reporting
- Creating a feedback cycle with leaders to refine analytics
- Staging insight rollouts by maturity and readiness
- Developing an internal marketing plan for HR analytics
- Establishing data governance and oversight protocols
- Forming a cross-functional analytics working group
Module 16: Governance, Ethics & Compliance in HR Analytics - Understanding GDPR, CCPA, and global data privacy laws
- Establishing data access permissions and role-based controls
- Documenting analytical methodologies for audit trails
- Ensuring model fairness and avoiding biased algorithms
- Communicating data usage transparently to employees
- Obtaining appropriate consent for data collection
- Managing sensitive data: mental health, DEI, performance
- Avoiding surveillance pitfalls and trust erosion
- Creating an ethics review checklist for new projects
- Building sustainable compliance into daily workflows
Module 17: HR Analytics Maturity Model - Assessing and Advancing Your Capability - Diagnosing your organisation's current analytics maturity stage
- Mapping capabilities across data, tools, people, and processes
- Setting a 12-month roadmap for capability advancement
- Identifying quick wins vs long-term transformational projects
- Benchmarking against industry leaders and peers
- Assessing team skills and training needs
- Aligning HR analytics with overall digital transformation
- Integrating analytics into HR operating model
- Measuring analytics team performance and impact
- Creating a case for dedicated analytics resourcing
Module 18: Integration - Embedding Analytics into HR Processes - Embedding analytics into recruitment briefing and debriefing
- Automating turnover risk alerts for managers
- Integrating predictive insights into performance calibration
- Using data to inform succession planning discussions
- Linking workforce planning outputs to budget cycles
- Updating DEI strategy with live metrics and targets
- Using absence analytics to inform wellbeing initiatives
- Tying learning recommendations to skill gap analysis
- Aligning compensation reviews with market and internal equity
- Establishing regular insight pulses instead of annual reports
Module 19: Real-World Projects & Implementation Playbooks - Building a board-ready turnover reduction proposal
- Creating a hiring optimisation plan with ROI forecast
- Designing a predictive retention intervention pilot
- Developing a workforce planning scenario for leadership
- Constructing a DEI progress report with action roadmap
- Producing a performance calibration health check
- Delivering a compensation equity review document
- Launching an engagement recovery action plan
- Designing a talent mobility accelerator programme
- Writing a business case for HR technology investment
Module 20: Certification, Career Advancement & Next Steps - Preparing for your final assessment and certification submission
- Compiling your personal HR analytics portfolio
- Highlighting project impact for performance reviews
- Updating your LinkedIn profile with analytics credentials
- Crafting your personal value proposition as a data-smart HR leader
- Identifying internal and external advancement opportunities
- Joining analytics communities and professional networks
- Continuing your learning with advanced reading list
- Maintaining your certification with ongoing practice
- Accessing alumni resources and updates from The Art of Service
- Analysing eNPS trends and verbatim feedback themes
- Linking engagement score changes to organisational events
- Breaking down engagement by manager, team, and department
- Measuring action planning follow-through and impact
- Correlating engagement with turnover, performance, and absenteeism
- Analysing exit interview themes for systemic insights
- Tracking digital engagement via LMS, intranet, and HR portal usage
- Using sentiment analysis techniques on open-ended responses
- Building an employee experience index across lifecycle stages
- Creating feedback loops between engagement data and HR initiatives
Module 11: Diversity, Equity & Inclusion Analytics - Driving Systemic Change - Calculating representation metrics across gender, ethnicity, and level
- Measuring promotion fairness and advancement opportunity gaps
- Analysing pay equity with intersectional lenses
- Tracking hiring diversity from sourcing to offer stage
- Assessing retention equity across demographic groups
- Measuring inclusion index based on survey and behavioural data
- Identifying attrition disparities by identity group
- Analysing sponsorship and mentorship access by segment
- Building a DEI dashboard for leadership transparency
- Linking DEI progress to business performance indicators
Module 12: Absenteeism & Wellbeing Analytics - Proactive Workforce Health - Calculating absenteeism rate by department and role
- Identifying patterns in sick leave timing and duration
- Linking high-absence teams to manager or environmental factors
- Correlating workload indicators with leave spikes
- Analysing LTIFR and workers’ compensation trends
- Mapping mental health support utilisation to engagement
- Designing early warning systems for burnout risk
- Measuring wellbeing programme participation and outcomes
- Assessing presenteeism using productivity and quality metrics
- Building business case for wellbeing investment with ROI analysis
Module 13: HR Dashboard & Reporting - Communicating Insights with Impact - Principles of data visualisation for non-technical audiences
- Selecting the right chart type for each message
- Designing executive dashboards with strategic KPIs
- Using colour, contrast, and layout for clarity
- Writing compelling data narratives and headlines
- Creating before-and-after stories to show progress
- Building interactive reports using filters and drill-downs
- Embedding benchmarks and targets into visualisations
- Automating report generation with templates
- Preparing board-ready appendixes with methodology and caveats
Module 14: Advanced Analytical Techniques - Without Coding - Applying cluster analysis to segment employees by behaviour
- Using decision trees to map career path patterns
- Conducting survival analysis to model time-to-event outcomes
- Calculating rolling averages to detect emerging trends
- Using moving variance to identify instability in performance
- Applying natural language processing concepts to feedback
- Building index scores for composite metrics (e.g. engagement health)
- Running scenario simulations using sensitivity analysis
- Introducing machine learning principles in plain language
- Knowing when to escalate to data science teams - and how to brief them
Module 15: Change Management & Stakeholder Influence - Turning Insight into Action - Identifying key stakeholders and their data priorities
- Tailoring messages to CFO, COO, and CHRO perspectives
- Anticipating resistance and preparing data-backed rebuttals
- Using pilot results to gain early wins and buy-in
- Building credibility through consistent, reliable reporting
- Creating a feedback cycle with leaders to refine analytics
- Staging insight rollouts by maturity and readiness
- Developing an internal marketing plan for HR analytics
- Establishing data governance and oversight protocols
- Forming a cross-functional analytics working group
Module 16: Governance, Ethics & Compliance in HR Analytics - Understanding GDPR, CCPA, and global data privacy laws
- Establishing data access permissions and role-based controls
- Documenting analytical methodologies for audit trails
- Ensuring model fairness and avoiding biased algorithms
- Communicating data usage transparently to employees
- Obtaining appropriate consent for data collection
- Managing sensitive data: mental health, DEI, performance
- Avoiding surveillance pitfalls and trust erosion
- Creating an ethics review checklist for new projects
- Building sustainable compliance into daily workflows
Module 17: HR Analytics Maturity Model - Assessing and Advancing Your Capability - Diagnosing your organisation's current analytics maturity stage
- Mapping capabilities across data, tools, people, and processes
- Setting a 12-month roadmap for capability advancement
- Identifying quick wins vs long-term transformational projects
- Benchmarking against industry leaders and peers
- Assessing team skills and training needs
- Aligning HR analytics with overall digital transformation
- Integrating analytics into HR operating model
- Measuring analytics team performance and impact
- Creating a case for dedicated analytics resourcing
Module 18: Integration - Embedding Analytics into HR Processes - Embedding analytics into recruitment briefing and debriefing
- Automating turnover risk alerts for managers
- Integrating predictive insights into performance calibration
- Using data to inform succession planning discussions
- Linking workforce planning outputs to budget cycles
- Updating DEI strategy with live metrics and targets
- Using absence analytics to inform wellbeing initiatives
- Tying learning recommendations to skill gap analysis
- Aligning compensation reviews with market and internal equity
- Establishing regular insight pulses instead of annual reports
Module 19: Real-World Projects & Implementation Playbooks - Building a board-ready turnover reduction proposal
- Creating a hiring optimisation plan with ROI forecast
- Designing a predictive retention intervention pilot
- Developing a workforce planning scenario for leadership
- Constructing a DEI progress report with action roadmap
- Producing a performance calibration health check
- Delivering a compensation equity review document
- Launching an engagement recovery action plan
- Designing a talent mobility accelerator programme
- Writing a business case for HR technology investment
Module 20: Certification, Career Advancement & Next Steps - Preparing for your final assessment and certification submission
- Compiling your personal HR analytics portfolio
- Highlighting project impact for performance reviews
- Updating your LinkedIn profile with analytics credentials
- Crafting your personal value proposition as a data-smart HR leader
- Identifying internal and external advancement opportunities
- Joining analytics communities and professional networks
- Continuing your learning with advanced reading list
- Maintaining your certification with ongoing practice
- Accessing alumni resources and updates from The Art of Service
- Calculating absenteeism rate by department and role
- Identifying patterns in sick leave timing and duration
- Linking high-absence teams to manager or environmental factors
- Correlating workload indicators with leave spikes
- Analysing LTIFR and workers’ compensation trends
- Mapping mental health support utilisation to engagement
- Designing early warning systems for burnout risk
- Measuring wellbeing programme participation and outcomes
- Assessing presenteeism using productivity and quality metrics
- Building business case for wellbeing investment with ROI analysis
Module 13: HR Dashboard & Reporting - Communicating Insights with Impact - Principles of data visualisation for non-technical audiences
- Selecting the right chart type for each message
- Designing executive dashboards with strategic KPIs
- Using colour, contrast, and layout for clarity
- Writing compelling data narratives and headlines
- Creating before-and-after stories to show progress
- Building interactive reports using filters and drill-downs
- Embedding benchmarks and targets into visualisations
- Automating report generation with templates
- Preparing board-ready appendixes with methodology and caveats
Module 14: Advanced Analytical Techniques - Without Coding - Applying cluster analysis to segment employees by behaviour
- Using decision trees to map career path patterns
- Conducting survival analysis to model time-to-event outcomes
- Calculating rolling averages to detect emerging trends
- Using moving variance to identify instability in performance
- Applying natural language processing concepts to feedback
- Building index scores for composite metrics (e.g. engagement health)
- Running scenario simulations using sensitivity analysis
- Introducing machine learning principles in plain language
- Knowing when to escalate to data science teams - and how to brief them
Module 15: Change Management & Stakeholder Influence - Turning Insight into Action - Identifying key stakeholders and their data priorities
- Tailoring messages to CFO, COO, and CHRO perspectives
- Anticipating resistance and preparing data-backed rebuttals
- Using pilot results to gain early wins and buy-in
- Building credibility through consistent, reliable reporting
- Creating a feedback cycle with leaders to refine analytics
- Staging insight rollouts by maturity and readiness
- Developing an internal marketing plan for HR analytics
- Establishing data governance and oversight protocols
- Forming a cross-functional analytics working group
Module 16: Governance, Ethics & Compliance in HR Analytics - Understanding GDPR, CCPA, and global data privacy laws
- Establishing data access permissions and role-based controls
- Documenting analytical methodologies for audit trails
- Ensuring model fairness and avoiding biased algorithms
- Communicating data usage transparently to employees
- Obtaining appropriate consent for data collection
- Managing sensitive data: mental health, DEI, performance
- Avoiding surveillance pitfalls and trust erosion
- Creating an ethics review checklist for new projects
- Building sustainable compliance into daily workflows
Module 17: HR Analytics Maturity Model - Assessing and Advancing Your Capability - Diagnosing your organisation's current analytics maturity stage
- Mapping capabilities across data, tools, people, and processes
- Setting a 12-month roadmap for capability advancement
- Identifying quick wins vs long-term transformational projects
- Benchmarking against industry leaders and peers
- Assessing team skills and training needs
- Aligning HR analytics with overall digital transformation
- Integrating analytics into HR operating model
- Measuring analytics team performance and impact
- Creating a case for dedicated analytics resourcing
Module 18: Integration - Embedding Analytics into HR Processes - Embedding analytics into recruitment briefing and debriefing
- Automating turnover risk alerts for managers
- Integrating predictive insights into performance calibration
- Using data to inform succession planning discussions
- Linking workforce planning outputs to budget cycles
- Updating DEI strategy with live metrics and targets
- Using absence analytics to inform wellbeing initiatives
- Tying learning recommendations to skill gap analysis
- Aligning compensation reviews with market and internal equity
- Establishing regular insight pulses instead of annual reports
Module 19: Real-World Projects & Implementation Playbooks - Building a board-ready turnover reduction proposal
- Creating a hiring optimisation plan with ROI forecast
- Designing a predictive retention intervention pilot
- Developing a workforce planning scenario for leadership
- Constructing a DEI progress report with action roadmap
- Producing a performance calibration health check
- Delivering a compensation equity review document
- Launching an engagement recovery action plan
- Designing a talent mobility accelerator programme
- Writing a business case for HR technology investment
Module 20: Certification, Career Advancement & Next Steps - Preparing for your final assessment and certification submission
- Compiling your personal HR analytics portfolio
- Highlighting project impact for performance reviews
- Updating your LinkedIn profile with analytics credentials
- Crafting your personal value proposition as a data-smart HR leader
- Identifying internal and external advancement opportunities
- Joining analytics communities and professional networks
- Continuing your learning with advanced reading list
- Maintaining your certification with ongoing practice
- Accessing alumni resources and updates from The Art of Service
- Applying cluster analysis to segment employees by behaviour
- Using decision trees to map career path patterns
- Conducting survival analysis to model time-to-event outcomes
- Calculating rolling averages to detect emerging trends
- Using moving variance to identify instability in performance
- Applying natural language processing concepts to feedback
- Building index scores for composite metrics (e.g. engagement health)
- Running scenario simulations using sensitivity analysis
- Introducing machine learning principles in plain language
- Knowing when to escalate to data science teams - and how to brief them
Module 15: Change Management & Stakeholder Influence - Turning Insight into Action - Identifying key stakeholders and their data priorities
- Tailoring messages to CFO, COO, and CHRO perspectives
- Anticipating resistance and preparing data-backed rebuttals
- Using pilot results to gain early wins and buy-in
- Building credibility through consistent, reliable reporting
- Creating a feedback cycle with leaders to refine analytics
- Staging insight rollouts by maturity and readiness
- Developing an internal marketing plan for HR analytics
- Establishing data governance and oversight protocols
- Forming a cross-functional analytics working group
Module 16: Governance, Ethics & Compliance in HR Analytics - Understanding GDPR, CCPA, and global data privacy laws
- Establishing data access permissions and role-based controls
- Documenting analytical methodologies for audit trails
- Ensuring model fairness and avoiding biased algorithms
- Communicating data usage transparently to employees
- Obtaining appropriate consent for data collection
- Managing sensitive data: mental health, DEI, performance
- Avoiding surveillance pitfalls and trust erosion
- Creating an ethics review checklist for new projects
- Building sustainable compliance into daily workflows
Module 17: HR Analytics Maturity Model - Assessing and Advancing Your Capability - Diagnosing your organisation's current analytics maturity stage
- Mapping capabilities across data, tools, people, and processes
- Setting a 12-month roadmap for capability advancement
- Identifying quick wins vs long-term transformational projects
- Benchmarking against industry leaders and peers
- Assessing team skills and training needs
- Aligning HR analytics with overall digital transformation
- Integrating analytics into HR operating model
- Measuring analytics team performance and impact
- Creating a case for dedicated analytics resourcing
Module 18: Integration - Embedding Analytics into HR Processes - Embedding analytics into recruitment briefing and debriefing
- Automating turnover risk alerts for managers
- Integrating predictive insights into performance calibration
- Using data to inform succession planning discussions
- Linking workforce planning outputs to budget cycles
- Updating DEI strategy with live metrics and targets
- Using absence analytics to inform wellbeing initiatives
- Tying learning recommendations to skill gap analysis
- Aligning compensation reviews with market and internal equity
- Establishing regular insight pulses instead of annual reports
Module 19: Real-World Projects & Implementation Playbooks - Building a board-ready turnover reduction proposal
- Creating a hiring optimisation plan with ROI forecast
- Designing a predictive retention intervention pilot
- Developing a workforce planning scenario for leadership
- Constructing a DEI progress report with action roadmap
- Producing a performance calibration health check
- Delivering a compensation equity review document
- Launching an engagement recovery action plan
- Designing a talent mobility accelerator programme
- Writing a business case for HR technology investment
Module 20: Certification, Career Advancement & Next Steps - Preparing for your final assessment and certification submission
- Compiling your personal HR analytics portfolio
- Highlighting project impact for performance reviews
- Updating your LinkedIn profile with analytics credentials
- Crafting your personal value proposition as a data-smart HR leader
- Identifying internal and external advancement opportunities
- Joining analytics communities and professional networks
- Continuing your learning with advanced reading list
- Maintaining your certification with ongoing practice
- Accessing alumni resources and updates from The Art of Service
- Understanding GDPR, CCPA, and global data privacy laws
- Establishing data access permissions and role-based controls
- Documenting analytical methodologies for audit trails
- Ensuring model fairness and avoiding biased algorithms
- Communicating data usage transparently to employees
- Obtaining appropriate consent for data collection
- Managing sensitive data: mental health, DEI, performance
- Avoiding surveillance pitfalls and trust erosion
- Creating an ethics review checklist for new projects
- Building sustainable compliance into daily workflows
Module 17: HR Analytics Maturity Model - Assessing and Advancing Your Capability - Diagnosing your organisation's current analytics maturity stage
- Mapping capabilities across data, tools, people, and processes
- Setting a 12-month roadmap for capability advancement
- Identifying quick wins vs long-term transformational projects
- Benchmarking against industry leaders and peers
- Assessing team skills and training needs
- Aligning HR analytics with overall digital transformation
- Integrating analytics into HR operating model
- Measuring analytics team performance and impact
- Creating a case for dedicated analytics resourcing
Module 18: Integration - Embedding Analytics into HR Processes - Embedding analytics into recruitment briefing and debriefing
- Automating turnover risk alerts for managers
- Integrating predictive insights into performance calibration
- Using data to inform succession planning discussions
- Linking workforce planning outputs to budget cycles
- Updating DEI strategy with live metrics and targets
- Using absence analytics to inform wellbeing initiatives
- Tying learning recommendations to skill gap analysis
- Aligning compensation reviews with market and internal equity
- Establishing regular insight pulses instead of annual reports
Module 19: Real-World Projects & Implementation Playbooks - Building a board-ready turnover reduction proposal
- Creating a hiring optimisation plan with ROI forecast
- Designing a predictive retention intervention pilot
- Developing a workforce planning scenario for leadership
- Constructing a DEI progress report with action roadmap
- Producing a performance calibration health check
- Delivering a compensation equity review document
- Launching an engagement recovery action plan
- Designing a talent mobility accelerator programme
- Writing a business case for HR technology investment
Module 20: Certification, Career Advancement & Next Steps - Preparing for your final assessment and certification submission
- Compiling your personal HR analytics portfolio
- Highlighting project impact for performance reviews
- Updating your LinkedIn profile with analytics credentials
- Crafting your personal value proposition as a data-smart HR leader
- Identifying internal and external advancement opportunities
- Joining analytics communities and professional networks
- Continuing your learning with advanced reading list
- Maintaining your certification with ongoing practice
- Accessing alumni resources and updates from The Art of Service
- Embedding analytics into recruitment briefing and debriefing
- Automating turnover risk alerts for managers
- Integrating predictive insights into performance calibration
- Using data to inform succession planning discussions
- Linking workforce planning outputs to budget cycles
- Updating DEI strategy with live metrics and targets
- Using absence analytics to inform wellbeing initiatives
- Tying learning recommendations to skill gap analysis
- Aligning compensation reviews with market and internal equity
- Establishing regular insight pulses instead of annual reports
Module 19: Real-World Projects & Implementation Playbooks - Building a board-ready turnover reduction proposal
- Creating a hiring optimisation plan with ROI forecast
- Designing a predictive retention intervention pilot
- Developing a workforce planning scenario for leadership
- Constructing a DEI progress report with action roadmap
- Producing a performance calibration health check
- Delivering a compensation equity review document
- Launching an engagement recovery action plan
- Designing a talent mobility accelerator programme
- Writing a business case for HR technology investment
Module 20: Certification, Career Advancement & Next Steps - Preparing for your final assessment and certification submission
- Compiling your personal HR analytics portfolio
- Highlighting project impact for performance reviews
- Updating your LinkedIn profile with analytics credentials
- Crafting your personal value proposition as a data-smart HR leader
- Identifying internal and external advancement opportunities
- Joining analytics communities and professional networks
- Continuing your learning with advanced reading list
- Maintaining your certification with ongoing practice
- Accessing alumni resources and updates from The Art of Service
- Preparing for your final assessment and certification submission
- Compiling your personal HR analytics portfolio
- Highlighting project impact for performance reviews
- Updating your LinkedIn profile with analytics credentials
- Crafting your personal value proposition as a data-smart HR leader
- Identifying internal and external advancement opportunities
- Joining analytics communities and professional networks
- Continuing your learning with advanced reading list
- Maintaining your certification with ongoing practice
- Accessing alumni resources and updates from The Art of Service