Who should attend
- Leaders responsible for hiring and managing talent
- HR professionals and their business partners
- General managers, directors, VPs
About the course
HR professionals are surrounded by vast troves of employee level data and in many cases, this data isn’t being leveraged to its full potential. This course will help participants realize the potential of their employee data to improve people-related decision-making and human resource strategy.
Understanding and leveraging human resources data can help your organization increase its ability to meet business goals and drive engagement throughout your company.
Admittedly, leveraging people analytics is not always a straightforward and simple process. Data can be messy, and may be located in multiple systems across separate teams. Sometimes, even the initial project to locate, clean, and integrate data can be extensive. However, the payoff of harnessing the data's power can be substantial--by increasing the organization's ability to inform and solve business problems.
This course will guide you through the people analytics landscape--from basics on terminology in the analytics space to guidance on how to set up or expand your team, to how to act on the insights. You will hear about approaches used by organizations to get through the adoption curve, including use cases on turnover, employee engagement, employee selection, and diversity and inclusion.
Whether you are just starting out on the people analytics journey or if you are well underway, you'll leave the course with a practical plan of how to take the next steps to tackle HR-relevant business challenges.
- Increase your ability to strategically partner across the organization
- Learn a framework for aligning people analytics with business needs and strategy
- Gain a working knowledge of descriptive and predictive analytics
- Practice defining a problem and mapping the solution (the path from data to analysis to action)
- Consider ethical questions inherent in using people data
- Leave the course with an analytics and communication plan to tackle an HR-relevant business challenge
Education BA 2002 Public Policy Stanford University BA 2002 Economics Stanford University PhD 2007 Economics Stanford University Expertise Effect of workplace benefits and policies on employees: retirement savings, onthejob training and human capital accumulation; flexible work arrangements,...
Videos and materials
Read more about Business Analytics
Read more about Human Capital Management
Because of COVID-19, many providers are cancelling or postponing in-person programs or providing online participation options.
We are happy to help you find a suitable online alternative.