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About the course
Talent is the most important asset in many businesses, yet people-related issues are often addressed informally, with a strong reliance on instinct. Today, though, the data-driven approach known as “people analytics” allows business leaders to use evidence instead of intuition. It relies on objective data and deep analysis to take the subjectivity out of decisions on recruiting, performance evaluation, leadership, hiring and promotion, job design, compensation, and collaboration.
In People Analytics: A Data-Driven Approach to Managing People, you will learn how data can and should be collected, analyzed, and used as a basis for decisions. Wharton faculty will demonstrate how cutting-edge companies are applying analytics techniques, and how to build practices within your firm that lead to better individual and organizational performance.
Program Highlights and Benefits
In People Analytics: A Data-Driven Approach to Managing People, you will:
- Discover how to apply hard data to make more informed soft-skill, people-related decisions
- Become a more educated data consumer, recognizing the good and the bad in terms of data collection and applications
- Learn better tools for defining and cultivating organizational culture
- Understand how leading companies are using people analytics
- Consider relevant legal and ethical issues
Experience & Impact
People analytics as a business discipline originally began as a human resources technical function that analyzed engagement and retention. Today it is increasingly applied across global organizations to solve a wide range of business challenges. While many companies say tapping into this treasure trove of employee data is a priority, only a minority of organizations have usable data. That means developing the knowledge and tools needed to exploit this fast-growing field of study can give you a serious advantage over your competition.
People Analytics explores data-driven techniques for managing people, and for making more strategic, systematic decisions that affect the organization as a whole. Taught by the directors of the Wharton People Analytics initiative, the program examines the topic on three levels — data collection, analysis, and application — and offers state-of-the-art research and applications for each. Issues surrounding data acquisition, including what types of data are essential, as well as archival, survey, passive, and active collection methods, are all considered.
Because merely having data is not sufficient, better and worse uses of data are explained using real-world examples. You will learn methods for avoiding decision biases, including employing machine-based algorithms. Finally, best-practice approaches to drawing rigorous conclusions based on collected data are explored.
This dynamic, hands-on program is a true learning laboratory, leveraging the latest insights and best practices to help you and your organization move to the analytics forefront. In addition to lectures, case studies, and exercises, you will work throughout the week in small groups on a real-world issue, running data analyses and making recommendations based on your findings. You will also discuss specific challenges with faculty and fellow participants as you begin to explore how people analytics can be applied in your organization.
The theories and applications of People Analytics will be examined as they relate to:
- Internal and External Hiring
- Retention and Engagement
- Performance Management
- Team Building
- Legal and Ethical Questions
- Decision Biases
Who should attend
People Analytics: A Data-Driven Approach to Managing People was designed for those who want to build analytics capabilities, improve the quality of talent, and learn better tools for managing and leading organizations. In particular, HR professionals, business unit and general managers, and leaders of mid-size to large companies will benefit
Trust the experts
Research Interests: People analytics, judgment under uncertainty, organizational behavior Cade Massey is a Practice Professor in the Wharton School’s Operations, Information and Decisions Department. He received his PhD from the University of Chicago, and taught at Duke University and Yale Unive...
Matthew Bidwell's research examines new patterns in work and employment, focusing in particular the causes and effects of more shortterm, market oriented employment relationships. He has conducted detailed research on the contracting workforce in information technology, publishing papers on how t...
Biography Prasanna Tambe is an Associate Professor of Information, Operations and Management Sciences (IOMS) at the New York University Leonard N. Stern School of Business. His research focuses on the economics of the high-tech labor force. Some recent research projects focus on understanding ho...
Professor Exequiel (Zeke) Hernandez is an expert on global networks and the internationalization of firms. He is interested in how firms grow by establishing subsidiaries in foreign countries, by forming alliances and other types of network ties with foreign partners, and by making strategic acqu...
Education JD, Harvard University, 1994; BA, University of California at Berkeley, 1991 Recent Consulting World Bank (201415). Advising on use of gamification in massive open online courses. Marriott and Franklin Covey (2014). Developing gamification system for employee motivation. Organizati...