People Analytics A Complete Guide
You're standing at a critical crossroads. On one side: uncertainty, guesswork, reactive decisions, and invisible contributions. On the other: data-driven impact, executive credibility, and a career that’s not just safe but accelerated. HR and People leaders today are under pressure to prove value with numbers, not just narratives. Yet most lack the toolkit to turn workforce data into strategic foresight. They’re using spreadsheets when they need systems. They're reporting turnover when they should be predicting it. People Analytics A Complete Guide is not another theoretical overview. It’s a battle-tested, step-by-step system to move you from overwhelmed to indispensable - from tracking basic metrics to delivering board-ready insights that shape hiring, retention, performance, and culture. This course is designed to take you from idea to impact in under 30 days. By the end, you’ll have built a fully functional people analytics framework, complete with KPI dashboards, predictive models, and a documented use case ready for leadership review. Take Sarah M., Senior HRBP at a 5,000-person tech firm in London. After completing this course, she launched a retention risk model that identified 147 high-potential employees at risk of leaving - and her intervention plan saved over £1.2M in replacement costs in six months. She was fast-tracked for promotion two quarters later. You don’t need a degree in statistics. You don’t need permission. You just need the right structure. Here’s how this course is structured to help you get there.Course Format & Delivery Details Self-paced, on-demand, and built for real professionals with real jobs. You gain immediate online access to the full course content the moment you enroll. No fixed start dates. No weekly waitlists. No time zone conflicts. Designed for Your Schedule, Not a Calendar
- Complete the course in 20–30 hours, depending on your pace and role-specific goals
- Most learners report delivering their first actionable insight within 10 days of starting
- All materials are optimised for professionals working 30+ hours per week
Lifetime Access, Zero Expiry
- You receive permanent access to all current and future updates at no additional cost
- New templates, frameworks, and real-world case studies are added quarterly
- Updates are silently integrated - you’ll never pay to stay current
Global, Mobile-First Access
- Access your materials anytime, anywhere on desktop, tablet, or phone
- Downloadable resources available for offline study and secure network use
- 24/7 availability across all time zones - ideal for multinational teams
Instructor Support That Stands Behind the Work
- Direct access to our certified People Analytics mentors for content guidance
- Guided email check-ins at key progress milestones (weeks 1, 3, and 8)
- Structured feedback pathways for your draft models and KPI frameworks
Trusted Certification, Globally Recognised
Upon completion, you will earn a Certificate of Completion issued by The Art of Service - an internationally accredited provider of professional development frameworks used by over 150,000 practitioners in 78 countries. - Certificates include a unique verification code for LinkedIn or credential portfolios
- Recognised by hiring managers in HR, Talent, Data, and Operations roles
- Designed to signal mastery of applied people analytics, not just awareness
No Hidden Fees. No Nonsense.
Pricing is straightforward and transparent. What you see is exactly what you pay - one flat fee with no upsells, subscriptions, or hidden charges. The course includes everything: frameworks, templates, exercises, certification, and support. Secure payment processing via Visa, Mastercard, and PayPal. No third-party platforms. No data resale. 100% Satisfaction Guarantee - Refunded If It Doesn’t Work For You
We offer a full money-back guarantee if you complete Module 3 and feel the course isn’t delivering the clarity, structure, or value you expected. No forms. No questions. Just email us, and you’ll be refunded immediately. This isn’t about risk. It’s about results. And we stand behind them. Realistic Access Timeline - No False Promises
After enrollment, you’ll receive a confirmation email. Your access details and login instructions will be sent separately once your course materials are fully provisioned and quality-checked. Please allow standard processing time. You’ll be notified the moment everything is ready. Designed to Work - Even If You’re Not a Data Scientist
You don’t need a background in statistics. You don’t need coding skills. You don’t even need prior experience with analytics tools. This course assumes only that you have access to basic workforce data - headcount, turnover, performance ratings, or engagement scores. This works even if: - You’ve never written a single formula beyond SUM in Excel
- You’re in a traditional HR role with no analytics mandate - yet
- Your organisation resists data-led change
- You’re time-poor and need fast, high-impact wins
- You’re returning to work after a career break and need to modernise your skillset
Our approach is role-adaptive. Whether you're a People Partner, HR Director, Talent Manager, HRIS user, or COO overseeing workforce strategy, the content adjusts to your level of influence and access. This is not academic theory. This is professional leverage. And it’s built to work for you - starting today.
Module 1: Foundations of People Analytics - Defining people analytics in the modern organisation
- Understanding the evolution: from HR reporting to predictive insight
- Identifying the core pillars: measurement, insight, influence
- Mapping stakeholder expectations: what leaders really want
- Aligning analytics with business outcomes: revenue, productivity, risk
- Differentiating descriptive, diagnostic, predictive, and prescriptive analytics
- Building your case: ROI of investing in people analytics capability
- Overcoming common myths and misconceptions
- Assessing your current maturity level with the 5-stage framework
- Identifying quick wins to build early credibility
- Selecting your first high-impact use case
- Establishing ethical guidelines for data use
- Understanding data privacy regulations and compliance boundaries
- Creating psychological safety around workforce data
- Defining your scope: what to measure, what to ignore
Module 2: Data Readiness and Governance - Inventorying existing HR data sources and systems
- Assessing data quality: completeness, accuracy, consistency
- Identifying critical gaps in workforce datasets
- Creating a data requirements checklist for analytics
- Designing a minimal viable dataset for your first model
- Mapping employee identifiers across systems securely
- Establishing data ownership and stewardship roles
- Setting up version control and documentation standards
- Designing a secure data storage protocol
- Building a data dictionary for team alignment
- Implementing access controls and permission layers
- Cleaning datasets: removing duplicates, correcting errors
- Handling missing data: imputation strategies and flags
- Standardising date formats, naming conventions, codes
- Normalising data for cross-departmental comparison
- Validating data integrity with automated checks
- Creating audit trails for compliance and trust
Module 3: Key Metrics and KPIs That Matter - Choosing metrics that align with business strategy
- Building a core HR dashboard: what to track daily, weekly, monthly
- Calculating and interpreting turnover rate accurately
- Breaking down voluntary vs involuntary turnover
- Segmenting turnover by function, level, tenure, performance
- Measuring time-to-fill, quality-of-hire, cost-per-hire
- Analysing retention risk by demographic cohort
- Tracking internal mobility and promotion rates
- Measuring employee engagement trends over time
- Linking survey results to operational outcomes
- Calculating absenteeism and presenteeism costs
- Monitoring diversity metrics with sensitivity
- Analysing leadership pipeline depth and bench strength
- Measuring training effectiveness and skill adoption
- Quantifying manager impact on team performance
- Defining leading vs lagging indicators
- Setting realistic benchmarks and targets
Module 4: Statistical Thinking for Non-Statisticians - Understanding correlation vs causation in workforce data
- Interpreting p-values and confidence intervals simply
- Using averages wisely: mean, median, mode
- Understanding standard deviation and variance
- Identifying outliers and deciding how to handle them
- Applying the 80/20 rule to workforce patterns
- Using ratios and proportions effectively
- Calculating compound growth rates for headcount
- Interpreting statistical significance without software
- Designing fair comparison groups
- Using weighted averages for organisational metrics
- Understanding regression toward the mean
- Recognising selection bias in people data
- Identifying survivorship bias in performance datasets
- Applying probability concepts to retention forecasting
Module 5: Data Visualisation and Storytelling - Principles of effective data visualisation
- Choosing the right chart type for your message
- Designing clean, executive-friendly dashboards
- Using colour, spacing, and hierarchy for clarity
- Eliminating chartjunk and visual distractions
- Labelling charts for instant understanding
- Creating before-and-after visuals for impact
- Building narrative flow from data to decision
- Structuring your insight like a consultant
- Writing compelling summaries in three sentences or less
- Anticipating leadership questions in advance
- Using annotations to guide interpretation
- Creating version-controlled presentation decks
- Designing reusable slide templates
- Embedding interactive filtering logic in static reports
- Telling stories with trend lines and inflection points
Module 6: Predictive Analytics Fundamentals - Introducing predictive modelling in plain language
- Choosing your first prediction goal: turnover, performance, flight risk
- Selecting predictors: tenure, performance, engagement, role type
- Building a simple risk scorecard manually
- Assigning weights to risk factors based on historical patterns
- Calculating composite risk scores in spreadsheets
- Segmenting employees into risk bands: low, medium, high
- Validating your model against past outcomes
- Updating predictions monthly with new data
- Identifying high-cost positions to prioritise
- Estimating potential cost savings from interventions
- Mapping risk to business impact zones
- Detecting early warning signs before resignation
- Using lagging indicators as proxies for future risk
- Building a flight risk dashboard for leadership
Module 7: Building Actionable Use Cases - Starting with business problems, not data
- Defining success criteria before building anything
- Selecting use cases with high visibility and impact
- Designing a retention intervention pilot
- Creating a diversity hiring optimisation model
- Analysing performance distribution across teams
- Identifying high-potential employees systematically
- Measuring the ROI of leadership development programs
- Assessing the impact of flexible work on productivity
- Analyzing manager effectiveness using team metrics
- Optimising workforce planning by function
- Reducing time-to-productivity for new hires
- Prioritising learning investments by skill gap
- Linking engagement to customer satisfaction scores
- Measuring cultural alignment after mergers
- Designing a board-ready analytics initiative
Module 8: Tools and Templates for Immediate Application - Using Excel for advanced people analytics (no add-ons)
- Building dynamic dashboards with pivot tables and filters
- Creating automated alerts for threshold breaches
- Designing reusable KPI tracking workbooks
- Using conditional formatting for instant insight
- Building interactive dropdowns without coding
- Creating scorecards for managers and executives
- Designing data entry forms for consistency
- Generating automatic summary reports
- Standardising reporting templates across HR
- Exporting clean data for stakeholder sharing
- Creating version-controlled working files
- Documenting assumptions and methodology
- Setting up monthly refresh protocols
- Using checklists to ensure consistency
- Building a central repository for all analytics assets
Module 9: Organisational Adoption and Influence - Identifying your internal champions and allies
- Communicating analytics findings to non-technical leaders
- Translating data into business terms
- Overcoming resistance to data-led decisions
- Handling pushback with empathy and evidence
- Running small-scale pilots to prove value
- Scaling insights across departments
- Integrating analytics into existing meetings
- Building a monthly people metrics review process
- Creating feedback loops with managers
- Training HR Business Partners to use analytics
- Developing a shared language for data
- Positioning yourself as a strategic advisor
- Gaining buy-in for deeper data investments
- Creating a roadmap for analytics maturity
Module 10: Advanced Modelling Techniques - Building multi-factor risk models with weighted scoring
- Creating composite engagement-health indices
- Analysing interaction effects between variables
- Segmenting workforce data by strategic group
- Building cohort analysis for longitudinal insight
- Calculating survival curves for retention forecasting
- Using rolling windows to track changing trends
- Measuring the velocity of talent movement
- Analysing time-to-event data without software
- Designing early intervention triggers
- Estimating future headcount needs by function
- Modelling the cost of inaction
- Simulating impact of policy changes
- Creating scenario planning frameworks
- Building what-if analysis models
- Developing leading indicators for cultural health
Module 11: Real-World Projects and Hands-On Practice - Project 1: Build a turnover analysis report with root cause breakdown
- Project 2: Create a manager effectiveness scorecard
- Project 3: Design a retention risk dashboard for leadership
- Project 4: Develop a diversity hiring progress tracker
- Project 5: Build a leadership pipeline gap analysis
- Project 6: Create a learning impact evaluation report
- Project 7: Design a hybrid work productivity monitor
- Project 8: Build a performance distribution analysis
- Project 9: Develop a high-potential identification framework
- Project 10: Create a board-ready people analytics proposal
- Using real (anonymised) datasets in exercises
- Applying templates to your own organisational context
- Testing different visualisation approaches
- Receiving feedback on clarity and insight depth
- Refining deliverables for stakeholder impact
- Practising executive summaries and Q&A preparation
Module 12: Certification and Career Advancement - Preparing your final submission for certification
- Documenting your analytics framework and methodology
- Including your use case, data approach, and business impact
- Receiving feedback from our assessment team
- Earning your Certificate of Completion from The Art of Service
- Adding your credential to LinkedIn and CV
- Drafting a personal pitch for internal promotion
- Positioning yourself for analytics-focused roles
- Leveraging certification in job applications
- Continuing professional development pathways
- Joining the People Analytics Practitioner Network
- Accessing ongoing case studies and toolkits
- Receiving quarterly updates on industry trends
- Participating in member-exclusive insights briefings
- Building a personal portfolio of analytics work
- Creating a five-year career growth plan using analytics
- Defining people analytics in the modern organisation
- Understanding the evolution: from HR reporting to predictive insight
- Identifying the core pillars: measurement, insight, influence
- Mapping stakeholder expectations: what leaders really want
- Aligning analytics with business outcomes: revenue, productivity, risk
- Differentiating descriptive, diagnostic, predictive, and prescriptive analytics
- Building your case: ROI of investing in people analytics capability
- Overcoming common myths and misconceptions
- Assessing your current maturity level with the 5-stage framework
- Identifying quick wins to build early credibility
- Selecting your first high-impact use case
- Establishing ethical guidelines for data use
- Understanding data privacy regulations and compliance boundaries
- Creating psychological safety around workforce data
- Defining your scope: what to measure, what to ignore
Module 2: Data Readiness and Governance - Inventorying existing HR data sources and systems
- Assessing data quality: completeness, accuracy, consistency
- Identifying critical gaps in workforce datasets
- Creating a data requirements checklist for analytics
- Designing a minimal viable dataset for your first model
- Mapping employee identifiers across systems securely
- Establishing data ownership and stewardship roles
- Setting up version control and documentation standards
- Designing a secure data storage protocol
- Building a data dictionary for team alignment
- Implementing access controls and permission layers
- Cleaning datasets: removing duplicates, correcting errors
- Handling missing data: imputation strategies and flags
- Standardising date formats, naming conventions, codes
- Normalising data for cross-departmental comparison
- Validating data integrity with automated checks
- Creating audit trails for compliance and trust
Module 3: Key Metrics and KPIs That Matter - Choosing metrics that align with business strategy
- Building a core HR dashboard: what to track daily, weekly, monthly
- Calculating and interpreting turnover rate accurately
- Breaking down voluntary vs involuntary turnover
- Segmenting turnover by function, level, tenure, performance
- Measuring time-to-fill, quality-of-hire, cost-per-hire
- Analysing retention risk by demographic cohort
- Tracking internal mobility and promotion rates
- Measuring employee engagement trends over time
- Linking survey results to operational outcomes
- Calculating absenteeism and presenteeism costs
- Monitoring diversity metrics with sensitivity
- Analysing leadership pipeline depth and bench strength
- Measuring training effectiveness and skill adoption
- Quantifying manager impact on team performance
- Defining leading vs lagging indicators
- Setting realistic benchmarks and targets
Module 4: Statistical Thinking for Non-Statisticians - Understanding correlation vs causation in workforce data
- Interpreting p-values and confidence intervals simply
- Using averages wisely: mean, median, mode
- Understanding standard deviation and variance
- Identifying outliers and deciding how to handle them
- Applying the 80/20 rule to workforce patterns
- Using ratios and proportions effectively
- Calculating compound growth rates for headcount
- Interpreting statistical significance without software
- Designing fair comparison groups
- Using weighted averages for organisational metrics
- Understanding regression toward the mean
- Recognising selection bias in people data
- Identifying survivorship bias in performance datasets
- Applying probability concepts to retention forecasting
Module 5: Data Visualisation and Storytelling - Principles of effective data visualisation
- Choosing the right chart type for your message
- Designing clean, executive-friendly dashboards
- Using colour, spacing, and hierarchy for clarity
- Eliminating chartjunk and visual distractions
- Labelling charts for instant understanding
- Creating before-and-after visuals for impact
- Building narrative flow from data to decision
- Structuring your insight like a consultant
- Writing compelling summaries in three sentences or less
- Anticipating leadership questions in advance
- Using annotations to guide interpretation
- Creating version-controlled presentation decks
- Designing reusable slide templates
- Embedding interactive filtering logic in static reports
- Telling stories with trend lines and inflection points
Module 6: Predictive Analytics Fundamentals - Introducing predictive modelling in plain language
- Choosing your first prediction goal: turnover, performance, flight risk
- Selecting predictors: tenure, performance, engagement, role type
- Building a simple risk scorecard manually
- Assigning weights to risk factors based on historical patterns
- Calculating composite risk scores in spreadsheets
- Segmenting employees into risk bands: low, medium, high
- Validating your model against past outcomes
- Updating predictions monthly with new data
- Identifying high-cost positions to prioritise
- Estimating potential cost savings from interventions
- Mapping risk to business impact zones
- Detecting early warning signs before resignation
- Using lagging indicators as proxies for future risk
- Building a flight risk dashboard for leadership
Module 7: Building Actionable Use Cases - Starting with business problems, not data
- Defining success criteria before building anything
- Selecting use cases with high visibility and impact
- Designing a retention intervention pilot
- Creating a diversity hiring optimisation model
- Analysing performance distribution across teams
- Identifying high-potential employees systematically
- Measuring the ROI of leadership development programs
- Assessing the impact of flexible work on productivity
- Analyzing manager effectiveness using team metrics
- Optimising workforce planning by function
- Reducing time-to-productivity for new hires
- Prioritising learning investments by skill gap
- Linking engagement to customer satisfaction scores
- Measuring cultural alignment after mergers
- Designing a board-ready analytics initiative
Module 8: Tools and Templates for Immediate Application - Using Excel for advanced people analytics (no add-ons)
- Building dynamic dashboards with pivot tables and filters
- Creating automated alerts for threshold breaches
- Designing reusable KPI tracking workbooks
- Using conditional formatting for instant insight
- Building interactive dropdowns without coding
- Creating scorecards for managers and executives
- Designing data entry forms for consistency
- Generating automatic summary reports
- Standardising reporting templates across HR
- Exporting clean data for stakeholder sharing
- Creating version-controlled working files
- Documenting assumptions and methodology
- Setting up monthly refresh protocols
- Using checklists to ensure consistency
- Building a central repository for all analytics assets
Module 9: Organisational Adoption and Influence - Identifying your internal champions and allies
- Communicating analytics findings to non-technical leaders
- Translating data into business terms
- Overcoming resistance to data-led decisions
- Handling pushback with empathy and evidence
- Running small-scale pilots to prove value
- Scaling insights across departments
- Integrating analytics into existing meetings
- Building a monthly people metrics review process
- Creating feedback loops with managers
- Training HR Business Partners to use analytics
- Developing a shared language for data
- Positioning yourself as a strategic advisor
- Gaining buy-in for deeper data investments
- Creating a roadmap for analytics maturity
Module 10: Advanced Modelling Techniques - Building multi-factor risk models with weighted scoring
- Creating composite engagement-health indices
- Analysing interaction effects between variables
- Segmenting workforce data by strategic group
- Building cohort analysis for longitudinal insight
- Calculating survival curves for retention forecasting
- Using rolling windows to track changing trends
- Measuring the velocity of talent movement
- Analysing time-to-event data without software
- Designing early intervention triggers
- Estimating future headcount needs by function
- Modelling the cost of inaction
- Simulating impact of policy changes
- Creating scenario planning frameworks
- Building what-if analysis models
- Developing leading indicators for cultural health
Module 11: Real-World Projects and Hands-On Practice - Project 1: Build a turnover analysis report with root cause breakdown
- Project 2: Create a manager effectiveness scorecard
- Project 3: Design a retention risk dashboard for leadership
- Project 4: Develop a diversity hiring progress tracker
- Project 5: Build a leadership pipeline gap analysis
- Project 6: Create a learning impact evaluation report
- Project 7: Design a hybrid work productivity monitor
- Project 8: Build a performance distribution analysis
- Project 9: Develop a high-potential identification framework
- Project 10: Create a board-ready people analytics proposal
- Using real (anonymised) datasets in exercises
- Applying templates to your own organisational context
- Testing different visualisation approaches
- Receiving feedback on clarity and insight depth
- Refining deliverables for stakeholder impact
- Practising executive summaries and Q&A preparation
Module 12: Certification and Career Advancement - Preparing your final submission for certification
- Documenting your analytics framework and methodology
- Including your use case, data approach, and business impact
- Receiving feedback from our assessment team
- Earning your Certificate of Completion from The Art of Service
- Adding your credential to LinkedIn and CV
- Drafting a personal pitch for internal promotion
- Positioning yourself for analytics-focused roles
- Leveraging certification in job applications
- Continuing professional development pathways
- Joining the People Analytics Practitioner Network
- Accessing ongoing case studies and toolkits
- Receiving quarterly updates on industry trends
- Participating in member-exclusive insights briefings
- Building a personal portfolio of analytics work
- Creating a five-year career growth plan using analytics
- Choosing metrics that align with business strategy
- Building a core HR dashboard: what to track daily, weekly, monthly
- Calculating and interpreting turnover rate accurately
- Breaking down voluntary vs involuntary turnover
- Segmenting turnover by function, level, tenure, performance
- Measuring time-to-fill, quality-of-hire, cost-per-hire
- Analysing retention risk by demographic cohort
- Tracking internal mobility and promotion rates
- Measuring employee engagement trends over time
- Linking survey results to operational outcomes
- Calculating absenteeism and presenteeism costs
- Monitoring diversity metrics with sensitivity
- Analysing leadership pipeline depth and bench strength
- Measuring training effectiveness and skill adoption
- Quantifying manager impact on team performance
- Defining leading vs lagging indicators
- Setting realistic benchmarks and targets
Module 4: Statistical Thinking for Non-Statisticians - Understanding correlation vs causation in workforce data
- Interpreting p-values and confidence intervals simply
- Using averages wisely: mean, median, mode
- Understanding standard deviation and variance
- Identifying outliers and deciding how to handle them
- Applying the 80/20 rule to workforce patterns
- Using ratios and proportions effectively
- Calculating compound growth rates for headcount
- Interpreting statistical significance without software
- Designing fair comparison groups
- Using weighted averages for organisational metrics
- Understanding regression toward the mean
- Recognising selection bias in people data
- Identifying survivorship bias in performance datasets
- Applying probability concepts to retention forecasting
Module 5: Data Visualisation and Storytelling - Principles of effective data visualisation
- Choosing the right chart type for your message
- Designing clean, executive-friendly dashboards
- Using colour, spacing, and hierarchy for clarity
- Eliminating chartjunk and visual distractions
- Labelling charts for instant understanding
- Creating before-and-after visuals for impact
- Building narrative flow from data to decision
- Structuring your insight like a consultant
- Writing compelling summaries in three sentences or less
- Anticipating leadership questions in advance
- Using annotations to guide interpretation
- Creating version-controlled presentation decks
- Designing reusable slide templates
- Embedding interactive filtering logic in static reports
- Telling stories with trend lines and inflection points
Module 6: Predictive Analytics Fundamentals - Introducing predictive modelling in plain language
- Choosing your first prediction goal: turnover, performance, flight risk
- Selecting predictors: tenure, performance, engagement, role type
- Building a simple risk scorecard manually
- Assigning weights to risk factors based on historical patterns
- Calculating composite risk scores in spreadsheets
- Segmenting employees into risk bands: low, medium, high
- Validating your model against past outcomes
- Updating predictions monthly with new data
- Identifying high-cost positions to prioritise
- Estimating potential cost savings from interventions
- Mapping risk to business impact zones
- Detecting early warning signs before resignation
- Using lagging indicators as proxies for future risk
- Building a flight risk dashboard for leadership
Module 7: Building Actionable Use Cases - Starting with business problems, not data
- Defining success criteria before building anything
- Selecting use cases with high visibility and impact
- Designing a retention intervention pilot
- Creating a diversity hiring optimisation model
- Analysing performance distribution across teams
- Identifying high-potential employees systematically
- Measuring the ROI of leadership development programs
- Assessing the impact of flexible work on productivity
- Analyzing manager effectiveness using team metrics
- Optimising workforce planning by function
- Reducing time-to-productivity for new hires
- Prioritising learning investments by skill gap
- Linking engagement to customer satisfaction scores
- Measuring cultural alignment after mergers
- Designing a board-ready analytics initiative
Module 8: Tools and Templates for Immediate Application - Using Excel for advanced people analytics (no add-ons)
- Building dynamic dashboards with pivot tables and filters
- Creating automated alerts for threshold breaches
- Designing reusable KPI tracking workbooks
- Using conditional formatting for instant insight
- Building interactive dropdowns without coding
- Creating scorecards for managers and executives
- Designing data entry forms for consistency
- Generating automatic summary reports
- Standardising reporting templates across HR
- Exporting clean data for stakeholder sharing
- Creating version-controlled working files
- Documenting assumptions and methodology
- Setting up monthly refresh protocols
- Using checklists to ensure consistency
- Building a central repository for all analytics assets
Module 9: Organisational Adoption and Influence - Identifying your internal champions and allies
- Communicating analytics findings to non-technical leaders
- Translating data into business terms
- Overcoming resistance to data-led decisions
- Handling pushback with empathy and evidence
- Running small-scale pilots to prove value
- Scaling insights across departments
- Integrating analytics into existing meetings
- Building a monthly people metrics review process
- Creating feedback loops with managers
- Training HR Business Partners to use analytics
- Developing a shared language for data
- Positioning yourself as a strategic advisor
- Gaining buy-in for deeper data investments
- Creating a roadmap for analytics maturity
Module 10: Advanced Modelling Techniques - Building multi-factor risk models with weighted scoring
- Creating composite engagement-health indices
- Analysing interaction effects between variables
- Segmenting workforce data by strategic group
- Building cohort analysis for longitudinal insight
- Calculating survival curves for retention forecasting
- Using rolling windows to track changing trends
- Measuring the velocity of talent movement
- Analysing time-to-event data without software
- Designing early intervention triggers
- Estimating future headcount needs by function
- Modelling the cost of inaction
- Simulating impact of policy changes
- Creating scenario planning frameworks
- Building what-if analysis models
- Developing leading indicators for cultural health
Module 11: Real-World Projects and Hands-On Practice - Project 1: Build a turnover analysis report with root cause breakdown
- Project 2: Create a manager effectiveness scorecard
- Project 3: Design a retention risk dashboard for leadership
- Project 4: Develop a diversity hiring progress tracker
- Project 5: Build a leadership pipeline gap analysis
- Project 6: Create a learning impact evaluation report
- Project 7: Design a hybrid work productivity monitor
- Project 8: Build a performance distribution analysis
- Project 9: Develop a high-potential identification framework
- Project 10: Create a board-ready people analytics proposal
- Using real (anonymised) datasets in exercises
- Applying templates to your own organisational context
- Testing different visualisation approaches
- Receiving feedback on clarity and insight depth
- Refining deliverables for stakeholder impact
- Practising executive summaries and Q&A preparation
Module 12: Certification and Career Advancement - Preparing your final submission for certification
- Documenting your analytics framework and methodology
- Including your use case, data approach, and business impact
- Receiving feedback from our assessment team
- Earning your Certificate of Completion from The Art of Service
- Adding your credential to LinkedIn and CV
- Drafting a personal pitch for internal promotion
- Positioning yourself for analytics-focused roles
- Leveraging certification in job applications
- Continuing professional development pathways
- Joining the People Analytics Practitioner Network
- Accessing ongoing case studies and toolkits
- Receiving quarterly updates on industry trends
- Participating in member-exclusive insights briefings
- Building a personal portfolio of analytics work
- Creating a five-year career growth plan using analytics
- Principles of effective data visualisation
- Choosing the right chart type for your message
- Designing clean, executive-friendly dashboards
- Using colour, spacing, and hierarchy for clarity
- Eliminating chartjunk and visual distractions
- Labelling charts for instant understanding
- Creating before-and-after visuals for impact
- Building narrative flow from data to decision
- Structuring your insight like a consultant
- Writing compelling summaries in three sentences or less
- Anticipating leadership questions in advance
- Using annotations to guide interpretation
- Creating version-controlled presentation decks
- Designing reusable slide templates
- Embedding interactive filtering logic in static reports
- Telling stories with trend lines and inflection points
Module 6: Predictive Analytics Fundamentals - Introducing predictive modelling in plain language
- Choosing your first prediction goal: turnover, performance, flight risk
- Selecting predictors: tenure, performance, engagement, role type
- Building a simple risk scorecard manually
- Assigning weights to risk factors based on historical patterns
- Calculating composite risk scores in spreadsheets
- Segmenting employees into risk bands: low, medium, high
- Validating your model against past outcomes
- Updating predictions monthly with new data
- Identifying high-cost positions to prioritise
- Estimating potential cost savings from interventions
- Mapping risk to business impact zones
- Detecting early warning signs before resignation
- Using lagging indicators as proxies for future risk
- Building a flight risk dashboard for leadership
Module 7: Building Actionable Use Cases - Starting with business problems, not data
- Defining success criteria before building anything
- Selecting use cases with high visibility and impact
- Designing a retention intervention pilot
- Creating a diversity hiring optimisation model
- Analysing performance distribution across teams
- Identifying high-potential employees systematically
- Measuring the ROI of leadership development programs
- Assessing the impact of flexible work on productivity
- Analyzing manager effectiveness using team metrics
- Optimising workforce planning by function
- Reducing time-to-productivity for new hires
- Prioritising learning investments by skill gap
- Linking engagement to customer satisfaction scores
- Measuring cultural alignment after mergers
- Designing a board-ready analytics initiative
Module 8: Tools and Templates for Immediate Application - Using Excel for advanced people analytics (no add-ons)
- Building dynamic dashboards with pivot tables and filters
- Creating automated alerts for threshold breaches
- Designing reusable KPI tracking workbooks
- Using conditional formatting for instant insight
- Building interactive dropdowns without coding
- Creating scorecards for managers and executives
- Designing data entry forms for consistency
- Generating automatic summary reports
- Standardising reporting templates across HR
- Exporting clean data for stakeholder sharing
- Creating version-controlled working files
- Documenting assumptions and methodology
- Setting up monthly refresh protocols
- Using checklists to ensure consistency
- Building a central repository for all analytics assets
Module 9: Organisational Adoption and Influence - Identifying your internal champions and allies
- Communicating analytics findings to non-technical leaders
- Translating data into business terms
- Overcoming resistance to data-led decisions
- Handling pushback with empathy and evidence
- Running small-scale pilots to prove value
- Scaling insights across departments
- Integrating analytics into existing meetings
- Building a monthly people metrics review process
- Creating feedback loops with managers
- Training HR Business Partners to use analytics
- Developing a shared language for data
- Positioning yourself as a strategic advisor
- Gaining buy-in for deeper data investments
- Creating a roadmap for analytics maturity
Module 10: Advanced Modelling Techniques - Building multi-factor risk models with weighted scoring
- Creating composite engagement-health indices
- Analysing interaction effects between variables
- Segmenting workforce data by strategic group
- Building cohort analysis for longitudinal insight
- Calculating survival curves for retention forecasting
- Using rolling windows to track changing trends
- Measuring the velocity of talent movement
- Analysing time-to-event data without software
- Designing early intervention triggers
- Estimating future headcount needs by function
- Modelling the cost of inaction
- Simulating impact of policy changes
- Creating scenario planning frameworks
- Building what-if analysis models
- Developing leading indicators for cultural health
Module 11: Real-World Projects and Hands-On Practice - Project 1: Build a turnover analysis report with root cause breakdown
- Project 2: Create a manager effectiveness scorecard
- Project 3: Design a retention risk dashboard for leadership
- Project 4: Develop a diversity hiring progress tracker
- Project 5: Build a leadership pipeline gap analysis
- Project 6: Create a learning impact evaluation report
- Project 7: Design a hybrid work productivity monitor
- Project 8: Build a performance distribution analysis
- Project 9: Develop a high-potential identification framework
- Project 10: Create a board-ready people analytics proposal
- Using real (anonymised) datasets in exercises
- Applying templates to your own organisational context
- Testing different visualisation approaches
- Receiving feedback on clarity and insight depth
- Refining deliverables for stakeholder impact
- Practising executive summaries and Q&A preparation
Module 12: Certification and Career Advancement - Preparing your final submission for certification
- Documenting your analytics framework and methodology
- Including your use case, data approach, and business impact
- Receiving feedback from our assessment team
- Earning your Certificate of Completion from The Art of Service
- Adding your credential to LinkedIn and CV
- Drafting a personal pitch for internal promotion
- Positioning yourself for analytics-focused roles
- Leveraging certification in job applications
- Continuing professional development pathways
- Joining the People Analytics Practitioner Network
- Accessing ongoing case studies and toolkits
- Receiving quarterly updates on industry trends
- Participating in member-exclusive insights briefings
- Building a personal portfolio of analytics work
- Creating a five-year career growth plan using analytics
- Starting with business problems, not data
- Defining success criteria before building anything
- Selecting use cases with high visibility and impact
- Designing a retention intervention pilot
- Creating a diversity hiring optimisation model
- Analysing performance distribution across teams
- Identifying high-potential employees systematically
- Measuring the ROI of leadership development programs
- Assessing the impact of flexible work on productivity
- Analyzing manager effectiveness using team metrics
- Optimising workforce planning by function
- Reducing time-to-productivity for new hires
- Prioritising learning investments by skill gap
- Linking engagement to customer satisfaction scores
- Measuring cultural alignment after mergers
- Designing a board-ready analytics initiative
Module 8: Tools and Templates for Immediate Application - Using Excel for advanced people analytics (no add-ons)
- Building dynamic dashboards with pivot tables and filters
- Creating automated alerts for threshold breaches
- Designing reusable KPI tracking workbooks
- Using conditional formatting for instant insight
- Building interactive dropdowns without coding
- Creating scorecards for managers and executives
- Designing data entry forms for consistency
- Generating automatic summary reports
- Standardising reporting templates across HR
- Exporting clean data for stakeholder sharing
- Creating version-controlled working files
- Documenting assumptions and methodology
- Setting up monthly refresh protocols
- Using checklists to ensure consistency
- Building a central repository for all analytics assets
Module 9: Organisational Adoption and Influence - Identifying your internal champions and allies
- Communicating analytics findings to non-technical leaders
- Translating data into business terms
- Overcoming resistance to data-led decisions
- Handling pushback with empathy and evidence
- Running small-scale pilots to prove value
- Scaling insights across departments
- Integrating analytics into existing meetings
- Building a monthly people metrics review process
- Creating feedback loops with managers
- Training HR Business Partners to use analytics
- Developing a shared language for data
- Positioning yourself as a strategic advisor
- Gaining buy-in for deeper data investments
- Creating a roadmap for analytics maturity
Module 10: Advanced Modelling Techniques - Building multi-factor risk models with weighted scoring
- Creating composite engagement-health indices
- Analysing interaction effects between variables
- Segmenting workforce data by strategic group
- Building cohort analysis for longitudinal insight
- Calculating survival curves for retention forecasting
- Using rolling windows to track changing trends
- Measuring the velocity of talent movement
- Analysing time-to-event data without software
- Designing early intervention triggers
- Estimating future headcount needs by function
- Modelling the cost of inaction
- Simulating impact of policy changes
- Creating scenario planning frameworks
- Building what-if analysis models
- Developing leading indicators for cultural health
Module 11: Real-World Projects and Hands-On Practice - Project 1: Build a turnover analysis report with root cause breakdown
- Project 2: Create a manager effectiveness scorecard
- Project 3: Design a retention risk dashboard for leadership
- Project 4: Develop a diversity hiring progress tracker
- Project 5: Build a leadership pipeline gap analysis
- Project 6: Create a learning impact evaluation report
- Project 7: Design a hybrid work productivity monitor
- Project 8: Build a performance distribution analysis
- Project 9: Develop a high-potential identification framework
- Project 10: Create a board-ready people analytics proposal
- Using real (anonymised) datasets in exercises
- Applying templates to your own organisational context
- Testing different visualisation approaches
- Receiving feedback on clarity and insight depth
- Refining deliverables for stakeholder impact
- Practising executive summaries and Q&A preparation
Module 12: Certification and Career Advancement - Preparing your final submission for certification
- Documenting your analytics framework and methodology
- Including your use case, data approach, and business impact
- Receiving feedback from our assessment team
- Earning your Certificate of Completion from The Art of Service
- Adding your credential to LinkedIn and CV
- Drafting a personal pitch for internal promotion
- Positioning yourself for analytics-focused roles
- Leveraging certification in job applications
- Continuing professional development pathways
- Joining the People Analytics Practitioner Network
- Accessing ongoing case studies and toolkits
- Receiving quarterly updates on industry trends
- Participating in member-exclusive insights briefings
- Building a personal portfolio of analytics work
- Creating a five-year career growth plan using analytics
- Identifying your internal champions and allies
- Communicating analytics findings to non-technical leaders
- Translating data into business terms
- Overcoming resistance to data-led decisions
- Handling pushback with empathy and evidence
- Running small-scale pilots to prove value
- Scaling insights across departments
- Integrating analytics into existing meetings
- Building a monthly people metrics review process
- Creating feedback loops with managers
- Training HR Business Partners to use analytics
- Developing a shared language for data
- Positioning yourself as a strategic advisor
- Gaining buy-in for deeper data investments
- Creating a roadmap for analytics maturity
Module 10: Advanced Modelling Techniques - Building multi-factor risk models with weighted scoring
- Creating composite engagement-health indices
- Analysing interaction effects between variables
- Segmenting workforce data by strategic group
- Building cohort analysis for longitudinal insight
- Calculating survival curves for retention forecasting
- Using rolling windows to track changing trends
- Measuring the velocity of talent movement
- Analysing time-to-event data without software
- Designing early intervention triggers
- Estimating future headcount needs by function
- Modelling the cost of inaction
- Simulating impact of policy changes
- Creating scenario planning frameworks
- Building what-if analysis models
- Developing leading indicators for cultural health
Module 11: Real-World Projects and Hands-On Practice - Project 1: Build a turnover analysis report with root cause breakdown
- Project 2: Create a manager effectiveness scorecard
- Project 3: Design a retention risk dashboard for leadership
- Project 4: Develop a diversity hiring progress tracker
- Project 5: Build a leadership pipeline gap analysis
- Project 6: Create a learning impact evaluation report
- Project 7: Design a hybrid work productivity monitor
- Project 8: Build a performance distribution analysis
- Project 9: Develop a high-potential identification framework
- Project 10: Create a board-ready people analytics proposal
- Using real (anonymised) datasets in exercises
- Applying templates to your own organisational context
- Testing different visualisation approaches
- Receiving feedback on clarity and insight depth
- Refining deliverables for stakeholder impact
- Practising executive summaries and Q&A preparation
Module 12: Certification and Career Advancement - Preparing your final submission for certification
- Documenting your analytics framework and methodology
- Including your use case, data approach, and business impact
- Receiving feedback from our assessment team
- Earning your Certificate of Completion from The Art of Service
- Adding your credential to LinkedIn and CV
- Drafting a personal pitch for internal promotion
- Positioning yourself for analytics-focused roles
- Leveraging certification in job applications
- Continuing professional development pathways
- Joining the People Analytics Practitioner Network
- Accessing ongoing case studies and toolkits
- Receiving quarterly updates on industry trends
- Participating in member-exclusive insights briefings
- Building a personal portfolio of analytics work
- Creating a five-year career growth plan using analytics
- Project 1: Build a turnover analysis report with root cause breakdown
- Project 2: Create a manager effectiveness scorecard
- Project 3: Design a retention risk dashboard for leadership
- Project 4: Develop a diversity hiring progress tracker
- Project 5: Build a leadership pipeline gap analysis
- Project 6: Create a learning impact evaluation report
- Project 7: Design a hybrid work productivity monitor
- Project 8: Build a performance distribution analysis
- Project 9: Develop a high-potential identification framework
- Project 10: Create a board-ready people analytics proposal
- Using real (anonymised) datasets in exercises
- Applying templates to your own organisational context
- Testing different visualisation approaches
- Receiving feedback on clarity and insight depth
- Refining deliverables for stakeholder impact
- Practising executive summaries and Q&A preparation